Job satiafaction @ vrl project report

Vijayanand Road line Ltd Job satiafaction

CONTENTS

Chapter 1

1. Executive summary

2. Industry profile

3. Company profile

4. Organisation chart

5. Department study

Chapter 2

1. Introduction of job satisfaction

2. Methodology

3. Statement of the problem

4. Purpose of the study

5. Scope of the study

6. Objectives of the study

7. Measuring tools

Chapter 3

1. Result and discussion with graphs and chart

2. Findings

3. Recommendation

4. Conclusion

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Chapter 4

1. Appendix

2. Questionnaire

3. Bibliography

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Executive summary.

Today the Indian customers standard and the level of expectation have gone up

dramatically. They have become world-class customers and thus expect world-class

services. Hence it is customer service, which is going to give the competitive edge to any

industry in the future. The vijayanand road line is also one of the service organisation. It

is also publishing daily newspaper. It is also providing courier service to its customer.

The relationship between man and work has always attracted the attention of

philosophy’s, scientists and novelists. A major part of mans life is sent in work, work is a

social reality and social expectation to which men seem to conform. It not only provides

status to the individual but also binds him to the society.

Work serves many other functions for an individual sense of well being of doing

something worth while, of having some considerations, may be so compulsive that men

may continue to work even if they are not pressed by economic needs. If men worked for

money alone, there would be no way of explaining the fact that some men who have

plenty of money still continue to work. As a matter of fact by working on a job most men

gratify many of their needs, work in this regard is a potent source of need gratifications

of all types such as physical, security, society, social and ego needs. So the job

satisfaction is primarily based on the satisfaction of needs. The stronger the needs, the

more closely will job satisfaction depend on its gratification.

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In this project I tried to find out the level of job satisfaction of employees of vijayanand

road line ltd. the effort has been made in this project, which will affect on the job

satisfaction of employee, consideration of employee about their job satisfaction.

The survey was conducted by taking sample of 100 respondents. the area of survey was

conducted in VRL . The respondents were including from hamals to middle level

employee who are working at VRL.

Most of employee at VRL are satisfied in their job but one thing I came to know from

survey that there is no interpersonal relationship b/w employee at VRLand also they

are not satisfied for level of salary what they getting. Most of employee has suggested

that giving orientation programme for new recruited employees because most of them

are don’t know the function of all departments. So the recommendation I have given that

to give training program on interpersonal relationship orientation programs to the newly

recruited employee.

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Organization profile

Name of the company: Vijayanand Road line Ltd

Address: Vijayanand Road line Ltd Company, 16th

Km from Hubli Bangalore Road, Chebbi

Village Varur.

Year of established: January 1976

Chairman: Mr.V. B.Sankeshwar

Area coverage: 300 acre

Cost of building: 30 crore

Industry: Manufacturing service

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INDUSTRY PROFILE

INRODUCTION:

With the changing economic scenario, factors such as globalization of

markets, international economic integration, and removal of barriers to business trend

and increased competition have enhance the need of transportation. It is one of most

important infrastructure requirement, which is essentials fir the expansion of opportunity

plays an important role in making or breaking the computation.

Transportation is essential all industry, it is largely influenced by

information technology and communication with the focus being a knowledge of

customer need and value added service. Surface transport is provided by the road and the

Indian railways (primarily for carrying low value bulk commodity, mostly for the

government sectors). Cargo road transport is entirely in the hands of the private sectors.

on and average 1.2 million trucks (9tonns capacity) across the country covering more

than 80000 Kms of roads. In India road transportation is facilitates door-to-door delivery,

overcoming unnecessary delays, which normally take place in the other modes of

transportation.

Today’s the Indian customer standard of living and the level of

expectation has gone up dramatically. They become world-class customer and these

expect world-class service. Hence it is customer service, which is going to give the

competitive edge to any industry in the future

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COMPANY PROFILE

BRIEF HISTORY OF THE COMPANY

The managing director Mr. V.B.SANKASHWAR started as on individual

transporter in January 1976 without any background and experience. Initially for the first

two years he suffered heavy losses. Then by end of 1978 due to personnel management

and effective service he purchased one old lorry and he observed activities of other well-

known transportaters.if the industry started first parcel service from Bangalore to Hubli,

Gadag and Belgaum with only two lorries, gradually the business is increased.

Similarly smut lariat v Sankeshwar purchased one old lorry in 1979 and

running individually and sometimes hiring out to vijayanand road lines which was

proprietary concern then.

Later, the proprietorship firm was converted into the company the company

come into existence effective from 31 march 1983, due to efficient management and

cooperation from the staff the turn over and business from years is the total turnover of

the company since from years is as bellow.

Years 2000-01 2001-02 2002-03 2003-04 2004-05

Turnover 12316.80 14999.48 17803.06 19124.05 22079.0

Net profit 253.05 259.72 235.16 323.91 388.69

From the above figures we can say that there is steady increase in the growth of the turn

over of the company. Within 25 years company has increased its turnover for 50 a great

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achievement of an entreprereneur from Hubli a major commercial center of the state of

Karnataka

Now the company is big biggest industrial house today in north Karnataka has created

employment opportunities to more than 20000 families, has been after day by day with

varied actives with dedicated since and hard working staff at all levels keeping the

principle of the organization always in mind.

INTRODUCTION

• The company is engaged in goods transportation since 1976. It was incorporated under the

company’s act 1983. The company has become a public limited company with effect from

1-7-1994. The company is running under the banner VRL. The company is having a wide

network of branches spread all over Karnataka, andhrapradesh, tamilnadu, Kerala, rajastan,

goa, hariyana, madyapradesh, maharasra and new dheli, panjab. In all there are 800

braches.2000 lorries, 200 luxury and Volvo buses.

• The company is recommended by Indian banks association mumbai.

• The companies name in view of its remarkable achievement and progress in short span of

time is entered in to the LIMCA BOOK of records.

