A Summer Internship Project Report on

JOB SATISFACTION

Submitted in partial fulfillment of the requirement for the degree of

Master of Business Administration

(Affiliated to Savitribai Phule Pune University)

By
Sadaf Ansari

A study conducted for

SRK CONSULTING GROUP

At

Aims Institute of management

 Acknowledgement

If words are considered as a symbol of approval and token of appreciation then let the words play
the heralding role expressing my gratitude.

First of all I thank to that Gracie God who blessed me with all kinds of facilities that had been
provided to me for completion of my report.

I acknowledge my deepest sense of gratitude and sincere feeling of indebteddivine my advisor Mr.
Farid Bhayani under whose guidance and through theirsustained efforts and encouraging attitude
I was able to complete my project. It would have been difficult to achieve the results in such a
short span of time.

I want to express my sincere gratitude to all the staff members of SRKAY

CG for spending their precious time and sharing the valuable information with me and in helping
my project to be a success.

I thank Aims Institute of management for giving me the opportunity to serve SRK Consulting
group and for guiding me in completion of this project.

Specially Thanks to Col SP Sharma for encouragement to me. Words are not sufficient to register
my sincere regards to my loving family & my friends for their cooperation & unabated inspiration
that really keep megoing.

I believe that this Endeavor has prepared me for taking up new challenging opportunities in future.

Sadaf Ansari

i
ii
 Certificate

This is to certify that SADAF ANSARI student of Masters in Business Administration in Human
Resource of batch 2017-2019 has successfully completed the project titled

"IMPACT OF HR AUTOMATION IN RECRUITMENT" being submitted to the fulfillment of

MBA HR

Date: Mr. Farid Bhayani

(Project Leader)

Place:

Aims institute of management,

Pune

iii
Executive Summary

TVS Logistics Services Limited (TVSLSL) is one of the top supply chain management company
in India with the annual turnover of more than ₹ 2,500 crores from Indian operations.There are
more than 10,000 employees currently working with TVS Logistics and the company manages
over 10 million sq.ft of warehouse space in India. It has presence in more than 14 countries
across the globe.

Job satisfaction can be considered as one's perception regarding the job.Human resources are
considered to be the most vital part of any organisation, so utmost care should be taken to
motivate employees and enhance their job satisfaction level.

The study is conducted to understand the overall Job satisfaction level of employees. It has been
observed that a dissatisfied employee tends to give lower output as compared to an employee
who is highly satisfied with his job.

Enhancement in job satisfaction level will drive employees to work in alignment with the
organisational goal.

The objective of the study is to determine the satisfaction level of employees. This study also
provides deep an understanding about the factors influencing job satisfaction.

Descriptive research design has been used to conduct the research.

Data has been collected from different sources. The primary data is obtained by interviewing the
employees with the help of questionnaires. Unstructured interviews were also conducted to
collect the relevant data. The secondary data is collected from company's records, company's
websites, magazines and from published research articles.

All 32 employees of TVS Logistics at FCA project were taken as a sample.

The questionnaire has been analysed with the help of tables and charts.

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Index / Table of Contents

SN Contents Pg No

1 Introduction / Project Outline 1

2 Industry / Company overview 6

3 Objectives 13

4 Literature Review / Theoretical background 14

5 Research Methodology 19

6 Data Analysis , Results and Interpretation 22

7 Conclusion 38

8 Learnings &Contribution/ Recommendation 39

9 References / Bibliography 41

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Chapter 1: Introduction / Project Outline
Human Resource is used to describe both the people who work for a company or organization and
the department responsible for managing resources related to employees.

According to ARTHUR LEWIS:

“There are great differences in development betweencountries which seem to have roughly equal
resources, so it isnecessary to enquire into the difference in human behaviors”

The project report is all about the impact of HR automation in recruitment and selection process
thats an important part of any organization.

Recruitment highlights each applicant’s skills, talents and experience. Their selection involves
developing a list of qualified candidates, defining a selection strategy,
identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the
most qualified candidate.

It is said if right person is appointed at right place the half work has beendone. In this project I
have tried to cover all the important point that should be kept in mind while recruitment and
selection process and have conducted a research study through a questionnaire that I got it filled
with all the recruitment team of the SRKAY CG and tried to find out how automation is helping
the recruiters inscreening out the best CV’s from the whole bunch and various other information
related to recruitment and selection

OBJECTIVE

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2
 Factors affecting Job satisfaction

Figure-1.1

Challenging work-Challenging work can be a great motivator, as it can keep employees

engaged and interested in their role. For many people, having to overcome some level of
difficulty in their work is much preferable to the boredom of an easy, unchallenging job.

Reward systems-Reward system is a system which is set in organisation to motivate employees

and make them work extra miles.

