A

Descriptive Study On

“JOB SATISFACTION”
With Reference To
HYUNDAI AUTOMOBILES
KAKINADA
A Project Submitted To The Adikavi Nannaya University,Rajamahendravaram
In Partial Fullfillment Of The Requirements For The Award Of Degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted By
KATADI AMBICA DEVI
([Link])
Under The Guidance Of
Mr.E.R.S
DEPARTMENT OF COMMERCE AND MANAGEMENT STUDIES

[Link] INSTITUTE OF COMPUTER APPLICATIONS &

MANAGEMENT STUDIES FOR WOMEN
KAKINADA -533005
(Affiliated By Adikavi Nannaya University, Rajamahendravaram)
2024-2026
 [Link] INSTITUTE OF COMPUTER APPLICATIONS
AND MANAGEMENT STUDIES FOR WOMEN
(AFFILIATED TO ADIKAVI NANAYYA UNIVERSITY)

N.F.C.L. Road,Near R.T.O. Office,KAKINADA-533005 0884-

2300200

Date

CERTIFICATE

This Is To Certify That This Project Report Entitled “Job Satisfaction”

With Reference To HYUNDAI AUTOMOBILES ,KAKINADA, Is A Bonified
Work Of Katadi .Ambica Devi, Regd No : 248461000012 Submitted In
Partial Fulfillment Of The Requirements For The Award Of The Degree
Pf MASTER OF BUSINESS ADMINISTRATION Adikavi Nannayya
University , Rajamahendravaram During The Academic Year 2024-2026

Place:Kakinada
Date

SIGNATURE OF INTERNAL EXAMINER HEAD OF THE

DEPARTMENT

SIGNATURE OF THE EXTERNAL PRINCIPAL

 DECLARATION

I Hereby Declare that this Project Report Entitled “A STUDY ON JOB

SATISFACTION” With reference to “HYUNDAI AUTOMOBILES,KAKINADA” is
prepared by me in partial fulfillment of the requirements for the award of the degree of “
MASTER OF BUSINESS ADMINISTRATION ADIKAVI NANNAYA UNIVERSITY ,
RAJAMAHENDRAVARAM “ during the academic year 2024-2026.

I Also Declare That This Project Is The Result Of My Own Effort

And That Has Not Been Submitted To Any Other University Or Institution For
Any Purpose Not Published Any time Before

Place:Kakinada
Date:

SIGNATURE OF THE CANDIDATE

 ACKNOWLEDGEMENT

I would like to express my sincere gratitude to my guide [Guide Name] for

their valuable guidance, support, and encouragement in completing this project
on Job Satisfaction. Their insights and suggestions helped me throughout the
project.

I also thank [College/Institution Name] for providing me with this

opportunity to carry out this study. I am grateful to all the respondents for their
cooperation and valuable inputs.

I also thank the management and staff of Hyundai Automobile

Kakinada for giving me the opportunity and for their cooperation during the
study. I am grateful to all the respondents for their valuable inputs.

Thank you
 CONTENTS

CHAPTER -1
➢ INTRODUCTION
➢ OBJECTIVES OF THE STUDY
➢ NEED FOR THE STUDY
➢ SCOPE OF THE STUDY
➢ METHODOLOGY
➢ LIMITATIONS

CHAPTER-2
➢ INDUSTRIAL PROFILE

CHAPTER-3
➢ COMPANY PROFILE

CHAPTER-4
➢ THEORETICAL FRAME WORK

CHAPTER-5
➢ DATA ANALYSIS & INTERPRETATION
➢ QUESTIONARIE
➢ CONCLUSION
➢ BIBLOGRAPHY
 CHAPTER-1

INTRODUCTION
 INTRODUCTION

Organizations Are Made Up Of People And Function Through People.

Without People Organizations Cannot Exists. The Resources Of Men,
Money, Machinery And Materials Are Collected, Coordinated And
Utilized Through People. These Resources By Themselves Cannot
Fulfill The Objectives Of An Organization. They Need To Be United
Into A Team. It Is Through The Combine Efforts Of People That
Material And Monetary Resources Are Effectively Utilized For The
Attainment Of Common Objectives. Without United Human Efforts No
Organization Can Achieve Its Goals. All The Activities Of An
Organization Arc Initiated And Completed By The Persons Who Make
Up The Organization. Therefore. People Are The Most Significant
Resource Of Any Organization. This Resource Is Called Human
Resource And It Is Most Important Factor Of The Production
According To Edwin B Flippo "The Personnel Function Is
Concerned With The Procurement, Development, Compensation
Integration And Maintenance Of The Personnel Of An Organization
For The Purpose Of Contributing Towards The Accomplishment Of
Organizational Goals And Objectives Therefore HRM Is Planning,
Organizing, Directing And Controlling Of The Operative Functions."
The Human Resources Of An Organization Consist Of All
People Who Perform Its Activities. Human Resource
Management(HRM) Is Concerned With The Personnel Policies And
Managerial Practices And Systems That Influence The Workforce. In
Broader Terms, All Decisions That Affect The Workforce Of The
Organization Concern The HRM Function The Activities Involved In
HRM Function Are Pervasive Throughout The Organization. Line
Managers, Typically Spend More Than 50 Percent Of Their Time For
Human Resource Activities Such Hiring, Evaluating, Disciplining, And
Scheduling Employees.
 Human Resource Management Specialists In The HRM
Department Help Organizations With All Activities Related To Staffing
And Maintaining An Effective Workforce. Major HRM
Responsibilities Include Work Design And Job Analysis, Training And
Development, Recruiting, Compensation, Team-Building ,
Performance Management And Appraisal, Worker Health And Safety
Issues, As Well As Identifying Or Develop In Valid
Methods For Selecting Staff. Hrm Department Provides The
Tools, Data And Processes That Are Used By Line Managers In Their
Human Resource Management Component Of Their Job.
"The HRM Focus Should Always Be Maintaining And, Ideally
Expanding The Customer Base While Maintaining, And Ideally
Maximizing Profit. HRM Has A Whole Lot To Do With This Focus
Regardless Of The Size Of The Business, Or The Products Or Services
Your Trying To Sell
Acquiring Human Resource Capability Should Begin With
Organizational Design Analysis.
Organizational Design Involves The Arrangement Of Work
Tasks Based On The Interaction Of People, Technology And The Tasks
To Be Performed In The Content Of The Objectives, Goals And The
Strategic Plan Of The Organisation. HRM Activities Such As
Resources Planning, Job And Work Analysis, Organizational
Restructuring, Job Design, Tea Building, Computerization, And
Worker-Machine Interface Fall Under This Domain. Recruitment,
Employee Orientation, Selection, Promotion, And Termination Are
Among The Activities That Fit Into The Staffing Domain . The
Performance Management Domain Includes Assessments Of
Individuals And Teams To Measure, And To Improve Work
Performance. Employee Training And Development Programs Are
Concerned With Establishing, Fostering, And Maintaining Employee
Skills Based On Organizational And Employee [Link]
Systems, Benefits And Compliance Have To Do With Any Type Of
Reward Or Benefit That May Be Available To Employees. Labor Law,
Health And Safety And Unemployment Policy Fall Under Compliance
Component.
IMPORTENCE OF HRM
● Social justice
● Maintains balance between jobs available and job seekers
● Provides suitable employment
● Maximum utilization of HR
● Eliminating wastage
● Professional significance
● Maintains dignity of employee as human
● Improves employee skills and energy
● Provides opportunities for persons development
● Significance for individual enterprise
● Tries to create right attitude
● Secures willing cooperation

