Employee benefits

Disclaimer
THE INFORMATION IN THIS DOCUMENT IS PURELY ON THE BASIS OF
AUTHORS DATA COLLECTION AND PERCEPTION .THIS PROJECT IS MADE
ONLY FOR THE PURPOSE OF PARTIAL FULFIILMENT OF THIRD YEAR BMS
PROJECT . THIS IS NOT EXACT RESEARCH PROJECT CONDUCTED FOR PHD
LEVEL STUDIES .
HENCE THE PROJECT IS BASED ON UNDERGRADUATE LEVEL
STUDIES WHICH IS SUBJECT TO CHANGE AS PER THE CONDITIONS. ANY
COPY OF THE DATA IS UNDER THE RISK OF DOWNLOADING USER .

PROJECT REPORT ON
“A COMPARATIVE STUDY ON EMPLOYEE BENEFITS IN DEALERS OF
MARUTI SUZUKI AND VOLKSWAGEN”
SUBMITTED BY
“ISMAT ZEHRA MURTUZA KHATAU”
IN PARTIAL FULFILLMENT FOR THE COURSE OF
BACHELOR OF MANAGEMENT STUDIES (B.M.S)
T.Y.B.M.S (SEMESTER V)
ACADEMIC YEAR 2016 - 2017

Executive Summary
In this project we are trying to find the benefits given in Dealership Company of Maruti
Suzuki and Volkswagen to employees we are also trying to study the various monetary and
non monetary benefits followed by Maruti Suzuki and Volkswagen. In our study we had
followed different method to find and analyze the data we are using primary data as well as
secondary data. We had used the questionnaire method to study the provision of benefits to
employees.
The Volkswagen
The Volkswagen plant in Chakan occupies a total area of over 2.3 million square meters (575
acres), with buildings covering about 1,15,000 square meters. A workforce of over 3,500
people was engaged in building it during its peak construction stages. The plant has a
production capacity of 130,000 vehicles a year, which in capacity was maximized in 2011.
The construction of the plant commenced in 2007.The Honorable Governor of Maharashtra,
His Excellency Shri. S. C. Jamir and Prof. Dr. Jochem Heizmann, officially inaugurated the
new plant on March 31, 2009, in the presence of nearly 500 international guests
The Pune plant is one of the most modern in the Volkswagen Group. It has a high level of
vertical integration and a large share of local suppliers. The facility is the only production
plant operated by a German automaker in India that covers the entire production process,
from press shop through body shop and paint shop to final assembly. The facility uses
futuristically designed state-of-the-art equipment.
The Volkswagen plant can now be toured in person all year long. People can experience
German engineering and witness its state-of-the-art facilities first-hand. If you wish to view
the Volkswagen assembly line in person.
Maruti Suzuki
Maruti Suzuki is a joint venture between Maruti Udyog Ltd and Suzuki. Arguably, it is one of
the biggest and also most successful car manufactures in India. Maruti Suzuki offers a wide
range of cars from small segment to the SUVs. Maruti Suzuki currently holds approximately
55% of the entire car market in India.
Following is a marketing plan for Maruti Suzuki Sx4 targeted towards family users who want
'a value for money' car. By the below given plan I expect to increase the sales of the Maruti
Suzuki Sx4 in Mumbai (India) by 11% by December 2010.
The company currently spends 9% of its budget on marketing and promotional activities i.e.
44,00,000/- INR all across India (data acquired from the annual report). Out of which
8,00,000/- INR is the budget for Mumbai.
Therefore Maruti Suzuki needs to be monitoring it activities regularly, in monthly bases, so
that the company has time to rectify any activity which is not gaining the adequate response.

INDEX
CHAPTER
NO
CHAPTER NAME PAGE
NUMBER
1 Introduction to the project and company profile
1.1 Introduction to project
1.2 Company Profile
1.2.1. Maruti Suzuki [S.K.Wheels Pvt ltd]
1.2.2. Volkswagen [Autobahn Automobile Pvt
ltd]
7-11
2 Introduction to employee benefits and Compensation
Management.
2.1 Conceptual Framework of employee benefits
2.2 Compensation Management
2.2.1 Financial Compensation
2.2.2 Non Financial Compensation
2.3 Consequences of Ineffective Compensation
2.4 Consequences of Pay Dissatisfaction
2.5 Compensation sub-systems of the reward system
2.6 Non Compensation sub-systems of reward systems
12-18
3 Executive Summary
3.1 Objectives of the Study
3.2 Scope of the study
3.3 Limitations of the study
3.4 Literature Review
3.5 Hypothesis
19-24
4 Research Methodology and Data Collection
4.1 Research Methodology
4.1.1 Definition of Research
4.1.2 Research Design
4.1.3 Descriptive Research
4.1.4 Sample Size
4.2 Data Collection
4.2.1 Primary Source of Data Collection
4.2.1.1 Research Instrument
4.2.1.1.1 Questionnaire
4.2.1.1.2 Questionnaire Schedule
25-26
5 Primary Data Collection and Analysis
5.1 Section I
5.1.1 Department of Operation
5.1.2 Designation of Employees
5.1.3 Age Groups of Employees
5.1.4 Length of service
5.1.5 Referral to friends
5.1.6 Satisfaction level with current position in company
5.1.7 Family Satisfaction
5.1.8 Non Monetary Benefits
5.1.9 Monetary Benefits
5.1.10 Structured leaves
5.1.11 Day care facilities
27-43
(Section I)

5.1.12 Provision of loans
5.1.13 Provision of leaves
5.1.14 Membership of Trade unions
5.2 Section II
5.2.1 Skills and Abilities
5.2.2 Career Path
5.2.3 Involvement in decision making process
5.2.4 Return on efforts
5.2.5 Valued by Supervisor
5.2.6 Maintaining Informal Relations
5.2.7 Suggestion and Leadership
5.2.8 Communicating Opportunity
5.2.9 Availability of resources
5.2.10 Satisfaction with Salary
5.2.11 Satisfaction with Retirement plan
5.2.12 Satisfaction with monetary benefits
5.2.13 Satisfaction with Structured leaves provided
5.2.14 Provision of Training and Education Opportunities
44-57
(Section II)
6 Findings ,Conclusion, Recommendations, Suggestions
6.1 Findings of the project
6.2 Overall Conclusion
6.3 Recommendations for both the companies
6.4 Suggestions for further Research
58-63
7 Annexure
7.1 Questionnaire used for survey
64-67
8 Bibliography
8.1 From Books
8.2 From Websites
68

CHAPTERONE:INTRODUCTIONOF THE PROJECT ANDCOMPANY
1.1 Introduction to Project
Any Organisation in order to retain in the market for a longer time would definitely
want its talented employees to be retained and work for increasing satisfaction among the
employees. The most important factor of employee satisfaction is “compensation” and
“respectful treatment of employees at all the levels”.
According to the survey, monetary benefits are comparatively more satisfying
factor for male employees rather than female employees. Whereas there is an undeniable
direct relationship between women’s job satisfaction levels and their positive observations
about the quality of work-life balance at their industry. Hours and flexible working system
are likely to be more satisfying factors for female employees. The satisfaction level is also
seen to be different among different age groups. The employees who have worked for more
number of years in the organization want more benefits to be given in terms of Medical,
Casual leaves and retirement schemes to be provided by the Management. Whereas, on the
other hand the employees who recently joined the organization are expecting more of
monetary benefits and group appraisals from the Superior Management.
In this project we would look upon the satisfaction levels of employees in terms of the
benefit that are derived in the industry. A comparative study between Volkswagen Private
Limited and Maruti Suzuki India Limited in terms of benefits given to employees in return of
the targets achieved. The benefits in this project would include higher education, cross-
functional projects, getting to work in different verticals, training & development, transparent
work culture and an open environment, fringe benefits, Monetary and Non monetary benefits
etc. These big giants have not only been focusing on having structured systems and processes
well in place, but also keeps its focus on high quality of work and career growth. This project
will describe the survey undertaken in Maruti Suzuki India Limited and Volkswagen Private
Limited describing about employee benefits provided to their employees. Employee
satisfaction surveys provide management with the knowledge and tools to build positive
employee relations and a positive work environment. Effective businesses focus on creating
and reinforcing employee satisfaction to get the most out of their human capital.