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SYMBOL SERVICE OF VIJAYANAND ROAD LINE LTD

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ORGANISATION CHART

Chairman & Managing Director

Managing Director

Chief executive officer Chief tech Chief operating Director(finance)
officer officer

Vice president
(finance)
Vice president Vice president
(cargo) (mktg)
Chief a/c officer
g.m(cargo)
Dgm
Dgm
Accountant

Dgm(courier)
Area mgr
IT mgr Work mgr

Br.mgr

G m (adm) Gm (const) Gm (opr) G m (trv) Gm (mpc) Gm(hrd)
(mr)

P,mrg Dmr
Engg Mgr

Br.mgr
Internal Dept Customer
auditor head cars mgr Br.mgr Br.mgr

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Board of directors

 Shri V.B Sankesshwar managing director, Entrusted with day today management looking

into the massive growth & systematic operation of the company

 Shri Anand Sankesshwar Director looking after the general administration, verification

of accounts, bills of payments

 Shri L Ramanand Bhat directors is in charge of entire of mechanical operation and

technical aspects of the company

 Shri K N Umesh directors is in inchrge of southern region that is andhrapradesh,

Tamil nadu & Kerala etc operating from Bangalore

 D N kulkarni voice president of finance in charge of financial of the company

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OBJECTIVE OF VRL COMPANY

1) Human resources development

2) The main objective is provide good service to customer with reasonable rate &

Provide quick, promt and safe service

3) To develop the transportation business in state like andrapradesh, tamilnadu Kerala

4) To have fixed assed mainly own godowns in big cities like davangere, gulbraga

5) To have an independent office building with computers for each and every district

6) Implement of ISO 9002

7) To facilitate training for all employee big contact with C & F, big companies

8)To compute the compotators & strive to be market leaders among Indian

Transportation service interim of profitability

9) Productivity and innovations

10) While continuing to meet its social commitment and its premier position in Private

sector

11) To built highly motivated and committed team off stop by providing a good work

Culture to achieve superior individual performance

Organisation goal

Service to customer satisfaction re the key factors in today’s market as “customer is the

King “ hence a sixth sensei’s ability to forecaster so as to analyze the requirements of the

Customers is a must

• Quick & safe service

• Customer satisfaction & employee satisfaction

• Competitive price

• Attain market leadership

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Company policy

• To give prompt & quick service

• To co-operative with customers

• To diversify the business allowed

• To create employment

Company Achievements

• The company started with a lorry & a today it has fleet of thousands of lorries.

• The turnover of the company is increasing year by year

• The co is recommended by the Indian bank association <mumbai

• Vijay Karnataka news paper another subsidiary of VRL is being awarded with “Audit

Bureau of Circulation” certification for highest circulation

• In addition to the road lines the vrl has sister concern like:

1. Vijayanand travels

2. Maruti parcel couriers

3. Anand printers & publishers now it has been sold to TOI

4. Anand printers & publishers fixed &recurring deposits schemes

5. Vijanand road lines fixed deposits schemes

6. Omkar mineral water

7. Textiles

8. The company has plane to come into aviation

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AWARDS

Looking into the massive growth the company the following instution has confessed to

managing director of the company

UDYOG RATANA:

In 1994 INSTITUTION OF ECONOMICS STUDIED, NEW DELHI has

conferred the MD of the company with “UDYOG RATANA”.

SARIGE RATNA

The Bangalore city lorry-transporting agent, association has conferred MD of the

company with sarige ratana inJune 28th 1998.

INTERNATIONAL BIOGRAPHICS CENTER:

The international biographical center has chosen company MD to include in the

Dictionary of “INTERNATIONAL BIOGRAPHICS”for hops contribution & monitories

Achievement in cargo transport couriers & tourism sector

QUALITY POLICY

“Vijayanand travels aspires to be the top passengers couriers by providing safe

Comfortable timely & courtiers service to its passengers at competetative prices which

Include service to interiors areas Vijayanand travels utilizes well maintained coaches to

Ensure punctuality & customers satisfaction

“ Towards this Vijayanand travels equip & empower its employee to fully understand &

Satisfy passenger needs & make them feel homely & comfortable”

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BUSINESS STRATEGY

The key elements of VRL business strategy are as follows:

• Consolidating its position in the south Indian market: -

The company already has the network of the branches in south India .The Company’s

focus has been inter –state (except in Karnataka). With increase in the Number of

branches in each of the south Indian states the company now plans to Expand the

interstate transportation in these southern states

• Increase its share from the North Indian Market: VRL hopes to increase its

• Takings from the Northern Market by establishing more officers in the key stat Like

rajasthan, Harayan etc

• Increase its thrust on marketing larger share from the co-operate market. The Company

is in the process of sharing up its marketing function by hiring senior Level people to

grow all its business (parcel, passenger & courier), with the Specific focus on co-

operate business & express cargo business.Share up its infrastructure through owned

yards one of the key strength of VRL, Its infrastructure in terms of yards all over the

country. These yards enables the Company to provides attractive service in the parcel

segments by ahhregating & Distributing goods through its “hubs & spoke”.

• Quality initiatives: -The company has established over the years effective processes to

support effective operation & internal controls .In its efforts to Improve the quality of

operation the company is currently undertaking an exercise

To get registered under the ISO certification.

IN HOUSE BODY BUILDING OF VEHICLE & OTHER ALLIED ACTIVITIES:

At the beginning the company was arranging the truck bodies built through others body

builder located at Namakkal & Mettupalayam etc, the company has since taken up with

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the body building activity of their vehicle with all modern facilities. This part of our

activities of their vehicle will all the heavily good vehicle & LCV’s purchased during

1996-97 are mounted with in-house body building with the view in the mind we have

been processing all the raw materials such as Aluminium sheet. Iron & Steel Brass etc,

required for the body building activities. There is a consideration saving by way of

excise duty & central tax by virtue of these body building activities taken up on own.