FEATURES OF HRM:
● Concerned with individual and group
● Concerned with the development of HR
● Concerned with managing people at work
● Concerned with blue and white collared workers
● It is continuous in nature
● Concerned with emotional behavioral and social aspects &
 Universal in nature
● Continuous in nature
● Action oriented
● Individual oriented
● Future oriented
JOB SATISFACTION:
Job Satisfaction Describes How Content In Individual Is With His Her
Job. How Happier People Are Within Their Job, The More Satisfied
They Are Said To Be. Job Satisfaction In Not The Same As Motivation
Or Aptitude, Although It Is Clearly Linked. Job Design Aims To
Enhance Job Satisfaction And Performance, Methods Include Job
Rotation, Job Enlargement, Job Enrichment And Job Re-Engineering.
Other Influences On Satisfaction Include The Management Style And
Culture, Employee Involvement, Empowerment And Autonomous
Work Position. The Most Common Way Of Measurement Is The Use
Of Rating Sales Where Employees Report Their Reactions To Their
Jobs. Questions Relate To Rate Of Pay, Work Responsibilities, Variety
Of Tanks, Promotional Opportunities, The Work Itself And Co-
Workers. Some Questioners Ask Yes Or No Questions While Others
Ask To Rate Satisfaction On 1-5 Scale (Where 1 Represents "Not At
All Satisfied" And 5 Represents "Extremely Satisfied")
The Term "Job Satisfaction" Was Brought To Lime Light By
Hoppack. He Reviewed 32 Studies On Job Satisfaction Conducted
Prior To 1933. Jols Satisfaction Refers To A Person's Feeling Of
Satisfaction On The Job. It Is Not A Self Satisfaction, Happiness Or
Self-Contentment But The Satisfaction On The Job
In An Organization The First And Foremost Requirement
Is Employee's Satisfaction In All The Spheres And Areas Of The
Concern Impossible. Unfortunately Not Everyone Receives The
Satisfaction From His Job. Job Satisfaction Result When The Quality
Needed For A Particular Job And The Qualities Of An Individual Are
Fitting In. There Are Growing Awareness Among Employees On The
Job Satisfaction And The Working Eliminate Etc. Job Satisfaction
Refers To An Employee's General Attitudes Towards His Job. The
Satisfaction Or Dissatisfaction From The Job Gives To The
Psychological Problem Of Morale. The Importance Of Job Satisfaction
If Fairly Evident From Description Of The Importance Of Maintaining
Morale In Any Industry. If A Worker Is Not Satisfied With His Work,
Then Both The Quantity And Quality Of Output Will Suffer. If His Job
Satisfaction Increase Then There Is An Improvement In Both Quality
And Quantity Of Production.
DEFINITION:
Job Satisfaction Has Been Defined As A Pleasurable Emotional State
Resulting From The Appraisal Of One's Job An Affective Reaction To
One's Job And An Attitude Towards One's Job. Weiss (2002) Has
Argued That Job Satisfaction Is An Attitude But Points Out The
Researchers Should Clearly Distinguish The Objects Of Cognitive
Evaluation Which Are Affect (Emotion),Beliefs And Behaviours. This
Definition Suggests That We Form Attitudes Towards Our Jobs By
Taking Into Account Our Feelings ,Our Beliefs,And Our Behaviours
NATURE OF JOB SATISFACTION
It Express Them Of Amount Of Agreement Between One’s Exceptions
Of The Rewards That The Job Provides Since Job Satisfaction Involves
Exceptions It Relates To Equity Theory, The Psychological Contract
And Motivation. The Nature Of One's Feelings On The Job Similarly,
Important Part Of Life That Influences One's General Life
Satisfaction
MEASURING JOB SATISFACTION
The Two Most Widely Used Approaches Are Single Global Rating And
Summation Core Made Up If A Number Of Job Facets The Single
Global Method Is Nothing More Than Asking Individuals To Respond
To One Questions, Such As All Things Considered How Satisfied Are
You With Your Job Respondents Then Reply By Circling A Number
Between One And Five That Corresponds To Answer From Highly
Satisfied In Highly Dissatisfied It Defines Key Elements In Job And
Asks For The Employee's Feelings About Each Typical Factors That
Could Be Included Are The Nature Of The Work, Supervision, Present
Pay, Promotion Opportunities And Relations With Co-Workers
DETERMINANTS OF JOB SATISFACTION
The Various Factors Influencing Job Satisfaction May Be Classified
Into Two Categories
❖ Environmental factors
❖ Personal factors
JOB CONTENT:
Hertzberg Suggested That Job Content Is Terms Of Achievement,
Recognition, Recognition Advancement, Responsibility, And Work It
Self Tend To Provide Satisfaction But Their Absence Does Not Cause
Dissatisfaction.
Where the job is less repetitive and there is variation is job
content and job satisfaction tends to be higher. Specialization increases
repetitiveness leading to boredom and monotony. But greater variety
of tasks may not Irene some less the tasks form a unified, integrated
and meaningful whole
OCCUPATIONAL LEVEL:
The Higher Level Of The Job In Organizational Hierarchy L The
Greater The Satisfaction Of The Individual. This Is Because Position
At Higher Level Are Generally Better Paid, More Challenging And
Provides Greater Freedom Of Operation. Such Jobs Carry Greater
Prestige, Self Control And Need Satisfaction
One Study Revealed That Professional People Were The Most
Satisfied, Followed By Salaried
Workers And Factory Workers Were The Least Satisfied With
Their Jobs
PAY AND PROMOTION:
