A

STUDY ON
“QUALITY OF WORK LIFE”

AT

SUBMITTED

TO

JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY- HYD

IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF

DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

SUBMITTED BY

V.SUCHARITHA

Roll No: 15R21E00A0

UNDER THE GUIDANCE OF

Ms. P.BHAGYA LAKSHMI

(Assistant. Professor)

[Affiliated to Jawaharlal Nehru University, Hyderabad]

Dundigal, Quthbullapur, Hyderabad-43
 CERTIFICATE

This is to certify that V.SUCHARITHA Student bearing Roll No:

15R21E00A0 has successfully completed the project report on “A STUDY ON QUALITY

OF WORK LIFE” partial fulfillment of the award of Degree “Master of Business

Administration” with Specilazation in HUMAN RESOURCE for the Academic year 2015-

2017 and submitted to MLR Institute of Technology, Hyderabad

Dr. K. SRINIVAS RAO,

Principal,
MLR Institute of Technology,
Dundigal, Hyderabad

Date:

Place:

2
 CERTIFICATE

This is to certify that V.SUCHARITHA Student bearing Roll No:

15R21E00A0 has successfully completed the project report on “A STUDY ON QUALITY

OF WORK LIFE” towards partial fulfillment of the award of Degree “Master of Business

Administration” with Specilazation in HUMAN RESOURCE for the Academic year 2015-

2017 and submitted to MLR Institute of Technology, Hyderabad

Dr. M V Narasimha Rao,

Head of the department,

MLR Institute of Technology,

Dundigal, Hyderabad.

EXTERNAL EXAMINER INTERNAL EXAMINER

3
 DECLARATION

I V.SUCHARITHA do hereby declare that the project report on “A STUDY ON

QUALITY OF WORK LIFE” entitled being submitted to MLR Institute of Technology,

JNTU Hyderabad is my own piece of work and it has not been submitted to any other

Institute or Published at any time before

V.SUCHARITHA

Roll No: 15R21E00A0

4
 ACKNOWLEDGEMENT

. I am thankful to the Management and Principal who are very co-operative with and helped
me to complete the project work.

I am also thankful to Dr.M.V.Narasimha Rao Professor and Head, MBA and also
Ms P.Bhagya lakshmi, Assist. Professor, Internal guide who has helped me a lot and
encouraged me whenever I needed help and guided me to make the study more in-depth and
accurate. She was always there as a strong pillar of support throughout the making of the
project.

I am very thankful to the management of Hero Moto Pvt. Ltd. who provided me with
all the vital information required for the project work and gave me an opportunity to make up
a live project viz, “Quality of work life” for the stipulated period of 45 days. The
organization provided me with all the inputs required in making the project very knowledge.

I am thankful to all the staff members of MBA Dept., who are very co-operative with
and helped me to get the details that were required for the survey and to give their opinion
and suggestions during my survey.

DATE: V.SUCHARITHA

PLACE: Roll No: 15R21E00A0

5
 ABSTRACT
The success of any organization is highly dependent on how it attracts recruits, motivates,
and retains its workforce. Today's organizations need to be more flexible so that they are
equipped to develop their workforce and enjoy their commitment. Therefore, organizations
are required to adopt a strategy to improve the employees 'quality of work life'(QWL) to
satisfy both the organizational. Objectives and employee needs. The term (QWL) refers to the
favorableness or unfavourableness of a total job environment for people. QWL programs are
another way in which organizations recognize their responsibility to develop jobs and
working conditions that are excellent for people as well as for economic health of the
organization.

The elements in a typical QWL program include - open communications, equitable reward
systems, a concern for employee job security and satisfying careers and participation in
decision making. Many early QWL efforts focus on job enrichment. In addition to improving
the work system, QWL programs usually emphasize development of employee skills, the
reduction of occupational stress and the development of more co-operative labor-
management relations. The recent definition by Serey on QWL is quite conclusive and best
meet the contemporary work environment. The definition is related to meaningful and
satisfying work which emphasizes 4 C's i.e. Concern, consciousness, capacity and
commitment. It includes (i) an opportunity to exercise one's talents and capacities, to face
challenges and situations that require independent initiative and self-direction; (ii) an activity
thought to be worthwhile by the individuals involved; (iii) an activity in which one
understands the role the individual plays in the achievement of some overall goals; and (iv) a
sense of taking pride in what one is doing and in doing it well. This issue of meaningful and
satisfying work is often merged with discussions of job satisfaction, and believed to be more
favorable to QWL.

This review on the definitions of QWL indicates that QWL is a multidimensional construct,
made up of a number of interrelated factors that need careful consideration to conceptualize
and measure. It is associated with job satisfaction, job involvement, motivation, productivity,
health, safety and well-being, job security, competence development and balance between
work and non work life as is conceptualized by European Foundation for the Improvement of
Living Conditions.
6
 CONTENTS

S.No Particulars Page

no

1 CHAPTER – 1
1. Introduction 1

1.1 Need of the study 2

1.2 Extent of the study 3

1.3 Objectives of the study 3

1.4 Importance of the study 4

1.5 Limitation of the study 5

2 CHAPTER – 2
REVIEW OF LITERATURE 6

3 CHAPTER - 3 (COMPANY PROFILE)

3.1Introduction of the Company 13

3.2 Board of directors 17

4 CHAPTER - 4 (DATA ANALYSIS & 19

INTERPRETATION)

5 CHAPTER – 5 (FINDINGS,SUGGESTIONS & 36

CONCLUSION )

BIBLIOGRAPHY 39

7
 QUALITY OF WORK LIFE
INTRODUCTION

Quality of work life is identified with the welfare of representatives at work and it is
not the same as occupation fulfillment. Quality of worklife is vital for an organistion to draw
in gifted and talented representatives. An association gives a superior Quality of work life
than it brings sound condition and fulfill the representatives. High caliber of work life can
give an outcome in better hierarchical execution,viability.

It includes giving laborers the chance to settle on choices about their occupations, the plan of
their working environments, and whatever else they have to make items and convey benefits
generally viably. Quality of work life includes employer stability, great working conditions
pay and equivalent business opportunity. Quality of work life intends to meet the twin targets
of redesigned practicality of affiliations and upgraded individual fulfillment at work for
agents.

