A Project Report on

Employee Satisfaction at Bosch Ltd.

Nashik Plant
At
Bosch Limited









Submitted by
Veeranna S. Chougale



Project Guide
Mrs. Sneha Oak.
ACKNOWLEDGEMENT

I would like to express our gratitude to the entire team of Bosch Ltd., Nashik.
Without their continuous support and guidance this project would not have reached its final
culmination.
To begin with, I would like to thank Mr. R. G. Mane (Deputy General Manager) for
providing us such a wonderful opportunity to do our summer internship project at Bosch Ltd.,
Nashik. He gave me the opportunity to explore many new aspects of the project and helped
us in attaining knowledge regarding various aspects which were totally unknown to me.
I would like to express our gratitude to Mr. B. G. Mujumdar (Deputy Manager) and
Mr. Jatin Suley (Deputy Manager) for providing us all the information, guidance, valuable
suggestions & encouragement which helped me to complete my project.
I express my sincere gratitude towards Mrs. Sneha Oak (Assistance Manager) who
helped and arranged all possible visits & training for us at Bosch and has been a great source
of information and being the main reason for this project success.
I also thank Mr. D. M. Watve for helping me to get the permission to carry out my
project in this reputed company.
It was a pleasure to be associated with Bosch Ltd., Nashik. The experience that we
have gained has a profound impact on us. I carry high regards for the complete team of
Bosch Limited, Nashik.











PREFACE

The summer training is an integral part of the MBA course. As a matter of fact every
management students, has to undergo practical training in an approved business
or organization, under the guidance of professional managers, as to become aware of the real
life, business situation and the environment. During the course of training, the trainees are
expected to use and apply their academic knowledge and again valuable insight into
corporate cultures with all its environment operational complexity the said training offers, a
valuable of the trainings to meet their academic knowledge with the real world situation. I
undertook my training in BOSCH Ltd, Company. During the training period as project
trainee, I visited the various departments of the organization. In this report I have put my best
efforts to compile the data, to the highest level of accuracy.

















Executive Summary

The aim of the study was to check the Employee satisfaction. The background study
was done with understanding of the theory. The questionnaire was designed and made
available to the HRL Department for its consent. The research includes project objectives.
The organization profile and Employee Satisfaction theory is discussed in brief.
After finalizing the questionnaire, the M&SS (Management & Supervisory Staff) were
informed through mails and the Associates were informed through the concerned Department
Heads. The design and purpose of the study was explained to them and the responses were
taken on the questionnaire. The data was collected and analyzed. The research includes
primary data collection with sample size of 343. Based on the analysis findings and
recommendations were given.

















CHAPTER-I
INTRODUCTION

Project Title:
Employee Satisfaction at Bosch Ltd. Nashik Plant.

I chose to do the project in Bosch Ltd. Nasik as it is a MNC with well-defined HR
department and HR system. I got the best industrial exposure in this company with all the
support of the management and other staff. This project was carried out to know the
Employees Satisfaction level at Bosch Ltd. Nashik. It is necessary and useful for further
improvement in satisfaction level of employees. My project would give some valuable inputs
to the organization for Employee needs if necessary.
I carried the project at Bosch Ltd. Nashik. The duration of my project was for two
months i.e. from 20
th
June 2013 to 18
th
August 2012.













Introduction of the Study

Employee satisfaction is the extent to which employees are happy or content with
their jobs and work environment.
Employee Satisfaction: Employee satisfaction is typically measured using an employee
satisfaction survey. These surveys address topics such as respect, compensation, workload,
perceptions of management, empowerment, teamwork, resources, etc. All of these are
important to companies who want to get the most out of their employees and reduce turnover.
Employee satisfaction survey:
Employee satisfaction is important for an organization to increase productivity,
enhance employee retention, improve teamwork and reduce turnover of employees.
Employee satisfaction survey helps to streamline the smooth working process within
the organization, they are more committed to organization, and they will care more
about their work quality.
Bosch mainly focuses on satisfaction level of their employees because the company
believes that satisfied employees are more productive. Bosch conducts two types of
survey:
1. Global Survey:
Global survey is carried out once in two years. This survey is conducted by an
external agency. Questionnaire for the survey is prepared in consensus with the
Management of Bosch.

2. Dipstick (internal) survey:
Bosch conducts the global survey after every two year. To bridge the gap of two
years, the Nashik Plant Management in 2009 decided to conduct an annual Internal
Satisfaction Survey. Also the dimensions covered in the Global survey are of
strategic nature and do not cover all the aspects required to capture the dimensions
which NaP perceives as important. Hence Nashik specific questions were added to
the questionnaire. And for this survey the questionnaire is designed by the Cross
functional team after getting the input from the forum, Department wise coordinators
are nominated for smooth functioning of the survey.
Objectives of the study:
1. To Study the procedure carried out by the Human Resource department in Bosch Ltd,
for evaluating the level of satisfaction among the associates and M&SS.
2. To collect feedback from the associates
3. To analyze and evaluate the data collected for its usage and further application for
Employee satisfaction.
4. To find out the loopholes and the area of improvement related to associates and
M&SS.
5. To learn various aspects of human relation and get first experience by directly
interacting with the associates.
6. To bring out impact of employee related activities on employee satisfaction.



















Scope of the Project:
The project was undertaken to study the employee satisfaction by obtaining
feedback. It will help the organization in evaluating the level of Satisfaction in the
organization. The project included (random selection of 15% employees of M&SS at all
levels and Associates from every department based on their grades.
Coverage:
Total no of employees covered: 343 Of which M&SS: 118 and Associates: 225
This research is done for evaluating among employees on various dimensions. This
survey was carried out to study opinion of employees on 24 dimensions. These dimensions
are based on Motivational factors and Satisfaction factors.

