PROJECT REPORT (17MBAPR407)

“A STUDY ON EMPLOYEE RELATIONSHIP MANAGEMENT” AT

“TRIDENT AUTOMOBILES PRIVATE LIMITED”
BY MADHUSHREE
C USN:
1AY17MBA25
Submitted to
VISVESVARAYA TECHNOLOGICAL UNIVERSITY, BELAGAVI

In partial fulfillment of the requirements for the degree of

MASTER OF BUSINESS ADMINISTRATION Under
the Guidance of

INTERNAL GUIDE EXTERNALGUIDE

Dr. M M Bagali Mr. Sandeepa K S
Head of the Department Deputy Manager,
MBA Dept, AIT Trident Automobiles Pvt Limited

Department of MBA
Acharya Institute of Technology
Soldevanahalli, Hessaraghatta Main Road, Bangalore – 107
March – 2019
 ACKNOWLEDGE

I wish to express my sincere thanks to our respected Principal, Dr. Prakash M R,

beloved Dean-Academics, Dr. Devarajaiah R M, and deep sense of gratitude to
Dr. M M Bagali, HOD, Acharya Institute of Technology, Bengaluru for their kind
support and encouragement in completion of the Internship Report.

I would like to thank Dr. M M Bagali, Head of the Department, MBA, Acharya
Institute of Technology, Bengaluru and external guide Mr. Sandeepa K.S, Deputy
Manager (Human Resource), who gave me golden opportunity to do this
wonderful Project in the esteemed organization, which helped me to learn various
concepts.

Finally, I express my sincere thanks to my Parents, Friends and all the Staff
of MBA department of AIT for their valuable suggestions in completing this Project
Report.

Place: BENGALURU (MADHUSHREE. C)

Date: 08/04/2019 (1AY17MBA25)

 TABLE OF CONTENTS

Chapter No. Titles Page no.

Executive summary
Chapter 1 Introduction
1.1 Introduction 1
1.2 Industry profile 1–3
1.3 Company profile 3–6
1.3.1 Promoters 6
1.3.2 Vision, Mission and Quality Policy 6
1.3.3 Products/Services profile 6–8
1.3.4 Areas of operations 9 - 10
1.3.5 Infrastructure facility 10 - 11
1.4 Competitors 11
1.5 SWOT analysis 11 - 12
1.6 Future growth and prospectus 12 - 13
1.7 Financial statements 14
Chapter 2 Conceptual Background & Literature Review
2.1 Theoretical Background of the study 15 – 20
2.2 Literature Review 20 - 28
Chapter 3 Research Design
3.1 Statement of the problem 29
3.2 Need of the study 29
3.3 Objectives 29 – 30
3.4 Scope of the study 30
3.5 Research methodology 30 - 31
3.6 Hypotheses 31
3.7 Limitations 32
3.8 Chapter Scheme 32
Chapter 4 Analysis and Interpretation
4.1 Analysis and Interpretation of the data 33 – 52
Chapter 5 Summary of Findings, Conclusion and
Suggestions
5.1 Findings 53 - 55
5.2 Suggestions/Recommendations 55 - 56
5.3 Conclusion 56 - 57
Annexure 58 – 63
Bibliography 64 - 65
 LIST OF TABLES
TABLE NO TITLE PAGE NO
4.1 Table showing the satisfaction level of present method of 33
recruitment and selection
4.2 Table showing the employees prefer for recruitment and 34
selection
4.3 Table showing the satisfaction level of working facilities to
35 the employees
4.4 Table showing whether employees prefer to work with their
36 employer in future
4.5 Table showing the employees opportunity for their creativity, 37
innovation and job development
4.6 Table showing that management promotes strong competition 38
amongst employees
4.7 Table showing whether training increases the employer 39
employee relationship
4.8 Table showing that training is needed to enhance productivity 40
and performance
4.9 Table showing that training is considered as a part of
41 organisational strategy
4.10 Table showing how often the training programs are conducted 42
in the organisation
4.11 Table showing the relationship between employee and the co- 43
worker
4.12 Table showing that the company provides health, safety and 44
welfare facilities as per the labour laws
4.13 Table showing whether rewards and incentives are provided
45 frequently
4.14 Table showing that the salary matches with the responsibility 46
and the level of satisfaction
4.15 Table showing Fairness and consistency in treating of 47
employees without any discrimination
4.16 Table showing employees freedom to exercise on sub- 48
ordinates for getting work done
4.17 Table showing the settlement of disputes and grievance by 49
negotiations conciliation and voluntary arbitration
4.18 Table showing that employees opinion is taken in decision 50
making process
4.19 Table showing that employees receive necessary information 51
and communication is needed to the job from the management
4.20 Table showing right opportunity is given to the employees for 52
personal growth and promotion
 LIST OF GRAPHS
TABLE NO TITLE PAGE NO
4.1 Graph showing the satisfaction level of present method of 33
recruitment and selection
4.2 Graph showing the employees prefer for recruitment and 34
selection
4.3 Graph showing the satisfaction level of working facilities to
35 the employees
4.4 Graph showing whether employees prefer to work with their 36
employer in future
4.5 Graph showing the employees opportunity for their creativity, 37
innovation and job development
4.6 Graph showing that management promotes strong competition 38
amongst employees
4.7 Graph showing whether training increases the employer 39
employee relationship
4.8 Graph showing that training is needed to enhance productivity 40
and performance
4.9 Graph showing that training is considered as a part of
41 organisational strategy
4.10 Graph showing how often the training programs are 42
conducted in the organisation
4.11 Graph showing the relationship between employee and the co- 43
worker
4.12 Graph showing that the company provides health, safety and 44
welfare facilities as per the labour laws
4.13 Graph showing whether rewards and incentives are provided 45
frequently
4.14 Graph showing that the salary matches with the responsibility 46
and the level of satisfaction
4.15 Graph showing Fairness and consistency in treating of 47
employees without any discrimination
4.16 Graph showing employees freedom to exercise on sub- 48
ordinates for getting work done
4.17 Graph showing the settlement of disputes and grievance by
49 negotiations conciliation and voluntary arbitration
4.18 Graph showing that employees opinion is taken in decision
50 making process
4.19 Graph showing that employees receive necessary information 51
and communication is needed to the job from the management
4.20 Graph showing right opportunity is given to the employees for 52
personal growth and promotion
 EXECUTIVE SUMMARY

Employee Relationship Management is the important factor that lies in the current competitive
organisation. This relationship stands on organisation communication among all the workers and
the management which is the essential part to build a good working community. With respect to
the growth of the company and to enhance work performance employee must get feedback in
both positive and critical, Appreciation and Gratitude which is necessary. The negativity in the
employee employer relation, the management might fail to know the issues with regard to the
employees who do not achieve long term achievement in the enterprise.

In this current competitive world the accomplishment of good relationship is based on employee
job satisfaction. Employees are treated as assets of the company. The employees must try their
level best to adjust with each other and should compromise to the extent. And the employees
need to enter the office positively. Observation says that the relationship among the employees
goes in a long way in motivating the employees and increases the confidence level and morale of
the employees.
 CHAPTER – 1
INTRODUCTION
1.1 INTRODUCTION ABOUT THE PROJECT
A Project Report is a record which provides overall view of the proposed business. It is prepared
out of details obtained from technical analysis, financial analysis, profitability
analysis, economic analysis etc., are put together. It mainly focuses on consistency,
flexibility and transparency. It is a great opportunity to enhance knowledge and also having
practical experience in the organisation with reference to a particular topic.

The main purpose of doing project report is to enrich classroom learning through exposure to the
future on the job experience and to assist in the determined career goals.

During my internship period I am going to learn lot of things like Company profile,
Industry profile, company services and their products and dealerships. Also gain lot of
practical knowledge about corporate world, improving my skills and communication, by
developing my knowledge, and co-ordination with the other employees.

1.2 INDUSTRY PROFILE:

The Automobile industry started in 1860s with only few manufactures. It is a huge range
of companies involved in designing, creation, production, marketing, and selling motor
vehicles, some are called automakers. Automobile manufacturing is considered as
chief mode of transportation and also the world’s huge economic field in the revenue.

Maintaining of Automobiles like Repairs and motor fuel filling stations is not included in this
industry. The India’s automobile industry has risen as 'sunrise sector' in the Indian economy. It is
a home for largest motor cycle manufacturers and also fifth largest commercial vehicle
manufacturer. India is standing up as world's fastest moving traveler car markets and
second huge two wheeler manufacturer. Across the world, Indian manufacturers are
concentrating more to introduce new products, adopting new technologies and supply chains.
India is the largest base to export compact cars to the Europe. Somehow, electronic motor and
hybrid vehicles are new inventions on the automobile canvas and India is key market.

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Automobile manufacturing company produces and sell self-powered vehicles, including
truck, passenger motor cars, and farm equipments. A vehicle is a machine where it is occupied
for the transportation of travellers and goods. Trident is dealing only Cars and other
commercial vehicles.

