SUMMER TRAINING REPORT

On
SATISFACTION OF EMPLOYEES

Submitted in partial fulfillment of the degree of

Bachelor of Business Administration
Affiliated
To
Maharishi Dayanand University (Rohtak)

Submitted to: Submitted by:

Controller of examination NAME:Thamburu Sunny
CLASS : BBA 5thse

ROLL no.
REG. NO:

D.A.V INSTITUTE OF MANAGMENT

FARIDABAD (HARYANA)
 DECLARATION

I Thamburu Sunny Roll no.DAVIM-BBA, Class BBA 5TH Sem of the

(D.A.V INSTITUTE OF MANAGMENT( FARIDABAD HARYANA ) hereby declare that the
project report entitled Motivation of Employees is an original work and the same has not been
submitted to any other institute for the award of any other degree.
 ACKNOWLEDGEMENT

Unlike the legacy that history has bequeathed to its students “acknowledgement” is not merely
formalities but an expression of deep sense of gratitude and cumulative appreciation.

To fulfill the requirement of the project which is an integral part of my course curriculum, I
undertook my project at ESCORTS

I express my sincere and humble gratitude to all the executives and other staffs of ESCORTS.
for spending their valuable time in guiding and helping me during the training.

I especially thank to Ms. Neha Sharma for her help & guidance for this project. I am extremely
grateful& thankful for her care & co-operation, which showed me that new ideas can be
generated by knowing a company & their work places.

Last but not the least I would like to thank my family and friends whose continued mental
support and the continued motivation & innovative ideas helped to make this Project look like
what it is.

Thamburu sunny
 PREFACE

With deep sincerity and immense sense of pleasure, I had completed my project on “Satisfaction
of Employees” in ESCORTS . The purpose of Research is to understand Satisfaction level of
employees.
The Project consists of eight chapters in all. The first chapter “Company Profile” deals with the
brief history of Imperial Auto Industries.
The second chapter deals with the brief introduction of the topic.
The forth chapter is “Research methodology” deals with the objectives, research design, sample
selection, data collection, the fourth chapter is “data analysis” followed by conclusion and
recommendation and the last two chapters relates to bibliography and Annexure.
If the conclusion of this study would, in any way, lay some new ground in improving the
Motivation level of the employees, the researcher shall deem her efforts are awarded.

Thamburu Sunny
 INDEX
Page
Sr No.. Content No.

CHAPTER-1 INTRODUCTION TO THE STUDY

CHAPTER-2 REVIEWOF LITERATURE

CHAPTER-3 COMPANY PROFILE

CHAPTER-4 RESEARCH METHODOLOGY

A. OBJECTIVE OF THE STUDY

B. RESEARCH DESIGN
a.SAMPLE DESIGN
b.SCOPE OF STUDY
c.METHOD OF DATA COLLECTION
C. LIMITATION OF STUDY

CHAPTER-5 DATA ANALYSIS & INTERPRETATION

CHAPTER-6 CONCLUSION & SUGGESTION

CHAPTER-7 BIBLIOGRAPHY

CHAPTER-8 ANNEXURE
INTRODUCTION TO
THE STUDY
 INTRODUCTION TO THE STUDY

Employee satisfaction is the terminology used to describe whether employees are happy and
contented and fulfilling their desires and needs at work. Many measures purport that employee
satisfaction is a factor in employee motivation, employee goal achievement, and
positive employee morale in the workplace.

Employee satisfaction, while generally a positive in your organization, can also become a
downer if mediocre employees stay because they are satisfied and happy with your work
environment.

Factors contributing to employee satisfaction include treating employees with respect, providing
regular employee recognition, empowering employees, offering above industry-average benefits
and compensation, providing employee perks and company activities, and positive management
within a success framework of goals, measurements, and expectations.

The critical factor with employee satisfaction is that satisfied employees must do the job and
make the contributions that the employer needs. If they don't, all that the employer does to
provide an environment that satisfies employees is for naught.

Measuring Employee Satisfaction

Employee satisfaction is often measured by anonymous employee satisfaction surveys that are
administered periodically to gauge employee satisfaction. (I do not support these as most
employers do them. See how to improve employee satisfaction surveys.)

In an employee satisfaction survey, employee satisfaction is looked at in areas such as:

 management,
 understanding of mission and vision,
 empowerment,
 teamwork,
 communication, and
 coworker interaction.
The facets of employee satisfaction measured vary from company to company.

A second method used to measure employee satisfaction is meeting with small groups of
employees and asking the same questions verbally.

Depending on the culture of the company, and whether employees feel free to provide feedback,
either method can contribute knowledge about the degree of employee satisfaction to managers
and employees.

Exit interviews are another way to assess employee satisfaction in that satisfied employees rarely
leave companies.

How to Make Employee Satisfaction Surveys Successful

A satisfaction survey is used by an organization or a business to measure the liking and approval
of a particular group of stakeholders for its services, work environment, culture, or employment.
Specifically, for this Human Resources site, an employee satisfaction survey is the survey most
frequently noted.

A satisfaction survey is a series of questions that employees answer to inform the employer
about how they feel about or how they experience their work environment and culture.

The questionnaire usually offers both questions that ask employees to rate a particular aspect of
the work environment and open-ended questions that allow them to express opinions.

With carefully chosen questions that do not lead to particular answers, an employer can get the
feel for the happiness, satisfaction, and engagement of employees. When a satisfaction survey is
used at specific intervals, such as annually, an employer can track employee satisfaction over
time to see if it is improving.
Effective Satisfaction Surveys Require Employer Actions

If an employer decides to use a satisfaction survey, the employer must commit to making
changes in the work environment based on the employee responses to the survey. This is the
bottom line for employers who are considering administering a survey to employees.

The employer who chooses to use a satisfaction survey with employees must be committed to
reporting the results to employees. Additionally, the employer should be committed to making
changes to the work environment, with the help and involvement of employees and teams of
employees.

Communicating transparently about the changes, their impact, and future plans are all part of a
positive satisfaction survey process.

Without the transparent communication, results reporting, and employee updates, employees will
not trust the employer's motives in collecting survey data. Over time, employees will cease to
respond or respond only with answers that they believe the employer wants to hear. This makes
the data collected on the survey useless.

The involvement of employees in improving the work environment based on survey results
creates an environment of shared responsibility for workplace culture and improvements.
Employers should avoid leading employees to believe that satisfaction at work is the employer's
responsibility. Employee satisfaction is a shared responsibility. So, is the response to an
employee satisfaction survey.
 REVIEW OF
LITERATURE
 EMPLOYEE SATISFACTION OF ESCORTS

Employee satisfaction is a set of favorable or unfavorable feeling with which employees

view their jobs, more specifically the nature of job they do, the quality of supervision
they receive, relation with co-workers etc.