Motivational Factors Satisfaction Factors
Communication. Facilities and services.
Empowerment Health and safety conditions
Equal opportunity Job security
Leadership Working condition
Opportunity to learn & achieve Pay and benefits
Rewards and recognition Relationship
Company values Management of change
Training and development Organization role in the community & society
Career development Manager above my supervisor
Involvement Trust, dedication & commitment
Target setting and appraisal Quality & Customer
Vision, Policy and strategy Associate survey

Limitations of the study:
1. Due to improper communication employees do not understand the concept of survey
and hence dont give proper feedback.
2. Absenteeism & negligence during period of collecting feedback.
3. Proper feedback not possible due to lack of understanding of questions.
4. Questionnaire is lengthy.
5. Survey could not be conducted for all employees
6. Perception cannot be true north
7. Understanding of questions by employees
8. Perception can be different every time in every survey.






















Chapter II
Company overview

The Bosch Group is a leading global supplier of technology and services. In 2012, its
roughly 3,06,000 associates generated sales of 52.5 billion euros. Since the beginning of
2013, its operation has been divided into four business sectors: Automotive Technology,
Consumer goods, and Energy and Building Technology. The Bosch Group comprises Robert
Bosch GmbH and its roughly 360 subsidiaries and regional companies in some 50 countries.
If its sales and service partners are included, then Bosch is represented in roughly 150
countries. This worldwide development, manufacturing and sales network is the foundation
for further growth.

Bosch spent some 4.8 billion euros for research and development in 2012 and applied
nearly 4,800 patents worldwide. The Bosch Groups products and services are designed to
fascinate, and to improve the quality of life by providing solutions which are both innovative
and beneficial. In this way, the company offers technology worldwide that is invented for
life

The company was set up in Stuttgart in 1886 by Robert Bosch (1861-1942) as
Workshop for Precision Mechanics and Electrical Engineering. The special ownership
structure of Robert Bosch GmbH guarantees the entrepreneurial freedom of the Bosch Group,
making it possible for the company to plan over the long term and to undertake significant
upfront investments in the safeguarding of its future. 92% of the share capital of Robert
Bosch GmbH is held by Robert Bosch Stiftung GmbH, a charitable foundation. The majority
of voting rights are held by Robert Bosch Industrietreuhand KG, an industrial trust. The
entrepreneurial ownership functions are carried out by the trust. The remaining shares are
held by the Bosch family and by Robert Bosch GmbH.



Bosch in India

Bosch has been present in India for more than 80 years, first through a representative
office in Calcutta since 1922, and from 1951 through its subsidiary Bosch Limited.

The Bosch Group operates in India through six companies, viz, Bosch Limited, Bosch
Chassis Systems India Limited, Bosch Rexroth India Limited, Robert Engineering and
Business Solutions Limited, Bosch Automotive Electronics India Pvt. Ltd. and Bosch
Electrical Drives India Pvt. Ltd. Bosch Limited is the flagship company of the Bosch Group
of India.

The Robert Bosch Gmbh holds 71.18 percent stake in Bosch Limited. Headquartered
out of Bangalore, Bosch Limited has its manufacturing facilities in Bangalore, Nashik,
Naganathapura, Jaipur and Goa. These plants are TS 16949 and ISO14001 certified. With a
presence across automotive technology, industrial technology, consumer goods and energy
and building technology, the company has a headcount of over 11,000 associates. It
manufactures and trades products as diverse as diesel and gasoline fuel injection system,
automotive aftermarket products, auto electricals, and special purpose machines, packing
machines, electric power tools and security systems. In 2012 Bosch Limited touched a
turnover of Rs. 8400 Crores.

Apart from wide product portfolio, over the decade the company has also developed
excellent R&D facilities in the country resulting in a strong and loyal customer base. The
market leadership of Bosch Limited is a testimony to the high quality and technology of its
products. Over and above the strong presence in India Automotive service sector, Bosch in
India has a vast service network that spans across 1,000 towns and cities with over 2,500
service outlets. These service outlets ensure widespread availability of both products and
services. In addition to this, Bosch India also has a strong automotive training network that is
spread across 16 cities thereby offering parts, bytes, services and training all under one roof.


Bosch Automotive Technology
Automotive Technology is the largest Bosch business sector. In 2012, it generated 59
percent of total sales. Here, the company areas of business are injection technology for
internal combustion engines, alternative powertrain concepts, efficient and networked
powertrain peripherals and system for active and passive driving safety, assistance and
comfort functions, technology for user friendly infotainment as well as car-to-car and car2X
communication, and concepts, technology, nd service for the automotive aftermarket.
Automotive Technology:

Gasoline Systems
Diesel Systems
Chassis Systems Control
Electrical drives
Starter Motors and Generators
Car Multimedia
Automotive Electronics
Automotive Aftermarkets
Steering Systems
Bosch Industrial Technology
In 2012, Industrial Technology accounted for some 15% of total sales. Since 2013,
Industrial Technology has comprised two divisions: Drive and Control Technology, a
globally operating supplier for the mechanical engineering sector, with hydraulic components
for mobile machinery, drive and control solutions for industrial applications and components
and systems for wind turbines. The second division, packaging and process engineering
solutions, above all for the pharmaceuticals, cosmetics, food and confectionary industries.


