Project on Employee Satisfaction1

8/12/2019 Project on Employee Satisfaction1

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A Project Report on

Employee Satisfaction at Bosch

Ltd. Nashik Plant

At

Bosch Limited

Submitted byVeeranna S. Chougale

Project uide

!rs. Sneha "a#.


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ACKNOWLEDGEMENT

$ %ould li#e to e&press our gratitude to the entire team o' Bosch Ltd., Nashik.

(ithout their continuous support and guidance this project %ould not ha)e reached its 'inal

culmination.

*o begin %ith+ $ %ould li#e to than# !r. R. . !ane ,-eputy eneral !anager 'or

pro)iding us such a %onder'ul opportunity to do our summer internship project at Bosch

Ltd.+ /ashi#. 0e ga)e me the opportunity to e&plore many ne% aspects o' the project and

helped us in attaining #no%ledge regarding )arious aspects %hich %ere totally un#no%n to

me.

$ %ould li#e to e&press our gratitude to !r. B. . !ujumdar ,-eputy

!anager and !r. 1atin Suley,-eputy !anager 'or pro)iding us all the in'ormation+

guidance+ )aluable suggestions 2 encouragement %hich helped me to complete my project.

$ e&press my sincere gratitude to%ards !rs. Sneha "a# ,Assistance !anager %ho

helped and arranged all possible )isits 2 training 'or us at Bosch and has been a great source

o' in'ormation and being the main reason 'or this project success.

$ also than# !r. -. !. (at)e 'or helping me to get the permission to carry out my

project in this reputed company.

$t %as a pleasure to be associated %ith Bosch Ltd.+ /ashi#. *he e&perience that %e

ha)e gained has a pro'ound impact on us. $ carry high regards 'or the complete team o'

Bosch Ltd, Nashik.


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PREFACE

*he summer training is an integral part o' the !BA course. As a matter o' 'act e)ery

management students+ has to undergo practical training in an appro)ed business

or organi3ation+ under the guidance o' pro'essional managers+ as to become a%are o' the real

li'e+ business situation and the en)ironment. -uring the course o' training+ the trainees are

e&pected to use and apply their academic #no%ledge and again )aluable insight into

corporate cultures %ith all its en)ironment operational comple&ity the said training o''ers+ a

)aluable o' the trainings to meet their academic #no%ledge %ith the real %orld situation. $

undertoo# my training in B"SC0 Ltd+ Company. -uring the training period as project

trainee+ $ )isited the )arious departments o' the organi3ation. $n this report $ ha)e put my best

e''orts to compile the data+ to the highest le)el o' accuracy.


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Executive Summary

*he aim o' the study %as to chec# the 4mployee satis'action. *he bac#ground study

%as done %ith understanding o' the theory. *he 5uestionnaire %as designed and made

a)ailable to the 0RL -epartment 'or its consent. *he research includes project objecti)es.

*he organi3ation pro'ile and 4mployee Satis'action theory is discussed in brie'.

A'ter 'inali3ing the 5uestionnaire+ the !2SS ,!anagement 2 Super)isory Sta'' %ere

in'ormed through mails and the Associates %ere in'ormed through the concerned -epartment

0eads. *he design and purpose o' the study %as e&plained to them and the responses %ere

ta#en on the 5uestionnaire. *he data %as collected and analy3ed. *he research includes

primary data collection %ith sample si3e o' 676. Based on the analysis 'indings and

recommendations %ere gi)en.


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CHAPTER-I

INTRO!"TION

P#o$ect Title%

4mployee Satis'action at Bosch Ltd. /ashi# Plant.

$ chose to do the project in Bosch Ltd. /asi# as it is a !/C %ith %ell8de'ined 0R

department and 0R system. $ got the best industrial e&posure in this company %ith all the

support o' the management and other sta''. *his project %as carried out to #no% the

4mployees Satis'action le)el at Bosch Ltd. /ashi#. $t is necessary and use'ul 'or 'urther

impro)ement in satis'action le)el o' employees. !y project %ould gi)e some )aluable inputs

to the organi3ation 'or4mployee needs i' necessary.

$ carried the project at Bosch Ltd. /ashi#. *he duration o' my project %as 'or t%o

months i.e. 'rom 9:th

1une 9:;6 to ;uestionnaire is lengthy.