Employee satisfaction is a measure of how happy workers are with their job and working
environment. Keeping morale high among workers can be of tremendous benefit to any
company, as happy workers will be more likely to produce more, take fewer days off, and
stay loyal to the company. There are many factors in improving or maintaining high
employee satisfaction, which wise employers would do well to implement.
To measure employee satisfaction, many companies will have mandatory surveys or face-
to-face meetings with employees to gain information. Both of these tactics have pros and
cons, and should be chosen carefully. Surveys are often anonymous, allowing workers
more freedom to be honest without fear of repercussion. Interviews with company
management can feel intimidating, but if done correctly can let the worker know that
their voice has been heard and their concerns addressed by those in charge. Surveys and
meetings can truly get to the center of the data surrounding employee satisfaction, and
can be great tools to identify specific problems leading to lowered morale.
Many experts believe that one of the best ways to maintain employee satisfaction is to
make workers feel like part of a family or team. Holding office events, such as parties or
group outings, can help build close bonds among workers. Many companies also
participate in team-building retreats that are designed to strengthen the working
relationship of the employees in a non-work related setting. Camping trips, paintball wars
and guided backpacking trips are versions of this type of team-building strategy, with
which many employers have found success.
Of course, few workers will not experience a boost in morale after receiving more
money. Raises and bonuses can seriously affect employee satisfaction, and should be
given when possible. Yet money cannot solve all morale issues, and if a company with
widespread problems for workers cannot improve their overall environment, a bonus may
be quickly forgotten as the daily stress of an unpleasant job continues to mount.
 If possible, provide amenities to your workers to improve morale. Make certain they have
a comfortable, clean break room with basic necessities such as running water. Keep
facilities such as bathrooms clean and stocked with supplies. While an air of
professionalism is necessary for most businesses, allowing workers to keep family photos
or small trinkets on their desk can make them feel more comfortable and nested at their
workstation. Basic considerations like these can improve employee satisfaction, as
workers will feel well cared for by their employers.
The backbone of employee satisfaction is respect for workers and the job they perform.
In every interaction with management, employees should be treated with courtesy and
interest. An easy avenue for employees to discuss problems with upper management
should be maintained and carefully monitored. Even if management cannot meet all the
demands of employees, showing workers that they are being heard and putting honest
dedication into compromising will often help to improve morale

Factors, which create satisfaction in employees

 Overall job satisfaction: Sense of inner fulfillment and pride achieved when performing
a particular job. Job satisfaction occurs when an employee feels he has accomplished
something having importance and value worthy of recognition, sense of joy.

 Satisfaction with the work: Satisfaction with the work occurs when the employee feel
that the task he or she is performed are of their interest and they can able to use their all
skills and qualities in their work.

 Co-workers performance/cooperation: It is another important factor which creates

satisfaction at work place. Relationship with co-workers has its own importance. While
working in a team a person needs cooperation from all. In a team it is necessary that all
the employees perform equally to get best results.

 Pay satisfaction: Pay satisfaction is now another important factor. As we all know that
we need money to satisfy our basic needs of life and the first motive of every employee is
to earn money. So every employee aim that he get right pay for his work if not so this
factor creates dissatisfaction among the employees.
 Benefits satisfaction: Here benefits satisfaction is related with benefits given to
employees in kind. It includes medical facilities, house rent allowance, free education to
employees children, providing free accommodation etc.

 Promotion: Promotion refers to upward movement of an employee from current job to

another that is higher in pay, responsibility and / or organizational level. Promotion
brings enhanced status, better pay, increased responsibilities and better working
conditions to promotee.

 Career advancement:Career advancement can include any of the following: An effort

you make or milestone you achieve in bettering your career, the recognition you gain
through a raise or promotion, the preparations you undertake to improve your future
options, the information you absorb about a career field or job so you can reaffirm or
realign your original career plans.

 Supervisory consideration: The manger should create a healthy environment wherein

all subordinates can contribute to the best of their capacities. The environment should
provide a healthy, safe, comfortable and convenient place to work.

 Supervisory promotion of team work and participation: Self-managed teams have

emerged as the most important formal groups in today’s organizations. They enhance
employee involvement and have the potential to create positive synergy. Teams have
inherent strengths which ultimately lead to organizational success at various levels.

 Supervisory instruction/guidance: This is another important aspect. A support from

your boss or superior creates motivation among the employees. By getting guidance from
superiors employees able to work more efficiently and effectively.

 Communication: Communication is the process of conveying information from a

sender to a receiver with the use of a medium in which the communicated information is
understood the same way by both sender and receiver. It is a process that allows
organisms to exchange information by several methods.
 Human resource/Personnel policies: Human resource policies are systems of codified
decisions, established by an organization, to support administrative personnel functions,
performance management, employee relations and resource planning.

Each company has a different set of circumstances, and so develops an individual set of
human resource policies.

 Concern for employees: Assets should be appreciated and taken care of, particularly
the most important one: our employees.

We are familiar with factors which contribute to high motivation and satisfaction at
work; therefore we create systems which managers apply as tools for motivating their
teams. Remuneration systems, training courses, collaboration in exacting project
groups, training managers about rewarding employees in an informal manner such as
praises, feedback about their work are only some of them.

 Training & development: Training is a learning process designed to achieve a

relatively permanent change in an individual that will improve the ability to perform on
the job whereas development is a kind of future oriented training, focusing on the
individual growth of the employee

 Productivity/efficiency: The ratio of an organization’s outputs to its inputs.

 Physical working condition: The surroundings within which somebody works, taking
into account aspects such as temperature, air, quality, lightning, safety, cleanliness and
noise.

 Customer service: The way in which an organization deals with its customers.
Customer service is most evident in sales and after-sales service, but should infuse all
the processes in the value chain. Good customer service is the result of adopting
customer focus. Poor customer service can be a product of poor customer relations.

 Strategy/Mission: Strategy is a long term plan of action designed to achieve a

particular goal, most often "winning." Strategy is differentiated from tactics or
 immediate actions with resources at hand by its nature of being extensively
premeditated and often practically rehearsed whereas mission defines the business in
which a company competes, the company's objectives, and the approach it will take to
reach those objectives.

Factors, which create dissatisfaction

 Promotion policy: A set of rules and guidelines set forth by a company or

organization that outlines how employees are to interact with potential customers in
the promotion of a good or service. The promotion policy helps the company keep
control of the message it is sending about the good or service, as well as to dictate
appropriate actions that employees can take when dealing with outside personnel. For
example, a pharmaceutical company could have a promotion policy that its
fieldrepresentatives must adhere to when they meet with doctors to promote a drug.

 Poor work environment: Poor workenvironment is related with hygiene factors. The
presence of hygiene factors did not motivate employees but their non presence creates
dissatisfaction among the employees. It includes factors like proper lightening
facilities, proper space for work and number of other facilities.

 Work for “hot” company: This statement is mainly related with employees of young
age. They have more enthusiasm to take challenges and quick growth in their career.
So employees of young age like to work with multi-nationals or with a company
having good brand image and a unique culture of working.

 Limited career path: It is mainly related with slow growth in career. A company with
a policy of timely promotion or where employee performance or efficiency is not
considered creates dissatisfaction among the employees.

 To use latest technology: It is also known as fear of unknown. Most employees have
fear to use of latest technology. It is due to lack of training given to employees, lack
of communication between superior and subordinates. Hence create dissatisfaction
among the employees. So to solve this problem management must give proper
 training to their employees and communicate with them to understand their problem
and must consider their suggestions in decision making.

