Final Report

Vijayanand Road line Ltd
Job satiafaction
CONTENTS
Chapter 1
1.
Executive summary
2.
Industry profile
3.
Company profile
4.
Organisation chart
5.
Department study
Chapter 2
1. Introduction of job satisfaction
2. Methodology
3. Statement of the problem
4. Purpose of the study
5. Scope of the study
6. Objectives of the study
7. Measuring tools
Chapter 3
1. Result and discussion with graphs and chart
2. Findings
3. Recommendation
4. Conclusion
1
Belgaum institute of Management studies (MBA), Belgaum
Job satiafaction
Chapter 4
1. Appendix
2. Questionnaire
3. Bibliography
2
Job satiafaction
3
Job satiafaction
Executive summary.
Today the Indian customers standard and the level of expectation have gone up
dramatically. They have become world-class customers and thus expect world-class
services. Hence it is customer service, which is going to give the competitive edge to any
industry in the future. The vijayanand road line is also one of the service organisation. It
is also publishing daily newspaper. It is also providing courier service to its customer.
The relationship between man and work has always attracted the attention of
philosophys, scientists and novelists. A major part of mans life is sent in work, work is a
social reality and social expectation to which men seem to conform. It not only provides
status to the individual but also binds him to the society.
Work serves many other functions for an individual sense of well being of doing
something worth while, of having some considerations, may be so compulsive that men
may continue to work even if they are not pressed by economic needs. If men worked for
money alone, there would be no way of explaining the fact that some men who have
plenty of money still continue to work. As a matter of fact by working on a job most men
gratify many of their needs, work in this regard is a potent source of need gratifications
of all types such as physical, security, society, social and ego needs. So the job
satisfaction is primarily based on the satisfaction of needs. The stronger the needs, the
more closely will job satisfaction depend on its gratification.
4
Job satiafaction
In this project I tried to find out the level of job satisfaction of employees of vijayanand
road line ltd. the effort has been made in this project, which will affect on the job
satisfaction of employee, consideration of employee about their job satisfaction.
The survey was conducted by taking sample of 100 respondents. the area of survey was
conducted in VRL . The respondents were including from hamals to middle level
employee who are working at VRL.
Most of employee at VRL are satisfied in their job but one thing I came to know from
survey that there is no interpersonal relationship b/w employee at VRLand also they
are not satisfied for level of salary what they getting. Most of employee has suggested
that giving orientation programme for new recruited employees because most of them
are dont know the function of all departments. So the recommendation I have given that
to give training program on interpersonal relationship orientation programs to the newly
recruited employee.
5
Job satiafaction
Organization profile
Name of the company: Vijayanand Road line Ltd
Address: Vijayanand Road line Ltd Company, 16th

Km from Hubli Bangalore Road, Chebbi
Village Varur.
Year of established: January 1976
Chairman: Mr.V. B.Sankeshwar
Area coverage: 300 acre
Cost of building: 30 crore
Industry: Manufacturing service
6
Job satiafaction
INDUSTRY PROFILE
INRODUCTION:
With the changing economic scenario, factors such as globalization of
markets, international economic integration, and removal of barriers to business trend
and increased competition have enhance the need of transportation. It is one of most
important infrastructure requirement, which is essentials fir the expansion of opportunity
plays an important role in making or breaking the computation.
Transportation is essential all industry, it is largely influenced by
information technology and communication with the focus being a knowledge of
customer need and value added service. Surface transport is provided by the road and the
Indian railways (primarily for carrying low value bulk commodity, mostly for the
government sectors). Cargo road transport is entirely in the hands of the private sectors.
on and average 1.2 million trucks (9tonns capacity) across the country covering more
than 80000 Kms of roads. In India road transportation is facilitates door-to-door delivery,
overcoming unnecessary delays, which normally take place in the other modes of
transportation.
Todays the Indian customer standard of living and the level of expectation
has gone up dramatically. They become world-class customer and these expect worldclass service. Hence it is customer service, which is going to give the competitive edge to
any industry in the future
7
Job satiafaction
COMPANY PROFILE
BRIEF HISTORY OF THE COMPANY

The managing director Mr. V.B.SANKASHWAR started as on individual
transporter in January 1976 without any background and experience. Initially for the first
two years he suffered heavy losses. Then by end of 1978 due to personnel management
and effective service he purchased one old lorry and he observed activities of other wellknown transportaters.if the industry started first parcel service from Bangalore to Hubli,
Gadag and Belgaum with only two lorries, gradually the business is increased.
Similarly smut lariat v Sankeshwar purchased one old lorry in 1979 and
running individually and sometimes hiring out to vijayanand road lines which was
proprietary concern then.
Later, the proprietorship firm was converted into the company the company
come into existence effective from 31 march 1983, due to efficient management and
cooperation from the staff the turn over and business from years is the total turnover of
the company since from years is as bellow.
Years
2000-01
2001-02
2002-03
2003-04
2004-05
Turnover
12316.80
14999.48
17803.06
19124.05
22079.0
Net profit
253.05
259.72
235.16
323.91
388.69
From the above figures we can say that there is steady increase in the growth of the turn
over of the company. Within 25 years company has increased its turnover for 50 a great
8
Job satiafaction
achievement of an entreprereneur from Hubli a major commercial center of the state of

Karnataka
Now the company is big biggest industrial house today in north Karnataka has created
employment opportunities to more than 20000 families, has been after day by day with
varied actives with dedicated since and hard working staff at all levels keeping the
principle of the organization always in mind.
INTRODUCTION
The company is engaged in goods transportation since 1976. It was incorporated

under the companys act 1983. The company has become a public limited
company with effect from 1-7-1994. The company is running under the banner
VRL. The company is having a wide network of branches spread all over
Karnataka,
andhrapradesh,
tamilnadu,
Kerala,
rajastan,
goa,
hariyana,
madyapradesh, maharasra and new dheli, panjab. In all there are 800 braches.2000
lorries, 200 luxury and Volvo buses.
The company is recommended by Indian banks association mumbai.
The companies name in view of its remarkable achievement and progress in short
span of time is entered in to the LIMCA BOOK of records.
9
Job satiafaction
SYMBOL SERVICE OF VIJAYANAND ROAD LINE LTD
10
Job satiafaction
ORGANISATION CHART
Chairman & Managing Director
Managing Director
Chief executive officer
Chief tech officer
Vice president
(cargo)
Chief operating
officer
Director(finance)
Vice president
(finance)
Vice president
(mktg)
Chief a/c officer

g.m(cargo)
Dgm
Dgm
Accountant
Dgm(courier)
Area mgr
IT mgr
Work mgr
Br.mgr
G m (adm)
Internal
auditor
Dept
head
Gm (const)
Gm (opr)
Engg
Mgr
Customer
cars mgr
G m (trv)
Gm (mpc)
Gm(hrd)
(mr)
P,mrg
Br.mgr
Br.mgr
Br.mgr
11
Dmr
Job satiafaction
Board of directors
Shri V.B Sankesshwar managing director, Entrusted with day today

management looking into the massive growth & systematic operation of the company
Shri Anand Sankesshwar Director looking after the general administration,

verification of accounts, bills of payments
Shri L Ramanand Bhat directors is in charge of entire of mechanical operation

and technical aspects of the company
Shri K N Umesh directors is in inchrge of southern region that is andhrapradesh,