GARAGE OPERATION

The repairs & maintained of all the vehicles including buses are undertaken at the

centralized garage located at Varur, Hubli.The garage operations headed by Shri

L.Ramanand. Bhat, Director of the company .We are maintaining stock of all etc.

Required for the up keep of all the vehicle .The total stock of spar parts, type &others

where with all on any given date will be order of Rs 3.50 crore

The min recorder level depends upon the vehicle & availability of spare. This is

being maintained both at garage as well as the head office. The entire garage operation &

infrastructure controls has been computerized & the deficiency is to the extends of 95%.

VIJAYANAND TRAVELS

In transport industry both goods as well as passenger transport is important. After

successful running of goods transport & couriers business throughout India VRL

diversified their mission into the passenger transportation

It began with the fleet of only 8 buses in 1996 operating between Hubli, Bangalore &

slowly started with major cities like Mumbai.Pune, Mysore, Mangalore, Gadag, Hospet,

Bijapur, Kolapur, Udupi etc, At present the travels have more than 200buses operating in

all over India

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These are the types of buses

• 2+1 seaters

• 2+2 seaters

• Sleeper coach.

The section is fully computerized, the booking of tickets is done through computer &

accounts are maintained using Tally bar. Even through agents booking of tickets is done

where agents get the commission .The list preference is to provide customer service at all

times .The main motto is safe & quick satisfaction service to the customers.

The following are major points uniqueness of VRL service.

• Double drivers facilities provided for long routes to provide safety.

• Onward and return tiket.booking

• Lady passengers are provided special facilities such as seat companion of another lady

passenger or the seat kept unoccupied

• 24 hours customers complaints cell

• Halt for refreshment, lunch at hygiene hotels

• Check points to monitor vehicle movements

• Relief bus in case of emergency.

• Clock room facilities at selected branches

• Wide network of booking offices

• First to introduce hi –tech buses to remote areas

• Acknowledged market leader in the travel segment in Karnataka

• One of the latest growing travels organization

• Offers a wide network of routes & destination.

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ACCOUNTS DEPARTMENT

• One of the major departments in the company. It have 5000 employee in a/c dept only.

It is dept where financial activities will take place. It is fully computerized. Internet is

being used for daily recording calculation. There are two sections Manual section

• Compute section.

The a/c dept has got much specialization because the company is in its growth phase

BOOK MAINTAINED IN A/C DEPT ARE:

• Cash book

• Passing the journal entries & transferring the entries into ledger

• Bank reconciliation statement

• Accounts of agencies & branches

• Preparation of financial a/c

1. Drivers a/c: -This a/c include the amount given given to the drivers for their

expenses. This maintain in accordance with the trip sheet submitted by the

different dept it also include the basic salary paid HRA, DA, PF to delivers

2. Vehicle a/c: -Here the expenditure accrued on each vehicles calculated, the

cost benefit analysis is done to project the future potential of the vehicle.

3. Employee a/c: - it includes In a/c dept the waybill will play very important

role.This waybill is also called lorry receipt .There are 4 copies of waybill :

• White copy

• Pink copy

• Green copy

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• Yellow copy

White copy will be with drivers, pink with consigner, green with consigner & yellow is

for head office for reference

All branches have to send daily report to head officer in daily delivery stock summery

with the (gc) number. Head office will record all cash payments & cash receipts in daily

cash statement book, Now a days sales tax is also include in waybill sales tax will be

charged only the amount above 750at 2.25%.

COURIER DIVISION

In the year 1992, the company commenced its courier division .The turnover, as on

31-3-2005 is Rs 859.4 lakhs. Including express cargo service, efforts extend its service to

Northern, eastern, western & southern part of the country the VRL courier division

started A new service known as VRL express cargo, which meant is fast quick service

within 24 To 48 hoursThis VRL courier division covers nearly 138 stations in Karnataka

& it also covers 62 Station in northern & 29 station I south.There are two types of

courier:

1. Documentation

2. Non documentation

The rates for the documentation & non-documentation are fixed on the basis of grams &

station They are as follows

• Documentation: Upto 250 grams=Rs 10.00

Addition 250 +Rs 5.00=Rs 15.00.

• Non documentation :In 2kg =Rs 25.00

Addition per kg +Rs 10.00=Rs 35.00.

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• Incase of north & south the rates are as follows

North: Documents: upto 250 grams-Rs 35.00

Addition to 250 grams +Rs 20.00=Rs55.00

South: Documents: upto 250 grams-Rs 25.00

Addition to 250 grams +Rs 15.00=Rs40.00A courier service has agents

in Hubli, Tehe % of amount given to the agents are as follows:

20 % in Karnataka

10% in outside states

The total turnover of Vrl courier division will come up to 60 lakhs /month

This courier division consists of 3 copies of waybill a follows:

• Consignor’s copy: - a person who sends goods will handle this

• POD copy proof of delivery.

• H O copy: Head office copy, which will maintain by head office

VIJAYANAND ROADLINES PARCEL SERVICE

VRL is basically a parcel courier since inception. The company has surveyed the full

road market carrying leads from port to destination .The main godown & office are

suitable in Neeligan road

There are four sections:

• Booking section

• Loading section

• Unlading section

• Delivery section

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Booking section

In this section VRL plays role of mediators between consignor& consignee .The

freight charged depends upon weight of goods destination point. Delivery point, Delivery

condition etc. The turnover of this section is into Rs 14 to Rs 15 lakhs monthly

Booking point in Hubli is:

• Neeligen road

• Value

• Near old bus stand

• And others

Here the consignor or the sender of the goods, books or consignors, The goods to the

consignor or receipt

The Performa is as follows

For booking of goods

Preparation of forwarding note by consignor

Goods challen (gc) receipt is prepaid

Both the consignor & consignee copy is handled over to the consigned

Loading & trip sheet is prepaid

All the receipt, tripsheet of delivery copy’s branch copy is handled over to deliver