1.2 COMPANY PROFILE
1.2.1 Maruti Suzuki India Limited
Maruti Suzuki India Limited, formerly known as Maruti Udyog Limited, is an automobile
manufacturer in India and headquartered at New Delhi. It is a subsidiary of Japanese
automobile and motorcycle manufacturer Suzuki Motor Corporation. Maruti Suzuki is
manufacturer of family cars such as Swift, Zen, Alto, Celerio, Swift DZire, etc. Mr. R C
Bhargava is recognized as the chairman of since 2007 till date, whereas the managing
director and CEO of this company are under the leadership of Mr. Kenichi Ayukawa. Mr.
Ayukawa had joined the organisation in 1980, with a qualification as a law graduate from
Osaka University, Japan. On the under hand, Mr. Bhargava had joined the organization in the
year in the year 1981 as a Marketing Director of Maruti Udyog Group. Master of Arts in
Development economics, Master of Science in Mathematics and IAS cleared in first attempt
are his educational background.
Maruti Suzuki India Limited, formerly known as Maruti Udyog Limited, is an automobile
manufacturer in India. It is a subsidiary of Japanese automobile and motorcycle
manufacturer Suzuki Motor Corporation. As of January 2016, it had a market share of 47% of
the Indian passenger car market. Maruti Suzuki manufactures and sells popular cars such as
the Ertiga, Alto, Swift, Zen, Celerio, Swift DZire, SX4 and Omni. The company is
headquartered at New Delhi. In February 2012, the company sold its ten millionth vehicles in
India.
Maruti Suzuki has 1,820 sales outlets across 1,471 cities in India. The company aims to
double its sales network to 4,000 outlets by 2020. It has 3,145 service stations across 1,506
cities throughout India. Maruti’s dealership network is larger than that of Hyundai, Mahindra,
Honda, Tata, Toyota and Ford combined. Service is a major revenue generator of the
company. Most of the service stations are managed on franchise basis, where Maruti Suzuki
trains the local staff. Other automobile companies have not been able to match this
benchmark set by Maruti Suzuki. The Express Service stations help many stranded vehicles
on the highways by sending across their repair man to the vehicle.
In 2015 Maruti Suzuki launched Nexa; a new dealership format for its premium cars.S-Cross
was the first car to be sold through Nexa outlets. Several new models will be added to both
channels as part of the Company’s medium term goal of 2 million annual sales by 2020.

Maruti made the Baleno’s case even stronger with very competitive pricing. With the Baleno,
Maruti has become the manufacturer who offers the most features in a segment and also
shows the company’s commitment to safety. The Baleno offers ABS and airbags as standard
no matter the trim or engine. That’s a huge step and something other manufacturers need to
follow suit with.
The 2016 CNBC TV18 OVERDRIVE Awards were judged by a panel of experts on a range
of criteria (read more about our judging methodology here including how well they suit the
role, value for the money they demand and also how involving they are to drive. No matter
the category, we at OVERDRIVE value driver/rider involvement. A vehicle has to put a
smile on its pilot’s face, no matter the power or price and that’s definitely one of the criteria
in our judging process.

1.2.1 Volkswagen
Volkswagen India Pvt Ltd is a division of the Volkswagen Group India, founded in 2007.
Volkswagen India operates a manufacturing plant in Chakan, Maharashtra which is capable
of producing 200,000 vehicles per annum. Along with the manufacturing of Volkswagen
Polo and Volkswagen Vento and the newly launched Volkswagen Ameo, the plant is also
shared by Skoda Auto India Private Limited for manufacturing the Skoda Rapid.
Volkswagen has an engine assembly facility (an extension to the previously mentioned plant)
built in 2015 at a cost of 240 core (710 million Euro). The plant reportedly holds production
capacity of about 98,000 engines annually. Volkswagen India Private Limited’s prime focus
is to manufacture quality products at its Chakan Plant. It sells its products to a group
company viz. Volkswagen Group Sales India Pvt. Ltd., which is based out of Mumbai.
Volkswagen Group Sales India Pvt. Ltd. has a large dealer network in India for sale of
products manufactured by Volkswagen India Pvt. Ltd. Volkswagen India has 119 showrooms
and 113 service centers across 101 cities.
Headquartered in Pune, Maharashtra, the Volkswagen Group in India is represented by five
brands: SKODA, Volkswagen, Audi, Porsche and Lamborghini. The Indian journey began
with the launch of SKODA in 2001. Audi and Volkswagen entered in 2007, while
Lamborghini and Porsche were introduced in 2012. Today, the Group upholds its mantle of
superior engineering, with plants in Pune and Aurangabad working seamlessly to
manufacture the world's most loved cars.
The Volkswagen Group India is a part of Volkswagen AG, which is globally represented by
12 brands from 7 European countries. 11 automotive brands: Volkswagen Passenger Cars,
Audi, Bentley, Bugatti, Lamborghini, Porsche, Scania, SEAT, SKODA, Volkswagen
Commercial Vehicles (Volkswagen Nutzfahrzeuge) and MAN; and 1 motorcycle brand:
Ducati. An impressive line-up that prides itself as much in its quality of engineering, as in its
depth of innovation.
From low-consumption small cars to luxury class vehicles, each car is convincingly worthy
of its place on the road. Even in the commercial vehicle sector - where products range from
pick-ups to buses and heavy trucks - the Group's cars successfully partner businesses and are
known to far exceed the industry standard. This benchmark, that is truly gold standard, has
helmed the group in its operations across 100 production plants around the world. More than

500,000 employees are involved in vehicle-manufacturing services and their related
processes. Together, they produce about 30,000 vehicles each working day.
At the backbone of all cars (and the many more exciting entrants in the pipeline) is
Volkswagen's extensive dealer network. A workforce determined to provide the best quality
services, scripting a long-term success story for the brand in India. The Volkswagen brand
has set up 122 dealerships in 113 cities today spanning the entire country. They are not only
laying the foundation for a substantial increase in sales, but also doing the groundwork for
offering a first-class all-round service, taking customer satisfaction to the highest level. A
crucial element of the Volkswagen Group strategy to establish a long-term presence in India
is the Volkswagen plant in Chakan, Pune. The investment with a total sum of around INR
3,800 Crores (580 Million Euros) is the biggest investment by a German company realised in
India so far. The plant, one of the most modern in the Volkswagen Group worldwide, has a
high level of vertical integration.
Today, Volkswagen Group India has about 5,000 employees working at its various locations
in India. Over 3,500 employees work at the Pune plant with about 1,000 employees dedicated
to the Aurangabad plant and around 300 people employed at the National office in Mumbai.

11
CHAPTER TWO: INTRODUCTION TO EMPLOYEE BENEFITS AND
COMPENSATION MANAGEMENT
2.1 Conceptual Framework of EmployeeBenefits

12
2.2 COMPENSATION MANAGEMENT
According to Richard l. Henderson,
“Compensation management is the process by which the authority of the organization provides
some financial and non-financial benefits to the employees for their contribution”
Recognition of Employee’s contribution means-
2.2.1 Financial compensation:
The organization provides the financial facilities to the employees for doing their job in the
organization. Financial compensation includes the followings:
 Salary.
 Wages.
 Incentives.
 Fringe benefits.
 Dearness allowance, Medical allowance, House rent allowance.
 Gratuity.
 Retirement benefits.
2.2.2 Non-financialcompensation:
Besides financial compensation, the organization also provides non-financial compensation to
the employees for attracting and performing their jobs in the organization. Non-financial
compensation includes the following:
 Dignity.
 Recognition.
 Working condition.