DEFINITION

Quality of work life is characterized as an action, which happen at any level of an association.
Concurring Lippitt, G.L. (1978) 22 the term QWL comprehensively alluding to how much

8
function gives a chance to a person to fulfill a wide assortment of individual needs to get by
with some security, to communicate with others, to have a feeling of individual convenience,
to be perceived for accomplishment and to have a chance to enhance one's abilities and
information.

There are some benefits by enriching jobs they are :

 Individual Growth.

 And they have better occupation fulfillment.

 Self realization of the person.

 Better worker execution for the association.

 Less absenteeism, turnover and grievances for the organization.

 Full use of human resource for society.

In which both organization and employees are benefited through this

adoption of quality of work life.

9
1.1 NEED FOR THE STUDY

Today association should be more adaptable with the goal that they are prepared their
work compel and make the most of their dedication. Along these lines associations are
required to embrace a procedure to enhance the representative'quality of work life' in Hero
MotoCorp Ltd. To fulfill both the authoritative In quality of work life there are two things to
take after employment augmentation and occupation enhancement. Where work development
is more assortment of assignments and obligations to the activity in which these errands are
performed by the representatives. This can likewise be proficient by work pivot and
occupation enhancement then again includes extra helpers where it adds profundity to the
activity more control, obligation and prudence to how the activity is performed.

In which it is having a few choices for enhancing the activity plan.

 Leave the activity as may be, yet the workers more.

 Mechanized and computerize the normal employments.

 And the Area that association improvement adores re-plan the activity.

1.2 EXTENT OF THE STUDY

The examination with the prime destinations of learning the representatives towards
the Quality of work life program, which are required to play out their employments
adequately. The studies include managers and employees.

IMPORTANT SCOPES OF QUALITY OF WORK LIFE ARE GIVEN BELOW:

 Adequate and reasonable pay.

 Safe and solid working condition.

 Opportunity to utilize and create human limits.

1.3 OBJECTIVES OF THE STUDY

These are the Objectives which I have been thought from the Company:

 To understand core values of Hero MotoCorp Ltd. with respect to HR.

10
 To study about the Company History, Mission, Vision, and Objectives.

 To know what company contributing for the QWL.

 To evaluate the effectiveness and understand the perception of employees towards the
QWL.
 To gauge the effectiveness of QWL with respective employee’s satisfaction.

11
1.4 IMPORTANCE /SIGNIFICANCE OF QUALITY OF WORK LIFE

Quality of work life programs has become important in the work place for the
following reason

 Increased lady in the work force

 responsibility for senior.

 Increased requests at work.

 Loss of long haul business ensures.

 The reqiurement for improved work place abilities.

 Increased rivalry for the best student and talent for education and research
environment

 Greater rivalry for talent.

1.5 LIMITATIONS OF THE STUDY

1. The respondents were inaccessible promptly and the information were gathered
according to the accommodation of the respondents.
2. The sample of 100 respondents was given by the organization Hero MotoCorp Ltd.
(Formerly Hero Honda Motors Ltd.) thus suitable example method was not connected
for choosing the respondents.

12
 REVIEW OF LITERATURE
Quality of Work Life
Work is a vital bit of our general everyday presence, as it is our occupation or job or business.
On a typical we spend around twelve hours step by step in the work put, that is 33% of our
entire life; it impacts the general idea of our life. It should yield work satisfaction, give
genuine tranquility, a fulfillment of having done an endeavor, as it is ordinary, with no defect
and having contributed the vitality profitably, significantly and purposefully.
Notwithstanding the likelihood that it is somewhat progress towards our lifetime objective,
by the day's end it gives satisfaction and fervor to expect the next day.

The elements that impact and choose the Quality of work life are:

1. Mentality

2. Condition

3. Openings

4. Nature of Job

5. Individuals

6. Feeling of anxiety

7. Vocation Prospects

8. Difficulties

9. Development

10. Hazard Involved and Reward

13
Mentality: The individual who is endowed with a specific employment needs adequate
information, required aptitude and mastery, enough experience, excitement, vitality level,
eagerness to inclusion in the activity, bury staff relations, flexibility to changes in the
circumstance, transparency for inventive thoughts, intensity, energy, capacity to work under
weight, authority qualities and cooperation.

Condition: The activity may include managing clients who have shifted resilience level,
inclinations, behavioral example, level of comprehension; or it might include working with
risky machines like penetrating funnels, cranes, machine machines, welding and binding
machines, or even with creatures where most extreme security precautionary measures must
be watched which needs parcel of fixation, readiness, good judgment, snappy with automatic
activities, synchronization of eyes, hands and body, now and then abnormal state of
persistence, politeness, sympathy and empathy and control over feelings.

Openings: Some employments offer open doors for learning, look into, revelation, self-
improvement, upgrade of abilities, space for development, open acknowledgment,
investigation, superstar status and loads and heaps of distinction. Others are dreary,
monotonous, dull, schedule, no opportunity to get better and in each sense exhausting.
Normally the previous ones are fascinating and especially remunerating too.

14
Nature of Job: For instance, a driller in the oil penetrating unit, a jumper, a fire-contender,
movement policeman, prepare motor driver, development workers, welder, digger, machine
technician need to do hazardous employments and must be more ready with a specific end
goal to keep away from any loss of appendage, or death toll which is unsalvageable; though a
pilot, specialist, judge, columnist must be more judicious and thoughtful in taking bike of the
circumstance; a CEO, an educator, an instructor have greater duty and responsibility however
safe workplace; a clerk or a security watch can't bear to be indiscreet in his activity as it
includes loss of cash, property and riches; a lawmaker or an open figure can't stand to be
imprudent, for his notoriety and altruism is in question. A few employments require delicate
aptitudes, administration qualities, insight, basic leadership capacities, capacities to prepare
and remove work from others; different occupations require thinking ahead, vision but then
different employments require engine abilities, flawlessness and outrageous watchfulness.