Working conditions- working conditions refer to the working environment and all existing
circumstances affecting labor in the workplace, including job hours, physical aspects, legal rights
and responsibilities.

Working conditions influence employee's level of satisfaction. Under conducive working

condition, people prefer to work hard while in an adverse atmosphere people avoid work. Working
condition not only include physicals of the work but also the working relationships in the
organization.

The physical conditions, for such as light, temperature, willingness, etc.

Salary- Majority of employees get motivated and satisfied when he is having a salary which
satisfies him. It is also considered as a prime motivator.

3
Career growth- Career growth or promotional system in an organisation plays an important role
and drives employees to work harder and walk extra miles for the company.

Learning Opportunities- Every individual wants himself to develop his knowledge and and
wants to rise higher in his career and he feels internally motivated when his organisation supports
him in achieving this.

Figure-1.2

Job characteristics - are also considered as important factors for providing satisfaction.

Equitable rewards- Research demonstrates that employees’ perception of fairness and equitable
treatment is a core driver of retention, engagement and performance.

Equal pay for equal work- Equal pay for equal work is also considered one of the prime factors
by which an employee may get motivated or de motivated which will finally result in satisfaction
or dis-satisfaction regarding any job.

4
Fairness in promotion- Fairness in promotions is a core issue for organizations as it is directly
related to some of the most important organizational outcomes.

Responsibilities and social status - are the factors that are said to be providing satisfaction to
employees.

Relationships -Relationships between the employees and the managers have an important bearing
on job satisfaction.

 Job satisfaction is greater in case the higher authority is sympathetic, friendly and willing
to help the employees. Employees feel satisfied when their views are listened to and
regarded by their higher authorities
 Personal attitude and perceptions are the employees' angles of satisfaction, which should
be taken into consideration while motivating people to arrive at job satisfaction

Feedback from the job itself and autonomy are two of the major job-related motivational
factors. A recent study has found that, career development was most important to both younger
and older employees.

Supervision- is another moderately important factor of job satisfaction.

There seem to be two dimensions of supervisory style that affect job satisfaction. One is
employee centeredness, which is measured by the degree to which a supervisor takes a
personal interest and cares about the employee.

It commonly is manifested in ways such as checking to see how well the employee is doing,
providing advice and assistance to the individual, and communicating with the associate on a
personal as well as an official level.

The other dimension is participation or influence, as illustrated by managers who allow their
people to participate in decisions that affect their own jobs. In most of the cases, this approach
leads higher job satisfaction.

5
 Friendly, cooperative co-workers or team members are a modest source of job satisfaction to
individual employees.

The group, especially a "tight" team, serves as a source of support, comfort, advice, and assistance
to the individual member.

6
Industry & Company Overview
Logistics is about moving materials, information and funds from one business to another
business or from a business to the consumer. Logistic industry has a huge impact on the global
economy of any country.

Logistic encompasses activities like freight transportation, warehousing, material handling,

protective packaging, inventory control, order processing, marketing, forecasting and customer
service.

Logistics industry plays a vital role in today's market where e-commerce is dominating the
country. The majority of e - commerce companies highly rely on efficient logistics solution

The logistics industry is associated with every business where there is transportation of material
required.

This brought a special attention to the logistics industry in the long run. The historically logistic
sector was limited to transportation and warehousing.

The logistics management in today’s world, however, covers all the aspects of the value chain,
including an efficient integration of transportation, distribution, warehousing, reverse logistics,
value added services such as payment collection, packaging, documentation, customer brokerage
facilities, kitting, repair management, reconfiguration etc.

India's logistics industry which is worth around USD 160 billion is likely to touch USD 215
billion in the next two years.

The Global Ranking of the World Bank's 2016 Logistics Performance Index shows that India
jumped to 35th rank in 2016 from 54th rank in 2014 in terms of overall logistics performance.

The Indian logistics industry, which provides employment to more than 22 million people has
grown at a compound annual growth rate (CAGR) of 7.8 per cent during the last five years.

The logistics industry in India has emerging opportunities and is poised for continued significant
growth in the coming years, especially in the Fast Moving Container Goods (FMCG), textiles,
retail, automotive, pharmaceutical and manufacturing sectors. These are major sector in which
boom of logistics industry is expected.

The Indian logistics industry has come a long way from being a labour intensive during 60’s to
the present technology oriented system that provides wide range of logistics services

7
Traditionally, manufacturing companies in India managed their own logistics requirements in-
house.

The country then gradually evolved from the stage where the Indian organizations outsourced
their labour requirement in order to avoid labour related problems. Subsequently, basic services
such as transportation and warehousing were outsourced to different service providers known as
the (Second-Party Logistics) 2PL service providers.