Departure date, time, drivers name, vehicle no is noted down in registration book at

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Booking point

Goods are sent to delivery point

Loading section

In this location the goods are actually loaded to the different destination. Hamals load

the trucks with goods in the supervision of a “loading clerks”. It also include loading

during transshipment (TPT)

This maintain basically 3 records:

Loading sheet

Loading bill

Trip sheet

Loading sheet

Vehicle no_ _ _ _ _ _ _

Tripsheet no_ _ _ _ _ _

TPT & Date_ _ _ _ _ _

Time _ _ _ _ _ _

Sl noNo of Serif no From To Date Contents Consignee

article

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Loading sheet is sent with driver to destination .It gives inflammation about goods sent

to the destination and to the consignees

Unloading section

In this section goods are unloaded after the arrival of trucks from the place of booking or

transshipment. It is done by hamals in the superior of “unloading clerks: & the goods are

collected at a particular place correctly

OK Unloading Reports

Branch _ _ _ _ _Date_ _ _ _ _

Vehicle no_ _ _ _ _From _ _ _ _ _ To_ _ _ _ _

Transshipment no _ _ _ _ _Date _ _ _ _ _

Arrival & time _ _ _ _ Loaded by _ _ _ _ _

No short No excess No damage

Delivery section

In this section goods are delivered, party goods are started in the godown & after

receiving relevant document goods are delivered to consignment not claimed by

consignee three notice on regular interval are sent on failure to take delivery of goods by

consignee the goods by consignee the goods are transferred to unclaimed goods gododw

& then sold in action with the notice to the consignee. The turnover of this section is up

to Rs10 to Rs 11 lakhs/per month

Door to door delivery by VRL :In this the Vrl itself takes risk to deliver the

goods at the door of the consigner

Customer taking goods on his or her own: In this consignee has to come down

to VRL godown % collect the consignment by himself.

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EMPOLYEE STRENGHT

With the manager employee strnght of five people at the inception, our present

workforce is 4000 consisting of dedicated people. We are proud to say that since 1976 in

a long span of 25years of organization history. There has not been a single instance of

labor unrest. This is due to the strong employer employee relationship and various

welfare measure adopted by the company such as provident found, gratuity scheme,

medical reimbursement, pension scheme, educational benefits maternity benefit etc

They have introduce various novel schemes like payment to drivers

based on mileage driven by them even the hamals and drivers of the organization are

extended the benefit of ESI/PF etc

A part from directed employment, we have introduce a self

employment scheme for local entrepreneurs by appointing them as agents of company

.we have found that in small places local people will be in a better position to cater to

customer without adding overheads to the company .it is estimated that at least 10000

people are benefited by way of direct / indirect employment from our Organisation

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ABOUT THE VRL GROUP

The vijayanand road lines ltd is established and owned by Vijay Sankeshwar in

early 1970. The company has registered under company act 1956 has with symbol of

service as VRL has build and maintained goodwill in the mind of public at large in the

country general and particularly in Karnataka. Vijay Karnataka kannada daily has also

filmier name along with its English counter parts i.e. “Vijay a times” in news paper

industry being published by Vijayanand printers ltd also registered under company acts

1956

Vijayanand printers ltd are the printers and publishers of Vijay Karnataka

‘kannada daily, Vijay times, Sunday Vijay times, engalish daily and weekly

respectively,’Vijay Karnataka ‘kannada daily is the largest selling news paper in the

country with largest readership as certified by the audit bureau of circulation and national

readership survey .the circulation being more than 500000 copies per day with more than

72lakhs readers reaching every book and corners of the state of Karnataka. The

achievement of largest circulation with largest leadership with 9 additions in the shortest

time about 5 years perhaps the first news paper to achieve the target in history of news

paper in the country.

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PERSONNEL DEPARTMENT

The company personnel department is maintained the policies and standreds.

It is a leading transport industry in India region has been effectively utilizing its human

resources has met the planned of company the personnel department of VRL is

concerned with solving the problems of employees and improving their relation with

manager, its functions are planning. Recruitment, selection etc

MANNPOWER PLANNING

It is the polices of the company to make all manpower allocation on the bases of

projections made through the approved annual manpower plan. The company believes

that ensuring optimum utilization of human resources can be achieved only by proper

planning considering the development activities

RECRUITMENT

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A process to discover the the sources of man power to meet the requirements of

the staffing schedule and employee effective majors for attracting that manpower in

adequate number to facilitate effective selection and efficient work force.

In this company personnel manager does recruitment. The company external

sources of recruitment is like giving advertisements in the news papers if the

requirements number of candidates for job is more that time it will go on internal

That is vacancy may be transfer, upgrading and even demotion.

SELECTION:: The management has to perform the function of selecting the right

employees at the right time .in this company the candidates are selected to the clerk or

assistants jobs they will be management posts these are selected by MD the candidates

lower level like hamal, watchman’s this are selected by manager

Personnel policy;

 Candidates should be graduates and have merit knowledge like

computer experience

 Job should to be given to the needs

WAGE AND SALARY ADMINISTRATION

Wage and salary administration essentitially the application of systematic approach

to the problem of ensuring that employee are paid in a logical equitable and fair manner

In the company provide to the salary to drivers on the basis of coverage of area .who

covers small distance their get fixed salary. Other employer on the basis of work. There

will get HRA, DA, PF & bonus, fringe benefit, esi etc

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EMPOLYEE AND EMPLOYER RELATIONSHIP

It is a process of an effective motivation of individuals in given situation in order to

achieve a balance of objectives which will yield grater human satisfaction and help

accomplished company goals

As we observed there is no trade union because of good relation between employee

and employer if any conflict they are solved by the management

Apart form direct employment their has introduced a self employment scheme for

local transports or agent of the company. It is estimated that more than 5000 people are

benefited by the way of direct or indirect employment in the organization

WELFARE AND SAFTY MEASURES

Welfare Measures

Canteen service:

The company maintains a full-fledged canteen to provide its employee. With

reasonable rate and healthy food snacks, while on duty subsidized rate. The facilities

opened on fixed timing on all working days

Medical Treatment/ Employees injury on duty;

The ESI scheme is applicable to those covered under ESI act

whose salary is below the 7500 their get ESI facility. The employee contribute 1.75 paise

for per hundred and management contribute to employee 4.75 paise foe per hundred total

ESI is 6.50

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If employee meet with any accident during working hours they provided first

aid treatment immediately and initial expenditure is borne by the company till he is

shifted to the ESI hospital.