Individuals: Pratically everybody requirements to manage three course of individuals in the

work place. Those are in particular supervisior, associates in a comparable level and
subordinates. Beside this, a few people requires communication with individuals like
patients, media people, open, clients, hoodlums, looters, physically impaired individuals,
simple-minded, kids, remote representatives, criminals, government officials, open figures
and VIPs. These conditions ask unusual state of judiciousness, cool temper, politeness,
keenness, graciousness, strategy and affectability.

Feeling of anxiety: All these previously mentioned factors are between related and between
dependant. Feeling of anxiety require not be specifically corresponding to the pay. Stress is of
various sorts - mental/physical nervousness and mental uneasiness. A Managing Director of
an organization will have mental anxiety, a worker will have physical anxiety, a therapist will
have enthusiastic anxiety. Mental anxiety and Emotional stretch reason more harm than
physical anxiety.

Vocation Prospects: Every activity must offer profession advancement. An essential factor
which chooses the nature of worklife . Status change, more acknowledgment from the
Management, thanks for the rousing components for anybody to appreciate his activity. The
work environment ought to be helpful for accomplish hierarchical objective and individual
improvement. It is a win-win circumstance for both the gatherings; a representative ought to
be compensated properly for his great work, additional endeavors, genuineness and in the
meantime a lazy and thoughtless worker ought to be punished reasonably; this will inspire the
previous to work with more energy and discourage the last from being along these lines, and
make progress toward better execution.

Difficulties: The activity should offer a few difficulties at any rate to make it intriguing; That
empowers a representative to redesign his insight and aptitude and capacities; while the
repetitiveness of the activity influences a man to dull, non-energetic, disappointed, baffling,
self-satisfied, activity - less and uninteresting. Test is the fire that keeps the advancement and
excite alive. An all around achieved testing work yields more noteworthy fulfillment than a
financial liven; it supports the fearlessness too.
15
Development and Development: If an association does not give chance for development and
self-improvement it is exceptionally hard to hold the skilled work force and furthermore to
discover new ability with experience and expertise.

Hazard Involved and Reward: Generally reward or pay is straightforwardly relative to the
quantum of work, worker hours, nature and degree of duty, responsibility, appointed forces,
specialist of position in the hierarchical outline, chance included, level of expected
responsibility, due dates and targets, industry, nation, request and supply of gifted labor and
even political steadiness and financial arrangements of a country. In spite of the fact that
hazard is associated with each activity its tendency and degree fluctuates in them; All said
and done, compensate is a key criteria to bait a forthcoming specialist to acknowledge the
offer.

Determination: An upbeat and sound worker will give better turnover, use sound judgment
and decidedly add to the authoritative objective. A guaranteed decent quality of work won't
just pull in youthful and new ability yet additionally hold the current experienced ability.

16
Quality of Working Life :
Nature of working life has been separated from the more extensive idea of personal
satisfaction. To some degree, this might be excessively oversimplified, as Elizur and
Shye,(1990) reasoned that nature of work execution is influenced by personal satisfaction and
in addition nature of working life. In any case, it will be contended here that the particular
regard for business related parts of personal satisfaction is substantial.

While personal satisfaction has been all the more broadly examined, nature of
working life, remains moderately unexplored and unexplained. A survey of the writing
uncovers moderately little on nature of working life. Where nature of working life has been
investigated, authors vary in their perspectives on its center constituents.

It is contended that the entire is more prominent than the aggregate of the parts as
respects nature of working Life, and, in this manner, the inability to take bikee of the master
plan may prompt the disappointment of mediations which handle just a single angle. A
clearer comprehension of the between relationship of the different aspects of nature of
working life offers the open door for enhanced examination of circumstances and end results
in the working environment.

Models and segments of nature of working life

Different creators and analysts have proposed models of nature of working life which
incorporate an extensive variety of components. Chosen models are checked on underneath.

Hack man and Oldham (1976) attracted regard for what they depicted as mental development
needs as significant to the thought of Quality of working life. A few such needs were
distinguished :

• Skill assortment,

• Task Identity,

• Task importance,

• Autonomy and

• Feedback.

They recommended that such needs must be tended to if representatives are to encounter high
caliber of working life.

Rather than such hypothesis based models, Taylor (1979) all the more sober-mindedly
recognized the basic segments of nature of working life as essential extraneous occupation
variables of wages, hours and working conditions, and the inborn activity thoughts of the idea

17
of the work itself. He recommended that various different perspectives could be included,
including :

• individual control,

• employee support in the administration,

• fairness and value,

• social bolster,

• use of one's available abilities,

• self advancement,

• a important future at work,

• social pertinence of the work or item,

• effect on additional work exercises.

Taylor proposed that significant nature of working life ideas may differ as indicated by
association and representative gathering.

Warr and associates (1979), in an examination of nature of working life, considered a scope
of clearly material segments, including :

• work affiliation,

• intrinsic work inspiration,

• higher arrange require quality,

• perceived inherent occupation attributes,

• job fulfillment,

• happiness, and

• self-assessed tension.

They examined a extent of relationships got , for example, those between work
incorporation and employment fulfillment, inborn occupation motivation and occupation
fulfillment, and employment qualities . Specifically, Warretal. discovered proof for a direct
relationship between add up to work fulfillment and aggregate life fulfillment and bliss, with
a less solid, however critical relationship with self-appraised uneasiness.

Along these lines, while a few creators have underlined the working environment
viewpoints in nature of working life, others have recognized the pertinence of identity
factors, mental prosperity, and more extensive ideas of bliss and life fulfillment.
18
 Factors all the more clearly and specifically influencing work have, nonetheless, filled
in as the principle center of consideration, as specialists have attempted to coax out the
essential impacts on nature of working life in the working environment.

Mirvis and Lawler (1984) proposed that nature of working life was related with fulfillment
with wages, hours and working conditions, depicting the "essential components of a decent
quality of work " as :

• safe workplace,

• equitable wages,

• equal business openings and

• opportunities for movement.

Baba and Jamal (1991) recorded what they portrayed as run of the mill markers of nature of
working life, including:

• job fulfillment,

• job association,

• work part equivocalness,

• work part struggle,

• work part finished weight,

• job push,

• organizational responsibility and

• turn-over aims.