The logistics industry has seen rapid growth in last few years due to increase in planned outlay of
the government, improved infrastructure facilities and greater access to global markets.

Globally, the logistics market has undergone consolidation largely based on scale and
operational efficiency. Partial service providers in the chain merge, acquire, and collaborate
among themselves to provide comprehensive third-party logistics services at competitive pricing.

In India too, service providers, who until recently were fragmented across domains, have begun
to merge businesses. The objective of an integrated system is to better sync the vertical
integration of individual businesses with the horizontal flow of the supply chain.

8
Company profile
TVS Group is an Indian, diversified industrial conglomerate with its principal headquarters
located in Madurai and presence across the Globe

It is an automotive conglomerate company, specialized in manufacturing of two-wheeler, three-

wheeler, auto-electrical components, high tensile fasteners, die casting products, dealership
business, brakes, wheels, tyres, axles, seating systems, fuel injection components, electronic and
electrical components and many more.

What started as a humble journey for TVS Group is now a voyage shared by more than 39000
employees across 50 group companies, and millions of customers worldwide.

Uniting these multiple businesses is a common ethos of quality, customer service and social
responsibility.

TVS Group was established by Mr. Thirukkurungudi Vengaram Sundaram Iyengar (22 March
1877 - 28 April 1955) and he was an Indian industrialist and automobile pioneer.

In 1911, he founded T. V. Sundaram Iyengar & Sons, a bus company which later diversified into
automobile production and emerged as the parent company of the TVS Group, one of India's
biggest business conglomerates.[1] With his humble beginning as a lawyer, he grew into one of
the most successful industrialists of his time

T V Sundram Iyengar & Sons, established in 1911, is the holding company of the TVS Group
and is the largest automobile corporate dealer in India.

The service focused company provides employment to over 10,000 people with revenue in
excess of INR 8000 Crores.

It operates through three divisions, viz., TVS, Sundaram Motors and Madras Auto Service.
Being the trading and distribution arm of the group, the business activities of TVS & Sons
include dealerships for Automobile vehicles, sales and service of products for special
applications like Construction; and Material handling.

The company manages Joint Ventures in Sri Lanka and Bangladesh for automobile distribution,
dealership business through its subsidiary company in South Africa and vehicle servicing
business in Saudi Arabia.

The dealership business focuses on sales and distribution of commercial vehicles, utility and
sports utility vehicles, passenger cars representing various automobile vehicle manufacturers
such as Ashok Leyland, General Motors, Honda, Mahindra & Mahindra, Mahindra Navistar,

9
Mercedes Benz, Renault, Volkswagen and off highway equipment manufactured by Escorts,
JLG, Ingersoll Rand and Pal Finger.

The company has more than 150 outlets and sells over 60,000 vehicles, with a service reporting
that exceeds 6, 00,000 vehicles per annum.

TVS & Sons has two subsidiary companies

1) TVS Logistics Services Limited – India’s leading third party logistics service provider

2) TVS Automobile Solutions Limited – India’s largest after-market service provider for
passenger cars, which also operates the brand My TVS.

TVS Logistics Services Ltd (TVS Logistics) one of the top supply chain management companies
in India is a flagship company of the $7 billion TVS Group.

It is among the best 3rd party logistics companies in India and provides integrated supply chain
solutions across the world directly and/or through joint ventures and subsidiaries.

TVS Logistics Services Ltd (TVSLSL) established in 2004, has grown exponentially organically
and inorganically to a turnover of more than INR 5600 crores in 2016.

Headquartered in India and with offices also in 12 other nations – USA, UK, Germany,
Singapore, Thailand, China (Including Hong Kong), Spain, Australia, New Zealand, Mexico,
Italy and France.

TVS Logistics serves customers in over 50 countries through its 15000 plus skilled work force.

TVS Logistics’ services include contract logistics, warehousing, transportation, freight

forwarding, packaging design and solutions, in-plant and aftermarket solutions, material
handling, material management, free trade warehousing, infrastructure solutions and technology
logistics.

As a one stop solution for end to end logistics services and supply chain management companies
in India, TVS Logistics works with multiple industries including Automotive, Defence,
Electronics, discrete component manufacturing, engineering, FMCG, retail, FMCG, utilities,
energy and chemicals.

10
TVS Logistics is one of the largest integrated logistics service providers and a top 3PL company
in India, operating more than 10 million square feet area of warehousing space across 29 states.

An ISO 9001:2008 Certified company, with a strict focus on quality and business excellence, its
operations are backed by robust technology for transportation, last mile, warehousing, accounts
and billing, manpower management, etc.

TVS Logistics seamlessly connects with customers’ ERP to provide them with real time
visibility and transparency in operations.