13
 Social status.
 Achievement.
2.3 Consequences of Ineffective compensation:
A compensation consequences of ineffective compensation system, may be termed as over-
compensation and under- compensation
When the employees are paid more than what they really deserve, the system is called over-
compensation and when the employees are paid less than they really deserve, the system is called
under-compensation.
Over-compensation and Under-compensation are both harmful to the enterprise and employees
alike. The effects of over and under-compensation on employees and the enterprise are stated
below:
Effects of over-compensation Effects of under-compensation
 Demoralizing effects on other
employees.
 Over enthusiasm.
 Loss of initiative.
 Feeling guilt.
Feeling of discomfort.
Lower performance.
Not cost effective.
Loss of competitiveness of the firm.
 Loss of initiative.
 Lack of Motivation.
 Feeling of insecurity.
 Feeling of anxiety.
 Decline in the quality of work life.
Pay dissatisfaction.
High turnover.
High absenteeism.
Low Performance.
2.4 Consequences of pay Dissatisfaction:
When employees are not satisfied with the compensation package, pay dissatisfaction arises. The
pay dissatisfaction has manifold effects on employees. The desire for more pay may lower

14
performance, increase grievances, cause stress, compel employees to search for new jobs
resulting in loss of time and so on. These are stated below:
Desire for more pay:
 Performance.
 Strikes.
 Grievances.
Searchfor higher paying jobs:
 Absenteeism.
 Turnover.
 Low performance.
Pay dissatisfaction:
 Job dissatisfaction.
 Turnover.
 Absenteeism.
 Psychological withdrawal.
 Poor mental health.

15
2.5 Compensationsub-systemsof the reward system:
People obtain compensation rewards that provide money to purchase a wide variety of goods
and services to receive in kind payments of goods and services that would have required the
expenditure of money.
There are eight compensation dimensions. These are as follows:
1. Pay for work and performance:
 Base pay.
 Base pay add-ons.
2. Pay for time not worked:
 Holidays.
 Vacations.

16
 Election official.
 Witness in court.
 Maternity leave.
 Paternity leave.
 Blood donation etc.
3. Disability income continuation:
 Short term disability.
 Long term disability.
4. Loss of job income continuation:
 Unemployment insurance.
 Guaranteed annual income.
 Job contract.
 Unemployment benefits.
5. Deferred income:
 Social security.
 Pensions plans.
 Savings and thrift plans.
6. Spouse income continuation:
 Pensions plans.
 Life insurance.
 Group life insurance.
 Total and permanent disability.
7. Health, Accident, Liability protection:
 Medical, Hospital and surgical insurance,
 Social security.

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 Health maintenance organization. (HMO).
8. Income Equivalent payment:
 Child care.
 Certain tax benefits.
 Club membership.
 Giving of gift.
 Subsidized food service etc.
2.6 Non-Compensationsub-systemsof the reward system:
The other major part of the reward system consists of non-compensation rewards. These rewards
are much more difficult to classify and their components far more complex than is the case of
compensation rewards. Non-compensation rewards are all the situation related rewards not
included in the compensation package.
 Enhance dignity & satisfaction from worked performed.
 Enhance psychological, Health, Intellectual growth, and emotional maturity.
 Promote constructive social relationship with co-workers.
 Design job that requires adequate attention and effort.
 Allocate sufficient resources to perform work assignments.
 Grant sufficient control over the job to meet personal demands.
 Offer supportive leadership & management.

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CHAPTER THREE: EXECUTIVE SUMMARY
3.1 Objectivesof the Study
1) To Basic objective of this research project is to make a comparative study of the various types
of benefits given by the management to its employees of TATA Motors limited and Maruti
Suzuki India Limited.
2) To analyze the satisfaction levels of employees in terms of benefits derived in both of these
companies.
3) To classify the employee’s level of satisfaction among age different age groups and Gender
and conclude the result derived from it.
4) To identify whether the benefits given by the organization is enough to retain the employees
for a longer perspective.
5) To also conclude whether these benefits act as a motivational factor for talented employees
and help them in career development and growth.

19
3.2 Scope of the study
 The present study has been undertaken to study find out the benefits given to employees
which contributed to employee satisfaction. Through the study, company would be able
to know the satisfaction level of employee on welfare measures
 Conduct the study in the premises of Dealers of Volkswagen Ltd i.e. Autobahn
Automotive Pvt Ltd and Maruti Suzuki i.e. S.K.Wheels Pvt Ltd, which included taking
the respondents of about 30 each from each dealership organization. Clubbing up the total
number of respondents taken were about 60 employees at random.
 The primary data was collected in the premises of S.K.Wheels Pvt ltd and Autobahnn
Automobile Pvt ltd. Individual responses were collected, which is in the form of
questionnaires.
 A questionnaire is a research instrument consisting of a series of questions and other
prompts for the purpose of gathering information from respondents. Questionnaires have
advantages over some other types of surveys in that they are cheap, do not require as
much effort from the questioner as verbal or telephone surveys, and often have
standardized answers that make it simple to compile data.
 A distinction is made between open-ended and closed-ended questions. An open-ended
question asks the respondent to formulate his own answer, whereas a closed-ended
question has the respondent pick an answer from a given number of options. However
this study included filling up the questionnaire which was in the form of close ended
questions while seeking some data in the form of face to face interaction with the
managerial department employee.
 Protect the privacy of individuals responding to questionnaires. This study kept all the
data to be confidential and restricted the employees to reveal anything related to their
identity revelation.

20
3.3 Limitationsof the study
1. Time is the important limitation. Due to time constraints only limited population is taken
for the study.
2. This study was limited one showroom of each company due to limited scope
3. There are chances of misrepresentation responses.
4. The Casualness of the respondent in filling up the questionnaire is another cause of
the limitation.
5. Some respondents hesitated to give the actual situation; they feared that management
would take any action against them.
6. To create good image, respondents may give responses vary from the facts.

21
3.4 LiteratureReview
1) Burton T Beam and John J McFadden (2001) said that:
”The best way to define exactly what is meant by employee benefits includes , The narrowest
definition of the term includes only employer provided benefits for death, accident ,sickness,
retirement ,or unemployment. Even with this approach, there is disagreement on whether the
definition should include those benefits that are financed by employer contributions but provided
under social insurance programs, such as workers compensation insurance, unemployment
insurance, Social security, and Medicare. On the other hand the broadcast definition of employee
benefits includes all benefits and services other than wages for time worked, that are provided to
employees in whole or in part by their employers”.{1}
2) Shanthi Naresh, India Business Leader - Talent Consulting and Information Solutions,
Mercer(2016), said:
"Work-life balance has emerged over the years as an important aspect of the employee value
proposition. Given the demographic profile of Indian employees, and the increased focus on
women in the workforce, leave and particularly the different types of parental leave have become
key to the rewards policies of organizations."{2}
3)According to Schultz Duane ,Employee Benefits In India (2010)
“Employee benefits or perquisites are now an integral part of compensation packages offered by
companies these days. The type and extent of perquisites given by Indian organisations are
determined by the relevant laws, location- specific practices or requirements and tax laws
.Providing welfare benefits like child care in the form of a crèche for children, health facilities
for workmen or social security benefits like Provident Fund and Gratuity have been set by the
law.Many Indian Companies use benefits like loans, housing, transportation, and schooling as
factors to make employment attractive.”{3}
4) Measuring beneﬁt offerings ,by Boudreau and Ramstad, Denckeret al (2007)
Consistent with arguments of Boudreau and Ramstad (2007), Dencker et al. (2007) argued that
market segmentation of employees (and offering market segments different beneﬁts) may