Baba and Jamal moreover researched routinisation of business content, prescribing

that this viewpoint should be inspected as a noteworthy part of the possibility of nature of
working life.

Some have contended that nature of working life may differ between gatherings of
specialists. For instance, Ellis and Pompli (2002) recognized various variables adding to work
disappointment and nature of working life in medical attendants, including:

• poor working situations,

• resident hostility,

• workload, inability to convey nature of bike favored,

19
• balance of work and family,

• shift work,

• lack of inclusion in basic leadership,

• professional detachment,

• lack of acknowledgment,

• poor associations with administrator/peers,

• role struggle,

• lack of chance to learn new abilities.

Sergey et al. (2001) recommended that the key factors in nature of working life are:

• need fulfillment in light of employment prerequisites,

• need fulfillment in view of workplace,

• need fulfillment in view of supervisory conduct,

• need fulfillment in view of subordinate projects,

• organizational responsibility.

They characterized nature of working life as fulfillment of these key needs through
assets, exercises, and results originating from cooperation in the work environment. Needs as
characterized by the clinician, Abraham Maslow, were viewed as applicable in supporting
this model, covering wellbeing and security, monetary and family, social, regard,
actualization, learning and feel, in spite of the fact that the importance of non-work
perspectives is play down as consideration is focused on quality of work instead of the more
extensive idea of personal satisfaction.

These endeavors at characterizing nature of working life have included hypothetical

methodologies, arrangements of distinguished elements, corelational examinations, with
sentiments changing in the matter of whether such definitions and clarifications can be both
worldwide, or should be particular to each work setting.

Bear field, (2003) utilized 16 inquiries to inspect nature of working life, and
recognized reasons for disappointment in experts, middle of the road administrative, deals
and administration specialists, demonstrating that diverse concerns may must be tended to for
various gatherings.

Nature of Working Life isn't a unitary idea, however has been viewed as consolidating a
chain of importance of points of view that not just incorporate work-based factors, for
example, work fulfillment, fulfillment with pay and associations with work partners, yet in
20
addition factors that comprehensively reflect life fulfillment and general sentiments of
prosperity (Danna and Griffin, 1999). All the more as of late, business related anxiety and the
connection amongst work and non-work life spaces (Loscocco and Roschelle, 1991) have
likewise been recognized as elements that ought to adroitly be incorporated into Quality of
Working Life.

21
 INDUSTRY & COMPANY PROFILE
INDUSTRY PROFILE

Automobile industry in India

The bike business in India is the 9th biggest on the planet with a yearly generation of
more than 2.3 million units in 2008 In 2009, India rose as Asia's fourth greatest exporter of
bikes, behind Japan, South Korea and Thailand.

Following financial advancement in India in 1991, the Indian bike industry has shown
over seen improvement because of extended power and free confinements .A couple of
Indian vehicle producers, for instance, Tata Motors, Maruti Suzuki and Mahindra and
Mahindra, extended their local and worldwide operations. India's hearty money development
incited the further extension of its residential vehicle showcase which pulled in gigantic
india-specific wander by multinational bike makers. In February 2009, month to month
offers of explorer cars in India outperformed 100,000 units.

Bryonic bicycle industry created in India in the 1940s. Following the opportunity, in
1947, the Government of India and the private division impelled undertakings to influence a
bicycle to section delivering industry to supply to the bicycle business. In any case, the
improvement was by and large direct in the 1960s in view of nationalization and the allow raj
which hampered the Indian private division. After 1970, the bicycle business started to grow,
yet the advancement was mainly controlled by tractors, business vehicles and bicycles.
Automobiles were so far an essential indulgence. Japanese creators entered the Indian market
in the end inciting the establishment of Maruti Udyog. Different outside firms began joint
undertakings with Indian associations.

In the 1980s, different Japanese makers moved joint-meanders for building bicycles
and light business vehicles. It was at this moment that the Indian government picked Suzuki
for its joint-set out to create little cars. Following the fiscal headway in 1991 and the dynamic
weakening of the allow raj, different Indian and multi-national auto associations moved
operations. Starting now and into the foreseeable future, bicycle part and bicycle creating
advancement has animated to meet private and charge demands.

22
HISTORY OF THE TWO WHEELERS

The Britannica Encyclopedia a cruiser as a bicycle or tricycle moved by an interior –

ignition motor. The bike was the answer to the 19th century reams of self-pushing the steed
drawn bikeriage. Likewise, the development of the bike made the self – impelling bike. The
principal business configuration was three-wheeler worked by Edward Butler in Great Britain
in 1884. This utilized a level single-barrel gas motor placed between two cow capable front
haggles by a drive bind to the back wheel. The 1900s saw the change of many bikes or pedal
cycles by including little, halfway mounted start motor motors. Then they felt the
requirement for solid developments. This prompted street trial tests and rivalry between
producers. Traveler Trophy (TT) races were hung on the Isle of principle in 1907 as
unwavering quality or perseverance races. Such were the demonstrating ground for some new
thoughts from mid two-stroke-cycle outlines to supercharged multivalent motors mounted on
streamlined, bikebon fiber fortified bodywork.

PROMOTE DEVELOPMENTS

The majority of the advancements amid the early stage focused on 3 and 4-wheeled
outline since it was mind boggling enough to get the machines running without worrying
about them falling over. The following remarkable bike however, the Hildebrand and Wolf
Mueller protected in Munich 1894. In 1895, the French firm of DeDion-catch constructed and
motor that was to make the large scale manufacturing and normal utilization of bike
conceivable. The principal cruiser with electric begin and a completely modem electrical
framework. Hence unique from the Indian Motorcycle Company surprised the business in
1931. Before World War 1, IMC was the biggest cruiser maker on the planet delivering more
than 20000 bicycles for every year.

EXPANDING POPULARITY

The prevalence of the vehicle became particularly after 1910, in 1916; the Indian
cruiser organization presented the model H racer, and put it on special. All branches of the
military in Europe utilized bikes basically to dispatch. After the war, it delighted in a game
vogue until the point when the Great Depression started in bikes endured into the late 20th
century; weight the vehicle being utilized for fast visiting and game rivalries. In present days
of a 125cc model. From that point forward, an expanding number of intense bicycles have
bursted the streets.