Tamil nadu & Kerala etc operating from Bangalore
D N kulkarni voice president of finance in charge of financial of the company
12
Job satiafaction
OBJECTIVE OF VRL COMPANY

1) Human resources development
2) The main objective is provide good service to customer with reasonable rate &
Provide quick, promt and safe service
3) To develop the transportation business in state like andrapradesh, tamilnadu Kerala
4) To have fixed assed mainly own godowns in big cities like davangere, gulbraga
5) To have an independent office building with computers for each and every district
6) Implement of ISO 9002
7) To facilitate training for all employee big contact with C & F, big companies
8)To compute the compotators & strive to be market leaders among Indian
Transportation service interim of profitability
9) Productivity and innovations
10) While continuing to meet its social commitment and its premier position in Private
sector
11) To built highly motivated and committed team off stop by providing a good work
Culture to achieve superior individual performance
Organisation goal
Service to customer satisfaction re the key factors in todays market as customer is the
King hence a sixth senseis ability to forecaster so as to analyze the requirements of the
Customers is a must
Quick & safe service
Customer satisfaction & employee satisfaction
Competitive price
Attain market leadership
13
Job satiafaction
Company policy
To give prompt & quick service
To co-operative with customers
To diversify the business allowed
To create employment
Company Achievements
The company started with a lorry & a today it has fleet of thousands of lorries.
The turnover of the company is increasing year by year
The co is recommended by the Indian bank association <mumbai
Vijay Karnataka news paper another subsidiary of VRL is being awarded with Audit
Bureau of Circulation certification for highest circulation
In addition to the road lines the vrl has sister concern like:
1. Vijayanand travels
2. Maruti parcel couriers
3. Anand printers & publishers now it has been sold to TOI
4. Anand printers & publishers fixed &recurring deposits schemes
5. Vijanand road lines fixed deposits schemes
6. Omkar mineral water
7. Textiles
8. The company has plane to come into aviation
14
Job satiafaction
AWARDS
Looking into the massive growth the company the following instution has confessed to
managing director of the company
UDYOG RATANA:
In 1994 INSTITUTION OF ECONOMICS STUDIED, NEW DELHI has
conferred the MD of the company with UDYOG RATANA.
SARIGE RATNA
The Bangalore city lorry-transporting agent, association has conferred MD of the
company with sarige ratana inJune 28th 1998.
INTERNATIONAL BIOGRAPHICS CENTER:

The international biographical center has chosen company MD to include in the
Dictionary of INTERNATIONAL BIOGRAPHICSfor hops contribution & monitories
Achievement in cargo transport couriers & tourism sector
QUALITY POLICY
Vijayanand travels aspires to be the top passengers couriers by providing safe
Comfortable timely & courtiers service to its passengers at competetative prices which
Include service to interiors areas Vijayanand travels utilizes well maintained coaches to
Ensure punctuality & customers satisfaction
Towards this Vijayanand travels equip & empower its employee to fully understand &
Satisfy passenger needs & make them feel homely & comfortable
15
Job satiafaction
BUSINESS STRATEGY
The key elements of VRL business strategy are as follows:
Consolidating its position in the south Indian market: The company already has the network of the branches in south India .The Companys
focus
has been inter state (except in Karnataka). With increase in the Number of
branches in each of the south Indian states the company now plans to Expand the
interstate transportation in these southern states
Increase its share from the North Indian Market: VRL hopes to increase its
Takings from the Northern Market by establishing more officers in the key stat Like
rajasthan, Harayan etc
Increase its thrust on marketing larger share from the co-operate market. The
Company is in the process of sharing up its marketing function by hiring senior Level
people to grow all its business (parcel, passenger & courier), with the Specific focus
on co-operate business & express cargo business.Share up its infrastructure through
owned yards one of the key strength of VRL, Its infrastructure in terms of yards all
over the country. These yards enables the Company to provides attractive service in
the parcel segments by ahhregating &
Distributing goods through its hubs &
spoke.
Quality initiatives: -The company has established over the years effective processes
to support effective operation & internal controls .In its efforts to
Improve the
quality of operation the company is currently undertaking an exercise

To get registered under the ISO certification.
IN HOUSE BODY BUILDING OF VEHICLE & OTHER ALLIED ACTIVITIES:
16
Job satiafaction
At the beginning the company was arranging the truck bodies built through others body
builder located at Namakkal & Mettupalayam etc, the company has since taken up with
the body building activity of their vehicle with all modern facilities. This part of our
activities of their vehicle will all the heavily good vehicle & LCVs purchased during
1996-97 are mounted with in-house body building with the view in the mind we have
been processing all the raw materials such as Aluminium sheet. Iron & Steel Brass etc,
required for the body building activities. There is a consideration saving by way of
excise duty & central tax by virtue of these body building activities taken up on own.
GARAGE OPERATION
The repairs & maintained of all the vehicles including buses are undertaken at the
centralized garage located at Varur, Hubli.The garage operations headed by Shri
L.Ramanand. Bhat, Director of the company .We are maintaining stock of all etc.
Required for the up keep of all the vehicle .The total stock of spar parts, type &others
where with all on any given date will be order of Rs 3.50 crore
The min recorder level depends upon the vehicle & availability of spare. This is
being maintained both at garage as well as the head office. The entire garage operation &
infrastructure controls has been computerized & the deficiency is to the extends of 95%.
VIJAYANAND TRAVELS
In transport industry both goods as well as passenger transport is important. After
successful running of goods transport & couriers business throughout India VRL
diversified their mission into the passenger transportation
It began with the fleet of only 8 buses in 1996 operating between Hubli, Bangalore &
slowly started with major cities like Mumbai.Pune, Mysore, Mangalore, Gadag, Hospet,
17
Job satiafaction
Bijapur, Kolapur, Udupi etc, At present the travels have more than 200buses operating in
all over India
These are the types of buses
2+1 seaters
2+2 seaters
Sleeper coach.
The section is fully computerized, the booking of tickets is done through computer &
accounts are maintained using Tally bar. Even through agents booking of tickets is done
where agents get the commission .The list preference is to provide customer service at all
times .The main motto is safe & quick satisfaction service to the customers.
The following are major points uniqueness of VRL service.
Double drivers facilities provided for long routes to provide safety.
Onward and return tiket.booking
Lady passengers are provided special facilities such as seat companion of another
lady passenger or the seat kept unoccupied
24 hours customers complaints cell
Halt for refreshment, lunch at hygiene hotels
Check points to monitor vehicle movements
Relief bus in case of emergency.
Clock room facilities at selected branches
Wide network of booking offices
First to introduce hi tech buses to remote areas
Acknowledged market leader in the travel segment in Karnataka
18
One of the latest growing travels organization
Offers a wide network of routes & destination.
Job satiafaction
ACCOUNTS DEPARTMENT
One of the major departments in the company. It have 5000 employee in a/c dept
only. It is dept where financial activities will take place. It is fully computerized.
Internet is being used for daily recording calculation. There are two sections Manual
section
Compute section.
The a/c dept has got much specialization because the company is in its growth phase
BOOK MAINTAINED IN A/C DEPT ARE:
Cash book
Passing the journal entries & transferring the entries into ledger
Bank reconciliation statement
Accounts of agencies & branches
Preparation of financial a/c