22
strengthen the benefit “return-on-investment.” Such return-on-investment may be achieved by
either varying benefit offerings by employee segments (which may present legal issues) or giving
employees the choice among an array of benefit.{4}
5) Actuarial- vs. perceived-level of benefits by Micelli and lane (1991).
Research has demonstrated that actuarial and perceived levels of benefits have differential
impacts on benefits satisfaction. For example, Williams (1995) tested a model of benefit
satisfaction antecedents developed by Micelli and Lane (1991). She found that employees'
perceived level of benefits was more highly associated with benefit satisfaction than the “true”
actuarial-value level of benefits provided. Moreover, she found no support for a positive
relationship between perceived level and actuarial-value level, which provides a hint about a
potential root cause of the benefit-satisfaction paradox. Williams also identified a set of
individual- difference factors including negative affectivity and the perceived-level of previous
benefits among others that moderated relationships between both actuarial-value level and
perceived-level, and actuarial-value level and benefit satisfaction.
Source:
{1}Employee Benefits By Burton T. Beam,John J. McFadden.
{2}The Times of India, India among top 10 countries with highest percentage of companies providing
paternity, adoption leave above statutory requirement: Mercer report. by Shanthi Naresh,India Business
Leader - Talent Consulting and Information Solutions, Mercer.
{3}Psychology and Work Today by Schultz Duane.
{4}Measuring Employee benefits by Boudreau and Ramstad, Dencker et al. (2007)
{5} Actuarial- vs. perceived-level of benefits by Micelli and Lane (1991)

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3.5 Hypothesis
 There is significant relationship between designation and level of satisfaction.
 There is no significant relationship between designation and level of satisfaction.
 There is significant relationship between age and level of satisfaction.
 There is no significant relationship between age and level of satisfaction.
There is significant relationship between experience (number of years of service) and
level of satisfaction.
There is no significant relationship between experience (number of years of service) and
level of satisfaction.

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CHAPTER FOUR:RESEARCH METHODOLOGY ANDDATA COLLECTION.
4.1 RESEARCHMETHODOLOGY
4.1.1 DefinitionofResearch
³The manipulation of things, concepts or symbols for the purpose of generalizing to extend,
correct or verity knowledge, whether that knowledge aids in construction of theory or in
the practice of an art.´ -D.Slesinger and M.Stephenson
4.1.2 RESEARCH DESIGN:
A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.
Regarding this project, descriptive research design concern with describing the perception
of each individuals or narrating facts on welfare measures and diagnostic design helps in
determine the frequency with which something occurs or its associated with something else.
These two research design help in understand the characteristic in a given situation. Think
systematically about aspects in given situation, offers idea for probe and research help to make
certain simple decision.
4.1.3 DESCRIPTIVERESEARCH
In this research it deals with descriptive research type. It includes surveys and fact-finding
enquiries of different kinds. The major purpose of descriptive research is description of the state
of affairs as it exists at present.
4.1.4 SAMPLESIZE:
The total sample size of 110has been taken for this study. Both male and female employees have
been interviewed.
4.2 DATACOLLECTIONMETHOD
4.2.1 PrimarySourceofData
Primary data is known as the data collected from the first time through field survey. Such data
are collected with specific set of objectives to assess the current status of any variable studied.

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4.2.1.1 RESEARCHINSTRUMENT:
In this project, the data were collected through structured questionnaire.
4.2.1.1.1 QUESTIONNAIRE
A questionnaire is a schedule consisting of a number of coherent and formulated series of
question related to the various aspects of the under study. In this method a pre printed list of
question arranged in sequence is used to elicit response from the important.
Types ofquestions
The following are the types of questions, which are used in research. They are:
a) Open ended questionnaire:
An open-ended question gives the respondents complete freedom to decide the form length and
detail of the form.
b) Close ended questionnaire:
The close-ended question is of two types they are as follows
i. Dichotomous question: This type has only two answers in the form of YES or NO, TRUE
or FALSE etc
ii. Multiple choice question: In this case the respondents are offered two or more choices
and the respondent have to indicate which is applicable in the following cases.
4.2.1.1.2 QUESTIONNAIRE SCHEDULE:
Questions are framed in such a way that the answers reflect the ideas and thoughts of the
respondents with regard to level of satisfaction of various factors of employee satisfaction. The
questionnaire has total 25 questions and like scaling techniques has been used for most of the
questions.
5. Strongly agree
4. Agree
3. Neutral
2. Disagree
1. Strongly disagree

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CHAPTER FIVE:PRIMARY DATA COLLECTION AND ANALYSIS
5.1 SECTIONI
5.1.1 Q1} Categorization of Employees on the basis of the departments of functioning
Maruti Suzuki Volkswagen
Inference:
The above graph sought to determine the department of operation of the employees in both
Volkswagen and Maruti Suzuki. Among which Maruti Suzuki and Volkswagen have found that
the number of employees working in the sales department is more contributing about 83% in
Maruti Suzuki and 64% in Volkswagen respectively. Whereas least number of employees is
found in HR department of about 7% in Maruti Suzuki and about 11% in Finance department of
Volkswagen company .
83%
10%
7%
Department of
Operation
Sales Finance HR
64%
25%
11%
Department of
Operation
Sales HR Finance

27
5.1.2 Q2} Categorization of Employees on the basis of their position
Maruti Suzuki
Volkswagen
9
10
3
2 2 2
1 1
Designation of Employees
HR Executives Sales
Consultant
Tele Calling Managers Technician Team leader
12
10
2 2 2 2

28
Inference
The study focused on the employees designation acquired at the work place, which acted as a
base for our study.
Starting with Maruti Suzuki,
 We had found that in the sample size the highest number of respondents were in the
designation of Sales Consultant which contributed to 1/3rd of the total respondent’s
.almost a similar number was found in the case of sales executives also.
 On the other hand Managers contributed to 1/10th of the total respondents in different
departments. Equal number found in the case of Team leader, Technician, Telecalling
Executive numbered to 1/15th of the total population size.
 The least number of respondents could be achieved was in the case of Relationship
manager and DSE(Department Sales Executive),contributing to 1/30th of the total
respondents
As in the case of Volkswagen,
 The highest number of respondents was found in the case of HR executives contributing
to 2/5th of the total respondents in sample population taken.
 Sales Consultant was numbered to the second highest contributing to 1/3rd of the total
respondents. This could be because dealership of Volkswagen was a newly started
organization in the nerul east area.
 On the other hand the least number of respondents was found was in the case of
Telecalling, Managers, Technician, and Team Leader numbering to 1/15th of the total
population size.

29
5.1.3 Q3} Categorization of Employees on the basis of their age groups
Inference:
The study requested the respondent to indicate their age category,
As In the case of Maruti Suzuki the findings were 40% of the respondents indicated that they
were aged between 18 to 25 years, 43 % of the respondent indicated they were aged between 25
to 35 years, 17% of the respondents indicated that they were aged between 35 to 50years. This is
an indication that respondents were well distributed in terms of their age.
Whereas when Volkswagen employees were requested to give out the respective ages the results
were 40% of the respondents indicated that they were aged between 18 to 25 years, 50 % of the
respondent indicated they were aged between 25 to 35 years, 10% of the respondents indicated
that they were aged between 35 to 50years .Which showed that highest number of employees
were in the age group of 25 to 35 years.
18-25
40%
25-35
43%
35-50
17%
Age Groups
18-25
40%
25-35
50%
35-50
10%
Age Groups

30
5.1.4 Q4} How long have you worked at company?
Inference:
The study requested respondent to indicate the number of years they had served. In Maruti
Suzuki, the findings were that the study established that 30 % of the respondents had worked for
a period of raging 5 years and above, 40% of the respondent indicated that they had worked for
a period raging between 1 to 5 years, 17% of the respondents had worked for 6 months to 1
years, whereas the least was found about 13% of the respondents indicated to have worked for a
period of over Less than 6 months, this implies that majority of the respondents had served for a
considerable period which indicates that most of the respondents had vast experience which
could be relied upon by this study. In comparison, Volkswagen had found that Half of the
employees had loyally served the organisation for between 1year to 5years at percentage rate of
50%, the next was found for about 20% who had served the company between 6 months to 1 year
,17% of the employees had worked in Volkswagen for less than 6 months. Whereas the least
percentage was found for about 13% in the case where employees had served in the company for
5years and above .this data had shown that indirect relationship between numbers of years of
service with number of employees.
Less than
6 months
13%
6 month
to 1 yr.
17%
1 yr to 5
yr
40%
5 yrs and
above
30%
Length of service
Less then
6 months
17%
6 months
to 1 yr
20%
1yr to 5
yrs
50%
5 yrs and
above
13%
length of Service