23
CHRONICLED INDUSTRY DEVELOPMENTS

Indian is the 2nd biggest maker and maker to bikes in the World. It remains next just
to Japan and China as far as the quantity of V delivered and local deals separately. This goal
was accomplished because of assortment of reason like prohibitive approach took after by the
legislature of India towards the traveler bicycle industry, rising interest for individual
transport, wastefulness in general society transportation framework and so forth. The Indian
bikes industry influenced a little start in the mid 50s when To vehicle results of India (API)
began fabricating bikes in the nation. Until 1958, API and Enfield were the sole makers.

CONCLUSION

The bikes advertise has had a discernible move from a purchasers market to a dealers
showcase with an assortment of decision, players will have contend on different fronts viz.
estimating, innovation item plan, profitability after deal administration, promoting and
appropriation. For the time being, pieces of the pie of individual makers will be delicate to
limit, item acknowledgment, evaluating and focused weights from different makers.

As earnings develop and individuals develop and individuals want to claim a private
methods for transport, offers of bikes will rise. Infiltration is relied upon to increment to
roughly to over 25% by 2005.

24
 CORPORATE PROFILE
Hero Moto Corp Ltd. (Once in the past Hero Honda Motors Ltd.) is the world's biggest
producer of two - wheelers, situated in India.

In 2001, the association fullfilled the pined for position of being the greatest bike
fabricating organization in India and furthermore, the 'World No.1' bike organization as far as
unit volume deals in a schedule year. Hero Moto Corp Ltd. keeps on keeping up this position
till date. Today, consistently bike sold in the nation is a Hero Honda bicycle. At regular
intervals, somebody in India purchases Hero Honda's best offering cruiser – Splendor.

Vision

The Hero moto story started with the vision of a versatile and an enabled India,
controlled by Hero Honda. This vision was driven by Hero Honda's sense of duty regarding
client, quality and perfection, and keeping in mind that doing as such, keeping up the most
noteworthy benchmarks of morals and societal obligations. Hero honda trusts that the
speediest approach to transform that fantasy into a the truth is by staying centered around that
vision.

System

Hero Honda's key methodology has been driven by advancement in each circle of
movement – building a hearty item portfolio crosswise over classes, investigating new
markets, forcefully extending the system and proceeding to put resources into mark building
exercises.

Assembling

Hero Honda bicycles are fabricated crosswise over three universally benchmarked
producing offices. Two of these are based at Gurgaon and Dharuhera which are arranged in
the area of Haryana in northern India. The third and the latest collecting plant is based at
Haridwar, in the slant region of Uttrakhand.

Innovation

In the 1980's Hero Honda spearheaded the presentation of fuel-effective, condition

neighborly four-stroke bikes in the nation. Today, Hero Honda keeps on being innovation
pioneer. It turned into the main organization to dispatch the Fuel Injection (FI) development
in Indian cruisers, with the dispatch of the Glamor FI in June 2006.

25
Items

Hero Honda's item extend incorporates assortment of cruisers that have set the
business models over all the market fragments. The organization likewise began fabricating
bike in 2006. Hero hondaoffers huge no. of items and obliges wide assortment of
prerequisites over every one of the portions.

Circulation

The organization's development in the bike showcase in India is the aftereffect of an

inherent capacity to build reach in new geologies and development markets. Hero honda's
broad deals and administration organize now traverses near 4500 client touch focuses. These
contain a blend of approved dealerships, Service and Spare Parts outlets, and merchant
delegated outlets the nation over.

Brand

The organization has been ceaselessly putting resources into mark building using not
just the new item dispatch and new crusade dispatch openings yet in addition through
imaginative advertising activities rotating around cricket, excitement and ground-level
actuation.

26
3.2 BOARD OF DIRECTORS

No. Name of the Directors Designation

1 Mr. Brijmohan Lall Munjal Chairman & Whole-time Director

2 Mr. Pawan Munjal Managing Director & C.E.O.

3 Mr. Toshiaki Nakagawa Joint Managing Director

4 Mr. Sumihisa Fukuda Technical Director

5 Mr. Sunil Kant Munjal Non-Executive Director

6 Mr. Suman Kant Munjal Non-Executive Director

7 Mr. Takashi Nagai Non-Executive Director

8 Mr. Yuji Shiga Non-Executive Director

9 Mr. Pradeep Dinodia Non-executive & Independent Director

10 Gen. (Retd.) V. P. Malik Non-executive & Independent Director

11 Mr. Analjit Singh Non-executive & Independent Director

12 Dr. Pritam Singh Non-executive & Independent Director

13 Ms. Shobhana Bhartia Non-executive & Independent Director

14. Mr. M. Damodaran Non-executive & Independent Director

15. Mr. Ravi Nath Non-executive & Independent Director

16. Dr. Anand C. Burman Non-executive & Independent Director

27
BRIEF PROFILE OF DIRECTORS

MR. BRIJMOHAN LALL MUNJAL

Mr. Brijmohan Lall Munjal is the founder Director and Chairman of the Company and the $
3.2 billion Hero Group. He is the Past President of Confederation of Indian Industry (CII),
Society of Indian Automobile Manufacturers (SIAM) and was a Member of the Board of the
Country's Central Bank (Reserve Bank of India). In recognition of his contribution to
industry, Mr. Munjal was conferred the Padma Bhushan Award by the Union Government.

