Ranjitha .O (Print Out Document)

BIMAL AUTO AGENCY LIMITED
EXECUTIVE SUMMARY
INTRODUCTION ABOUT INTERNSHIP
Internship Programs are intended to give opportunity to the understudies to get work involvement and
furthermore to share their bits of knowledge and self-awareness. Through temporary job understudies can
become more acquainted with and learn numerous aptitudes, for example, correspondence expertise, between
faculty ability, critical thinking aptitude, specialized abilities. Temporary jobs are the open doors given by the
business to the understudies for a fixed timeframe or not with standing for low maintenance.
Entry level positions enables understudies to construct an expert disposition and become acquainted with about
their region of premium and get familiar with it.
STATEMENT OF PROBLEM
One of the primary jobs of Human Resources (HR) division is to guarantee that representatives are adequately
happy with their occupations. Normally explore has appeared fulfilled workers coactivities are believed to be
increasingly gainful. Then again, if specialists are disappointed with their employments, they are believed to be
not so much gainful but rather more inclined to truancy and turnover.
To learn about what the representatives feels about the offices gave in the association and recommend a few
measures to fulfill the requirements of the workers.
OBJECTIVE OF STUDY
• To survey the different arrangements of employment fulfillment at BIMAL AUTO AGENCY LTD.
• To examination the effect of occupation fulfillment in the association.
• To investigation the dimension of fulfillment of the workers with the different elements of occupation
fulfillment. •
To make the administration know and to give recommendations assuming any, for the viability of the
association.
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SCOPE OF THE STUDY
• The think about distinguishes the frame of mind of the representatives towards various characteristics at the
work environment.
• The study gives an insight of how the employees sees and perceives about the organization like:
1. Working conditions
2. Health and Safety Measures
3. Welfare Activities
4. Compensation and benefits
LIMITATIONS OF THE STUDY
• The examination is restricted to the workers of BIMAL AUTO AGENCY LTD businesses Pvt Ltd as it were.
• The examination is restricted to the Job Satisfaction of workers of BIMAL AUTO AGENCY LTD.
• The examination is restricted to test estimate as it were.
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CHAPTER – 1
INTRODUCTION
INTRODUCTION ABOUT INTERNSHIP
Internship Programs are intended to give opportunity to the understudies to get work involvement and
furthermore to share their experiences and self-awareness. Through entry level position understudies can
become acquainted with and learn numerous abilities, for example, correspondence expertise, between work
force aptitude, critical thinking ability, specialized aptitudes. Entry level positions are the open doors given by
the business to the understudies for a fixed timeframe or notwithstanding for low maintenance. Entry level
positions enables understudies to fabricate an expert frame of mind and become acquainted with about their
territory of premium and the get familiar with it.
INDUSTRY PROFILE INTRODUCTION
service is a generation of completed merchandise utilizing machines, human work. it is where crude materials
are changed into completed products on a huge scale. administration industry in India has been developing at a
quicker rate through different periods of advancement. it has been developing in a vigorous rate in the previous
ten years and has been the best performing administration economy. India is known as the administration center
point with adding to 15% of the province's gross domestic product and utilized more than 58million and half of
nation's fares. India is giving open doors both for home payers and universal business people to wander out and
develop.
MAJOR PLAYERS OF THE SERVICE INDUSTRY IN INDIA
• Hyundai
• Tata.
• Toyota.
• Mahindra and Mahindra
• Skoda
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MARKET SHARE OF SERVICE INDUSTRY:
A) GLOBAL SCENARIO: The overall organization industry Is required to extend around $4000 billion in
2020.The organization industry incorporates vehicle creation and planning establishments, Asia Pacific was the
greatest region in the organization publicize in 2017, speaking to around 60%of the market Western Europe
was the second greatest region speaking to around 10% of the bit of the pie North America was the third
greatest territory speaking to around 9% of the market. The organization exhibit is depended upon to adjust on
account of recovery in made economies and animating improvement in rising countries, for instance, Russia,
China, Brazil and India.
B) INDIAN SCENARIO: India is known as the organization focus point. our unassuming head executive, Mr.
Narendra Modi has pushed the "make in India" program to put India on the world guide as organization focus
point and give an overall affirmation to the Indian economy. India is depended upon to wrap up the fifth
greatest organization country on earth before the year's over 2021.the assembly of India expects to construct the
idea of organization part to GDP (total national output) to 8% by 2021.
COMPANY PROFILE COMPANY DETAILS:
BIMAL AUTO AGENCY LTD was established by Naveen Kumar Sarangi and Bag Chand Sarangi in the year
1971 which is headquartered in Bangalore, Yelahanka They begin with world class items, which are structured,
created and made in house. Their items are an aftereffect of steady advancement at their labs. This
advancement driven R&D system, together with serious involvement in the field has empowered BIMAL
AUTO AGENCY LTD items benchmark quality items and earned the trust of customers around the world.
Bimal auto organization ltd is had practical experience in plan and manufacture of multi arranged dynamic
instruments utilized in computerized stepping process and empowers the administration of reliable, higher
accuracy and cost-focused.
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Company Name CIN -BIMAL AUTO AGENCY LTD INDUSTRIES PRIVATE LIMITED
U50200KA2011PTC057048tip
Address- 60/3,new international airport road ,yelahanka,near kendriya vihar