31
5.1.5 Q5} would you refer a friend to apply for a job at this company?
Maruti Suzuki. Volkswagen
Inference
In the study we requested the fellow employees to state whether they would want their fellow
friends or family to join the company.
Well as far as the opinions of employees working in Maruti Suzuki were concerned maximum
percentage that is 60% were saying that definitely they would tell others also to join the
company, 20% stated they would probably do it, 13% were in the category of Maybe and the
least was shown in case of 7% which were unsure about it .
Equal findings were resulted in the case of Volkswagen also with almost the same percentages.
Definitel
y
60%
Probably
13%
May Be
20%
Unsure
7%
Referalto Friends
Definitely
60%
Probably
20%
Maybe
13%
unsure
7%
Referalto friends

32
5.1.6 Q6} Overall How well is you satisfied with your position at company?
Inference
Our study was mainly focused on the satisfaction on the employees towards their company in
Maruti Suzuki and Volkswagen showed that employees strongly agreed with their company with
a percentage of 63% and 65% respectively.
Whereas the coin also had the second side showing dissatisfaction of employees with a
percentage of 7% in Maruti Suzuki and a percentage of 6% in Volkswagen respectively .
No study has extreme Agreement or extreme disagreement there has always occurred a neutral
side of the study with a percentage of 13% in Maruti Suzuki and a percentage of 16% in
Volkswagen.
Very
Satisfied
17%
Satisfied
63%
Neutral
13%
Dsisatisfi
ed
7%
Satisfaction with
Postion in the company
Very
Satisfied
10%
Satisfied
65%
Neutral
16%
Dissatisfi
ed
6%
Very
Dissatisfi
ed
3%
Satisfied with position
with company

33
5.1.7 Q7} Does your company support the family of the employees?
Inference
As per the Indian culture first comes family and then our needs .For this reason employees were
asked whether their company supported their family also.
From which we got a response of that Maruti Suzuki has been very into supporting the
employee’s family in of a percentage of 40% in comparison of Volkswagen with a percentage of
34%.
However some employees also stated that the company did not support them which percentage
ranged from 7% in Maruti Suzuki and about 3% in Volkswagen
Very
Supportiv
e
40%
Somewh
at
supportiv
e
43%
Neutral
10%
Not At all
7%
Family Satisfaction
Very
Supporti
ve
34%
Somewh
at
Supporti
ve
50%
Neutral
13%
Not At
All
3%
Family Satisfaction

34
5.1.8 Q8} What are the health and medical benefits that you are provided at your company?
Inference
The study sought to determine the extent to which type of Occupational Health and Safety and
Medical Insurance were given to employee. From the findings, the study established that 47%
and 50%of the respondents were given ESI benefit in Maruti Suzuki and Volkswagen
respectively and these employees were in the category of achievers.
Whereas 40% and 43%of the respondents were given with Mediclaim benefits in Maruti Suzuki
and Volkswagen respectively who were in the category of high performers.
On the other hand 13% and 7% of the respondents of Maruti Suzuki and Volkswagen weren’t
provided with any benefits which in turn lead to their dissatisfaction.
This implies that Occupational Health and Safety and Medical Insurance influenced employee
productivity to a high extent. Research also shows a much greater connection between employee
health and productivity
Mediclai
m
40%
E S I
47%
No
Benefits
13%
Non Monetary Benifits
Mediclai
m
43%
ESI
50%
No
Benefits
7%
Non Monetary Benfits

35
5.1.9 Q9} what are the various financial benefits employees are provided with?
Maruti Suzuki
Volkswagen
4
15
4
2
5
Bonus Incentives Bonus and
Incentives
Promotion And
Raises
All of the Above
Monetary Benefits
Monetary Benefits
5
7
15
1
2
Bonus Incentives Bonus and
Incentives
Promotion and
Raises
All of the above
Monetary Benefits
Monetary Benefits

36
The study sought to focus on the basic aspect of which depend on the employee turnover of
company i.e. Monetary Benefits which have the power to attract any individual
When Maruti Suzuki was considered,
 The organization sought to focus more on providing Incentives to its employees which
were on the basis of Individual earnings of employees numbering to half of the
employees been provided with such monetary benefit .
 While some employees were provided with both Incentives and Bonus contributing to
2/15th of the total number of respondents.
 The least was found in the case of the category promotion and raises where only 1/15th of
the total respondents were availed with.
 However some of the employees were lucky enough to get promotion and raises, bonus,
incentives numbering to 1/6th of the total population of the sample size.
As in the case of Volkswagen,
 The number of respondents which were provided with bonus and incentives contributed
to almost half of the total respondents sample size that is 1/2th of total respondents.
 While segregating the above category, 7/30th of the total respondents were entitled for
Incentives and 1/6th of respondents for Bonus.
 Only 1/30th of respondents were entitled for promotion and raises
 Lastly, some lucky employees were entitled for all the monetary benefits offered By the
Company numbering to about 1/15th of the total respondents size.

37
5.1.10 Q10} Does your company have structured leave for their employees?
Maruti Suzuki
Volkswagen
4
1 1 2
18
1
3
Structured Leaves
Structured Leaves
7
5
12
1
5
Paid leaves Casual leaves Sick leaves Compensatory offs All of the above
Structured Leaves
Structured Leaves

38
The study was to determine the benefits given to employees in the form of structured leaves
.These are considered to be the company’s basic benefits given to its employees from the date of
joining itself
As structured leaves was considered in the case of Maruti Suzuki
 We found out that 18/30th of the total sample respondents were provided with casual, paid
and sick leaves. According to the above graph this bar stands the highest
 However segregating the above category 2/15th of Maruti Suzuki’s total respondent was
provided with paid leaves, 2/15th sample population were provided with casual leaves and
sick leaves respectively.
 one category of respondents were provided with compensatory offs during any day in
week numbering to 1/30th of the respondents
 some employees were lucky employees were lucky enough to be provided with all types
of leaves which numbered to 1/10th of total respondents
On the other hand when Volkswagen was considered
 the bar had reached its highest peak when sick leaves were considered in Volkswagen
numbering to 4/15th of total respondents ,7/30th employees were provided with paid
leaves ,1/15th with casual leaves, compensatory offs were also paid to 1/30th of the
employees of Volkswagen
 clubbing all of the above some employees were provided with all sorts of leaves which
numbered to 1/6th of total respondents of Volkswagen

39
5.1.11 Q11} Does the women employees children are provided with day care facilities?
Inference
Among the companies there are always reviewed two category of employees in terms of gender
from among which male are more satisfied with monetary benefits whereas women are satisfied
with nonmonetary benefit which included flexibility in timings, day care facilities for their
children.
taking this as an advantage the companies have focused on providing day care facilities for their
women employees .the result of this survey had found that 16% and 10% of employees were
provided with such facilities in Maruti Suzuki and Volkswagen respectively .the result also said
that only certain class of employees were provided with facilities contributing to 15% and 5%
respectively in Maruti Suzuki and Volkswagen
Highest percentage of respondents said they weren’t provided with such facility that is
contributing to 69% in Maruti Suzuki and 85% in Volkswagen
Yes
16%
No
69%
Certain
Class of
employe
es
15%
Day Care Facilities for
Employees Children
Yes
10%
No
85%
Certain
Class of
Employee
s
5%
Day Care Facilities for
Employees Children

40
5.1.12 Q12} Are the educational or marriage loan provided to the employees or their children?
Inference
This study sought to determine whether the employs or the organisation are provided with loan
facilities for their personal use.
As in the case of Maruti Suzuki the majority of employees numbering to 64% who have no
facility of Loan, apart from this certain employees informed in our survey about their provision
of loan been given by the company numbering to 13%. However some employees informed us
that only certain class of employees was provided with Loan as per their designation, i.e. 23%
As in the case of Volkswagen the majority of employees numbering to76 % who have no facility
of Loan, apart from this certain employees informed in our survey about their provision of loan
been given by the company numbering to 10%. However some employees informed us that only
certain classes of employees were provided with Loan as per their designation, i.e.14%.
Certain
class of
employe
es
23%
Yes
13%No
64%
Loan Facilitiy
Certain
class of
employe
es
14%
Yes
10%
No
76%
Loan Facilities

