CONTENTS

Acknowledgements i

Summary ii

Table of Contents iii

ACKNOWLEDGEMENT

Behind every study their stands a myriad of people whose help and

contribution make it successful.

I am thankful to Mr. Khushjiv Singh (Executive Director) and Mr. Sanjiv Singh

(Director Marketing) for giving me an opportunity to learn in their organization.

I am thankful to Ms. Umang Wadhwa Osahan (Assistant Manager HRD) and

Ms. Nidhi Walia (HR Executive) who have made me learn new things

everyday.

I am also thankful to all the other employees of the organization who’ve

helped me whenever needed, for the completion of my project.

I am thankful to Dr. Shabnam Priyadarshini and all the respected faculty of

Centre for Management Training & Research for their boosting guidance.

Simranpreet Kaur

i

SUMMARY

Life is a long journey, wherein each one of us crosses number of milestones.

Every stoppage teaches us a lot. I, being the student of management, learnt a

plethora of things here during my training period.

The summer training is one of the part of management studies to enhance our

business skills and to gain practical experiences. During these 45 days, I was

exposed to a number of practical events, procedures by my trainer.

My project was to “Build a procedure for the Summer Trainings” for the trainees

in Gilard Electronics Pvt. Ltd. This procedure was developed keeping in mind the

company policies and rules.

ii

TABLE OF CONTENTS

Chapters:

1. Introduction

2. Industry Profile

3. Company Profile

4. Products Offered

5. Departments

6. Organization Chart

7. Clients

8. Project Undertaken

9. Research Project

10. Limitations

11.Analysis of data.

12. References

iii

INTRODUCTION:

Gilard Electronics Pvt. Ltd. (GEPL) is an auto-electrical components

manufacturing company. It is an ISO-9001:2000 and ISO/TS 16949:2002 certified company. Earlier, during its establishment in the year 1961, GEPL was

into the manufacturing of the radio components, but later it ventured into a totally

diverse field of producing the components of automobiles. And now it is

considered to be the most preferred amongst the automobile sector for producing

the automobile components.

As far as the sector is concerned, GEPL falls into the Automobile Ancillary

Industry. Over a period of time GEPL built up its strength in Re engineering of

components and manufacturing import substitution components. This was made

possible with an infrastructure backed by a very strong Tool room and Design.

Today GEPL is a Design responsible Company and also assists its customers in

research and develops products for them, from concept to completion.

GEPL is also certified for ISO14001:2004 and OHSAS 18001:1996 .

INDUSTRY PROFILE:

The Indian auto ancillary industry is at the cusp of a new growth trajectory.

Though currently a minuscule contributor to the global industry which is worth

trillions of dollars, over the past few years, the Indian players have developed

and displayed their strengths in the technical and high-end activities. With cost

arbitrage and technological advantages, the industry is all set to grow its

revenues. However, competition from countries like China might disrupt the

industry growth in the long run.

Auto component SMEs are among the fastest growing companies in India. They

are key contributors to the total production of auto components and also have a

significant share in the exports of the industry. As part of a highly fragmented

industry, these companies mostly are part of the unorganized sector. A few of the

suppliers to OEMs are medium scale enterprises.

India holds huge potential in the automobile sector including the automobile

component sector owing to its technological, cost and manpower advantage.

India also has a well-developed and globally competitive auto ancillary industry

and established automobile testing and R&D centers. The country enjoys a

natural advantage and is among the lowest cost producers of steel in the world.

India enjoys a cost advantage with regard to castings and forgings as well. The

manufacturing costs in India are 25 to 30 percent lower than its western

counterparts. India's competitive advantage does not come from costs alone, but

from its full service supply capability.

 

The industry is undergoing a major restructuring and many existing companies

are expected to move up in the value chain to a higher tier. Nevertheless,

sustenance and survival still remain issues of concern for these companies as

they will have to absorb global best practices in this competitive environment.

While the Indian market remained relatively insulated earlier, the liberalization of

this sector and the entry of several foreign auto majors integrated the country, to

an extent, into the global market for auto and auto components. Successive

governments have reduced custom duties over the years. However, they remain

high by international standards. Further, certain segments are characterized by

an inverted duty structure.