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C$a%ter II

"ompany o)e#)ie'

*he Bosch roup is a leading global supplier o' technology and ser)ices. $n 9:;9+ it@s

roughly 6+:+::: associates generated sales o' 9. billion euros. Since the beginning o'

9:;6+ its operation has been di)ided into 'our business sectors= Automoti)e *echnology+

Consumer goods+ and 4nergy and Building *echnology. *he Bosch roup comprises Robert


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Bosch mb0 and its roughly 6: subsidiaries and regional companies in some : countries.

$' its sales and ser)ice partners are included+ then Bosch is represented in roughly ;:

countries. *his %orld%ide de)elopment+ manu'acturing and sales net%or# is the 'oundation

'or 'urther gro%th.

Bosch spent some 7.< billion euros 'or research and de)elopment in 9:;9 and applied

nearly 7+


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4lectrical -ri)es $ndia P)t. Ltd. Bosch Limited is the 'lagship company o' the Bosch roup

o' $ndia.

*he Robert Bosch mbh holds F;.;< percent sta#e in Bosch Limited. 0ead5uartered

out o' Bangalore+ Bosch Limited has its manu'acturing 'acilities in Bangalore+ /ashi#+

/aganathapura+ 1aipur and oa. *hese plants are *S ;?7? and $S";7::; certi'ied. (ith a

presence across automoti)e technology+ industrial technology+ consumer goods and energy

and building technology+ the company has a headcount o' o)er ;;+::: associates. $t

manu'actures and trades products as di)erse as diesel and gasoline 'uel injection system+

automoti)e a'termar#et products+ auto electricals+ and special purpose machines+ pac#ing

machines+ electric po%er tools and security systems. $n 9:;9 Bosch Limited touched a

turno)er o' Rs.


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asoline Systems

-iesel Systems

Chassis Systems Control

4lectrical dri)es

Starter !otors and enerators

Car !ultimedia

Automoti)e 4lectronics

Automoti)e A'termar#ets

Steering Systems

Bosch Ind*st#ial Technoloy

$n 9:;9+ $ndustrial *echnology accounted 'or some ; o' total sales. Since 9:;6+

$ndustrial *echnology has comprised t%o di)isions= -ri)e and Control *echnology+ a

globally operating supplier 'or the mechanical engineering sector+ %ith hydraulic components

'or mobile machinery+ dri)e and control solutions 'or industrial applications and components

and systems 'or %ind turbines. *he second di)ision+ pac#aging and process engineering

solutions+ abo)e all 'or the pharmaceuticals+ cosmetics+ 'ood and con'ectionary industries.

$ndustrial *echnology=

-ri)e and Control *echnology

Pac#aging *echnology

Bosch "ons*me# +oods

$n 9:;9+ the Consumer oods and Building *echnology business sector %as

responsible 'or nearly 9 percentage o' total sales. $t %as made up o' the po%er tools+

*hermotechnology+ and Security Systems di)ision+ as %ell as joint )enture Bosch und

Siemens 0ausgerate mb0. Since the start o' 9:;6+ the consumer goods business sector has

comprised the acti)ities o' Po%er *ools and the : shares in the Bosch und Siemens


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0ausgerate mb0 joint )enture+ %hich manu'actures products 'or coo#ing+ ba#ing+ cleaning

clothes and dishes+ cooling and 'ree3ing.

Bosch Consumer oods=

Po%er *ools

0ousehold Appliances

Bosch Ene#y and B*ildin Technoloy

4''ecti)e 9:;6+ Bosch has a ne%+ 'ourth business sector= 4nergy and Building

*echnology. $t includes the *hermotechnology di)ision+ a manu'acturer o' resources8

conser)ing heating products and hot8%ater solution+ the Security System -i)ision+ a pro)ider

o' Security *echnology as %ell as Communication8center and other ser)ices 'or companies+

and Solar 4nergy+ a pro)ider o' photo )oltaics solutions. As an energy ser)ices pro)ider 'or

commercial customers+ subsidiary Bosch 4nergy and Building Solutions mb0 de)elops

integrated solutions that are eco8'riendly+ energy e''icient+ and economical.

4nergy and Building *echnology=

*hermotechnology

Security Systems

Solar 4nergy

"ompany 2isto#y3ea# E)ent

;


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;


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Naanathap*#a Plant%

/aganathapura Plant %as established in the year ;?


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*rimba# Road+ /ashi#= 799::F

Telephone No% ,:96 96:67987

0a& No% ,:96 99?7 ???