Challenges for HR managers

Motivation & Morale: Motivation is defined as an urge in an individual to perform

goal directed behavior. Therefore, motivation cannot be inflicted from outside but it is
an intrinsic desire in a man to achieve the target goal through performance or activity
whereas Morale is whether the people in the work environment are happy. Motivation
is whether the people in the work environment have enough incentive to do their jobs.

Typically, a salary is a good motivation, and being paid well leads to higher morale.
Even in a well-paid environment there are other things that companies can do to
improve morale, including assisting employees with work/life balance, providing
good insurance benefits, a healthy work environment, and positive feedback when
jobs are well done.

Motivating employees sometimes depends on the individual or generational

differences, but typically offering food or monetary incentives for higher performance
works well, or negative things can work as well, though they typically lower morale...
such as threatening a person's job if performance isn't improved.

Things tied to general morale are usually things that are just part of the job
environment, and things tied to motivation are tied to the performance of the
individual.

Training & Development: Training is a learning process designed to achieve a

relatively permanent change in an individual that will improve the ability to perform
on the job whereas development is a kind of future oriented training, focusing on the
individual growth of the employee.

Cultural development: Cultural development is the change or evolution of the culture

like traditions, beliefs, norms, behavioral patterns, arts and everything that relates to
human thought and work. The development of culture started since the existence of
man. It started from the stone age up to the computer age. Each one of us started from
a very simple life then it evolved to the present.

Employee communication: Communication between managers and employees is an

important issue in any organization. Employees want guidelines from their
supervisors, and the management wants input from the entire team. Most companies
have little trouble communicating downward, but getting information to flow upward
is more of a challenge. When employees stay quiet about what they need, the negative
results can include missed opportunities, delayed projects, and failed initiatives

Workforce development: Workforce Development is an essential component of

Community Resource Development which helps rural and urban communities create,
sustain and retain a viable workforce that can support current and future business and
industry.
COMPANY
PROFILE
 COMPANY PROFILE

Escorts came into being with a vision-a vision that was nurtured by Mr. HARI
NANDA & late Mr. YUDI NANDA.
The foundation of Escorts Limited was laid in the formation of Escorts (Agents) Ltd.,
on 17th October, 1944 & of Escorts (Agriculture & Machines Ltd., in 1948 based at
Lahore. After Independence the company chained the headquarters to Delhi. These
two were later merged in 1953 to form Escorts Agents Pvt. Ltd. The company’s
incorporation in its present name, Escorts Ltd. was effected on 18th January 1960.
Having initially started with a franchise for wasting house domestic appliances,
Escorts has come a lone way in manufacturing & marketing a range of products. It
has pioneered farm mechanization in India through import & distribution of
agricultural tractors.
The company has established a wide presence with its products being well accepted
in the country as well as internationally. Tractor exports are establishing a strong foot
holds in the international market with increasing exports to U.S.A. & lapping
potential market on the international agric scenario.
The company has two medical institutes. Of which the Heart Institute in New Delhi is
one of the successful medical centers in the country.
To keep up to its reputation of entering new markets, Escorts has launched its new
venture Scoot in the new millennium, entering in the e-business.
JOURNEY TRAVELLED BY ESCORTS

Escorts Ltd. has traveled a long journey since its establishment. The story is 5 decades
long up to now & will go on and on forever.

THE DECADE OF CREATION: 1944-54

The launch of Escorts Agents Pvt. Ltd. in Lahore and seeing it all up again in Delhi
after the partition of country. The beginning of an industry, a tractor followed by
India’s first institute of Farm Mechanization and the company’s first industrial venture,
(Goetz (India) Ltd. at Partial, in equity collaboration with Goetz of Germany.

DECADE OF INDUSTRIALIZATION: 1955-1964

Escort go public. A full-fledge manufacturing orientation takes root with the

commencement of Escorts own brand of tractors and the next major field of operation:
motorcycles. The company joints hands with Mahler to produce India’s most advanced
pistons.

THE DECADE OF CONSOLIDATION: 1965-1974

The formation of the ford-Escorts alliance for India’s tractors, soon to make the group
the largest selling tractors manufactures. Escorts Employees Ancillaries Ltd., a unique
venture in industrial democracy, comes into being, Escorts receive FICCI Award for
outstanding contribution in Indian agriculture. The Company crosses national
boundaries with its first export of 400 tractors to Afghanistan won a global tender. A
triumph of Escorts Quality and Competitiveness, this was also perhaps world’s largest
ever commercial airlift of its kind.
THE DECADE OF DIVERSIFICATION: 1975-1984

An epoch-making alliance with JCB for India’s first Excavator-loaders is followed by

one with Knur Bemuse for Railway Brakes. With the Yamaha collaboration, Escorts
become the country’s largest Motorcycles manufactures. Acknowledged leadership in
automotive ancillaries. Mahler Pistons and Goetz Rings.

THE DECADE OF GLOBALIZATION: 1985-1995

Escorts enter into venture with buy back arrangements with class (Harvester Combines)
and Heroin (Hydraulic valves) providing an entry to world markets. A tie-up.

THE DECADE AHEAD : 1996-ONWARDS

The company broke its collaboration with New Holland and launched its own
FARMTRAC range of tractors with improvements to the prior design. The company has
also moved into e-commerce and enterprise management sectors with its latest joint
venture with Computer Associates (US) with the launch of Scoot Technologies Ltd.

The mission is Globalization and the emphasis will be on Core Sector Investments.
Escorts is going in for global network and for mega projects in the 21st Century.

RAILWAY EQUIPMENT BUSINESS

The Division maintained its good performance and a dominant position in the industry in
spite of increased competition and price pressure for existing products.

The Second manufacturing facility in Uttranchal has now been commissioned, with first
commercial dispatch having been made in October 2006. The facility is poised to
undertake commercial production shortly, for some of the new products hitherto under
development.
The India Railways have now turned around, with paradigm shift to change and
Transformation. The focus in the coming years is on Technology Driven, Public/Private
Sector participation and Technology infusion in Rolling Stock, Infrastructure and
Signaling. The Division plants to explore and leverage the opportunities arising out of the
above, for a substantial growth in the years ahead.

An ISO: 9001-2000 certified company, Escorts manufactures railway equipment as per

international standards specified by UIC, AAR and India Railways.
Asia’s largest manufacturer of air brake systems, the conversion of vacuum brake stocks
of air brakes and installation and commissioning of complete brake systems on new
builds are also undertaken by Escorts.

Diverse product range

 Shock Absorbers (Oil Dampers) for coaches, locomotives, Emus,

Memos, Mud, Metro and Rail Cars
 Air brakes for coaches, Freight cars, DMU and OHE Cars
 Automatic/Semi Permanent Couplers for Emus, DEMU, Memos
 Electro Pneumatic Brake Systems for Emus and Memos
 Composition brake blocks for coaches, locomotives, freight cars and
Emus
 Rail fastening systems for wooden, steel and concrete sleepers

 Direct Admission Valves for vacuum braked coaches.