Problems for the lack of Global exposure:

The last decade has seen the Indian industry gain maturity and confidence. This

industry is counted amongst the larger contributors to India's economic

development. However there are a few issues which restrain India from attaining

the status of other global players.

Not enough economies of scale: Despite being around 60 years old, the domestic auto industry lags behind other

countries like South Korea, Brazil and Mexico in terms of production and sales.

This makes it difficult for companies to invest extensively in R&D, a key

competitive tool in the global market.

Competitive threats: Countries like China and Thailand might put a spanner in the domestic industry's

wheels as they are capable of beating India at its own game, that of low cost.

Trade agreements: The growing number of FTAs (Free Trade Agreements) that are being signed by

India with countries like Thailand, Singapore, China etc is likely to hurt the

domestic players as they pay a relatively higher duty of around 25% as

compared to 1%-10% being paid by its Asian counterparts.

Higher tariffs: Tariffs contribute about 10% more to the cost of cars in India compared to China.

The other major cost factor is import duty on raw materials. However, both these

will be withdrawn for ‘export only’ units. A similar statement holds for components

with about 13-14% out of the 18-19% difference in costs coming from duties and

taxes. The primary cost differential between the two countries is due to country-

specific costs, such as taxes, duties and government policy. Firm specific costs,

such as labor, engineering and logistics are marginally higher in India.

Resistance to IT:When it comes to the adoption of IT, countries like China use computers for

accounting functions. Most of the suppliers carry out their accounting functions in

full-fledged ERP systems. There is a potential readiness to process computer to

computer material from customers implying customer order management to an

extent is automated. But modes of receiving orders still are through paper or fax.

However, it is generally seen that as the business grows, the resistance to

adoption of IT keeps decreasing. 

COMPANY PROFILE:

History:GEPL was established in the year 1961, Mr. H.S. Sethi and Mr. C.S. Sethi

(brothers) started this organization in partnership with Mr. Gillard as Gilard Radio

Components in Kota (Rajasthan) in the year 1961. The partnership with Mr.

Gillard was concluded in the year 1964 and the name of the organization

changed to Gilard Electronics, which later became Gilard Electronics Pvt. Ltd. in

the year 1983. GEPL shifted its operations from Kota to S.A.S. Nagar (Mohali) in

the year 1985, and the current location for the organization was occupied in the

year 1988.

Gilard Electronics is an ISO/TS 16949:2002 and EMS & OHSAS 18001 certified

company. Started as a Radio components manufacturing company, it later

enhanced its range to electronic components for telecom, instrumentation,

entertainment and defense. Over a period of time GEPL built up its strength in Re-

engineering of components and manufacturing import substitution components.

This was made possible with an infrastructure backed by a very strong Tool room

and Design. Based on its strength, in 1987 the organization diversified into the

manufacture of components for the Automobile companies and are now considered

the most preferred source for the same. Today GEPL is a Design responsible

Company and also assists its customers in research and develops products for

them, from concept to completion.

Gilard has the honour of being a supplier to the First 4 Auto-Electrical Companies of the world : Delphi, Bosch, Denso and Visteon

Company’s Vision:

To be the first choice of our Customer

Company’s Mission:

To be a supplier to the Automobile, Electronic and Electrical Industry and achieve

perfection in whatever we do.

Company’s Quality Policy: The Vision to be the first choice of our customer drives us to improve the way we

think, change, and act on a continuous basis. We shall measure our performance

by our Quality, Delivery, and the Skills of our people. We shall maximize our

effectiveness by continuously improving our products, processes, and services

based on customer inputs and our internal metrics.

Approvals: Gilard is an ISO 9001:2000 and ISO/TS 16949:2002 certified Company and is also

certified for ISO 14001:2004 & OHSAS 18001:2007. All certifications have been

done by the UL (Underwriters Laboratory) of USA.

Wherever required, our products have approvals from LCSO, CACT, C-Dot,VDE &

UL.

PRODUCTS OFFERED:

1. Toggle Switches

2. Snap Action

3. Connectors

4. Cold Start of diesel engines

5. Relays and Relay Sockets

6. Receptacles/ Power outlets

7. Rocker Switches

8. Tractor Switches

9. Switches for Trucks, Buses LCV’s

10. AC switches

11. Selector Switches

12. Resistors

13. Solenoid Valve

14. Flasher

15. 2- Wheeler Switches

16. Wiper Covers

17. Moulded Products

DEPARTMENTS:

Marketing

We have a fully devoted team to determine what the customer wants.