41
5.1.13 Q13Are employees had given meals by their employer? If yes.
Inference
the study sought to determine whether the employees are provided with some meals at their
workplace where in Maruti Suzuki the results that we have had found that 73% of the
respondents were not provided with any meals on the contrary basis some of the employees were
provided with free meals of 10% while the rest were provided meals only during the festive
season in the form of celebration which numbered to 17%.
in Volkswagen the result had many changes which stated that almost 50% of the employees
were been provided with meals during festive season ,7% respondents were provided meals of
free of cost and 43% stated that they weren’t provided with any meals .
Free of
cost
10%
During
the
festive
season
17%
No I am
not
provided
73%
Provision of Meals
Free of
cost
7%
During
Festive
season
50%
NO I am
not
provided
43%
Provision of Meals

42
5.1.14 Q14} Are you the member of the trade union? If Yes.
Inference
This study sought to determine the extent to which the employees are a member of the trade
union, the outcome which determined was that 67% and 77% of the employees were not
permitted to be a part of the trade union in Maruti Suzuki and Volkswagen respectively.
On the other hand the company itself had its own trade union where the employee’s percentage
of participation was 10% in Maruti Suzuki and 17% in Volkswagen.
But certain number of employees was found to be a member of trade union which was outside the
company i.e. 23% in Maruti Suzuki and 6% in Volkswagen .these employees have found to be
working for a longer period of time in the company than the other respondents.
TU within
the
company
10%
Outside
the
company
23%
Company
does not
permit
67%
Membershipof Trade
Union
TU within
the
company
17%
Outside
TU
6%
Company
does not
permit
77%
Membershipof Trade
Union

43
SECTION II
5.2.1 Q15} My job makes good use of my skills and abilities
Inference
The study had found that in Maruti Suzuki that 42% of the respondents had strongly agreed with
the statement, whereas 8% were neutral about it and 4% disagreed with the statement that their
skills and abilities were not looked upon properly.
In Volkswagen 33% were strongly in favor of the notion, whereas 17% were in neutral about it
and 10% were in total disagreement to the notion.
Strongly
agree
42%
Agree
46%
Neutral
8%
Disagree
4%
Skills and Abilities
Strongly
Agree
33%
Agree
40%
Neutral
17%
Disagree
10%
Skills and Abilities

44
5.2.2 Q16} I have clear path for career advancement
Inference
This study was sought to determine whether the employees are given a clear business strategy
and vision for future. In other words, the career path to achieve their business goal. The results
were,
In Maruti Suzuki 42% of the employees from among the respondents of the sample population
totally agreed with notion, the same was found in the case of agreement towards the statement.
However, 16% were neutral about it and no disagreement was found in this category.
In Volkswagen, the case was different that 30% of respondents said we strongly agree to it .40%
were in simple agreement whereas 13% were neutral about it and 17% disagreed to the
statement.
Strongly
Agree
42%
Agree
42%
Neutral
16%
Disagree
0%
Career path
Strongly
Agree
30%
Agree
40%
Neutral
13%
4th Qtr
17%
Career Paths

45
5.2.3 Q17} I am satisfied with my involvement in decisions that affect the company?
Inference
retention is a major strategy used by many organisations to retain talented employees from
among which one method is involving the employees in the decision making process which
inculcates a sense of belonging in them .
In Maruti Suzuki 37% of the employees strongly agreed with it whereas 44% just agreed to
it.15% were found to be neutral about their involvement in decision making process and 4%
disagreed to the statement.
In Volkswagen almost half of the size of sample population was agreeing to the statement, 40%
strongly agreed to it .whereas 7% were neutral about it and 3% disagreed to it.
Strongly
Agree
37%
Agree
44%
Neutral
15%
Disagree
4%
Involvement in
Decision making
process
Strongly
Agree
40%
Agree
50%
Neutral
7%
Disagree
3%
Involvement in decision
making process

46
5.2.4 Q18} I am rewarded for the quality of my efforts?
Inference
Maruti Suzuki have found to be providing the returns on efforts for which they are contributing
which have resulted in 54% of the population strongly agreeing to it and 38% of the population
just simply agree to it whereas a neutral part of 4% and disagreement part of 4% as well is
shown.
In Volkswagen almost 50% of the sample population agrees that the company is providing the
returns on which they are contributing. However 10% are neutral about it and 7% totally
disagree with the statement.
Strongly
Agree
54%
Agree
38%
Neutral
4%
Disagree
4%
Return on efforts
Strongly
Agree
33%
Agree
50%
Neutral
10%
Disagree
7%
Return on efforts

47
5.2.5 Q19} I am valued by my supervisor?
Inference
A part of the non monetary benefit is employee’s value from the employer’s point of view with
acts as a non monetary motivational factor.
In Maruti Suzuki the results were 42% strongly agreed that they are valued by their supervisor,
46% simply agreed to it. Whereas 8% were neutral about it and 4% disagreed to it .these people
were either newcomers or underperformers.
In Volkswagen 46% and 40% had strongly agreed and agreed to the statement respectively .an
equal percentage was found in the case of employees being neutral and employees disagreeing to
the statement respectively.
Strongly
Agree
42%
Agree
46%
Neutral
8%
Disagree
4%
Valued by my
supervisor
Strongly
Agree
46%
Agree
40%
Neutral
7%
Disagree
7%
Valued by my
Supervisor

48
5.2.6 Q20} The Company has a positive image to my friends and family
Inference
This study sought to determine whether company tries to maintain good relations with the
employee’s friends and family. As per Indian culture an employee is mostly affected with how
company maintains formally a relationship with their dear ones.
As per the survey in Maruti Suzuki 42% strongly agreed with the statement that the company
has a positive image to employees friends and family, 46% simply agreed to the statement .
However there was no disagreement but we had found some employees numbering to 12% were
neutral about it.
as far as Volkswagen is considered there were many differences in it like 33% strongly agreed to
statement,40% simply agreed to it .in Volkswagen 17% of the respondents were neutral about it
and 10% had disagreed to the notion.
Strongly
Agree
42%
Agree
46%
Neutral
12%
Disagree
0%
Maintaining Informal
Relations
Strongly
Agree
33%
Agree
40%
Neutral
17%
Disagree
10%
Maintaining Informal
Relations

49
5.2.7 Q21} Management looks to me for suggestions and leadership
Inferences
Employees always inculcate a sense of belongingness when they are involved in the decision
making and asked for suggestion and leadership. This is also considered as an employee
development strategy which gives them opportunity to come up and express their views.
Employees of Maruti Suzuki opined us that 46% of total respondents strongly agreed, 27%
simply agreed to it. However 23% were neutral about it and 4% disagreed to it as they weren’t
satisfied in the organization.
On contrast, the result in Volkswagen was 17% of employees disagreed to the statement and
23% were neutral about it. Apart from the disagreement, 27% strongly agreed to it and 33%
simply agreed to it.
Strongly
Agree
46%
Agree
27%
Neutral
23%
Disagree
4%
Suggestion and
Leadership
Strongly
Agree
27%
Agree
33%
Neutral
23%
Disagree
17%
Suggestion and
Leadership

50
5.2.8 Q22} I receive adequate opportunity to interact with other employees on a formal level
Inferences
Providing employees to grow in the organisation and providing them opportunity for
performance enhancement, communication at formal level, etc leads to employee satisfaction.
In Maruti Suzuki 60% of the employees were in favor of the statement, 23% strongly agreed to it
but every coin has two sides so some employees numbering to 10% were neutral about it and 7%
disagreed to the statement.
In Volkswagen the case was different, only 40% of the employees agreed that they were provided
opportunity to interact at formal level, 33% strongly agreed to it. Whereas 17% were neutral
about it and only 10% disagreed to the statement.
Strongly
Agree
23%
Agree
60%
Neutral
10%
Disagree
7%
Communicating
opportunity
Strongly
Agree
33%
Agree
40%
Neutral
17%
Disagree
10%
Communicating
Opportunity