1. Drivers a/c: -This a/c include the amount given given to the drivers for their
expenses. This maintain in accordance with the trip sheet submitted by the
different dept it also include the basic salary paid HRA, DA, PF to delivers
2. Vehicle a/c: -Here the expenditure accrued on each vehicles calculated, the
cost benefit analysis is done to project the future potential of the vehicle.
19
Job satiafaction
3. Employee a/c: - it includes In a/c dept the waybill will play very important
role.This waybill is also called lorry receipt .There are 4 copies of waybill :
White copy
Pink copy
Green copy
Yellow copy
White copy will be with drivers, pink with consigner, green with consigner & yellow is
for head office for reference
All branches have to send daily report to head officer in daily delivery stock summery
with the (gc) number. Head office will record all cash payments & cash receipts in daily
cash statement book, Now a days sales tax is also include in waybill sales tax will be
charged only the amount above 750at 2.25%.
COURIER DIVISION
In the year 1992, the company commenced its courier division .The turnover, as on 31-32005 is Rs 859.4 lakhs. Including express cargo service, efforts extend its service to
Northern, eastern, western & southern part of the country the VRL courier division
started A new service known as VRL express cargo, which meant is fast quick service
within 24 To 48 hoursThis VRL courier division covers nearly 138 stations in Karnataka
& it also covers 62 Station in northern & 29 station I south.There are two types of
courier:
1. Documentation
2. Non documentation
20
Job satiafaction
The rates for the documentation & non-documentation are fixed on the basis of grams &
station They are as follows
Documentation: Upto 250 grams=Rs 10.00
Addition 250 +Rs 5.00=Rs 15.00.
Non documentation :In 2kg =Rs 25.00
Addition per kg +Rs 10.00=Rs 35.00.
Incase of north & south the rates are as follows

North: Documents: upto 250 grams-Rs 35.00
Addition to 250 grams +Rs 20.00=Rs55.00
South: Documents: upto 250 grams-Rs 25.00
Addition to 250 grams +Rs 15.00=Rs40.00A courier service has agents
in Hubli, Tehe % of amount given to the agents are as follows:
20 % in Karnataka
10% in outside states
The total turnover of Vrl courier division will come up to 60 lakhs /month
This courier division consists of 3 copies of waybill a follows:
Consignors copy: - a person who sends goods will handle this
POD copy proof of delivery.
H O copy: Head office copy, which will maintain by head office
VIJAYANAND ROADLINES PARCEL SERVICE

VRL is basically a parcel courier since inception. The company has surveyed the full
road market carrying leads from port to destination .The main godown & office are
suitable in Neeligan road
There are four sections:
21
Booking section
Loading section
Unlading section
Delivery section
Job satiafaction
Booking section
In this section VRL plays role of mediators between consignor& consignee
.The freight
charged depends upon weight of goods destination point. Delivery point, Delivery
condition etc. The turnover of this section is into Rs 14 to Rs 15 lakhs monthly
Booking point in Hubli is:
Neeligen road
Value
Near old bus stand
And others
Here the consignor or the sender of the goods, books or consignors, The goods to the
consignor or receipt
The Performa is as follows

For booking of goods
Preparation of forwarding note by consignor
Goods challen (gc) receipt is prepaid
Both the consignor & consignee copy is handled over to the consigned
22
Job satiafaction
Loading & trip sheet is prepaid
All the receipt, tripsheet of delivery copys branch copy is handled over to deliver
Departure date, time, drivers name, vehicle no is noted down in registration book at
Booking point
Goods are sent to delivery point
Loading section
In this location the goods are actually loaded to the different destination. Hamals load
the trucks with goods in the supervision of a loading clerks. It also include loading
during transshipment (TPT)
This maintain basically 3 records:
Loading sheet
Loading bill
Trip sheet
Loading sheet
Vehicle no_ _ _ _ _ _ _
Tripsheet no_ _ _ _ _ _
TPT & Date_ _ _ _ _ _
Time _ _ _ _ _ _
Sl noNo of
Serif no From
To
Date
Contents
Consignee
article
23
Job satiafaction
Loading sheet is sent with driver to destination .It gives inflammation about goods sent
to the destination and to the consignees
Unloading section
In this section goods are unloaded after the arrival of trucks from the place of booking or
transshipment. It is done by hamals in the superior of unloading clerks: & the goods are
collected at a particular place correctly
OK Unloading Reports
Branch _ _ _ _ _Date_ _ _ _ _
Vehicle no_ _ _ _ _From _ _ _ _ _ To_ _ _ _ _
Transshipment no _ _ _ _ _Date _ _ _ _ _
Arrival & time _ _ _ _ Loaded by _ _ _ _ _
No short
No excess
No damage
Delivery section
In this section goods are delivered, party goods are started in the godown & after
receiving relevant document goods are delivered to consignment not claimed by
consignee three notice on regular interval are sent on failure to take delivery of goods by
consignee the goods by consignee the goods are transferred to unclaimed goods gododw
& then sold in action with the notice to the consignee. The turnover of this section is up
to Rs10 to Rs 11 lakhs/per month
24
Job satiafaction
Door to door delivery by VRL :In this the Vrl itself takes risk to deliver the
goods at the door of the consigner
Customer taking goods on his or her own: In this consignee has to come down
to VRL godown % collect the consignment by himself.
EMPOLYEE STRENGHT
With the manager employee strnght of five people at the inception, our present
workforce is 4000 consisting of dedicated people. We are proud to say that since 1976 in
a long span of 25years of organization history. There has not been a single instance of
labor unrest. This is due to the strong employer employee relationship and various
welfare measure adopted by the company such as provident found, gratuity scheme,
medical reimbursement, pension scheme, educational benefits maternity benefit etc
They have introduce various novel schemes like payment to drivers
based on mileage driven by them even the hamals and drivers of the organization are
extended the benefit of ESI/PF etc
A part from directed employment, we have introduce a self employment
scheme for local entrepreneurs by appointing them as agents of company .we have found
that in small places local people will be in a better position to cater to customer without
adding overheads to the company .it is estimated that at least 10000 people are benefited
by way of direct / indirect employment from our Organisation
25
Job satiafaction
ABOUT THE VRL GROUP