junction,Bengaluru,Karnataka 560064
Company status -Active
Company Category -Company limited by shares
Company sub-category -Non-govt company
Class of company- Private
Activity- Sales of cars and spare parts
Number of employees- 1500
BOARD OF DIRECTORS
CHAIRMAN-Bhag chand sarawgi
DIRECTOR & CEO-Naveen Sarawgi
MANAGING DIRECTORS-Sumit Sarawgi
VISSION
“To become 20 billion company by 2021 and to become OEM (original equipment manufacturers)”
MISSION
"we cooperate with makers for configuration, production and collecting mechanical items and arrangements,
ceaselessly climbing the esteem chain, by receiving advancement, best in class administration advances,
framework and procedures that are financially savvy and utilitarian".
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QUALITY
We are focused on nonstop improvement of every one of our exercises. We supply items and administrations
that are complied with exclusive expectations of planning, fabricating, dependability, practicality as wanted by
our items.
BIMAL AUTO AGENCY LTD has received a number of certifications, some of them are
1. AS 9100C & ISO 9001 2008
2. BIA TS 16949
3. NADCAP – BIA
4. Nagarro TS 16949
5. BIMAL AUTO AGENCY LTD Ind. EN 15085 Certificate 1
6. BIMAL AUTO AGENCY LTD Ind. EN 15085 Certificate
PRODUCTS
1.Tyres
2.Batteries
3.Alloy wheels.
4.Oils
5.Accessories and genuine parts for cars,two wheelers and commercial vehicles.
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SERVICES
1. Designing
2. Tooling
3. Stamping
4. Value added assemblies
AREAS OF OPERATION
BIMAL AUTO AGENCY LTD Industries is headquartered in “Bangalore”. in Bangalore there are 6 major
service units that are located in Bangalore, Chennai and Pondicherry. In Bangalore, Karnataka there are 4
branches,
1. Yelahanka
2. Rajajinagar
3. Anasazi.
4. Bommasandra
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SWOT ANALYSIS:
STRENGTH
• Advanced and updated Technologies like Robot welding machines, NC machines (programming software) at
BIMAL AUTO AGENCY LTD.
• Wide opportunity for engineers and labors in terms of career advancement as metal service industry is the fast
growing industry.
WEAKNESS
• Non-Availability of crude materials on time.
• Difficulty in transportation.
• Salaries are very little appealing.
OPPORTUNITIES
• Exporting of components to un-tapped markets.
• Expanding the business in terms of its geographical area.
• Looking for best service providers in terms of spare parts.
THREATS
• Difficulty in contending with universal merchants as far as quality and advancement in innovation.
• Sudden changes in innovation or unexpected new item in market entry. • Power disappointment backs off the
work.
• Political issues.
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FUTURE GROWTH IN SERVICEINDUSTRY:
• The service segment can possibly represent 25-30% of the total national output of the nation by 2025
• The organization needs to confront expanded number of difficulties because of expanded number of rivals as
far as administration segments.
• The organization has been wanting to construct and create Robot Technology in this way expanding the
generation rate and furthermore cut the labor.
• The organization is progressing in the direction of extending universally and furthermore to wind up unique
hardware makers in the coming years.
Some of the major operations carried out by BIMAL AUTO AGENCY LTD are,
1. Design and development of products
2. Manufacturing, maintenance and repair.
3. Supporting equipment’s.
4. Fabricating, forming.
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CHAPTER 2
CONCEPTUAL BANCK GROUND AND LITERTAURE REVIEW DEFINITION
Employment fulfillment is a mix of mental, physiological and an ecological situation that makes one to
honestly say that, "I am happy with my activity." The authoritative achievement relies upon the viable use of
HR. Employment fulfillment alludes to a person's frame of mind towards their activity.
• Situational factor
• Individual characteristics
• social relationship outside the job.
It is an ultimate function of all the above and different attitude of individuals put together. Some consider job
satisfaction as a collective force and not a unitary phenomenon.
Job Satisfaction Determinants As exhibited by Abraham a Kumar, there are two factors that pick work
fulfillment of an individual they are
1. Organizational Variable
2. Personnel Variable
1. Organizational Variables:
Pay and Promotions – These tow variables are directed to job satisfaction.
• Leadership - The type of leadership has a greater influence on an individual. A good leader is the one who
sets an example for others and who is fair in his/her roles and responsibilities.
• Occupational level - Higher the job level, greater is the job satisfaction level. This is because greater level of
job carries greater prestige and self-control.
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2. Personnel Variables:
• Age
• Education
• Gender
• Role
Job satisfaction leads to
1. Leads to higher productivity
2. Accepts necessary changes without resistance
3. Promotes interest of the workers
4. Higher morale
5. Will want to remain in the organization.
6. Organizational growth
Meaning:
The term work fulfillment alludes to the worker's general frame of mind towards work.
• A work is an imperative piece of life. Employment fulfillment impacts one’s general life fulfillment.
• In request to comprehend work fulfillment, maybe one needs to separate the limits among such terms as
disposition, inspiration and good.
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Theories There are three approaches/theories of job satisfaction They are:
1. Equity theory
2. Fulfillment theory
3. Two factor theory
Equity theory
According to this an individual’s satisfaction is determined by his/her perceived equity which is determined by
his/her input-output balance when compared to the input-output balance of others. Input-Output ratio is
perceived as what the person receives from his job to what a person contributes to his job.
Two-factor theory
This theory was proposed by Herzberg, Paterson and Cap well who recognized a couple of elements as
satisfiers and dis-satisfiers. Elements, for instance, pay scale, achievements of targets, calling advancement,
affirmation, commitment go about as satisfiers wherein, Factors, for instance, supervision, working conditions,
association regards, go about as dis-satisfiers wherein, their nonattendance prompts dis-satisfaction and whose
closeness doesn't expeditious occupation satisfaction. This speculation is seen as invalid as an individual can
find satisfaction and dissatisfaction from a comparable thing meanwhile.
Fulfillment theory
The point of this hypothesis is of distinguish the dimension of fulfillment of a person as far as the prizes gotten
by an individual or the degree to which the people needs are fulfilled. Employment fulfillment isn't only a
capacity to decide how much an individual gets yet the craving of a person to achieve the dimension of
yearning in a specific zone.
The trouble of this hypothesis watched is that, work fulfillment isn't just about what an individual gets yet in
addition about what he the people feels they ought to really receive.as there will be contrasts between the real
and desire for a person.
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What Employees Expect in Their Jobs?
Job Satisfaction
➢ Flexibility: work/ life
➢ Satisfactory salary
➢ Job Security
➢ Work Itself
➢ Career Advancement
➢ Working Conditions
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RIVIEW OF LITERATURE
1.TITLE: effect of job fulfillment on employment execution.
NAME: M. D. Pushpa Kumari.
YEAR: 2007
ABSTRACT: as per Pushpa Kumari a fulfilled laborer is a profitable specialist. A fulfilled workforce will make
a lovely environment to perform well. The examination was made on which 1rewards fulfilled specialists i.e.;
extraneous or characteristic prizes. What's more, there was a positive outcome that said there exists a center
connection between occupation fulfillment and employment execution.
2. TITLE: How does organizational culture and organizational learning capacity jointly affect employees’ job
satisfaction in metal working industry?
NAME: Bulent Aydin& Adnan Ceylon
YEAR: 2008
ABSTRACT: Every person in an association has one of a kind gifts, values, conviction wherein they
demonstrate some basic properties. Hierarchical culture comprises of shared qualities and conviction. Hence
authoritative culture comprehends the organization's outward adjustments and natural incorporation. Learning
has a constructive outcome which influences the association itself as well as the monetary advancement of the
nation. Learning forces change. Learning helps both the representatives and the association adjust to changes
and advance.
Conclusion: Organizational culture gets more significance than authoritative learning in fulfilling
representatives.
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3.TITLE: A Study on representative's activity fulfillment
NAME: Mahanthappa
YEAR: 2005
Abstract: According to this creator, Maslow's need pecking order of need hypothesis established the
framework for employment fulfillment hypothesis. This hypothesis clarifies the five requirements for an
individual they are – mental need, wellbeing, social needs, confidence and self-completion.
Conclusion: The creator says that a person's looks for from the mental needs to oneself - realization level. Just
when the main need is satisfied the individual endeavors to achieve the following dimension.
4.TITLE: An analysis on Employees Satisfaction in terms of Organizational culture and Spiritual leadership.
NAME: Bulent Aydin, Aydan Ceylon
YEAR: 2009
E-MAIL: bulntaydin@kibarholding.com
aceylan@gyte.edu.com
Abstract: According to Hunter and Tiete delegate satisfaction implies the "reaction on exchange perspectives of
what specialists needs versus what they get.”
Laborer satisfaction impacts the purchaser unwaveringness and various leveled proficiency. There is no
particular most remote point for the satisfaction of the agents as it contrasts from laborer to delegate.
Progressive culture: people gain from their condition, in an affiliation where people participate, they share their
characteristics and this will help the relationship with making their own social properties' and this culture will
empower each other to see each other's work effectively. Significant activity: is tied in with making regards for
the affiliation. Extraordinary expert s an imperceptible thought, here the people share their obligation
energetically. Conclusion: The result of the examination showed that there is a positive basic connection be
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tween’s supernatural organization and progressive culture. Furthermore, it moreover shown that definitive
culture has a more essential effect than significant activity in satisfying delegates in metal working firms.
5.TITLE: A Study on the factors that that effect the employees job satisfaction
NAME: Miller
YEAR: 2006
Abstract: According to this creator, high compensation, great workplace, preparing and advancement,
profession development, association with partners are alternate factors that assistance to expand the
representative's occupation fulfillment. Conclusion: It is discovered that not all workers are happy with similar
needs and needs; unique representative has distinctive needs and needs.
6. TITLE: Occupation fulfillment among workers of Automotive Industries in India.
YEAR: 2012
NAME: C. Saratha and G Suresh Krishna
Abstract: The investigation inspects the administration rehearses by presenting representative's strengthening,
collaboration, worker pay, the executives initiative, into an exploration show for considering representative's
occupation fulfillment among the representatives of the car business in India. Conclusion: The examination
recommended that worker work fulfillment level can be improved through the usage of the board rehearses.
The investigation predicts that representative remuneration, cooperation, worker strengthening are sure