The Automobile manufacturing companies has moulded the inventions of an exclusive

road system which is made available for growth and shopping centres across major cities, and
played a major role in the growth of accessory industries, such as the travel ling and oil
businesses. Automobile is a self drive vehicle which is taken for transportation of travellers and
goods upon the ground.

Toyota Motor Corporation, Hyundai, Volkswagen Group, Daimler AG, BMW (Bayerische
Motoren Werke), Honda, General Motors, Tesla Inc., Ford, Nissan, Mercedes Benz are the top
Automobile Companies in the world.

 The Journey of an Automobile Industry

 The first motorized car arrived in India and bought by Calcutta in the year 1887.
 Jemshedji Tata and 3 others become the first to own a car in Bombay in 1998
 An American company starts off India’s first taxi service in Mumbai with a fleet of 50
cars.
 Hindustan Motor is born in the year 1942.
 Premier Automobiles Limited is formed in 1944
 Production of motorcycles commenced in India with Royal Enfield in the year 1949.
 Mercedes-Benz enters the Indian Market with TELCO (now Tata Motors) to manufacture
medium commercial vehicles.
 Tata launches the Indica, India’s first indigenous car. Goes on to hold the record for the
highest bookings for a single car in India. Hero Honda’s Splendor becomes the world’s
largest selling motorcycle model in the year 1999.
 CNG buses/ rickshaws introduced in Delhi on 2001
 BMW enters India. Standard Motor Products of India shuts shop. On the other hand,
Suzuki Motorcycle re-enters the Indian Market in 2006.
 Mahindra enters the passenger car business with the Renault, goes on to launch the logan
in 2006.

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  India becomes the seventh largest vehicle producing nation in the world and Asia’s third
largest exporter in 2009.
 Renault enters India in the year 2011.
 Indian market gets two new auto brands i.e., Triumph Motorcycle and Isuzu in 2013.
 In 2015, Government of India aims to make automobiles manufacturing the main driver of
‘Make in India” initiative, as it expects passenger vehicles market to triple to 9.4
million units by 2026. 0

Mini cars and hatchback cars are the mainstay f0r automobile industry in India, with share ar0und
50 percent and growth of 6 to 7 percent in the financial year. These segments continue
to maintain leading position but the majority of growth is expected to come from new
divisions such as compact SUVs, sedans and luxury vehicles.

1.3 COMPANY PROFILE

Trident Automobiles Private Limited is an automobile company and was established on

th
16 December 1997 and its head office is at Sankey road, Bengaluru. Trident commenced the
automobile retail business in September 1998 when appointed as the first Hyundai dealer
in Bengaluru. Samir Choudhry (Whole time Director) and Vivek Kumar (Managing Director)
are the Directors of the Company. It also has a sports Academy run by Dravid and
Prakash Padukone who are the directors. The company’s operation started with single
showroom and service centre with just 21 people, and now it has grown to multi brand
dealership. Since then, company has grown to include Chevrolet, Renault, Bharat Benz, Isuzu
and Honda brands into its fold. Isuzu and Bharat Benz are producing the commercial
vehicles with operations spread across Bengaluru and many other parts of Karnataka, today one
of the largest automobile dealers in the country and have more than 3000 plus people onboard.

Trident has been founded on strong fundamentals exemplified by the culture that we have
adopted over the last 16 years. The company considered privileged to work for one of the most
admired automobile dealerships in the country. There are 50 branches all over the Karnataka
i.e., Chitradurga, Bengaluru, Mysore, Chikkaballapur and Thumkur.

3
Company’s achievements over the years are manifested in the motto, “Drive Home
A Relationship” embodies the sprit of our commitment to our customers and our employees. It
is

4
an expression of our resolve to engage with them and sustain a long lasting and
mutually rewarding relationship.

COMPANY DETALS

Company Name Trident Automobiles Private Limited

CIN U50200KA1997PTC023159

Company Registration 23159

RoC RoC-Bengaluru

Class of Company Private Company

Category Company limited by shares

Sub-category Non - government Company

th
Date of Incorporation 16 December 1997

Authorized Share Capital Rs.15,000,000

Paid up Capital Rs.15,000,000

Activity Repairs and Maintenance of motor vehicles

which includes washing and polishing etc

th
Trident Automobiles Private Limited conducted its last Annual General Meeting on 27
September 2017 as per records of Ministry of Corporate Affairs and its balance sheet last filed on
st
31 March 2017.

 Trident Automobiles was incorporated and commissioned its first Hyundai dealership in
September 1998
 Trident Automobile is proud to be entitled as Mobis Parts Supply Centre since 2000
 Trident Automobiles first Chevrolet dealership opened in Mysore in July 2006. This was
later followed up with another one in Bengaluru.
 Trident Automobiles first Renault dealership opened in Bengaluru in September 2012

5
  Trident Automobiles started commercial vehicle Dealership in Bengaluru with Bharat
Benz at Nelamangala with 3S facility in 2012
 Trident Automobiles started ISUZU semi commercial vehicle Dealership in Bengaluru in
the year 2014
 ASDC recognizes Trident Automobiles capability and accredited our Academy as
th
Training partners to ASDC for Training and up-skilled of people on 7 August 2015.
 Trident Automobiles new addition is HONDA car dealership in Bengaluru with a 3S
facility at Mysore Road in the year 2015.

Trident Groups:

 Trident Hyundai
 Trident Auto Honda
 Trident Renault
 Trident ISUZU
 Trident Chevrolet

Trident is of three types:

1. Trident Automobiles Private Limited: Hyundai, Isuzu, Bharat Benz and Chevrolet
2. Trident Auto Private Limited: Honda
3. Trident Auto Enterprises: Renault

RECOGNITION AND REWARDS

 Appreciation letters.
 Displaying Photographs of achievers.
 Badges of Honour.
 Celebrating Team Performances.
 Periodical departmental get together.
 Quarterly performance dinner with Directors.
 Annual Awards Night celebrations.
 Foreign tour for 50 staff every year for those who have completed 3 years and above.
 Long Service Award
 Rewarding employee’s children’s who have scored distinction at board exams.

6
Trident Ambassador
This title would be conferred on the person who is selling the maximum cars except the
sale team (New & Pre-owned car). To quality for this contest one should sell minimum
12 cars. Winner will be given a trophy, a cash award of rupees twenty five thousand and
a special uniform.
1.3.1 PROMOTERS:
 ICICI Bank (Industrial Credit & Investment Corporation of India)
 OBC Bank (Oriental Bank of Commerce)
1.3.2 VISION, MISSION AND QUALITY POLICY

Vision: “As a performing organisation, to provide preferred choices for the customers to
delivering efficiency, excellence value in design and engineering solutions”

Mission: “To innovate mobility solutions with passion enhance quality of life”

Quality policy: Company is devoted to make sure the supreme standard of quality in processes
of interaction with customers and associates to achieve “Total Customer Satisfaction”. In
pursuance of the goal, company develop and nurture empowering relationship with customers,
associates and employees that reflect on ideology.

1.3.3 PRODUCT / SERVICES PROFILE

Trident offers services to help the customers with automobile needs. Right
from finance to insurance, service to exchange, Trident trust to offer the best
quality service to the customers.
 Sales services: The Company is involved in selling motor vehicles to the customers like
Car and other commercial vehicles. Sales service is like attracting a customer by
providing descriptions of the product to the customers and makes them to buy the
product.
 Maintenance and Repairs: It provides services to the vehicles which are purchased
in other branches also. It deals with minor and major repairs and has fair prices. The
newly purchased vehicles have free services for the first 3 times. Trident holds 25
service centres.

7
 Pick – up and drop services: The vehicle which has to be serviced is bought from
the customers place and after servicing the vehicle is delivered to the customers place. For
this service there are special drivers who are appointed in the company.
 Body shopping services: It does services like tinkering painting, offer paintwork repairs to
scratches, scuffs, dents and any accidental vehicles are repaired.
 Resale of vehicles: Used cars are bought and sold to customers at the best prices.
 Insurance services: The Company provides Insurance to the vehicle which is purchased
and any insurance claim occurs immediate action is taken. For this service the company
has tied up with 2 banks i.e., ICICI Bank and Oriental Bank of Commerce.
 Tele-call services: The Company offers Tele-call services like customer feedback is taken
for the services given and for the customer queries Tele-callers are available.
 Finance: Provides right loan for the vehicle with best rate of interest.
 Exchange of cars: Exchange of car is one of the easiest and simple ways to move on to new
one. Company offers trading of car for a discount on new one and get best value for the
exchange of old car for new one.
 Training service: Training program is conducted for the Automobiles and sales.
Automobile training includes body shopping, repairs and maintenance and it is provided
for the whole year according to the scheduled training programs. Trainee fresher’s are
provided with 2 months of training and are allotted to the different branches. Automobile
training is provided in Hosur road where as for sales training is provided in whitefield.

