Escolar Documentos
Profissional Documentos
Cultura Documentos
MINI PROJECT
2011-2013
SUBMITTED BY
VIPINDAS.A
Under the Guidance of Mr. M.JEGANATHAN, MSc (Stat), PGDCA Ms. C.V. SUGANTHAMANI, MBE, M. Phil
CONTENTS
1. INTRODUCTION 2. OBJECTIVES OF THE STUDY 3. DATA COLLECTION 4. RESEARCH METHODOLOGY 5. LIMITATION OF THE STUDY 6. ANALYSIS & FINDINGS 7. CONCLUSION
INTRODUCTION
In country like India the demand for two wheelers is high .Now a days most of the people have two wheelers. Youth have high craze in bikes. Ghani Honda is the one of the leading Honda bike distributors in Palakkad District. COMPANY PROFILE :
HONDA MOTORS
Honda Motor Co., Ltd., together with its subsidiaries, engages in the development, manufacture, and distribution of motorcycles, automobiles, and power products primarily in North America, Europe, and Asia. Its motorcycle line consists of business and commuter models, as well as sports models, including trial and Moto-cross racing; all terrain vehicles; personal watercrafts; and multi utility vehicles. The company also produces various automobile products, including passenger cars, minivans, multi-wagons, sport utility vehicles, and mini cars; and power products comprising tillers, portable generators, general-purpose engines, grass cutters, outboard marine engines, water pumps, snow
throwers, power carriers, power sprayers, lawn mowers and lawn tractors, home-use cogeneration units, and thin film solar cells for home, public, and industrial uses. In addition, it sells spare parts and provides after sales services are through retail dealers, as well as offers retail lending and leasing to customers, and wholesale financing to dealers. The company was founded in 1946 and is based in Tokyo, Japan.
Secondary objective
To analyze the level of satisfaction of workers
Data Collection
PRIMARY DATA - The primary data has been collected in Questionnaire
& Observation method. - The questionnaire was consist of 15 questions.
RESEARCH METHODOLOGY
SAMPLING METHODOLOGY
Limitations of the study Respondents unwillingness to reveal qualitative information. Time constraints.
No. of respondent 15 25 7 3
% 30 50 14 6
total
50
100
programs after appraisal and 30% of the respondents have not. 50% of the respondents have attend 1-3 training programs after appraisal, 14% of the respondents have attend 3-5 training programs and only 6% of the respondents have attend more than five training programs after appraisal.
No. of respondent 20 23 5 2
% 40 46 10 4
total
50
100
10
40
46 non answerabe
after the appraisal helped them acquire knowledge. 10% of the respondents had the opinion that did not help in acquiring knowledge.
total
50
100
6 14
INTERPRETATION 50% of the respondents said that that the training given after appraisal had improved their job related skill. 14% of the respondents said training did not help in improving their job related skill. 36% of the respondents did not have any opinion about this.
total
50
100
16
80
INTERPRETATION 80% of the respondents felt that the training given after appraisal has improved their interpersonal and problem solving skill. 16% of the respondents had no opinion. 4% of the respondents said that the training has not improved their interpersonal and the problem solving skill.
Table showing the development team building and the leadership qualities
Sl.no opinion 1 2 3 Agree Neutral Disagree No. of respondent 30 10 10 % 60 20 20
total
50
100
20
60
INTERPRETATION 60% of the respondents said that the training given after appraisal has developed their team building and the leadership qualities. 20% of the respondents said training has not helped in the developing team building and the leadership qualities and the same percentage of the respondents had no opinion.
No. of respondent 15 35
% 30 70
total
50
100
30
yes 70
no
INTERPRETATION 30% of the respondents said they received monetary benefits after appraisal whereas 70% of the respondents said that they have not received any monetary benefit.
total
50
100
INTERPRETATION 70% of the respondents feel that the present appraisal system has helped them in identifying their abilities. 26% of the rspondents had no opinion. 4% of the respondents had no opinion. 4% of the respondents feel that the present appraisal system has not helped them in identifying their abilities.
50
100
20
INTERPRETATION 76% of the respondents said that the present appraisal system has helped them in identifying their responsibilities. 20% of the respondents did not have any opinion. 4% of the respondents said it does not help in identifying their responsibilities.
appraisal
based
on
No. of respondent 40 10
% 80 20
total
50
100
20
80
yes
no
INTERPRETATION - 80% of the respondents feel that the appraisal of current performance and the future potential is necessary, while 20% of the respondents feel that the appraisal of current performance and the future potential is not necessary.
FINDINGS
70% of the respondents said that that the training given after appraisal had improved their job related skill. 14% of the respondents said training did not help in improving their job related skill. 80% of the respondents felt that the training given after appraisal has improved their interpersonal and problem solving skill 76% of the respondents said that the present appraisal system has helped them in identifying their responsibilities. 60% of the respondents said that the appraisal would increase productivity whereas 40% of the respondents said that the appraisal system would not increase productivity.
CONCLUSION
The study was conducted among the 50 employees of Ghani Honda Palakkad. From among these samples the current performance appraisal system is more effective and the employees are satisfied with the current performance appraisal system.