The vijayanand road lines ltd is established and owned by Vijay Sankeshwar in
early 1970. The company has registered under company act 1956 has with symbol of
service as VRL has build and maintained goodwill in the mind of public at large in the
country general and particularly in Karnataka. Vijay Karnataka kannada daily has also
filmier name along with its English counter parts i.e. Vijay a times in news paper
industry being published by Vijayanand printers ltd also registered under company acts
1956
Vijayanand printers ltd are the printers and publishers of Vijay Karnataka
kannada daily, Vijay times, Sunday Vijay times, engalish daily and weekly
respectively,Vijay Karnataka kannada daily is the largest selling news paper in the
country with largest readership as certified by the audit bureau of circulation and national
readership survey .the circulation being more than 500000 copies per day with more than
72lakhs readers reaching every book and corners of the state of Karnataka. The
achievement of largest circulation with largest leadership with 9 additions in the shortest
26
Job satiafaction
time about 5 years perhaps the first news paper to achieve the target in history of news
paper in the country.
PERSONNEL DEPARTMENT
The company personnel department is maintained the policies and standreds.
It is a leading transport industry in India region has been effectively utilizing its human
resources has met the planned of company the personnel department of VRL is
concerned with solving the problems of employees and improving their relation with
manager, its functions are planning. Recruitment, selection etc
MANNPOWER PLANNING
It is the polices of the company to make all manpower allocation on the bases of
projections made through the approved annual manpower plan. The company believes
27
Job satiafaction
that ensuring optimum utilization of human resources can be achieved only by proper
planning considering the development activities
RECRUITMENT
A process to discover the the sources of man power to meet the requirements of
the staffing schedule and employee effective majors for attracting that manpower in
adequate number to facilitate effective selection and efficient work force.
In this company personnel manager does recruitment. The company external
sources of recruitment is like giving advertisements in the news papers if the
requirements number of candidates for job is more that time it will go on internal
That is vacancy may be transfer, upgrading and even demotion.
SELECTION:: The management has to perform the function of selecting the right
employees at the right time .in this company the candidates are selected to the clerk or
assistants jobs they will be management posts these are selected by MD the candidates
lower level like hamal, watchmans this are selected by manager
Personnel policy;
Candidates should be graduates and have merit knowledge like
computer experience
Job should to be given to the needs
WAGE AND SALARY ADMINISTRATION
Wage and salary administration essentitially the application of systematic approach
to the problem of ensuring that employee are paid in a logical equitable and fair manner
In the company provide to the salary to drivers on the basis of coverage of area .who
covers small distance their get fixed salary. Other employer on the basis of work. There
will get HRA, DA, PF & bonus, fringe benefit, esi etc
28
Job satiafaction
EMPOLYEE AND EMPLOYER RELATIONSHIP

It is a process of an effective motivation of individuals in given situation in order to
achieve a balance of objectives which will yield grater human satisfaction and help
accomplished company goals
As we observed there is no trade union because of good relation between employee
and employer if any conflict they are solved by the management
Apart form direct employment their has introduced a self employment scheme for
local transports or agent of the company. It is estimated that more than 5000 people are
benefited by the way of direct or indirect employment in the organization
WELFARE AND SAFTY MEASURES

Welfare Measures
Canteen service:
The company maintains a full-fledged canteen to provide its employee. With
reasonable rate and healthy food snacks, while on duty subsidized rate. The facilities
opened on fixed timing on all working days
Medical Treatment/ Employees injury on duty;
The ESI scheme is applicable to those covered under ESI act
whose salary is below the 7500 their get ESI facility. The employee contribute 1.75 paise
for per hundred and management contribute to employee 4.75 paise foe per hundred total
ESI is 6.50
29
Job satiafaction
If employee meet with any accident during working hours they provided first
aid treatment immediately and initial expenditure is borne by the company till he is
shifted to the ESI hospital.
If suppose employee death during working hours their depends (wife, children)
are get ESI benefit
The employee who are not covered under ESI scheme are given medical
treatment in case of accident at the company premises at the expenses of the company
Employee provident fund
Every parent employee shall be entitled &required to become members
of the fund
The contribution payable by the employee shall be at the rate of
percentage as applicable under provident fund act and same amount contribution by
management
PF department will pay the interest 9%per annum
This is useful after the service, after seven years service the amount
which is included his account .he/she utilize that amount different purpose like.
Company pays PF 50 lack per month to employee.
Marriage
Purchase of site, site should be clearly in the owners they have to submitted
document that should variety to submit.
Medical expense: In case of death nominee will get pension fund it benefited to
family.
Gratuity scheme:
All the permanent employee is covered under gratuity scheme.
30
Job satiafaction
The employee is not contribute any amount the employer or management response
this scheme
Gratuity will admissible only after completion of qualifying service minimum five
year service.
Total number of years*salary/26 days*15
Telephone facility:
The telephone calls from employees relative shall not be entertained unless and it is
urgent call. The security department at main gate shall receive the call and note the name
of the person calling and the message will be communicated to the employee.
In case of urgent message i.e. accident reasons, death etc telephone operators/security
at the main gate shall note the details, name of the caller, name of the employee to
whom, time of receipt of call etc and inform to the employee concerned over phone
immediately
Uniforms: The Company provides two pairs of uniform and shoes to the entire garage
employee.
Staff buses:
The company has 35 staff buses, these helps to employee to saving time& money.
They divide according area or route wise for different places They have fixed time
according shift wise.
SWOT ANALYSES
S-STRENGTH
There is study increase in the growth of their turnover
They provide good service that leads to customer satisfaction