Industrial Technology:
Drive and Control Technology
Packaging Technology

Bosch Consumer Goods

In 2012, the Consumer Goods and Building Technology business sector was
responsible for nearly 26 percentage of total sales. It was made up of the power tools,
Thermotechnology, and Security Systems division, as well as joint venture Bosch und
Siemens Hausgerate GmbH. Since the start of 2013, the consumer goods business sector has
comprised the activities of Power Tools and the 50% shares in the Bosch und Siemens
Hausgerate GmbH joint venture, which manufactures products for cooking, baking, cleaning
clothes and dishes, cooling and freezing.


Bosch Consumer Goods:
Power Tools
Household Appliances

Bosch Energy and Building Technology

Effective 2013, Bosch has a new, fourth business sector: Energy and Building
Technology. It includes the Thermotechnology division, a manufacturer of resources-
conserving heating products and hot-water solution, the Security System Division, a provider
of Security Technology as well as Communication-center and other services for companies,
and Solar Energy, a provider of photo voltaics solutions. As an energy services provider for
commercial customers, subsidiary Bosch Energy and Building Solutions GmbH develops
integrated solutions that are eco-friendly, energy efficient, and economical.

Energy and Building Technology:
Thermotechnology
Security Systems
Solar Energy



Company History
Year Event
1861 Robert Bosch is born in Albeck near Ulm on September 23.
1897 First Successful installation of the Bosch low-voltage magneto-ignition
system with Bosch spark plugs.
1898 First Bosch sales office outside Germany opened in the United Kingdom.
1905 First Bosch manufacturing site outside Germany opened in Paris.
1921 The first Bosch Service repair shop is opened in Hamburg.
1932 First power drill and Bosch hammer
1940 Opening of the Robert Bosch Hospital
1951 Start of production for Gasoline injection system for passenger cars
1963 Acquisition of Erich Wetzel Verpackungsmaschinen GmbH, entry into
packaging technology.
1974 Launch of the 3S program- Safe, Clean, economical- for product
development.
1978 Start of series production for ABS, the electronically controlled antilock
braking system.
1989 TravelPilot IDS, first independent vehicle navigation system in Europe.
1997 Start of series production for the common-rail high pressure diesel injection
system.
2005 Start of production of the night vision driver assistance system.
2010 Full parallel hybrid powertrain for passenger cars goes into series production.
2012 Bosch announces majority stake in a joint venture with the Chinese
manufacturer Polaris, thus entering the e-scooter market.




Plant Locations in India:

Bangalore Plant:
It manufactures and trades products as diverse as diesel and gasoline fuel injection
systems, automotive aftermarket products, auto electricals, special purpose machines,
packaging machines, electric power tools and security systems. In 2011, Bosch Limited
touched a turnover of Rs. 8017 crores.
Naganathapura Plant:
Naganathapura Plant was established in the year 1989. Among the other Bosch
Limited Plants in India, Naganathapura Plant is the 3rd Bosch Plant. The major products
being manufactured in Naganathapura Plant are Spark Plugs, Starter Motors, Alternators,
Generators and some products of Gasoline Systems.
Jaipur Plant:
Jaipur Plant is the fourth location of Bosch Ltd. In India, commissioned in 1999 with
a state of the art manufacturing facility to produce FIP's. A TS16949 and ISO 14001 certified
company. It is a technological oasis in the developing state of Rajasthan. Jaipur Plant is the
lead plant for VE pump. A young team of enthusiastic & dedicated professionals work single-
mindedly to make BOSCH, Jaipur world class
Nashik Plant:
The Nashik Plant has achieved the highest production levels in Common Rail
Injectors (CRI) by crossing a milestone of 2.5 million production mark. The plant produced
50 million DSLA Nozzles. In the conventional products, the plant faced sharp fall in demand
due to general sluggishness in the market. To reduce the adverse impact of underutilization of
capacities, the plant strongly focused on cost reduction measures. Though the plant went
through a tough time, it saw the year 2012 as an opportunity to closely review all the
processes and improve in all areas to prepre for the future to meet the market demand. The
plant invested 3,600 million INR for building a new production hangar.
ORGANIZATION PROFILE

Name of the Organization: BOSCH Ltd.

Year of Establishment: 1951 in India

Address: Post Box No.64
75/MIDC Estate, Satpur,
Trimbak Road, Nashik: 422007

Telephone No: (0253) 2350342-45

Fax No: (0253) 2294 999

Website: www.boschindia.com

Product of the Company: Manufacturing of Nozzles and Nozzle
Holders at Nasik Plant

Areas of Marketing: Within India and Outside the India

Achievement: ISO certified, Best Innovation Award for
Safety, Health and Environment (SHE)
Initiative in 2006




Vision, Mission and Values
Vision:

We are the most preferred partner to our customers based on our reliability and
leadership in technology and quality.
We focus on our core competencies and continues improvement for sustained and
profitable growth
We involve, empower and motivate our people to shape our future together.
We along with our business partners are cost competitive through lean and effective
process.
We commit ourselves towards environment protection & social responsibility.
Mission:

Leadership in production and logistics of cost effective diesel injectors through
innovative solutions and best in class quality.
Values:

Future and result focus-
In order to ensure dynamic development of our company and to guarantee long-term
corporate success, we participate in shaping the changes in markets and technologies. By
doing so, we provide our customers with innovative solutions and our associates with
attractive jobs. We act result focused in order to secure growth and financial independence.
With the dividends generated, the Robert BOSCH foundation supports charitable activities.

Responsibility-
We accept that our actions must accord with the interests of society. Above all else,
we place our products and services in the interests of the safety of people, economic use of
recourses, and environmental sustainability.

Initiative and Determination-
We act on our own initiative, with an entrepreneurial but accountable spirit, and demonstrate
determination in pursuing our goals.