The company has been repeatedly recognised among the best 3rd party logistics companies in
India by industry and customers through awards for its operations, technology, end to end
services and human resource practices.

TVS LOGISTICS (Across The Globe )

Rico Logistics Limited:

Rico Logistics Ltd began by offering same day urgent documents delivery services. As the IT
sector exploded, Rico innovated to quickly become one of the first companies to hold critical
parts for the IT sectors in multi-user warehouses across the country.

With the continuous expansion of its key service offerings backed by a strong IT platform
designed in-house, close control of profitability and cash management, Rico now works with a
broad range of customers, offering them a complete range of logistics, field resourcing and
distribution and inventory management solutions.

After its acquisition by TVSLSL, Rico grew its operations to 12 European countries, Australia
and India.

TVS-Asianics Supply Chain Solutions Pte. Ltd. :

From its headquarters in Singapore, TVS Asianics Supply Chain Solutions operates a dynamic
portfolio of Asia-based logistics companies, with an existing presence spanning Singapore, India,
China, Thailand, and Australia.

The company is actively expanding its geographical presence and supply chain capabilities, to
achieve its growth objectives and cover a broader segment of the burgeoning Asian marketplace.

11
Verticals and Services

 TVS Asianics’ verticals include China Network Logistics (CNL) and TVS Logistics
Siam Limited – for Contract Logistics Services; and TVS Dynamic Global Freight
Services (TVS DGFS) and Transtar – for Freight Forwarding Services.

 CNL provides end-to-end supply chain management services in China with

specialization in FMCG, Consumer Electronics and Retail industries. Headquartered in
Shanghai, CNL manages 13 branches and 24 operation sites across the country, and is
equipped with over 400,000 meters of warehouse space, a dedicated fleet and an
extensive carrier network.

 TVS Logistics Siam Limited offers end-to-end supply chain services including
transport, freight, warehouse and materials management, with a focus on the
automotive and industrial segments around Bangkok

 TVS DGFS provides customer-centric freight and cargo solutions with specialization
in ocean and air transportation globally through its offices in all major ports and airports
in India. It services automotive, engineering, pharmaceutical, telecommunications and
general cargo requirements

 Transtar, based at Australia is strategically located in 10 of the top 12 container ports

of the world. It provides international import and export freight forwarding via sea and
air, licensed customs clearance broking, export documentation, and third party logistics
services, especially in Asia markets.

MontaraVerpackenmit System GmbH :

The company was founded by Christoph Dimer in Germany, in 1990 and it offers complete
solutions for design of packaging, software driven packaging density optimization, packaging
prototyping, visualization of logistics process and manufacturing of packaging products to
customers from automotive, healthcare and hardware industry verticals..

The facility is situated near the city of Dresden, about 200 kms south east of Berlin.montara
Germany has a 100% subsidiary company in India by the name of montara India Pvt. Ltd. to make
these solutions available to the Indian markets.

They service all customer needs through their facility in Electronic City, Bengaluru.

Apart from these, montara has also established itself in USA, in the state of Tennessee, at
Chattanoonga where several global auto OEMs are located.

12
TVS LOGISTICS SERVICE LIMITED :

Vision Statement :

We aim to be leading Indian MNC and partner of choice for our customers , in providing
customized , integrated supply chain solution across the globe.

Mission Statement :

To deliver unique , value added supply chain solution and create a committed , partnership like
approach with customers.

13
Chapter 3: Objectives

 To identify the factors which influence job satisfaction

 To know about supportiveness of supervisors.

 To give employees a chance to offer their suggestions in areas of improvement

 To understand manager and employees relation.

 To know whether organisation takes employees suggestions into consideration

 To assess the overall satisfaction level of employees

 To offer valuable recommendation to enhance employees satisfaction level.

14
Chapter 4: Literature overview / theoritical
background

Job satisfaction

Definitions:

"Job satisfaction is generally considered to be the overall feeling that a worker has about a job"

-Siegel & Lane

"Job satisfaction is defined, as it is result of various attitudes the person holdtowards the job,
towards the related factors and towards the life in general"

-Glimmer

"Job satisfaction is defined as “any contribution, psychological, physical, and environmental

circumstances that cause a person truthfully say , I am satisfied with my job

Job satisfaction is defined, as employee’s judgment of how well his job on a whole is satisfying
his various needs"

-Mr.Smith

"Job satisfaction is defined as a pleasurable or positive state of mind resultingfrom appraisal of

one’s job or job experiences"
-Locke

“Job satisfaction is the reaction of the workers against the role they play in their work”

-V.Vroom

15
Background of the Study
Hoppock (1935):

The term "job satisfaction" was brought in spot light by hoppock in the year 1935.