31
Job satiafaction
The company is recommended by Indian books association mambai
The company is having wide network of branches spread all over Karnataka,
andhrapradesh, madyapradesh, maharastra&new Delhi
VRL courier division covers 138 station in Karnataka & 62 stations in north station
in south rending better service
They have entered into tourist transport operations
The luxury bus service have been extended to bengalore, mumbai, bagalkot,
mangalore& rest other part of Karnataka
They have their own in house body building of vehicles
They have a new courier service called CARGO EXPREES which refers to the 24
hours of service.
The entire garage operation & account as well as infrastructure control has been
computerized
The efficiency is to extend of 95%
The company did not under go any lockouts, strike etc
WEAKNESS
The garage operation is centralized. The repairs& maintenance of the vehicle

including buses have come to virur.
There is heavy work load
OPPORTUNITIES
They Can extend their service to north& south station

32
They can enter into hotel industry
They can enter into international courier& cargo express service
They can tie up with the government transport agencies
Job satiafaction
THREADS
Competition can into market for leadership.
33
Job satiafaction
JOB SATISFACTION
34
Job satiafaction
Job satisfaction
INTRODUCTION:
Several years ago the only compensation that most employees received from
their jobs was a pay cheques. As time passed this changed, as employees began to
demand and receive more from their jobs. Todays employees are receiving a variety of
compensation, including health care, retirement, and numerous other benefits and
programmes. However, one thing that employee of two generation ago and today have in
common in them is that, their jobs constitute a major part of their lives, and are one of
the greater sources of personal pleaser and pain. While jobs can be satisfying in some
regards, with positive feeling of accomplishments and purpose, they can also be source
of negative feelings.
Definition
The term job satisfaction refers to an individuals general attitude towards his
or her jobs. A person with a high level of job satisfaction holds positive attitude about the
jobs, while a person who is dissatisfaction with his or her jobs holds negative attitude
towards the jobs.
Job satisfaction consists of the feelings and attitude of a
person with respect to his or her job. All aspect of particular jobs, good or bad, positive
35
Job satiafaction
or negative, is likely to contribute to the development of feeling of satisfaction (or

dissatisfaction).
FACTORS OF THE JOB SATISFACTION

There are different factors on which job satisfaction depends.
Important are as discussed here
Personal factors
Factors inherent in job
Factors controlled by the management
Personal factors:
They include employees sex, education, age, marital status and their
personal characteristics, family background, socio-economic background and the like.
Factors inherent in job:
Instead of being guided by their co- worker and supervisions, the skilled
employees would rather like to be guided by their own inclination to choose jobs in
consideration of what they have to do. These factors included: the worker itself,
conditions, influence of internal and external environment on the job which are
uncontrolled by the management etc.
Factors inherent in job:
They include the nature of supervision, job security, kind of work group,
wage rate, promotional opportunities transfer policy, duration of work and sense of
36
Job satiafaction
responsibilities. All these factors greatly influence the employees. Their presence in the
organization motivation the employee and provides a sense of jib satisfaction.
THE IMPORTANCE OF JOB SATISFACTION

When allowed to operate freely, job satisfaction can contribute substantially
to organizational effectiveness. It can contribute to productive output in the form of high
quantity and quality of product or services, as well as to organizational maintenance
objective as represented by low absenteeism and turnover. Yet in great many instances
aspect of the individual, the organization, or the environment constrain the satisfaction
productivity relationship to the point where its practical importance is minimal. A very
dissatisfied employee may work hard, produce, be present every day, and stay with the
company for many tears if there is no place else to go, the person desperately needs a
jobs and there is a real prospect of being fired should good performance not be
maintained.
Ultimately, stress may catch up with such a person and signs of poor
corporate citizenship may appear, but such denials of natural satisfaction-output patterns
cans maintain themselves for long periods. Hence job satisfaction may well be more
important to the individual than to the employing organization. In American society,
responsibility for attaining job satisfaction is usually assigned to the individual rather
Than to the organization. Individuals can change jobs, thereby obtaining more satisfying
work.
37
Job satiafaction
Employees with higher job satisfaction:

Believe that the organization will be satisfying in the long run.
Care about the quality of their works are more committed to the organization
Have higher retention rates,
And are more productive
METHODOLOGY
INTRODUCTION:
The present study aims at assessing the level of satisfaction of
employee in a manufacturing industry. The study was conducted at VRL, in the main
branch.
Statement of the problem:

This particular topic is selected because Employee job satisfaction is a
very important element necessary for the smooth functioning of an organization.
Employee surveys provide a channel for employee to communicate their views on a wide
range of issues in total confidence. They help management to build up an accurate
picture of how employees perceive the organization and highlight the causes of employee
dissatisfaction.
Assessing the level of job satisfaction of the employee.
Management problem:
To know the job satisfaction level of employee. Management wants to build up an
accurate picture of how employees perceive the organization and highlight the causes of
employee dissatisfaction. They want to the opinion and suggestions of employee.
38
Job satiafaction
Purpose of the study:

The study has been conducted for gaining practical knowledge about HR practices
SCOPE OF STUDY:
The scope of the project is to check the employees job satisfaction at VRL. Which
was conducted at VRL a random sample was drawn from the employees of the main
branch of VRL. The sample consisted of employees from the level of trainees up to the
level of managers. The sample size was of 100 in number.
OBJECTIVE OF STUDY:
The study aims:
1. Assessing the level of job satisfaction at VRL
2. To bring out the opinion and suggestions of employee on the level of job satisfaction
and the ways of enhancing job satisfaction.
3. To identify the perceived importance of satisfaction factors and the issues causing
dissatisfaction.
4. To identify the satisfaction factors of employee by comparing their responses
RESEARCH DESIGN:
39
Job satiafaction
Sample size: 100

Total employee: 6500
Sample unit: 5 departments
Method: random method, they have 5 department, 20 questions for each department
DATA COLLECTION:
To know the level of the job satisfaction at VRL, the following source of data was used.
Primary source:
1. Questionnaire survey
2. Interaction with the employees
Secondary data
Web site
Company documents
Company profile
40
Job satiafaction
41
Job satiafaction
Analysis
Q 1:-The infrastructure provided to you at your workplace.

no of respondent
Bad
poor
good
44
44
excellent
neither good nor bad
38
14
38
14
Most of employee i.e. 44% of them agrees that, they are satisfied with the infrastructure
provided by company. Where as 38% of them are agreeing excellent and 14% of them
are neither good nor bad their decision, the rest of them poor.
As the percentage of the poor level of the employee is very small, we can conclude that
the employee is satisfied with the existing infrastructure provided by company.
Q 2 Welfare Facilities provided Are Adequate & well maintained.