All Other Things Being Equal, Higher Pay And Better Opportunities
For Promotion Higher Job Satisfaction.
WORK GROUP:
Man Is Social Animal And Likes To Be Associated With Others
Interactions In The Work Group Help To Satisfy Social And
Psychological Needs And, Therefore, Isolated Seekers Tend To Be
Dissatisfied. Job Satisfaction Is Generally High When An Individual Is
Accepted By His Peers And He Has A High Need For Affiliation.
SUPERVISIONS:
Considerate Supervision Lends To Improve Job Satisfaction Of
Workers. A Considerate Supervisor Takes Personal Interest In His
Subordinates And Allows Them To Participate In The Decision Making
Process. However, Authoritarian People May Be More Satisfied Under
The Supervision Of High Status And Strongly Directive Leaders.
Employee Satisfaction From
Supervisor Behavior Depends Upon The Influence Which The
Supervisor Exercises On His Own Superior
PERSONAL FACTORS
Personal Life Exercises A Significant Influence On The Job
Satisfaction. The Mam Elements Of Personal Life Are Given Below
AGE
Some Research Studies Reveal A Positive Correlation Between Uge
Und Job Satisfaction Workers In The Advanced Age Group Tend To Be
More Satisfied Probably Became They Have Adjusted With Their Job
Conditions. However, There Is A Sharp Decline Alter A Point Perhaps
Because An Individual Aspires For Better And More Prestigious Jobs
In The Later Years Of His Life
SEX:
One Study Revealed That Women Are Less Satisfied Than Men Due
To Fewer Job Opportunities For Females. But Female Workers May Be
More Satisfied Due To Their Lower Occupational Aspirations.
EDUCATIONAL LEVEL
Generally More Educated Employees Tend To Be Less Satisfied With
Their Jobs Probably Due To Their Higher Job Aspirations. However,
Research Does Not Yield Conclusive Relationship Between These
Two Variables
MARITAL STATUS:
The General Impression Is That Named Employees And Employees
Have Dependents Tend To Be More Dissatisfied Due To Their Greater
Possibilities That Such Surpluses May Be More Satisfied Became They
Value Their Jobs More Than Unmarried Works
EXPERIENCE
Job Satisfaction Tends To Increase With Increasing Your Experience.
But It May Focus After Twenty Years Of Experience Particularly
Among People Who Have Not Religed Their Job Expectations.
FACTORS INHERENT IN THE JOB:
TYPE OF WORK
The Most Important Factor Inherent In The Job Is Type Of Work.
Several Studies Have Shown That Varied Work Brings About More Job
Satisfaction Than Does Routine Work. It Is Difficult To Separate The
Importance Of Type Of Work, Skill, Pay And Status, Since They
Manually Go Together. Skill Required To Job Satisfaction Has A
Bearing On Several Other Factors Like Kind Of Work, Occupational
Status And Responsibility.
FACTORS CONTROLLED BY MANAGEMENT
SECURITY:
A Summary Of All The Strategies That Can Be Compared Shows That
Industrial Employees Say That What They Want Most Is Steady Work.
Security For Old Age Was One Of The Five Factors Significantly
Related To The Workers Satisfaction. The Other Four Were "Interest In
The Job Not Being Over Worked", "Ability To Advise", And Belief
That Individual Merit Is Rewarded.
These Factors Are Even More Important For Satisfaction
With The Company Than The Satisfaction With The Job
TRAINING AND DEVELOPMENT
Job Training And Employees Career Development Can Become
Generally Accepted Activities In Industry. The Fact That Training Also
Reduces Absenteeism And Turnover Imaginations That
Training Has A Favorable Effect On Morale And Satisfaction. Different
Types Of Training Methods
Such As
Lecture method
Circular method
Sound motion pictures, on job training
PARTICIPATION
It Means Active In Pursuit Of A Goal Which Involves The Ego. The
Incentive Of Participation Of Workers Is Becoming More And More
Prominent For Causing Job Satisfaction. Appears To Incorporate The
Strongest Incentives, The Social Motives Of Self Impact And Self
Approval
MOTIVATION
Motivation Refers To The Behavior Itself Or The End Results Of All
Inputs. This Motivation Is A Six Phased Process Beginning From The
Inner Mate Or Need Deficiency And With Need Fulfillment
GENERAL DETERMINANTS:
More Important Factors Conducive To Job Satisfaction Are Menially
Challenging Work Equitable Rewards, Supportive Working
Conditions, And Supportive Colleagues.
MENTALLY CHALLENGING WORK:
Employees Tend To Perfect Jobs That Give Them Opportunities To
Tune Their Skills And Abilities And Offer A Variety Of Tasks,
Freedom, And Feedback On How Well They Are Doing. These
Characteristics Make But Too Much Challenging Creates Frustration
And Feelings Of [Link] Conditions Of Moderate Challenge,
Most Employees Will Experience Pleasure And Satisfaction.
EQUITABLE REWARDS:
Individuals Who Perceive That Promotion Decisions Are Made In A
Fair And Just Manner, Therefore, Are Likely To Experience
Satisfaction From Their Jobs
SUPPORTIVE WORKING CONDITIONS:
Employees Are Concerned With Their Work Environment For Both
Personal Comfort And Facilitating Doing A Good Job.
SUPPORTIVE COLLEAGUES:
People Get More Out Of Work Than Merely Money Or Tangible
Achievements. For Most Employees, Work Also Fills The Need For
Social Interaction. Having Friendly And Supportive Co-Workers Leads
To Increased Job Satisfaction. The Behavior Of One's Boss Is Also A
Major Determinant Of Job Satisfaction. Studies Generally Find That
Employee Satisfaction Is Increased When The Immediate Supervisor