8
 SALES SERVICES

MAINTENANCE AND REPAIRS

RESALE OF VEHICLES BODY SHOPPING SERVICES

9
FINANCE SERVICE

9
1.3.4 AREAS OF OPERATION
Registered address: No.1 Lower Palace Orchards, Sankey Road,
Bengaluru, KARNATAKA – 560 003
TRIDENT SERVICE BRAND SPECTRUM

HOSUR ROAD J P NAGAR ATTIBELE SILK BOARD MYSORE

INDIRA K R PURAM KALYAN

NAGAR NAGAR
MYSORE
K R PURAM CHITRADURA
PALACE
SANKEY ORCHARDS
MANGALORE
ROAD
SARJAPURA
ROAD
YESHWANTHPUR MYSORE
SILK BOARD
NELAMANGA
TUMKUR

SHIMOGA
YELAHANKA

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 TRIDENT SALES BRAND SPECTRUM

HPSC-NAGRUR RPSC- NELAMANGA SILK BOARD MYSORE ROAD

YESHWANTHPUR TUMKUR MYSORE

SHESHADRIP SARJAPUR MANGALORE

HOSUR ROAD SILK BOARD CHITRADURG

K R PURAM YELAHANKA ATTIBELE

KALYAN INDIRA
J P NAGAR K R PURAM

JAKKASANDRA MYSORE

DOMLUR

ADUGODI

1.3.5 INFRASTRUCTURE FACILITIES:

 Land and Building: Company can lease land and buildings for production purpose
 Wash rooms facilities
 Parking facilities
 Electricity facilities
 Labour facilities: Company provides food facilities, tourist facilities and other labour
facilities
 Individual section for each department

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  First aid service.
 Conference hall
 Security
 Cleanliness
 Tools and machines for training
 Fire extinguisher
 Child Education Support Scheme: Employees will be supported at Rs.250/- p.m. per child
for maximum of two children.
 Annual Medical Check up: Annual Medical check up campaign will be held in all units to
all the employees during every month of June.
1.4 COMPETITOR’S INFORMATION
 Blue Automobiles Private Limited
 Advaith Automobiles Private Limited
 Express Automobiles Private Limited
 Lakshmi Automobiles Private Limited
 Nandi Automobiles Private Limited
 Magnum Automobiles Private Limited
 Concord Automobiles Private Limited
 Arvind Motors Private Limited

1.5 SWOT ANALYSIS OF TRIDENT AUTOMOBILES

PRIVATE LIMITED

STRENGTHS:

 Strong distribution network all over Karnataka

 Large pool of engineers
 Increase in demand for the luxurious commercial vehicles
 Highly talented technicians
 Outstanding sales and service delivery.
 Training for the newly appointed candidates.

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WEAKNESSES:

 Consumers bargaining power

 Financial crisis for obtaining loans
 Size of man power of consumers
 High start up cost
OPPORTUNITIES:
 Market expansion
 Women drivers has been increased
 Launch of Electric cars.
 Selling of cars in online mode due to digital marketing is getting to boom in future years
 Promotions and advertisements so that customers will be aware of company and its
products.
THREATS
 Rise in competition
 Volatility in the fuel prices
 Government regulations: government policies for emission levels of exhaust fumes,
carbon dioxide, noise limitations and safety standards
 Rapid Growth rate of Automobile Industries

1.6 FUTURE GROWTH AND PROSPECTUS

The growth in the auto industry technology firms is unbelievable. The company likely prove to
have a vast inspiration on an auto sector in the coming years, because the skills, technology and
needs has to be aligned perfectly – connect value, to add components to the created networks,
efficiencies and experiences. The company products are highly demanded due to the vast growth
in population and technology. In the Global economy grabbing new opportunities for the growth
in this sector is connected.

 Started Operations in Sept 1998

 Started With 21 Employees onboard, today one of the largest automobile dealers in the
country and have more than 2,600plus people onboard.
 Rs 1,300+ Crore Turn over

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 1,65,000 plus Vehicles has sold
 Trident Hyundai has won “Best In-House Training Centre – Overall Winner” award in
th
Hyundai 6 All India In-house Trainer Conference 2018 at Faridabad on 20.04.2018.

Joining hands
with other
dealers

Establishing
Launch more
Electric cars branches
across
Karnataka

Customer
satisfaction Build Loyalty

1. Joining hands with other dealers

2. Establishing more branches across Karnataka
3. Build Loyalty
4. Customer Satisfaction
5. Launch Electric car

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1.7 ANALYSIS OF FINANCIAL STATEMENT
Particulars Current Year Previous Year

Revenue from Operations 91,448.45 84,086.56

Other Income 425.33 399.65

Total Expenditures 90,398.99 83,047.55

Profit/Loss Before Tax 1,474.78 1,438.66

Tax Expenses 462.98 437.08

Net Profit/Loss After Tax 1,011.90 1,001.58

Performance Review: During the year under review, the Company has registered total turnover
of Rs.91,448.45 lakhs as against previous year turnover of Rs.84,086.56 through
registering a growth rate of 8.75% as compared to the previous year financial performance. Due
to increase in all overhead, the Company has registered a net profit after tax of Rs. 4,011.90 lakhs
during the year 2014-15 as against 1,001.58 lakhs. Company Directors expect the Financial year
would be much improved as estimated.

15
 CHAPTER – 2
CONCEPTUAL BACKGROUND AND LITERATURE REVIEW
THEORITICAL BACKGROUND

2.1 INTRODUCTION TO EMPLOYEE RELATIONSHIP MANAGEMENT

Employee relationship management refers to company’s effort to handle the relationship link of
employer and employee. It is an effective way for a company to ensure good relationship among
the workers. Employee relation is a part of human resource strategy with the help of people to
accomplish the organisation’s mission. Employee relation representatives work with
the supervisors and employees to resolve the issues and address concerns.

When an employer recruit employee, it is not just getting new member to the work place, the
employer starting a new relationship. Though employer and employee work on close quarter, it
is necessary to develop relationship. Managing relationship is important for business success.
As the strong relationship brings a greater employee happiness and increased productivity.
Employer Employee Relationship aims to build commitment and organizational loyalty.

2.2 MEANING:
The Employer and Employee relationship plays a vital role in reaching the organisations growth
and objective. The relationship aimed towards building strong relation and
maintaining obligation, trust and morale so as to create a productive and secure workforce
environment. Maintaining good relationship with employees which results increase in
productivity, accomplishment of the objectives of the organisation, retention of employees
etc., Providing good working environment to the employees and make them feel the
organisation is
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strengthening their relationship by identifying and solving workplace issues,
employee satisfaction, motivating them to perform actively which will influence for their career
growth. Also providing fair and equal treatment to all the employees will create positivity
towards organisation

ADVANTAGES

 Raising Productivity:
 Utilizes the resources efficiently and effectively, it includes inventory, production
resources, financial resources human skills and information technology etc.
 Minimizes the recruitment, selection and training costs
 Retention of employees by providing them with good job satisfaction.
 The management encourage employees to focus on their targets
 Reduces Conflicts at the work place and create friendly atmosphere among employees.
 Motivates employees to give complete involvement in working.
 Enhances Good working environment.
 Encourages innovation
 Transparency

FUNCTIONS OF EMPLOYEE RELATIONSHIP MANAGEMENT

 Employer Employee Relation promotes collective relationship which means relationship
between employers association and trade union.
 Employer and Employee work together often creates benefit packages which is awarded to
them as vacation time, health insurance, maternity leave etc.
 ERM promotes healthy relationship among employees as well as between employer and
employee
 ERM boosts employee confidence, morale and encourages them to give 100% effort in
their work.
 ERM reduces discrimination and bias within the organisation.
 ERM influence employee to take part in company activities like decision making,
seminars, skill development and meetings.

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  It brings out innovativeness and inner potentials of employees and builds their ideas and
suggestions.
 ERM helps employees to be more focused and responsible towards achieving
organisations objectives and make them feel their contributions are important to
the organisation development.

BASIC CONTENTS OF ERM

Category Content

Labour Relationship Management It is concerned with determining and regulating

an interaction between workers and
management within the organisation. It
includes work related issues, problem solving,
decision making. Conflicts and worsen
relations at workplace is an impact on overall
productivity of the organisation. So this Labour
Relationship management controls overall
disputes.

Employee Information Management Providing necessary information resources to

support for the enterprise plans, policies and to
manage Human resource functions.

Enterprise culture construction A good organisation culture encourages

employees to be like a family. Transparency is
an aspect of business operations. Identifying
the company values and following the same
results in rise in goodwill.

Employee Participation Management Every employee should involve themselves in

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 the company’s activity and promote
increased productivity. Company drives the
knowledge of workers and utilize to the
company’s growth
as well as organisations self esteem.

Communication Management An effective way of transmission is important

for the growth of the organisation to
execute the basic functions of the
management like planning, organizing,
motivating and controlling.
Communication may be of oral or written
form. It ensures free flow of
information to be communicated from the
top
level management to lower level management.

The main issues which is needed to be looked by the management for

Employee Relationship Management:

Communication

Employees Conflict
Growth ERM
Management

Group
Activities

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Communication: An open communication within the organisation is most important.
Employees should feel that management listens to their words and give equal importance at the
time of decision making. Lower employee morale might bring lower productivity and efficiency
at the work environment. So this kind of friendly atmosphere brings the organisation to
deal with the employees and set the goals.