He revived 35 studies on job satisfaction conducted prior to 1933 and observes that Job
satisfaction is a combination of psychological, physiological and environmental circumstances.
That causes a person to say. “I am satisfied with my job”. Such a description indicate the variety
of variables that influence the satisfaction of the individual but tell us nothing about the nature of
Job satisfaction

Hygiene Theory (Two-Factor Theory):

Figure-1.3

Herzberg used Maslow’s needs hierarchy to formulate the motivator/hygiene theory of employee
motivation.

Herzberg primarily focused on 2 factors i.e Motivational factors and Hygiene factor.

Motivational factors are those factors which motivates the individual to work hard and achieve
their goals. Factors such as achievement, recognition for achievement, the work itself,
responsibility, and growth for advancement are considered as motivational factors.

16
Hygiene factors are those factors that produce dissatisfaction i.e company policy and
administration, supervision, interpersonal relationships, working conditions, salary, status, and
security.

Hygiene Factors Motivational Factors

Company Policies Recognition

Interpersonal relations Work itself
Work conditions Responsibilities
Salary Achievements
Status Advancement
Job security Growth

Hawthorne studies (1927–1932):

Figure-1.4

This study was primarily conducted by Elton Mayo of the Harvard Business School, sought to
find the effects of various conditions (most notably illumination) on workers’ productivity.

17
This study showed that slight changes in working condition temporarily increase productivity
(called the Hawthorne Effect).

As the study moved further it was found that increase in productivity was not by the changes in
the conditions, but it was because they were having knowledge that they are being observed.

This finding provided strong evidence that people work for purposes other than pay, which
paved the way for researchers to investigate other factors in job satisfaction.

Locke’s theory on job Satisfaction

The complex premise related to work contentment put forth by Locke is the result of several
other ideas created by him by investigating and analyzing linked subjects like deciding of aims
and performance of the workers.

Similarly, his description of work contentment is a component of the reply to a few

recommendations put forth by Herzberg.

Consequently, the censure of Herzberg’s theory by Locke will be initially outline and
subsequently his theory on principles, agent/incidence aspects, and ultimately an adapted opinion
related to work contentment will be provided. (Armstrong, Michael, 2006)

Expectations and Equity Theory:

Equity theory is primaririly based on 3 assumptions,

1. People develop beliefs about what constitutes a fair and equitable return for their contributions
to their jobs.

2. People tend to compare what they perceive to be the exchange they have with their employers
to that which they perceive co-workers have with their employers.

3. When people believe that their own treatment is not equitable, relative to the exchange they
perceive others to be making, and they will be motivated to do something about the inequity.

18
Roheel Jain & Dr. Balu.L (March 2018)\

Study was conducted at Ultratech Cement Limited HCW to analyse the impact of employee
engagement on job satisfaction.

Objective of the study is to determine the relation between employee engagement and job
satisfaction and factors which are necessary for job satisfaction.

Out of 234 employees 136 were taken as a sample size and descriptive e statistics is used yo
analyse the data.

The results of the study show that there is a strong relation between the variables employee
engagement and job satisfaction also employee engagement has positive impact on job
satisfaction of the employees.

Tejpal (2015-16)

Poornima Tejpal conducted a research on whether there is increase in job satisfaction level
through employee engagement. The three dimensions of employee engagement are discussed in
the research i.e. vigor dedication and absorption.

Vigor is defined as employees’ effort and enthusiasm, dedication is employees commitment to

his/her work and absorption is acquiring or being engrossed into the work.

The purpose of the study was to find the impact the job satisfaction has through these three
dimensions of employee engagement.

The sample size was 96 managers who represented 4 different private sector banks.Descriptive
Statistics was used to analyze the data.

Dea Nathisa M & Bustanul Arifin Noer

The Effect of Job Satisfaction, Organizational Commitment to Turnover Intention and Employee
Performance.

Turnover Intention can have an impact on the decline in employee performance, while the
success of the company is mostly affected by the performance of its employees.

Many efforts can be conducted in order to have an effective and efficient employee performance

The research concluded that, there should be excessive attention towards employee's welfare
policies to make employee believe in the company. It is important to clarify specific tasks and
responsibilities according to their position / employment status.

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Dr.R.Anitha (Sept 2011)

Job satisfaction is the collection of tasks and responsibilities regularly assigned to one person,
while a job is a group of positions, which involves essentially the same duties, responsibility,
skill and knowledge”.

Objective of study is to analyze the satisfaction level of the employee welfare measures and Job
security and to analyze the satisfaction level of the employees working conditions.

The study reveals that there is lack of good relationship between workers and managers.

