HRM_PROJECT_HERO_latest.docx

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INTRODUCTION
This study is conducted to analyze the satisfaction of employees towards VOLKAR
dealership of HERO MOTOCORPS, KANNUR. It was established on June 2014. It is a
partnership firm. Managing Director of this firm is Mr. Safeer Kasim. They mainly produce
two-wheelers and also provide services. 50 members are working in the firm in different
department. It is one of the most popular two wheeler brand among vehicle industries.
Hero MotoCorp is the World's single largest two–wheeler motorcycle company. Honda
Motor Company of Japan and the Hero Group entered a joint venture to setup Hero Honda
Motors Limited in 1984. The joint venture between India's Hero Group and Honda Motor
Company, Japan has not only created the world's single largest two wheeler company but
also one of the most successful joint ventures worldwide.
During the 80s, Hero Honda became the first company in India to prove that it was possible
to drive a vehicle without polluting the roads. The company introduced new generation
motorcycles that set industry benchmarks for fuel thrift and low emission. A legendary 'Fill it
– Shut it – Forget it' campaign captured the imagination of commuters across India, and Hero
Honda sold millions of bikes purely on the commitment of increased mileage.
Over 20 million Hero Honda two wheelers tread Indian roads today.Hero Honda has
consistently grown at double digits since inception; and today, every second motorcycle sold
in the country is a Hero Honda. Every 30 seconds, someone in India buys Hero Honda's top –
selling motorcycle – Splendor. This festive season, the company sold half a million two
wheelers in a single month—a feat unparalleled in global automotive history.
Hero Honda became the first company in the country to introduce four–stroke motorcycles
and set the standards for fuel efficiency, pollution control and quality. It has an excellent
distribution and service network spread throughout the country. Hero Honda bikes currently
roll out from its three globally benchmarked manufacturing facilities. Two of these are based
at Dharuhera and Gurgaon in Haryana and the third state of the art manufacturing facility
was inaugurated at Haridwar, Uttrakhand in April this year. These plants together are capable
of producing out 4.4 million unitsper year.
Having reached an unassailable pole position in the Indian two wheeler market, Hero Honda
is constantly working towards consolidating its position in the market place. The company
believes that changing demographic profile of India, increasing urbanization and the
empowerment of rural India will add millions of new families to the economic mainstream.
This would provide the growth ballast that would sustain Hero Honda in the years to come.
As BrijmohanLallMunjal, the Chairman, Hero Honda Motors succinctly points out, 'We
pioneered India's motorcycle industry, and it's our responsibility now to take the industry to
the next level. We'll do all it takes to reach there.''

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1.2 INDUSTRY PROFILE
There were only a handful of two-wheeler models available in the country. Currently, India is
the second largest producer of two-wheelers in the world. It stands next only to China and
Japan in terms of the number of two-wheelers produced and the sales of two-wheelers
respectively.
Bajaj auto began trading in imported Vespa Scooters in 1948. Meanwhile Automobile
Products of India (API) commenced production of scooters in the country in the early 50's.
Until 1958, API and Enfield were the only producers of two-wheelers in India. However,
Bajaj signed a technical collaboration in 1960 with Piaggio of Italy to produce Bajaj
Scooters.
The condition of motorcycle manufacturers was no different. Until the mid 80's, there were
only three major motorcycle manufacturers in India namely Rajdoot, Escorts, and Enfield.
The two-wheeler market was opened to foreign manufacturers in the mid 80's. The industry,
which had seen a smooth ride before, faced fierce foreign competition.
Motorcycle companies like the Yamaha, Honda, and Kawasaki, set up shop in India in
collaboration with various Indian two-wheeler companies. Companies like Escorts, Rajdoot
and faced immense competition from smaller 100 cc Japanese technology motorbikes. Bikes
manufactured by Hero Honda, the only company manufacturing four-stroke bikes at that
time, gained massive popularity.
In the mid 80's, Kinetic introduced a variomatic gearless scooter in collaboration with Honda.
This scooter became instantly popular with the younger generation, especially people who
found it difficult to use geared scooters. The introduction of scooterettes created another
segment for people such as women and teenagers who could not get used to driving either
motorcycles or gearless scooters. Many companies such as Kinetc, TVS, and Hero also
started manufacturing mopeds that proved immensely popular with people who wanted a
simple riding machine.
The change in the government's policy owning to pollution control norms and the Kyoto
agreement saw the phasing out of two stroke two-wheelers from production. Currently there
are around 10 two-wheeler manufacturers in the country, they being Bajaj, Hero, Hero
Honda, Honda, Indus, Kinetic, Royal Enfield, Suzuki, TVS, and Yamaha. The latest trend in
the two-wheeler market is the introduction of electrically operated vehicles from a range of
manufacturers such as Indus and Hero. These can be recharged from convenient household
electrical points. The only disadvantage is speed, which is restricted to around 25 miles per
hour.