If suppose employee death during working hours their depends (wife, children)

are get ESI benefit

The employee who are not covered under ESI scheme are given medical

treatment in case of accident at the company premises at the expenses of the company

Employee provident fund

Every parent employee shall be entitled &required to become members

of the fund

The contribution payable by the employee shall be at the rate of

percentage as applicable under provident fund act and same amount contribution by

management

PF department will pay the interest 9%per annum

This is useful after the service, after seven years service the amount

which is included his account .he/she utilize that amount different purpose like.

Company pays PF 50 lack per month to employee.

Marriage

Purchase of site, site should be clearly in the owners they have to submitted

document that should variety to submit.

Medical expense: In case of death nominee will get pension fund it benefited to

family.

Gratuity scheme:

All the permanent employee is covered under gratuity scheme.

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The employee is not contribute any amount the employer or management response

this scheme

Gratuity will admissible only after completion of qualifying service minimum five

year service.

Total number of years*salary/26 days*15

Telephone facility:

The telephone calls from employee’s relative shall not be entertained unless and it is

urgent call. The security department at main gate shall receive the call and note the name

of the person calling and the message will be communicated to the employee.

In case of urgent message i.e. accident reasons, death etc telephone operators/security

at the main gate shall note the details, name of the caller, name of the employee to

whom, time of receipt of call etc and inform to the employee concerned over phone

immediately

Uniforms: The Company provides two pairs of uniform and shoes to the entire garage

employee.

Staff buses:

The company has 35 staff buses, these helps to employee to saving time& money.

They divide according area or route wise for different places They have fixed time

according shift wise.

SWOT ANALYSES

S-STRENGTH

• There is study increase in the growth of their turnover

• They provide good service that leads to customer satisfaction

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• The company is recommended by Indian books association mambai

• The company is having wide network of branches spread all over Karnataka,

andhrapradesh, madyapradesh, maharastra&new Delhi

• VRL courier division covers 138 station in Karnataka & 62 stations in north station in

south rending better service

• They have entered into tourist transport operations

• The luxury bus service have been extended to bengalore, mumbai, bagalkot,

mangalore& rest other part of Karnataka

• They have their own in house body building of vehicles

• They have a new courier service called “CARGO EXPREES” which refers to the 24

hours of service.

• The entire garage operation & account as well as infrastructure control has been

computerized

• The efficiency is to extend of 95%

• The company did not under go any lockouts, strike etc

WEAKNESS

• The garage operation is centralized. The repairs& maintenance of the vehicle including

buses have come to virur.

• There is heavy work load

OPPORTUNITIES

• They Can extend their service to north& south station

• They can enter into hotel industry

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• They can enter into international courier& cargo express service

• They can tie up with the government transport agencies

THREADS

• Competition can into market for leadership.

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JOB SATISFACTION

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Job satisfaction
INTRODUCTION:

Several years ago the only compensation that most employees received from

their jobs was a pay cheques. As time passed this changed, as employees began to

demand and receive more from their jobs. Today’s employees are receiving a variety of

compensation, including health care, retirement, and numerous other benefits and

programmes. However, one thing that employee of two generation ago and today have in

common in them is that, their jobs constitute a major part of their lives, and are one of

the greater sources of personal pleaser and pain. While jobs can be satisfying in some

regards, with positive feeling of accomplishments and purpose, they can also be source

of negative feelings.

Definition

The term job satisfaction refers to ‘an individuals general attitude towards his

or her jobs. A person with a high level of job satisfaction holds positive attitude about the

jobs, while a person who is dissatisfaction with his or her jobs holds negative attitude

towards the jobs.

Job satisfaction consists of the feelings and attitude of a

person with respect to his or her job. All aspect of particular jobs, good or bad, positive

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or negative, is likely to contribute to the development of feeling of satisfaction (or

dissatisfaction).

FACTORS OF THE JOB SATISFACTION

There are different factors on which job satisfaction depends.

Important are as discussed here

• Personal factors

• Factors inherent in job

• Factors controlled by the management

Personal factors:

They include employee’s sex, education, age, marital status and their

personal characteristics, family background, socio-economic background and the like.

Factors inherent in job:

Instead of being guided by their co- worker and supervisions, the skilled

employees would rather like to be guided by their own inclination to choose jobs in

consideration of ‘what they have to do’. These factors included: the worker itself,

conditions, influence of internal and external environment on the job which are

uncontrolled by the management etc.

Factors inherent in job:

They include the nature of supervision, job security, kind of work group,

wage rate, promotional opportunities transfer policy, duration of work and sense of

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responsibilities. All these factors greatly influence the employees. Their presence in the

organization motivation the employee and provides a sense of jib satisfaction.

THE IMPORTANCE OF JOB SATISFACTION

When allowed to operate freely, job satisfaction can contribute substantially

to organizational effectiveness. It can contribute to productive output in the form of high

quantity and quality of product or services, as well as to organizational maintenance

objective as represented by low absenteeism and turnover. Yet in great many instances

aspect of the individual, the organization, or the environment constrain the satisfaction

productivity relationship to the point where its practical importance is minimal. A very

dissatisfied employee may work hard, produce, be present every day, and stay with the

company for many tears if there is no place else to go, the person desperately needs a

jobs and there is a real prospect of being fired should good performance not be

maintained.