Employees Growth: Providing proper Training and development to the workers can
improve the quality of their employees work and conduct skill development program which is
needed to perform the job. It nurtures employees to be a reliable resource to the organisation.
Encourage them for the self growth, to come out with excess knowledge.

Conflict Management: A conflict is any injustice in relation with one’s employment situation
which is brought to the notice of the management. Management should identify the conflicts,
investigate in depth and breakdown the substances into sub points and find the solution
to resolve the issues. For this management has to assign one person or department to handle the
conflicts of the employees.

Group Activities: Participation helps to develop speaking skills in professional contexts.

It encourages employees to interact with each other and develop listening skills. It also
improves body language and tone of the voice which develops individual behaviour of the
employee when they cope up with other employees. So Group activities are important to
survive in the organisation.

COMPONENTS INFLUENCE ERM

Human Resource practices:

 Job Analysis
 Recruitment and Selection
 Training and Development
 Performance appraisal system
 Compensation and Benefits
 Labour Relations
 Managerial Relations

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Communication: The main element for successful relationships among all employees is
communication. The actual communication is important for managers to perform the functions of
management i.e., Planning, Organising, Leading and Controlling. To engage employees in the
business, the employees are needed to be informed about what’s going on in the company, what
management is planning and how it is executed. However, management has to
communicate effectively to their subordinates to achieve the organisation goals. Communication
is considered as the source for the members for the decision making process.

Shared goals and Values: There is a good co-ordination with the employees of the company
who works with the thought “Company First, then the department and then the
Individual”. Likewise even the management does all the necessary arrangements for the
wellbeing of its employees. It strictly prohibits unethical practices in all forms.
Leadership style: Leadership style is a characteristic behaviour where the employees are
motivated to give their complete interest towards their job. Leadership style provides direction,
implementing plans, motivates workers and manages group of people. The leader should listen to
the employee’s opinions and encourage them to stand on their ground. A leader is one
who guides and takes work from the workers to achieve the set goals and also motivate the
workers to develop their skills too.

Trust: The trust is an important component in ERM. Trust impacts on management performance
effectively. The employees trust on employer’s plans and policies. Also management has
to respect employee’s opinions and suggestions before making any decision. It
enhances productivity, and also maintains strong relationship between employer and
employee. Trust is important at workplace for successful growth of the organisation.

2.2 REVIEW OF LITERATURE

Author/ Title of the Objectives, Outcome or
Gap Identified
Researcher Article/Study Findings
1.Dr. D. S. “Analysis of To measure the determinants This study revealed
Chaubey ERM and its of employee that encouragement of
impact on Job relationship management and its employee suggestion
significance

21
 Satisfaction” in the organisation. has a negative
relationship with
To establish the
Job satisfaction.
perceived relationship
between ERM
practices and Job Satisfaction

2. Josee Bloemer, “The role The main practical implication Affective commitment
Gaby Odekerken- of employee of the study is that banks should plays a pivotal role in
Schroder relationship incorporate RP when assessing creating all
proneness in potential employees. positive loyalty
creating behaviours of
employee employees, whereas
loyalty NC only supports ITS
and BI while it has
a negative impact
on
COM.
3. Roopali Bajaj, “Crucial To comprehend the essential From this researcher it
Shailni Sinha and Factors of components like training, is found that there is
Vineet Tiwari Human performance appraisal, career no unity and maintain
(2013), Resource planning, job rotation, a friendly attitude
Management motivational measures are between every
for Good not satisfactory. These employee and also
Employee essential functions has to be between the
Relations” observed and practiced to management and
improve employee satisfaction employees. The
operative functions
are crucial and has
to be improved
in productivity in
the
organisation.
22
4.Sceil Bal “The impact of The objective of the study is There is a significant
employee – to analyze the effects of Negative impact on
employee

23
Tastan (2014), organisation – organization relationship the turnover. This
relationship on (EOR) on the outcomes study has to focus
individuals of individual behaviours based on employees
behavioural on the information given in present perspective
outcomes of social trade hypothesis. because this is the
task-related most important
performance, social changes that has
contextual to be observed
performance
ad intention to
turnover; an
evaluation
with social
exchange
theory”

5.Richard Hannis “Importance of The objective of this research is Researcher found that
Ansah Employer to present evidence-based on the the business owner
Employee information to readers on shared a positive
Relationship the importance of the result that relationship
towards the Employer Employee plays an important
Growth of a relationship for the growth of role towards
Business” the business. businesses as they add
up to the growth of the
business.
6.Dr. B. “EMPLOYER To have healthy relation is vital The employer should
Devamaindhan – EMPLOYEE for the successful running of any know what
(2014) RELATIONSI business. the employee is facing
P” the problems then
that would be an
obstacle to achieve
success in

24
 the business.
7.Thomas Katua “Relationship The objective of this research is The researcher
Ngui (2016) between to scrutinize the concludes that
employee relationship amongst employee development and
relations relation plans or strategies documentation of
strategies and of employee relation along commercial bank
performance of with the execution of commercial strategies and on the
commercial banks. whole of the banks
banks in strategies has
Kenya” not
linked to each other
8.Md. Sahedur “Effect of The objective of the research The organisation has
Rahman and Employee is to examine the effects of to implicate in
Rabeya Khatun Relationship ERM on employee the right way for
Taniya Management performance at banking the effective
(ERM) on sectors and to provide performance.
Employee suggestions on how to
Performance implement ERM in the
organisation.

9.Mallett, O. And “Small This study provides historical This study is yet
Wapshott, R. business and theoretical key information to start to get the grip
revivalism: and suggests the avenue for on understanding
employment the exploration of the process. employee relations
relations in This arrangement of and practices in the
small and progress influences on business business.
medium-sized and rise to negotiation but
enterprises” sharpens the employees
relationship. This agenda of
this research is to develop
the understanding of employee
relationship.

25
10.Stefan “Employee ERM constitutes an emerging The researcher
Strohmeier Relationship trend by managing the human concluded that
(2013) Management”- resources in developing and providing them with
Realizing maintaining individual and general hint and
competitive mutual relationship with every framework of
advantage employees based on ERM and in view
through informational technology. to this framework, for
information further development
technology. of concepts about
ERM are
determined to
propose ideas
for
future research.
11.Arun Kumar “ERM Scale The objective of the research This review
Agariya and Sri Development is to develop a valid ERM scale overcomes states any
Harsha Yayi and Validation in form of Indian IT sector. issues in written
(2015) in Indian IT The finding of this research proposed an
Sector” depicts that ERM in Indian IT Employee
sector is a multi-dimensional Relationship
construct consist of five Management scale,
factors i.e., coordination authoritatively this
and communication, scale helps
organisational environment, top administration
talent acquisition, knowledge association to focus on
management and basic variables
organisational policies. reminding ERM and
along with these
lines makes conferred
and persuade

26
representative
to propose a
win-win

27
 circumstance through
enchanting clients and
upgrade the
gainfulness of
association all in all.

12.Dr. D. Xesha “The Impact of The objective of the study is . The researcher
and Dr. K R Employer to know the employer found that the
Subramanian Employee employee relationship and organisation has to
(2014) Relationships impact of organisational grow and survive
on Business response. in the current
Growth” business environment
they need to find
resources to
continuously update
their technologies and
information needs.
13.Iran Abazari “ERM: From this research it has been based on idea of
and Mohsen Realizing discussed that ERM comprises a customer
Zakeri competitive rising pattern for relationship
advantage effective overseeing HR by
through promoting healthy
Information relationship with employees
Technology” based on the information
technology. This study clears
the idea of ERM and gives
suggestions based on the results
of the research carried out. Also
from this research it has come
to know that ERM concept is

28
Based on the
overview of
ERM,
significant
ramifications
for further
observational
assessment
and theoretical
elaboration of
ERM are
determined to
propose the
headings for
future research.

29
 management (CRM). The
researcher concludes by giving a
general idea about the ERM
concept

14.Shilpee A “Managerial Results revealed that combined Lack of

Dasgupta, communicatio approach, respect and flexible arrangements,
Damodar Suar, n practices and flexible working and over work load are
Seema Singh employees arrangements, recognition, the causes for
(2014) attitudes and clear direction, trust, employee’s
behaviours” autonomous and absenteeism.
challenging tasks are key
indicators to make employees
feel happy and take them
towards superior performance

15.Richard “The As line managers holds It is not possible

Saundry, Carol Challenge of more responsibility for to generalise from
Jones and managing the management, their priority a limited
Gemma informally” for informal approach at sample, therefore
Wibberley(2015) workplace issues has been this suggested
replaced by a more rigid changes requires
adherence to procedure and further exploration to
policy. It is driven by lack of assess whether it has
confidence and expertise been evidenced
in conflict management in organisations
and a fear of repercussions more widely.
of mishandling difficult issues.