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Currently, the motorcycle market is witnessing a demand for higher volume engines.
Previously, the 100 c bikes were very popular owning to the high fuel efficiency offered.
However, the market is maturing fast. Sensing this movement, Bajaj has introduced the Bajaj
Pulsar, with 150, 180 and 200 cc engines with Dual Twin Spark Ignition (DTSi) technology.
HISTORY OF BIKE
In the 1960s the Velocipede was created when blacksmith Pierre Machaux constructed a
bicycle with pedals. His son later fitted a small steam engine onto one of these bikes in
around 1867, which was then called the Michaux-Perreaux steam vsimilar time American
Sylvester Roper had developed a twin cylinder steam velocipede, which worked by using a
coal-fired boiler in-between the wheels. Although this design was ground breaking, it did not
instantly catch on and unfortunately Roper died when demonstrating one of his machines.
Many years later in 1885, Gottlieb Daimler invented the first gas-engined motorcycle, which
was effectively just a wooden bike with engine attached. Known as the “Riding Car”, it was
ironically only invented so that Daimler could prove the mechanism he had designed for a
Grandfather Clock could also power other things – in this case a bike!
Over the next decade, the craze of powering bikes with an internal combustion engine spread
across the USA and Europe, where production could barely keep up with the number of thrill
seekers who wanted to be part of this new mode of transport.
1894, Hildebrand and Wolfmuller offered the first commercially available bike, which was
the first to officially use the term “motorcycle”. This was closely followed by Royal Enfield
with their impressive 239cc bike and the 1902 Triumph.
Harley Davidson soon caught onto the trend and started producing motorcycles to sell
alongside their already hugely popular pedal bikes. The Indian Motorcycle Company was
really controlling the market at this point with their 1.75hp bike and had the bestselling
motorcycle up until WW1.
Motorbikes were used a lot during the war for exploring and delivering messages, and Harley
Davidson ended up devoting over 50% of its production to the war effort. British company
Triumph also got involved and sold over 30,000 of its model H to allied forces, where it soon

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became known as the first “modern motorcycle” and was given the nickname the “Trusty
Triumph”.
The war, the motorcycle was more popular than ever and was a part of day-to-day life for a
lot of people. This was until the Great Depression in the 1920s and 1930s, where they
became more of a status symbol for those who were wealthy enough to be able to afford
them. This was the time that motorcycle equipment and clothing became a whole industry of
its own.
After the depression ended, motorcycles were seen as an affordable form of transport and
were used by people and businesses all over the UK with bike manufacturers becoming
household names.
The Second World War saw production of motorcycles increase rapidly as provisions for the
military were needed and troops adopted them as quick and efficient military transport. When
the war was over, the troops missed the friendly groups they had formed from their battalions
of motorcyclists and started creating clubs all over the world.
Unfortunately there was a time when motorcycle clubs attracted negative media and were
given a bad name after films portrayed them to be aggressive and groups such as Hell’s
Angels started displaying a large amount of antisocial behaviour. In the 1960s, they became a
symbol of “rockers” and synonymous with acts of rebellion.
In the early 1980s, motorcycles changed forever, when Kawasaki and Honda debuted the
first ever electronic fuel injection systems, which was rapidly to become the norm in the
biking world. They are now two of the largest motorcycle manufacturers in the world,
including Suzuki, Harley Davidson and Yamaha.
Evolution of bike
1867(ish)
Sylvester Howard Roper unveils his “Steam Velocipede,” a 2-wheeled contraption powered
by a steam engine. Though groundbreaking, his design did not catch on.
1885
Gottlieb Daimler introduces the first “true” motorcycle. Consisting of a single-cylinder
internal combustion engine mounted on a wooden frame with iron-banded wooden wheels, it
was called the “boneshaker” for its jarring ride.
1889
John Boyd Dunlop smoothes the way for cars and motorcycles alike by inventing the first
air-inflated pneumatic tire.

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1895
French automobile manufacturer DeDion-Buton introduces a lightweight, 4-stroke engine
that makes mass-production of the motorcycle possible.
1899
American entrepreneur and bicycle manufacturer Charles H. Metz creates America’s first
production motorcycle (he’s also been credited with coining the term “motorcycle”).
1901
Indian Motorcycle Company begins production of their motorcycle, with a 1.75hp engine
based on the DeDion-Buton design. Indians were the world’s best-selling motorcycle up until
WWI.
1903
Iconic motorcycle brand Harley-Davidson is launched and starts producing bikes with their
signature V-Twin engine.
1914
World War I begins. American and European armies rely on motorbikes to gather
reconnaissance and deliver messages.
1920s-1930s
In the more motorized world following WWI, Americans and Europeans embrace the
motorcycle, creating a boom in the 1920s. Renowned companies like BMW and Moto Guzzi
enter the marketplace. However, the Great Depression forces many manufacturers out of
business.
Post-WWII
Motorcycles — especially European models — experience a post-war sales boom. Japanese
companies create their own successful domestic market.
1953
Classic biker film The Wild One, starring Marlon Brando as the leader of a motorcycle gang,
is released. The motorcycle becomes a symbol of rebellion.
1955
Rebel without a Cause is released, with James Dean in the role of a troubled teenager.
Though James Dean did not ride motorcycles in any of his films, he is nonetheless associated
with them and is said to have owned several, including a 1947 Czech Whizzer, an Indian
Warrior TT, and a 1955 Triumph TR5 Trophy.

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1958
Yamaha enters the American market.
1960s-70s
Baby boomers come of age and take up motorcycling, creating the biggest sales boom in
motorcycle history.
1962
Grey advertising launches its iconic campaign, “You Meet the Nicest People on a Honda.”
The wildly successful campaign positions motorcycles as a casual, everyday vehicle, rather
than one associated with lawlessness and discontent. Motorcycle registrations soar.
1963
The WWII movie The Great Escape is released and features Steve McQueen’s character
famously jumping a 60-foot fence on a motorbike.
1968
BELL Helmets introduces the first full-face motorcycle helmet, the Star.
1969
Honda unveils the CB750. With its revolutionary 4-cylinder, single overhead cam engine, it
is considered the first “superbike.”
Early 1908s
Kawasaki and Honda debut the first motorcycles with electronic fuel injection systems,
making fuel injection the norm.
1998
California’s EMB, Inc. introduces the world’s first commercially produced electric
motorbike, the Lectra.
2009
The world’s first production hybrid motorcycle, Eko Vehicle’s ET-120, goes on sale in India.
1.3 COMPANY PROFILE
Hero MotoCorp is the World's single largest two–wheeler motorcycle company. Honda
Motor Company of Japan and the Hero Group entered a joint venture to setup Hero Honda
Motors Limited in 1984. The joint venture between India's Hero Group and Honda Motor
Company, Japan has not only created the world's single largest two wheeler company but
also one of the most successful joint ventures worldwide.
During the 80s, Hero Honda became the first company in India to prove that it was possible
to drive a vehicle without polluting the roads. The company introduced new generation
motorcycles that set industry benchmarks for fuel thrift and low emission. A legendary 'Fill it