Openness and Trust-
We inform our associates, business partners, and investors in a timely and open
fashion of important developments within our company. This is the best for a trustful
relationship.


Reliability, Credibility and Legality-
We promise only what we can deliver, accept agreements as building, and respect and
observe the blow in all our business transactions.

Fairness-
We view mutual fairness as a condition of our corporate success when dealing with
each other and with our business partners.

Cultural Diversity-
We are aware of our companys regional and cultural origins and at the same time regard
diversity as an asset, as well as a precondition of our global success.






Customers of Bosch:
BOSCH has a large customer base. The products of BOSCH are not only used
in India but also are exported and used by many world renowned automobile
manufacturing companies.
Customers outside India:

Peugeot Nissan
Hatz IVECO
FIAT Mercedes Benz
Renault BMW
Lombardi USA Inc. Daimler Chrysler
General Motors Volkswagen

Customers in India:

Ashok Leyland Ford Tempo
BEML Cummins India Ltd.
Swaraj Mazda VST Tillers tractors Ltd.
Ford KAMCO Diesel Engines
Simpsons Co. Ltd. Kirloskar
L & T John Deer
Ford Eicher Escorts Ltd.





Organizational Chart



PM : Plant Manager PT : Technical Plant Manager
PC : Corporate Plant Manager MFN : Manufacturing Nozzle
MFH : Conventional Injectors MHS : Heat & Surface Treatment
MFN1 : Conventional Nozzles TEF : Technical Functions
QMM : Quality Management MFC : Common Rail Injectors
HSE : Health Safety department MFN2 : Manufacturing of DSLA
CLP : Customer Logistic & Planning HRL : Human Resource Location
CFA : Controlling Finance Accounting PUI : Indirect Purchase
Human Resource Department























HRL : Human Resource Location
BVC : Bosch Vocational Centre
PRS : Protection and Security
PA : Personal Assistant
MED : Medical



PRS
MED
BVC
HRL 3
HRL 2
HRL 1
NAP
HRL
HRL-PA
HRL 33
HRL 31
HRL
Responsible for Personnel Management and Industrial Relations, Welfare
Administrations, Training Development, Canteen, Medical and Security Services ,
Recruitment and Performance Management, CSR, Career Planning, Succession Planning, HR
Policy, New HR Initiatives, In-house Magazine, All HR activities in respect of M&SS.
HRL1:
Responsible for IR, Negotiation with Union, Total Administration of Canteen
Services, Promotion and Up-gradation, Absenteeism, Grievance Handling, Development of
Manpower, Strict Monitoring and Control of Hospitalization Schemes, Co-ordination and
Awareness of House of Orientation, Competence Management, Lessoning with Government,
DBE Range coordinator, HR cost, Performance Assessment and Administration.
HRL2:
Recruitment of Group 4 and Above, Salary fitment, Introduction of new entrants,
Monthly manpower report, Payroll and HRIS updating, CSR, Employee counseling, M&SS
retirement formalities, New HR initiatives, Deputation.

HRL3:
Training and Development, Audit co-ordination, Training programmed, Faculty
selection, Educational expenses, Management development program, MIS on training and
development, Employee Satisfaction Associate Survey, Competence management,
Recruitment of graduate apprentice and vocational, Summer project trainee.
BVC:
It deals with Administration of Vocational Center, Apprenticeship Training, Industry
and Institute Interaction.
PRS:
It is responsible for Security function, Vigilance, Contract Security, Lessoning with
Government.
MED:
This department is Responsible for overall medical facility.
Corporate Social Responsibility:
Taking the lead in the community development
Society is one of Boschs key stakeholders and many campaigns and projects have
been driven with this thought. Projects at the Plants are driven primarily through vocational
training, environment, health and hygiene as well as community development. Bosch Limited
conducts several programs on a regular basis as part of CSR.

At the Bangalore Plant, the Children Healthcare Development Program screens
around 2,000 children from 18 schools varying from the age of six to 16 for medical ailments.
Internally too, the Plant often conducts health camps such as cardiac and orthopedic check-
ups for associates and their family members. Around 1,200 people, including associates and
family members, have benefitted from such health camps. An ambulance was also donated to
the Department of Factories on National Safety Day in 2012 to provide emergency assistance
for industrial accident cases in industrial layouts in Bangalore. This ambulance is specially
used by the Employee State Insurance Department.

The Nashik Plant conducts several projects such as the malnutrition diet program,
dental hygiene camps for children, and blood donation camps for kids affected by
thalassemia. Every year, a general health camp is conducted in villages with specialist
doctors from Nashik participating in this camp. In 2012, around 387 patients benefited from
this program.

Jaipur has often been in the news for poor water quality. Its citizens have suffered from
unavailability of drinking water. Residents of Jaipur have also complained of high fluoride
content in water, which can affect the teeth and bones. Bosch set up a Reverse Osmosis Plant
in the Government Industrial Training Institute now adopted by the Jaipur Plant - and
another one at Goner village. The Reverse Osmosis Plant provides safe drinking water to
around 820 families in and around the village, apart from 150 students, including staff at the
Industrial Training Institute.

Last year, the Naganathapura Plant also conducted a special program around
Parappana Agrahara and Naganathapura villages. The idea was to plant as many saplings as
possible so that they will grow into lush green trees. So Associates at the Plant took the area
by storm, planting over 1,000 saplings for a month. This was just Boschs way of spreading
the green message.
Sales Offices:
Ahmadabad. Bangalore.
Chandigarh. Chennai.
Guwahati. Indore.
Jaipur. Kochi.
Kolkata. Lucknow.
Mumbai. New Delhi.
Patna. Raipur.
Ranchi. Secunderabad.
Regional Offices:
Agra.
Chennai.
Jamshedpur.
New Delhi.
Pune.
Rajkot.