30
16.R.R. Fells “Managing the The research states that the need The approach does not
Process of is to bridge the gap fully present any
Negotiation” between theoretical principles which is
framework of consultation grasped by
process and the appropriate negotiators, nor a
application of particular basis for the training
settlement techniques. The of negotiating
single approach is to present techniques.
explanatory framework in the
form of motivation of one’s
negotiating opponent, usually
relying on Maslow’s hierarchy
of needs.

17.Jackie Coyle Consequences The concept of psychological The balance in the

Shapiro, Lan of the contract had four in attempts are organisation’s
Kessler psychological described, understood. They are relationship through
contract for the predicted consequences on reducing the
employment changes that occurs in commitments and the
relationship employee’s relationship. It willing of engaging in
includes two parties they set out citizenship behaviour
to examine contents and the state when perceiving the
of psychological contract from employers are not
employee and employer both. been fulfilled
These two perspectives permit in exchange of
the examination of the mutuality the process. This
of the obligations that did not study is not
receive empirical attention to fulfilling the
date as much. The key obligations to the
suggestions are majority of employees to the
employee having experienced in extent that it should.
contract breach. This supports

31
 the view of managers,
representatives of the employers,
that further indicates
the organisation, gives it
external
pressures

18.Helen Workplace Relevant training to the The qualifications of

Rainbird, 2003 learning and employers are not necessarily employees existing
the enriched for employees thus are purely utilized,
employment the author makes an argument development needs
relationship in on analysis of training are often
the public and development that are frustrated, job
sector needed in understanding the designs concerning
context of relationship of issues, progression
employees. This article routes occupations,
examines the impact on the entitlement needs are
organisations work on the to be addressed.
workplace learning, employee’s
managers strategies towards
the
study.

19.Lynn M New The understanding between the empirical evidence to

Shore, Jacqueline developments employee and the employer is boundary conditions of
A-M Coyle- in the the main goal of the social exchange as
shapiro employee organisation. This study
organisation provides considerable supports
relationship in exchange of social as based
on understanding of ERO in
diverse of culture. More articles
on this study provide the
32
This study must
build on focusing
the work; more
attentions should
be given on
aspects of
contexts
like individual
difference may
influence EORs.

33
 framework to understand the
EOR.

20.Richard “Women as Women employees are regarded In majority of

Brown employees: by sociologists in two ways. One cases women as
some has to be identified as employees in
comments on different from men in respect industries have been
research in to attitude and action at their ignored altogether.
industrial work and other way is given The comparison
sociology” rise to special problems for studies on the
employees or families or expectations and the
committees from where they actions of men and
come. From these both women at workplace
approaches the adoption of either are generally lost.
means the comparison of study
of expectations and action of
men and women in the
industry usually lost. This would
aid analysis of some problems
and industrial sociology.

34
 CHAPTER – 3
RESEARCH DESIGN
TITLE OF THE STUDY:
“A Study on EMPLOYEE RELATIONSHIP MANAGEMENT at
TRIDENT
AUTOMOBILES PRIVATE LIMITED”

3.1 STATEMENT OF PROBLEM:

The company should have strong relationship between employees and employers that result to
productivity, motivation and better performance. HRM establishes and encourages good
relationship among employees at organisation and enhance high morale and provides good
working condition in an organisation. In order to know the benefits of such relations, the study
is an attempt.

3.2 NEED FOR THE STUDY

The Employer and Employee Relation play a vital role in the organisation. It creates a pleasant
atmosphere and increases productivity in the organisation. By this, Company can build healthy
relation among the employees in motivating them and the employer and employee relation is that
part of management, which is concerned, with the manpower of the enterprises.
 To create awareness about ERM at Trident Automobiles Private Limited and its effect on
employees performance.
 For suggesting some useful information on ERM to the organisation
 For rectifying the reasons behind why employees jump ship from one job to another.
 To increasing their confidence level and morale which is linked with the organisational
objectives.
 This study helps to reach high level of performance by implementing ERM at their work
place.

3.3 OBJECTIVES
The objective of the study is to know the employer and employee relation on
organisational effect and which is linked to the employee motivation with organisations
productivity and effectiveness.

35
  To study the nature of Employer Employee relationship.
 To give some suggest on for further Employer Employee Relationship.
 To know the reasons for better worse of Employer Employee Relation.

3.4 SCOPE OF THE STUDY

This study has covered the overall training activities, performance appraisal, growth,
conflict management, legal compliance, Shared goals and values, rewards and Safety & Health
measures. It is carried out to observe the effectiveness and efficiency of ERM on employee’s
performance and to know the level of satisfaction of employees on various facilities
provided by the organisation.

3.5 RESEARCH METHODOLOGY:

 Research Design: In Trident Automobiles Descriptive type of research design is suitable.

Descriptive research design does not include predictions or determination of cause and
effects. This research helps in finding out different facts and figures in the survey. It can
be used to find the relationship and association between two or more variables.
The major purpose of this learning research is describing ERM at Trident
Automobiles Private Limited by its employees.
 Sample Design and Sample Size: There were approximately 250 employees presently
working in Trident Automobiles Private Limited. But the sampling technique used in this
study was simple random questionnaire. 100 sample units were used for this study.
 A self-designed questionnaire was distributed to the employees of Trident Automobiles
Private limited to collect the necessary data. Population can be the employees. Sample
size selected is 100.

Tools for data collection:

 Primary data: Primary data is original data source which is collected firsthand in
the research for a specific reason. This was collected by rising questionnaires personally
to employees of various departments. It is also collected by observations and interviews.

36
  Secondary data also collected through the company’s In-house magazine and also from the
company’s website and related sites. And through company bulletins articles,
journals and other type of sources inside the company.
 Statistical tools used after the data collection is done statistical tool helps to analyse the
data. The statistical tool used in the study is Ms Excel, SPSS software, ANOVA
and CHI-SQUARE.

3.6 HYPOTHESIS:

Hypothesis Testing:

Correlations
Training is Organisation
needed to considers
enhance in training as a part
productivity and of organisation
performance strategy
**
Training is needed to Pearson Correlation 1 .265
enhance in productivity and
Sig. (2-tailed) .008
performance
N 100 100
**
Organisation considers Pearson Correlation .265 1
training as a part of
Sig. (2-tailed) .008
organisation strategy
N 100 100

**. Correlation is significant at the 0.01 level (2-tailed).

Interpretation:

Since calculated value is less than table value there is significant relationship between training as
a part of organisation strategy and enhancement in employee productivity and performance.

37
3.7 LIMITATIONS

 The study period was only for 10 weeks.

 There was insufficient time to collect and explore much information.
 Company was unable to provide some confidential information.
 20 questionnaires was very less to collect sufficient data.

3.8 CHAPTER SCHEME:

Chapter 1: Introduction

This chapter includes about industry profile and company profile. Where
Trident Automobiles Private Limited is into service sector. Where it provides services
to the customers. SWOT analysis and other competitors are included.

Chapter 2: Conceptual background and Literature Review

For depth knowledge many articles were revised related to ERM. Theoretical background of
the topic is studied and literature review is done.

Chapter 3: Research Design

Research design is done by taking 100 employees of Trident Automobiles and

descriptive type of research methodology is used. And for hypotheses testing SPSS software
is used.

Chapter 4: Analysis and Interpretation

Data for research study is collected through primary and secondary sources. With reference
to company reports, observation and questionnaires data is collected. Analysis is done by
showing tables and graphs and resultant as interpretation.

Chapter 5: Findings, Conclusion and Suggestions

This chapter includes summary of findings and suggestions is given how it can be improved
in giving services as well as effectiveness of company. In research study conclusion
is shown as last part. Bibliography and annexure is also included.

38
 CHAPTER – 4
ANALYSIS AND INTERPRETATION QUESTIONNAIRE ON
EMPLOYEE RELATIONSHIP MANAGEMENT

ANALYSIS AND INTERPRETATION

TABLE 4.1 Table showing the responses of employees to the following statement that
“Employees are satisfied with the present method of recruitment and selection of candidates”.
1) Strongly agree 2) Agree 3) Neutral 4) Disagree
Rating Number of respondents Percentage

1 55 55

2 26 26

3 19 19

4 0 0

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 55% respondents strongly
agree that they are satisfied with the present method of recruitment and selection of candidates.
And 26% respondents agree and 19% respondents are neutral.

Graph -4.1: I am satisfied with the present method of recruitment and selection of candidates
60
50
40
30
No. of Respondents
20
10 Percentage

0
Strongly agree Agree Neutral Disagree

39
Interpretation : From this graph it is understood that the employees are highly satisfied with the
present method of recruitment and selection of candidates.

TABLE 4.2 Table showing the responses of employees to the following statement “Method you
prefer for recruitment and selection?”

1) Direct 2) Indirect 3) Third Party

Rating Number of respondents Percentage

1 89 89

2 11 11
3 0 0
Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 89% respondents prefer
direct recruitment and selection, 11% respondents prefer indirect method of recruitment
and selection.

Graph -4.2: Method you prefer for recruitment and selection?