Ultimately, stress may catch up with such a person and signs of poor

corporate citizenship may appear, but such denials of natural satisfaction-output patterns

cans maintain themselves for long periods. Hence job satisfaction may well be more

important to the individual than to the employing organization. In American society,

responsibility for attaining job satisfaction is usually assigned to the individual rather

Than to the organization. Individuals can change jobs, thereby obtaining more satisfying

work.

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Employees with higher job satisfaction:

Believe that the organization will be satisfying in the long run.

Care about the quality of their works are more committed to the organization

Have higher retention rates,

And are more productive

METHODOLOGY

INTRODUCTION:

The present study aims at assessing the level of satisfaction of

employee in a manufacturing industry. The study was conducted at VRL, in the main

branch.

Statement of the problem:

This particular topic is selected because Employee job satisfaction is a

very important element necessary for the smooth functioning of an organization.

Employee surveys provide a channel for employee to communicate their views on a wide

range of issues in total confidence. They help management to build up an accurate

picture of how employees perceive the organization and highlight the causes of

employee dissatisfaction.

Assessing the level of job satisfaction of the employee.

Management problem:

To know the job satisfaction level of employee. Management wants to build up an

accurate picture of how employees perceive the organization and highlight the causes of

employee dissatisfaction. They want to the opinion and suggestions of employee.

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Purpose of the study:

The study has been conducted for gaining practical knowledge about HR practices

SCOPE OF STUDY:

The scope of the project is to check the “ employees job satisfaction at VRL”. Which

was conducted at VRL a random sample was drawn from the employees of the main

branch of VRL. The sample consisted of employees from the level of trainees up to the

level of managers. The sample size was of 100 in number.

OBJECTIVE OF STUDY:

The study aims:

1. Assessing the level of job satisfaction at VRL

2. To bring out the opinion and suggestions of employee on the level of job satisfaction

and the ways of enhancing job satisfaction.

3. To identify the perceived importance of satisfaction factors and the issues causing

dissatisfaction.

4. To identify the satisfaction factors of employee by comparing their responses

RESEARCH DESIGN:

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Sample size: 100

Total employee: 6500

Sample unit: 5 departments

Method: random method, they have 5 department, 20 questions for each department

DATA COLLECTION:

To know the level of the job satisfaction at VRL, the following source of data was used.

 Primary source:

1. Questionnaire survey

2. Interaction with the employees

 Secondary data

Web site

Company documents

Company profile

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Analysis

Q 1:-The infrastructure provided to you at your workplace.

no of respondent %
Bad 0 0
poor 4 4
good 44 44
excellent 38 38
neither good nor bad 14 14

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the infrastructure provided to you at your work
place

50
45
no of respondent

40
35
30 no of respondent
25
20 %
15
10
5
0
Bad poor good excellent neither
good nor
bad

Most of employee i.e. 44% of them agrees that, they are satisfied with the infrastructure

provided by company. Where as 38% of them are agreeing excellent and 14% of them

are neither good nor bad their decision, the rest of them poor.

As the percentage of the poor level of the employee is very small, we can conclude that

the employee is satisfied with the existing infrastructure provided by company.

Q 2 Welfare Facilities provided Are Adequate & well maintained.

poor 10 10
unsatisfactory 8 8
neutral 16 16
satisfactory 55 55
excellent 11 11
poor 10 10

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welfare facilities provided are adequate and well
maintained

60
no of respondent

50
40
no of respondent
30
%
20
10
0
stronglyagree

disagree

neither agree
somewhat

somewhat

strongly

nor disagree
disagree
agree

Majority of the employee i.e. 55% of them agree that. They are somewhat agree with the

existing welfare facility. Where as 11% are strongly agree, 16% of them neither agree

nor disagree their decisions. The remaining 18% of them are disagree with the Welfare

Facilities & well maintained.. the policy.

As the percentage of the disagree level of employee is small when compared to

agree level. We can conclude that the employee are agree with the level of welfare

facility provided Are Adequate & well maintained.

Q 3: -How is the relationship between the employee and the management?

no of respondent %
poor 0 0
unsatisfactory 8 8
neutral 12 12
satisfactory 43 43
excellent 37 37
no of respondent %

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RELATION BETWEEN EMPLOYEE AND
MANAGEMEND
NO OF RESPONDENT

50
45
40
35
30 no of respondent
25
20 %
15
10
5
0
y
y
or

nt
l
ra

or
or

l le
po

ut

ct
ct

ce
ne

fa
fa

ex
t is
t is

sa
sa
un

Majority of the employee i.e. 43% of them agree that. They are satisfied with the

relationship between the employee and the management. Where as37% of them is fully

satisfied, 12% of them agree to be neutral at their decision. The remaining8% of them are

neutral dissatisfied with the existing relation.

As the percentage of the unsatisfactory level of the employee is less, we can

Conclude that the employee are satisfied with the existing relation with the

Management.

Q 4. How would you rate the interpersonal relationship between the employees?

No of respondent percentage(%)
poor 16 16
unsatisfactory 10 10
neutral 20 20

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satisfactory 34 34
excellent 20 20

INTERPERSONAL RELATION

20 16

poor
10 unsatisfactory
neutral
satisfactory
excellent
34 20

From the above diagram and table we can say that 34% of the employees have satisfied

about the interpersonal relationship between the employees.20percent of the employee

are fully satisfied and also neutral at their decision. 26% of them are not at all satisfied

existing relation.

As the percentage of the poor and unsatisfactory level of the employee is more, so we

can conclude that the interpersonal relationship between the employees is not good in the

organisation.

Q 5. Management handled grievances & complaints in the time & up to your satisfaction.

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no of respondent %
Strongly agree 61 61
Somewhat agree 20 20
Somewhat disagree 10 10
Strongly disagree 3 3
Neither agree nor
disagree 6 6

management handled grievance and complaints
in the time and up to your satisfaction

70
no of respondent

60
50
40 no of respondent
30 %
20
10
0
stronglyagree

disagree

neither agree
somewhat

somewhat

strongly

nor disagree
disagree
agree

Majority of the employee i.e. 61% of them strongly agree that. They are satisfied for

complaints and grievance handled by management. Still their not have any problem i.e.