indicators of worker work fulfillment inside the setting of the workers of car industry in India.
7.Morge (1953) in his study on the Job satisfaction of the employees of white collar jobs found that fifty five
male teachers were satisfied with their job with oppose to thirty five percent female employees who were not
satisfied with their job. This study highlighted the relationship between gender and job satisfaction and
concluded that satisfaction is affected by gender.
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8.Gardon (1955) in his research on the Job satisfaction of the workers of industrial concern and human needs
industries found that if person„s individual needs are satisfied then their job satisfaction increases; thereby
reflecting a positive relation with the job satisfaction.
9. Bidwel and Charles (1956) studied on the Job satisfaction and school management and concluded that
effective education is necessary to develop good image of the school and that teachers„Job satisfaction
increased by perfect management.
10. Sinha and Singh (1961) studied the relationship between job satisfaction and absenteeism. A random
sample was selected from various departments of Tisco, Jamshedpur. The sample consisted of high and low
absentee workers. Respondents consisted of 50 each from both the categories. Job satisfaction questionnaire
consisted of items of four components of job satisfaction namely nature of work, wages and security,
supervisors and supervision and company„s overall personnel policy. It was found that low absentees were
significantly more satisfied with their job than high absentees.
11.Sinha and Sharma (1962),conducted a research on attitude and job satisfaction with the help of randomly
selected 100 workers which were from a light engineering factory around Culcutta. It was found that job
satisfaction was inversely related to favorable attitude towards the union. This implies, greater the job
satisfaction, the less favorable was the attitude towards the union.
12.Prasad (1964) studied the personality and the relative elements of Job satisfaction namely age and
experience. In his study he concluded that the age of professionals had no effect on job satisfaction, while job
satisfaction increase with the frequencies of experience thereby showing significant relation with the Job
satisfaction.
13.Rajgopal (1965) in his study explored the relationship between satisfaction and productivity of textile mills
workers belonging to high and low productive mills. Six mills, three high and three low (Productivity was
indexed in terms of operative hours per unit of Production four the past three years) were chosen for the study.
75 workers each from high Productive and low Productive mills were chosen for the study. They were asked to
indicate their degree of satisfaction/dissatisfaction on a 5-point scale ranging from extreme satisfaction to
extreme dissatisfaction on thirty items representing seven aspect of work (i.e., salary, job, management,
working condition, welfare facilities , coworkers, and union management relations). The results highlighted that
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high productive mill workers were significantly more satisfied with five of the seven aspect excluding job and
coworkers.
14.Lodahl&Kejner (1965) found in a study that Job satisfaction is affected by meaningfulness of work and
adequacy of supervision. Kapoor and Rao (1969) had examined the age and attitude towards officers in
understanding the Job satisfaction of 146 female employees. His research highlighted that female employee and
married female employee having more than twenty five years of age always oppose against injustice and
struggle against management too.
15. Jawa (1971) collected data on 70 semi-skilled workers in his study on anxiety and job satisfaction. On the
basis of the anxiety scale filled by the respondents and their scores, anxiety was divided into three groups of
high, average and low anxiety. In addition to this a satisfaction questionnaire was also filled by the respondents.
The results indicate a trend of increasing satisfaction with decreasing anxiety level Smith, Scott and Hulin
(1977) selected 4000 managers of the 145 company for the sample of the study on Job satisfaction of
professional employees of the company. It was found out through this research that satisfaction increase with
the age. Thus, indicating a positive relation of Job satisfaction with the age.
16. Richmond, Mccroskey and Davis (1982), stated that “moderately satisfied employees may be more
productive than dissatisfied employee; extremely satisfied employees may form the type of work group known
as the “happiness for lunch bunch” (McCroskey, Larson & Knapp, 1971) and be more of a social group than a
work group, hence lowering productivity. Bhatt (1987) studied the personality determinations of Job
satisfaction of college teachers of Saurashtra University and all college teachers were included in the sample of
the study. It was found that female teachers were more satisfied than male teachers, also no significant
difference was found in the mean scores of married and unmarried teachers. It was also found that Job
satisfaction had no significant relation with the age, area of the work, educational qualification and experience.
17.Sharma(1987) examined the effects of work culture on employee satisfaction, sense of participation, role
stress and alienation in private sector and public sector and found that the private sector and the public sector
varied significantly on the dominant culture variables and there was significant correlation between the work
culture variable and role stress variables.
18. Rajendran (1987) in a public sector industry highlighted a significant correlation between work culture and
employee satisfaction.
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19.Rain et al., (1991) stated that job satisfaction has a correlation with life satisfaction. People who are satisfied
with life will tend to be satisfied with the job and vice versa Cardona (1996) in a survey of members of the
Association for Investment Management and Research found that 81% of the managers were satisfied or very
satisfied with their job. Most managers named professional achievement, personal or professional growth, the
work itself and their degree of responsibility more important than compensation as the factors that create
positive feelings about their job. Factors like company policies, administration, relationships with supervisors,
compensation and the negative impact of work on their personal lives were viewed as those which create
negative feelings about the job.
20.Yankelovich Partners (1998) in their study surveyed 10,339 workers across 10 European countries, Russia,
Japan, and the United States. Researchers consistently identified the same top five key attributes in a job:
ability to balance work and personal life, work that is truly enjoyable, security for the future, good pay or salary
and enjoyable co-workers. Across the four major geographic regions studied, importance of potential
advancement and the opportunity to build skills as a way to maintain employability and job security was
emphasized by the workers.
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CHAPTER 3
RESEARCH DESIGN
TOPIC CHOSEN FOR STUDY
“Employees Job Satisfaction” at BIMAL AUTO AGENCY LTD”
STATEMENT OF PROBLEM
One of the significant businesses of Human Resources (HR) office is to guarantee that delegates are sufficient
substance with their occupations. Routinely inquire about has appeared to be fulfilled authorities’ co-practices
are acknowledged to be coherently productive. Obviously, if specialists are frustrated with their occupations,
they are acknowledged to be less gainful yet rather progressively inclined to truancy and turnover.
To get some answers concerning what the workers feels about the work environments gave in the connection
and propose two or three measures to fulfill the essentials of the representatives.
OBJECTIVE OF STUDY
1. To assess the various provisions of job satisfaction at BIMAL AUTO AGENCY LTD.
2. To assess the various factors that contributes to job satisfaction.
3. To study the impact of job satisfaction in the organization.
4. To examination the dimension of fulfillment of the representatives with the different elements of occupation
fulfillment.
5. To make the organization know and to give suggestions.
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SCOPE
• This analysis helps identify the attitude of the employees towards different attributes at the workplace
• The study gives an insight of how the employees sees and perceives about the organization like:
• Working conditions
• Health and Safety Measures
• Welfare Activities
• Compensation and benefits
RESEARCH METHODOLOGY
• Data collection
• Data : primary source and secondary sources.
• Primary sources
• Data was collected through questionnaire and interaction with employees.
• Secondary sources
• Secondary data was collected through company’s record, website, magazines.
• Research Design
• Descriptive
• Sample Size
• 100 Employees
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• Sample Frame
• The employees of BIMAL AUTO AGENCY LTD
• Research instrument
• Questionnaire
LIMITATIONS
1. The analysis is limited to the employees of BIMAL AUTO AGENCY LTD Ltd only.
2. The study is limited to the Job Satisfaction of employees of BIMAL AUTO AGENCY LTD only.
3. The study is limited to sample size only.
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CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
Part - A
1.Gender
Particulars Male Female
Gender 90 10
GENDER
10%
male
female
90%
ANALYSIS:
From the above pie graph, it is clear that 90% of the employees are male and 10% of the employeesare
female.
INTERPRETATION:
From the above pie graph, it is clear that majority of the employees at BIMAL AUTO AGENCYLTD
are male.
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2.Education
Particulars ITI SSLC Diploma Graduation PG & Above
Education 20 0 22 48 10
EDUCATION
10%
20%
0% ITI
sslc
DIPLOMA
22% GRADUA
48%
TION
PG & Above
ANALYSIS:
From the above pie graph, we can illustrate that 20% of employees are ITI, 22% of the employees are
from SSLC background, 48% of the employees are from Diploma, and 10% of the employees are Post
Graduation and above.
INTERPRETATION:
From the above pie graph, we can interpret that majority of the respondents are Graduates.
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.3.Age
particulars 18-25 25-35 35-45 45 & Above
Age 20 0 22 48
AGE
20% 20%
18-25
25-35
35-45
30% 30%
45 & above
ANALYSIS:
From the above pie graph, we can analyze that 20% of respondents are between the age group of 18-25,
30% of the respondents are of the age group between 25-35, 30% of the respondents between the age
group of 35-45 and 20% of the employees of the employees between the age group of 45 and above.
INTERPRETATION:
From the above pie graph, we can illustrate that majority of the respondents are of the age group
between 25 – 45.
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4.Marital Status
particulars Married Unmarried
Marital Status 62 38
MARITAL STATUS
38%
Maried
un-maried
62%
ANALYSIS:
From the above pie graph, we can analyze that 62% of the respondents are married and 38% of the
respondents are un-married.
INTERPRETATION:
From the above pie graph, we can illustrate that majority of the respondents are married.
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5.Department
particulars R&D HR Production Finance
Department 60 5 30 5
DEPARTMENT
2%
r&d
35%
HR
60%
PRODUCTION
FINANCE
3%
ANALYSIS:
From the above pie graph, it is clear that 60% of respondents are from R&D section, 5% from the
Human resource department, 30% of the respondents from the production team and 5% from the finance
department.
INTERPRETATION:
From the above pie chart, we can understand that most of the respondents are from the R&D
section.
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6.Designation
particulars Mechanical CS Engineer HR Finance Labor