100
90
80
70
60 Number of
respondents
50
40
Percentage
30
20
10
0
Direct Indirect Third Party

Interpretation: It is understood that workers prefer more on direct recruitment and

selection method than Indirect or Third party.

40
TABLE 4.3 Table showing the responses of employees to the following statement “I am happy
with the working facilities provided?”

1) Yes 2) No
Rating Number of Respondents Percentage
1 87 87
2 13 13
Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 87% respondents
are satisfied with working facilities and 13% respondents are dissatisfied with it.

Graph -4.3: I am happy with the working facilities provided?”

100
90
80
70
Number of
60 Respondents
50
Percentage
40
30
20
10
0
Yes No

Interpretation: It is understood that majority of workers are happy with the facilities provided to
them. Few are dissatisfied with it so it is good to have counsel with what facilities they are not
satisfied and make them feel comfortable with the facilities.

41
TABLE 4.4 Table showing the responses of employees to the following statement “I would like
to work with my employer in future”.

1) Yes 2) No 3)May be Yes

Rating Number of respondents Percentage
1 75 75
2 17 17
3 8 8
Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 75% respondents agree to
work with their employer in future, 17% respondents disagree and 8% respondents says
they might work.

Graph-4.4: “I would like to work with my employer in future”.

80
70

60

50 Number of
Respondents
40 Percentage
30
20
10

0
Yes No May be Yes

Interpretation: It is understood that employees of Trident tend to work in future with

their employer. Employees are satisfied with the working environment and feeling comfortable
with the present work.

42
TABLE 4.5 Table showing the responses of employees to the following statement “Employees
have opportunity for their creativity, innovation and job development”

1) Yes 2) No
Rating Number of Respondents Percentage

1 92 92

2 8 8

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 92% respondents agree
that they have opportunity for their creativity, innovation and job development and 8%
respondents are disagree for this.

Graph-4.5: “Employees have opportunity for their creativity, innovation and job development”.
100
90
80 Number of Respondents
70
60 Percentage
50
40
30
20
10
0
Half yearly Every Quarter

Interpretation: It is understood that employees of Trident agree that they have opportunity
for their innovative ideas, career growth and creativity in their work. Company is taking their
ideas and creations to their consideration and encouraging them for their self
growth.

43
TABLE 4.6 Table showing the responses of employees to the following statement “Management
promotes strong competition amongst employees”

1) Yes 2) No

Rating Number of Respondents Percentage

1 94 94

2 6 6

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 94% respondents agree
that management promotes competition amongst employees and 6% respondents disagree with
this statement.

Graph-4.6: “Management promotes strong competition amongst employees”

100
90
80
70 Number of
60 Respondents
50
Percentage
40
30
20
10
0
Yes No

Interpretation: It is understood that company promotes strong competition among the employees
by praising them for their work which make other employees to compete and give their best to
achieve and

44
TABLE 4.7 Table showing the responses of employees to the following statement “Does
the
Training increases employer employee relationship?”

1) Yes 2) No 3) May be Yes

Rating Number of Respondents Percentage

1 78 78

2 8 8

3 14 14

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 78% respondents agree
that training increases employer employee relationship, 14% respondents are in neutral and 8%
respondents disagree with this statement.

Graph-4.7: “Does the Training increases employer employee relationship?”

90
80
70
60
Numberof
50
Respondents
40
30 Percentage
20
10
0
Yes No May be
Yes

Interpretation: It is understood that the Training enhance the relationship of employer and
employee by providing them with what exactly they need from the employee is been trained after
they are appointed and frequently the training is provided to enrich their skills.

45
TABLE 4.8 Table showing the responses of employees to the following statement “Training is
needed to enhance in productivity and performance”.

1) Strongly agree 2) Agree 3) Neutral 4) Disagree

Rating Number of Respondents Percentage

1 12 12

2 77 77

3 11 11

4 0 0

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 77% respondents agree
that Training is needed to enhance in productivity and performance, 12% respondents strongly
agree and 11% respondents are neutral.

Graph-4.8: “Training is needed to enhance in productivity and performance”.

90
80
70
60 Number
Respondents
50
40 Percentage
30
20
10
0
Strongly Agree Neutral Disagree
agree

Interpretation: It is understood by the graph that employees need training for the increase
of productivity and performance. This in return results in accomplishing the objectives and
growth of the company.

46
TABLE 4.9 Table showing the responses of employees to the following statement “Organisation
considers training as the part of organisational strategy”.

1) Strongly agree 2) Agree 3) Neutral 4) Disagree

Rating Number of respondents Percentage

1 14 14

2 74 74

3 12 12

4 0 0

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 74% respondents agree
that Organisation considers training as the part of organisational strategy, 14%
respondents strongly agree and 12% respondents are neutral.

Graph-4.9: “Organisation considers training as the part of organisational strategy”.

80
70
60 Number of
50 respondents
40 Percentage
30
20
10
0
Strongly Agree Agree Neutral Disagree

Interpretation: It is understood that there is a positive response and employee consider

that training as a part of organisation strategy.

47
TABLE 4.10 Table showing the responses of employees to the following statement “How often
the training programmes are conducted in organisation”?

1) Every month 2) Every year 3) Half yearly 4) Once in a year

Rating Number of Respondents Percentage

1 15 15

2 76 76

3 6 6

4 2 2

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 76% respondents say that
the training is conducted every year, 15% respondents say every month, 6% respondents say Half
yearly, and 2% respondents say once in a year.

Graph-4.10: “How often the training programmes are conducted in organisation”?

90
80
70 Number of
60 respondents
50 Percentage
40
30
20
10
0
Every Every year Half yearly Once in a
month year

Interpretation: It is understood that the training program is conducted every month to all
the workers which improves their skills which results in performance.

48
TABLE 4.11 Table showing the responses of employees to the following statement
“Relationship between you and your co-worker?”

1) Good 2) Bad 3) Can’t say

Rating Number of Respondents Percentage

1 96 96

2 4 4

3 0 0

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 96% say that relationship
between employee and co-worker is good and 4% respondents say it is bad.

Graph-4.11: “Relationship between you and your co-worker?”

120

100

80
Number of Respondents
60
Percentage
40

20

0
Good Bad Can't say

Interpretation: It is understood there is a positive response that there is a good

relationship among the co-workers which leads to good working environment and good
communication among them.

49
TABLE 4.12 Table showing the responses of employees to the following statement “Is Company
providing health, safety and welfare facilities as per the labour laws?”

1) Yes 2) No

Rating Number of Respondents Percentage

1 100 100

2 0 0

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 100% respondents agree
that company provides health, safety and welfare facilities as per the labour laws.

Graph-4.12: “Is Company providing health, safety and welfare facilities as per the labour laws?”

120

100

80 Number of
Respondents
60 Percentage

40

20

0
Yes No

Interpretation: It is understood by the graph that Trident employees has positive response that to
all the workers company is providing health, safety and welfare facilities as per the labour laws
and everybody are satisfied.

50
TABLE 4.13 Table showing the responses of employees to the following statement “Rewards
and incentives are provided frequently”.

1) Yes 2) No

Rating Number of Respondents Percentage

1 96 96

2 4 4

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 96% respondents agree
that rewards and incentives are provided frequently and 4% respondents disagree with this
statement.

Graph-4.13: “Rewards and incentives are provided frequently”.

120

100

80 Number of
Respondents
60
Percentage
40

20

0
Yes No

Interpretation: It is understood that employees are receiving rewards and incentives frequently
for their performances and it is evaluated by the company every year.

51
TABLE 4.14 Table showing the responses of employees to the following statement
“Salary matches with the responsibility and the level of satisfaction”.

1) Strongly agree 2) Agree 3) Neutral 4) Disagree

Rating Number of Respondents Percentage

1 97 97

2 0 0

3 3 3

4 0 0

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 97% respondents agree
that Salary matches with the responsibility and the level of satisfaction, 3% respondents
are neutral.

Graph-4.14: “Salary matches with the responsibility and the level of satisfaction”.

120
100
Number of
80 Respondents
Percentage
60

40

20
0
Strongly Agree Neutral Disagree
Agree

Interpretation: It is understood that the workers are getting good salary and they are satisfied
with cost of living and fulfilling their needs and responsibility.

52
TABLE 4.15 Table showing the responses of employees to the following statement
“Fairness
and consistency in treating of employees without any discrimination”.

1) Strongly agree 2) Agree 3) Neutral 4) Disagree

Rating Number of Respondents Percentage

1 32 32

2 44 44

3 21 21

4 3 3

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 44% respondents agree
that there is fairness and consistency in treating of employees without any discrimination, 32%
respondents strongly agree, 21% respondents are neutral and 3% respondents disagree.

Graph -4.15: Fairness and consistency in treating of employees without any discrimination
50
45
40
35 Number of Respondents
30
25
Percentage
20
15
10
5
0
Strongly Agree Neutral Disagree
Agree

Interpretation: It is understood that the employees are treated equally and there is
no discrimination among the employees.

53
TABLE 4.16 Table showing the responses of employees to the following statement “Employees
have freedom to exercise on sub-ordinates for getting work done by them?”