There is also the need to restructure the reward system for the employees and promotions must
be given based on merit, educational qualification and experience, and if these factors are given
little more care, the company can maintain good workers with high level of satisfaction,
organizational commitment and involvement. This will in turn lead to effectiveness and
efficiency in their work which leads to increased productivity.

S.Raja & V.Vijay Anand (August 2013)

A study on employee job satisfaction was conducted in Krishnagiri district co-operative spinning
mills Ltd.

The main objectives of this research is to assess the job satisfaction, to identify the effectiveness
and to find out the factors influencing job satisfaction

Job satisfaction refers to one’s feelings towards one’s job. If the employees expectations are
fulfilled (or) the employees get higher then what they have expected, at that time he / she feels
satisfied.

The study concluded that if the job satisfaction increases organizational commitment will
increase. This results in higher productivity.

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Chapter 5: Research Methodology
Introduction:

Research is the process of systematic and in-depth study or search for any particular topic,
subject or area of investigation, backed by collection, compilation, presentation and
interpretation of relevant details or data.

There are various methods and techniques for conducting research and are collectively known as
research methods.

Research methodology is a way to systematically solve the research problem. Research

methodology can be also be defined as a scientific procedure to solve various problems
related to research.

Research design:

A research design is purely and simply the framework plan for a study that guides the collection
and analysis of a data.

In this study I have adopted descriptive research design.

Descriptive research design:

It includes surveys and fact finding inquiries of different kinds. It simply describes something
such as a demographic of employees.

Data collection:

Data collection is one of the most important aspects of research. For the success of any project
accurate data is essential and necessary. The information collected through the research
methodology must be accurate and relevant.

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Normally 2 types of data collection are used for the purpose of conducting research.

 Primary data
 Secondary data

Primary data:

Primary data are directly collected by a researcher and this data is collected for the
first time, i.e. it was not available before the research was conducted.

Primary data are freshly collected data and are useful and provide information regarding
particular problem.

This is that data which is collected by researcher to meet a specific purpose and objective.

Secondary data:

Data which is being taken from previously conducted similar researches is secondary data.
Secondary data are the data which are already processed and interpreted.

Secondary data plays a crucial role to understand the concept in a detail. The data is
collected using available sources such as academic journals, newspapers, articles, and the
Internet.

Secondary data should always be processed and scrutinised so that we get relevant data for
our research.

This method of data collection is very popular in huge as well as small organizations.

Method of data collection:

Method of data collection is primaririly based on the type of research and it plays a crucial role for
proceeding further in research.

The ‘questionnaire’ can be considered as the basic and, possibly, the most popular research
instrument that is important for any kind of investigation.

22
Unstructured interviews were also conducted to understand employee satisfaction level.

The data are collected by the means of questionnaires filled in by the employees at different
levels of TVS Logistics services limited, Chakan.

23
Chapter 6: Data Analysis and Interpretation
1. What is your age?

Age No.of Respondent Percentage

18-26 8 25%
27-35 22 69%
36-50 2 6%
Above 51 0 0%
Total 32 100%

Interpretation: Out of 32 respondents 8 employees are between the age of 18-26, 22 are
between 27-35, 2 are between 36-50 , there is no respondent above 51 years of age. This
indicates that 94% of respondents are younger and are between 18-36 years of age.

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2. How many years you have been with TVS Logistics?

Years No.of Respondent Percentage

Less than 1 year 7 22%
1-3 Years 4 12%
4-7 years 21 66%
More than 8 years 0 0%
Total 32 100%

Interpretation: Out of 32 employees 7 employees have been working since less than 1 year,
4 employees are working since 1-3 years, 21 employees are working since 4-7 years, there
was no employee working for more than 8 years. The majority of employees have 4-7 years
of experience.

25
3. Do you enjoy your work?

Responses No.of Respondent Percentage

Highly satisfied 19 59%
Satisfied 7 22%
Neutral 6 19%
Dissatisfied 0 0%
Highly dissatisfied 0 0%
Total 32 100

Interpretation: The above table shows that out of 50 respondents, 19 respondents are highly
satisfied or enjoy their work , 7 respondents are satisfied , while 6 gave neutral response. Almost
all respondents are satisfied and enjoy the work they do.

26
4. Do you find your superiors as being helping and supportive?

Responses No.of Respondent Percentage

Highly satisfied 14 44%
Satisfied 13 40%
Neutral 5 16%
Dissatisfied 0 0%
Highly dissatisfied 0 0%
Total 32 100%

Interpretation: The above table shows that out of 32 respondents 14 respondents are highly
satisfied and find their senior, helping and supportive, 13 respondents are
satisfied, 4 respondents gave a neutral response, none of the respondent was
dissatisfied. The majority of respondents are satisfied with the support from their superiors.