List of competitors:
Auto Line Industry Ltd.
Banco Products (India) Ltd.
Federal- Mogul Goetze (India) Ltd.
Ip Rings Ltd.
Kar Mobiles Ltd.




CHAPTER-III
RESEARCH METHODOLOGY

1. Research:
Research Methodology is a search for knowledge. Research is an art of scientific
investigation. It is movement from the known to the unknown. Research is a voyage of
discovery. It is a scientific & systematic search for pertinent information on a specific topic.
It is an organized enquiry. It clarifies doubtful facts. Research is an original contribution to
the existing stock of knowledge making for its advancement. It is the pursuit of truth with
help of study, observation, comparison & experiment. In short research is nothing but the
search for knowledge through objectives. It is a systematic method of finding solution to a
problem.

Definition:-
A Careful investigation or inquiry especially through search for new facts in any
branch of knowledge. - Advance Learners Dictionary of Current English (Oxford).

Importance of Research:-
1. Control:
Research helps to delineate causal relationship & enables better. Control over events
e.g. general law of meteorology enabling prediction of cyclones & consequent prevention
measures.
2. Purposive Planning:
Research aids in purposive planning at the national development. It throws up facts &
relevant data to support informed decision-making. It enables testing of alternative
approaches to an issue of interest.

3. Verifiable & Sound Theories:-
Research establishes generalization & laws & theory contributes to Building of
verifiable & sound theories. E.g. laws of demand, Newtons law of gravity, Theories of
motivation, various principle of management etc. These help in making reliable predictions
under similar conditions.
4. Clarifies Theory:-
Research initiates formulates, deflects & clarifies theory.

5. Better Understanding:-
Research able us to have a better understanding or our world
6. Develop:-
Research helps to develops new tools, theories & concept to better comprehend
hitherto unknown aspects of life &the physical world.

Type of Research:
1. Descriptive Research
Descriptive research includes surveys & fact-finding enquiry of different kinds. In this
method researcher has no control over the variables. He too can only report what has
happened & what is happening. In social research it is called as Ex-post facto research.

2. Analytical Research
In these research facts, information used to make critical evaluation. In analytical
research detailed analysis of facts is given.
3. Applied Research
It is also called as action research. It aims at finding a solution for an immediate
problems facing by the society, business or an organization etc.
4. Fundamental Research
This is a basic or pure research. It is a concerned with generalizations & with the
formulation of theory. Gathering knowledge for Knowledge Sake is called as basic
research.

5. Qualitative Research
This research is concerned with qualitative phenomenon such as quality or kind. This
research aims at discovering the underlying motives & desires. This research is important in
behavioural science.
6. Quantitative Research
This research is based on the measurement of quantity or amount.
7. Conceptual Research
Conceptual research is related to some abstract ideas or theory. This research is
mostly used by philosophers, thinkers to develop new concepts.
12. Field Research
It is a research that is carried in actual domain of problem i.e. instead of working in
labs the researcher will actually work in live or real situation.
16. Decision Oriented Research
This research is always made for decision maker. It based on scientific approach.
17. Conclusion Oriented Research
In this research researcher is free to pick up a problems redesign the enquiry as he
proceed & prepare to conceptualized as he wishes.

Collection of Data:-
Collection of data is the preliminary step in the inquiry. After the information is
collected, it must be analyzed properly to bring out the important feature of the data
according to certain common features. This leads to classification, tabulation & graphical
presentation.
Need for Collection:-
Utmost care must be taken while collecting data because data constitute the
foundation on which the superstructure of statistical analysis is built. The results obtained
from the analysis are properly decisions are taken. Hence if the data is inaccurate &
inadequate the whole analysis may be faulty & the decisions taken misleading. To avoid this
data must be collected accurately.
Depending on the source, statistical data are classified under two categories.

1. Primary Data
2. Secondary Data






Primary Data:-
Primary data are obtained by a study specifically designed to fulfill the data needs of
the problems at hand. Such data are original in character & are generated in large numbers of
surveys conducted mostly by government & also by some individuals, institutions & research
bodies. For e.g. data obtained in a population census by the office of the register general &
census commissioner, Minister of Home Affairs, are primary data.

Primary data is the information collected during the course of an experiment during
experimental research. It can also be obtained through observation or through direct
communication, with the person associated with the selected subject, by performing surveys
or descriptive research. There are several methods of collecting primary data. These are as
follow.
1. Observation Method
2. Interview Method
3. Questionnaire Method
4. Other Method:
Warranty cards, distributor audits, pantry audits, consumer panels, using mechanical devices,
through projective techniques, depth interviews & content analysis, their surveys, E-mail
Internet survey.

Secondary Data:
Secondary data is one, which is already available and passed the statistical process.
Secondary data provides the starting point for research and offer advantage of low cost and
ready availability. In this project the secondary data was used in the form of data presentation
of questionnaire.

Sources of secondary data are company internal records, magazines, annual reports, internet
search and Etc.

CHAPTER-IV
Review of Literature
Meaning & concept of employee satisfaction:
Satisfaction
The fulfillment of a desire, need, or want.

Employee satisfaction surveys provide the information needed to improve levels of
productivity, job satisfaction, and loyalty. Organizations can identify the root causes of job
issues and create solutions for improvements with an accurate perspective of employee
views.