Purchase

ERP is used to plan and achieve 100% on-time deliveries to our dependent

customers.

Computer Aided Design (CAD)

Uses modern softwares to draft and design the components, Assemblies,

Moulds, and other tools.

New Product Development (NPD)

Uses APQP techniques to in-built Quality in the Product right from

conception.

FMEAs are conducted to identify high RPNs and key characteristics. Control

plans are made and reviewed to minimize any potential chance of failure.

Process Capability studies are conducted to validate the processes. Customer

complaints and other corrective actions are handled effectively using D8.

Product Life Management (PLM)

This department is responsible for providing engineering support to

production. Their main role is to study the processes and make improvements

to make them more productive, lesser worker fatigue, quality improvements

and safer operations.

Tool Room

The tools and moulds are manufactured in our Tool Room which is equipped

with sophisticated machines like CNC Wirecut, EDMs, Milling, and Grinding

machines.

Stamping (Press Shop)

We have high speed Presses equipped with Auto Feeders and Decoilers and run

progressive tools in auto mode

.

Injection Moulding

We have fully Automatic Computer controlled machines varying from 25 to 145

tons to mould both thermoplastic and thermosetting material including NYLON,

LCP, PBT, PPO, PMO, PC, PA, BAKELITE, etc.

Precision Turning (Automats Shop)

CAM programmed machines for making parts from Brass, PB, and steels.

Machines include Traubs, Sliding heads, and SPMs.

Electroplating

We have lines for plating Gold, Silver, Tin, Nickel, Copper, and Zinc- both

Hexa or Hexa chrome free. While most lines are semi automatic, silver

line is PLC controlled, fully automatic.

Assemblies

We have dedicated and flexi-lines for different products. The lines are

scientifically designed to yield optimum productivity and produce defect free

products. Online testing is in place where ever required. POKA YOKE is in

place for mistake proofing.

Quality Assurance

Our cost of development is low, speed of development is fast and our Quality

standards are high.

Human Resource Development (HRD)

Assists in the achievement of Company's objectives and works towards

creating & maintaining a healthy work atmosphere and a motivated work force

by creating, utilizing and retaining an able and motivated workforce that is

committed, productive and innovative by selective and organized recruitment,

taking care of welfare & development, and monitoring their performance for

improvement.

Finance

We have an efficient team that plans the budget and the funds most effectively

and efficiently in allocating the best of resources.

The above facilities reduce our dependency on the outside vendors, and

enables us to have better control at all the stages of Manufacturing. It also

enables us to design and develop a product based on customer specific

requirements.

ORGANIZATION CHART:

We have our Board of Directors heading different verticals. Down the hierarchy

we have Department Heads (i.e. Managers) and section Incharges(I/C)

CLIENTS: Mitsubishi

Sonalika International

Bosch

Subros

Hyundai

Eicher

Toyota

Swaraj

Reva

Visteon

BEHR

Autoliv

Managing Director

Executive Director Director Marketing Director Finance

I/C I/CI/CI/CI/C I/CI/CI/CI/C

Swaraj Mazda

Denso

Delphi

Honda

Tata

Maruti Suzuki., and the list is still growing.

PROJECT UNDERTAKEN:The project undertaken in GEPL for my training period is to “Build a procedure

for summer trainings” in GEPL.

This required me to know the process through which a trainee’s profile is passed

before allowing them to start their training.

These steps are mentioned diagrammatically in the input-process-output

diagram. These steps are followed in order to permit a summer trainee for their

training in the company.

INPUT PROCESS OUTPUT

Summer Trainee Request Letters are received from their colleges with their CV’s.

The relevant requests are then forwarded to the departments concerned, with a Summer Trainee Requirement Form.

The profiles received are then matched with the company’s requirements.

Communicating the same to the HR department

In case of rejection, no more further proceedings are done. But if the request is approved, a Project and a Trainer is assigned to the trainee.

Approval/Rejection is done on the Summer Trainee Requirement form which was sent along to the department head.

The department concerned maintains the trainee’s attendance record via traineeattendence form and by reporting daily to the assigned trainer.