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– Shut it – Forget it' campaign captured the imagination of commuters across India, and Hero
Honda sold millions of bikes purely on the commitment of increased mileage.
Over 20 million Hero Honda two wheelers tread Indian roads today. These are almost as
many as the number of people in Finland, Ireland and Sweden put together. Hero Honda has
consistently grown at double digits since inception; and today, every second motorcycle sold
in the country is a Hero Honda. Every 30 seconds, someone in India buys Hero Honda's top –
selling motorcycle – Splendor. This festive season, the company sold half a million two
wheelers in a single month—a feat unparalleled in global automotive history.
Hero Honda became the first company in the country to introduce four–stroke motorcycles
and set the standards for fuel efficiency, pollution control and quality. It has an excellent
distribution and service network spread throughout the country.
Hero Honda bikes currently roll out from its three globally benchmarked manufacturing
facilities. Two of these are based at Dharuhera and Gurgaon in Haryana and the third state of
the art manufacturing facility was inaugurated at Haridwar, Uttrakhand in April this year.
These plants together are capable of producing out 4.4 million units per year.
Having reached an unassailable pole position in the Indian two wheeler market, Hero Honda
is constantly working towards consolidating its position in the market place. The company
believes that changing demographic profile of India, increasing urbanization and the
empowerment of rural India will add millions of new families to the economic mainstream.
This would provide the growth ballast that would sustain Hero Honda in the years to come.
As BrijmohanLallMunjal, the Chairman, Hero Honda Motors succinctly points out, 'We
pioneered India's motorcycle industry, and it's our responsibility now to take the industry to
the next level. We'll do all it takes to reach there.''
Company Timeline
 1956—Formation of Hero Cycles in Ludhiana(majestic auto limited)
 1975—Hero Cycles becomes largest bicycle manufacturer in India.
 1983—Joint Collaboration Agreement with Honda Motor Co. Ltd. Japan signed
Shareholders Agreement signed
 1984—Hero Honda Motors Ltd. incorporated
 1985—Hero Honda motorcycle CD 100 launched.
 1989—Hero Honda motorcycle Sleek launched.
 1991—Hero Honda motorcycle CD 100 SS launched.
 1994—Hero Honda motorcycle Splendor launched.
 1997—Hero Honda motorcycle Street launched.
 1999—Hero Honda motorcycle CBZ launched.
 2001—Hero Honda motorcycle Passion and Hero Honda Joy launched.

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 2002—Hero Honda motorcycle Dawn and Hero Honda motorcycle Ambition launched.
 2003—Hero Honda motorcycle CD Dawn, Hero Honda motorcycle Splendor plus, Hero
Honda motorcycle Passion Plus and Hero Honda motorcycle Karizma launched.
 2004—Hero Honda motorcycle Ambition 135 and Hero Honda motorcycle CBZ Star
launched.
 2005—Hero Moto corps Super Splendor, Hero Honda motorcycle CD Deluxe, Hero
Honda motorcycle Glamour, Hero Honda motorcycle Achiever and Hero Honda Scooter
Pleasure.
 2007—New Models of Hero Honda motorcycle Splendor NXG, New Models of Hero
Honda motorcycle CD Deluxe, New Models of Hero Honda motorcycle Passion Plus
and Hero Honda motorcycle Hunk launched.
 2008—New Models of Hero Honda motorcycles Pleasure, CBZ Xtreme, Glamour,
Glamour Fi and Hero Honda motorcycle Passion Pro launched.
 2009—New Models of Hero Honda motorcycle Karizma: Karizma – ZMR and limited
edition of Hero Honda motorcycle Hunk launched
 2010—New Models of Hero Honda motorcycle Splendor Pro and New Hero Honda
motorcycle Hunk and New Hero Honda Motorcycle Super Splendor launched.
 2011—New Models of Hero Honda motorcycles Glamour, Glamour FI, CBZ Xtreme,
Karizma launched. New licensing arrangement signed between Hero and Honda. In
August Hero and Honda parted company, thus forming Hero Moto Corps and Honda
moving out of the Hero Honda joint venture. In November, Hero launched its first ever
Off Road Bike Named Hero "Impulse".
 2012—new Models of Hero Moto corps Maestro the Musculine scooter and Ignitor the
young generation bike are launched.
 2013—Hero Moto Corps unveiled line-up of 15 updated products including Karizma R,
ZMR, Xtreme, Pleasure, Splendor Pro, Splendor iSmart, HF Deluxe ECO, Hero Moto
corps Super Splendor, Passion Pro and Xpro, Glamour and Glamour FI etc. It also
introduced three new technologies- Engine Immobilizer in new Xtreme, Integrated
Braking System (IBS) in new Pleasure and i3S (Idle Stop and Start System) in new
Splendor iSmart[13]
 2014—Hero Moto Corps Launched Splendor Pro Classic, Xtreme Sports and new
models of Karizma ZMR, Karizma R, Maestro and Pleasure.
 2014—In October 2014, Hero updated its 100cc engine range on Passion Pro and
Splendor Pro Classic. Is should be updated on other Hero's 100cc vehicles shortly as
well.
 2014—Hero invests $25 million into American motorcycle manufacturer EBR (Erik
Buell Racing).