 Testing equipment for brake systems and shock absorbers
 Air brake accessories for passenger coaches, freight cars,
locomotives and self propelled vehicles
 Metal to rubber bonded vulcanized components
 Automatic twist locks for container freight cars

KAY PEE EQUIPMENTS PVT. LTD. is a reputed organization based at Kolkata. We are
engaged in the manufacturing of various types of Mechanical Spares, Equipment,
Assembly and sub assemblies for various public and private sectors like Indian Railways,
steel plants, aluminum industries etc.

Continual improvement of Quality by Sophisticated machineries, technologies and highly

skilled technical personnel are one of the trait that identify us.

Professionals at KAY PEE follow the well proven path of work management guided by
the vision of our promoters. Keeping Customers satisfaction of focus, we integrate the
commercial and technical aspects of every job where each member of our team is highly
aware of his own responsibility and contribution to success of a project. All this has not
just helped our company to move to the forefront of the industry but has enabled us to
win our customers confidence.

A. Services provided by KAY PEE

 Rehabilitation and over handing of bogies for Indian Railways

 Machining & assembling of casino bogies.
 Designing, manufacturing & erection of sector gate for delivering red mud
code.
 Designing, manufacturing & supply of Hammer mill, point feeder
assembly.

After Sales Service

KAY PEE EQUIPMENTS also strives for complete customer satisfaction

hence we have a proper system of after sales services in order to contribute
proactively to the profitability and Customer’s delight and finally an
enviable Market reputation.
Quality Policy

At Kay Pee, we are committed to the Total Quality Control, complying with
ISO 9001:2000 standards. We have a well documented quality policy and
objectives that are implemented and maintained at all levels of the organization.
Regular renewal of various procedures in relation to the quality, Quality Audit
and training programmers for our personnel ensures the excellent standards of
our products in terms of Quality.

Quality Objectives

 Customer’s satisfaction in terms of specified requirement by means of

TQM.
 Monitoring & Development of supplier’s performance.
 Efficiently planned production in terms of quality and quantity as well.
 Maintaining credible reputation of the company.
 To make sure the optimum utilization of our resources including our
manpower

INDIAN TRACTOR INDUSTRY

INTRODUCTION

India is predominantly an agricultural country 70% of the population lives in

villages and villages depend upon agriculture for their bread and butter. Since
Indian valley civilization, agriculture is the main source of income but at that time
the agriculture was manual work. Before independence Indian agriculture was in
very bad situation. But since 1947, when Indian became independent, the farmers
also became independent. They had seen many ups and downs in their income.
After independent in five-years plans, first priority was assigned to agriculture
government tried best to improve the industry but a systematic planned approach
for development started in 1950, since then irrigation was recognized as key factor
for agriculture. Education and research were also taken as a major initiative.
All these developments made mechanization mandatory for agriculture and imports of
tractors began. Acceptance of mechanization was slow, in fifty’s the use of tractor was
very low. Green Revolution was the result of tractor was barely 10000 in 1970. The
industry was producing around 25000 to 30000 tractors. Today, India is the largest
tractor market estimating 2185000 tractors per annum with the annual growth of 12.3.
Today the tractor industry is of about 5000 crores.

With the 12% of arable land, today India has 4.7% of the world’s tractor. India splits
tractors largely into four categories i.e.… 20-30hp, 31-40hp, 41-50hp, 51 & above. 21-
30hp and 31-40hp ranges together are nearly 76%.

SEGMENT OF TRACTORS ACCORDING TO HP WISE

Trac 19 19 20 2003-2008
or 65 97 00
Ran - - -
ge 97 20 20
00 03
20- 24 22 17 1
30 % % % 0
HP %
31- 51 50 54 5
40 % % % 5
HP %
41- 19 20 22 2
50 % % % 5
HP %
50 6 8 7 1
&ab % % % 0
ove %

Demand for big up segment is increasing as per the table shown. In the budget of 1995-
96, the central government has given subsidy of Rs. 30000 per tractor. The subsidy was
for the user of low up segment tractors (for small farmers). The government wants to
increase the usage of tractor for higher agriculture production. In the budget of year
1998-99, the finance minister Mr. Yashwant Sinha has levied 8% excise duty on the
imports. This was to save the Indian tractor industry form the slow down of economy
and the East Asian Crises. According to economic survey of 1997-98 the production of
agriculture has dropped by 205%. Until 1993-94 small tractor (below 25hp) were
exempted for the excise in bid to encourage small farmers. Because in India, almost 65%
farmers has less than 4 acres of arable land.
According to business, due to the Mahindra & Mahindra and Swaraj tractors would be
benefited about Rs. 10000 to Rs. 12000 per tractor as compared to others, which imports
parts from abroad. The compound average growth rate during last six years has been
arpond 15%. The level of tractorization is high in Punjab & Haryana at arpond 95&74
per thousand hectares respectively. The tractor demand is driven by agriculture
Products, Interest Rates, Total Agriculture Credit, Total Irrigation Facilities and Crop
Pattern. Among them, credit is strongly correlated sale. Nearly 80% of the tractor’s sale
is through credit.
Financial Pattern:

As stated above that 80% of the tractor is financed through credit rates essentially
through commercial banks, regional banks, regional banks, rural banks and state level
land development banks. The credit worthiness of the farmer is ascertained to have
minimum holding of 6 areas of cultivated land to be eligible for loan. However bank can
provide on smaller landholding subject to farmer establishing his credit worthiness. The
credit inflow since financial year 1996 is increasing support from NSBARD. This has
already allocated 2000 crores from current year.

HISTORICAL BACKGROUND:

Indian agricultural in the fifties allowed age bound tradition and was considered
backward. The country did not produce enough food grain to feed its 36 crores
population and famines were recurrent features. Import of food grains became necessary
to meet the short fall in domestic production, there by causing a drain on scare foreign
exchange resources. It therefore became imperative to high priority to the development
of agriculture.

VISION STATEMENT

 TO BUILD A STRONG FOUNDATION FOR THE DEVELOPMENT

OF PARTS BUSINESS.

 TO UTILISE MAXIMUM RESOURCES WITH IN AND OUTSIDE

THE ORGANISATION FOR DOMINATING THE MARKET.

 TO MAKE PARTS OPERATIONS THE CENTRE OF MAXIMUM

PROFITS FOR COMPANY AND DEALERS.

Having pioneered farm mechanization in the company, Escorts has played a pivotal
role in the agricultural growth of India for over five decades. One of the leading
tractor manufactures of the country, Escorts produces tractors in the 27-75 HP range
and has already sold over 6 lack tractors. Its tractors are marketed under three brand
names, viz. Escort, powertrac and Farmtrac. Escort brand of tractors are symbolic
of reliability and trust and enjoy the confidence of the farming community for the
last 40 years. Powertrac brand of tractors are the most fuel-efficient tractors in their
respective categories that offer excellent value for money and have helped the
farmers improve their quality of life. Farmtrac brand are the most powerful
premium range of tractors of tractors that give maximum productivity to the
farmers. Spanning these three brands, the company has a full range of tractors to
cater to the domestic as well as overseas markets.

The company is developing state-of-the-art highly fuel efficient engines with the
assistance of AVL of Austria and have also entered into a joint venture with Carraro
Spa of Italy for the manufacturing of transmissions and axles.