27
5. There is good communication from manager to employees.

Responses No.of Respondent Percentage

Agree 31 97%
Neutral 0 0%
Disagree 1 3%
Total 32 100%

Interpretation: The above table shows that out of 32 respondents 31 respondents agreed
that there is good communication from manager, 1 respondents disagreed with this, No
respondent gave a neutral response. The majority of respondents agree that there is good
communication from their managers.

28
6. My supervisor promotes atmosphere of team work.

Responses No.of Respondent Percentage

Always 25 78%
Never 2 6%
Sometimes 5 16%
Total 32 100%

Interpretation: The above table shows that out of 32 respondents 25 respondents replied
that team work is always promoted by their supervisor, 1 respondent
disagreed with this, 2 respondents told teamwork is never promoted, and
5 respondents replied that teamwork is promoted but sometimes only. The majority of
respondents agreed that team work is always promoted by their superiors

29
7. Do you get sufficient opportunities to improve your skills?

Responses No.of Respondent Percentage

Highly satisfied 11 34%
Satisfied 8 25%
Neutral 4 12%
Dissatisfied 5 16%
Highly dissatisfied 4 13%
Total 32 100%

Interpretation: The above table shows that out of 32 respondents 11 respondents are highly
satisfied , 8 respondents were satisfied , 4 respondents gave a neutral response , 5 respondents
are dissatisfied and 4 respondents are highly dissatisfied .

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8. Do you get regular feedback from you superior regarding your performance?

Responses No.of Respondent Percentage

Always 16 50%
Never 6 19%
Sometimes 10 31%
Total 32 100%

Interpretation: The above table shows that out of 32 respondents 16 replied that they always get
regular feedback from their supervisor, 6 respondents replied that they never get feedback , 10
respondents replied they get feedback but sometimes only.

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9. Do you fatigue while performing your job?

Responses No.of Respondent Percentage

Always 2 6%
Never 12 39%
Sometimes 17 55%
Total 32 100%

Interpretation: The above table shows that out of 32 respondents 2 respondent fatigue always
while performing their job, 12 respondents never fatigue, 17 respondent fatigue sometimes while
performing their job.

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10. Whether your organisation takes your suggestions seriously?

Responses No.of Respondent Percentage

Frequently 14 44%
Never 7 22%
Rarely 11 34%
Total 32 100%

Interpretation: The above table shows that out of 32 respondents 14 respondents replied that
their suggestions are taken seriously, 7 respondents told it's never taken seriously, 11 respondents
replied that it's rarely taken seriously.The majority of employees say that their suggestions are
frequently taken into consideration.

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11. Rate the satisfaction level towards trainer of your organisation.

Responses No.of Respondent Percentage

Highly satisfied 4 13%
Satisfied 10 31%
Neutral 9 28%
Dissatisfied 8 25%
Highly dissatisfied 1 3%
Total 32 100%

Interpretation : The above table shows that out of 32 respondents 4 respondents are highly
satisfied with their trainer, 10 are satisfied , 9 gave neutral response , 8 are dissatisfied , 1 is
highly dissatisfied.

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12. Are you satisfied with your pay?

Responses No.of Respondent Percentage

Highly satisfied 3 10%
Satisfied 4 13%
Neutral 5 16%
Dissatisfied 11 35%
Highly dissatisfied 8 26%
Total 32 100%

Interpretation: The above table shows that out of 32 respondents 3 are highly satisfied, 4 are
satisfied, 5 gave neutral response, 11 are dissatisfied, and 8 are highly dissatisfied. The
majority of respondents are dissatisfied with their pay.

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13. Are you satisfied with current promotion system?

Responses No.of Respondent Percentage

Highly satisfied 1 3%
Satisfied 8 25%
Neutral 6 19%
Dissatisfied 9 28%
Highly dissatisfied 8 25%
Total 32 100%

Interpretation The above table shows that out of 32 respondents 1 is highly satisfied with
promotion system, 8 are satisfied, 6 gave neutral response, 9 are dissatisfied, and 8 are highly
dissatisfied. The majority of respondents are dissatisfied with the current promotion system

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14. What is your view regarding job security?

Responses No.of Respondent Percentage

Highly satisfied 6 19%
Satisfied 13 41%
Neutral 8 25%
Dissatisfied 4 12%
Highly dissatisfied 1 3%
Total 32 100%

Interpretation : The above table shows that out of 32 respondents 6 are highly satisfied , 13 are
satisfied , 8 gave neutral response , 4 are dissatisfied ,1 is highly dissatisfied. The majority of
respondents are satisfied regarding their job security.

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15. What makes you stay in this company?