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Termination of Honda joint venture
 In December 2010, the board of directors of the Hero Honda Group had decided to
terminate the joint venture between Hero Group of India and Honda of Japan in a
phased manner. The Hero Group would buy out the 26% stake of the Honda in JV
Hero Honda
 Logo of Hero Honda, as the company was known till August 2011
 Under the joint venture Hero Group could not export to international markets (except
Sri Lanka and Nepal) and the termination would mean that Hero Group can now
export. Since the beginning, the Hero Group relied on their Japanese partner Honda
for the technology in their bikes. So there are concerns that the Hero Group might not
be able to sustain the performance of the joint venture alone.
 The Japanese auto maker will exit the joint venture through a series of off market
transactions by giving the Munjal family—that held a 26% stake in the company—an
additional 26%. Honda, which also has an independent fully, owned two wheeler
subsidiary—Honda Motorcycle and Scooter India (HMSI)—will exit Hero Honda at a
discount and get over $1 billion for its stake. The discount will be between 30% and
50% to the current value of Honda's stake as per the price of the stock after the
market closed on Wednesday.
 The rising differences between the two partners gradually emerged as an irritant.
Differences had been brewing for a few years before the split over a variety of issues,
ranging from Honda's reluctance to fully and freely share technology with Hero
(despite a 10-year technology tie-up that expires in 2014) as well as Indian partner's
uneasiness over high royalty payouts to the Japanese company. Another major irritant
for Honda was the refusal of Hero Honda (mainly managed by the Munjal family) to
merge the company's spare parts business with Honda'snew fully owned
subsidiary Honda Motorcycle and Scooter India (HMSI).
 As per the arrangement, it will be a two-leg deal. In the first part, the Munjal family,
led by Brijmohan Lal Munjal group, will form an overseas-incorporated special
purpose vehicle (SPV) to buy out Honda's entire stake, which will be backed by
bridge loans. This SPV would eventually be thrown open for private equity
participation and those in the fray include Warburg Pincus, Kohlberg Kravis
Roberts (KKR), TPG, Bain Capital, and Carlyle Group.
 Honda will continue to provide technology to Hero Honda motorbikes until 2014 for
existing as well as future models.

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The name of the company was changed from Hero Honda Motors Limited to Hero Moto
Corp Limited on 29 July 2011. The new brand identity and logo of Hero Moto Corps were
developed by the British firm Wolf Ollins. The logo was revealed on 9 August 2011 in
London, to coincide with the third test match between England and India.
Hero Moto Corps can now export to Latin America, Africa and West Asia. Hero is free to
use any vendor for its components instead of just Honda-approved vendors.
On 21 April 2014, Hero Moto Corps announced their plan on a $40 Mn joint venture
with Bangladesh's NotiolNiloy Group in the next five years also hero updated its 100cc
engine range in 2014 for 100cc bikes except hero dawn.
49% stake in Erik Buell Racing
In July 2013, HMC acquired 49.2%shareholding in Erik Buell Racing, a motorcycle
sport company which produced street and racing motorcycles based in East Trol, Wisconsin,
USA. EBR filed for bankruptcy in 2015.
Operations
Hero Moto Corp has four manufacturing facilities based
at Dharuhera, Neemrana and Gurgaon in Haryana and at Haridwar in Uttarakhand. These
plants together have a production capacity of 7.6 million 2-wheelers per year. Hero Moto
Corp has a sales and service network with over 6,000 dealerships and service points across
India. It has a customer loyalty program since 2000, called the Hero Honda Passport Program
which is now known as Hero Good Life Program.
It is reported that Hero Moto Corp has five joint ventures or associate companies, Munjal
Showa, AG Industries, Sunbeam Auto, Rockman Industries and Satyam Auto Components,
that supply a majority of its componentsThe company has a stated aim of achieving revenues
of $10 billion and volumes of 10 million two-wheelers by 2016–17. This in conjunction with
new countries where they can now market their two-wheelers following the disengagement
from Honda. Hero Moto Corp hopes to achieve 10 per cent of their revenues from
international markets, and they expected to launch sales in Nigeria by end-2011 or early-
2012.
Products
Motorcycles
 Sleek (Discontinued)
 Street (Discontinued)

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 Achiever
 Ambition 133, Ambition 135 (Discontinued)
 CBZ, CBZ Star (Discontinued)
 CBZ Xtreme, New Xtreme, Xtreme Sports
 CD 100, CD 100 SS, Hero Honda Joy, CD Dawn, CD Deluxe, CD Deluxe (Self Start)
 New HF Dawn, New HF Deluxe, HF Deluxe ECO
 Glamour, Glamour F.I.
 Hunk
 Karizma, Karizma R, Karizma ZMR FI
 Passion, Passion Plus, Passion Pro, Passion XPro, New Passion Pro TR
 Splendor, Splendor+, Splendor+(Limited Edition), Super Splendor, Splendor NXG,
Splendor PRO, Splendor [iSmart], Splendor Pro Classic
 Hero Impulse launched in 2011 after the separation of Hero and Honda. Its India's first
off-road and on road Bike.
 Hero Ignitor
 Hero HX250r
Scooters
It has 4 models in scooters:
 Pleasure
 Maestro
 Maestro Edge
 Duet