The Summer Trainee joins the company. Now the Summer Trainee Data Form is to be filled by the trainee. A T-code is assigned to the trainee by the accounts department, also the Summer training schedule is issued.

The HRDepartment sends a Summer Trainee Request Acceptance Letter on the name of the student and the institute.

A certificate for the completion of training is issued alongwith the assessment form filled by the trainer.

Evaluation of the project and the assessment of the trainee is done by the trainer via filling the Summer Trainee Assessment Form.

Submission of project report by the end of the training period

GILARD ELECTRONICS PVT. LTD.

Intern Training Process

OBJECTIVE:1. To provide practical learning to the students as a part of the social

responsibility of the organization.

2. Help the company to reach its goals and growth objective through temporary

employee support.

3. Imparting best of the skills in the students so that it helps them in their future

jobs, hence making a name for the company through positive word of mouth.

SCOPE:Covers HR, Finance, Sales/Marketing, PLM, QA and NPD, CAD, Production and

IT Departments.

DURATION:2 to 6 weeks only. Requests coming for more than 6 weeks training would not be

considered.

PROCEDURE:(i) The request letters are received from different colleges/ students

directly/ referrals/ by hand, requesting for summer training in the

company. The request letters should carry the CV of the student.

(ii) The profiles are then matched with the requirements of the company,

and if relevant, then forwarded to the departments concerned with the

Summer Trainee Requirement Form.(iii) We consider the Summer Training Requests coming only from

MBA(HR, Finance, Marketing) and Diploma/Engineering( Mechanical,

Electrical, Tool & Die) students. Such requests are forwarded to the

respective department heads or the I/C’s for consideration of

approval/rejection.

(iv) When the request is approved, a project is assigned to the trainee and

communicated to the HRD in written by filling the Summer Trainee Requirement Form.

(v) A Summer Trainee Request Acceptance letter is issued by the HR

on the name of the trainee and the institute for the formal joining of the

trainee in the company.

(vi) Upon trainee’s joining in the company, HR must get the Summer Trainee Data Form filled up by the trainee and record it in the summer

trainees’ file. T-code shall also be assigned to the trainee here by the

accounts department.

(vii) At this point of time, the Summer Trainee Training Schedule is also

issued to the Trainee by the HR which is to be filled by the

Trainer/Guide assigned.

(viii) During training the trainee is expected to report to the trainer/guide

daily and also must follow all the rules and regulations of the company.

The trainee’s attendance shall be maintained by the accounts

department and also to be recorded by the trainer in Summer Trainee Attendance Form.

(ix) The trainee must submit the Project Report by the end of the training

period. At the time of the completion of training period, the trainee is

evaluated by filling the Summer Trainee Assessment Form by the

Trainer/Guide. Also the trainee must return the Summer Trainee

Training Schedule to the HR at this point.

(x) A Training Certificate shall be issued on the name of the trainee by

the HR department for the successful completion of training. The

Summer Trainee Assessment form should be attached along with the

certificate.

P.S.: In case of any medical emergency, the Company will not be responsible

GILARD ELECTRONICS PVT. LTD.

Summer Trainee Requirement Form

To

(Department I/C)

Dear Sir/Madam

Please find below the details of the student(s) who wish to undergo training at

Gilard Electronics Pvt. Ltd. for Duration of Training. Kindly let us knowif you can

accommodate this student for the training.

Name Institution Course Duration Period Department

Yes, We can take this student _________________

If Yes, please fill the details below:

1. Project

______________________________________________________

2. Trainer/Guide from your department

____________________________________

3. If any resources required to take the trainee in

____________________________

No, We can not take this student, for the reason that

____________________________HOD/ Department Incharge Director Marketing(Signature) (Signature)

GILARD ELECTRONICS PVT. LTD.Summer Trainee Data Form

1. T-Code (to be given by Accounts)

___________________________________________

2. Trainee’s Name

______________________________________________________

3. Father’s Name

______________________________________________________

4. Address:

Permanent Address Present Address

5. Phone No. ____________________ Mobile

_______________________

6. Gender Male □ Female □

8. Date of Birth (dd/mm/yyyy)

________________________________________________

9. E-Mail

______________________________________________________

10. Course Information:

Course Specialization Institute University Completion YEar

11. Duration of Training, from ________________ to __________________

12. Educational Qualification:

Education institute Name University/Board Year Percentage

13. In case of Emergency, Contact:

Name_______________________________________________________

Relation______________________________________________________

Address______________________________________________________

Phone No______________________ Mobile ______________________

GILARD ELECTRONICS PVT. LTD.Summer Trainee Assessment Form

T-Code: _____________________________

Trainee’s Name: _____________________________

Date / Period: _____________________________

 