Engineer
Designation 37 33 5 5 20
DESIGNATION
20%
37% mechanical
5% engineeer CS
engineer
HR
financ
33% elabur
ANALYSIS:
It is clear from the above pie graph that 37% of respondents are Mechanical Engineers, 33% of the
respondents are Computer Science Engineers, 5% of the respondents are HR’s, 5% of the respondents
are Financial Managers and 20% of the respondents are Laborers.
INTERPRETATION:
We can clearly interpret from the above pie chart that majority of the respondents are Mechanical
Engineers.
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PART - B
1. Working conditions of the company
Particulars work load Resources team work rest periods
Highly satisfied 2 48 60 29
Satisfied 40 32 28 16
Neutral 48 15 12 41
Dis-satisfied 10 5 0 14
Highly dis- 0 0 0 0
satisfied
Team Work
0% 0%
12% 1
2
28%
3
60%
4
ANALYSIS:
From the above pie graph, we can analyze that out of 100 randomly picked up respondents 60% of the
respondents are highly satisfied and believe that there is a strong teamwork between them, 28% of the
respondents are satisfied and 12% of the respondents are neutral.
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INTERPRETATION:
From the above pie graph, it is clear that majority of the respondents agree that there is a good
teamwork between the employees.
Rest Periods
2%
11%
28%
44% 15% 4
ANALYSIS:
From the above pie graph, we can analyze that 28% of the respondents are highly satisfied with the rest
periods, 15% of the respondents are satisfied with the rest periods, 44% of the respondents are neutral,
11% of the respondents are dis-satisfied with the rest periods and 2% of the respondents are highly dis-
satisfied with the given rest periods.
INTERPRETATION:
From the above pie chart, we can illustrate that only few employees are not satisfied with the givenrest
periods.
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WORKPLACE
0% 2%
10%
40% 2
4
48%
5
ANALYSIS:
From the above chart we can make out that 2% of the employees are highly satisfied with their
workplace, 40% of the employees are satisfied with their workplace and 10% of the employees areneutral
INTERPRETATION:
From the above pie chart, we can interpret that only a few employees are not satisfied with their
workplace.
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Resources
0% 0%
11%
2
53%
36% 3
ANALYSIS:
From the above pie graph, we can analyze that 53%of the employees are highly satisfied with resources,
36% of the satisfied, 11% of the employees are neutral towards the resources they haveto do their job.
INTERPRETATION:
From the above pie graph, we can illustrate that majority of the employees are happy and satisfiedwith
the resources they have.
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2. Environment and Relationship
PATICULARS Safe and Well Adequate healthy Freedom to Team work