7e(site% %%%.boschindia.com

P#od*ct of the "ompany% !anu'acturing o' /o33les and /o33le

0olders at /asi# Plant

1#eas of /a#ketin% (ithin $ndia and "utside the $ndia

1chie)ement% $S" certi'ied+ Best $nno)ation A%ard 'or

Sa'ety+ 0ealth and 4n)ironment ,S04

$nitiati)e in 9::

8ision, /ission and 8al*es

8ision%

(e are the most pre'erred partner to our customers based on our

reliability and leadership in technology and 5uality.

(e 'ocus on our core competencies and continues impro)ement 'or

sustained and pro'itable gro%th

(e in)ol)e+ empo%er and moti)ate our people to shape our 'uture

together.
http://www.boschindia.com/http://www.boschindia.com/


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(e along %ith our business partners are cost competiti)e through lean

and e''ecti)e process.

(e commit oursel)es to%ards en)ironment protection 2 social

responsibility.

/ission%

Leadership in production and logistics o' cost e''ecti)e diesel injectors

through inno)ati)e solutions and best in class 5uality.

8al*es%

0*t*#e and #es*lt foc*s9

$n order to ensure dynamic de)elopment o' our company and to guarantee long8term

corporate success+ %e participate in shaping the changes in mar#ets and technologies. By

doing so+ %e pro)ide our customers %ith inno)ati)e solutions and our associates %ith

attracti)e jobs. (e act result 'ocused in order to secure gro%th and 'inancial independence.

(ith the di)idends generated+ the Robert B"SC0 'oundation supports charitable acti)ities.

Responsi(ility9

(e accept that our actions must accord %ith the interests o' society. Abo)e all else+

%e place our products and ser)ices in the interests o' the sa'ety o' people+ economic use o'

recourses+ and en)ironmental sustainability.

Initiati)e and ete#mination9

(e act on our o%n initiati)e+ %ith an entrepreneurial but accountable spirit+ and

demonstrate determination in pursuing our goals.

Openness and T#*st9


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(e in'orm our associates+ business partners+ and in)estors in a timely and open

'ashion o' important de)elopments %ithin our company. *his is the best 'or a trust'ul

relationship.

Relia(ility, "#edi(ility and Leality9

(e promise only %hat %e can deli)er+ accept agreements as building+ and respect and

obser)e the blo% in all our business transactions.

0ai#ness9

(e )ie% mutual 'airness as a condition o' our corporate success %hen dealing %ith

each other and %ith our business partners.

"*lt*#al i)e#sity9

(e are a%are o' our company@s regional and cultural origins and at the same time

regard di)ersity as an asset+ as %ell as a precondition o' our global success.

"*stome#s of Bosch%

B"SC0 has a large customer base. *he products o' B"SC0 are not only used

in $ndia but also are e&ported and used by many %orld reno%ned automobile

manu'acturing companies.

"*stome#s o*tside India%

Peugeot /issan

0at3 $V4C"

D$A* !ercedes Ben3

Renault B!(

Lombardi HSA $nc. -aimler Chrysler eneral !otors Vol#s%agen


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"*stome#s in India=

Asho# Leyland Dord *empoB4!L Cummins $ndia Ltd.

S%araj !a3da VS* *illers tractors Ltd.

Dord EA!C" -iesel 4ngines

Simpsons Co. Ltd. Eirlos#ar

L 2 * 1ohn -eer

Dord 4icher 4scorts Ltd.

O#ani6ational "ha#t

PC = Corporate Plant !anager P* = *echnical Plant !anager

!D0 = Con)entional $njectors !D/ = !anu'acturing /o33le

!D/; = Con)entional /o33les !0S = 0eat 2 Sur'ace *reatment

>!! = >uality !anagement *4D = *echnical Dunctions

0S4 = 0ealth Sa'ety department !DC = Common Rail $njectors

CLP = Customer Logistic 2 Planning !D/9 = !anu'acturing o' -SLA

CDA = Controlling Dinance Accounting 0RL = 0uman Resource Location

PH$ = $ndirect Purchase

2*man Reso*#ce epa#tment

0RL ;

0RL 9

0RL 6

BVC!4-PRS0RL8PA/AP 0RL

0RL 6;


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0RL = 0uman Resource Location

BVC = Bosch Vocational Centre

PRS = Protection and Security

PA = Personal Assistant

!4- = !edical

HRL-&Responsible 'or Personnel !anagement and $ndustrial Relations+ (el'are

Administrations+ *raining -e)elopment+ Canteen+ !edical and Security Ser)ices +

Recruitment and Per'ormance !anagement+ CSR+ Career Planning+ Succession Planning+ 0R

Policy+ /e% 0R $nitiati)es+ $n8house !aga3ine+ All 0R acti)ities in respect o' !2SS.