Mark 1 if Unsatisfactory, 2 if Average, 3 if Good, 4 if Very Good, 5 if Excellent

Details 1 2 3 4 5 Comments

Attendance Number of absences, sick leave and occasional leave

PunctualityArrival in accordance to Company Policy

AppearanceProfessional, presentable and in accordance with Company dress code

BehaviorPositive, co-operative, enthusiastic

Work QualityThorough, accurate, consistent

CreativityDisplays initiative, assumes responsibility, problem solving

Team WorkConsiderate, willingness to help, respectful

 

Comments:

 

1. Unacceptable = 20% 2. Poor = 40% 3. Satisfactory = 60%

4. Good = 80% 5. Excellent = 100%

Rater’s Name: _____________________

Designation: _____________________

Signature: _____________________

Date:   _____________________

GILARD ELECTRONICS PVT. LTD.Student Training Schedule

1. Name of Trainee __________________ 2. Department_____________

3. Duration __________ Weeks

4. Period ___________ to_________

5. Project _____________________________________________________

6. Trainer __________________________

8. Need for Training in any other department Y/N _______________________________ If yes, fill the following details

Department period Trainer Trainer’s Signature

9. Performance/ learning level of trainee:Details: 1 2 3 4 5 Comments:Learning Level

Mark 1-Unacceptable, 2-Average, 3-Good, 4-Very Good, 5.Excellent

Remarks: ________________________________________________________________

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Trainer’s Signature: HOD/ Incharge’s Signature

Summer Trainee Attendance Form

Trainee Name_____________________________________________________

Department_______________________________________________________

Project___________________________________________________________

Trainer___________________________________________________________

Period__________________________ to ________________________________

Symbol MeaningP PresentA AbsentL Leave

Days Month 1: Month 2:1234567 8910111213141516171819202122232425262728293031

GILARD ELECTRONICS PVT. LTD.Request Acceptance Letter

Ref No: Date:

Institute’s Name

Place

Subject: Summer Training

Dear Sir/Madam,

Refer letter received from your institute/college for Internship/Summer Training of

Name of the Student, student of __ semester Course. This is to inform you that

she is being permitted to be taken as a trainee for __ weeks starting from

____________ to ____________. Please note that we shall not be charging

anything for this training nor shall we be giving any stipend for this training.

During the training the trainee is expected to be disciplined and follow the

company rules. In case of indiscipline, their training can be cancelled at any

stage.

Thanks and Regards

FOR GILARD ELECTRONICS PVT. LTD.

Name of the authority

(Designation)

CERTIFICATE

Ref No. Date: ___________

TO WHOMSOEVER IT MAY CONCERN

This is to certify that Mr./Ms. _________________________, a student of ___________ at the ___________________________________ has undergone training at our organization- Gilard Electronics Pvt. Ltd. For a period of ___ weeks, w.e.f. _______________. During the training he/she completed the project entitled “_______________________________” under the guidance and training of ______________. His/Her conduct during the training was found to be ___________________________

Name of the authorized signatory.

(Designation)

INTRODUCTION

Human life has become very complex and completed in now-a-days. In modern society the needs and requirements of the people are ever increasing and ever changing. When the people are ever increasing and ever changing when the peoples needs are not fulfilled they become dissatisfied. Dissatisfied people are likely to contribute very little for any purpose. Job satisfaction of industrial workers us very important for the industry to function successfully.

Apart from managerial and technical aspects, employers can be considered as backbone of any industrial development. To utilize their contribution they should be provided with good working conditions to boost their job satisfaction..Job satisfaction is important technique used to motivate the employees to work harder.