Mr. Brijmohan Lall Munjal is currently on the board of the following companies:

No. Name of Company Nature of Office

1 Hero Honda Motors Limited Chairman and Whole-time Director

2 Hero Honda Finlease Limited Chairman and Director

3 Munjal Showa Limited Chairman and Director

4 Easy Bill Limited Director

5 Rockman Industries Limited Director

6 Shivam Autotech Limited Director

KEY MILESTONES OF HERO HONDA

Year Event

1983 Joint Collaboration Agreement with Honda Motor Co. Ltd. Japan signed
Shareholders Agreement signed

1984 Hero Honda Motors Ltd. incorporated

28
1985 First motorcycle "CD 100" rolled out

1987 100,000th motorcycle produced

1989 New motorcycle model - "Sleek" introduced

1991 New motorcycle model - "CD 100 SS" introduced

500,000th motorcycle produced

1992 Raman Munjal Vidya Mandir inaugurated - A School in the memory of founder Managing
Director, Mr. Raman Kant Munjal

1994 New motorcycle model - "Splendor" introduced

1,000,000th motorcycle produced

1997 New motorcycle model - "Street" introduced

Hero Honda's 2nd manufacturing plant at Gurgaon inaugurated

1998 2,000,000th motorcycle produced

1999 New motorcycle model - "CBZ" introduced

Environment Management System of Dharuhera Plant certified with ISO-14001 by DNV
Holland
Raman Munjal Memorial Hospital inaugurated - A Hospital in the memory of founder Managing
Director, Mr. Raman Kant Munjal

2000 4,000,000th motorcycle produced

Environment Management System of Gurgaon Plant certified ISO-14001 by DNV Holland
Splendor declared 'World No. 1' - largest selling single two-wheeler model
"Hero Honda Passport Programme" - CRM Programme launched

2001 New motorcycle model - "Passion" introduced

One million production in one single year
New motorcycle model - "Joy" introduced

29
 5,000,000th motorcycle produced

2002 New motorcycle model - "Dawn" introduced

New motorcycle model - "Ambition" introduced
Appointed Virender Sehwag, Mohammad Kaif, Yuvraj Singh, Harbhajan Singh and Zaheer Khan
as Brand Ambassadors

2003 Becomes the first Indian Company to cross the cumulative 7 million sales mark
Splendor has emerged as the World's largest selling model for the third calendar year in a row
(2000, 2001, 2002)
New motorcycle model - "CD Dawn" introduced
New motorcycle model - "Splendor +" introduced
New motorcycle model - "Passion Plus" introduced
New motorcycle model - "Karizma" introduced

2004 New motorcycle model - "Ambition 135" introduced

Hero Honda became the World No. 1 Company for the third consecutive year.
Crossed sales of over 2 million units in a single year, a global record.
Splendor - World's largest selling motorcycle crossed the 5 million mark
New motorcycle model - "CBZ*" introduced
Joint Technical Agreement renewed
Total sales crossed a record of 10 million motorcycles

2005 Hero Honda is the World No. 1 for the 4th year in a row
New motorcycle model - "Super Splendor" introduced
New motorcycle model - "CD Deluxe" introduced
New motorcycle model - "Glamour" introduced
New motorcycle model - "Achiever" introduced
First Scooter model from Hero Honda - "Pleasure" introduced

2006 Hero Honda is the World No. 1 for the 5th year in a row
15 million production milestone achieved

30
2007 Hero Honda is the World No. 1 for the 6th year in a row
New 'Splendor NXG' launched
New 'CD Deluxe' launched
New 'Passion Plus' launched
New motorcycle model 'Hunk' launched
20 million production milestone achieved

2008 Hero Honda Haridwar Plant inauguration

New 'Pleasure' launched
Splendor NXG lauched with power start feature
New motorcycle model 'Passion Pro' launched
New 'CBZ Xtreme' launched
25 million production milestone achieved
CD Deluxe lauched with power start feature
New 'Glamour' launched

2009 Hunk' (Limited Edition) launched

Splendor completed 11 million production landmark
New motorcycle model 'Karizma - ZMR' launched
Silver jubilee celebrations

2011 New model Splendor Pro launched

Launch of new Super Splendor and New Hunk

2013 New licensing arrangement signed between Hero and Honda

Launch of new refreshed versions of Glamour, Glamour FI, CBZ Xtreme, Karizma
Crosses the landmark figure of 5 million cumulative sales in a single year

31
PROMINENT AWARDS TO THE COMPANY

Year Awards & Recognitions

Two-wheeler Manufacturer of the Year award by Bike India magazine.

2013 Adjudged the "Bike Manufacturer of the Year" at the Economic Times ZigWheels Car and
Bike Awards.
- CNBC Awaaz - Storyboard special commendation for "Effective rebranding of a new
corporate entity" by CNBC Awaaz Consumer Awards
- "Most Recommended Two-Wheeler Brand of the Year" award by CNBC Awaaz
Consumer Awards
- Colloquy Loyalty Awards "Innovation in Loyalty Marketing International 2011" for
Hero GoodLife
- "Best Activity Generating Short or Long-Term Brand Loyalty" by the Promotion
Marketing Award of Asia Order of Merit for Hero GoodLife
- Ranked No 1 brand in the Auto (Two-Wheelers) category in the Brand Equity "Most
Trusted Brand" 2011 survey

Company of the Year awarded by Economic Times Awards for Corporate Excellence 2008-

2012 09.
CNBC TV18 Overdrive Awards 2010 'Hall of Fame' to Splendor

NDTV Profit Car & Bike Awards 2010 -

 Two-wheeler Manufacturer of the Year

 CnB Viewers' Choice Two-wheeler of the Year (Karizma ZMR)

Bike Maker of the Year by ET-ZigWheels Car & Bike of the Year Awards 2009

2009 'Two-wheeler Manufacturer of the Year' by NDTV Profit Car & Bike Awards 2009 and
Passion Pro adjudged as CNB Viewers' Choice two-wheeler

Top Indian Company under the 'Automobile - Two-wheelers' sector by the Dun &
Bradstreet-Rolta Corporate Awards

Won Gold in the Reader's Digest Trusted Brand 2009 in the 'Motorcycles' category

NDTV Profit Business Leadership Awards 2009 - two-wheeler category

32
2008 NDTV Profit Business Leadership Award 2008 - Hero Honda Wins the Coveted "NDTV
Profit Business Leadership Award 2008"

TopGear Design Awards 2008 - Hunk Bike of the Year Award

NDTV Profit Car India & Bike India Awards - NDTV “Viewers’ Choice Award” to Hunk
in Bike category

IndiaTimes Mindscape and Savile Row ( A Forbes Group Venture ) Loyalty Awards -
“Customer and Brand Loyalty Award” in Automobile (two-wheeler) sector

Asian Retail Congress Award for Retail Excellence (Strategies and Solutions of business
innovation and transformation) - Best Customer Loyalty Program in Automobile category

NDTV Profit Car India & Bike India Awards - Bike Manufacturer of the year

Overdrive Magazine - Bike Manufacturer of the year

TNS Voice of the Customer Awards:

 No.1 executive motorcycle Splendor NXG

 No.1 standard motorcycle CD Deluxe
 No. premium motorcycle CBZ Xtreme

2007 The NDTV Profit Car India & Bike India Awards 2007 in the following category:

 Overall "Bike of the Year" - CBZ X-treme

 "Bike of the Year" - CBZ X-treme (up to 150 cc category)
 "Bike Technology of the Year" - Glamout PGM FI

"Auto Tech of the Year" - Glamout PGM FI by Overdrive Magazine.