Understands And Is Friendly, Offers Praise For Good Performance,
Listens To Employee's Opinions, And Shows A Personal Interest In
Them.
DETERMINANTS FOR YOUNGER GROUP
❖ Type of work
❖ Working conditions
❖ Co-workers
❖ Ease if commuting to work
DETERMINANTS FOR OLDER GROUPS
❖ Security
❖ Supervision
❖ Company prestige
❖ Working hours
IMPORTANCE OF JOB SATISFACTION:
REDUCES ABSENTEEISM AND TURNOVER:
High Job Satisfaction Tends To Have Greater Incomes And More
Education And Enjoy More Benefits, Which Promote Longevity. On
The Other Hand, Chronic Dissatisfaction With Work Represents Stress
Which In Turn Takes Its Toll On The Organization.
JOB SATISFACTION HAS RELATION WITH MENTAL
HEALTH OF PEOPLE
Many Unresolved Personal Problems And Adjustments Arise Out Of A
Person's Inability To Find Satisfaction In His Work. Job Satisfaction In
Important For Psychological Adjustments And Happy Liking Of An
Individual
JOB SATISFACTION HAS SOME DEGREE OF
POSITIVE CORRECTION WITH PHYSICAL
HEALTH OF INDIVIDUAL:
People With Greater Satisfaction Tend To Have Greater Incomes And
More Education And Enjoy Greater Benefits, Which Promote Other
Hand Chronic Dissatisfaction With Work Represents Stress Which In
Turn Takes Its Toll On The Organization.
BENEFITS OF JOB SATISFACTION:
IDENTIFICATION OF EMPLOYEES ATTITUDE:
A survey reveals how employees feel about jobs, what parts of their
jobs these feelings are focused on, which departments are particularly
affected and whose feelings are involved. Survey also indicates specific
areas of satisfaction or dissatisfaction
SATISFACTION SURVEYS IMPROVING ATTITUDE:
For some employees, the survey is a safety value on emotional
realization, a chance to get things off their chest. For others the survey
is a tangible expression of management's interest in employee welfare,
which gives employees reasons to feed better towards management
IMPROVES COMMUNICATION:
Communication flows horizontally, vertically, upward and downward.
As people want the survey talk and discuss its results particularly
beneficial so the company is the upward communication when
employees are encouraged to comment about what they really have in
their minds
JOB SATISFACTION IS THAT THEY HELP
MANAGEMENT TO ASSESS TRAINING
NEEDS:
Employees Are Given An Opportunity To Report How They Feel The
Supervisor Performs Certain Parts Of Jobs Such As Delegating Work
And Giving Adequate Job Instruction Job Satisfaction Surveys Can
Help Discover The Causes Of Indirect Productivity Problems Such As
Absenteeism Turnover Are Highly Correlated With Job Satisfaction. It
Was Also Noted That These In Term Effect Productivity.
A Job Satisfaction Survey Is An Indicator Of The Effectiveness Of
Organizational Reward Systems As Was Discussed Earlier. There Is A
Positive Relationship Between Performance And Satisfaction. Job
Satisfaction Survey Can Provide Some Class As To Effectiveness Of
Organizational Rewards Systems, Whether The Best Performers Are
Receiving The Most Rewards And The Most
Satisfaction From Their Jobs. According To Hoppack, Job Satisfaction
Is "The Combination Of Psychological, Physiological And
Environmental Circumstances That Cause A Person To Truthfully Say
I Am Satisfied With My Job". This Definition Points To The Factors
Affecting Job Satisfaction But Does Not Indicate The Nature Of Job
Satisfaction.
Job Satisfaction Defined By Robbins P. Stephen As "The
Difference Between The Amount Of Rewards Workers Receive And
The Amount They Believe They Should Receive" Locks Give A
Comprehensive Definition Of Job Satisfaction As "A Pleasurable Or
Have Emotional State Resulting From The Appraisal Of Once Job Or
Job Experience. Job Satisfaction Is An Individual's Emotional Reaction
To The Job Itself. It Is A Person's Attitude Towards A Job, Job
Satisfaction Refers To One's Feeling Towards One Job.
 Job Satisfaction Is A Positive Emotional State That Occurs When
A Person's Job Seems To Fulfill Important Job Values Provided Their
Job Values Are Compatible With One's Needs Satisfaction Of
Employees' Need, For Esteem, Autonomy, And Itself Actualization
Would In Turn
Lead To High Employee Notification. Individual High In Need
For Self Actualization,Production, Enchases And Consideration Were
Positively By Effective Supervision
 OBJECTIVES OF THE STUDY
The Main Objective Of This Study Is To Understand The Level Of Job
Satisfaction Among Employees In The Organization. It Aims To
Identify The Factors That Influence Job Satisfaction Such As Salary,
Working Conditions, Management Support, And Opportunities For
Growth. The Study Also Helps To Understand Employees’ Opinions
About Their Work And To Suggest Measures That Can Improve Job
Satisfaction And Employee Performance.
 NEED FOR THE STUDY
The Study On Job Satisfaction Is Important Because It
Helps To Understand How Employees Feel About Their Jobs And
Work Environment. When Employees Are Satisfied, They Tend To
Work Better, Show More Interest In Their Tasks, And Contribute
Positively To The Organization. This Study Helps Identify The Factors
That Influence Employee Satisfaction Such As Salary, Working
Conditions, Management Support, And Career Growth. Understanding
These Factors Helps The Organization Improve Employee
Performance, Reduce Turnover, And Create Better Hr Policies For
Overall Organizational Success.
 SCOPE OF THE STUDY

The Study On Job Satisfaction Is Important Because It Helps To

Understand How Employees Feel About Their Jobs And Work
Environment. When Employees Are Satisfied, They Tend To Work
Better, Show More Interest In Their Tasks, And Contribute Positively
To The Organization. This Study Helps Identify The Factors That
Influence Employee Satisfaction Such As Salary, Working Conditions,
Management Support, And Career Growth. Understanding These
Factors Helps The Organization Improve Employee Performance,
Reduce Turnover, And Create Better Hr Policies For Overall
Organizational Success.
 METHODOLOGY OF THE STUDY
Methodology Is The Systematic Study And To Collect The Data From
Two Different Sources Namely

➢ Primary Data
➢ Secondary Data

PRIMARY DATA:

The Data Of Both The Primary And Secondary Data. A Major Source
Of Des Was Primary Data. The Method Adopted For Securing The
Primary Data In Questionnaire And Directly Collected From The
Office Records, Annual L Reports Of The Company And The Other
Levant Materials

• Personal observation
• Personal interviews
• Discussions with the management
• Personal interactions with the employees

SECONDARY DATA:

The Secondary Data Was Collected From The Basis Written By The
Famous Writers In Libraries And Research Studies Are Related To The
Study. It Includes The Published And Unpublished Literature Like
Books, Reports And Journal Articles On Automobile Industry

• The company's annual records

• The company trade journals
• Company manuals & magazines
• Circulars.
• Websites

RESEARCH METHODOLOGY

• Sampling
• Questionnaire
SAMPLING

A Survey Of 30 Respondents Out Of 50 Employees Working In A

Hyundai Showroom At Kakinada, Using The Random Sampling
Method, Was Conducted

QUESTIONNAIRE DESIGNS:

To Study The View On The "Job Satisfaction Of Hyundai Showroom

Kakinada Research And Structured Undisguised Question Wise Most
Of The Questions Were Of Simple And The respondents Are Free To
Express Their Ideas.
 LIMITATIONS OF THE STUDY
❖ The Duration Of Project Was Limited For Only 45 Days So
Detailed Data Could Not Be Collected
❖ As There Is Shift System Of Employees Limited Number Of
Respondents Were The Questionnaire
❖ Due To Busy Schedules Of Executives Only Some Of Them
Were Interviewed
❖ The Employees May Not Reveal All The Information As The
Topic Related To Department

The Respondents May Not Respond To Some Typical

Questions In The Questionaries
 CHAPTER-2
INDUSTRY PROFILE
A Hyundai Showroom Is An Authorized Dealership That Provides A
Complete Range Of Services For Potential And Current Hyundai
Owners, From Vehicle Sales To After-Sales Support And Financing.
They Are Designed To Offer A Modern, Customer-Centric Experience,
Integrating Both Physical And Digital Interactions
Hyundai Motor India Limited (HMIL), A Subsidiary Of Hyundai
Motor Company (HMC) Is Country’s Leading Automobile. In Line
With HMC’s Global Brand Vision Of ‘Progress For Humanity’ They
Adopt Sustainable And Green Manufacturing Operations, Offering
Mobility Solutions With Industry Leading Technology.
HMIL Operates With A Network Of 1,366 Sales Points And 1,550
Service Points Across India. HMIL’s Manufacturing Plant Near
Chennai, Is Optimised To Manufacture Our Full Range Of Vehicle
Models. HMIL Also Forms A Critical Part Of HMC’s Global Export
Hub With Exports Spanning Across Africa, The Middle East, And
Other Countries Including Bangladesh, Nepal, Bhutan And Sri Lanka.

HISTORY
Hyundai Motor Company, Founded In 1967 By Chung Ju-Yung,
Rapidly Grew From Assembling Ford Cars In Its Massive Ulsan Plant
To Becoming A Global Automotive Leader, Developing Its Own
Models Like The Pony, Expanding With The Successful Excel In The
U.S. (1986), Acquiring Kia, And Achieving Significant Milestones
Like 100 Million Vehicles Produced, Driven By Innovation And
Global Expansion, Including Investments In Electric Vehicles (Evs)
Like The IONIQ Line

Early Beginnings & Ford Partnership (1967-1970s)

• 1967: Hyundai Motor Company established in South Korea.

 • 1968: Launched its first vehicle, assembling the Ford Cortina at
the new Ulsan plant, the world's largest
[Link] auto facility,
showcasing rapid growth.
• 1970s: Began developing its own cars, hiring British engineers
and launching its first independent model, the Pony, styled
by Giorgetto Giugiaro.
Global Expansion & Quality Focus (1980s-1990s)
• 1986: Entered the U.S. market with the budget-
friendly Excel, achieving huge initial success but
highlighting quality issues that spurred improvement.
• 1990s: Focused on R&D with the Namyang Technology
Research Center (1996) and developed its own engines,
enhancing quality and technology.
• 1990s: Focused on R&D with the Namyang Technology
Research Center (1996) and developed its own engines,
enhancing quality and technology.
Modern Era: Innovation & Electrification (2000s-Present)
• 2000s: Expanded production globally (Turkey, India) and
saw increased success with models like the Sonata and Santa Fe,
earning industry awards.
• 2010s-2020s: Became a top global automaker, focusing heavily
on clean mobility, electric vehicles (EVs) like the IONIQ series,
hydrogen fuel cells, and autonomous driving, securing its future
in advanced mobility.
RESEARCH AND DEVELOPMENT
Its Growth As The Most Advanced Research
Center Is Attributes To Its Devotion To Vehicle Development,
Through The Integration Of New Technology Into Ergonomic Designs.
HMC CV R&D Center Is Focused On Research And Development
Based On Three Themes: Safety, Eco-Friendliness
And customer values
 To Achieve Zero Accident, This Center Has Not Been Only
Applying Active Safety Technology But Is Also Establishing A Lineup
Of All The Electrically Powered Models To Realize Zero Emission
Through The Development Of Environmental Cars Such As Hybrid,
Electric, And Hydrogen-Fuelled Cars. Moreover, To Increase Customer
Values.
It Has Been Exerting Countless Efforts Into Developing
Incredibly Durable Vehicles With The Highest Fuel Efficiency.

Key R&D Focus Areas

• Sustainable Mobility: Developing EVs, fuel-cell tech (FCEVs),
and hydrogen storage systems.
• Software-Defined Vehicles (SDV): Reorganized to focus on
electronics, infotainment, autonomous driving, and AI integration
Hyundai Motor India Engineering (HMIE),
Hyderabad: CAD, CAE, part design, p], supports local development.
• Design & User Experience (UX): Creating innovative designs
and testing concepts in advanced facilities like the Seoul UX
Studio
• Hyundai Motor Europe Technical Center, Germany: Basic
performance, European vehicle tech, expanded testing facilities.
• Organizational Restructure (2023): Shifted focus to Software
Defined Vehicles (SDV) and future tech, creating specialized
units for software, advanced mobility, and electrification.
Europe Expansion (2025): Expanded Nürburgring test
center for EVs and next-gen tech.

COST OF INNOVATION
Hyundai's Cost Of Innovation Involves Massive Long-Term
Investments, With Plans Exceeding $77 Trillion KRW (Approx. $55B
USD) By 2030 For Electrification, Software, And Future Mobility,
Plus Dedicated R&D Spending (Averaging Around $2.5B+ Annually)
And Significant Capital For New U.S. Facilities, Strategically
Reducing Costs Through AI, VR, And Strategic Partnerships For
Faster, Cheaper Development In Evs, Batteries, AI, And Robotics.
PRODUCT APPROVAL
Product Approval In Hyundai Involves A Rigorous,Multi-Stage
Process Encompassing Design, Engineering, Extensive Physical And
Virtual Testing, And Final Regulatory Certification Before A Vehicle
Is Approved For Mass Production. The Process Emphasizes Quality
Management, Technological Innovation, And Adherence To Specific
Government/Statutory Approvals: The Company Frequently Obtains
Necessary Regulatory Approvals From Relevant Government
Authorities For Various Business Operations, Including Manufacturing
Plant Acquisitions Or IPO Filings.
Hyundai Approved Used Cars Come With The Balance Of
Manufacturer Warranty For Cars Less Than Five Years Old; Or
Retailer-Supplied Warranty Options For Cars More Than Five Years
Old.
INDUSTRY REVENUE
Industry Revenue Means The Total Money A Business Earns
From Its Primary Operations, Like Selling Goods Or Services, Before
Any Expenses (Costs, Taxes, Discounts) Are Deducted; It's Known As
The "Top Line" On Financial Statements And Shows The Scale Of
Sales, Calculated As Price × Quantity Sold. It's A Key Indicator Of
Financial Performance, Reflecting A Company's Ability To Generate
Income From Its Core Activities.
According To Hyundai's Financial Reports, Their Annual
Revenue For 2024 Reached A Record KRW 175.2 Trillion, With
Strong Quarterly Results In 2025 Showing Continued Growth, Like
KRW 46.72 Trillion In Q3 2025, Driven By Robust Sales In Key
Markets And Favorable Exchange Rates, While Setting 2025 Targets
For 3-4% Revenue Growth And A 7-8% Operating Profit Margin,
Highlighting Strategic Focus On Global Expansion And
Electrification.
MARKET LEADERS INTERMS OF SALES
Being A "Market Leader In Terms Of Sales" Means A
Company Sells The Largest Volume Or Generates The Most
Revenue For A Specific Product, Service, Or Industry, Holding The
Biggest Market Share Compared To Its Competitors, Often Influencing
Industry Standards, Trends, And Pricing Due To Its Dominance.
According To Hyundai's Official Reports And General
Automotive Sales Data From 2024 And 2025, The Market Leaders
Vary Depending On The Specific Region Or Vehicle Segment:
Hyundai Motor Company Is A Major Global Automotive
Player, A Consistent Top-Three Automaker Globally By Volume.
However, It Is Not The Single, Overall "Market Leader In Terms Of
Sales" In The General Global Automotive Market; That Position
Belongs To Other Large Manufacturers Like The Toyota Group.
Within Specific Regional Markets And Particular Segments (Like
Electrified Vehicles In Europe Or Specific SUV Models In The US),
Hyundai Reports Strong Performance Hyundai Motor’s 2024 Global
Sales Total
According To Hyundai Motor India’s Own Reporting And
Industry Analysis:

• Hyundai Positions Itself As A “Very Strong No. 2” In Total Car

Sales (Domestic + Exports) In India, Even When Purely
Domestic Volumes Slip. That’s Because Its Export Volumes
Help It Stay Ahead Of Rivals Like Mahindra And Tata In
Total Sales.

Hyundai’s M&A & Corporate Consolidation

Here are key deals Hyundai has been involved in
Deal and Activity Type Impact
Kia Acquisition Major automotive Created Hyundai
(1998) acquisition Motor Group
GM India Plant Asset acquisition Expanded production
Acquisition capacity in India
Hyundai Glovis Ongoing logistics Diversifies business
M&A Strategy expansion into logistics & air
cargo
HD Hyundai Heavy + Industrial Boosts global
Mipo Merger consolidation shipbuilding
competitiveness

Hyundai Hysco → Internal merger Streamlined steel

Hyundai Steel supply chain
Hyundai ↔ KT Share Strategic partnership Future mobility tech
Exchanges equity cooperation
HD Hyundai & Tech joint venture Shared innovation in
Palantir JV analytics

PRESCIPTION
Hyundai Prescribes Regular Maintenance Schedules, Mandatory
Safety Recalls, And Warranty Rules To Ensure Vehicle Safety And
Performance. Owners Must Follow Service Intervals, Attend Free
Recall Repairs, And Use Authorized Service Centers To Keep Warranty
Valid.
PUBLICATIONS
According To Hyundai, Its Main Publications Include
Annual Reports, Sustainability (CSR) Reports, Press Releases, Product
Brochures, Technical & Service Manuals, And Research & Innovation
Reports, Which Communicate The Company’s Financial Performance,
Technology, Safety, And Future Mobility Vision.
MARKETING
Marketing Is About Understanding Customer Needs And
Delivering Value By Offering Reliable, Innovative, And Affordable
Vehicles, Supported By Strong Branding, Advertising, Digital
Promotion, Customer Service, And After-Sales Support
 FIG:1
INSURANCE
According To Hyundai, Insurance Provides Financial Protection
For Vehicles Against Accidents, Theft, Damage, And Natural Disasters.
Hyundai Offers Motor Insurance Through Authorized Partners,
Ensuring Cashless Repairs At Hyundai Service Centers, Genuine Spare
Parts, And Quick Claim Settlement.
RETAIL STORE
According To Hyundai, Retail Stores (Dealerships) Are
Authorized Sales And Service Outlets Where Customers Can View
Vehicles, Take Test Drives, Purchase Cars, Arrange Finance And
Insurance, And Receive After-Sales Service, Ensuring A Uniform
Brand Experience And Customer Satisfaction.
DIRECT CONSUMER ADVERTAISING
Direct Consumer Advertising Involves Communicating
Directly With Customers Through TV, Digital Media, Social Media,
Print Ads, Email, And Promotions To Inform Them About New
Models, Features, Offers, Safety, And Technology, And To Influence
Buying Decisions.
ADVANTAGE FOR INDIA
India Benefits Through Job Creation, Local Manufacturing,
Exports, Technology Transfer, And Investment In Electric And
Sustainable Mobility, While Offering Indian Customers Affordable,
Reliable Vehicles And Contributing To Economic Growth.
INFORMATION AND TECHNOLOGY
Connected Car Technology
Hyundai uses smart systems to connect the car with:
• Smart phones
• Navigation
• Remote control(start/Stop)
• Real time traffic updates
Smart Mobility & Future Tech
Hyundai invests in
• Autonomous driving (self-driving cars)
• Electric vehicles (EVs)
• Hydrogen fuel cell technology
• Future transportation systems (flying cars, robot taxis)
Digital Manufacturing
Hyundai uses technology to make cars faster and better:
• Robots in Factories
• AI for quality control
• Smart assembly lines
• IoT (Internet of Things) for production monitoring
Safety & Innovation
 Hyundai uses technology for safety like:
• Advanced Driver Assistance Systems (ADAS)
• Emergency braking
• Lane keep assist
• Blind spot detection
Customer Services
• Online booking
• Service reminders
• Digital customer Support
• Online purchase and Finance Options
GROWTH
Hyundai is growing in Kakinada because it has more
authorized showrooms and service centers, which makes it easy for
people to buy and maintain Hyundai cars.
This helps Hyundai increase sales and customer trust in the city.
The Hyundai Creta is currently Hyundai’s highest-selling car in
India.
It has been the top-selling Hyundai model, often leading SUV
sales and even becoming the most sold car in a month (e.g., March
2025) with high volumes across regular and electric versions.
In recent monthly data (e.g., November 2025), Creta also
sold more than other Hyundai models like Venue, Aura, Exter, i20,
etc.
STEPS TO STRENGTHEN THE INDUSTRY
To strengthen the automotive industry, companies
should focus on improving product quality and safety through strict
quality checks and better materials. They must invest in research and
innovation, especially in electric vehicles, autonomous driving, and
connected car technologies. Expanding manufacturing capacity and
modernizing plants will help meet growing demand, while
strengthening the supply chain will reduce delays and ensure smooth
production. Improving customer service and after-sales support builds
trust and loyalty. Training skilled workers and adopting advanced
automation will increase productivity. Increasing exports will boost
global competitiveness, and support from the government through
favorable policies, incentives, and infrastructure development will
further strengthen the industry overall.
 CHAPTER-3
COMPANY PROFILE
 Sai Swarna Hyundai Is An Authorised Dealership Of
[Link] Motor India Limited (HMIL) Is A Wholly Owned
Subsidiary Of Hyundai Motor Company (HMC). In Line With HMC’s
Global Brand Vision Of Progress For Humanity,’ We Adopt Sustainable
And Green Manufacturing Operations, Offering Mobility Solutions
With Industry-Leading Technology.
HMIL Operates With A Network Of 1,366 Sales Points
And 1,550 Service Points Across India. Our Model Line-Up Consists
Of Car Models Across Different Customer Segments, Including Grand
I10 NIOS, I20, I20 N Line, AURA, EXTER, VENUE, VENUE N Line,
VERNA, CRETA, CRETA N Line, ALCAZAR, TUCSON, And The
All-Electric SUV IONIQ 5. HMIL’s Manufacturing Plant Near Chennai
Is Optimised To Manufacture Our Full Range Of Vehicle Models.
HMIL Also Forms A Critical Part Of HMC’s Global Export Hub, With
Exports Spanning Across Africa, The Middle East, And Other
Countries Including Bangladesh, Nepal, Bhutan, And Sri Lanka.
Hyundai Motor Company Has Served As The Trailblazer
Of Korea's Automobile Industry Since Rolling Out Its Pony, Developed
With Its Own Exclusive Technology. Hyundai Motor Company Has
Risen As A Globally Recognized Automobile Manufacturer That
Exports Its Branded Vehicles To Over 200 Countries.
Hyundai's Main Sister Companies Under The Hyundai Motor
Group Umbrella Are Kia And Luxury Brand Genesis, With Hyundai
Owning A Significant Stake In Kia And Both Brands Sharing
Technology And Resources While Maintaining Distinct Market
Identities. They Operate As Sister Companies, Leveraging The Same
Parent Group For Parts, Manufacturing, And R&D, Even Though They
Compete In The Market.
PROMOTERS
The Primary Promoter Of Hyundai Motor India Ltd. (HMIL) Is Its
Parent Company, Hyundai Motor Company, South Korea, Holding
Around 82.5% Of The Shares, With Key Figures Like MD &
CEO Tarun Garg (First Indian Head) And CFO Wangdo Hur Leading
Operations, While Mr. Unsoo Kim Previously Led, Showing Strong
South Korean Backing And Growing Indian Leadership.
CLIENTS
Hyundai Motor Group Sold Around 4.14 Million Vehicles
Worldwide In 2024, And Its Connected-Car Services Have Over 10
Million Subscribers Globally. In India Alone, Hyundai Has Sold More
Than 9 Million Vehicles Since Its Launch, Indicating A Very Large
Customer Base Overall.
THE MAJOR NAMES INCLUDE :
• Hyundai
• Kia
• Genesis
• Hyundai Mobis
• Hyundai Steel
• Hyundai Glovis
• Hyundai Transys
• Hyundai Wia
• Hyundai Capital
• Hyundai Engineering
• Hyundai Rotem
SHAREHOLDING PARTNERS
Hyundai Motor Company’s Major Shareholding Partners
Include Hyundai Motor Group (The Parent Company), Hyundai Mobis,
Institutional Investors, Individual Shareholders, And Foreign
Institutional Investors (Fiis).
These Shareholding Details Change Annually Based On The
Latest Annual Report And Stock Exchange Data.
BUSINESS MODEL
Focuses On Manufacturing And Selling Vehicles
Globally Through A Strong Network Of Dealerships And
Distributors. The Company Generates Revenue From Car Sales,
Spare Parts, And After-Sales Services, While Also Investing In
Research And Development For Electric Vehicles, Autonomous
Driving, And Smart Mobility Solutions. Hyundai Also Earns
Income Through Financial Services Like Vehicle Financing And
Leasing, Supported By Its Integrated Supply Chain And Global
Prod
MARKETING
Targeted Campaigns:
• Families: Focus on safety, space, comfort (Creta, i20).
• Youth: Highlight style, tech, and performance (i10, Venue).
• Corporate: Offer fleet deals, maintenance packages (Institutional
Sales).
KEY MARKETING PILLERS
• Differentiated Marketing
• Customer centric Experience
• Digital Dominance
• Value proposition
• Brand Position