Maintained resources relationship do my job
Highly satisfied 68 55 24 27 20
Satisfied 22 15 28 23 25
Neutral 10 25 40 60 55
Dis-satisfied 0 5 6 0 0
Highly dis-satisfied 0 0 2 0 0
Safe and Well Maintained
0% 0%
1
10%
2
3
22%
4
68% 5
ANALYSIS:
From the above pie graph, we can analyze that 68% of the employees are highly satisfied with the
safety,22% of the employees are satisfied, 10% are neutral towards the safety measures taken and well-
maintained workplace.
INTERPRETATION:
the safety measures and well-maintained workplace they have.
SIR.MVIT Page 33
Adequate Resources
0%
5%
25%
1
2
55%
3
4
15%
5
ANALYSIS:
From the above pie graph, we can analyze that 55% of the employees are highly satisfied with the
resources provided, 15% of the employees are satisfied, 25% are neutral and 5% of the employees are
dis-satisfied towards the resources available to do their work.
INTERPRETATION:
the resources provided.
SIR.MVIT Page 34
Healthy Relationship with Superiors and Peers
2%
6%
24%
40% 3
4
28% 5
ANALYSIS:
From the above pie graph, we can analyze that 24% of the employees are highly satisfied, 28% of the
employees are satisfied, 40% are neutral, 6% of the employees are dis-satisfied and 2% of theemployees
are highly dis-satisfied with relationship with peers and superior.
INTERPRETATION:
the relationship with their peers and superiors.
SIR.MVIT Page 35
Freedom to do my Job
0% 0%
24%
55%
21%
ANALYSIS:
From the above pie graph, we can analyze that 24% of the employees are highly satisfied, 21% ofthe
employees are satisfied, and 55% are neutral.
INTERPRETATION:
From the above pie graph, we can illustrate that all the employees have the freedom to do theirjob.
SIR.MVIT Page 36
Team work is encouraged and practiced