"Bike of the Year" - CBZ X-treme by Overdrive Magazine.

Ranked CBZ X-treme "Bike of the Year" - by B S Motoring Magazine

“Most Trusted Company” , by TNS Voice of the Customer Awards 2006.

33
 CD Deluxe rated as "No 1 standard motorcycle" by TNS Voice of the Customer Awards
2006.

2006 Adjudged 7th Top Indian Company by Wallstreet Journal Asia (Top Indian Two Wheeler
Company).

One of the 8 Indian companies to enter the Forbes top 200 list of world’s most reputed
companies.

No. 1 in automobile industry by TNS Corporate Social Responsibility Award.

Best in its class awards for each category by TNS Total Customer Satisfaction Awards
2006:

 Splendor Plus (Executive)

 CD Deluxe (Entry)
 Pleasure (Gearless Scooters)

Splendor & Passion - Top two models in two wheeler category by ET Brand Equity Survey
2006.

Adjudged 7th Top Indian Company by Wallstreet Journal Asia (Top Indian Two Wheeler
Company).

Top Indian company in the Automobile - Two Wheeler sector by Dun & Bradstreet -
American Express Corporate Awards 2006.

Hero Honda Splendor rated as India's most preferred two-wheeler brand at the Awaaz
Consumer Awards 2006.

Certificate of Export Excellence for outstanding export performance during 2003-04 for two-
wheeler & three- wheelers - Complete (Non SSI) by Engineering Export Promotion Council.

34
 The NDTV Profit Car India & Bike India Awards 2006 in the following category:

 Bike Maker of the Year

 Bike of the Year - Achiever
 Bike of the Year - Achiever (up to 150 cc category)
 Bike of the Year - Glamour (up to 125 cc category)
 NDTV Viewers' Choice Award to Glamour in the bike category

INTRODUCTION ABOUT HERO (HERO MOTORS)

HERO MOTORS PVT LTD is dealership type of business. HERO MOTORS PVT
LTD. is established on 21st march 2003. The business is running by just a single man. The
propriter name is ch .madhu mathi the firm is located at habsiguda in Hyderabad.

The sale will be either on money premise or on institutional premise. Bank like ICICI,
HDFC and CENTURION are giving credits to clients.

Promoting procedure of HERO engines

They are giving the promotions through daily papers, divider works of art, hoardings
and field staff. They are overhauling deals by presenting the plans, assemble appointments,
institutional deals and client way to-entryway exercises.

Arrangement of Staff individuals

Staff individuals are arranged for specialists, 25 individuals are distributed for field
staff, 5 individuals are enrolled for people, 5 people are set for save parts, 5 individuals are
dispensed for administrative records and another 3 people for money exchange and different
individuals are apportioned for residual work.

Client relationship

They engage the showroom giving a client's immense providing pool diversion, web
office and TV frameworks. They give bile upkeep programs on consistently.

As indicated by different merchants HERO engines in first in deals and best in benefit. They
treat client, is the big cheese at HERO engines consumer loyalty is their adage, why since,
they will fulfilled client is the best notice. They give better an incentive to the clients and
workers too. At HERO engines the client is the manager.

35
SYSTEM OF HERO MOTORS

Normal they are offering 25 vehicles for each day. Legend engines PVT L.T.D is the
A.P s NO.1 dealership in deals and different exercises? It is a QLAD (qualify pioneer through
quality merchant). At HERO engine they gave the quality support of the clients why on the
grounds that 'the cost is for some time overlooked yet the quality is associated with ever”..

Q Quest for brilliance

U Understanding client's needs

A An Action to accomplish client's appreciation.

L Leadership resolved to be a pioneer

I including every one of the general population

T Team soul to work for a shared objective

Y Yard sticks to gauge programs.

GUARANTEE ON PROPRIETARY ITEMS

Guarantee on exclusive things like tyres, Tubes and Battery and so on, will be
specifically taken care of by the individual unique makes (OEM's) aside from AMCO. If
there should arise an occurrence of any imperfection in exclusive things, rather than the over
2 specified OEM'S the merchants must approach the Branch office dealer of the particular
make. Tubes cases will be acknowledged at our approved dealerships per the commonly
agreed terms and chance that the claim isn't acknowledged for invalid reasons. At that point
the claim alongside the refusal note shape the OEM can be sent to the guarantee segment at
gorgon design after because of proposal of the range benefit build. On the off chance that
some other six administrations or consequent paid administrations isn't benefited according to
the prescribed calendar given in the proprietor's manual. On the off chance that HERO
HONDA prescribed motor oil isn't utilized. To ordinary wear and tear segments like globules,
selectric wiring, channels, start plug, grip plates, locks, latches, elastic segments and in the
event of wheel edge twist.

In the event that there is any harm due o adjustment or fittings of frill other than ones
suggested by HERO HONDA. On the off chance that the engine has been utilized as a part of
any focused occasions like following races or revitalizes. In the event that there is any harm
to the painted surface because of mechanical contamination or different incidental elements.
For mollusks made for any significant harm because of any past glitch. For typical wonder
like commotion, vibration, oil leakage, which don't influence the execution of the cruisers.

36
DATA ANALYSISAND INTERPRETATION
1. Your job allows you to use your skills and abilities.

OPTIONS NO OF RESPONSES

Strongly agree 22

Agree 62

Disagree 12

Strongly Disagree 0

Interpretation :

Most of the employees agree and strongly concur for using their talent and
capabilities in their job.

37
 2. Which techniques are used to improve your work life?

OPTIONS NO OF RESPONSES

By doing hard work 26

With patience 18

Understanding others 12

Balancing both personal work &official work 44

Interpretation :

The survey revealed that most of the employees are using the techniques to improve
their work life by balancing both personal work and official work and some employees by
doing hard work and some with patience and by understanding others.

38
3. How often do you go home in time?

OPTIONS NO OF RESPONSES

Occasionally 38

Daily 44

Rarely 18

Never 0

Interpretation :

The survey revealed that most of the employees often go home in time by
occasionally and some they go daily and some are rarely.

39
4. How often your official commitments obstruct your personal and family works.

OPTIONS NO OF RESPONSES

Always 12

Often 32

Rarely 46

Never 10

Interpretation :

The survey revealed that most of the employees are rarely obstruct their official
commitments in their personal and family works and some are often and always.

40
5. How often your personal works obstruct your official commitments?

OPTIONS NO OF RESPONSES

Always 12

Often 16

Rarely 44

Never 28

Interpretation;

The survey revealed that most of the employees are rarely obstructing their personal
work in their official commitments and never for some employees.

41
6.The suggestion scheme in your organization is.

OPTIONS NO OF RESPONSES

Very Effective 20

Good 56

Ineffective 24

Interpretation :

The survey revealed that the suggestion scheme is good and very effective in HERO
HONDA.

42
7. Are the quality orders instrumented improving quality in work?

OPTIONS NO OF RESPONSES

Strongly Agree 22

Agree 50

Neutral 16

Disagree 12

Interpretation :

The survey revealed that most of the employees agree for quality orders are
instrumented for improving quality in work and some are strongly agree.

43
8. Recognition & rewards are given based on employee performance.

OPTIONS NO OF RESPONSES

Strongly agree 18

Agree 48

Neutral 16

Disagree 18

Interpretation;

The survey revealed that most of the employees agree and strongly concur for
recognition and rewards are given based on employee performance but some are disagree.

44
9.Are you able to balance your personal requirements without affecting your job
Requirements?

OPTIONS NO OF RESPONSES

Always 46

Often 36

Rarely 18

Never 0

Interpretation;

The survey revealed that most of the employees are always & often able to balance
their personal requirements without effecting their job requirements.

45
10.How often social gatherings in departmental meetings are conducted in your Department.

OPTIONS NO OF RESPONSES

Once in a year 32

Quarterly once 38

Monthly once 10

Never 20

Interpretation :

The survey revealed that social gatherings and departmental meetings are conducting
less in HERO HONDA i.e. by quarterly once and yearly once.

46
 FINDINGS

1. The theme chose is nature of worklife .

2. Most of the representatives went to the Quality of work life at Hero MotoCorp Ltd.

3. The essentialness of choosing the theme identifies with its significance in the
investigation to discover whether the workers more effective.

4. Organizational objective can be accomplished through self-awareness the

investigation manages the specific view point on the quality of work and examination of
their view point on the preparation program.

5. Many of the respondents concur and have sufficient offices completely outfitted with
required showing helps and harmonious atmosphere.

6. It finds the development and security of the association and advancement young
people.

47
 CONCLUSIONS

In the wake of leading a serious investigation on quality of work in Hero MotoCorp Ltd the
accompanying conclusions are inferred.

QWL is vital for representatives' and also for the associations to accomplish the general
development and benefit in the market. .

• Organization need to keep up the proper adjust of work.

• Opportunity is given to workers to enhance there vocation development.

• Benefits gave by the association are great to fulfill the worker individual needs.

• Teamwork in the association is great.

• Organization should concentrate on the instructional courses with a specific end goal
to propel the workers.

• Organization need to give extension to the worker improvement.

• The association with prevalent at working environment is great.

48
 SUGGESTIONS

The quality of work in Hero MotoCorp Ltd hugeness of choosing the subject
identifies with its significance in the investigation to make the representatives more
productive.

The greater part of the representatives went to the Quality of work life program to pick up
information on their self intrigue however a portion of the respondents gave their
recommendations with the goal that the program can be more successful

A portion of the recommendations are as per the following :

1. Work ought to be conveyed between representatives similarly..

2. Job revolution.

3. communication between the best level ,center level and low level administration is
required.

4. man power framework should be more viable.

5. more social party ought to be planed by authority to meet the relative of the workers.

6. suggestion plans ought to enhance in the association with the goal that representatives
will be viable towards work.

49
 BIBILIOGRAPHY

The Democratic Corporation - by William O. Gimes.

Managing Human Resource -by Wayne F .Cacao.

Democracy at Work -by F.emry &E.Thorsurd(International series on the Quality

of life)

Company Profile - www. hero.com

www.idianhr qualitycheek.com
www.hrindia.com

50
 QUESTIONNAIRE

1. Does Your activity enables you to utilize your capabilites?

(a) Strongly concur (b) Agree
(c) Disagree (d) Strongly disagree

2. Which techniques are used to improve your work life?

(a) By doing hard work (b) With patience
(c) Understanding others (d) Balancing both work &official work.

3. How often do you go home in time?

(a) Occasionally (b) Daily (c) Rarely (d) Never

4. How often your official commitments obstruct your personal and family works?
(a) Always (b) Often (c) Rarely (d) Never.

5. How often your personal work obstruct your official commitments?

(a) Always (b) Often (c) Rarely (d) Never

6. The suggestion scheme in your organization is?

(a) Very effective (b) Good (c) In effective.

7. Quality orders are instrumented improving quality in work?

(a) Strongly agree (b)Agree (c) Neutral (d) Disagree.

8. Recognition and rewards are given based on employee performance?

(a) Strongly agree (b) Agree (c) Neutral (d) Disagree

9. Are you able to balance your personal requirements without affecting your job
Requirements?
a) Always (b) Often (c) Rarely (d) Never

10. How often social gatherings in departmental meetings are conducted in your
Department.
a) Once in a year b) Quarterly once c) monthly once d)Never

51