UNIVERSITY OF MUMBAI

NCRDS

STERLING COLLEGE OF ARTS, COMMERCE & SCIENCE

NERUL, NAVI MUMAI

COLLEGE CODE: 0552

PROJECT REPORT ON
A COMPARATIVE STUDY ON EMPLOYEE BENEFITS IN DEALERS OF
MARUTI SUZUKI AND VOLKSWAGEN

SUBMITTED BY
ISMAT ZEHRA MURTUZA KHATAU
EXAM SEAT NO: 1324468

PROJECT GUIDEANCE
DR. SUMATI GOPAL
IN PARTIAL FULFILLMENT FOR THE COURSE OF
BACHELOR OF MANAGEMENT STUDIES (B.M.S)
T.Y.B.M.S (SEMESTER V)
ACADEMIC YEAR 2016 - 2017

DECLARATION

I ISMAT ZEHRA MURTUZA KHATAU OF NCRDS STERLING COLLEGE OF

ARTS, COMMERCE & SCIENCE, studying in B.M.S (Semester V) hereby declare that I
have complete this project report on A COMPARATIVE STUDY ON EMPLOYEE
BENEFITS IN DEALERS OF MARUTI SUZUKI AND VOLKSWAGEN.
And has not been submitted to any other University of Institute for the award of any
degree, diploma etc. The information is submitted by me is true and original to the best of my
knowledge.

Date: ____________

______________________

Place: Nerul Navi Mumbai

(ISMAT ZEHRA MURTUZA KHATAU)

National Centre for Rural Developments

Sterling College of Arts, Commerce &

Science
Affiliated to University of Mumbai & Approved by Govt. of Maharashtra

CERTIFICATE
This is to certify that Ms. ISMAT ZEHRA MURTUZA KHATAU of
Bachelor of Management Studies has undertaken and completed the project
work titled A COMPARATIVE STUDY ON EMPLOYEE BENEFITS IN DEALERS OF
MARUTI SUZUKI AND VOLKSWAGEN during the academic year 2015 2016

under the guidance of DR. SUMATI GOPAL submitted on ____________ to this

college in fulfillment of the curriculum Of Bachelor of Management Studies
University of Mumbai.
This is a bonafide project work and the information presented is true and
original to the best of our knowledge and belief.

PROJECT GUIDE

COURSE CO-ORDINATOR

(____________________)

(_________________________)

PRINCIPAL

EXTERNAL GUIDE

(________________)

(_______________)

Plot No. 43, Sector - 19, D.G. WalsePatil Marg, Nerul (E), Navi Mumbai 400 706,
Maharashtra Tel. No. 022-27705535, 022-27708059, website : sterlingcollege.edu.in

ACKNOWLEDGEMENT
I would like to extend my sincere gratitude to all those people who helped me in
the successful completion of my project entitled " A COMPARATIVE STUDY
ON EMPLOYEE BENEFITS IN DEALERS OF MARUTI SUZUKI AND
VOLKSWAGEN ". First and foremost I wish to take this opportunity to express
my deep sense of gratitude to Dr. SUMATHI GOPAL for her valuable
guidance in this endeavour. She has been a constant source of inspiration and I
sincerely thank her for her suggestions and help to prepare this project.
I am grateful to our coordinator and head of department for giving me valuable
information regarding project.
I would also like to express my gratitude to all the authors of the books,
newspaper articles and magazines articles, which I have referred to collect
information regarding my project.

Executive Summary
In this project we are trying to find the benefits given in Dealership company of Maruti
Suzuki and Volkswagen to employees we are also trying to study the various monetary and
non monetary benefits followed by Maruti Suzuki and Volkswagen. In our study we had
followed different method to find and analyze the data we are using primary data as well as
secondary data. We had used the questionnaire method to study the provision of benefits to
employees.
The Volkswagen
The Volkswagen plant in Chakan occupies a total area of over 2.3 million square metres (575
acres), with buildings covering about 1,15,000 square metres. A workforce of over 3,500
people was engaged in building it during its peak construction stages. The plant has a
production capacity of 130,000 vehicles a year, which in capacity was maximised in 2011.
The construction of the plant commenced in 2007.The Honourable Governor of
Maharashtra, His Excellency Shri. S. C. Jamir and Prof. Dr. Jochem Heizmann, officially
inaugurated the new plant on March 31, 2009, in the presence of nearly 500 international
guests
The Pune plant is one of the most modern in the Volkswagen Group. It has a high level of
vertical integration and a large share of local suppliers. The facility is the only production
plant operated by a German automaker in India that covers the entire production process,
from press shop through body shop and paint shop to final assembly. The facility uses
futuristically designed state-of-the-art equipment.
The Volkswagen plant can now be toured in person all year long. People can experience
German engineering and witness its state-of-the-art facilities first-hand. If you wish to view
the Volkswagen assembly line in person.

Maruti Suzuki
Maruti Suzuki is a joint venture between Maruti Udyog Ltd and Suzuki. Arguably, it is one of
the biggest and also most successful car manufactures in India. Maruti Suzuki offers a wide
range of cars from small segment to the SUVs. Maruti Suzuki currently holds approximately
55% of the entire car market in India.
Following is a marketing plan for Maruti Suzuki Sx4 targeted towards family users who want
'a value for money' car. By the below given plan I expect to increase the sales of the Maruti
Suzuki Sx4 in Mumbai (India) by 11% by December 2010.
The company currently spends 9% of its budget on marketing and promotional activities i.e.
44,00,000/- INR all across India (data acquired from the annual report). Out of which
8,00,000/- INR is the budget for Mumbai.
Therefore Maruti Suzuki needs to be monitoring it activities regularly, in monthly bases, so
that the company has time to rectify any activity which is not gaining the adequate response.
5

INDEX
CHAPTER
NO
1

CHAPTER NAME
Introduction to the project and company profile
1.1 Introduction to project
1.2 Company Profile
1.2.1. Maruti Suzuki [S.K.Wheels Pvt ltd]
1.2.2. Volkswagen [Autobahn Automobile Pvt ltd]
Introduction to employee benefits and Compensation
Management.
2.1 Conceptual Framework of employee benefits
2.2 Compensation Management
2.2.1 Financial Compensation
2.2.2 Non Financial Compensation
2.3 Consequences of Ineffective Compensation
2.4 Consequences of Pay Dissatisfaction
2.5 Compensation sub-systems of the reward system
2.6 Non Compensation sub-systems of reward systems
Objectives,Scope,Limitations,Literature Review, Hypothesis
3.1 Objectives of the Study
3.2 Scope of the study
3.3 Limitations of the study
3.4 Literature Review
3.5 Hypothesis
Research Methodology and Data Collection
4.1 Research Methodology
4.1.1 Definition of Research
4.1.2 Research Design
4.1.3 Descriptive Research
4.1.4 Sample Size
4.2 Data Collection
4.2.1 Primary Source of Data Collection
4.2.1.1 Research Instrument
4.2.1.1.1 Questionnaire
4.2.1.1.2 Questionnaire Schedule
Primary Data Collection and Analysis
5.1 Section I
5.1.1 Department of Operation
5.1.2 Designation of Employees
5.1.3 Age Groups of Employees
5.1.4 Length of service
5.1.5 Referral to friends
5.1.6 Satisfaction level with current position in company
6