51
5.2.9 Q23} I get what I need to do my Job well?
Inference
As per the company policy of any organisation the organisation should provide the employees
with the resources they need to do their job well.
As per the result derived from Maruti Suzuki 44% of the employees agreed to the statement and
41% of the employees strongly agreed to it. On the other hand 11% of the employees were
neutral about it and 4% disagreed to the statement.
Volkswagen showed a completely different result in which 27% of the employees strongly agreed
to it, 40% of employees simply agreed to it .whereas 27% of employees were neutral about it and
only 6% disagreed to the notion.
Strongly
Agree
41%
Agree
44%
Neutral
11%
Disagree
4%
Availability of
resources
Stronlgy
Agree
27%
Agree
40%
Neutral
27%
Disagree
6%
Availabilty of
resources

52
5.2.10 Q24} I am satisfied with my salary
Inference
The basic motto of satisfaction of employees is their salary. Salary is a very sensitive part of
employees which either leads to employee satisfaction or dissatisfaction in an organisation.
in the case of Maruti Suzuki 38% of employees had agreed and expressed their satisfaction
towards the salary,35% had strongly agreed to it. On the other hand 12% were neutral about it
and only 15% were dissatisfied with their salary.
in Volkswagen a combination of employees who had strongly agreed and who had simply agreed
to the their satisfaction level with their salary was 60% [27%+33%].a organisation does not
have only positive points some negative points are also required i.e. 23% were neutral to the
statement and only 17% disagreed that there had been providing enough satisfaction level to
them.
Strongly
Agree
35%
Agree
38%
Neutral
12%
Disagre
e
15%
Satisfaction with the
salary
Strongly
agree
27%
Agree
33%
Neutral
23%
Disagree
17%
Satisfaction with
Salary

53
5.2.11 Q25} I am satisfied with my retirement plan
Inference
The study sought to determine the extent to which retirement benefits were provided to the
employees or not , from the findings, the study established that 42% of the respondents indicated
to a Agreement , 35% of the respondents indicated that they weren’t provided with any benefit ,
whereas 8% of the respondents indicated to a disagreement. This indicated the state of Maruti
Suzuki.
The study sought to determine the extent to which retirement benefits were provided to the
employees or not , from the findings, the study established that 27% of the respondents indicated
to a Agreement , 33% of the respondents indicated that they weren’t provided with any benefit ,
whereas 23% of the respondents indicated to a disagreement. This indicated the state of
Volkswagen.
Employee productivity to a high extent. The study also established that employees would leave if
their organization did not provide them with retirement benefits.
Strongly
Agree
15%
Agree
42%Disagree
8%
I am not
provide
d
35%
Satisfied with the
Retirement plan
Strongly
Agree
17%
Agree
27%
Disagre
e
23%
I am not
provide
d
33%
Satisfied with the
Retirement plan

54
5.2.12 Q26} I am satisfied with the opportunities for promotion ,bonuses and raises
Inference
The study sought to determine whether employees are satisfied with the monetary benefits or not
or whether they consider it important to them, from the findings the study established that 50%
of the respondents were of the opinion that Monetary benefits were important and acted as a
motivational factor whereas only 8% of the respondents were of contrary opinion. This implies
that majority of the employees considered it to be satisfactory. This was in the case of Maruti
Suzuki.
As in the case of Volkswagen, The study sought to determine whether employees are satisfied
with the monetary benefits or not or whether they consider it important to them, from the
findings the study established that 47% of the respondents were of the opinion that Monetary
benefits were important and acted as a motivational factor whereas only 3% of the respondents
were of contrary opinion. This implies that majority of the employees considered it to be
satisfactory.
Strongly
Agree
50%Agree
27%
Neutral
15%
Disagree
8%
Satiisfaction with the
monetary benfits
provided
Strongly
Agree
47%
Agree
43%
Neutral
7%
Disagree
3%
Satisfaction with
Monetary Benefits

55
5.2.13 Q27} I am satisfied with the leaves that I am provided
Inference
in Section I various types of leaves were stated in Maruti Suzuki and Volkswagen i.e. paid leaves,
compensatory offs, casual leaves etc. we asked the employees of each organisation whether they
are satisfied with it or not.
In Maruti Suzuki 50% i.e. almost half of the employees were strongly in favor of the statement,
37% agreed to it whereas 10% were neutral about it and 3% of the sample population disagreed
to the notion.
In Volkswagen 33% of the sample population strongly agreed to it, almost half of the
respondents were simply agreeing to it whereas 10% were neutral about it and 7% disagreed to
the statement
Strongly
Agree
50%
Agree
37%
Neutral
10%
Disagree
3%
Sastisfaction with the
structured leaves
provided
Strongly
Agree
33%
Agree
50%
Neutral
10%
Disagree
7%
Satisfied with the
Structured Leaves
Provided

56
5.2.14 Q28} I am satisfied with my continuing education and training opportunities
Inference
when an employees is recruited in the organization he has to be given training for it .apart from
this a training and education opportunities during his working period also have to be given .this
could be either to brainstorming session or training on how to handle the new changes could be
given
We asked the employees about their view point towards it so In Maruti Suzuki strongly agree
section was numbering to 50% whereas in Volkswagen it had been numbered to 40%.
Neutral category included Maruti Suzuki numbering to 15% of the total respondents whereas
the result for Volkswagen was 10%.
Maruti Suzuki included no one disagreeing to it whereas the disagreement in the case of
Volkswagen was about 10%.
Strongly
Agree
50%Agree
35%
Neutral
15%
Disagree
0%
Provision of Education
and Training
Opportunities
Strongly
Agree
40%
Agree
40%
Neutral
10%
Disagree
10%
Provision of Training
and Education
Opportunities

57
CHAPTER SIX: FINDINGS, CONCLUSION, RECOMMENDATIONS,
SUGGESTIONS AND BIBLIOGRAPHY.
6.1 Findingsof the study
 From the findings that we have derived is that from about 30 respondents from Maruti
Suzuki and Volkswagen dealership companies each .each of automobile industry
employed more of sales executive and sales consultant and least was found to in the case
of HR department in Maruti Suzuki and finance in the case of Volkswagen.
 When age groups of employees were considered from which we found out that there were
equal number of employees in the category of 18-25 years in both the dealership
industries.
 Whereas the least number of employees was in the age group of 35-50years in both the
industry.
 Employee’s growth and development opportunities are known from the period of service
in one industry, which has direct relationship between period of service and development
opportunity. We had derived similar analysis that the highest number of employees
working were in category of 1years to 5years. The least was found to be in category less
than 6 months in Maruti Suzuki and in case of Volkswagen the least number of
employees working were in group of 6 months to 1 year.
 the goodwill of these dealership giants according to survey was that equally well enough
as stated by the employees working in the industry
 The next category is the satisfaction level of employees with either their salary or the
benefits provided to them. From which according to graph was analyzed is that the
employees of Maruti Suzuki were moreover satisfied with the salary packages given to
them then of Volkswagen. However there was not much of difference between the two
giant dealership industries.
 Financial benefits offered to the employees of Volkswagen was more of with comparison
to Maruti Suzuki .Volkswagen had told us about the mainly focused on non monetary
benefits for employees to increase satisfaction level of employees rather than monetary
benefits .