1) Strongly agree 2) Agree 3) Neutral 4) Disagree

Rating Number of Respondents Percentage

1 18 18

2 48 48

3 30 30

4 4 4

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 48% respondents agree
that Employees have freedom to exercise on sub-ordinates for getting work done by them, 30%
respondents are neutral, 18% respondents strongly agree and 4% respondents disagree to
this statement..

Graph-4.16: “Employees have freedom to exercise on sub-ordinates for getting work done
by
them?”
60
50
40
Number of
30 Respondents
Percentage
20
10
0
Strongly Agree Neutral Disagree
Agree

Interpretation: It is understood that the employees have the freedom of getting work done by the
sub-ordinates.

54
TABLE 4.17 Table showing the responses of employees to the following statement “Securing
settlement of disputes and grievance by negotiations conciliation and voluntary arbitration”.

1) Satisfied 2) Dissatisfied
Rating Number of Respondents Percentage

1 98 98

2 2 2

3 0 0

4 0 0

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 98% respondents
are satisfied that company Securing settlement of disputes and grievance by negotiations
conciliation and voluntary arbitration, 2% respondents are dissatisfied with this statement.

Graph-4.17: “Securing settlement of disputes and grievance by negotiations conciliation

and
voluntary arbitration”.

120

100

80
Number of Respondents
60

40 Percentage

20
0
Strongly Agree
Agree

Interpretation: It is understood that the employees disputes and grievances are solved with great
importance

55
TABLE 4.18 Table showing the responses of employees to the following statement “Employee’s
opinion is taken in decision making process”.

1) Strongly agree 2) Agree 3) Neutral 4) Disagree

Rating Number of Respondents Percentage

1 38 38

2 48 48

3 12 12

4 2 2

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 48% respondents agree
that Employee’s opinion is taken in decision making process, 38% respondents strongly agree
12% respondents are neutral and 2% respondents Disagree with this statement.

Graph-4.18: “Employee’s opinion is taken in decision making process”.

60
50
40
Number Respondents
30
20 Percentage

10
0
Strongly Agree Neutral Disagree
Agree

Interpretation: It is understood that the employees opinion is taken in decision making process.
By this, employees feel free to share their views and ideas in decision making.

56
TABLE 4.19 Table showing the responses of employees to the following statement “Receiving
necessary information and communication needed to the job from the management”.

1) Yes 2) No

Rating Number of Respondents Percentage

1 89 89

2 11 11

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 89% respondents agree
that Receiving necessary information and communication needed to the job from
the management and 11% respondents disagree with this statement.

Graph-4.19: “Receiving necessary information and communication needed to the job from the
management”.
100
90
80
70 Number of Respondents
60
50 Percentage
40
30
20
10
0
Yes No

Interpretation: It is understood by the graph that workers are getting necessary information and
communication which is needed to perform the job from the top level management.

57
TABLE 4.20 Table showing the responses of employees to the following statement
“Management takes employee feedback for continuous growth and development”.

1) Yes 2) No
Rating Number of Respondents Percentage

1 100 100

2 0 0

Total 100 100

Analysis: By this table it is analyzed that there were 100 respondents, 100% respondents agree
that Management takes employee feedback for continuous growth and development.

Graph-4.20: “Management uses the employee feedback for continuous growth

and development”.

120

100

80
Number of
60 Respondents
40 Percentage

20

0
Yes No

Interpretation: It is understood that management is taking employee feedback for the

better growth and to collect their views so that company make changes if they find any
differences.

58
 CHAPTER – 5

FINDINGS, CONCLUSION AND SUGGESTIONS

5.1 FINDINGS
1. 55% of Employees are satisfied with the present method of recruitment and selection of
candidates. The employer of Trident Automobiles implemented best method of
recruitment and selection process.
2. 89% of Employees prefer direct recruitment and selection than Indirect or third
party.
The Trident Automobiles giving importance to Direct Recruitment like Employee
Referrals Etc.,
3. 83% of Employees are happy with the working facilities provided by the employer. By
this employees can concentrate more on organisational objectives and it enhance to retain
talented employees in the organisation by satisfying employees need and as per
their interest.
4. 75% of employees would like to work with this employer in future as well. The
employees are strongly accepted the behaviour of employer.
5. 92% of employees say that there is an opportunity for all employees to their creativity,
innovation and job development. The Trident Automobiles providing
individual opportunities for each employee’s by this it is understood that employees are
encouraged with their new ideas and innovations.
6. 94% of employees are agreed that management promotes strong competition
amongst employees. The employer of Trident Automobiles promotes
competition among employees the company want every individual to give complete
effort on their work to get good result.
7. 78% of employees are agreed that training increases employer and employee relationship.
It is understood that by training the employees they will not have any confusions
or queries regarding work and also Training is one of the organisation strategy to
retain strong and multi talented employees in the organisation

59
8. 77% of employees say that training is needed to enhance in productivity
and performance. It states that training provides skills needed to perform the day
to day assignment.
9. 74% of employees agreed that organisation considers training as the part of organisation
strategy. To improve the relationship between employer and employee.
10. It was found 76% of employees say that training programme is conducted every
year which enhances trainee’s performance by training them what the company expects
from them and Trident automobiles conducts training and development program for
each department especially for Automobiles Technicians and Sales technicians. The
training program will be 2months.
11. 96% of employees are said there is a good relationship between employer and employee.
It states that there is no misunderstanding in the company and has smooth communication
between employer and employee. So the company has to keep up this relationship in the
same way.
12. 100% of employees agreed that they are provided with healthy, safety and welfare
facilities as per the labour laws. The Company Trident Automobiles is providing
all facilities as per labour laws which helps to enhance trusty relationship with
the employees.
13. 96% of employees are said they are provided with rewards and incentives frequently. It
states that employer identifies the best performer and rewards them and provides
incentives for their output.
14. 97% of employees strongly agree that they are satisfied with the salary package which
matches with the responsibility and the level of satisfaction which means the employees
are happy with the salary which is offered by the employer.
15. 44% of employees agree there is fairness and consistency in treating of employees
without any discrimination which means the company should treat all the
employees equally without bias.
16. 48% of employees agreed that employees have freedom to exercise on sub-ordinates for
getting work done by them. By this it is understood that employees have the authority of
taking work by their sub-ordinates.

60
 17. 44% of employees agreed that settlement of disputes and grievance by negotiations
conciliation and voluntary arbitration. It is said that the employer give priority for the
settlement of disputes between the employees.
18. 48% of employees agreed that employee’s opinion is taken in decision making process.
The employer of Trident Automobiles considers employees opinions, ideas
and suggestions before making any decisions.
19. 89% of employees agreed that they are receiving necessary information and
communication needed to the job from the management on timely basis.
20. 48% of employees agreed that management uses employee feedback for continuous
growth and development. It is understood that management takes feedback to make
proper decisions in company’s growth.

5.2 SUGGESTIONS

 The organisation should give recognition and appraisal for the employees for
their good work.
 The employees should get freedom to exercise on sub-ordinates for getting
work done.
 Employees has to be treated equally without showing discrimination which will affect
the company growth as well as goodwill
 The company have to conduct more training programs and soft skills programs
as well
 Organisation has to improve the quality of working environment by good equipment
and having cleanliness at work place
 Employers should fix counselling session, meetings and communication to each
of the individual employees to know the satisfaction level of the employees.
 Some of the employees are not satisfied with the treating employees in
the organisation so company have to improve the treating an employees
without discriminations and bias.
 The company have to provide necessary information and communication needed to
the job frequently.

61
  The some employees at Trident Automobiles not have a good relationship with the co-
worker. So company have to clear grievance and disputes among employees to
enhance relationship with co-workers.
 Incentives should be provide on timely basis.
 Some employees at Trident Automobiles are not happy with the present method of
recruitment process for the maintaining of good relationship with the employees the
company has to change and come up with the new technology in hiring process.

5.3 CONCLUSION

The purpose of this study is to determine the relationship between Employer and Employee at
TRIDENT AUTOMOBILES PRIVATE LIMITED. This study helps to understand the
behaviour of the employer and perception of employees. It is found that there is high level of
job satisfaction with respect to disciplinary issues.

The Reporting Officers should allow all the employees at decision making process
and encourage them to involve in all activities and giving importance to their ideas,
suggestions and opinions. And what are all the facilities provided by the employer it should
be according to the labour laws because which helps to build trust on the employer
and sustain in the organisation for a long term period.

Transparency in communication makes employees to be positive and employer has to

communicate transparently with all the employees without any discrimination and bias. It is
important for all organisation to maintain pleasant working environment and more productive
towards organisation objectives.

The most of the employees at Trident automobiles are satisfied with the working facilities
provided by the employer and working timings, salary and problem solving skills and
behaviour of the employers and they are happy with the training and development programs
which was conducted by the organisation it helps to mould employees skills and knowledge
which is required for the specific jobs.