Responses No.of Respondent Percentage

Work life balance 15 47%
Satisfying salary 0 0%
Working environment 10 31%
Employees welfare policies 2 6%
Skills matching job 5 16%
Total 32 100%

Interpretation : The above table shows that out of 32 respondents 15 is in the company because
of work life balance, 10 because of working environment, 2 because of employee welfare
policies, 5 because of skills matching his job, 0 responded because of salary.

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16. Overall how satisfied are you working for the company?

Responses No.of Respondent Percentage

Highly satisfied 1 3%
Satisfied 19 60%
Neutral 11 34%
Dissatisfied 1 3%
Highly dissatisfied 0 0%
Total 32 100%

Interpretation: The above table shows that out of 32 respondents, 1 is highly satisfied with
overall job satisfaction, 19 are satisfied, 11 gave neutral response, 1 is highly dissatisfied.The
majority of employees are overall satisfied working for the company,

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Chapter 7: Conclusions/Findings

 Employees have healthy relations with their subordinates and superiors.

 84% of employees find their superiors helping and supportive.
 Employees are highly satisfied with the work life balance.
 Majority of employees are satisfied with their job.
 94% of employees are young and they are having a vast experience.
 The organization lacksin certain factors such as Canteen, rewards & recognition.
 81% of employees enjoy the work they do.
 Employees are not appreciated for their good work as well as no extra curricular
activities are undertaken to boost the employee's morale.
 Only 23% of employees are satisfied with their pay whereas 61% of the employees
are dissatisfied..
 It is found that employees are unhappy with the promotion system and employees at
officer level are demotivated and do not give their best performance because of this
reason.
 Employees hired as computer operator tend to leave the organisation within a year.
 Training is not being conducted on regular basis and no Training Needs Analysis is
being done before conducting any sort of training.
 Birthday celebration is being done quarterly, but it actually doesn’t leave any
motivational impact on employees. Rather, it's just an added cost to the company
 None of the employee is aware about the mission and vission TVS logistics Services
Ltd.
 No training at all is given to the employees working at officer level.

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Chapter 8: Recommendation

 Employee’s welfare measures and Job security should be given utmost importance, so
that the employee turnover may be restricted.

 The company needs to restructure the reward system of the employees and promotions
must be given on the basis of merit, performance and experience .This enhances
employee motivation and he works with dedication and organisation gets maximum
output from the employee.

 Additional opportunities should be given to employees to enhance their skills.

 Training plays a vital role to enhance employee's skills and productivity, so training
should be given the utmost importance and should be conducted at regular intervals.
 Feedback regarding employee's performance should be given on regular basis.

 Suggestions of employees should be taken into consideration.

 Spot card can be given to employees who work harder for the organisation.

 Award system such as employee of the month should be given to enhance the motivation
and productivity of employees.

 Birthdays of the employees should be celebrated monthly, which will ultimately serve its
primary purpose i.e. to motivate employees.

 There should be open communication between employees and management

 Suggestion box can be installed by which employees can freely give their suggestions for
the betterment of the organisation.

 Activities of employee engagement should be conducted.

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Limitations

 The study is limited to TVS Logistics FCA Project

 The data is collected only from 32 employees of TVS logistics and Contractual labour is
not being taken as a part of study.

 Findings and obervations are solely based on the respondents answers which may be
biased.

 Travelling expenses incurred for conducting the research.

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Chapter 9: References / Bibliography

http://www.tvs-asianics.com/ - 2/7/2018

http://tvslsl.com/about/ - 2/7/2018

https://www.financialexpress.com/budget/economic-survey-2018-indias-logistics-sector-to-
reach-215-billion-by-2020/1034711/ -PTI,NEW DELHI 29/1/2018

www.Peoplematters.com

International Journal of Innovative Science and Research Technology(http://ijisrt.com/wp-

content/uploads/2018/01/The-Effect-of-Job-Satisfaction-Organizational-Commitment-to-
Turnover-Intention-and-Employee-Performance)

http://shodhganga.inflibnet.ac.in/bitstream/10603/142720/10/10_chapter-4.pdf

Aswathappa. K Organisational Behaviour Text Cases, and Games; Himalaya Publishing House,
8th revised edition. P.174.

International Journal of Computer & Mathematical Sciences IJCMS ISSN 2347 – 8527 Volume
7, Issue 3 March 2018

Tejpal, P. (2015-16). Enhancing the Job Satisfaction Level Through Dimensons of Employee
Engagement: An Empirical Study on Private Sector Bank Managers. Drishtikon: A Management
Journal.

Hoppock, R. (1935). Job Satisfaction. New York and London : Harper and Brothers

Locke, E. A. (1976). The Nature and Causes of Job Satisfaction. Handbook of Industrial and
Organizational Psychology , 1297-1349.

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