PAGE
NUMBER
1-5

6-12

13-18

19-20

2127
(Section I)

7
8

5.1.7 Family Satisfaction

5.1.8 Non Monetary Benefits
5.1.9 Monetary Benefits
5.1.10 Structured leaves
5.1.11 Day care facilities
5.1.12 Provision of loans
5.1.13 Provision of leaves
5.1.14 Membership of Trade unions
5.2 Section II
5.2.1 Skills and Abilities
5.2.2 Career Path
5.2.3 Involvement in decision making process
5.2.4 Return on efforts
5.2.5 Valued by Supervisor
5.2.6 Maintaining Informal Relations
5.2.7 Suggestion and Leadership
5.2.8 Communicating Opportunity
5.2.9 Availability of resources
5.2.10 Satisfaction with Salary
5.2.11 Satisfaction with Retirement plan
5.2.12 Satisfaction with monetary benefits
5.2.13 Satisfaction with Structured leaves provided
5.2.14 Provision of Training and Education Opportunities
Findings ,Conclusion, Recommendations, Suggestions
6.1 Conclusion of the project
6.2 Results and Findings
6.3 Recommendations for both the companies
6.4 Suggestions for further Research
Annexure
7.1 Questionnaire used for survey
Bibliography
8.1 From Books
8.2 From Websites

28-51
(Section II)

52-57

58-62
63

CHAPTER ONE: INTRODUCTION OF THE PROJECT AND COMPANY

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

1.2 COMPANY PROFILE

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

Maruti made the Balenos case even stronger with very competitive pricing. With the Baleno,
Maruti has become the manufacturer who offers the most features in a segment and also shows
the companys commitment to safety. The Baleno offers ABS and airbags as standard no matter
the trim or engine. Thats a huge step and something other manufacturers need to follow suit
with.

The 2016 CNBC TV18 OVERDRIVE Awards were judged by a panel of experts on a range of
criteria (read more about our judging methodology here including how well they suit the role,
value for the money they demand and also how involving they are to drive. No matter the
category, we at OVERDRIVE value driver/rider involvement. A vehicle has to put a smile on its
pilots face, no matter the power or price and thats definitely one of the criteria in our judging
process.

1.2.1 Volkswagen
Volkswagen India Pvt Ltd is a division of the Volkswagen Group India, founded in 2007.
Volkswagen India operates a manufacturing plant in Chakan, Maharashtra which is capable of
producing 200,000 vehicles per annum. Along with the manufacturing of Volkswagen Polo and
Volkswagen Vento and the newly launched Volkswagen Ameo, the plant is also shared by Skoda
Auto India Private Limited for manufacturing the Skoda Rapid.
Volkswagen has an engine assembly facility (an extension to the previously mentioned plant)
built in 2015 at a cost of 240 core (710 million Euro). The plant reportedly holds production
capacity of about 98,000 engines annually. Volkswagen India Private Limiteds prime focus is to
manufacture quality products at its Chakan Plant. It sells its products to a group company viz.
Volkswagen Group Sales India Pvt. Ltd., which is based out of Mumbai. Volkswagen Group
Sales India Pvt. Ltd. has a large dealer network in India for sale of products manufactured by
Volkswagen India Pvt. Ltd. Volkswagen India has 119 showrooms and 113 service centers across
101 cities.
Headquartered in Pune, Maharashtra, the Volkswagen Group in India is represented by five
brands: SKODA, Volkswagen, Audi, Porsche and Lamborghini. The Indian journey began with
the launch of SKODA in 2001. Audi and Volkswagen entered in 2007, while Lamborghini and
Porsche were introduced in 2012. Today, the Group upholds its mantle of superior engineering,
with plants in Pune and Aurangabad working seamlessly to manufacture the world's most loved
cars.
The Volkswagen Group India is a part of Volkswagen AG, which is globally represented by 12
brands from 7 European countries. 11 automotive brands: Volkswagen Passenger Cars, Audi,
Bentley, Bugatti, Lamborghini, Porsche, Scania, SEAT, SKODA, Volkswagen Commercial
Vehicles (Volkswagen Nutzfahrzeuge) and MAN; and 1 motorcycle brand: Ducati. An
impressive line-up that prides itself as much in its quality of engineering, as in its depth of
innovation.
From low-consumption small cars to luxury class vehicles, each car is convincingly worthy of its
place on the road. Even in the commercial vehicle sector - where products range from pick-ups
to buses and heavy trucks - the Group's cars successfully partner businesses and are known to far
exceed the industry standard. This benchmark, that is truly gold standard, has helmed the group
4

in its operations across 100 production plants around the world. More than 500,000 employees
are involved in vehicle-manufacturing services and their related processes. Together, they
produce about 30,000 vehicles each working day.

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

CHAPTER TWO: INTRODUCTION TO EMPLOYEE BENEFITS AND

COMPENSATION MANAGEMENT
2.1 Conceptual Framework of Employee Benefits

2.2 COMPENSATION MANAGEMENT

According to Richard l. Henderson,
Compensation management is the process by which the authority of the organization provides
some financial and non-financial benefits to the employees for their contribution
Recognition of Employees contribution means-

2.2.1 Financial compensation:

The organization provides the financial facilities to the employees for doing their job in the
organization. Financial compensation includes the followings:

Salary.

Wages.

Incentives.

Fringe benefits.

Dearness allowance, Medical allowance, House rent allowance.

Gratuity.

Retirement benefits.

2.2.2 Non-financial compensation:

Besides financial compensation, the organization also provides non-financial compensation to
the employees for attracting and performing their jobs in the organization. Non-financial
compensation includes the following:

Dignity.

Recognition.

Working condition.

Social status.

Achievement.

2.3 Consequences of Ineffective compensation:

A compensation consequences of ineffective compensation system, may be termed as overcompensation and under- compensation
When the employees are paid more than what they really deserve, the system is called overcompensation and when the employees are paid less than they really deserve, the system is
called under-compensation.
Over-compensation and Under-compensation are both harmful to the enterprise and employees
alike. The effects of over and under-compensation on employees and the enterprise are stated
below:

Effects of over-compensation

Effects of under-compensation

Demoralizing effects on other

Loss of initiative.

employees.

Lack of Motivation.

Over enthusiasm.

Feeling of insecurity.

Loss of initiative.

Feeling of anxiety.

Feeling guilt.

Decline in the quality of work life.

Feeling of discomfort.

Pay dissatisfaction.

Lower performance.

High turnover.

Not cost effective.

High absenteeism.

Loss of competitiveness of the firm.

Low Performance.

2.4 Consequences of pay Dissatisfaction:

When employees are not satisfied with the compensation package, pay dissatisfaction arises. The
pay dissatisfaction has manifold effects on employees. The desire for more pay may lower
performance, increase grievances, cause stress, compel employees to search for new jobs
resulting in loss of time and so on. These are stated below:

Desire for more pay:

Performance.

Strikes.

Grievances.

Search for higher paying jobs:

Absenteeism.

Turnover.

Low performance.

Pay dissatisfaction:

Job dissatisfaction.

Turnover.

Absenteeism.

Psychological withdrawal.

Poor mental health.