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ORGANISATIONAL STRUCTURE
MANAGING DIRECTOR
H R MANAGER H R EXCECUTIVE
SPARE
SERIVCE
ACCOUNT
SALES
EXECUTIVES STAFFS

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COMPANY PROFILE
FOUNDED : JUNE 2014
NAME OF THE COMPANY : VOLKER MOTORS
TYPE OF THE ORGANIZATION: PARTNERSHIP
MANAGING DIRECTOR : SAFEER KASIM
DEPARTMENTS : MARKETING, SALES, HR, PRODUCTION,
FINANCE, PURCHASE
TYPE OF PRODUCTS : TWO-WHEELERS
LOCATION : THAZHE CHOVVA, KANNUR
WORKING HOURS : 9-6 (8HOURS)
SHIFT TIME : NIL
NO OF EMPLOYEES : 50
TRADE UNION : NIL
MAIN PRODUCTS : SCOOTERS AND MOTORCYCLES

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1.4 OBJECTIVE OF THE STUDY
Primary Objective
 To study about the employee satisfaction in the company.
Secondary Objectives
 To know the working technique adopted by the company.
 To know the efficiency of HR department.
1.5 REASEARCH METHEDOLOGY
This is a study of single unit and a case study is used as general methodology. The method
used for the study on HERO MOTOCORPS PVT LTD. Are project planning and data
collected byiterating the manager and also obtained information from the books and website.
DATA COLLECTION
Source of data
The success of any project mainly depends on the proper implementation of the
data information collected by the research. Hence, the source of information and
data is very important. There are two sources of data & information. They are as
follows;

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I. Primary data
The primary data is collected by interviewing the concern persons of various departments,
also through direct observations. The data is collected from these persons by having
discussion with them and asking questions related to topics such as company procedures,
techniques adopted etc. the method of sampling is used in data collection. Results from
questionnaires are presented in the form of pie chart, percentage, bar graph etc.
II. Secondary data
The Secondary data is collected from the annual reports published by the organization and
other record, official website, newspaper and through other facts and figures of the
organization.
1.6 SCOPE OF THE STUDY
 Helps to give a fine idea about strategies implemented by the company to satisfy
customer
 Helps the organization to take further steps towards the development of the company
 Based on the organization we can improve the relationship between the company and
customer
1.7 LIMITATION OF THE STUDY
 The time under taken for doing the project was not practically sufficient as only three
weeks
 The manger’s unwillingness to disclose all the details
 Comparison could not be made with other companies
 Lack of experience
 Survey was limited to 50 people

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Chapter 2
REVIEW OF LITERATURE

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HUMAN RESOURCE IN MANAGEMENT
is a function in organizations designed to maximize employee performance in service of an
employer's strategic objectives.[1]
HR is primarily concerned with the management of people
within organizations, focusing on policies and on systems.[2]
HR departments and units in
organizations typically undertake a number of activities, including employee benefits design
employee recruitment, "training and development", performance appraisal, and rewarding.
MEANING& DEFNITION OF HRM
Before we define HRM, it seems pertinent to first define the term ‘human resources’. In
common parlance, human resources means the people. However, different management
experts have defined human resources differently. For example, Michael J. Jucius has
defined human resources as “a whole consisting of inter-related, inter-dependent and
interacting physiological, psychological, sociological and ethical components”.
According to Leon C. Megginson “From the national point of view human resources are
knowledge, skills, creative abilities, talents, and attitudes obtained in the population; whereas
from the view-point of the individual enterprise, they represent the total of the inherent
abilities, acquired knowledge and skills as exemplified in the talents and aptitude of its
employees”.
In simple words, HRM is a process of making the efficient and effective use of human
resources so that the set goals are achieved. Let us also consider some important definitions
of HRM.
According to Flippo “Personnel management, or say, human resource management is the
planning, organising, directing and controlling of the procurement development

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compensation integration, 4intenance, and separation of human resources to the end that
individual, organisational and social objectives are accomplished”.
According to Decenzo and Robbins “HRM is concerned with the people dimension in
management. Since every organisation is made up of people, acquiring their services,
developing their skills, motivating them to higher levels of performance and ensuring that
they continue to maintain their commitment to the organisation are essential to achieving
organisational objectives. This is true, regardless of the type of organisation-government,
business, education, health, recreation, or social action”.
Thus, HRM can be defined as a process of procuring, developing and maintaining competent
human resources in the organisation so that the goals of an organisation are achieved in an
effective and efficient manner. In short, HRM is an art of managing people at work in such a
manner that they give their best to the organization for achieving its set goals.
OBJECTIVES OF HRM
1. To help the organisation to attain its goals effectively and efficiently by providing
competent and motivated employees.
2. To utilize the available human resources effectively.
3. To increase to the fullest the employee’s job satisfaction and self-actualisation.
4. To develop and maintain the quality of work life (QWL) which makes employment in the
organisation a desirable personal and social situation.
5. To help maintain ethical policies and behaviour inside and outside the organisation.