0RL 66


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2RL:%

Responsible 'or $R+ /egotiation %ith Hnion+ *otal Administration o' Canteen

Ser)ices+ Promotion and Hp8gradation+ Absenteeism+ rie)ance 0andling+ -e)elopment o'

!anpo%er+ Strict !onitoring and Control o' 0ospitali3ation Schemes+ Co8ordination andA%areness o' 0ouse o' "rientation+ Competence !anagement+ Lessoning %ith o)ernment+

-B4 Range coordinator+ 0R cost+ Per'ormance Assessment and Administration.

2RL;%

*raining and -e)elopment+ Audit co8ordination+ *raining programmed+ Daculty

selection+ 4ducational e&penses+ !anagement de)elopment program+ !$S on training and

de)elopment+ 4mployee Satis'action KAssociate Sur)ey+ Competence management+

Recruitment o' graduate apprentice and )ocational+ Summer project trainee.

2RL


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Sales Offices%

Ahmadabad. Bangalore.

Chandigarh. Chennai.

u%ahati. $ndore.

1aipur. Eochi.

Eol#ata. Luc#no%.

!umbai. /e% -elhi.

Patna. Raipur.

Ranchi. Secunderabad.

Reional Offices%

Agra.

Chennai.

1amshedpur.

/e% -elhi.

Pune.

Raj#ot.

List of competito#s%

Auto Line $ndustry Ltd.

Banco Products ,$ndia Ltd.

Dederal8 !ogul oet3e ,$ndia Ltd.

$p Rings Ltd.


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Ear !obiles Ltd.

"21PTER9III

RESE1R"2 /ET2OOLO+3

=. Resea#ch%

Research !ethodology is a search 'or #no%ledge. Research is an art o' scienti'ic

in)estigation. $t is mo)ement 'rom the #no%n to the un#no%n. Research is a )oyage o'

disco)ery. $t is a scienti'ic 2 systematic search 'or pertinent in'ormation on a speci'ic topic.

$t is an organi3ed en5uiry. $t clari'ies doubt'ul 'acts. Research is an original contribution to

the e&isting stoc# o' #no%ledge ma#ing 'or its ad)ancement. $t is the pursuit o' truth %ith

help o' study+ obser)ation+ comparison 2 e&periment. $n short research is nothing but the

search 'or #no%ledge through objecti)es. $t is a systematic method o' 'inding solution to a

problem.

efinition%9

A Care'ul in)estigation or in5uiry especially through search 'or ne% 'acts in

any branch o' #no%ledge. 8 1d)ance Lea#ne#s ictiona#y of "*##ent Enlish O&fo#d-.

Impo#tance of Resea#ch%9

=. "ont#ol%

Research helps to delineate causal relationship 2 enables better. Control o)er e)ents

e.g. general la% o' meteorology enabling prediction o' cyclones 2 conse5uent pre)ention

measures.


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:. P*#posi)e Plannin%

Research aids in purposi)e planning at the national de)elopment. $t thro%s up 'acts 2

rele)ant data to support in'ormed decision8ma#ing. $t enables testing o' alternati)e

approaches to an issue o' interest.

;. 8e#ifia(le > So*nd Theo#ies%9

Research establishes generali3ation 2 la%s 2 theory contributes to Building o'

)eri'iable 2 sound theories. 4.g. la%s o' demand+ /e%ton@s la% o' gra)ity+ *heories o'

moti)ation+ )arious principle o' management etc. *hese help in ma#ing reliable predictions

under similar conditions.


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:. 1nalytical Resea#ch

$n these research 'acts+ in'ormation used to ma#e critical e)aluation. $n analytical

research detailed analysis o' 'acts is gi)en.

;. 1pplied Resea#ch

$t is also called as action research. $t aims at 'inding a solution 'or an immediate

problems 'acing by the society+ business or an organi3ation etc.


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=@. ecision O#iented Resea#ch

*his research is al%ays made 'or decision ma#er. $t based on scienti'ic approach.

=. "oncl*sion O#iented Resea#ch

$n this research researcher is 'ree to pic# up a problems redesign the en5uiry as he

proceed 2 prepare to conceptuali3ed as he %ishes.