0% 0%
20%
2
55% 3
25%
4
ANALYSIS:
From the above pie graph, we can analyze that 20% of the employees are highly satisfied, 25% ofthe
employees are satisfied, and 55% are neutral.
INTERPRETATION:
From the above pie graph, we can illustrate that average number of the employees feel that teamwork
Is encouraged at BIMAL AUTO AGENCY LTD.
SIR.MVIT Page 37
3. welfare activities
PATICULARS First-Aid sanitation & Restroom Leave parking

cleanliness facility Allowance facility
Highly satisfied 12 18 27 20 20
Satisfied 25 18 43 28 5
Neutral 58 62 14 42 19
Dis-satisfied 3 2 6 10 26
Highly dis-satisfied 2 0 0 0 0
First-Aid
3%
2%
1
12%
2
3
25%
4
58% 5
ANALYSIS:
employees are satisfied, 58% are neutral, 3% of the employees are dis-satisfied and 2% of theemployees
are highly dis-satisfied with the first aid facility at Bimal auto agency ltd.
INTERPRETATION:
From the above pie graph, we can illustrate that majority of the employees are happy and feels
satisfied with the first aid facility provided at Bimal auto agency ltd.
SIR.MVIT Page 38
Sanitation & Cleanliness

2% 0%
18%
2
18%
3
62%
4
ANALYSIS:
employees are satisfied, 62% are neutral, and 2% of the employees are dis-satisfied about the sanitation
and cleanliness at Bimal auto agency ltd.
INTERPRETATION:
From the above pie graph, we can illustrate that majority of the employees are satisfied about the
sanitation and cleanliness at Bimal auto agency ltd.
SIR.MVIT Page 39
Restroom facility
0%
6%
27%
24%
43%
ANALYSIS:
employees are satisfied, 24% are neutral, and 6% of the employees are dis-satisfied with the restroom
facility at Bimal auto agency ltd.
INTERPRETATION:
the relationship with restroom facility at Bimal auto agency ltd.
SIR.MVIT Page 40
Leave Allowance
0%
10%
20%
42%
28%
ANALYSIS:
employees are satisfied, 42% are neutral, and 10% of the employees are dis-satisfied about the leave
allowance at Bimal auto agency ltd.
INTERPRETATION:
From the above pie graph, we can illustrate that majority of the employees are satisfied about theleave
allowance at Bimal auto agency ltd.
SIR.MVIT Page 41
Parking Facility
0%
20%
26%
5%
49%
ANALYSIS:
employees are satisfied, 49% are neutral, and 26% of the employees are dis-satisfied about the parking
facility at Bimal auto agency ltd.
INTERPRETATION:
parking facility at Bimal auto agency ltd.
SIR.MVIT Page 42
4. Compensation & Benefits
Particulars Fair Pay Compensation system Link b/w appraisal and Rewards &
is motivating performance Recognition
Highly satisfied 40 15 35 10
Satisfied 20 10 5 10
Neutral 30 45 58 65
Dis-satisfied 10 20 2 15
Highly dis-satisfied 0 10 0 0
Fair Treatment
10% 0%
2
40%
3
30%
4
5
20%
SIR.MVIT Page 43
ANALYSIS:
From the above pie graph, we can analyze that 40% of the employees are highly satisfied,20% of the
employee are satisfied, 30% are neutral, and 10% of the employees are dis-satisfied about the
compensation provided at bimal auto agency ltd.
INTERPRETATION:
compensation provided at bimal auto agency ltd.
Compensation System is Motivating
10% 1
15%
2
20% 10%
3
5
45%
SIR.MVIT Page 44
Link Between my Performance and Appraisal

2% 0%
35%
58%
5%
ANALYSIS:
From the above pie graph, we can analyze that 35% of the employees are highly satisfied, 5% the
employees are satisfied, 58% are neutral, and 2% of the employees feels that there is a link between
their performance and appraisal at bimal auto agency ltd.
INTERPRETATION:
From the above pie graph, we can illustrate average number of the employees feels that there is a link
Between their performance and appraisal.
SIR.MVIT Page 45
Rewards & Recognition
0%
10%
15%
10%
65%
ANALYSIS:
employees are satisfied, 65% are neutral, 15% of the employees are dis-satisfied about the rewards and
recognition system at bimal auto agency ltd.
INTERPRETATION:
From the above pie graph, we can illustrate that average number of the employees are satisfied about the
rewards and recognition system at bimal auto agency ltd
SIR.MVIT Page 46
5. Health & Safety
particulars Ventilation & Training on Health Disposal of Waste

Temperature & safety & effluents
highly satisfied 68 15 68
satisfied 12 25 12
neutral 10 50 20
dis-satisfied 0 10 0
highly dis-satisfied 0 0 0
Ventilation & Temperature

0% 0%
1
11%
2
3
13%
4
76%
SIR.MVIT Page 47
ANALYSIS:
employees are satisfied, 11% are neutral, about the ventilation and temperature at bimal auto agency ltd.
INTERPRETATION:
The above pie graph, we can illustrate that majority of the employees are satisfied about theventilation and
temperature at bimal auto agency ltd
Training on Health & safety
0%
10%
15%
25%
50%
ANALYSIS:
employees are satisfied, 50% are neutral, 10% of the employees are dis-satisfied about the training on
health and safety measures at bimal auto agency ltd.
SIR.MVIT Page 48
INTERPRETATION:
training on health and safety measures at bimal auto agency ltd.
Disposal of Waste and Effluents
0% 0%
20%
2
12%
3
4
68%
5
ANALYSIS:
employees are satisfied, 20% of the employees are neutral about the disposal of waste and
effluents at bimal auto agency ltd.
INTERPRETATION:
disposal of waste and effluents at bimal auto agency ltd
SIR.MVIT Page 49
6. Indicate your opinion on The Following in the Organization