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6. To establish and maintain cordial relations between employees and management.
7. To reconcile individual/group goals with organisational goals.
Scope of Human Resource Management
1. Human Resource Planning (HRP)
HRP estimates the manpower demand and manpower supply of the organisation. It compares
the manpower demand and manpower supply. If there is manpower surplus then it gives
voluntary retirement, lay-off, etc. to some employees. If there is manpower shortage then it
hires employees from outside, gives promotion to employees, etc.
2. Acquisition Function
Acquisition function includes Human Resource Planning, Recruitment, Selection, Placement
and Induction of employees. HRM uses the scientific selection procedure for selecting the
right man for the right post. The "right man" is given proper placement and induction.
3. Placement Function
HRM also performs the placement function. Placement is done after selection of employees.
It means to put the right man in the right place of work. Proper placement gives job
satisfaction to the employees, and it increases their efficiency.
4. Performance Appraisal
HRM also conducts a performance appraisal. Performance appraisal is a systematic
evaluation of the employees' performance at work. It informs the employees about their
strengths and weakness. It also advises them about how to increase their strengths and
remove their weaknesses.

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5. Career Development
HRM also helps the employees in planning and developing their careers. It informs them
about future promotions and how to get these promotions. It helps them to grow and develop
in the organisation.
6. Training and Development
HRM also provides training and development to the employees. Training means to increase
the knowledge and skills of the employee for doing a particular job. Training given to
managers is called development. So, training is given to employees while development is
given to managers.
7. Quality of Work Life (QWL)
HRM also includes Quality of Work Life. QWL is a technique for improving productivity
and quality of work. It involves labour management co-operation, collective bargaining and
participative management.
QWL provides good working conditions, job security, good pay and other facilities such as
flexible working hours, freedom to suggest changes or improvements, etc. OWL creates a
sense of belonging. This benefits the organisation as well as the individual employees.
8. Employees' Welfare
HRM provides employee's welfare. Welfare measures include paid holidays, medical
insurance, canteen facilities, recreation facilities, rest room, transport facilities, etc. Proper
and timely welfare facilities motivate the employees to work hard in the organisation.

21
9. Compensation Function
Employees must be rewarded and recognised for their performance. HRM makes proper
compensation packages for the employees. These packages motivate the employees and
increase their morale. Rewards are given to individuals, and teams. The rewards may be in
the form of higher pay, bonus, other monetary incentives, and non-monetary incentives such
as a certificate of appreciation, etc.
10. Labour Relations
HRM is also includes industrial relations. It includes union management relations, joint
consultations, negotiating, collective bargaining, grievance handling, disciplinary actions,
settlement of industrial disputes, etc.
11. Maintenance Function
HRM also performs the maintenance function. That is, protecting and promoting the health
and safety of the employees. HRM introduces health and safety measures. It also provides
other benefits such as medical aid, provident fund, pension, gratuity, maternity benefits,
accident compensation, etc., to the employees.
FUNCTIONS OF HRM
1. Human Resource Planning - In this function of HRM, the number and type of employees
needed to accomplish organisational goals is determined. Research is an important part of
this function, information is collected and analysed to identify current and future human
resource needs and toforecast changing values, attitude, and behaviour of employees and
their impact on organisation.
2. Organising - In an organisation tasks are allocated among its members, relationships are
identified, and activities are integrated towards a common objective. Relationships are

22
established among the employees so that they can collectively contribute to the attainment of
organisation goal.
3. Directing - Activating employees at different level and making them contribute maximum
to the organisation is possible through proper direction and motivation. Taping the maximum
potentialities of the employees is possible through motivation and command.
4. Controlling - After planning, organising, and directing, the actual performance of
employees is checked, verified, and compared with the plans. If the actual performance is
found deviated from the plan, control measures are required to be taken.
The Operative Functions of Human Resource Management are as follows:
1. Recruitment and Selection - Recruitment of candidates is the function preceding the
selection, which brings the pool of prospective candidates for the organisation so that the
management can select the right candidate from this pool.
2. Job Analysis and Design - Job analysis is the process of describing the nature of a job and
specifying the human requirements like qualification, skills, and work experience to perform
that job. Job design aims at outlining and organising tasks, duties, and responsibilities into a
single unit of work for the achievement of certain objectives.
3. Performance Appraisal - Human resource professionals are required to perform this
function to ensure that the performance of employee is at acceptable level.
4. Training and Development - This function of human resource management helps the
employees to acquire skills and knowledge to perform their jobs effectively. Training an
development programs are organised for both new and existing employees. Employees are
prepared for higher level responsibilities through training and development.
5. Wage and Salary Administration - Human resource management determines what is to
be paid for different type of jobs. Human resource management decides employees
compensation which includes - wage administration, salary administration, incentives,
bonuses, fringe benefits, and etc,.
6. Employee Welfare - This function refers to various services, benefits, and facilities that
are provided to employees for their well being.
7. Maintenance - Human resource is considered as asset for the organisation. Employee
turnover is not considered good for the organisation. Human resource management always
try to keep their best performing employees with the organisation.
8. Labour Relations - This function refers to the interaction of human resource management
with employees who are represented by a trade union. Employees comes together and forms
an union to obtain more voice in decisions affecting wage, benefits, working condition, etc,.
9. Personnel Research - Personnel researches are done by human resource management to
gather employees' opinions on wages and salaries, promotions, working conditions, welfare
activities, leadership, etc,. Such researches helps in understanding employees satisfaction,
employees turnover, employee termination, etc,.
10. Personnel Record - This function involves recording, maintaining, and retrieving
employee related information like - application forms, employment history, working hours,
earnings, employee absents and presents, employee turnover and other other data related to
employees.