"ollection of ata%9

Collection o' data is the preliminary step in the in5uiry. A'ter the in'ormation

is collected+ it must be analy3ed properly to bring out the important 'eature o' the data

according to certain common 'eatures. *his leads to classi'ication+ tabulation 2 graphical

presentation.

Need fo# "ollection%9

Htmost care must be ta#en %hile collecting data because data constitute the

'oundation on %hich the superstructure o' statistical analysis is built. *he results obtained

'rom the analysis are properly decisions are ta#en. 0ence i' the data is inaccurate 2

inade5uate the %hole analysis may be 'aulty 2 the decisions ta#en misleading. *o a)oid this

data must be collected accurately.

-epending on the source+ statistical data are classi'ied under t%o categories.

;. P#ima#y ata

9. Seconda#y ata


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P#ima#y ata%9

Primary data are obtained by a study speci'ically designed to 'ul'ill the data needs o'

the problems at hand. Such data are original in character 2 are generated in large numbers o'

sur)eys conducted mostly by go)ernment 2 also by some indi)iduals+ institutions 2 researchbodies. Dor e.g. data obtained in a population census by the o''ice o' the register general 2

census commissioner+ !inister o' 0ome A''airs+ are primary data.

Primary data is the in'ormation collected during the course o' an e&periment during

e&perimental research. $t can also be obtained through obser)ation or through direct

communication+ %ith the person associated %ith the selected subject+ by per'orming sur)eys

or descripti)e research. *here are se)eral methods o' collecting primary data. *hese are as

'ollo%.

;. "bser)ation !ethod

9. $nter)ie% !ethod

6. >uestionnaire !ethod

7. "ther !ethod=

(arranty cards+ distributor audits+ pantry audits+ consumer panels+ using mechanical

de)ices+ through projecti)e techni5ues+ depth inter)ie%s 2 content analysis+ their sur)eys+ 48

mail K $nternet sur)ey.

*he Primary -ata in this my project are

;. $nter)ie%s

9. >uestionnaire

6. -iscussion

Sec!"ary Data'Secondary data is one+ %hich is already a)ailable and passed the statistical

process. Secondary data pro)ides the starting point 'or research and o''er ad)antage o' lo%

cost and ready a)ailability. $n this project the secondary data %as used in the 'orm o' data

presentation o' 5uestionnaire.

Sources o' secondary data in this project are company@s internal records+ maga3ines+

annual reports+ internet search.


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e''iciency. *he purpose o' the sur)ey is to e&plore and understand the 'actors and 'ields that

a''ect employee satis'action+ and %hat all or a group o' employees are dissatis'ied %ith

despite considering it important 'or their acti)ities. Another goal o' the sur)ey is to compare

the e&tent o' satis'action across organi3ational units.

Customi3ed solutions o''ered to employees on their real problems are attached

particular signi'icance 'or all employees. $n the course o' our analysis+ %e pro)ide our clients

%ith an accurate+ detailed and comprehensi)e )ie% o' the current situation at the same time+

it is not only the present that is addressed+ but also 'uture tendencies are outlined+ as %ell as

the #ey areas o' inter)ention identi'ied. *he company management is pro)ided in'ormation

on employee@s judgment o' their %or#place+ on the timescale they rec#on %ith the company

and e&tent they 'eel moti)ated.

Dor our sur)eys+ %e use a customi3ed 5uestionnaire+ %hich 'acilitates sur)eying the

employee@s real satis'action areas attached high importance and lo%. $n the sur)ey+ these

are the 'actors represented that a''ect satis'action most. Areas %ith bad or deteriorating

results can be paid particular attention in strategic planning.

*he sur)ey re)eals the positi)e tendencies seen in the 'ield o' employee satis'action

and commitment+ and the inhibiting 'actors regarding the %hole company )arious employee

groups.

"n sur)eying employee satis'action+ the 'ollo%ing aspects are e&amined=

*he relationship o' employees to the company ,commitment+ loyalty

Dactors that a''ect per'ormance ,%or#ing en)ironment+ moti)ation

Process that a''ect company operations ,coordination+ decision ma#ing+ 'lo%

o' in'ormation the sur)ey is anonymous+ %hich ensures that employee@s names are not

re)ealed and also pro)ides an opportunity to publish indi)idual opinions. 4mployees e)aluate

the )arious areas on a scale o' satis'action. *hey assess each 5uestion in terms o' importance

2 their satis'action.