poor
unsatisfactory
10
8
10
8
42
Job satiafaction
neutral
satisfactory
excellent
poor
16
55
11
10
16
55
11
10
60
50
40
30
20
10
0
no of respondent
neither agree
nor disagree
strongly
disagree
somewhat
disagree
somewhat
agree
stronglyagree
no of respondent
welfare facilities provided are adequate and well

maintained
Majority of the employee i.e. 55% of them agree that. They are somewhat agree with the
existing welfare facility. Where as 11% are strongly agree, 16% of them neither agree nor
disagree their decisions. The remaining 18% of them are disagree with the Welfare
Facilities & well maintained.. the policy.
As the percentage of the disagree level of employee is small when compared to
agree level. We can conclude that the employee are agree with the level of welfare
facility provided Are Adequate & well maintained.
Q 3: -How is the relationship between the employee and the management?

no of respondent
poor
%
0
43

unsatisfactory
neutral
satisfactory
excellent
no of respondent
Job satiafaction
8
12
43
37
%
8
12
43
37
50
45
40
35
30
25
20
15
10
5
0
no of respondent
ne
ut
ra
l
sa
t is
fa
ct
or
y
ex
ce
lle
nt
un
sa
t is
fa
ct
or
y
po
or
NO OF RESPONDENT
RELATION BETWEEN EMPLOYEE AND

MANAGEMEND
Majority of the employee i.e. 43% of them agree that. They are satisfied with the
relationship between the employee and the management. Where as37% of them is fully
satisfied, 12% of them agree to be neutral at their decision. The remaining8% of them are
neutral dissatisfied with the existing relation.
As the percentage of the unsatisfactory level of the employee is less, we can
Conclude that the employee are satisfied with the existing relation with the
Management.
Q 4. How would you rate the interpersonal relationship between the employees?
44
Job satiafaction
No of respondent
poor
unsatisfactory
Strongly
neutral agree
Somewhat agree
satisfactory
Somewhat disagree
excellent
Strongly
disagree
Neither agree nor
disagree
no of respondent
percentage(%)
16
10
%
6120
20
34
10
320
16
10
61
20
20
34
10
20
3
INTERPERSONAL RELATION
20
16
poor
10
unsatisfactory
neutral
satisfactory
34
20
excellent
From the above diagram and table we can say that 34% of the employees have satisfied
about the interpersonal relationship between the employees.20percent of the employee
are fully satisfied and also neutral at their decision. 26% of them are not at all satisfied
existing relation.
As the percentage of the poor and unsatisfactory level of the employee is more, so we
can conclude that the interpersonal relationship between the employees is not good in the
organisation.
Q 5. Management handled grievances & complaints in the time & up to your satisfaction.
45
Job satiafaction
70
60
50
40
30
20
10
0
no of respondent
neither agree
nor disagree
strongly
disagree
somewhat
disagree
somewhat
agree
stronglyagree
no of respondent
management handled grievance and complaints

in the time and up to your satisfaction
Majority of the employee i.e. 61% of them strongly agree that. They are satisfied for
complaints and grievance handled by management. Still their not have any problem i.e.
Strike lockout etc. where as 28% of them are some what agree, 2% are some what
disagree of them 3% is strongly disagree for employee remaining about the management.
As the percentage of the strongly disagree level of employee is less, we can conclude
that the employee are satisfied for Management handled grievances & complaints in the
time & up to your satisfaction
.
Q 6. How is the canteen facility provided in VRL?
No of respondent
Poor
Unsatisfactory
Neutral
Satisfactory
Excellent
%
5
8
28
43
16
5
8
28
43
16
46
Job satiafaction
50
45
40
35
30
25
20
15
10
5
0
no of respondent
ex
c
el
le
nt
or
y
fa
ct
sa
tis
ne
ut
ra
l
un
sa
tis
fa
ct
or
y
po
or
NO OF RESPONDENT
CANTEEN FACILITY PROVIDED IN VRL
Majority of employee i.e. 53% of them agree that, they are satisfied with canteen facility,
where as 16% of them are agree with excellent, 18% of them agree to be neutral at their
decision.
As the unsatisfactory level is 13%, hence we can conclude that the employee are satisfied
to the canteen facility provided by company.
Q 7. How do you rate transport facility provided by VRL

No of respondent
Poor
Unsatisfactory
Neutral
Satisfactory
Excellent
%
0
0
14
61
25
0
0
14
61
25
47
Job satiafaction
70
60
50
40
30
20
10
0
no of respondent
el
le
nt
ex
c
or
y
fa
ct
sa
tis
ne
ut
ra
l
un
sa
tis
fa
ct
or
y
po
or
no of respondent
how would you rate transportation facility

provided by VRL
Majority of the employee i.e. 61% of them agree that. They are satisfied for transport
facility provided by company. Where as 25% of them are fully satisfied, 10% of them
agree to be neutral at their decision. The remaining 4% of them are dissatisfied about the
transport facility.
As the percentage of the poor and unsatisfactory level of the employee is small, we can
conclude that the employees are satisfied for transport facility provided by company
Q 8. Job promotion in this organization is impartial.
no of respondent
Strongly agree
Somewhat agree
Somewhat disagree
Strongly disagree
%
30
54
0
0
30
54
0
0
48
Job satiafaction
Neither agree nor

disagree
60
50
40
30
20
10
0
neither agree
nor disagree
strongly
disagree
somewhat
disagree
somewhat
agree
no of respondent
stronglyagree
no of respondent
job promotion is in tthis organisation is impartial
Majority of the employee i.e. 54 % of them some what agree with the job promotion is in
this organisation is impartial. Where as 30% of strongly agree, 6% of them neither agree
nor disagree their decision.
As the percentage of the strongly disagree level of the employee is less when compared
to some what agree level, we can conclude that the employee are agree with the job
promotion is impartial.
Q9: - The fringe benefits given to employee are good in VRL.
49
Job satiafaction
No of respondent
%
16
58
8
4
4
1. Strongly agree
2. Somewhat agree
3. Somewhat disagree
4. Strongly disagree
e) Neither agrees nor disagree
16
58
8
4
4
70
60
50
40
30
20
10
0
no of respondent
neither agree
nor disagree
strongly
disagree
somewhat
disagree
somewhat
agree
stronglyagree
no of respondent
frienge benifit
Majority of the employee i.e. 38% are some what agree. They are satisfied with the
fringe benefit.
Where as 16% of them are strongly agree.
28% are some what disagree.
4% of them strongly disagree.
4% of them agree both.
As the percentage of the disagree level of employee is more than the agree level. We can
conclude the employee are not satisfied the fringe benefit.
Q 10.how would you rate the training process at VRL.
50
Job satiafaction
No of respondent
Strongly agree
Somewhat agree
Somewhat disagree
Strongly disagree
Neither agree nor
disagree
No of respondent
percentage(%)
28
39
6
15
22
percentage(%)
28
39
6
15
22
45
40
35
30
25
20
15
10
5
0
No of respondent
ce
lle
nt
Ex
or
y
fa
ct
Sa
t is
Ne
ut
ra
l
Un
sa
t is
fa
ct
or
y
Percentage (%)
Po
or
no of respondent
training program
Majority of the employee i.e. 39% of them agree.