58
 When seeing the counterpart of it, Maruti Suzuki mainly focused on monetary benefits to
its employees and did not believe in non monetary aspect of compensation. They said
with the monetary benefits they can fulfill any form of non monetary benefit they want
by themselves.
 Emotional aspect such as relations with the peers of employees family members ,
maintaining informal relationships were more of focused by Maruti Suzuki which
resulted in that very few employees were neutral that company had maintained informal
relations with their family and friends.
 Some small benefits like day care facilities, provision of meals to the employees,
membership of trade unions, provision of loan facilities for education and marriages to
employees were also provided. But employees of Maruti Suzuki had stated that only
certain class of employees was provided with. In the case of Volkswagen, only benefits
like meals, and membership of trade unions were focused more than day care facilities
and provision of loans.
 When we asked employees regarding their view to be rated from strongly agree to
disagree for the category of retirement plans ,which the result was that employees of
Volkswagen were highly unsatisfied with their retirement plans and some were not even
provided with. On the other hand Maruti Suzuki did not show much of difference but still
as compared to Volkswagen their satisfaction level was high.
 When the category of overall development and growth opportunities were considered in
the category of whether employees were derived with their return of efforts ,value by
supervisor, communication opportunities,etc Maruti Suzuki stands high than Volkswagen
 Satisfaction of employees with their retirement plans, satisfaction with their non
monetary benefits, structured leaves, training and development opportunities etc
categories Volkswagen would be highly involved into for its employees.

59
6.2 Conclusion
 This study was undertaken in the premises of dealers of Volkswagen Pvt ltd i.e.
Autobahn Automobile Pvt ltd and Maruti Suzuki i.e. S.K.Wheels Pvt ltd. The area
considered was Nerul east area. One dealer of each company was selected.
 There were a total of 60 respondents , which were segregated as 30 respondents of each
dealership company i.e. Maruti Suzuki and Volkswagen
 Both they organisations have provided the employees with structured leaves, monetary
benefits, and non monetary benefits to its employees.
 Apart from these benefits some other benefits like growth opportunities , communication
directly to the level of authority, loan facilities at times of need , compensatory offs,
promotion, raises , training and development facilities have also been provided to the
employees of the organization .
 In some categories like non monetary benefits are moreover focused by Volkswagen
than Maruti Suzuki
 But monetary benefits are provided more with Maruti Suzuki as to increase their level of
satisfaction.
 As per the Hypothesis statement regarding the employee benefits are provided on the
basis age group ,Qualification and experience is proved to be true .
 Thus, all the three null hypothesis are proven to be correct when Maruti Suzuki and
Volkswagen would be concerned.

60
6.3 Recommendationsof the research
From the analysis and data collected, the researcher was able to make conclusions and
recommendations. The responses were based on the objectives of the study which sought to
determine whether employment security benefits, health protection benefits, retirement benefits
and employee recognition benefits have an effect on employee productivity in the public sector.
Recommendations and suggestion for Volkswagen and Maruti Suzuki
 From the summary and conclusion, the study recommends the Company should continue
providing monetary and non monetary benefits to all its, as it will positively influence
employee productivity and raise overall performance in the private sector.
 The study continues to recommend that both the company Maruti Suzuki and
Volkswagen should review the current retirement package since a good retirement
package will attract and retain employees in the automobile sector and also improve their
productivity.
 The organizations are recommended to awake a need to improvise employee recognition
programs for jobs well done; this will motivate employees thus enhancing employee
productivity in the automobile sector.
 As per the survey conducted the recommendation from the researchers side is that
management should moreover focus on improving the channels of communication and
develop a way in which effective formal channel is developed.
 Management should provide enough opportunities for employees to grow in the
organization.
 Proper guidance and counseling should be given to employees so that they improve their
mental condition and lead to their satisfaction.
 Management should take remedial measures to improve general working condition of the
firm there by employees will be satisfied by their job.

61
6.4 Suggestionsfor Further Research
From the general objective of the study and the research findings,
 the researcher suggests further studies be done on the very same topic but to cover a
wider scope such as the private sector in order to confirm if the research findings of this
study will be the same.
 The training and development program is not good at the company and should work more
on that and should make it a continuous process.
 Company should provide higher studies facilities for interested employees.
 The working environment is good, but it could be better by renovating the internal
infrastructure of the offices. as the back office is moreover very much congested which
affects employees functioning in the organisation

62
CHAPTER SEVEN: ANNEXURE
QUESTIONNAIRE OF THE SURVEY
This survey is conducted only for partial fulfillment of my BMS project
based on knowing the satisfaction levels of employees in terms of the
benefits provided in the automobile Industry. The information
received through this survey would not be used for any other purpose.
Please take a moment and complete the survey.
Sincerely
ISMAT ZEHRA, TYBMS
Survey on provision of employee benefits & Career opportunities in
Automation Industry
SECTION I
1) Which department you are posted currently?
 Customer Service
 Finance/Accounting
 MIS
 Sales/Marketing
 Corporate Marketing
 Human Resource
2) What is your current position?
 Clerical
 Technician
 Managerial
 Accounting

63
 Other [please specify] ____________
3) Please tick one among the following
 25-35 years
 35-50 years
 50 years and above
4) How long have you worked at (company)?
 Less than 6 months
 6 months – 1 year
 1-5 years
 5 years and above
5) Would you refer a friend to apply for a job at this company?
 Definitely
 probably
 maybe
 unsure
6) Overall, how well are you satisfied with your position at (company)?
 Very Dissatisfied
 Dissatisfied
 Neutral
 Satisfied
 Very Satisfied
7) Does the company support the family of the employees?
 Very supportive
 somewhat supportive
 Neutral
 Not at all supportive

64
8) What are health & medical benefits that you are provided with?
 Mediclaim Insurance (Group/ Individual)
 Employees State Insurance Act
 Dental plan options
 other [please specify ] ______________
 I am not provided with any kind of health benefits yet
9) What are various financial benefits employees are provided with?
 Bonus
 Incentives/ Perquisites/Allowances
 Promotion and raises
 I am not provided yet
 Other [please specify] _________________
10). Does your company have structured leave for their employees?
 Paid leaves
 Sick leaves
 Casual leave
 Other [please specify] ___________________
11) Does the women employees children are provided with day care facilities?
 Yes
 No
 Certain class of employees
 Specify if any class………….
12) Are the educational or marriage loan provided to the employees or their children
 Yes
 No
 Certain class of employees

65
 Specify if any class………….
13) Are the employees given meals by the employer?
 Free of cost
 Subsidized rate
 During festive seasons
 Not at all
14) Are you the member of the trade union? If yes
 Union within the company
 Outside TU
 Employer does not permit us to be the member of the TU
SECTION II
Statement Strongly
agree
Agree Neutral Disagree Strongly
Disagree
I am not
provided
My job makes good
use of my skills and
abilities.
I have a clear path for
career advancement.
I am satisfied with my
involvement in
decisions that affect
the company
I am rewarded for the
quality of my efforts
I am valued by my
supervisor
The company has a
positive image to my
friends and family.
Management looks to
me for suggestions
and leadership
I receive adequate
opportunity to interact

66
with other employees
on a formal level.
I get what I need to do
my job well
salary
retirement plan
I am satisfied with the
opportunities for
promotion bonuses
and raises
I am satisfied with the
leaves that I am
provided
continuing education
and training
opportunities
THANK YOU

67
CHAPTER EIGHT: BIBLIOGRAPHY
8. Bibliography
8.1 BOOKS
1. Andrews, Sudhir (2009). Human Resource Management: A Textbook for Hospitality
Industry. Tata McGraw Hill.
2. Psychology and Work Today by Schultz Duane .
3. Measuring Employee benefits by Boudreau and Ramstad , Dencker et al. (2007)
4. Actuarial- vs. perceived-level of beneﬁts by Micelli and Lane (1991)
5. Employee Benefits by Burton T. Beam, John J. McFadden.
8.2 WEBSITES
1. http://timesofindia.indiatimes.com/business/india-business/India-among-top-10-
countries-with-highest-percentage-of-cos-providing-paternity-adoption-leave-above-
statutory-requirement-Mercer-report/articleshow/54408693.cms
2. https://www.scribd.com/doc/61589385/Project-on-EMPLOYEES-WELFARE-
MEASURES
3. http://www.slideshare.net/ajeeshmk52/project-report-44375280
4. www.wikipedia.com
5. www.google.com

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