*he result o' employee satis'action are o' #ey importance to senior

management 2 the 0R management +as these le)el o' management ha)e an in'luence on the

resources that e''ect satis'action+ is addition to managing ha)e an in'luence on the resources

that e''ect satis'action in +addition to managing such resources and operating any related


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process and systems.

"21PTER98

ata P#esentation, 1nalysis >

Inte#p#etation.

; Sample si3e is considered 'or the sur)ey 'rom the total population. Sample si3e

is e5ually considered 'rom the di''erent departments to get the accurate results. *he people

%ho had attended the Bosch $nternal Sur)ey 9:;; %ere not considered 'or this time.

*otal /umber o' Associates = ;::

*otal /umber o' !2SS = :/umber o' People Considered 'or Sur)ey

Associates= 96

!2SS= ;;uestionnaire 'or associates is in the regional language i.e !arathi.

Dor !2SS+ the 5uestionnaire has ? 5uestions. *hese 5uestions are di)ided into 97-imensions. 4ach 5uestion is rated on the scale o' as 'ollo%ing8


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4mpo%erment comes into phase %hen employees are been gi)en authority to %or#+

responsibilities. 4mployees are also pro)ided certain training programs+ %hich may help

them to gro% %ithin the organi3ation.

*he abo)e graph sho%s the percentage le)el o' 4mpo%erment in the di''erent

departments. $t has been obser)ed that the employee@s satis'action le)el o' this dimension is

increased to F9 'rom F: and ? in 9:;9 and 9:;; respecti)ely.

$n order to ha)e better %or#ing conditions+ all the employees are been gi)en e5ual

opportunities to per'orm and de)elop their s#ills %hich helps the organi3ation to achie)e their

moti)es.

*he abo)e graph sho%s the percentage le)el o' 45ual "pportunity in the di''erent


F7 'rom F6 in 9:;9 and 9:;;.


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Bosch as an organi3ation pays great deal o' attention to%ards leadership 5ualities and

leadership s#ills. Company conducts )arious leadership trainings and assessments.

*he abo)e graph sho%s the percentage le)el o' Leadership in the di''erent

departments. *he 4mployee@s Satis'action le)el o' this dimension is F: %hich %as ?

and F in the year 9:;9 and 9:;; respecti)ely.

Bosch runs many programs %hich helps its employees to gro% in the organi3ation.

Bosch has )arious education reimbursement schemes 'or the employees. -i''erent training

programs are carried out 'or better opportunity to learn and achie)e their goals.

*he abo)e graph sho%s the percentage le)el o' "pportunity to Learn 2

Achie)e in the di''erent departments. "pportunity to Learn and Achie)e dimension has been

increased by 9 'rom 9:;9 and 7 'rom 9:;; 4SS results. $t has increased to F9 in the

current year. $t %as F: and


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Bosch )alues are li)ed %ithin the organi3ation creating a%areness and maintaining

the le)el o' importance amongst the employees and the targets are achie)ed up to the mar#.

*he abo)e graph sho%s the percentage le)el o' Company Values in the di''erent


F6 %hich %as F9 and F: in the 9:;9 and 9:;; respecti)ely.

*raining and de)elopment has been playing a )ery important role in organi3ations

de)elopment and increase the le)el o' standard. Bosch conducts )arious training programs

using standard training programs. !anagement here spends huge attention to%ards the

employee de)elopment.

*he abo)e graph sho%s the percentage le)el o' *raining and -e)elopment in

the di''erent departments. *he *raining and -e)elopment sho%s the constant trend to F:

%hich %as same in 9:;9. $n the year 9:;; it %as ?

$t has been obser)ed that Bosch being one o' the most 'acilities pro)iding

organi3ation. *he employees at Bosch are happy %ith the Dacilities and Ser)ices pro)ided by

the company.

*he abo)e graph sho%s the di''erent departments contributing to the Dacilities and

Ser)ices dimension in 4mployee Satis'action Sur)ey. $t has been obser)ed a great increase in

the satis'action le)el o' the employees in this dimension. $t has increased by at F+

%hich %as 6 and in 9:;9 and 9:;; respecti)ely.


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Bosch as a company moti)ates all its employees %ith di''erent training programs such

as D!-P+ !-P. Bosch also encourages all its employees 'or going 'or higher education.

0o%e)er employees are not that satis'ied %ith this dimension.