23
EMPLOYEE SATISFRATION
Employee satisfaction is the terminology used to describe whether employees are happy and
contented and fulfilling their desires and needs at work. Many measures purport that
employee satisfaction is a factor in employee motivation, employee goal achievement, and
positive employee morale in the workplace. Employee satisfaction is typically measured
using an employee satisfaction survey. These surveys address topics such as compensation,
workload, perceptions of management, flexibility, teamwork, resources, etc.
Employee satisfaction and employee engagement are similar concepts on the surface, and
many people use these terms interchangeably. Employee satisfaction covers the basic
concerns and needs of employees. It is a good starting point, but it usually stops short of what
really matters.
Employee satisfaction, while generally a positive in your organization, can also be a downer
if mediocre employees stay because they are satisfied with your work environment.
Factors contributing to employee satisfaction include treating employees with respect,
providing regular employee recognition, empowering employees, offering above industry-
average benefits and compensation, providing employee perks and company activities, and
positive management within a success framework of goals, measurements, and expectations.

24
CHAPTER- 3
DATA ANALYSIS & INTERPRETATION

25
1. From how many years have you been working with HERO Company?
Choice Respondent Percentage
0-3 years 42 84%
3-5 years 8 16%
5-7 years 0 0%
More than 7 years 0 0%
Total 50 100%
INTERPRETATION
Since the hero company is new one, the maximum duration of the employees are only 5 years.
Almost 84% of employees are fresher’s
0
5
10
15
20
25
30
35
40
45
0-3 years 3-5 years 5-7 years More than 7 years
Chart Title

26
2. How is the working environment?
Participative 28 56%
Autonomy 17 34%
Whimsical 5 10%
Red tapism 0 0%
Total 50 100%
INTERPRETATION
Working environment of the Hero Company is participative for 56% of workers. Only 17 workers
were suggested that environment is autonomy in nature
0
5
10
15
20
25
30
Participative Autonomy Whimsical Red tapism
Chart Title

27
3. Your work is according to your qualification and skills?
Strongly agree 25 50%
Agree 18 36%
Neutral 5 10%
Disagree 2 4%
Total 50 100%
INTERPRETATION
50% of employees are working there based on their qualification and skills. That means their human
resource is efficient
0
5
10
15
20
25
30
Strongly agree Agree Neutral Disagree
Chart Title

28
4. Employees are satisfied with the top management?
Agree 13 26%
Neutral 5 10%
Disagree 4 8%
Total 50 100%
INTERPRETATION
Management employee relationship is good. Because 56% of employees are highly satisfied with the
top management. Only 8% workers against the top management.
0
5
10
15
20
25
30
Chart Title

29
5. Working hours at hero ltd company is satisfactory?
Agree 9 18%
Neutral 4 8%
Disagree 5 10%
Total 50 100%
INTERPRETATION
64% of employees are satisfied with the working hours of the Hero Company. That means company
consider employees for scheduling their working hours
0
5
10
15
20
25
30
35
Chart Title

30
6. Employees in the organization have necessary authority to perform their duties effectively
Agree 28 56%
Neutral 10 20%
Disagree 3 6%
Total 50 100%
INTERPRETATION
56% of them agrees that they have necessary authority to perform their duties effectively, but 6% of
employees are discharged
0
5
10
15
20
25
30
Chart Title

31
7. Organization organizes counselling programs for the employees regularly
Yes 42 84%
No 8 16%
Total 50 100
INTERPRETATION
84% of employees agrees that the counselling programs are organized regularly. But 16% of
employees are disagree
Sales
yes no

32
8. Employees in hero ltd Company share experience to help each other
Agree 13 26%
Neutral 9 18%
Disagree 7 14%
Total 50 100%
INTERPRETATION
42% of employees share experience to help each other and 18% are responded in neutral
0
5
10
15
20
25
Chart Title

33
9. Employees get appreciation and rewards if the desired work/targets are accomplished
Agree 28 56%
Neutral 10 20%
Disagree 7 14%
Total 50 100%
INTERPRETATION
56% of employees are satisfied with the rewards & benefits, but 14% have negative remarks
0
5
10
15
20
25
30
Chart Title

34
10. Company has good career prospect for its employees
Agree 25 50%
Neutral 7 14%
Disagree 8 16%
Total 50 100%
INTERPRETATION
50% of employees says that the company provide good carrier prospect for their employees. But
14% of employees have neutral opinion
0
5
10
15
20
25
30
Chart Title

35
11. Physical working condition in the company is satisfactory
Yes 32 64%
No 18 36%
Total 50 100
INTERPRETATION
64%of employees agrees that company has good physical working condition but 36% of employees
have negative remarks
Sales
yes no

36
12. Top management involves employees in the management decisions
Agree 26 52%
Neutral 8 16%
Disagree 4 8%
Total 50 100%
INTERPRETATION
52% of employees says that the top management includes them in the managerial decision making.
But 8% of them are disagreed
0
5
10
15
20
25
30
Chart Title

37
13. Welfare facilities provided to the employees by the organization are satisfactory
Agree 25 50%
Neutral 9 18%
Disagree 6 12%
Total 50 100%
INTERPRETATION
50% of employees are satisfied with the welfare facilities provided by the organisation. But 12% of
employees are not satisfied
0
5
10
15
20
25
30
Chart Title

38
14. Which of the following factors which motivates you most?
Salary increase 15 30%
Promotion 21 52%
Leave 9 18%
Motivational talks 5 10%
Total 50 100%
INTERPRETATION
52% of employees that they are mainly motivated by getting promotion and 30 % responded that
they are motivated by the salary increase. But 10% are motivated through motivated task
0
5
10
15
20
25
Salary increase Promotion Leave Motivational talks
Chart Title

39
15. Your company recognizes and acknowledges your work
Agree 28 56%
Neutral 5 10%
Disagree 8 16%
Total 50 100%
INTERPRETATION
56% of employee says that the company recognises & acknowledge their work. 16% of them says
that they didn’t make that effort
0
5
10
15
20
25
30
Chart Title