Discover what motivates people, what drives loyalty, and what genuinely makes and
keeps your employees happy. Satisfaction levels increase when employees know that their
issues are being addressed. There is a direct link between employee job satisfaction and
financial results. The happier your employees are the more motivated and committed they
will be to your organizations success
Process of Survey


Definition of Employee Satisfaction
Employee satisfaction is the terminology used to describe whether employees are
happy and contented and fulfilling their desires and needs at work. Many measures purport
that employee satisfaction is a factor in employee motivation, employee goal achievement,
and positive employee morale in the workplace.
Meaning of Employee Satisfaction
Surveying employee satisfaction and commitment provides an opportunity for the
company to reveal its employees real needs, which is a material element of business
efficiency. The purpose of the survey is to explore and understand the factors and fields that
affect employee satisfaction, and what all or a group of employees are dissatisfied with
despite considering it important for their activities. Another goal of the survey is to compare
the extent of satisfaction across organizational units.
Customized solutions offered to employees on their real problems are attached particular
significance for all employees. In the course of our analysis, we provide our clients with an
accurate, detailed and comprehensive view of the current situation; at the same time, it is not
only the present that is addressed, but also future tendencies are outlined, as well as the key
areas of intervention identified. The company management is provided information on
employees judgment of their workplace, on the timescale they reckon with the company and
extent they feel motivated.
For our surveys, we use a customized questionnaire, which facilitates surveying the
employees real satisfaction areas attached high importance and low. In the survey, these
are the factors represented that affect satisfaction most. Areas with bad or deteriorating
results can be paid particular attention in strategic planning.
The survey reveals the positive tendencies seen in the field of employee satisfaction and
commitment, and the inhibiting factors regarding the whole company various employee
groups.

On surveying employee satisfaction, the following aspects are examined:
The relationship of employees to the company (commitment, loyalty)
Factors that affect performance (working environment, motivation)

Process that affect company operations (coordination, decision making, flow of
information) the survey is anonymous, which ensures that employees names are not revealed
and also provides an opportunity to publish individual opinions. Employees evaluate the
various areas on a scale of satisfaction. They assess each question in terms of importance &
their satisfaction.

The result of employee satisfaction are of key importance to senior management &
the HR management ,as these level of management have an influence on the resources that
effect satisfaction, is addition to managing have an influence on the resources that effect
satisfaction in ,addition to managing such resources and operating any related process and
systems.




CHAPTER-V
Data Presentation, Analysis &
Interpretation.
15% Sample size is considered for the survey from the total population. Sample size is
equally considered from the different departments to get the accurate results. The people who
had attended the Bosch Internal Survey 2011 were not considered for this time.
Total Number of Associates : 1500
Total Number of M&SS : 550
Number of People Considered for Survey
Associates: 235
M&SS: 118
Questionnaire:
For associates, the questionnaire has 66 questions. These questions are divided into 24
Dimensions. Each question is rated on the scale of 5 as follows:-
1. Strongly agree
2. Agree
3. Neutral
4. Disagree
5. Totally Disagree
Questionnaire for associates is in the regional language i.e Marathi.

For M&SS, the questionnaire has 69 questions. These questions are divided into 24
Dimensions. Each question is rated on the scale of 5 as following ;-
1. Strongly agree
2. Agree
3. Neutral
4. Disagree
5. Totally Disagree

Observations:

This graph shows the comparison of current years Employee Satisfaction Result with
the last 2 years Employee Satisfaction Result. In this graph we can see that most of the
dimensions are in positive trend. The dimensions like job security, career development and
pay & benefits showing the decreasing trend.





Observations:
In this graph we can see the Associates and the M&SS staffs contribution to the
Survey Results. The Associates shows the 73% of the satisfaction whereas M&SS staff shows
72% of satisfaction.





Observations:
The above graph shows the percentage level of Communication in the different
departments. It has been observed that the employee satisfaction level of this dimension is
increased to 73% from 72% in 2012 and 2011.






Observations:
Empowerment comes into phase when employees are been given authority to work,
responsibilities. Employees are also provided certain training programs, which may help
them to grow within the organization.
The above graph shows the percentage level of Empowerment in the different
departments. It has been observed that the employees satisfaction level of this dimension is
increased to 72% from 70% and 69% in 2012 and 2011 respectively.






Observations:
In order to have better working conditions, all the employees are been given equal
opportunities to perform and develop their skills which helps the organization to achieve their
motives.

The above graph shows the percentage level of Equal Opportunity in the different
departments. It has been observed that the employees satisfaction level of this dimension is
74% from 73% in 2012 and 2011.






Observations:
Bosch as an organization pays great deal of attention towards leadership qualities and
leadership skills. Company conducts various leadership trainings and assessments.

The above graph shows the percentage level of Leadership in the different
departments. The Employees Satisfaction level of this dimension is 70 % which was 69%
and 67% in the year 2012 and 2011 respectively.


Observations:
Bosch runs many programs which helps its employees to grow in the organization.
Bosch has various education reimbursement schemes for the employees. Different training
programs are carried out for better opportunity to learn and achieve their goals.
The above graph shows the percentage level of Opportunity to Learn & Achieve in
the different departments. Opportunity to Learn and Achieve dimension has been increased
by 2% from 2012 and 4% from 2011 ESS results. It has increased to 72% in the current year.
It was 70% and 68% in the 2012 and 2011 respectively.




Observations:
The reasons for improving level of satisfaction are Rewards for best performing team
or individuals. Bosch conducts rewards such as service and attendance which helps to boost
the employee morale and level of satisfaction.

The above graph shows the percentage level of Rewards and Recognition in the
different departments. It has been observed that the employees satisfaction level of this
dimension is 78% which was 66% and 67% in the 2012 and 2011 respectively.