*he abo)e graph sho%s the percentage le)el o' Career -e)elopment in the di''erent

departments. *he abo)e graph sho%s the negati)e trend in the Career -e)elopment

-imension. $t is decreased to by 7. $t %as ? and F in 9:;9 and 9:;;

respecti)ely.

Bosch al%ays ta#es an impro)ement initiati)e 'or employee in)ol)ement li#e

Suggestion schemes+ %el'are acti)ities+ idea board etc. by %hich employee 'eels that their

opinion is ta#en into consideration by the organi3ation.

*he abo)e graph sho%s the increasing percentage le)el o' in)ol)ement in the

current year. $t has been obser)ed that the employee@s satis'action le)el o' this dimension is

F6 and target is o' F

At Bosch each 1ob is entitled %ith the clear 1ob -escription and 1ob Speci'ication.

*he 4mployees ha)e clear picture o' their %or#. *his helps the employees in smooth

'unctioning o' their tas#s and Acti)ities.

*he abo)e graph sho%s the percentage le)el o' *as# and Acti)ities in thedi''erent departments. $t sho%s the constant trend. $n the current year it is at F %hich %as

same in the year 9:;9. $t %as FF in the year 9:;;.

*here is a structured process o' communication o' Bosch Values+ Strategies and

policy deployment. Various sign boards o' Vision+ !ission policies are displayed in companypremises to ma#e employees a%are o' them.


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*he abo)e graph sho%s the percentage le)el o' *as# and Acti)ities in the

di''erent departments. !anagement Change dimension has increased by 9 to F:. $t %as


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*he abo)e graph sho%s the di''erent Age Segments o' !2SS %ho contributes

to the o)erall 4mployee Satis'action Results. *he Age roup o' 687 sho%s the highest

Satis'action le)el o'


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*he abo)e graph sho%s the ender Segments o' 4mployees %ho contributes to the

o)erall 4mployee Satis'action Results. *he !ale 4mployees sho% F6 Satis'action %hereas

Demale 4mployees sho% o' Satis'action.

"hapte# 8I

Fi"i() * C!c+u)i!

0indins*he 'ollo%ings are the 'indings o' the -ata Presentation.

"rgani3ation role in the Community and Society sho%s the higher increase than other

dimensions. $t has increased by 'rom 9:;; sur)ey result. $t sho%s F

satis'action %here as in 9:;9 it had sho%n F;.

0ealth 2 Sa'ety dimension sho%s the 9

nd

higher increase than the other dimensions. $thas increased by 7 'rom last year. $n this year it sho%s F? o' satis'action %here in

9:;9 it %as F

-imensions li#e "pportunity to learn and Achie)e+ Re%ards 2 Recognition+

$n)ol)ement+ Vision Policy 2 Strategy+ Relationship+ !anagement o' Change+

!anagement abo)e !y -irector+ sho%s the constant change o' 9 'rom 9:;9.


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Communication+ 45ual "pportunity+ Leadership+ Company Values+ (or#ing

4n)ironment+ Career -e)elopment+ >uality 2 Customer and Associate Sur)ey sho%s

the same increase o' ; 'rom last year.

4mpo%erment+ *raining 2 -e)elopment+ *as# 2 Acti)ities+ *rust+ -edication 2

Commitment sho%s the Constant gro%th.

Dacilities 2 Ser)ices sho%s the negati)e gro%th o' ;. Last year it %as 6 and it

declined to 9. *he reason 'or this decline is that 4mployees are not happy %ith the

Dacilities they are getting at /aP.

Pay and Bene'its also sho%s the declining rate o' ;. Last year it stood at 6 %hich

this year it is at 9. (age Settlement 'or Blue collared employees is done once in

'our years. Continuous e''orts are ta#en by the organi3ation 'or impro)ing pay and

bene'its %hich has re'lected a positi)e trend in the past 'our years though the set

target has not been achie)ed because the employee are not satis'ied.

1ob Security sho%s the highest decrease by 9. $n 9:;9 sho%ed the Satis'action le)elat F6 %hich is reduced to F;. As there %as a couple o' layo''s and situations

%here the plant had to be #ept shut 'or a couple o' days. *his has brought up a

negati)e e''ect on employee 'eedbac#.

"oncl*sion

*he conclusion sho%s that other than 1ob Security+ Dacilities and Ser)ices and Pay

and Bene'its the Plant has impro)ement in the other all the -imensions. *he gro%th in

satis'action le)el is the results o' the action pans %hich had ta#en a'ter 9:;9 Sur)ey.