Strike lockout etc. where as 28% of them are some what agree, 2% are some what

disagree of them 3% is strongly disagree for employee remaining about the management.

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As the percentage of the strongly disagree level of employee is less, we can conclude

that the employee are satisfied for Management handled grievances & complaints in the

time & up to your satisfaction

.

Q 6. How is the canteen facility provided in VRL?

No of respondent %
Poor 5 5
Unsatisfactory 8 8
Neutral 28 28
Satisfactory 43 43
Excellent 16 16

CANTEEN FACILITY PROVIDED IN VRL

50
NO OF RESPONDENT

45
40
35
30 no of respondent
25
20 %
15
10
5
0
y

y
or

nt
l
ra
or

or

le
po

ut
ct

ct

el
ne

fa
fa

c
ex
t is

t is
sa

sa
un

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Majority of employee i.e. 53% of them agree that, they are satisfied with canteen facility,

where as 16% of them are agree with excellent, 18% of them agree to be neutral at their

decision.

As the unsatisfactory level is 13%, hence we can conclude that the employee are satisfied

to the canteen facility provided by company.

Q 7. How do you rate transport facility provided by VRL

No of respondent %
Poor 0 0
Unsatisfactory 0 0
Neutral 14 14
Satisfactory 61 61
Excellent 25 25

how would you rate transportation facility
provided by VRL

70
no of respondent

60
50
40 no of respondent
30 %
20
10
0
y

y
or

nt
l
ra
or

or

le
po

ut
ct

ct

el
ne

fa
fa

c
ex
t is

t is
sa

sa
un

Majority of the employee i.e. 61% of them agree that. They are satisfied for transport

facility provided by company. Where as 25% of them are fully satisfied, 10% of them

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agree to be neutral at their decision. The remaining 4% of them are dissatisfied about the

transport facility.

As the percentage of the poor and unsatisfactory level of the employee is small, we can

conclude that the employees are satisfied for transport facility provided by company

Q 8. Job promotion in this organization is impartial.

no of respondent %
Neither agree nor
disagree 6 6

job promotion is in tthis organisation is impartial

60
no of respondent

50
40
no of respondent
30
20
10
0
stronglyagree

disagree

neither agree
somewhat
somewhat

strongly

nor disagree
disagree
agree

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Majority of the employee i.e. 54 % of them some what agree with the job promotion is in

this organisation is impartial. Where as 30% of strongly agree, 6% of them neither agree

nor disagree their decision.

As the percentage of the strongly disagree level of the employee is less when compared

to some what agree level, we can conclude that the employee are agree with the job

promotion is impartial.

Q9: - The fringe benefits given to employee are good in VRL.

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No of respondent
%

1. Strongly agree
16
16

2. Somewhat agree
58
58

3. Somewhat disagree
8
8

4. Strongly disagree
4
4

e) Neither agrees nor disagree
4
4

frienge benifit

70
60
no of respondent

50
40 no of respondent
30 %
20
10
0
stronglyagree

disagree

neither agree
somewhat

somewhat

strongly

nor disagree
disagree
agree

Majority of the employee i.e. 38% are some what agree. They are satisfied with the

fringe benefit.

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Where as 16% of them are strongly agree.

28% are some what disagree.

4% of them strongly disagree.

4% of them agree both.

As the percentage of the disagree level of employee is more than the agree level. We can

conclude the employee are not satisfied the fringe benefit.

Q 10.how would you rate the training process at VRL.

Neither agree nor
disagree 22 22

training program

45
40
no of respondent

35
30
25 No of respondent
20 Percentage (%)
15
10
5
0
or

y
y

nt
l
ra
or

or
Po

ll e
ut

ct
ct

ce
Ne

fa
fa

Ex
t is
t is
sa

Sa
Un

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Majority of the employee i.e. 39% of them agree.

Where as 28% of them are strongly agree.

22% of them neither agree nor disagree at their decision. The remaining of them

dissatisfaction.

As the percentage of the strongly disagree level of the employee and compared to the

agree level. We can conclude that the employees are somewhat satisfied

Q11. - I am satisfied with the scope provided in VRL for my bright future

no of respondent %
Extremely satisfaction 8 8
Somewhat satisfaction 51 51
Somewhat dissatisfaction 20 20
Extremely dissatisfaction 10 10
Neither satisfaction nor
dissatisfaction 11 11

extremely satisfaction

somewhat satisfaction

somewhat
dissatisfaction
extremely dissatisfaction

neither satisfaction nor
dissatisfaction

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Majority of the employee i.e. 51% are somewhat satisfaction.20%of them are somewhat

dissatisfaction.10% of Extremely dissatisfaction11% of them neither satisfaction nor

dissatisfaction.

We can conclude the employee is somewhat satisfied about the scope provided vrl.

Q12: - I am satisfied with Hubli unit as a place of work place

no of respondent %
Neither agree nor
disagree 12 12

i am satisfied with hubli unit as a place of work

50
45
no of respondent

40
35
30 no of respondent
25
20 %
15
10
5
0
stronglyagree

disagree

neither agree
somewhat

somewhat

strongly

nor disagree
disagree
agree

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Most of the employees that is 44% of them agree that work place .where as 40%of them

are strongly agree &12% of them are Neither agree nor disagree decision.The rest of

them are strongly disagree with the workplace.

As the % of strongly agree of the employee is very small,we can conclude that the

employee are agree with the condition of workplace.

Q13: - State the level of satisfaction towards the job security provided to you at VRL

Company.

no of respondent %
1. Completely satisfied 16 16
2. Satisfied 58 58
3. Neither satisfied nor
dissatisfied 8 8
4. Dissatisfied 5 5
5. Completely dissatisfied 3 3

job srcurity at VRL

70
NO OF RESPONDENT

60
50
40 no of respondent
30 %
20
10
0
satisfied nor

Dissatisfied
2. Satisfied

dissatisfied
Completely

Completely
dissatisfied
3. Neither
satisfied
1.