To sustain the present momentum and to realize the future goals, Escorts has
invested Rs. 60 crore towards strengthening new product development
programmers and enhancement of R&D capabilities. Additionally, Rs. 400 crore
has been invested towards modernization of its manufacturing facilities bringing
them to international standards. The company has one of the most comprehensive
distribution networks comprising of over 500 dealerships / outlets and 30 area
offices spread across the country. It has a manufacturing capacity of 75,000 tractors
per annum.
Escorts Agri machinery Group is looking at forward and backward integration
through food processing, food chains and genetic engineering. It will be expanding
its product range by launching highly specialized tractors and draft implements.

In line to out vision for becoming a major player in sub 100 HP segment by 2005 in
the global markets, we have increased our reach from a major regional player to
major global markets which stretch from North America to Australia covering all
the continents. Despite the strict competition by other major tractor manufacturers
we have been able to gain constant volumes in the global market. Our target for this
year is to export 15% of the volumes of our total production volumes.

Our products are marketed mainly in USA, Central and Easter Europe through
Poland, Ghana, Tanzania, Malaysia, Australia, Tunisia, Chile, Turkey, Sri Lanka,
Kenya, Bangladesh, South Africa and many other countries.

To consolidate its presence in the overseas markets, the company has ventures in
the USA and Europe (Poland). It has recently acquired a majority stake in Long
Agribusiness LLC, a tractor distributing company in the USA and Plot-Mot Escorts
Spolka Z.O.O., Poland. Besides the USA and Poland, Escorts has strong presence in
Turkey, Australia, Bangladesh, Sir Lanka, Nepal, Kenya, Tanzania, South Africa
etc. through its dealers network in other potential countries in the coming year. By
the end of the next year, the Company hopes to be the largest exporter of tractors in
the Indian Tractor Industry. Besides tractors, the RR6 riding type paddy
transplanted, in association with Yanmar of Japan, is the first offering of Escorts to
the rice planters of India.
CHAIRMAN’S MESSAGE
Rajan Nanda

Dear Shareholder,
The Indian economy is witnessing unprecedented growth over the last decade due
to reforms, which have acted like a catalyst. The GDP growth in the previous ten
years averaged above seven per cent and is expected to be same during the current
year. Non- agricultural GDP growth has been even higher, peaking to 10.9 per cent
in 1995-96. This indeed is good news for all of us.

India’s long-term economic prospects, even today, depend to a large extent on the
agricultural sector, which contributes a quarter to the gross domestic product and
provides livelihood to two thirds of our population. A gradual and perceptible shift
from subsistence farming to enterprise farming is harbinger of modernization of the
agriculture economy and this will only increase the contribution of agriculture
sector to the overall GDP in the times to come. This shift needs to be accelerated
and the corporate sector, the government, banks and opinion makers have to act in
partnership to make agriculture as a profitable commercial proposition, which will
benefit all stakeholder in the agriculture economy.

The Central government as well several state government are giving due priority to
agriculture and rural development. This should bring in socio-economic changes
where they are needed most – in our villages where most of India lives. This will
also open vast opportunities for the corporate sector.

I am very happy to share with you that this year has seen the tractor industry
registering a growth of about 40%, led largely by the growth of our company. With
the focus of the government on the rural sector and a good monsoon in the year
2004, the momentum that the agri economy has gained should continue. We see
enomous growth opportunities in agriculture sector. You may be aware that last
year we made a foray into farming and we hope to consolidate the business in the
years ahead.

Escorts will continue to seek avenues to play a more active role in the food chain.
 During the six months of 2004-05, we achieved a sales volume of 18,052 tractors as
compared to 10,344 tractors during the corresponding period in the previous year.
Simultaneous, the company is doing well on export front and is expecting to close
the financial year with export of 5,000 tractors as compared to 2,850 tractors
exported during April 03 – June 04.

The emphasis we had laid on product development and quality during the lean
period has now started paying us rich dividends. With the widest range of tractors in
our stable, we can now serve diverse segments of customers and applications.
Escorts today enjoys leadership position in terms of product, technology and
markets and will emphatically leverage on its strength in the growing agri
machinery market. We believe that the road to excellence has no end. WE will
continue to raise the bar and keep investing in research and development, new
products and quality. Escorts is committed to emerge as a major in the global agri
machinery business. During the current financial year we hope to produce and sell
40,000 tractors and take it up all the way to 60,000 tractors per annum in the next 3
– 4 years.

It was another good year for the Railway Equipment Division. Despite two new
entrants in its line of business and sharp decline in brake block prices, the Division
registered a record performance with substantial increase in profits.

The construction equipment business of the company is also experiencing robust

growth with the development in the road as well as real estate sectors. Despite
retardation in the road construction equipment segment in the previous year, Escorts
Construction Equipment Ltd achieved a top line growth of 25% in 2003-04 over the
previous year. The initiatives taken by the company towards enlargement of its
product portfolio will further accelerate its growth in the years ahead.

In health care, we will start operation of our new 300-bedded multi-specialty Jaipur
Hospital in next four months. Together with this, we would have 1000 beds in
health care delivery in our subsidiary companies and 15 heart command centers
catering to nearly 3.8 lakh OPD patients annually. The health care activity is having
 a very effective growth in reach and revenue to make a strong commercial
proposition for Escorts
Every organization has to make conscious efforts to constantly renew itself to be
relevant in the contemporary context. Accordingly, your company has embarked
upon several management initiatives to: (i) de-risk the top line by increasing sales in
export markets; (ii) lower break-even levels by attacking material costs as well as
operating expenses (iii) improve the operations by re-engineering the business
processes; and (iv) reduction in interest cost by undertaking financial restructuring.
We believe the future business opportunities are promising and the aforesaid
management initiatives will help the company gain substantially in the future.

Finally, I would like to thank our employees, distinguished Board of Directors, our
esteemed shareholders and other stakeholders for reposing their trust in the
management.

Rajan Nanda
Chairman & Managing Director

ESCORTS LIMITED UNVEILS LATEST TECHNOLOGY

ENGINES FOR DIESEL GENERATORS

Earns CPCB emission complaint certificate for its various Engine models Escorts
Limited – Railway Equipment Division (RED), India’s leading spare parts of
railways manufacturer today announced that owing to the rapidly evolving market
and the growing demand, the company has started production of technologically
enhanced Engines for Diesel Generators. Escorts Limited has also concluded CPCB
emission complaint certification from the Automotive Research Association of
India for their highly successful engine models G-15, G-20, G-25 and G-30.

Said Mr. Rakesh Chopra, Business Head, Escorts Limited, RED. “We, at Escorts,
are committed to continuously innovate and offer technological excellence to our
customers. Our dedication to quality has helped us gain a foothold in the market and
 we intend to capitalize upon the latest CPCB emission complaint certification to
further strengthen our market share.”

Said Mr. Kamlesh Tripathi, Head – Engines Business, “We have already started
receiving trade enquiries from several reputed Genset manufactures and we see
tremendous growth prospectus in this segment both in India and in the overseas
markets for our fuel efficient engines. We are confident of emerging as a major
engine supplier to the Diesel Generator industry in the near future”.

Escorts Limited, a US$ 500 million conglomerate is among India’s foremost

professionally managed groups with business interests in areas of railway
equipment, healthcare, construction & material handling equipment, automotive &
railway ancillaries, information technology, healthcare, and financial services.