/aP help its employees to gro% %ithin the "rgani3ation. $t moti)ates the employees

by gi)ing re%ard to the best per'ormer. Bosch Conducts )arious training programs 'or its

employees and spends huge attention to%ards the de)elopment o' employees. *here is a good

relationship bet%een all the le)el o' organi3ation and -epartmental cooperation and

collaboration is also good.


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")erall /aP sho%s the Positi)e -e)elopment in the matter o' 4mployee Satis'action.

C$a%ter ,I

Su((e)ti!) * Rec!mme"ati!)

*he satis'action le)el o' employees o' Bosch /aP is as per the e&pectations o'

management. But to maintain this sa'e 3one it is necessary to ta#e precautionary actions.

Some general suggestions are as 'ollo%s.

;.*he management o' Bosch /aP should communicate the results o' sur)ey %ith

employees and ha)e to describe ho% they acted to impro)e satis'action le)el o' employees.

9.!anagement should 'ormally respond to the issues raised in sur)eys e)en i' the

demands o' employees are not to be met.

6. Regular interaction bet%een superiors and colleagues about their %or#ing

style+ achie)ements and de)elopment scope should be conducted. *his %ill enable a bond o'

trust amongst employees and management and ensure e''icient engagement o' employees

%ith their %or#.

7. As per company policy there are : %omen criteria so there should

be e''icient number o' restrooms 'or the %omen.


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. Suggestion bo& can be #eep at canteen %here employees can directly

gi)e their suggestions about 'ood+ hygiene+ timings etc.

. Eai3en Bo& should be #eep near e)ery department so e)eryone can

share their thoughts 'or implementation.

.

"hapte# 8II

Leari( Outc!me)

Bosch /ap ga)e me an opportunity to be a part o' its operations. $t ga)e me an

e&posure to the corporate %or#ing. *hese 'ollo%ings are the 'e% things $ learned at Bosch

/aP.

-iscipline= -iscipline is the one o' the major learning $ gained at /aP. Bosch /aP has

set o' rules and regulations %hich need to be 'ollo%ed by all the le)els o' the

employees.

*ime !anagement= *ime !anagement %as gi)en major importance at this plant. (e

%ere not allo%ed in the plant e)en i' %e reach late by a minute

Process= *he process to do a certain tas# is similar to the syllabus %e ha)e in our

!BA program.


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$n'ormation Sharing= *he process o' sharing in'ormation is )ery 'ormal at /aP. (hen

an employee has to as# 'or the in'ormation to the other department+ he has to send a

copy o' mail to his higher authority as %ell as to other employee@s higher authority.

*he higher authorities o' both the department should #no% %hat in'ormation is being

shared.

!oti)ation= "nce in 7 months meeting is called 'or all the employees to brie' o' the

current $ndustry situation. *he names o' the best per'ormers are announced at this

meeting %hich moti)ates other employees.

Social Responsibility= (e should learn to share a part o' %hate)er %e ha)e %ith thesociety %hich is in need. Bosch conducts se)eral CSR programs.

C$a%ter ,III

Areviati!)P! = 8 Plant !anager

P* = 8 *echnical Plant !anager

! 2 SS = 8 !anagerial and Superintendent Sta''

!D/ = 8 !anu'acturing /o33le

>!! = 8 >uality !anagement

CDA = 8 Controlling Dinance Accounting

PRS = 8 Protection and Security

SAD K 4PR = 8 Sa'ety 4n)ironment Protection

SAP = 8 System Application and Products

*4D = 8 *echnical Dunctions

PH> = 8 Purchase >uality

C$P = 8 Continuous $mpro)ement Program


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BPS = 8 Bosch Production System

-B4 = 8 -eployment o' Business 4&cellence

0RL = 8 0uman Resource Local

PHR = 8 Purchase -epartment

$SO = 8 $n'ormation System

SAD = 8 Sa'ety -epartment

BVC = 8 Bosch Vocational Center

C$a%ter ,III

.i+i!(ra%$y

=. 7e(sites%

%%%.google.com

%%%.city0R com

%%%.bosch.com

:. Book

Research !ethodology

Author8 S. R. Eothari.

;. "ompany maa6ines and ne'spape#s%

Bosch Ltd Pro'ile.

Sa./a.Vi.Vi.
http://www.google.com/http://www.bosch.com/http://www.google.com/http://www.bosch.com/


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Pre)ious sur)ey report.

Bosch 1ournal.

Documents

Project on Employee Satisfaction1