2.5 Compensation sub-systems of the reward system:

People obtain compensation rewards that provide money to purchase a wide variety of goods
and services to receive in kind payments of goods and services that would have required the
expenditure of money.

There are eight compensation dimensions. These are as follows:

1. Pay for work and performance:

Base pay.
Base pay add-ons.

2. Pay for time not worked:

Holidays.
Vacations.
Election official.
10

Witness in court.
Maternity leave.
Paternity leave.
Blood donation etc.

3. Disability income continuation:

Short term disability.

Long term disability.

4. Loss of job income continuation:

Unemployment insurance.
Guaranteed annual income.
Job contract.
Unemployment benefits.

5. Deferred income:

Social security.
Pensions plans.
Savings and thrift plans.

6. Spouse income continuation:

Pensions plans.
Life insurance.
Group life insurance.
Total and permanent disability.

7. Health, Accident, Liability protection:

Medical, Hospital and surgical insurance,

Social security.
Health maintenance organization. (HMO).

8. Income Equivalent payment:

Child care.
Certain tax benefits.
11

2.6

Club membership.
Giving of gift.
Subsidized food service etc.

Non-Compensation sub-systems of the reward system:

The other major part of the reward system consists of non-compensation rewards. These rewards
are much more difficult to classify and their components far more complex than is the case of
compensation rewards. Non-compensation rewards are all the situation related rewards not
included in the compensation package.

Enhance dignity & satisfaction from worked performed.

Enhance psychological, Health, Intellectual growth, and emotional maturity.

Promote constructive social relationship with co-workers.

Design job that requires adequate attention and effort.

Allocate sufficient resources to perform work assignments.

Grant sufficient control over the job to meet personal demands.

Offer supportive leadership & management.

CHAPTER THREE: OBJECTIVES,SCOPE,LIMITATION,LITERATURE

REVIEW,HYPOTHESIS.
3.1 Objectives of the Study

12

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

13

3.2 Scope of the study

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

14

3.3 Limitations of the study

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

15

3.4 Literature Review

1) Burton T Beam and John J McFadden (2001) said that:
The best way to define exactly what is meant by employee benefits includes , The narrowest
definition of the term includes only employer provided benefits for death, accident ,sickness,
retirement ,or unemployment. Even with this approach, there is disagreement on whether the
definition should include those benefits that are financed by employer contributions but provided
under social insurance programs, such as workers compensation insurance, unemployment
insurance, Social security, and Medicare. On the other hand the broadcast definition of employee
benefits includes all benefits and services other than wages for time worked, that are provided to
employees in whole or in part by their employers.{1}
2) Shanthi Naresh, India Business Leader - Talent Consulting and Information Solutions,
Mercer(2016), said:
"Work-life balance has emerged over the years as an important aspect of the employee value
proposition. Given the demographic profile of Indian employees, and the increased focus on
women in the workforce, leave and particularly the different types of parental leave have become
key to the rewards policies of organizations."{2}
3)According to Schultz Duane ,Employee Benefits In India (2010)
Employee benefits or perquisites are now an integral part of compensation packages offered by
companies these days. The type and extent of perquisites given by Indian organisations are
determined by the relevant laws, location- specific practices or requirements and tax laws
.Providing welfare benefits like child care in the form of a crche for children, health facilities
for workmen or social security benefits like Provident Fund and Gratuity have been set by the
law.Many Indian Companies use benefits like loans, housing, transportation, and schooling as
factors to make employment attractive.{3}
4) Measuring benet offerings ,by Boudreau and Ramstad, Dencker et al (2007)
Consistent with arguments of Boudreau and Ramstad (2007), Dencker et al. (2007) argued that
market segmentation of employees (and offering market segments different benets) may
16

strengthen the benet return-on-investment. Such return-on-investment may be achieved by

either varying benet offerings by employee segments (which may present legal issues) or giving
employees the choice among an array of benet.{4}
5) Actuarial- vs. perceived-level of benets by Micelli and lane (1991).
Research has demonstrated that actuarial and perceived levels of benets have differential
impacts on benets satisfaction. For example, Williams (1995) tested a model of benet
satisfaction antecedents developed by Micelli and Lane (1991). She found that employees'
perceived level of benets was more highly associated with benet satisfaction than the true
actuarial-value level of benets provided. Moreover, she found no support for a positive
relationship between perceived level and actuarial-value level, which provides a hint about a
potential root cause of the benet-satisfaction paradox. Williams also identied a set of
individual- difference factors including negative affectivity and the perceived-level of previous
benets among others that moderated relationships between both actuarial-value level and
perceived-level, and actuarial-value level and benet satisfaction.

Source:
{1}Employee Benefits By Burton T. Beam, John J. McFadden.
{2}The Times of India, India among top 10 countries with highest percentage of
companies providing paternity, adoption leave above statutory requirement: Mercer
report. by Shanthi Naresh, India Business Leader - Talent Consulting and Information
Solutions, Mercer.
{3}Psychology and Work Today by Schultz Duane.
{4}Measuring Employee benefits by Boudreau and Ramstad, Dencker et al. (2007)
{5} Actuarial- vs. perceived-level of benefits by Micelli and Lane (1991)

17

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

18

CHAPTER FOUR: RESEARCH METHODOLOGY AND DATA COLLECTION.

4.1 RESEARCH METHODOLOGY
4.1.1 Definition of Research
The manipulation of things, concepts or symbols for the purpose of generalizing to extend,
correct or verity knowledge, whether that knowledge aids in construction of theory or in
the practice of an art. -D.Slesinger and M.Stephenson
4.1.2 RESEARCH DESIGN:
A research design is the arrangement of conditions for collection and analysis of data in a manner
that aims to combine relevance to the research purpose with economy in procedure. Regarding
this project, descriptive research design concern with describing the perception of each
individuals or narrating facts on welfare measures and diagnostic design helps in determine the
frequency with which something occurs or its associated with something else. These two
research design help in understand the characteristic in a given situation. Think systematically
about aspects in given situation, offers idea for probe and research help to make certain simple
decision.
4.1.3 DESCRIPTIVE RESEARCH
In this research it deals with descriptive research type. It includes surveys and fact-finding
enquiries of different kinds. The major purpose of descriptive research is description of the state
of affairs as it exists at present.
4.1.4 SAMPLE SIZE:
The total sample size of 110has been taken for this study. Both male and female employees have
been interviewed.

4.2 DATA COLLECTION METHOD

4.2.1 Primary Source of Data
Primary data is known as the data collected from the first time through field survey. Such data
are collected with specific set of objectives to assess the current status of any variable studied.
19

4.2.1.1 RESEARCH INSTRUMENT:

In this project, the data were collected through structured questionnaire.
4.2.1.1.1 QUESTIONNAIRE
A questionnaire is a schedule consisting of a number of coherent and formulated series of
question related to the various aspects of the under study. In this method a pre printed list of
question arranged in sequence is used to elicit response from the important.
Types of questions
The following are the types of questions, which are used in research. They are:
a) Open ended questionnaire:
An open-ended question gives the respondents complete freedom to decide the form length and
detail of the form.
b) Close ended questionnaire:
The close-ended question is of two types they are as follows
i.

Dichotomous question: This type has only two answers in the form of YES or NO, TRUE

ii.

or FALSE etc
Multiple choice question: In this case the respondents are offered two or more choices
and the respondent have to indicate which is applicable in the following cases.