Observations:
Bosch values are lived within the organization creating awareness and maintaining the
level of importance amongst the employees and the targets are achieved up to the mark.
The above graph shows the percentage level of Company Values in the different
departments. It has been observed that the employees satisfaction level of this dimension is
73% which was 72% and 70% in the 2012 and 2011 respectively.





Observations:
Training and development has been playing a very important role in organizations
development and increase the level of standard. Bosch conducts various training programs
using standard training programs. Management here spends huge attention towards the
employee development.
The above graph shows the percentage level of Training and Development in the
different departments. The Training and Development shows the constant trend to 70% which
was same in 2012. In the year 2011 it was 69%



Observations:
It has been observed that Bosch being one of the most facilities providing
organization. The employees at Bosch are happy with the Facilities and Services provided by
the company.
The above graph shows the different departments contributing to the Facilities and
Services dimension in Employee Satisfaction Survey. It has been observed a great increase in
the satisfaction level of the employees in this dimension. It has increased by 5% at 67%,
which was 63% and 66% in 2012 and 2011 respectively.




Observations:
Bosch being an automobile organization pays great deal of attention towards welfare
facilities for the employees. Health and safety conditions are to be one of the core aspects of
organizations working environment.
The above graph shows the percentage level of Health and Safety in the different
departments. It has been observed that the employees satisfaction level of this dimension is
79% which was 75% and 73% in 2012 and 2011 respectively.


Observations:
It has been observed that due to the slowdown in the market, employees are not
affirmed on their current jobs. Same has been found with the Bosch employees. As there
were a couple of layoffs and situations where the plant had to be kept shut for a couple of
days. This has brought up a negative effect on employee feedback
The above graph shows the percentage level of Job Security in the different
departments. It has been observed that the employees satisfaction level of this dimension is
71% which was 73% and 75% in 2012 and 2011 respectively.


Observations:
Bosch has been one of the best known organizations for its working environment,
safety and Maintenance. The same has been found while conducting the survey.
The above graph shows the percentage level of Working Environment in the different
departments. This dimension shows the positive trend. In the current year Employee
Satisfaction Survey result it is 74% which was 73% and 72% in the year 2012 and 2011
respectively.


Observations:
Bosch as a company motivates all its employees with different training programs such
as FMDP, MDP. Bosch also encourages all its employees for going for higher education.
However employees are not that satisfied with this dimension.

The above graph shows the percentage level of Career Development in the different
departments. The above graph shows the negative trend in the Career Development
Dimension. It is decreased to 65% by 4%. It was 69% and 67% in 2012 and 2011
respectively.




Observations:
Bosch always takes an improvement initiative for employee involvement like
Suggestion schemes, welfare activities, idea board etc. by which employee feels that their
opinion is taken into consideration by the organization.
The above graph shows the increasing percentage level of involvement in the current
year. It has been observed that the employees satisfaction level of this dimension is 73% and
target is of 75%


Observations:
At Bosch each Job is entitled with the clear Job Description and Job Specification.
The Employees have clear picture of their work. This helps the employees in smooth
functioning of their tasks and Activities.
The above graph shows the percentage level of Task and Activities in the different
departments. It shows the constant trend. In the current year it is at 76% which was same in
the year 2012. It was 77% in the year 2011.


Observations:
There is a structured process of communication of Bosch Values, Strategies and
policy deployment. Various sign boards of Vision, Mission policies are displayed in company
premises to make employees aware of them.
The above graph shows the percentage level of Task and Activities in the different
departments. This dimension has increased to 72% which was 70% in 2012 and 76% in 2011.


Observations:
Bosch has been one of the most efficient paying organizations in the global market.
Wage Settlement for Blue collared employees is done once in four years. In 2011 the
organization has introduced the Performance related pay to employees at all levels of
Managerial Staff. This has brought up a great level of motivation amongst employees.

The above graph shows the percentage level of Task and Activities in the different
departments. The Pay and Benefits shows the declining trend in the current year. It is at 62%
which was 63% in 2012 and 60% in 2011.



Observations:
Every department in Bosch plant has to follow a united strategy in order to have
smooth functioning. Departmental cooperation and collaboration is necessary for formation
of different teams. Various trainings programs are conducted in order to have better relations
amongst the employees.
The above graph shows the percentage level of Task and Activities in the different
departments. There has been an excellent increase by 7% in the Relationship dimension. It
reached at 80% which was 73% in 2012 and 72% in 2011.



Observations:
Bosch supports and comes up with timely changes and takes initiatives like BPS
(Bosch production system), CIP (Continues improvement programmed). TPM (Total
Productive Management).
The above graph shows the percentage level of Task and Activities in the different
departments. Management Change dimension has increased by 2% to 70%. It was 68% in
2012 and 71% in 2011.


Observations:
Bosch takes various initiatives to contribute towards the same. Some of them are
adoption of a village for development, tree plantations, use of recycled of water, blood
donations and activities conducted in Nashik Run.
The above graph shows the percentage level of Task and Activities in the different
departments. The Organization Role in the Community and Society has improved by 5%. It
has reached to 76% which was 71% in 2012 and same in 2011.


Observations:
Bosch main motto is to provide best and cost competitive products to its customers.
Bosch takes extra care of its products before reaching to the final consumer.
The above graph shows the percentage level of Task and Activities in the different
departments. The Quality and Customer dimension has increased by 1% to 78% which was
77% in 2012.


Observations:
The Employees were questioned about the manager above their direct supervisors.
This dimension was added from the 2012 Employee Satisfaction Survey.
The above graph shows the percentage level of Task and Activities in the different
departments. This dimension is showing a positive trend. It is at 74% which was 72% in
2012.


Observations:
The trust level of employees has been of a great value in Bosch. Employees are
dedicated and committed to their work and collogue as united team.
The above graph shows the percentage level of Task and Activities in the different
departments. This dimension has been constant with the last year Employee Satisfaction
Results. This dimension is at 82 which was same in 2012.


Observations:
Dipstick survey is carried out in Bosch since the year 2009, however in order to
have efficiency check, carefully analyze and implement changes if necessary for any further
improvement this dimension was of a need to be included in this standard procedure.
The above graph shows the percentage level of Task and Activities in the different
departments. This dimension is increased to 71% which was 70% in 2012.



Observations:
The above graph shows the employees from different Age Segments which
contributes to the overall Employee Satisfaction Results. The Age Group of 36-45 shows the
highest Satisfaction level of 75%. The Age Group of 26-35 shows the lowest Satisfaction of
69%.



Observations:
The above graph shows the different Age Segments of Associates who contributes to
the overall Employee Satisfaction Results. The Age Group of 21-25 shows the highest
Satisfaction level of 82%. The Age Group of 26-35 shows the lowest Satisfaction of 69%.





Observations:
The above graph shows the different Age Segments of M&SS who contributes to the
overall Employee Satisfaction Results. The Age Group of 36-45 shows the highest
Satisfaction level of 81%. The Age Group of 26-35 shows the lowest Satisfaction of 68.4%.





Observations:
The above graph shows the employees from different Service Segments which
contributes to the overall Employee Satisfaction Results. The Service Group of 11-15 shows
the highest Satisfaction level of 76%. The Service Group of 3-5 shows the lowest Satisfaction
of 71.5%.




Observations:
The above graph shows the different Service Segments of Associates who contributes
to the overall Employee Satisfaction Results. The Age Group of <3 shows the highest
Satisfaction level of 80%. The Age Group of 16-25 shows the lowest Satisfaction of 71%.




Observations:
The above graph shows the different Service Segments of M&SS who contributes to
the overall Employee Satisfaction Results. The Service Group of 11-15 shows the highest
Satisfaction level of 81%. The Age Group of 6-10 shows the lowest Satisfaction of 68%.





Observations:
The above graph shows the Gender Segments of Employees who contributes to the
overall Employee Satisfaction Results. The Male Employees show 73% Satisfaction whereas
Female Employees show 65% of Satisfaction.






Chapter VI
Conclusion
Nashik Plant is very effective & satisfactory at followings dimensions.

Opportunity to learn and achieve opportunities for employee to learn and grow within the
organization.

Rewards and Recognition- By giving the rewards to the best performer is also one part of
motivation which has given to the employee.

Training and Development- It plays a vital role in the organization. Bosch conducts various
training programs for its employee and has a focused approach towards the development of
employees.

Relationship- As there is good relationship between the all level of organization, and
Departmental cooperation and collaboration is also good.

The following dimensions are at lower satisfaction level:
Equal Opportunity.

Facility and services- Employees are not satisfied with the facilities and services provided to
them.

Job security- Due to business downturn, production facilities were closed for a few days. This
has brought up a negative effect on employee feedback.

Pay and Benefits- Wage Settlement for Blue collared employees is done once in four years
through structured wage settlement. Continuous efforts are taken by the organization for
improving pay and benefits which has reflected a positive trend in the past four years.
However, the set target has not been achieved.
Manager above my Supervisor- The cohesive working of the immediate Supervisor and his
Supervisor shows a positive trend

Trust, Dedication & Commitment- This dimension indicates a positive trend

Associate Survey- The identification of areas for improvement and the visibility of the
improvements.








































Chapter VI
Suggestions & Recommendations

The satisfaction level of employees of Bosch NaP indicates a positive trend. But to sustain
and improve the satisfaction level, it is necessary to take precautionary actions. Some general
suggestions are as follows.
1. The management of Bosch NaP should communicate the results of survey with
employees and have to describe how they acted to improve satisfaction level of
employees.
2. Management should formally respond to the issues raised in surveys even if the demands
of employees are not to be met.
3. Regular interaction between superiors and colleagues about their working style,
achievements and development scope should be conducted. This will enable a bond of
trust amongst employees and management and ensure efficient engagement of employees
with their work.
4. As per company policy there are 50% women criteria so there should be sufficient
number of restrooms for the women.
5. Suggestion box can be keep at canteen where employees can directly give their
suggestions about food, hygiene, timings etc.
6. Kaizen Box should be kept in every department for people to share their thoughts for
implementation of good ideas.


.






Chapter VII
Abbreviations
PM :- Plant Manager
PT :- Technical Plant Manager
M & SS :- Managerial and Superintendent Staff
MFN :- Manufacturing Nozzle
QMM :- Quality Management
CFA :- Controlling Finance Accounting
PRS :- Protection and Security
HSE :- Health, Safety & Environment
SAP :- System Application and Products
TEF :- Technical Functions
PUQ :- Purchase Quality
CIP :- Continuous Improvement Program
BPS :- Bosch Production System
DBE :- Diesel Business Excellence
HRL :- Human Resource Location
PUR :- Purchase Department
ISY :- Information System
SAF :- Safety Department
BVC :- Bosch Vocational Center








Chapter VIII
Bibliography

1. Websites:
www.google.com

www.bosch.com
2. Book
Research Methodology
Author- S. R. Kothari.

3. Company magazines and newspapers:
Bosch Ltd. Profile.
Sa.Na.Vi.Vi.
Previous survey report.
Bosch Journal.