It is often said that “ A HAPPY EMPLOYEE IS A PRODUCTIVE EMPLOYEE”. A happy employee is generally that employee who is satisfied with his job. Job satisfaction is very important because most of the people spend a major portion of their life at working place. Moreover, job satisfaction has its impact on the general life of the employees also, because a satisfied employee is a contented and happy human being. A highly satisfied worker has better physical and mental well being.

FACTORS INFLUENING JOB SATISFACTION

There are no. of factors that influence job satisfaction in an organization. A no. of

research studies have been conducted in order to establish some of the causes

that result in job satisfaction. These studies have revealed consistent correlation

of certain variables with the job satisfaction. These factors are given below:

Organizational factors:

1). Salaries and wages: Wages do play a significant role in determining of satisfaction. Salaries and wages is instrumental in fulfilling so many needs. Money facilities the obtaining of food, shelter, and clothing and provides the means to enjoy valued leisure interest outside of work.

2). Promotion chances: Promotion chances considerably affect the job satisfaction because promotion indicates an employees’s worth to the organization which is highly moral boosting. This is particularly true in case of high level jobs. Employee takes promotion as the ultimate achievement in his career and when it is realized , he feels extremely satisfied. 3). Company policies: Organizational structure and policies also play an important role in affection job satisfaction of employees. An autocratic and highly authoritative structure causes

Work environment factors:

1).Supervision: Employee centered or consideration supervisors who establish a supportive personal relationship with subordinates and take a personal interest in them. The other dimension of supervisory style influence participation in decision making, employee who participates in decision that affect their job, display a much higher level of satisfaction with supervisor an the overall work situation .

2).Working condition: The employees desire good working condition because they lead to greater physical comfort. The working conditions are important to employees because they can influence life outside of work. If people are require

to work long hours and / or overtime, they will have very little felt for their families,

friends and recreation outside work. So the working conditions inside the organization should be favorable.

Work itself

Along with pay, the content of the work itself plays a very major role indetermining how satisfied employees are with their jobs. By and large, workerswant jobs that are challenging; they do want to be doing mindless jobs day afterday. The two most important aspect of the work itself that influence jobsatisfaction are variety and control over work methods and work place.In general, job with a moderate amount of variety produce the most jobsatisfaction. Jobs with too little variety cause workers to feel bored and fatigue.Jobs with too much variety and stimulation cause workers to feelpsychologically stressed and ‘burnout’.

Personal factors: Age and seniority: With age, people become more mature and realistic and less idealistic so that they are willing to accept available resources and rewards and be satisfied about the situation. With the passage of time , people move into more challenging and responsible positions. People who do not move up at all with time are more likely to be dissatisfied with their jobs.

i) Tenure : Employees with longer tenure are expected to be highly satisfied with their jobs. Tenure assures job security , which is highly satisfactory to employees. They can easily plan for their future without any fear of losing their jobs.

ii) Personality: Some of the personality traits which are directly related to job satisfaction are self assurance, self esteem, maturity , challenge and responsibility. Higher the person is on Maslows needs hierarchy , the higher is the job satisfaction. This type of satisfaction comes from within the person and is a function of his personality.

OBJECTIVES OF THE STUDY:

This project work characterizes to evaluate job satisfaction level of employees working in Gilard Electronics Pvt. Ltd.. The objectives of the study are as follows:

A. To study and analyse the satisfaction level of employees at GEPL.

B. To study various factors which influences job satisfaction of employees.

C. To study the relationship between personal factors of employees (income, designation, education qualification etc.)

D. To identify and suggest measures for the improvement of the satisfaction level.

AREA OF STUDY The study was conducted in two GEPL, Mohali. SAMPLE SIZE A sample of 35 employees was taken from the staff level employeesData was collected from both primary and secondary sources.

LIMITATION OF STUDY

• Data collected was based on questionnaire method only.

• Total number of employees in GEPL is more but due to unwillingness of employees, the sample size is limited to 35 only.

• The research was conducted in limited duration only.

• Some respondents hesitated to give actual situation, they feared that management would take action against them.

• Information provided by employees can not be relied upon completely.

ANALYSIS OF DATA

DESCRIPTIVE STATISTICS

The distribution of males and females amongst the sample

Male 20Female 15

The following chart shows the distribution of the respondents according to the designations.