40
16. Company provides satisfactory salary according to the work
Agree 26 52%
Neutral 14 28%
Disagree 2 4%
Total 50 100%
INTERPRETATION
52% of employee says that the company provide them satisfactory salary. And 4% of them are not
satisfied in the salary
0
5
10
15
20
25
30
Chart Title

41
17. Overall satisfaction with your job
Yes 41 82%
No 9 18%
Total 50 100
INTERPRETATION
82% of employees have overall satisfaction with their job & 18% are not satisfied
Sales
yes no

42
CHAPTER – 4
FINDINGS, SUGGESIONS & CONCLUSION

43
FINDINGS
 Almost all employees are freshers.
 Working environment of the hero company is participative for 56% of workers.
 50% of employees are working there based on their qualification and skills.
 56% of employees are highly satisfied with the top management.
 64% of employees are satisfied with the working hours of the hero company.
 56% of them agrees that they have necessary authority to perform their duties
effectively.
 84% of employees agrees that the counselling programs are organized regularly.
 42% of employees share experience to help each other.
 56% of employees are satisfied with the reward & benefits.
 50% of the employees says that the company provide good carriers prospect for their
employees.
 64% of employees agrees that company has good physical working condition.
 52% of employees says that the top management includes them in the managerial
decision making.
 50% of employees are satisfied with the welfare facilitates provided by the
organization.
 52% of employees that they are mainly motivated by getting promotion.
 56% of employees says that the company recognizes & acknowledge their work.
 52% of employee says that the company provide them satisfactory salary.
 Almost all employees have overall satisfaction with their job.

44
SUGGESTION
 Top management should consider the all employees equally.
 while framing working hours, management have to consider all employees
convenience.
 Authority delegation is poor in the sense some employees are facing confusion about
their authority.
 Efficiency in counselling programme will help to increase their productivity.
 Management should give necessary importance in the distribution of rewards and
appreciation if the employees are achieve their target production.
 It is better to provide a good working condition for efficient working
 Promotion is an important factor which motivates employees.so it should be in the mind
of managers.

45
CONCLUSION
Employees are one of the important assets of any concern especially for labour intensive
organization. So employee satisfaction is very important for getting higher productivity. Hero
Company is a labour intensive firm, because almost 50 workers are employing there for
acquiring employee satisfaction participation is necessary. As per this concern 56% of the
employees are suggested that working environment participatory. An employee can provide
better result only this capacities are maximum utilized. In the hero company employees are
working here based on their qualification& skills, apart from these relation towards top
management is good. It is also an important factors that lead to employee satisfaction. Here
company considering their employee as a better resources, because counselling programs are
organized regularly. After analyzing the overall element, employee satisfaction could
achieved by Hero Company.

46
BIBILOGRAPHY
Human resource management – Dr Guptha p
Kothari, C.R., Research methodology – methods & techniques, New Delhi, New Age
International (P) Ltd., Publishers, Second Edition, 2004.
Gupta, S.P., Statistical Methods, New Delhi, sulthan chant & sons pubishers, thirty fourth
editions, 2005.
k.Ashwathappa (2008), human resource management, mc grew hill companies, 5th
edition
p.No (238-282).
Human resource management by jayashankar, Lakshmi publications, February 2012.
Magazines
 A brochure from hero ltd company
 Company manuals
Websites
 www.wikpedia.com
 www.google.com
 www.heromotocorp.com

47
QUESTIONAIRE
Q1. From how many years have you been working with HERO Company?
 0-3 Years

3-5 Years

5 to 7 Years

More than 7 Years
Q2. How is the working Environment?
 Participative
 Autonomy
 Whimsical
 Red Tapism
Q3. Your work is according to your qualification and skills.
 Strongly Agree
 Agree
 Neutral
 Disagree
Q4. Employees are satisfied with the top Management.
 Strongly Agree

48
 Agree
 Neutral
 Disagree
Q5. Working hours at hero Ltd Company is satisfactory.
 Strongly Agree
 Agree
 Neutral
 Disagree
Q6. “Employees in the organization have necessary authority to perform their duties
effectively”.
 Strongly Agree
 Agree
 Neutral
 Disagree
Q7. “Organization organizes counseling programs for the employees regularly”.
 Strongly Agree
 Agree
 Neutral
 Disagree

49
Q8. “Employees in hero Ltd Company share experience to help each other”.
 Strongly Agree
 Agree
 Neutral
 Disagree
Q9. “Employees get Appreciation and rewards if the desired work / targets are
accomplished”.
 Strongly Agree
 Agree
 Neutral
 Disagree
Q10. “Company has good career prospect for its employees”.
 Strongly Agree
 Agree
 Neutral
 Disagree
Q11. “Physical working condition in the Company is satisfactory”.
 Strongly Agree
 Agree
 Neutral

50
 Disagree
Q12. “Top management involves employees in the management decisions”.
 Strongly Agree
 Agree
 Neutral
 Disagree
Q13. “Welfare facilities provided to the employees by the organization are
satisfactory”.
 Strongly Agree
 Agree
 Disagree
 Strongly Disagree
Q14. Which of the following factors which motivates you most?
 Salary Increase
 Promotion
 Leave
 Motivational talks
 Recognition

51
Q15. Your company recognizes and acknowledges your work.
 Strongly Agree
 Agree
 Neutral
 Disagree
Q16. Company provides satisfactory Salary according to the Work.
 Strongly Agree
 Agree
 Disagree
 Strongly Disagree
Q17. Rate your Overall Satisfaction with your Job
 Highly Satisfied
 Satisfied
 Average
 Dissatisfied

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