Particulars Career Growth Infrastructure Company Cult
life & Recognit
Satisfied 25 20 12
Neutral 50 10 20
dis-satisfied 10 0 0
Career Growth
0% 1
10%
2
15%
3
4
35% 40%
5
ANALYSIS:
employees are satisfied, 35% are neutral, 15% of the employees are dis-satisfied about the career
opportunities at bimal auto agency ltd.
INTERPRETATION:
career opportunities at bimal auto agency ltd.
SIR.MVIT Page 50
Infrastructure
0% 0%
30%
50% 2
20% 5
ANALYSIS:
From the above pie graph, we can analyze that 50% of the employees are highly satisfied, 20% of
employees are satisfied, 30% of the employees are neutral about the infrastructure at bimal auto agency ltd.
INTERPRETATION
infrastructure at bimal auto agency ltd.
SIR.MVIT Page 51
Company Culture & Value System
0% 0%
5%
20%
1
75% 5
ANALYSIS:
Employees are satisfied, 5% of the employees are neutral about the Company value system.
INTERPRETATION:
From the above pie graph, we can illustrate that majority of the employees are satisfied about the Company’s
value system.
SIR.MVIT Page 52
Work-Life balance
0%
9%
14% 1
3
54%
4
23%
5
ANALYSIS:
employees are satisfied, 14% are neutral, 9% of the employees are dis-satisfied about the work-life
balance at bimal auto agency ltd.
INTERPRETATION
From the above pie graph, we can illustrate that majority of the employees are satisfied
about the work-life balance at bimal auto agency ltd.
SIR.MVIT Page 53
Rewards & Recognition
10%
1
20% 40%
2
5
20%
10%
Graph 4.12 (e)
ANALYSIS:
employees are satisfied, 20% are neutral, 20% of the employees are dis-satisfied and 10% of the
employees are highly dis-satisfied about the rewards system at bimal auto agency ltd.
INTERPRETATION:
rewards system at bimal auto agency ltd.
SIR.MVIT Page 54
7. Your Opinion on Job Satisfaction Leads to
particulars Motivation Increased Dedication Increased

productivity
Satisfied 30 25 30
Neutral 10 25 10
dis-satisfied 0 0 0
Motivation
10% 0% 0%
30% 3
60%
4
ANALYSIS:
employees are satisfied,102% of the employees are neutral who feels that motivation leads to job
satisfaction.
INTERPRETATION:
From the above pie graph, we it is that majority of them feel that motivation leads to job satisfaction
SIR.MVIT Page 55
Increased Productivity
0% 0%
10%
30% 2
3
60%
4
ANALYSIS:
From the above pie graph, we can analyze that 60% of the employees are highly satisfied,
30% of the employees are satisfied, 10% of the employees are neutral feels that job
satisfaction leads to increased productivity.
INTERPRETATION:
From the above pie graph, we can illustrate that majority of the employees feels that job
satisfaction leads to increased productivity
SIR.MVIT Page 56
Increased Dedication
0% 0%
25%
1
2
50%
3
4
25%
5
ANALYSIS:
employees are satisfied, 25% of the employees are neutral feels that job satisfaction leads to
increased dedication.
INTERPRETATION:
From the above pie graph, we can illustrate that majority of the employees feels that job
satisfaction leads to increased dedication.
SIR.MVIT Page 57
I feel proud to be a BIMAL AUTO AGENCY LTDIAN
particulars No of respondents
Yes 91
No 9
I am proud to be a Bimal Auto Agency Ltd
6%
YES
NO
94%
ANALYSIS:
From the above pie graph, we can analyze 94% of the employees feel proud to be a Bimal Auto
Agency Ltd.
INTERPRETATION:
From the above pie graph, we can illustrate that majority of the employees are proud to be a partof
bimal auto agency ltd and being called a bimal auto agency ltd.
SIR.MVIT Page 58
CHAPTER-5
FINDINGS, SUGESTIONS AND CONCLUSION
FINDINGS
 it is found that majority of the employees are satisfies and happy with the teamwork.
 it is found that only 28% of the respondents are satisfied and only 11% are dis-satisfies with the rest
periods
 it is found that 53% of the employees are satisfied with the resources provided.
 it is found that 68% of the employees are highly satisfied with the safety measure taken by bimal auto
agency ltd.
 it is found that 55% of the employees feel that they have neutral freedom to do their job
 it is found that 62% of the employees feel that the sanitation facility at bimal auto agency ltd is not that
good.
 it is found that majority of the employees are satisfied with the leave allowance,
 60% of the employees are happy with the compensation policy
 it’s found that a majority of the employees feel that there is no link between their
 performance and appraisals.
 it is found that only 10% are satisfied and 15% are dis-satisfied with the reward system
 at bimal auto agency ltd
 76% of the employees are highly satisfied with the ventilation and temperature at bimal auto agency
ltd.
 it is found that 50% of the employees are satisfies and only 15% are dis-satisfied with the
 career growth at bimal auto agency ltd.
 majority of the employees were pleased to work with bimal auto agency ltd.
 96% of the employees feel proud for being a part of bimal auto agency ltd industries.
SIR.MVIT Page 59
SUGGESTIONS
The suggestions are as follows:
 Since majority share of the representatives are fulfills and content with the cooperation, it
is proposed that the organization to proceed with the great work as far as powerful
collaboration.
 It is discovered that just 28% of the respondents are fulfilled and just 11% are dis-fulfills
with the rest time frames, it is proposed that the organization should build the rest time
frames.
 Since a dominant part of the representatives (53%) are happy with the assets given, it is
proposed that the organization to keep giving the satisfactory assets to the improvement of
thegeneration.
 it is discovered that 68% of the representatives are profoundly happy with the security
measure taken by bimal auto organization ltd, it is recommended that the organization to
keep on keeping up the spotless working environment and take measures to future
improve thewellbeing of the representatives.
 since it's discovered that 55% of the representatives feel that they have unbiased
opportunity to carry out their responsibility, it is proposed that the administration to give
the workers to furnish their representatives with sufficient preparing and acknowledge
criticism from them.
 since it's discovered that 62% of the representatives feel that the sanitation office at bimal
auto organization ltd isn't that great, it is proposed that the organization to improve the
neatness ofthe sanitation and look after cleanliness.
 it is discovered greater part of the representatives are happy with the leave remittance, it
is recommended that the organization to keep doing awesome.
 since 60% of the workers are content with the pay approach, it is proposed that the
administration to take measures to fulfill the other arrangement of individuals.
 it's discovered that a dominant part of the representatives feel that there is no connection
between their execution and examinations, it is recommended that the administration to
employees feel that their execution assessment isn't reasonable. this can be overseen by
makingthe workers unmistakable about the strategies and systems.
I might want to recommend bimal auto pvt ltd to give recreational offices and bottle offices for the
representatives.
SIR.MVIT Page 60
CONCLUSION
It was found that the satisfaction survey done at Bimal Auto Agency Ltd industries Yelahanka
shows a positive image of the company. But there are certain issues which have to be taken care.
This will definitely encourage the employees and increase their satisfaction levels giving a much
more positive boost for the organization.
SIR.MVIT Page 61
ANNEXURE
BIBLIOGRAPHY
Web Assistance
www.wikipedia.com
www.bimalautoagency.com
Book for references to carry out dis project report.
1.C.R Kothari –text book of BRM
2.R.Pannerselvam –text book of BRM
SIR.MVIT Page 62
QUESTIONNAIRE
I am Ranjitha O ,4 semester MBA, student of SIR MVIT ,Bangalore, doing my project work on
employee job satisfaction at “Bimal Auto Agency LTD ”.
So I request you to give me your value able feedback on questionnaire. The information will be
kept confidential and used for academic purpose only.
1.NAME:
2.GENDER:
3.EDUCATION:
4.AGE:
5.MARITAL STATUS: Married ( ) Unmarried ( )
6.DEPARTMENT:
7.DESIGNATION:
8. What is the working condition of the company?
a. highly satisfied b. satisfied c. neutral d. dis –satisfied e. highly dis-satisfied.
9.What is the environmental relationship in the company?
a. highly satisfied b. satisfied c. netural d. dis-satisfied e. highly dis-satisfied.
10. Are you satisfied with the welfare facility ?
a. highly satisfied b.satisfied c.netural d.dis – satisfied e. highly dis –satisfied.
11. Are you satisfied with the compensation & benefits given by the company?
12. Are you satisfied with the health and safety facility in organization?
13. Indicate your opinion on the organization like career growth , infrastructure, company
culture & value system,work life balance, rewards & recognition..?
a. highly satisfied b.satisfied c.netural d.dis – satisfied e. highly dis –satisfied
SIR.MVIT Page 63
14. What is your opinion on job satisfication leads to.. like motivation ,increased
productivity, increased dedication..?
15. Do you feel proud to be a part of this organization ?
Yes ( ) No ( )
SIR.MVIT Page 64