Executive 16Engineer 10Asst Manager 2Supervisor 2

Incharge 3Manager 2

The following pie chart shows the distribution of the departments amongst the respondents.

Admin 2Finance 6Sales 5Purchase 5Assembly 3QA 4PLM 4CAD 4HR 2

Department

6%

18%

14%

14%9%

11%

11%

11%

6%

Admin Finance Sales Purchase Assembly QA PLM CAD HR

Distribution of Age amongst the Respondents

Age

0

5

10

15

20

25

30

35

18-29 30-39 40-49 50-59

Age Groups

No.

Of E

mpl

oyee

s18-29 3030-39 440-49 150-59 0

The graph below shows the qualification distribution of the respondents.

Undergraduate 0Graduate 14Post Graduate 17Diploma 4

0

2

4

6

8

10

12

14

16

18

Qualification

Series1 0 14 17 4

Undergraduate Graduate Post Graduate Diploma

The motivational preferences of the respondents with regard to the different options listed in the questionnaire, based on their rankings. The graph is made taking the average of the each option, the least average shows most preferred and higher average shows least preferred option.

Work Timings 2.9428Salary 2.8857Designation 2.0571Job security 3.4571Stress Levels 3.5714

0

0.5

1

1.5

2

2.5

3

3.5

4

Work Timings Salary Designation Job security Stress Levels

Motivational Preferences

Series1

The graph shows the responses of the people with respect to their job being boring or not.

Yes 8No 27

Repetitive and Boring Job

23%

77%

Yes No

INFERENTIAL STATISTICS

H0: There is no difference in the motivation levels of males and females with respect to the PF and ESI schemes.H1: There is a significant difference in the in the motivation levels of males and females with respect to the PF and ESI schemes.

Item 18 * gender Crosstabulation

Count

gender

Total1 2

Item 18 1 3 0 3

2 5 1 6

3 4 8 12

4 6 6 12

5 2 0 2

Total 20 15 35

Interpretation: As the table value is higher than the calculated value, the null hypothesis is accepted that there is no significant difference between males and females regarding the PF and ESI schemes.

H0: There is no significant difference between the job perceptions of the different age groups.H1: There is a significant difference between the job perceptions of the different age groups.

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

Item 18 * gender 35 59.3% 24 40.7% 59 100.0%

Chi-Square Tests

Value df

Asymp. Sig. (2-

sided)

Pearson Chi-Square 8.458a 4 .076

Likelihood Ratio 10.485 4 .033

N of Valid Cases 35

ANOVA

VAR00004

Sum of Squares df Mean Square F Sig.

Between Groups 2.019 2 1.010 1.159 .327

Within Groups 27.867 32 .871

Total 29.886 34

Interpretation: As the table value is higher than the calculated value, the null hypothesis is accepted that there is no significant difference between the job perceptions of the different age groups..

H0: There is no change in the preferences of males and females towards job.H1: Change in the preferences of males and females towards job

ANOVA

Sum of Squares df Mean Square F Sig.

Between Groups 1.867 1 1.867 2.989 .093

Within Groups 20.608 33 .624

Total 22.475 34

Interpretation: As the table value is higher than the calculated value, the null hypothesis is accepted that there is no change in the preferences of males and females towards job

REFERENCES:1 http://www.gilard.in/index.php

2 http://www.google.co.in/search?

q=automobile+ancillary+industry+of+india&hl=en&client=firefox-

a&hs=8wW&rlz=1R1WZPB_en___IN381&ei=EudSTJqMAcqFrQfpm6DeAQ&

start=20&sa=N

3 http://nmcc-vikas.gov.in/auto.html

4 Organizational behavior Stephen P Robbins

5 Human resource management L.M Prasad

6 Fundamentals of Statistics S.C.Gupta.

Summer TrainingProject Report

On

BUILDING A PROCEDURE FOR SUMMER TRAININGSAND JOB SATISFACTION OF EMPLOYEES

Submitted To

GILARD ELECTRONICS PVT. LTD.

In partial fulfillment of the requirementsFor the degree of

Master of Business Administration(2009-2011)

Of Punjab Technical University

Submitted By

SIMRANPREET KAUR

CENTRE FOR MANAGEMENT TRAINING & RESEARCH

KHARAR-140301, DISTT. MOHALI(PB.)