BOARD OF DIRECTORS – ESCORTS LIMITED

CHAIRMAN & MANGING DIRECTOR

MR. RAJAN NANDA

VICE-CHAIRMAN
MR. ANIL NANDA

EXECUTIVE DIRECTOR
MR. NIKHIL NANDA

DIRECTORS

MR. Y. H. MALEGAM PROF. DR. M.G.K. MENON

DR. S.A. DAVE MR. JAI S. PATHAK
MR. NIMESH KAMPANI DR. FREDIE A. MEHTA
MR. JAI S PATHAK DR. P. S. PRITAM
 SEVEN GROUPS OF ESCORTS

AGRI
MACHINERY
CONSTRUCTION
EQUIPMENT

AUTO AND
RAILWAY
ANCILLIARIES ESCORTS FINANCIAL
SERVICES

TRADING &
CORPORATE
BI-WHEELERS TELECOM
SWOT ANALYSIS

STRENGTHS

 ESCORTS Ltd. is one of the largest most extensive & highly service
oriented distribution networks in the country.

 A market share of over 80% in “Pick ‘n’ Carry” cranes in India &
Escorts has now emerged as the largest manufacturers of these cranes
in the world.

 Escorts IED remain market leader & technology leader in the field of
material handling & construction equipment and are contemplating to
introduce many new equipment besides the existing range of products.

 The complement of seven associates & subsidiary companies in the

Escorts Group which manufacture supportive products.

 Besides business activities Escort is discharging its social

responsibilities & employee welfare through different schemes.

 Quality certification gaining in importance with companies obtaining

ISO-9000.

WEAKNESSES

 Escorts seem to be running with over staff.

 Infrastructure developments encouraging but still needs tuning up.

 Educational standards among workers working in Escorts Ltd. Need to

be improved & curriculum revamped.
 OPPORTUNITIES

 The piston & piston pin plants of Escorts Ltd. And the piston ring plant
of GOETZE (India) Ltd. At Bangalore & Partial have been awarded
ISO-9002.

 With the fast growing Indian economy, rapid industrialization is taking

place, which would provide more & more opportunities to Industrial
Equipment Division of Escorts Ltd. Which manufactures different kinds
of Industrial Cranes?

 Greater avenue in market segment such as banking, distribution,

insurance, manufacturing & telecommunication.

THREATS

 Influences by the immense popularity of Escorts “Pick ‘n’ Carry” cranes,

many manufacturers are coming up in this stream.

 The complete Automobile Industry is facing severe competition in terms

of foreign technological collaboration.

ESCORTS---BUSINESS OVERVIEW

FARM EQUIPMENT – Agricultural Tractor

Harvester Combine

CONSTRUCTION EQUIPMENT-Mobile Cranes

Excavators Loders
Vibratory Compactors
TELECOMMUNICATION-EPABX’S
Key Telephone Systems
ANCILLARIES-
#AUTOMOTIVES

Pistons
Piston rinngs
Shock absorbers
Telescopic front forks
McPherson struts
Carburettor

RAILWAYS

Pistons
Piston rings
Piston Pins
Diaz Hydraulic shock absorbers
Centre buffer couplers
Brakes system

TRAINING & PROJECTS

FINANCIAL SERVICES
 FUTURE PLANS

 PROPER DIVERSIFICATION INTO NEWER MARKET.

 OPTIMUM UTILISATION OF RESOURCES.

 ENHANCED CORE SECTOR INVESTMENT.

 POWER ALLIENCE.

 GLOBAL TRUST.

 COMPUTATION OF ALL OFFICES AND MARKETING

ESTABLISHING.

 GROUP SALES TO CROSS 5000 CRORES BY 2005 AD.

 INFRASTRUCTURAL RENEWAL.

 REENGINEERING PLANTS PRODUCTION AND

SUPPORT SYSTEM FACTORS.
 RESEARCH
METHODOLOGY
 RESEARCH METHODOLOGY

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

It includes the following aspects:
 Objective of the study
 Research design
 Sample selection
 Data collection
 Method of data analysis
 Limitations of the study

Objective of the study

Primary objective:
 To check the satisfaction level of employees

Secondary objective:
 To study the number of factors how to satisfy employees
 To study the various factor which create dissatisfaction among the employees?
 To study the challenges faced by HR Managers to satisfy employees.
 RESEARCH DESIGN

After deciding the basic aspects of research project (i.e. formulating research problem,
objectives of research, data requirement, sample design, etc) and before the
commencement of work of research project, the researcher has to prepare research
design.
It is like preparing a master plan/blue print for the conduct of formal investigation.
It is the basic plan that guides researcher in the execution of the research project
undertaken. It is like road map which enables the researcher to conduct various activities
for the completion of research project.
In fact, the research design is the conceptual structure within which research is conducted;
it constitutes the blueprint for the collection, measurement and analysis of data. More
explicitly, the design decisions happen to be in respect of:

 What is the study about?

 Why is the study being made?
 Where will the study be carried out?
 What type of data is required?
 Where can the required data are found?
 What period of time will the study include?
 What will be the sample design?
 What technique of data collection will be used?
 How will the data be analyzed?
 In what style will the report be prepared?

The function of research design is to provide for the collection of relevant evidence with
minimal expenditure of effort, time and money. But how all these can be achieved
depends mainly on the research purpose. Research purposes may be grouped into four
categories, viz. (i) Exploration, (ii) Description, (iii) Diagnosis, and (iv)
Experimentation.
 To achieve the aims and objectives of this study, a broad based study was done. The
research was a descriptive research based on the survey approach or we can say the
research design of this study is descriptive type as the objectives are to identify and
analyze the customer profile, their preferences, satisfaction level and impact of sales
promotion activities.

In short, research design is a systematic planning, organising and executing a research

project within specified time limit and resource allocation. Research design tells the type
of data to be collected, the sources of data and the procedures to be followed in data
collection. Research design provides suitable framework that guides the collection and
analysis of data.

DEFINITION OF RESEARCH DESIGN:-

1. According to David J Luck and Ronald S Rubin, “A research design is the determination
and statement of the general research approach or strategy adopted for the particular
project. It is the heart of planning. If the design adheres to the research objective,served.
2. According to Ker linger, “Research in the plan, structure and strategy of investigation
conceived so as to obtain answers to research questions and to control variance.

Importance/utility of research design

Research design is important as it prepares proper framework within which the research
work/activity will be actually carried out. Research design acts as a blue print for the conduct
of the whole.

Types of Research design:

On the basis of information to be collected, research designs can be classified into the
following three categories:
a) Exploratory research (THIS RESEARCH IS USED IN THIS PROJECT )
b) Descriptive research
c) Casual research
 Exploratory Research:

“Learning about the problem area and beginning to focus on specific areas of study by
discussing the problem with informed sources within the firm (a process often called
 situation analysis) and with knowledgeable others outside the firm (the informal
investigation).”

One of the important things to do is review the existing situation to determine how things
came to be that way - this is an important part of the Exploratory Researchand is one of the
reasons why companies hire outside agencies or the same work did by Summer Trainees.