4.2.1.1.2 QUESTIONNAIRE SCHEDULE:

Questions are framed in such a way that the answers reflect the ideas and thoughts of the
respondents with regard to level of satisfaction of various factors of employee satisfaction. The
questionnaire has total 25 questions and like scaling techniques has been used for most of the
questions.
5. Strongly agree
4. Agree
3. Neutral
2. Disagree
1. Strongly disagree

20

CHAPTER FIVE:PRIMARY DATA COLLECTION AND ANALYSIS

5.1 SECTION I
5.1.1 Q1} Categorization of Employees on the basis of the departments of functioning

Maruti Suzuki

Volkswagen

Department of Operation
Department of Operation
Sales

10%

Finance

HR

Sales

7%

HR

Finance

11%
25%
64%
83%

Inference:
The above graph sought to determine the department of operation of the employees in both
Volkswagen and Maruti Suzuki. Among which Maruti Suzuki and Volkswagen have found that
the number of employees working in the sales department is more contributing about 83% in
Maruti Suzuki and 64% in Volkswagen respectively. Whereas least number of employees is
found in HR department of about 7% in Maruti Suzuki and about 11% in Finance department of
Volkswagen company .

21

5.1.2 Q2} Categorization of Employees on the basis of their position

Maruti Suzuki

Designation of Employees
10

22

M
an
ag
er

Re
la
tio
ns
hi
p

M
an
ag
er
s

2
2
Designation of Employees

Sa
le
s

Ex
ec
ut
iv
e

Te
ch
ni
ci
an

Volkswagen

Designation of Employees
Designation of Employees
12
10

23

Te
am

le
ad
er

Te
ch
ni
ci
an

M
an
ag
er
s

Ca
llin
g
Te
le

Co
ns
ul
ta
nt

Sa
le
s

H
R

Ex
ec
ut
iv
es

Inference
The study focused on the employees designation acquired at the work place, which acted as a
base for our study.
Starting with Maruti Suzuki,

We had found that in the sample size the highest number of respondents were in the
designation of Sales Consultant which contributed to 1/3rd of the total respondents

.almost a similar number was found in the case of sales executives also.
On the other hand Managers contributed to 1/10th of the total respondents in different
departments. Equal number found in the case of Team leader, Technician, Telecalling

Executive numbered to 1/15th of the total population size.

The least number of respondents could be achieved was in the case of Relationship
manager and DSE(Department Sales Executive),contributing to 1/30th of the total
respondents

As in the case of Volkswagen,

The highest number of respondents was found in the case of HR executives contributing

to 2/5th of the total respondents in sample population taken.

Sales Consultant was numbered to the second highest contributing to 1/3rd of the total
respondents. This could be because dealership of Volkswagen was a newly started

organization in the nerul east area.

On the other hand the least number of respondents was found was in the case of
Telecalling, Managers, Technician, and Team Leader numbering to 1/15th of the total
population size.

5.1.3 Q3} Categorization of Employees on the basis of their age groups

Maruti Suzuki

Volkswagen
24

Age Groups

Age Groups

35-50; 10%

35-50; 17%
18-25; 40%

18-25; 40%

25-35; 50%

25-35; 43%

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

25

5.1.4 Q4} How long have you worked at company?

Maruti Suzuki

Volkswagen

Length of service

length of Service

Less than 6 months; 13%

5 yrs and
above;
Less
then13%
6 months; 17%

5 yrs and above; 30%

6 month to 1 yr.; 17%
6 months to 1 yr; 20%
1yr to 5 yrs; 50%
1 yr to 5 yr; 40%

Inference:
The study requested respondent to indicate the number of years they had served.

In Maruti

Suzuki, the findings were that the study established that 30 % of the respondents had worked for
a period of raging 5 years and above, 40% of the respondent indicated that they had worked for
a period raging between 1 to 5 years, 17% of the respondents had worked for 6 months to 1
years, whereas the least was found about 13% of the respondents indicated to have worked for a
period of over Less than 6 months, this implies that majority of the respondents had served for a
considerable period which indicates that most of the respondents had vast experience which
could be relied upon by this study.

In comparison, Volkswagen had found that Half of the

employees had loyally served the organisation for between 1year to 5years at percentage rate of
50%, the next was found for about 20% who had served the company between 6 months to 1
year ,17% of the employees had worked in Volkswagen for less than 6 months. Whereas the least
percentage was found for about 13% in the case where employees had served in the company for

26

5years and above .this data had shown that indirect relationship between numbers of years of
service with number of employees.
5.1.5 Q5} would you refer a friend to apply for a job at this company?

Maruti Suzuki.

Volkswagen

Referal to Friends

Referal to friends

Unsure; 7%

unsure; 7%
Maybe; 13%

May Be; 20%

Probably; 13%

Definitely; 60%

Probably; 20%

Definitely; 60%

Inference
In the study we requested the fellow employees to state whether they would want their fellow
friends or family to join the company.
Well as far as the opinions of employees working in Maruti Suzuki were concerned maximum
percentage that is 60% were saying that definitely they would tell others also to join the
company, 20% stated they would probably do it, 13% were in the category of Maybe and the
least was shown in case of 7% which were unsure about it .
Equal findings were resulted in the case of Volkswagen also with almost the same percentages.

27

28

5.1.6 Q6} Overall How well is you satisfied with your position at company?

Maruti Suzuki

Volkswagen

atisfaction with Postion Satisfied

in the company
with position with company

Dsisatisfied; 7%
Neutral ; 13%

Very Satisfied; 17%

Dissatisfied;
3%
Satisfied;
10%
Dissatisfied;Very
6% Very
Neutral; 16%

Satisfied; 65%

Satisfied; 63%

Inference
Our study was mainly focused on the satisfaction on the employees towards their company in
Maruti Suzuki and Volkswagen showed that employees strongly agreed with their company with
a percentage of 63% and 65% respectively.
Whereas the coin also had the second side showing dissatisfaction of employees with a
percentage of 7% in Maruti Suzuki and a percentage of 6% in Volkswagen respectively .
No study has extreme Agreement or extreme disagreement there has always occurred a neutral
side of the study with a percentage of 13% in Maruti Suzuki and a percentage of 16% in
Volkswagen.