62
From the survey it was found that “TRIDENT AUTOMOBILES PRIVATE LIMITED”
should take initiatives to maintain good relationship with the employer and employees it is
benefited for the successful organisation. Good relationship between employer
and employee wins trustworthiness and it is effect on the employee’s performance and
maintains the employer – employee compatibility.

63
 ANNEXURES
st
Statement of Profit and Loss account for the year ending 31 March 2015 of TRIDENT
AUTOMOBILES PRIVATE LIMITED
Particulars 01.4.2014 to 01.4.2013 to
31.3.2015 31.3.2014
Disclosure of revenue from operations (Abstract) 8,30,68,04,224 7,59,51,14,977
Revenue from sale of products 42,27,46,207 38,46,99,235
Revenue from sale of services 41,52,94,406 42,88,41,832
Other operating revenues 9,14,48,44,837 8,40,86,56,044
Total revenue from operations other than finance company 9,14,48,44,837 8,40,86,56,044
Other income 4,25,33,366 3,99,86,21,913
Total revenue 9,18,73,78,203 8,44,86,21,913
Expenses (Abstract)
Cost of materials consumed 7,87,83,25,291 7,22,81,33,154
Changes in inventories of finished goods, work-in-progress and
stock-in-trade -
Employee benefit expense 47,12,60,592 43,61,46,706
Finance costs 14,80,19,196 12,88,47,032
Depreciation, depletion and amortization expense (Abstract)
Depreciation expense 8,50,78,589 7,51,66,191
Total depreciation, depletion and amortization expense 8,50,78,589 7,51,66,191
CSR expenditure -
Other expenses 45,74,86,022 43,64,62,019
Total expenses 9,03,98,92,181 8,30,47,55,102
Total profit before prior period items, exceptional items,
extraordinary items and tax 14,74,86,022 14,38,66,811
Total profit before extraordinary items and tax 14,74,86,022 14,38,66,811
total profit before tax 14,74,86,022 14,38,66,811
Tax expense (Abstract)
Current tax 4,60,00,000 4,33,00,000
Deferred tax 2,96,330 4,08,291
Total tax expense 4,62,96,330 4,37,08,291
Total profit (Loss) for period from continuing operations 10,11,89,692 10,01,58,520
Profit (Loss) from discontinuing operations before tax -
Tax expense of discontinuing operations -
Total profit (Loss) for period before minority interest 10,11,89,692 10,01,58,520
Profit (Loss) of minority interest -
Total profit (Loss) for period 10,11,89,692 10,01,58,520
Earnings per equity share (Abstract)
(INR/shares) (INR/shares)
Basic earning per equity share 676.57 670.45
(INR/shares) (INR/shares)
Diluted earnings per equity share 676.57 670.45

64
 st
Balance Sheet as at 31 March 2015
1.4.2014 to 1.4.2013 to
Particulars 31.3.20115 31.3.2014
Balance sheet (Abstract)
Equity and Liabilities (Abstract)
Shareholder's funds (Abstract)
Share capital 1,50,00,000 1,50,00,000
Reserves and Surplus 78,87,43,104 65,75,53,412
Total shareholder's funds 77,37,43,104 67,25,53,412
Share application money pending allotment
Minority interest
Non-current liabilities
Long term borrowings 33,06,83,851 49,54,29,544
Deferred tax liabilities(net) 40,13,241 37,16,911
Other long-term provisions - -
Long-term provisions - -
Total Non-current liabilities 33,46,97,092 49,91,46,455
Current Liabilities (Abstract)
Short-term borrowings 57,77,71,693 66,25,38,845
Trade payables 22,33,16,562 20,31,94,433
Other current liabilities 26,74,97,762 25,79,21,118
Short-term provisions 3,40,88,861 2,91,44,713
Total current liabilities 1,10,26,74,878 1,15,27,99,109
Total Equity and Liabilities 2,21,11,15,074 2,32,44,98,976
Assets (Abstract)
Non current assets (Abstract)
Fixed assets (Abstract)
Tangible assets 1,17,67,36,649 1,17,02,16,122
Intangible assets - -
Total fixed assets 1,17,67,36,649 1,17,02,16,122

Non-current investments 2,69,84,941 2,69,84,941

Long term loans and advances 7,04,35,978 6,82,77,607
Total non-current assets 1,27,41,57,568 1,26,54,78,670
Current assets (Abstract)
Current investments
Inventories 68,00,63,259 80,80,87,739
Trade receivables 12,43,07,764 7,58,24,946
Cash and bank balances 95,16,089 1,66,78,852
Short-term loans and advances 12,15,33,737 15,28,66,209
Other current assets 15,36,657 55,62,560
Total current assets 93,69,57,506 1,05,90,20,306

Total assets 2,21,11,15,074 2,32,44,98,976

65
 QUESTIONNAIRE ON EMPLOYEE RELATIONSHIP MANAGEMENT

Dear Sir / Madam

I am Madhushree C pursuing my Post graduation in MBA under Visvesvaraya

Technological University in Acharya Institute of Technology. As a part of my curriculum

I am doing my project report on Employee Relationship Management.

Therefore I kindly request you to fill the questionnaire which is helpful for my study.

The information is kept confidential and will be used for academic purpose only.

Please fill in the below demographic details before providing your opinion.

Thanking you Yours faithfully

(Madhushree C)

Demographic Questions:

Name:

Gender: Male Female

Education Qualification:

a) SSLC/PUC [ ] b) Degree [ ]

c) Diploma/ITI [ ] d) Post-Graduation [ ]

Working Experience:

a) 1 to 5 years b) 5 to 10 years

c) 10 to 15 years d) above 15 years

66
(I) EMPLOYER – EMPLOYEE COMPATIBILITY

1) I am satisfied with the present method of recruitment and selection of candidates.

a) Strongly agree b) Agree

c) Neutral d) Disagree

2) Method I prefer for recruitment and selection.

a) Direct b) Indirect

c) Third party

3) I am happy with the working facilities provided?

a) Yes b) No

4) I would like to work with my employer in future.

a) Yes b) No

c) May be Yes

5) Employees have opportunity for their creativity, innovation and job development.

a) Yes b) No

6) Management promotes strong competition amongst employees

a) Yes b) No

(II) TRAINING AND DEVELOPMENT

7) Does the Training increases the Employer and Employee relationship?

a) Yes b) No

c) May be Yes

8) Training is needed to enhance in productivity and performance.

a) Strongly agree b) Agree

c) Neutral d) Disagree

67
 9) Organisation considers training as the part of organisational strategy.

a) Strongly agree b) Agree

c) Neutral d) Disagree

10) How often the training programmes are conducted in organisation?

a) Every month b) Every quarter

c) Half yearly d) Once in a year

(III) WORKPLACE RELATIONSHIP

11) Relationship between you and your co-worker?

a) Good b) Bad

c) Can’t say

12) Is company providing health, safety and welfare facilities as per the labour laws?

a) Yes b) No

13) Rewards and incentives are provided frequently.

a) Yes b) No

14) Salary matches with the responsibility and the level of satisfaction

a) Agree b) Strongly agree

c) Disagree

15) Fairness and consistency in the treating of employees without any discrimination.

a) Strongly agree b) Agree

c) Neutral d) Disagree

16) Employees have freedom to exercise on sub-ordinates for getting work done by them?

a) Strongly agree b) Agree

c) Neutral d) Disagree

68
(IV) COMMUNICATION

17) Securing settlement of disputes and grievance by negotiations conciliation and voluntary

arbitration.

a) Satisfied b) Dissatisfied

18) Employee’s opinion is taken in decision making process.

a) Strongly agree b) Agree

c) Neutral d) Disagree

19) Receiving necessary information and communication needed to the job from

the management.

a) Yes b) No

20) Management takes employee feedback for continuous growth and development.

a) Yes b) No

69
13. Iran Abazari and Mohsen Zakeri, “European Online Journal of Natural and Social
Sciences”, ERM-Realizing Competitive advantage through Information Technology,
2013; Vol.2, No.3(s), pp.922-936.
14. SHILPEE A. DASGUPTA, DAMODAR SAUR, SEEMA SINGH (2012) impact of
managerial communication styles on employees attitudes and behaviours, Employee
relations, Vol. 35, Issue: 2, pp 173-199.
15. RICHARD SAUNDRY, CAROL JONES AND GEMMA WIBBERLEY(2015) –
Emerald Group Publishing Limited 2015 Employee Relations, Vol. 37 Issue: 4, pp.428-
441.
16. R.E. FELLS (1986)” Managing the Process of Negotiation”, Employee Relations, Vol. 8
Issue : 1, pp.17-22.
17. Jackie Coyle Shapiro, Lan Kessler (1998) “Restructureing the employment relationship
in Surrey Country Council”, Employee Relations, Vo. 20 Issue: 4, pp.365-382.
18. Helen Rainbird, “The state and the union learning agenda in Britain”, Work Employment
& Society, 2011 25:202.
19. Lynn M Shore, Jacqueline A-M Coyle-shapiro, “A research in Personnel and HRM”, The
employee – organisational relationship: a timely concept in a period of transition, June
2004
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industrial sociology, Sexual Divisions Revised, 122-152, 1991