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2. P.B.R VISVODAYA INSTITUTE OF TECHNOLOGY & SCIENCE
(AFFILIATED TO JNTU, A & ACCREDITED BY AICTE)
PRESENTED BY
CH.SUSEELA
17731E0020

3. UNDER THE GUIDANCE
OF
• Mrs.T.NAGALAXMI, M.B.A.
• Asst. Professor

4. A STUDY ON EMPLOYEE JOB SATISFACTION AT
HERO MOTOR CORPORATION PVT LTD.,
HYDERABAD

5. INTRODUCTION

6. "Employee Job Satisfaction level is defined as "the extent
to which people like (satisfaction) or dislike
(dissatisfaction) their jobs"
For the organization, Employee Job Satisfaction level of its
workers means a work force that is motivated and
committed to high quality performance.
Increased productivity and the quantity and quality of
output per hour worked seems to be a byproduct of
improved quality of working life.
It is important to note that the literature on the
relationship between Employee Job Satisfaction level and
productivity is neither conclusive nor consistent.

7. According to pestonejee, Employee Job Satisfaction level can be
taken as a summation of employee’s feelings in four important
areas. These are:
• Job-nature of work (dull, dangerous, interesting), hours of work,
fellow workers, opportunities on the job for promotion and
advancement (prospects), overtime regulations, interest in
work, physical environment, and machines and tools.
• Management- supervisory treatment, participation, rewards
and punishments, praises and blames, leaves policy and
favoritism.
• Social relations- friends and associates, neighbors, attitudes
towards people in community, participation in social activity
socialibility and caste barrier.
• Personal adjustment-health and emotionality.

9. India is the second largest manufacture Hero Moto Bikes
and producer to two wheelers in the World.
It stands next only to Japan and China in terms of the
number of Vehicles produced and domestic sales
respectively.
This destination was Hero Moto Bikes due to variety of
reason like restrictive policy followed by the government
of India towards the passenger bike industry, rising
demand for personal transport, inefficiency in the public
transportation system etc

10. The two –wheelers market was opened were opened to
foreign competition in the mid-80s.
And the then market leaders-Escorts and Enfield – were
caught unaware by the onslaught of the 100cc bikes of
the four Indo- Japanese joint ventures.
With the availability of fuel-efficiency low power bikes,
demand swelled, resulting in Hero Honda –then the only
producer of four stroke bikes (100cc category), gaining a
top slot.

12. Hero Honda Motors Ltd. is the world's largest manufacturer of
two – wheelers, based in India.
The company is a joint venture between India's Hero Group
and Honda Motor Company, Japan that began in 1984.
In 2001, the company achieved the coveted position of being
the largest two-wheeler manufacturing company in India and
the ‘World No.1’ two-wheeler company in terms of unit
volume sales in a calendar year by a single company.
Today, every second motorcycle sold in the country is a Hero
Honda bike. Someone in India buys Hero Honda's top-selling
motorcycle – Splendor.

13. History
Hero Moto Corp was started in 1984 as Hero Honda Motors Ltd.
1956 -- Formation of Hero Cycles in Ludhiana
1975 -- Hero Cycles becomes largest bicycle manufacturer in India.
1983 -- Joint Collaboration Agreement with Honda Motor Co. Ltd.
Japan signed Shareholders Agreement signed
1984 -- Hero Honda Motors Ltd. incorporated
1985 -- Hero Honda motorcycle CD 100 launched.
1989 -- Hero Honda motorcycle Sleek launched.
1991 -- Hero Honda motorcycle CD 100 SS launched.
1994 -- Hero Honda motorcycle Splendor launched.
1997 -- Hero Honda motorcycle Street launched.
1999 -- Hero Honda motorcycle CBZ launched.

14. 2001 -- Hero Honda motorcycle Passion and Hero Honda Joy
launched.
2002 -- Hero Honda motorcycle Dawn and Hero Honda motorcycle
Ambition launched.
2003 -- Hero Honda , motorcycle CD Dawn, Hero Honda motorcycle
Splendor .
2004 -- Hero Honda motorcycle Ambition 135 and Hero Honda
motorcycle CBZ* launched.
2005 -- Hero Honda motorcycle Super Splendor, Hero Honda
motorcycle CD Deluxe, Hero Honda motorcycle Glamour,
Hero Honda motorcycle Achiever and Hero Honda Scooter
Pleasure.
2007 -- New Models of Hero Honda motorcycle Splendor NXG, New
Models of Hero Honda motorcycle CD Deluxe, New Models
of Hero Honda motorcycle Passion Plus and Hero Honda
motorcycle Hunk launched.