Where as 28% of them are strongly agree.
22% of them neither agree nor disagree at their decision. The remaining of them
dissatisfaction.
As the percentage of the strongly disagree level of the employee and compared to the
agree level. We can conclude that the employees are somewhat satisfied
Q11. - I am satisfied with the scope provided in VRL for my bright future
51
Job satiafaction
no of respondent
Extremely satisfaction
Somewhat satisfaction
Somewhat dissatisfaction
Extremely dissatisfaction
Neither satisfaction nor
dissatisfaction
%
8
51
20
10
8
51
20
10
11
11
extremely satisfaction
somewhat satisfaction
somewhat
dissatisfaction
extremely dissatisfaction
neither satisfaction nor
dissatisfaction
Majority of the employee i.e. 51% are somewhat satisfaction.20%of them are somewhat
dissatisfaction.10% of Extremely dissatisfaction11% of them neither satisfaction nor
dissatisfaction.
We can conclude the employee is somewhat satisfied about the scope provided vrl.
Q12: - I am satisfied with Hubli unit as a place of work place
52
Job satiafaction
no of respondent
Strongly agree
Somewhat agree
Somewhat disagree
Strongly disagree
Neither agree nor
disagree
%
40
44
0
4
40
44
0
4
12
12
50
45
40
35
30
25
20
15
10
5
0
no of respondent
neither agree
nor disagree
strongly
disagree
somewhat
disagree
somewhat
agree
stronglyagree
no of respondent
i am satisfied with hubli unit as a place of work
Most of the employees that is 44% of them agree that work place .where as 40%of them
are strongly agree &12% of them are Neither agree nor disagree decision.The rest of
them are strongly disagree with the workplace.
As the % of strongly agree of the employee is very small,we can conclude that the
employee are agree with the condition of workplace.
Q13: - State the level of satisfaction towards the job security provided to you at VRL
Company.
53
Job satiafaction
no of respondent
1. Completely satisfied
2. Satisfied
3. Neither satisfied nor
dissatisfied
4. Dissatisfied
5. Completely dissatisfied
16
16
58
58
70
60
50
40
no of respondent
30
20
10
0
5.
Completely
dissatisfied
4.
Dissatisfied
3. Neither
satisfied nor
dissatisfied
2. Satisfied
1.
Completely
satisfied
NO OF RESPONDENT
job srcurity at VRL
Majority of the employee I:e ^4% of them agree that they are satisfied with the job
security provided to them, where as 18% of them are completely satisfied ,9% of them
agree to be .Neither satisfied nor dissatisfied .As the % of the dissatisfied level of
employees is small when compared to the satisfactory level, So we can conclude that the
employees are satisfied with the job security provided to them.
Q14: - My talent / Intelligent is encouraged by my supervisor.
54
Job satiafaction
No of respondent
Strongly agree
Somewhat agree
Somewhat disagree
Strongly disagree
Neither agree nor
disagree
%
18
62
8
2
18
62
8
2
10
10
Talent/intelligence
70
60
50
40
No of respondent
30
20
10
Neither
agree nor
disagree
Strongly
disagree
Somewhat
disagree
Somewhat
agree
Strongly
agree
Majority of the employee I: e 62% of them agrees with talent/intelligence. Where as 18%
of them are strongly agree, 10% of them. Neither agree nor disagree .The remaining 10%
are disagree about their encouragement provided by supervisor We can conclude that the
employee will agree for the usage of talent/intelligence is encouraged by supervisor
Q15; -How do you rate the level of salary with respect to your job experience?
No of respondent
Poor
Unsatisfactory
%
10
8
10
8
55
Job satiafaction
Neutral
Satisfactory
Excellent
16
55
11
16
55
11
level of salary with job exeperience
no of respondent
60
50
40
No of respondent
30
20
10
ce
lle
nt
Ex
or
y
fa
ct
Sa
t is
Ne
ut
ra
l
or
y
fa
ct
Un
sa
t is
Po
or
Majority of employee I:e 55% of the agree that, they are satisfied with the existing
pay .Where as 11% of them are fully satisfied ,16% of them agree to be neutral at their
decision .The remaining 18 % of them are dissatisfied.
We can conclude that when we see it looks more % of employee is dissatisfied with
salary provided by the organisation
56
Job satiafaction
Finding & suggestions
57
Job satiafaction
Findings
54% of employees are satisfied with interpersonal relation and 46% are not satisfied.
57% of employees are satisfied with training provided by company and 43% are
Dissatisfied.
New employees are not exposed to orientation program.
69% of employee are satisfied with canteen facility and suggested more improvement.
In the organization there is no facility for employee restroom or refresh.
58
Job satiafaction
Suggestions
The recommendation to improving the job satisfaction at VRL can be classified as
fallows.
Training
Salary
Orientation program
Others
Training program:
The training process at VRL is satisfactory to the employee. As shown in the finding,
that is 21& of them is dissatisfied with the tainting process. With the employee at lower
level and middle level they were of the opinion that, the training program are general in
nature. So the employee at lower level and middle level need the training program that
enhances their technical skill.
Therefore. I recommend to the management to conduct the training programs, which

enhance knowledge and skill their job.
The interpersonal relationship is not satisfactory in VRL. As shown in the

findings, that 26% of them are not satisfied with the interpersonal relation, and also I find
that while interacting with the employees.
59
Job satiafaction
So I recommended to the management to conduct on interpersonal relationship and also

suggested that to give teamwork to the employees. It will help to the management to
improve the interpersonal relationship between the employees. Not only giving
teamwork but also they to conduct some get together party for twice in a year.
Salary:
In findings we can see 18% of the employees say that the salary provided them is very
poor. And 28% of them are neutral at their decision. When we see it looks a more % of
employee are dissatisfied with salary provided by the organisation. When I interacted
with the employee they felt that the salary provided by to them is less than when
compared to their workload.
Orientation program:
Whenever a new employee is recruited in the organisation he/she undergo an orientation
program for a one week. With this he/she need to understand the functioning of all
departments. For this most of new employee expressed that, we dont have the much
knowledge about working of other department.
So I recommended to the management to conduct orientation program it should contain