HUMAN RESOURCE AND STAFF STRUCTURE

It Follows A Well-Organized Human Resource And Staff
Structure To Ensure Efficient Operations And High Customer
Satisfaction. The Organization Is Headed By The Dealer Principal /
General Manager, Who Oversees Overall Business Activities. The
Sales Manager Leads The Sales Team, Including Sales Executives And
Relationship Officers, Responsible For Customer Interaction And
Vehicle Sales. The Service Manager Manages The Service Department
With Trained Technicians, Service Advisors, And Workshop Staff To
Ensure Quality After-Sales Service. The Spare Parts Manager Handles
Inventory And Availability Of Genuine Hyundai Parts. Supporting
Departments Include Accounts And Finance, Human Resources,
Administration, And Customer Care, Which Together Ensure Smooth
Day-To-Day Operations, Employee Development, And Effective
Customer Relationship Management.
 CHAPTER-4
DATA ANALYSIS AND THERIOTICAL FRAME WORK
 DATA ANALYSIS AND INTERPRETATION

[Link] You Happy To Identify Yourself As An Employee In Sai Swarna

Hyundai Automobiles
[Link] OPTIONS RESPONDENTS PERCENTAGES
1 Highly satisfied 8 26.7%
2 Satisfied 15 50%
3 Neutral 7 23.3%
TOTAL 30 100%
(Source : Primary Data)

GRAPHICAL REPRESENTATION

neutral, 23.30%,
23%

Satisfied, 50%, 50%

Highly Satisfied
23.7%, 27.30%,
27%

INTERPRETATION
From the chart it is known that ,50% of the employees are strongly
agreed that they are happy to identify themselves as the employees of
Hyundai automobiles ,where as 27% are highly satisfied and 23% of
employees feeling neutral about the same Hyundai automobiles
2. Are You Satisfied With The Level Of Job Security In Hyundai
Automobiles

[Link] Options Respondents Percentage

1 Strongly Agree 8 28%
2 Agree 12 41%
3 Neutral 6 21%
4 Disagree 4 10%
Total 30 100%

GRAPHICAL REPRESENTATION

Job Security

10%

28%

21%

41%

Strongly Agree Agree Neutral Disagree

INTERPRETATION
From the chart it is known that ,41% of the employees are agreed
that they are Satisfied With The Level Of the job security provided at
Hyundai automobiles ,where as 28% are highly agreed and 21% of
employees feeling neutral and 10% of employees are disagreed About
the same
[Link] You Agree With Your Responsibilities In Job Provided By
Managers Are Satisfactory ?
[Link] Options Respondents Percentage
1 Strongly Agree 7 27%
2 Agree 13 50%
3 Neutral 6 23%
Total 30 100%

GRAPHICAL REPRESENATATION

Job Responsibility
Strongly Agree Agree Neutral

23%
27%

50%

INTERPRETATION
Employees Are Generally Satisfied With The Responsibilities
Assigned, Indicating Proper Job Role Clarity
4. Do salary and benefits motivate you to perform better?
[Link] OPTIONS RESPONDENTS PERCENTAGE
1 Strongly Agree
2 Agree
3 Neutral
30