29

5.1.7 Q7} Does your company support the family of the employees?

Maruti Suzuki

Volkswagen

Family Satisfaction

Family Satisfaction

Not At All; 3%

Not At all; 7%

Neutral; 13%
Very Supportive; 33%

Neutral; 10%
Very Supportive; 40%

Somewhat supportive; 43%

Somewhat Supportive; 50%

Inference
As per the Indian culture first comes family and then our needs .For this reason employees were
asked whether their company supported their family also.
From which we got a response of that Maruti Suzuki has been very into supporting the
employees family in of a percentage of 40% in comparison of Volkswagen with a percentage of
34%.
However some employees also stated that the company did not support them which percentage
ranged from 7% in Maruti Suzuki and about 3% in Volkswagen

30

5.1.8 Q8} What are the health and medical benefits that you are provided at your company?

Maruti Suzuki

Volkswagen

Non Monetary Benifits Non Monetary Benfits

No Benefits; 7%

No Benefits; 13%
Mediclaim; 40%

Mediclaim; 43%
ESI; 50%

E S I; 47%

Inference
The study sought to determine the extent to which type of Occupational Health and Safety and
Medical Insurance were given to employee. From the findings, the study established that 47%
and 50%of the respondents were given ESI benefit in Maruti Suzuki and Volkswagen
respectively and these employees were in the category of achievers.
Whereas 40% and 43%of the respondents were given with Mediclaim benefits in Maruti Suzuki
and Volkswagen respectively who were in the category of high performers.
On the other hand 13% and 7% of the respondents of Maruti Suzuki and Volkswagen werent
provided with any benefits which in turn lead to their dissatisfaction.
This implies that Occupational Health and Safety and Medical Insurance influenced employee
productivity to a high extent. Research also shows a much greater connection between employee
health and productivity

31

5.1.9 Q9} what are the various financial benefits employees are provided with?

Maruti Suzuki

Monetary Benefits
Monetary Benefits

Ra
is
es
An
d

Ab
ov
e

In
ce
nt
iv
es

Pr
om
ot
io
n

an
d
Bo
nu
s

In
ce
nt
iv
es

Bo
nu
s

Al
lo
ft
he

15

Volkswagen

Monetary Benefits
Monetary Benefits
15

7
2

Pr
om

32

ab
ov
e
Al
lo
ft
he

ot
io
n

an
d

Ra
is
es

In
ce
nt
iv
es
Bo
nu
s

an
d

In
ce
nt
iv
es

Bo
nu
s

The study sought to focus on the basic aspect of which depend on the employee turnover of
company i.e. Monetary Benefits which have the power to attract any individual
When Maruti Suzuki was considered,

The organization sought to focus more on providing Incentives to its employees which
were on the basis of Individual earnings of employees numbering to half of the

employees been provided with such monetary benefit .

While some employees were provided with both Incentives and Bonus contributing to

2/15th of the total number of respondents.

The least was found in the case of the category promotion and raises where only 1/15th of

the total respondents were availed with.

However some of the employees were lucky enough to get promotion and raises, bonus,
incentives numbering to 1/6th of the total population of the sample size.

As in the case of Volkswagen,

The number of respondents which were provided with bonus and incentives contributed

to almost half of the total respondents sample size that is 1/2th of total respondents.
While segregating the above category, 7/30th of the total respondents were entitled for

Incentives and 1/6th of respondents for Bonus.

Only 1/30th of respondents were entitled for promotion and raises
Lastly, some lucky employees were entitled for all the monetary benefits offered By the
Company numbering to about 1/15th of the total respondents size.

33

5.1.10 Q10} Does your company have structured leave for their employees?

Maruti Suzuki

Structured Leaves
Structured Leaves
18

Ab
ov
e

Al
lo
ft
he

of
s

Co
m

pe
ns
at
or
y

le
av
es

ic
k,
An
d

Pa
id

Si
ck
Ca
su
al
,S

Ca
su
al
an
d

Si
ck
Bo
th

le
av
es

1
Le
av
es

Ca
su
al
Le
av
es

Pa
id

Le
av
es

Volkswagen

Structured Leaves
Structured Leaves
12
7
5

Co
m

34

ab
ov
e
Al
lo
ft
he

pe
ns
at
or
y

of
s

le
av
es
Si
ck

Ca
su
al
le
av
es

Pa
id

le
av
es

The study was to determine the benefits given to employees in the form of structured leaves
.These are considered to be the companys basic benefits given to its employees from the date of
joining itself
As structured leaves was considered in the case of Maruti Suzuki

We found out that 18/30th of the total sample respondents were provided with casual, paid

and sick leaves. According to the above graph this bar stands the highest
However segregating the above category 2/15th of Maruti Suzukis total respondent was
provided with paid leaves, 2/15th sample population were provided with casual leaves and

sick leaves respectively.

one category of respondents were provided with compensatory offs during any day in

week numbering to 1/30th of the respondents

some employees were lucky employees were lucky enough to be provided with all types
of leaves which numbered to 1/10th of total respondents

On the other hand when Volkswagen was considered

the bar had reached its highest peak when sick leaves were considered in Volkswagen
numbering to 4/15th of total respondents ,7/30th employees were provided with paid leaves
,1/15th with casual leaves, compensatory offs were also paid to 1/30th of the employees of

Volkswagen
clubbing all of the above some employees were provided with all sorts of leaves which
numbered to 1/6th of total respondents of Volkswagen

35

5.1.11 Q11} Does the women employees children are provided with day care facilities?

Maruti Suzuki

Volkswagen

y Care Facilities for Employees

Day Care Facilities
Childrenfor Employees Childre

Certain Class of employees; 15% Yes; 15%

Certain Class of Employees; 5% Yes; 10%

No; 85%

No; 69%

Inference
Among the companies there are always reviewed two category of employees in terms of gender
from among which male are more satisfied with monetary benefits whereas women are satisfied
with nonmonetary benefit which included flexibility in timings, day care facilities for their
children.
taking this as an advantage the companies have focused on providing day care facilities for their
women employees .the result of this survey had found that 16% and 10% of employees were
provided with such facilities in Maruti Suzuki and Volkswagen respectively .the result also said
that only certain class of employees were provided with facilities contributing to 15% and 5%
respectively in Maruti Suzuki and Volkswagen
Highest percentage of respondents said they werent provided with such facility that is
contributing to 69% in Maruti Suzuki and 85% in Volkswagen

36

37

5.1.12 Q12} Are the educational or marriage loan provided to the employees or their children?

Maruti Suzuki

Volkswagen

Loan Facilitiy

Loan Facilities

Certain class of employees; 14%

Certain class of employees; 23%

Yes; 10%

No; 63%

Yes; 13%
No; 76%

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

38

5.1.13 Q13Are employees had given meals by their employer? If yes.

Maruti Suzuki

Provision of Meals

Volkswagen

Provision of Meals

Free of cost ; 7%

Free of cost ; 10%

During the festive season; 17%

NO I am not provided; 43%

During Festive season; 50%

No I am not provided; 73%

Inference
the study sought to determine whether the employees are provided with some meals at their
workplace where in Maruti Suzuki the results that we have had found that 73% of the
respondents were not provided with any meals on the contrary basis some of the employees were
provided with free meals of 10% while the rest were provided meals only during the festive
season in the form of celebration which numbered to 17%.
in Volkswagen the result had many changes which stated that almost 50% of the employees were
been provided with meals during festive season ,7% respondents were provided meals of free of
cost and 43% stated that they werent provided with any meals .

39

5.1.14 Q14} Are you the member of the trade union? If Yes.

Maruti Suzuki

Volkswagen

Membership of Trade Union

Membership of Trade Union

TU within the company; 10%

TU within the company ; 17%

Outside TU; 7%

Outside the company ; 23%

Company does not permit; 67%

Company does not permit; 77%

Inference
This study sought to determine the extent to which the employees are a member of the trade
union, the outcome which determined was that 67% and 77% of the employees were not
permitted to be a part of the trade union in Maruti Suzuki and Volkswagen respectively.
On the other hand the company itself had its own trade union where the employees percentage
of participation was 10% in Maruti Suzuki and 17% in Volkswagen.
But certain number of employees was found to be a member of trade union which was outside
the company i.e. 23% in Maruti Suzuki and 6% in Volkswagen .these employees have found to
be working for a longer period of time in the company than the other respondents.

40

SECTION II
5.2.1 Q15} My job makes good use of my skills and abilities

Maruti Suzuki

Volkswagen

Skills and Abilities

Neutral; 8%

Skills and Abilities

Disagree; 4%

Disagree; 10%
Neutral ; 17% Strongly Agree; 33%

Strongly agree; 42%

Agree; 46%
Agree; 40%

Inference
The study had found that in Maruti Suzuki that 42% of the respondents had strongly agreed with
the statement, whereas 8% were neutral about it and 4% disagreed with the statement that their
skills and abilities were not looked upon properly.
In Volkswagen 33% were strongly in favor of the notion, whereas 17% were in neutral about it
and 10% were in total disagreement to the notion.

41

5.2.2 Q16} I have clear path for career advancement

Maruti Suzuki

Volkswagen

Career path

Career Paths

Neutral ; 15%

4th Qtr; 17%

Strongly Agree; 30%

Strongly Agree; 42%

Neutral; 13%

Agree; 42%
Agree; 40%

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

42

5.2.3 Q17} I am satisfied with my involvement in decisions that affect the company?

Maruti Suzuki

Volkswagen

volvement in DecisionInvolvement
making process
in decision making process

Neutral ; 7% Disagree; 3%

Disagree; 4%
Neutral ; 15%

Strongly Agree; 37%

Strongly Agree; 40%

Agree; 50%
Agree; 44%

Inference
retention is a major strategy used by many organisations to retain talented employees from
among which one method is involving the employees in the decision making process which
inculcates a sense of belonging in them .
In Maruti Suzuki 37% of the employees strongly agreed with it whereas 44% just agreed to
it.15% were found to be neutral about their involvement in decision making process and 4%
disagreed to the statement.
In Volkswagen almost half of the size of sample population was agreeing to the statement, 40%
strongly agreed to it .whereas 7% were neutral about it and 3% disagreed to it.

43

5.2.4 Q18} I am rewarded for the quality of my efforts?

Maruti Suzuki

Volkswagen

Return on efforts

Return on efforts

Neutral ; 4% Disagree; 4%

Disagree; 7%
Neutral ; 10%

Agree; 38%

Strongly Agree; 33%

Strongly Agree; 54%

Agree; 50%

Inference
Maruti Suzuki have found to be providing the returns on efforts for which they are contributing
which have resulted in 54% of the population strongly agreeing to it and 38% of the population
just simply agree to it whereas a neutral part of 4% and disagreement part of 4% as well is
shown.
In Volkswagen almost 50% of the sample population agrees that the company is providing the
returns on which they are contributing. However 10% are neutral about it and 7% totally
disagree with the statement.

44

5.2.5 Q19} I am valued by my supervisor?

Maruti Suzuki

Volkswagen

Valued by my supervisor
Valued by my Supervisor

Neutral; 8%

Disagree; 4%

Disagree; 7%
Neutral; 7%

Strongly Agree; 42%

Strongly Agree; 47%

Agree; 40%

Agree; 46%

Inference
A part of the non monetary benefit is employees value from the employers point of view with
acts as a non monetary motivational factor.
In Maruti Suzuki the results were 42% strongly agreed that they are valued by their supervisor,
46% simply agreed to it. Whereas 8% were neutral about it and 4% disagreed to it .these people
were either newcomers or underperformers.
In Volkswagen 46% and 40% had strongly agreed and agreed to the statement respectively .an
equal percentage was found in the case of employees being neutral and employees disagreeing
to the statement respectively.

45

5.2.6 Q20} The Company has a positive image to my friends and family

Maruti Suzuki

Volkswagen

Maintaining Informal Relations

Maintaining Informal Relations

Disagree; 10%

Neutral; 12%

Neutral ; 17% Strongly Agree; 33%

Strongly Agree; 42%

Agree; 46%
Agree; 40%

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

46

5.2.7 Q21} Management looks to me for suggestions and leadership

Maruti Suzuki

Volkswagen

Suggestion and Leadership

Suggestion and Leadership

Disagree; 4%

Disagree; 17%
Strongly Agree; 27%

Neutral ; 23%
Strongly Agree ; 46%

Neutral; 23%
Agree; 27%

Agree; 33%

Inferences
Employees always inculcate a sense of belongingness when they are involved in the decision
making and asked for suggestion and leadership. This is also considered as an employee
development strategy which gives them opportunity to come up and express their views.
Employees of Maruti Suzuki opined us that 46% of total respondents strongly agreed, 27%
simply agreed to it. However 23% were neutral about it and 4% disagreed to it as they werent
satisfied in the organization.
On contrast, the result in Volkswagen was 17% of employees disagreed to the statement and
23% were neutral about it. Apart from the disagreement, 27% strongly agreed to it and 33%
simply agreed to it.

47

5.2.8 Q22} I receive adequate opportunity to interact with other employees on a formal level

Maruti Suzuki

Volkswagen

Communicating opportunity
Communicating Opportunity

Disagree; 7%
Neutral ; 10%

Disagree; 10%

Strongly Agree; 23%

Neutral ; 17% Strongly Agree; 33%

Agree; 60%

Agree; 40%

Inferences
Providing employees to grow in the organisation and providing them opportunity for
performance enhancement, communication at formal level, etc leads to employee satisfaction.
In Maruti Suzuki 60% of the employees were in favor of the statement, 23% strongly agreed to it
but every coin has two sides so some employees numbering to 10% were neutral about it and 7%
disagreed to the statement.
In Volkswagen the case was different, only 40% of the employees agreed that they were provided
opportunity to interact at formal level, 33% strongly agreed to it. Whereas 17% were neutral
about it and only 10% disagreed to the statement.

48

5.2.9 Q23} I get what I need to do my Job well?

Maruti Suzuki

Volkswagen

Availability of resources
Availabilty of resources

Disagree; 4%

Disagree; 7%
Stronlgy Agree; 27%

Neutral ; 11%
Neutral; 27%

Strongly Agree; 41%

Agree; 44%
Agree; 40%

Inference
As per the company policy of any organisation the organisation should provide the employees
with the resources they need to do their job well.
As per the result derived from Maruti Suzuki 44% of the employees agreed to the statement and
41% of the employees strongly agreed to it. On the other hand 11% of the employees were
neutral about it and 4% disagreed to the statement.
Volkswagen showed a completely different result in which 27% of the employees strongly agreed
to it, 40% of employees simply agreed to it .whereas 27% of employees were neutral about it and
only 6% disagreed to the notion.

49

5.2.10 Q24} I am satisfied with my salary

Maruti Suzuki

Volkswagen

Satisfaction with the salary

Satisfaction with Salary

Disagree; 15%
Neutral; 12%

Disagree; 17%
Strongly agree; 27%

Strongly Agree; 35%

Neutral ; 23%
Agree; 33%

Agree; 38%

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

50

5.2.11 Q25} I am satisfied with my retirement plan

Maruti Suzuki

Volkswagen

Satisfied with the Retirement

Satisfiedplan
with the Retirement plan

Strongly Agree; 15%

I am not provided ; 35%

Strongly Agree; 17%

I am not provided ; 33%

Agree; 27%
Disagree; 8%

Agree; 42%
Disagree; 23%

Inference
The study sought to determine the extent to which retirement benefits were provided to the
employees or not , from the findings, the study established that 42% of the respondents indicated
to a Agreement , 35% of the respondents indicated that they werent provided with any benefit ,
whereas 8% of the respondents indicated to a disagreement. This indicated the state of Maruti
Suzuki.
The study sought to determine the extent to which retirement benefits were provided to the
employees or not , from the findings, the study established that 27% of the respondents indicated
to a Agreement , 33% of the respondents indicated that they werent provided with any benefit ,
whereas 23% of the respondents indicated to a disagreement. This indicated the state of
Volkswagen.
Employee productivity to a high extent. The study also established that employees would leave if
their organization did not provide them with retirement benefits.
51

5.2.12 Q26} I am satisfied with the opportunities for promotion ,bonuses and raises

Maruti Suzuki

Volkswagen

faction with the monetary

Satisfaction
benfits provided
with Monetary Benefits

Neutral ; 7% Disagree; 3%

Disagree; 8%
Neutral ; 15%

Strongly Agree; 47%

Strongly Agree; 50%

Agree; 43%
Agree; 27%

Inference
The study sought to determine whether employees are satisfied with the monetary benefits or not
or whether they consider it important to them, from the findings the study established that 50%
of the respondents were of the opinion that Monetary benefits were important and acted as a
motivational factor whereas only 8% of the respondents were of contrary opinion. This implies
that majority of the employees considered it to be satisfactory. This was in the case of Maruti
Suzuki.
As in the case of Volkswagen, The study sought to determine whether employees are satisfied
with the monetary benefits or not or whether they consider it important to them, from the
findings the study established that 47% of the respondents were of the opinion that Monetary
benefits were important and acted as a motivational factor whereas only 3% of the respondents
were of contrary opinion. This implies that majority of the employees considered it to be
satisfactory.
52

5.2.13 Q27} I am satisfied with the leaves that I am provided

Maruti Suzuki

Volkswagen

faction with the structured

Satisfied leaves
with the
provided
Structured Leaves Provid

Disagree; 3%

Disagree; 7%

Neutral ; 10%

Neutral ; 10%

Strongly Agree; 33%

Strongly Agree; 50%

Agree; 37%
Agree; 50%

Inference
in Section I various types of leaves were stated in Maruti Suzuki and Volkswagen i.e. paid leaves,
compensatory offs, casual leaves etc. we asked the employees of each organisation whether they
are satisfied with it or not.
In Maruti Suzuki 50% i.e. almost half of the employees were strongly in favor of the statement,
37% agreed to it whereas 10% were neutral about it and 3% of the sample population disagreed
to the notion.
In Volkswagen 33% of the sample population strongly agreed to it, almost half of the
respondents were simply agreeing to it whereas 10% were neutral about it and 7% disagreed to
the statement

53

5.2.14 Q28} I am satisfied with my continuing education and training opportunities

Maruti Suzuki

Volkswagen

ion of EducationProvision
and Training
of Training
Opportunities
and Education Opportun

Disagree; 10%

Neutral; 15%

Neutral ; 10%
Strongly Agree; 40%
Strongly Agree; 50%
Agree; 35%
Agree; 40%

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

54

CHAPTER SIX: FINDINGS, CONCLUSION, RECOMMENDATIONS,

SUGGESTIONS AND BIBLIOGRAPHY.
6.1 Findings of the study

From the findings that we have derived is that from about 30 respondents from Maruti
Suzuki and Volkswagen dealership companies each .each of automobile industry
employed more of sales executive and sales consultant and least was found to in the case

of HR department in Maruti Suzuki and finance in the case of Volkswagen.

When age groups of employees were considered from which we found out that there were
equal number of employees in the category of 18-25 years in both the dealership

industries.
Whereas the least number of employees was in the age group of 35-50years in both the

industry.
Employees growth and development opportunities are known from the period of service
in one industry, which has direct relationship between period of service and development
opportunity. We had derived similar analysis that the highest number of employees
working were in category of 1years to 5years. The least was found to be in category less
than 6 months in Maruti Suzuki and in case of Volkswagen the least number of

employees working were in group of 6 months to 1 year.

the goodwill of these dealership giants according to survey was that equally well enough

as stated by the employees working in the industry

The next category is the satisfaction level of employees with either their salary or the
benefits provided to them. From which according to graph was analyzed is that the
employees of Maruti Suzuki were moreover satisfied with the salary packages given to
them then of Volkswagen. However there was not much of difference between the two

giant dealership industries.

Financial benefits offered to the employees of Volkswagen was more of with comparison
to Maruti Suzuki .Volkswagen had told us about the mainly focused on non monetary
benefits for employees to increase satisfaction level of employees rather than monetary

benefits .
When seeing the counterpart of it, Maruti Suzuki mainly focused on monetary benefits to
its employees and did not believe in non monetary aspect of compensation. They said
55

with the monetary benefits they can fulfill any form of non monetary benefit they want

by themselves.
Emotional aspect such as relations with the peers of employees family members ,
maintaining informal relationships were more of focused by Maruti Suzuki which
resulted in that very few employees were neutral that company had maintained informal

relations with their family and friends.

Some small benefits like day care facilities, provision of meals to the employees,
membership of trade unions, provision of loan facilities for education and marriages to
employees were also provided. But employees of Maruti Suzuki had stated that only
certain class of employees was provided with. In the case of Volkswagen, only benefits
like meals, and membership of trade unions were focused more than day care facilities

and provision of loans.

When we asked employees regarding their view to be rated from strongly agree to
disagree for the category of retirement plans ,which the result was that employees of
Volkswagen were highly unsatisfied with their retirement plans and some were not even
provided with. On the other hand Maruti Suzuki did not show much of difference but still

as compared to Volkswagen their satisfaction level was high.

When the category of overall development and growth opportunities were considered in
the category of whether employees were derived with their return of efforts ,value by

supervisor, communication opportunities,etc Maruti Suzuki stands high than Volkswagen

Satisfaction of employees with their retirement plans, satisfaction with their non
monetary benefits, structured leaves, training and development opportunities etc
categories Volkswagen would be highly involved into for its employees.

56

6.2 Results and Conclusion

6.2.1 Results on the basis of Hypothesis
Below are the results of the hypothesis considered in relation various aspects
of Experience, Age and Qualification, the results are derived on the basis of
primary data collected with the help of questionnaire and personal interviews
with the respondents.

Hypothesis 1: There is significant relationship between designation and

level of satisfaction.
According to survey HR assistance and benefits provided to employees for individual and their
family interests are effective and efficient and are on the basis of designation of individual
employees. Thus we can confidently accept the null hypothesis that HR assistance and benefits
provided to employees for individual and their family interests and reject the alternate
hypothesis.

Hypothesis 2: There is significant relationship between age and level of

satisfaction.
According to survey HR assistance and benefits provided to employees for individual and their
family interests are effective and efficient and are on the basis of Age group of individual
employees. Thus we can confidently accept the null hypothesis that HR assistance and benefits
provided to employees for individual and their family interests and reject the alternate
hypothesis.