 Descriptive Research

The term descriptive research refers to the type of research question, design, and data
analysis that will be applied to a given topic. Descriptive statistics tell what is, while
inferential statistics try to determine cause and effect.

Descriptive research can be either quantitative or qualitative. It can involve collections of

quantitative information that can be tabulated along a continuum in numerical form, such
as scores on a test or the number of times a person chooses to use a-certain feature of a
multimedia program, or it can describe categories of information such as gender or
patterns of interaction when using technology in a group situation. Descriptive research
involves gathering data that describe events and then organizes, tabulates, depicts, and
describes the data collection.

 Causal Research
Casual research design is the study that explores the effect that one thing has on another
thing. The research is done in a thorough way that shows the effect that each variable has
on the each thing. An example of this research can begin with a clothing store that sells
jeans and the store changing the colour of the jeans to white. As the managers of the
company are trying to make this decision, they may casually research how this decision
can impact their sales and their business in the future. If they go through with it, their
decision may help them make more money or less. This can impact sales, profits, and their
future.

SAMPLE COLLECTION

 Sampling
Sampling may be defined as the selection of some part of an aggregate or totality on the
basis of which a judgment or inference about the aggregate or totality is made. In other
words, it is the process of obtaining information about an entire population by
examining only a part of it.

 Sample Size: The size consists of this project 100.

Regions of Faridabad were covered for the study. I took 100 samples. They were selected
by random sampling method because in this case systematic sampling is not possible
since a person cannot say whether a person is using WHIRLPOOL or not.
The researcher must decide the way of selecting a sample. Samples can be either
probability samples or non-probability.

Sampling technique:-
The methods used in drawing samples from a population usually in such a manner that
the sample will facilitate determination of some hypothesis concerning the population.
Each observation measures one or more properties (such as weight, location, colour) of
observable bodies distinguished as independent objects or individuals. In survey
sampling, weights can be applied to the data to adjust for the sample design,
particularly stratified sampling (blocking). Results from probability theory and statistical
theory are employed to guide practice. In business and medical research, sampling is
widely used for gathering information.

Sampling technique used:

Simple random sampling:-This type of sampling is also known as chance sampling
or probability sampling where each and every item in the population has an equal
chance of inclusion in the sample and each one of the possible samples, in case of finite
universe, has the same probability of being selected.

A. Probability sampling:-.
Systematic sampling: introduced into this kind of sampling by using random
numbers to pick the unit with which to start- In some instances the most practical way of
sampling is to select every 15th name on a list, every 10th house on one side of the street
and so on. Sampling of such type is known as systematic sampling. An element of
randomness is usually.
Stratified sampling: - In this technique, the population is stratified into a number of
non-overlapping subpopulations or strata and sample items are selected from each
stratum. If the items selected from each stratum is based on simple random sampling the
entire procedure, first stratification and then simple random sampling, is known as
stratified random sampling.
Cluster/area sampling: - Cluster sampling involves grouping the population and
then selecting the group or the clusters rather than individual elements for inclusion in
the sample. Area sampling is quite close to cluster sampling and is often talked about
when the total geographical area of interest happens to be big.

B).Non-probability sampling:-
Convenience sampling: - In this type of sampling, item for the sample are selected
deliberately by the researcher; his choice concerning the item remains supreme.
When population elements are selected for inclusion in sample based on the ease of
access or we can say researcher selects the samples according to his convenience.
Judgment sampling: - In judgment sampling the researcher’s judgment is used for
selecting items which he considers as representative of the population. In such a design,
personal element has a great chance of entering into the selection of the sample.

The sample size of this research consists:

For white collars employees, 20 are randomly taken from 100 employees and the
departments are;
HR
FINANCE
MANUFACTURING

For blue collar employees, 50 are randomly taken from 120 employees and the
departments are
HALL 1
HALL 2
GRINDING AND HEATED COMPONENT
 DATA COLLECTION

Data collected for this research is primary data (as it is collected from the source of the
origin).
In this research data is collected through:

Questionnaires method
A questionnaires consists of a number of questions printed or typed in a definite order on
a form or set of forms.
In this research questionnaire method is used for white-collar employees.

Schedules method
This method of data collection is very much like the collection of data through
questionnaire, with little difference, which lies in the fact that schedules are being filled
by enumerator.
In this research schedule method is used for blue-collar worker
PROCEDURE FOR DATA COLLECTION:-


 LIMITATIONS OF STUDY

Due to the following unavoidable and uncontrollable factors the results might not be
accurate. Some of the problems might face while conducting the survey are as follows:

1. Certain open-ended questions have been put in the questionnaire to give

respondents freedom to express their perception.
2. Time and cost constraints were also there
3. Chances of some biasness couldn’t be eliminated.
4. A sample size of 50 has been used due to time limitations.
5. The data has been collected from Faridabad and the perception of the people from
the smaller towns could not be judged

SCOPE OF THE STUDY

It has a great scope in every organization because it depicts true indication of the internal
working environment prevailing inside the company.
Employee satisfaction survey will find out what engages the people within an
organization, understand their perceptions, especially those that are driving the work
behaviours that in turn drive business outcomes. This information will allow to reinforce
employee behaviours. Satisfied employees would seems more likely to talk positively
about the organization, help others, and go beyond the normal expectations in their job.
Moreover, satisfied employees might be more prone to go beyond the call of duty
because they want to reciprocate their positive experiences.
DATA ANALYSIS&
INTERPRETATION
 DATA INTERPRETATION AND ANALYSIS

Table No: 1
Q 1) Are you satisfied with the drinking water facilities &sanitation ?
Particulars No of respondents Percentage of respondents

Highly satisfied 8 13%

Satisfied 22 37%
Neutral 8 13%
Dissatisfied 16 27%
SHighly dissatisfied 6 10%
TOTAL 60 100%

Figure No: 1

INTERPRETATION: The above table represent that out of 60 respondent, 13% of

the respondent are highly satisfied with the drinking water facilities and sanitation, 37%
of the respondent are satisfied, 13 % of the respondent are neutral, while the 27% of the
respondent dissatisfied and 10% are highly dissatisfied.
Table No: 2
Q2) Are you satisfied with the recreational benefits & restroom facilities?
Particulars No of respondents Percentage of respondents

Highly satisfied 4 7%
Satisfied 22 36%
Neutral 10 17%
Dissatisfied 20 33%
Highly dissatisfied 4 7%
TOTAL 60 100%

Figure No: 2

INTERPRETATION: The above table represent that out of 60 respondent, 7% of

the respondent are highly satisfied with the recreational benefits and rest room facilities,
36% of the respondent are satisfied, 17% of the respondent are neutral, while the 33% of
the respondent dissatisfied and 7% are highly dissatisfied.
Table No: 3
Q3) Are you satisfied with the health check up with the company?
Particulars No of respondents Percentage of
respondents

Satisfied 42 70%
Neutral 14 23%
Dissatisfied 4 7%
Total 60 100%

Figure No: 3

INTERPRETATION: The above table represent that out of 60 respondent, 70% of

the respondent are satisfied with the health check-up facilities, 23% of the respondent are
neutral, while the 7% of the respondent dissatisfied 7% with the health check-up
facilities.
Table No: 4
Q4) Are you satisfied with the first aid facilities?
Particulars No of Percentage of respondents
respondents