15. 2008 -- New Models of Hero Honda motorcycles Pleasure, CBZ
Xtreme, Glamour, Glamour Fi and Hero Honda motorcycle
Passion Pro launched.
2009 -- New Models of Hero Honda motorcycle
Karizma:Karizma - ZMR and limited edition of Hero Honda
motorcycle Hunk launched
2010 -- New Models of Hero Honda motorcycle Splendor Pro and
New Hero Honda motorcycle Hunk and New Hero Honda
Motorcycle Super Splendor launched.
2011 -- New Models of Hero Honda motorcycles
Glamour, Glamour FI, CBZ Xtreme, Karizma launched.
New licensing arrangement signed between Hero and Honda.
August 2011 -- Hero and Honda part company, thus forming Hero
Moto Corp and Honda moving out of the Hero Honda joint venture

16. OBJECTIVES OF THE STUDY
• To find with whether the employees are satisfied.
• To find out whether the employees are satisfied with
the salaries and the incentives given to them.
• To find out whether the employees are satisfied with
the working conditions of the company.
• To find out the satisfaction level of employees with
reference to welfare measures provided by the
company.
• To find out the satisfaction level of the employees
with reference to promotional opportunities
provided by the company.

17. NEED FOR THE STUDY
• Employee satisfaction has a major influence on human
performance through its important on individual
motivation and job satisfaction.
• Individuals in the organization have certain exception and
fulfillment of these exception depends upon their
perception as to how the employee job satisfaction or
dissatisfaction the questionnaires assesses the
employees attitude towards the organization.
• The result will be enable work groups and management
to identify strong and weak dimensions in order to pan
and implied action to improve the functioning of the
weaker dimensions.
• The survey Focuses on employee job satisfaction or
dissatisfaction.

18. SCOPE OF THE STUDY
• The scope of the study is to find the employee job
satisfaction in hero motor corporation
• The scope this study is clear as we analyze the needs of
the employees their job and to create a pleasant working
atmosphere
• The company can know the satisfaction level of existing
employees in the company
• The survey is meant to discuss the various kinds of
activities the management can taken and the conditions
under which a study of satisfaction will be most like to
succeed
• This survey also indicates specific areas of satisfaction of
employees.

19. RESEARCH METHODOLOGY
Two types of data sources.
1. Primary Data
2. Secondary Data
PRIMARY DATA:
• Personal Investigation
• Observation Method
• Information from correspondents
• Information from superiors of the organization

20. SECONDARY DATA:
• Published Sources such as Journals, Government
Reports, Newspapers and Magazines etc.
• Unpublished Sources such as Company Internal
reports prepare by them given to their analyst &
trainees for investigation.
• Websites like Networth’s official site, some other sites
are also searched to find data.

21. LIMITATIONS OF THE STUDY
• Collection of adequate data is difficult because of the
busy schedule of the employees.
• As time was constraint the studying limited to 100
respondents only.
• The study tried to understand the process of the
employee satisfaction, but it was not possible.

22. Yes No
80%
20%
% OF EMPLOYEES
Satisfied with the present job
80% employees are satisfied with the present job and remaining
20% of employees are not satisfied with the present job

23. Satisfied with the work load
80%
20%
Yes No
80% of employees satisfied with the work load 20% of the
employees are not satisfied with the work load.

24. Satisfied with the working hours
YES NO
87%
13%
NO.OF EMPLOYEES
87% employees satisfied, 13% of employees are not
satisfied with the work hours of the organization.

25. Satisfied with the growth opportunities provided by the organization
92%
8%
Yes No
92% of employees are satisfied and 8% employees are not satisfied
with the growth opportunities provided by the organization.

26. FINDINGS
• 84% of employees are satisfied regarding the complete
potential is being utilized by the company.
• 95% employees satisfied with the bonus and incentives
provided by the organization.
• 92% of employees are satisfied regarding the
promotional opportunities provided by the company.
• 42% of employees informed that the organization
culture is the most vital element that’s provide with job
satisfaction, 42% of employees informed that the salary
is the most vital element that’s provide with job
satisfaction.

27. • 80% of employees satisfied with the work load
• 98% of the employees are satisfied, with fringe benefits.
• 96% of employee’s informed that welfare activities of the
company have well.
• 70% of employees informed that the training provided by the
company is good..
• 80%employees are satisfied with the present job.

28. SUGGESTIONS
• The company has to review the feeling of the
employees towards all facilities and
compensation benefits on time to time basis and
take necessary steps to increase the satisfaction
levels of the employees.
• It is suggested that the comp-any should focus on
non- monetary benefits also motivate the
employees.
• Work itself should be source of satisfaction for
employees in order to make the job interesting
enough, the company should follow job
enrichment techniques.

29. • It is suggested that company need to evaluate
the performance of the employees by
considering all the aspects to promote them
to the higher levels.
• It is suggested that the company need to
further improve its welfare measures.

30. CONCLUSION
• According to the analysis it could be concluded that
the job satisfaction level of hero motor corporation
employees good and seems to be satisfied.
• Employees are satisfied about the working hours
and they are secured with their job.
• In this regard it advice to the company to protect
this kind of high satisfaction levels of the employees
by taking some additional and innovative measures
like good performance can be sent into tours,
involving employees in challenging project and
there should not be much delay in giving rewards
for their performance.

31. Thank you