Hypothesis 3: There is significant relationship between experience

(number of years of service) and level of satisfaction.
According to survey HR assistance and benefits provided to employees for individual and their
family interests are effective and efficient and are on the basis of experience of individual
employees. Thus we can confidently accept the null hypothesis that HR assistance and benefits
provided to employees for individual and their family interests and reject the alternate
hypothesis.

57

6.2.2 Conclusion

This study was undertaken in the premises of dealers of Volkswagen Pvt ltd i.e. Autobahn
Automobile Pvt ltd and Maruti Suzuki i.e. S.K.Wheels Pvt ltd. The area considered was

Nerul east area. One dealer of each company was selected.

There were a total of 60 respondents , which were segregated as 30 respondents of each

dealership company i.e. Maruti Suzuki and Volkswagen

Both they organisations have provided the employees with structured leaves, monetary

benefits, and non monetary benefits to its employees.

Apart from these benefits some other benefits like growth opportunities , communication
directly to the level of authority, loan facilities at times of need , compensatory offs,
promotion, raises , training and development facilities have also been provided to the

employees of the organization .

In some categories like non monetary benefits are moreover focused by Volkswagen than

Maruti Suzuki
But monetary benefits are provided more with Maruti Suzuki as to increase their level of

satisfaction.
As per the Hypothesis statement regarding the employee benefits are provided on the

basis age group ,Qualification and experience is proved to be true .

Thus, all the three null hypothesis are proven to be correct when Maruti Suzuki and
Volkswagen would be concerned.

58

6.3 Recommendations of the research

From the analysis and data collected, the researcher was able to make conclusions and
recommendations. The responses were based on the objectives of the study which sought to
determine whether employment security benefits, health protection benefits, retirement benefits
and employee recognition benefits have an effect on employee productivity in the public sector.
Recommendations and suggestion for Volkswagen and Maruti Suzuki

From the summary and conclusion, the study recommends the Company should continue
providing monetary and non monetary benefits to all its, as it will positively influence

employee productivity and raise overall performance in the private sector.

The study continues to recommend that both the company Maruti Suzuki and
Volkswagen should review the current retirement package since a good retirement
package will attract and retain employees in the automobile sector and also improve their

productivity.
The organizations are recommended to awake a need to improvise employee recognition
programs for jobs well done; this will motivate employees thus enhancing employee

productivity in the automobile sector.

As per the survey conducted the recommendation from the researchers side is that
management should moreover focus on improving the channels of communication and

develop a way in which effective formal channel is developed.

Management should provide enough opportunities for employees to grow in the

organization.
Proper guidance and counseling should be given to employees so that they improve their

mental condition and lead to their satisfaction.

Management should take remedial measures to improve general working condition of the
firm there by employees will be satisfied by their job.

6.4 Suggestions for Further Research

59

From the general objective of the study and the research findings,

the researcher suggests further studies be done on the very same topic but to cover a
wider scope such as the private sector in order to confirm if the research findings of this

study will be the same.

The training and development program is not good at the company and should work more

on that and should make it a continuous process.

Company should provide higher studies facilities for interested employees.
The working environment is good, but it could be better by renovating the internal
infrastructure of the offices. as the back office is moreover very much congested which
affects employees functioning in the organisation

CHAPTER SEVEN: ANNEXURE

60

QUESTIONNAIRE OF THE SURVEY

STERLING COLLEGE OF ARTS, COMMERCE

AND SCIENCE.
This survey is conducted only for partial fulfillment of my
BMS project based on knowing the satisfaction levels of
employees in terms of the benefits provided in the
automobile Industry. The information received through
this survey would not be used for any other purpose.
Please take a moment and complete the survey.
Sincerely
ISMAT ZEHRA, TYBMS
Survey on provision of employee benefits & Career
opportunities in Automation Industry
SECTION I
1) Which department you are posted currently?
Customer Service
Finance/Accounting
MIS
Sales/Marketing
Corporate Marketing
Human Resource
2) What is your current position?
Clerical
Technician
61

 Managerial
Accounting
Other [please specify] ____________
3) Please tick one among the following
25-35 years
35-50 years
50 years and above
4) How long have you worked at (company)?
Less than 6 months
6 months 1 year
1-5 years
5 years and above
5) Would you refer a friend to apply for a job at this company?

Definitely
probably
maybe
unsure
6) Overall, how well are you satisfied with your position at (company)?
Very Dissatisfied
Dissatisfied

62

 Neutral
Satisfied
Very Satisfied
7) Does the company support the family of the employees?
Very supportive
somewhat supportive
Neutral
Not at all supportive
8) What are health & medical benefits that you are provided with?
Mediclaim Insurance (Group/ Individual)
Employees State Insurance Act
Dental plan options
other [please specify ]

______________

I am not provided with any kind of health benefits yet

9) What are various financial benefits employees are provided with?
Bonus
Incentives/ Perquisites/Allowances
Promotion and raises
I am not provided yet
Other [please specify]

_________________

10). Does your company have structured leave for their employees?
63

 Paid leaves
Sick leaves
Casual leave
Other [please specify] ___________________
11) Does the women employees children are provided with day care facilities?
Yes
No
Certain class of employees
Specify if any class.
12) Are the educational or marriage loan provided to the employees or their children
Yes
No
Certain class of employees
Specify if any class.
13) Are the employees given meals by the employer?
Free of cost
Subsidized rate
During festive seasons
Not at all
14) Are you the member of the trade union? If yes
Union within the company
64

 Outside TU
Employer does not permit us to be the member of the TU
SECTION II

Statement

Strongly

Agree

agree

Neutral

Disagree

Strongly
Disagree

My job makes good use

of my skills and
abilities.
I have a clear path for
career advancement.

I am satisfied with my
involvement in
decisions that affect the
company
I am rewarded for the
quality of my efforts
I am valued by my
supervisor
The company has a
positive image to my
friends and family.
Management looks to
me for suggestions and
leadership
I receive adequate
opportunity to interact
with other employees
on a formal level.

65

I am not
provided

I get what I need to do

my job well
I am satisfied with my
salary
I am satisfied with my
retirement plan
I am satisfied with the
opportunities for
promotion bonuses and
raises
I am satisfied with the
leaves that I am
provided
I am satisfied with my
continuing education
and training
opportunities

THANK YOU

66

CHAPTER EIGHT: BIBLIOGRAPHY

8. Bibliography
8.1 BOOKS
1. Andrews, Sudhir (2009). Human Resource Management: A Textbook for Hospitality
2.
3.
4.
5.

Industry. Tata McGraw Hill.

Psychology and Work Today by Schultz Duane .
Measuring Employee benefits by Boudreau and Ramstad , Dencker et al. (2007)
Actuarial- vs. perceived-level of benets by Micelli and Lane (1991)
Employee Benefits by Burton T. Beam, John J. McFadden.

8.2 WEBSITES
1. http://timesofindia.indiatimes.com/business/india-business/India-among-top-10countries-with-highest-percentage-of-cos-providing-paternity-adoption-leave-abovestatutory-requirement-Mercer-report/articleshow/54408693.cms
2. https://www.scribd.com/doc/61589385/Project-on-EMPLOYEES-WELFAREMEASURES
3. http://www.slideshare.net/ajeeshmk52/project-report-44375280
4. www.wikipedia.com
5. www.google.com

67