5.
4.

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Majority of the employee I:e ^4% of them agree that they are satisfied with the job

security provided to them, where as 18% of them are completely satisfied ,9% of them

agree to be .Neither satisfied nor dissatisfied .As the % of the dissatisfied level of

employees is small when compared to the satisfactory level, So we can conclude that the

employees are satisfied with the job security provided to them.

Q14: - My talent / Intelligent is encouraged by my supervisor.

No of respondent %
Neither agree nor
disagree 10 10

Talent/intelligence

70
60
50
40 No of respondent
30 %
20
10
0
agree nor
disagree
Somewhat
Somewhat
Strongly

Strongly

disagree
Neither
disagree
agree

agree

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Majority of the employee I: e 62% of them agrees with talent/intelligence. Where as 18%

of them are strongly agree, 10% of them. Neither agree nor disagree .The remaining 10%

are disagree about their encouragement provided by supervisor We can conclude that the

employee will agree for the usage of talent/intelligence is encouraged by supervisor

Q15; -How do you rate the level of salary with respect to your job experience?

No of respondent %
Poor 10 10
Unsatisfactory 8 8
Neutral 16 16
Satisfactory 55 55
Excellent 11 11

level of salary with job exeperience

60
no of respondent

50
40
No of respondent
30
%
20
10
0
or

y
y

l

nt
ra

or
or

l le
Po

ut

ct
ct

ce
Ne

fa
fa

Ex
t is
t is

Sa
sa
Un

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Majority of employee I:e 55% of the agree that, they are satisfied with the existing

pay .Where as 11% of them are fully satisfied ,16% of them agree to be neutral at their

decision .The remaining 18 % of them are dissatisfied.

We can conclude that when we see it looks more % of employee is dissatisfied with

salary provided by the organisation

Finding & suggestions

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Findings

• 54% of employees are satisfied with interpersonal relation and 46% are not satisfied.

• 57% of employees are satisfied with training provided by company and 43% are

Dissatisfied.

• New employees are not exposed to orientation program.

• 69% of employee are satisfied with canteen facility and suggested more improvement.

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• In the organization there is no facility for employee restroom or refresh.

Suggestions

The recommendation to improving the job satisfaction at VRL can be classified as

fallows.

 Training

 Salary

 Orientation program

 Others

Training program:

The training process at VRL is satisfactory to the employee. As shown in the finding,

that is 21& of them is dissatisfied with the tainting process. With the employee at lower

level and middle level they were of the opinion that, the training program are general in

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nature. So the employee at lower level and middle level need the training program that

enhances their technical skill.

Therefore. I recommend to the management to conduct the training programs, which

enhance knowledge and skill their job.

The interpersonal relationship is not satisfactory in VRL. As shown in the

findings, that 26% of them are not satisfied with the interpersonal relation, and also I find

that while interacting with the employees.

So I recommended to the management to conduct on interpersonal relationship and also

suggested that to give teamwork to the employees. It will help to the management to

improve the interpersonal relationship between the employees. Not only giving

teamwork but also they to conduct some get together party for twice in a year.

Salary:

In findings we can see 18% of the employees say that the salary provided them is very

poor. And 28% of them are neutral at their decision. When we see it looks a more % of

employee are dissatisfied with salary provided by the organisation. When I interacted

with the employee they felt that the salary provided by to them is less than when

compared to their workload.

Orientation program:

Whenever a new employee is recruited in the organisation he/she undergo an orientation

program for a one week. With this he/she need to understand the functioning of all

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departments. For this most of new employee expressed that, we don’t have the much

knowledge about working of other department.

So I recommended to the management to conduct orientation program it should contain

following aspects.

Objective of the organisation

Function of the entire department with the employees

Key area of his/ her job.

Others:

1. In the organisation there is no facility of sports. In particular there is no separate room

for sports and whenever he/she feels tired of work or whenever they are free from

work then they want to refresh themselves.

2. In the organisation there are no culture activities taking place. By the cultural activity

the employee can express his/her creativity and talent inside them.

So I recommended to the management to conclude some of the cultural

program.

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CONCLUSION

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Conclusion

According to our study employee are satisfied with their job (except training,

Interpersonal relation. Orientation, rest room) in Vijayanand road line ltd.

The employees’ job satisfaction level can be increased by improving

Interpersonal relations providing orientation and training programs and also by providing

Rest room facility.

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Appendix

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Questionnaire

1. Employee detail: -

2. Employee Name: -

3. Designation: -

4. Age group: 20-25 25-30 30-35 35-40

5. 40-45 45-50 50&above

6. Work Experience:

7. Department:

Q1: -The infrastructure provided to you at your workplace

1. Bad

2. Poor

3. Good

4. Excellent

5. Neither Good nor bad

Q2: -Welfare Facilities provided Are Adequate & well maintained.

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1. Strongly agree

2. Somewhat agree



5. Neither agree nor disagree

Q3:-How is the relationship between the employee and the management.

1. Poor

2. Un satisfactory

3. Neutral

4. Satisfactory

5. Excellent

Q4:-How would you rate the interpersonal relationship between the employee.

1. Poor

2. Un satisfactory

3. Neutral

4. Satisfactory

5. Excellent

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Q5: -. Management handled grievances & complaints in the time & up to your

satisfaction.

1. Strongly agree

2. Somewhat agree



5. Neither agree nor disagree

Q6:-.How is the canteen facility provided in VRL .

1. Poor

2. Un satisfactory

3. Neutral

4. Satisfactory

5. Excellent

Q7: -How do you rate transport facility provided by VRL.

1. Poor

2. Un satisfactory

3. Neutral

4. Satisfactory

5. Excellent

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