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BIMAL AUTO AGENCY LIMITED

INTRODUCTION ABOUT INTERNSHIP

• To examination the effect of occupation fulfillment in the association.

SCOPE OF THE STUDY

2. Health and Safety Measures

4. Compensation and benefits

LIMITATIONS OF THE STUDY

• The examination is restricted to test estimate as it were.

INTRODUCTION ABOUT INTERNSHIP

INDUSTRY PROFILE INTRODUCTION

MAJOR PLAYERS OF THE SERVICE INDUSTRY IN INDIA

• Mahindra and Mahindra

MARKET SHARE OF SERVICE INDUSTRY:

COMPANY PROFILE COMPANY DETAILS:

Address- 60/3,new international airport road ,yelahanka,near kendriya vihar

Company status -Active

Company Category -Company limited by shares

Company sub-category -Non-govt company

Class of company- Private

Activity- Sales of cars and spare parts

Number of employees- 1500

CHAIRMAN-Bhag chand sarawgi

DIRECTOR & CEO-Naveen Sarawgi

MANAGING DIRECTORS-Sumit Sarawgi

1. AS 9100C & ISO 9001 2008

5. BIMAL AUTO AGENCY LTD Ind. EN 15085 Certificate 1

6. BIMAL AUTO AGENCY LTD Ind. EN 15085 Certificate

4. Value added assemblies

• Non-Availability of crude materials on time.

• Salaries are very little appealing.

• Exporting of components to un-tapped markets.

• Expanding the business in terms of its geographical area.

• Looking for best service providers in terms of spare parts.

FUTURE GROWTH IN SERVICEINDUSTRY:

1. Design and development of products

2. Manufacturing, maintenance and repair.

CONCEPTUAL BANCK GROUND AND LITERTAURE REVIEW DEFINITION

• social relationship outside the job.

Job satisfaction leads to

1. Leads to higher productivity

2. Accepts necessary changes without resistance

3. Promotes interest of the workers

5. Will want to remain in the organization.

Theories There are three approaches/theories of job satisfaction They are:

3. Two factor theory

What Employees Expect in Their Jobs?

➢ Flexibility: work/ life

1.TITLE: effect of job fulfillment on employment execution.

NAME: M. D. Pushpa Kumari.

NAME: Bulent Aydin& Adnan Ceylon

3.TITLE: A Study on representative's activity fulfillment

NAME: Bulent Aydin, Aydan Ceylon

6. TITLE: Occupation fulfillment among workers of Automotive Industries in India.

NAME: C. Saratha and G Suresh Krishna

TOPIC CHOSEN FOR STUDY

“Employees Job Satisfaction” at BIMAL AUTO AGENCY LTD”

2. To assess the various factors that contributes to job satisfaction.

3. To study the impact of job satisfaction in the organization.

5. To make the organization know and to give suggestions.

• Health and Safety Measures

• Compensation and benefits

• Data : primary source and secondary sources.

• Data was collected through questionnaire and interaction with employees.