Highly satisfied 8 13%

Satisfied 30 50%
Neutral 8 13%
Dissatisfied 10 17%
Highly dissatisfied 4 7%
TOTAL 60 100%

Figure No: 4

INTERPRETATION: The above table represent that out of 60 respondent, 13% of

the respondent are highly satisfied with the first aid facilities, 50% of the respondent are
satisfied,13% of the respondent are neutral, while the 17% of the respondent dissatisfied
7% are highly dissatisfied with the first aid facilities.
Table No: 5
Q5) Are you satisfied with the canteen facilities provided by them?
Particulars No of respondents Percentage of respondents

Highly satisfied 6 10%

Satisfied 22 37%
Neutral 14 23%
Dissatisfied 10 17%
Highly dissatisfied 8 13%
TOTAL 60 100%

Figure No: 5

INTERPRETATION: The above table represent that out of 60 respondents, 10% of

the respondents are highly satisfied with the canteen facilities, 37% of the respondents are
satisfied, and 23% of the respondents are neutral, while the 17% of the respondent
dissatisfied 13% are highly dissatisfied with the canteen facilities.
Table No.6
Q6) How effective is the presence of welfare officers?
Particulars No of respondents Percentage of respondents

Highly effective 4 7%
Effective 16 27%
Neutral 22 36%
Ineffective 12 20%
Highly Ineffective 6 10%
TOTAL 60 100%

Figure No: 6

INTERPRETATION:The above table represent that out of 60 respondents, 7% of

the respondents are highly effective with the presence of welfare officer, 27% of the
respondents are effective, and 36% of the respondents are neutral, while the 20% of the
respondent ineffective, 10% are highly ineffective with the presence of welfare officer.
Table No: 7
Q7) Are you happy with the trade union activity?
Particulars No of respondents Percentage of respondents

Highly satisfied 4 7%
Satisfied 20 34%
Neutral 26 43%
Dissatisfied 8 13%
Highly dissatisfied 2 3%
TOTAL 60 100%

Figure No: 7

INTERPRETATION:The above table represent that out of 60 respondents, 7% of

the respondents are highly satisfied with the trade union activity, 34% of the respondents
are satisfied, and 43% of the respondents are neutral, while the 13% of the respondent
dissatisfied 3% are highly dissatisfied with the trade union activity.
Table No. 8
Q8) Whether the workers are happy with the overall welfare facilities provided by the
company?
Particulars No of respondents Percentage of respondents

Highly satisfied 8 13%

Satisfied 26 44%
Neutral 20 33%
Dissatisfied 2 3%
Highly dissatisfied 4 7%
TOTAL 60 100%

Figure No: 8

INTERPRETATION:The above table represent that out of 60 respondents, 13% of

the respondents are highly satisfied with the overall welfare facilities provided by
company, 44% of the respondents are satisfied, and 33% of the respondents are neutral,
while the 3% of the respondent dissatisfied 7% are highly dissatisfied with the overall
welfare facilities.
Table No. 9
Q9) Are you satisfied with the food/ snacks/drinks provided to you at different intervals?
Particulars No of respondents Percentage of respondents

Highly satisfied 2 4%
Satisfied 24 40%
Neutral 14 23%
Dissatisfied 18 30%
Highly dissatisfied 2 3%
TOTAL 60 100%

Figure No: 9

INTERPRETATION:The above table represent that out of 60 respondents, 4% of

the respondents are highly satisfied with the meal provided at different intervals, 40% of
the respondents are satisfied, and 23% of the respondents are neutral, while the 30% of
the respondent dissatisfied 3% are highly dissatisfied with the meal provided at different
intervals.
TABLE NO.10
Q10) How do you feel about workmen’s compensation provided at ESCORTS ?
Particulars No of respondents Percentage of respondents

Highly satisfied 4 7%
Satisfied 32 54%
Neutral 14 23%
Dissatisfied 8 13%
Highly dissatisfied 2 3%
TOTAL 60 100%

FIGURE NO. 10

No of respondents

Highly satisfied 7%
Satisfied 54%
Neutral 23%
Dissatisfied 13%
Highly dissatisfied 3%

INTREPRETATION:The above table represent that out of 60 respondents, 7% of

the respondents are highly satisfied with the workmen’s compensation provided at
ESCORTS, 54% of the respondents are satisfied, and 23% of the respondents are neutral,
while the 13% of the respondent dissatisfied, 3% are highly dissatisfied with the
workmen compensation provided at ESCORTS
addressing their training needs, recognizing the high performances and making them feel
the freedom of expressing their points.

Conclusion

On the basis of the survey it is concluded that overall white-collar employees are satisfied
with their job.
 Some suggestions given by white-collar employees are:
 open environment and good communication with top management.
 Transparency , collaboration and work distribution among all the employees of
department should be equal.
 More sessions on team development should happen.
 Clarification of vision,mission and objectives.

On the basis of the survey it is concluded that overall blue-collar employees are satisfied
with their job.
 some suggestions given by blue-collar employees are:
• About 60% workers are not satisfied with
 Infrastructure Facilities
 Workload
BIBLIOGRAPHY
 BIBLIOGRAPHY

BOOKS:

 KOTHARI C.R., Business research, Wishwa Prakash

 Prasad L.M., Organizational behavior, Sultan Chand & Sons
 Rao V.S.P.,Human Resource Management

WEBSITE
 www.google.com

 www.escorts.com
ANNEXURE
Q-1 Are you satisfied with the drinking water facilities and sanitation?

• Highly satisfied

• Satisfied

• Neutrals

• Dissatisfied

• Highly Dissatisfied

Q-2 Are you satisfied with the recreational benefits and restroom facilities?

• Highly satisfied

• Satisfied

• Neutral

• Dissatisfied

• Highly Dissatisfied

Q-3 Are you satisfied with the health checkups with the company?

• Satisfied

• Neutral

• Dissatisfied
Q-4 Are you satisfied with the first aid facilities?

• Highly satisfied

• Satisfied

• Neutral

• Dissatisfied

• highly dissatisfied

Q-5 Are you satisfied with the canteen facilities provided by them?

• Highly satisfied

• Satisfied

• Neutral

• Dissatisfied

• Highly dissatisfied

Q-6 How effective is the presence of welfare officer?

• Highly effective

• Effective

• Neutral

• Ineffective

• Highly ineffective

Q-7 Are you happy with the trade union activity?

• Highly satisfied

• Satisfied

• Neutral

• Dissatisfied

• Highly dissatisfied

Q-8 Whether the workers are happy with the overall welfare facilities provided by the
company?

• Highly satisfied

• Satisfied

• Neutral

• Dissatisfied

• Highly Dissatisfied

Q-9 Are you satisfied with the food/snacks/drinks provided to you at different intervals?

• Highly satisfied

• Satisfied

• Neutral

• Dissatisfied

• Highly dissatisfied

Q-10 How do you feel about workmen’s compensation provided at ESCORTS?

• Highly satisfied

• Satisfied
• Neutral

• Dissatisfied

• Highly dissatisfied