following aspects.
Objective of the organisation
Function of the entire department with the employees
Key area of his/ her job.
60
Job satiafaction
Others:
1. In the organisation there is no facility of sports. In particular there is no separate
room for sports and whenever he/she feels tired of work or whenever they are free
from work then they want to refresh themselves.
2. In the organisation there are no culture activities taking place. By the cultural activity
the employee can express his/her creativity and talent inside them.
So I recommended to the management to conclude some of the cultural
program.
61
Job satiafaction
CONCLUSION
62
Job satiafaction
Conclusion
According to our study employee are satisfied with their job (except training,
Interpersonal relation. Orientation, rest room) in Vijayanand road line ltd.
The employees job satisfaction level can be increased by improving
Interpersonal relations providing orientation and training programs and also by providing
Rest room facility.
63
Job satiafaction
64
Job satiafaction
Appendix
65
Job satiafaction
Questionnaire
I Miss Annapurna.A. Kongali, student of Belgaum institute of management

studies, Belgaum. I am here to do the project on A Study report on employees job
satisfaction at VRL Hubli.
1. Employee detail: 2. Employee Name: 3. Designation: 4. Age group: 20-25
5.
40-45
25-30
30-35
45-50
35-40
50&above
6. Work Experience:
7. Department:
Q1: -The infrastructure provided to you at your workplace

1. Bad
2. Poor
3. Good
4. Excellent
5. Neither Good nor bad
66
Job satiafaction
Q2: -Welfare Facilities provided Are Adequate & well maintained.

1. Strongly agree
2.
Somewhat agree
5. Neither agree nor disagree
Q3:-How is the relationship between the employee and the management.

1. Poor
2. Un satisfactory
3. Neutral
4. Satisfactory
5. Excellent
Q4:-How would you rate the interpersonal relationship between the employee.
1.
Poor
2. Un satisfactory
3. Neutral
4. Satisfactory
5. Excellent
67
Job satiafaction
Q5: -. Management handled grievances & complaints in the time & up to your
satisfaction.
1.
Strongly agree
2.
Somewhat agree
Q6:-.How is the canteen facility provided in VRL .

1. Poor
2. Un satisfactory
3. Neutral
4. Satisfactory
5. Excellent
Q7: -How do you rate transport facility provided by VRL.

1. Poor
2. Un satisfactory
3. Neutral
4. Satisfactory
5. Excellent
68
Job satiafaction
Q8:-. Job promotion in this organization is impartial.

1. Strongly agree
2. Somewhat agree
Q9: - The fringe benefits given to employee are good in VRL.

1. Strongly agree
2. Somewhat agree
Q10: how would you rate the training process at VRL

1.
Strongly agree
2.
Somewhat agree
69
Job satiafaction
Q11: - I am satisfied with the scope provided in VRL for my bright future.
1. Extremely satisfied
2.
Somewhat satisfied
3. Somewhat dissatisfied
4. Extremely dissatisfied
5.
Neither satisfied nor dissatisfied.
Q12: - I am satisfied with Hubli unit as a place of work place.

1. Strongly agree
2. Somewhat agree
Q13: - State the level of satisfaction towards the job security provided to you at VRL
Company.
1. Completely satisfied
2. Satisfied
3. Neither satisfied nor dissatisfied
4. Dissatisfied
5. Completely dissatisfied
70
Job satiafaction
Q14: - My talent / Intelligent is encouraged by my supervisor.

1. Strongly agree
2. Somewhat agree
Q15; -How do you rate the level of salary with respect to your job experience?
1. Poor
2. Un satisfactory
3. Neutral
4. Satisfactory
5. Excellent
71
Job satiafaction
BIBLIOGRAPHY
72
Job satiafaction
BIBLIOGRAPHY
P.subha rao personal and human resource management

Himalaya publishing house.
Company document
Company profile
73
Job satiafaction
74

Final Report

Hochgeladen von

Dokumentinformationen

Copyright

Verfügbare Formate

Dieses Dokument teilen

Dokument teilen oder einbetten

Freigabeoptionen

Stufen Sie dieses Dokument als nützlich ein?

Sind diese Inhalte unangemessen?

Copyright:

Verfügbare Formate

Final Report

Hochgeladen von

Copyright:

Verfügbare Formate

Vijayanand Road line Ltd

Vijayanand Road line Ltd

Vijayanand Road line Ltd

Vijayanand Road line Ltd

Vijayanand Road line Ltd

Vijayanand Road line Ltd

Name of the company: Vijayanand Road line Ltd

Address: Vijayanand Road line Ltd Company, 16th

Year of established: January 1976

Chairman: Mr.V. B.Sankeshwar

Area coverage: 300 acre

Cost of building: 30 crore

Industry: Manufacturing service

Vijayanand Road line Ltd

Vijayanand Road line Ltd

BRIEF HISTORY OF THE COMPANY

Vijayanand Road line Ltd

achievement of an entreprereneur from Hubli a major commercial center of the state of

The company is engaged in goods transportation since 1976. It was incorporated

The company is recommended by Indian banks association mumbai.

Vijayanand Road line Ltd

SYMBOL SERVICE OF VIJAYANAND ROAD LINE LTD

Vijayanand Road line Ltd

Chief executive officer

Chief tech officer

Chief a/c officer

Vijayanand Road line Ltd

Shri V.B Sankesshwar managing director, Entrusted with day today

Shri Anand Sankesshwar Director looking after the general administration,

Shri L Ramanand Bhat directors is in charge of entire of mechanical operation

Shri K N Umesh directors is in inchrge of southern region that is andhrapradesh,

D N kulkarni voice president of finance in charge of financial of the company

Vijayanand Road line Ltd

OBJECTIVE OF VRL COMPANY

Quick & safe service

Customer satisfaction & employee satisfaction

Attain market leadership

Vijayanand Road line Ltd

To give prompt & quick service

To co-operative with customers

To diversify the business allowed

The turnover of the company is increasing year by year

The co is recommended by the Indian bank association <mumbai

Vijayanand Road line Ltd

INTERNATIONAL BIOGRAPHICS CENTER:

Vijayanand Road line Ltd

Distributing goods through its hubs &

quality of operation the company is currently undertaking an exercise

Vijayanand Road line Ltd

Vijayanand Road line Ltd

Double drivers facilities provided for long routes to provide safety.

Onward and return tiket.booking

24 hours customers complaints cell

Halt for refreshment, lunch at hygiene hotels

Check points to monitor vehicle movements

Relief bus in case of emergency.

Clock room facilities at selected branches

Wide network of booking offices

First to introduce hi tech buses to remote areas

Acknowledged market leader in the travel segment in Karnataka

Vijayanand Road line Ltd

One of the latest growing travels organization

Offers a wide network of routes & destination.

BOOK MAINTAINED IN A/C DEPT ARE: