A Seminar Report On Employer-Employee Relationship (At Vodafone)

SUBMITTED IN PARTIAL FULFILLMENT TO THE IIS UNIVERSITY For the Degree of MBA- HUMAN RESOURCE MANAGEMENT (Department of HRM & IB)) SUPERVISED BY: DR.Mahima Rai The IIS University Department of HRM & IB 2012-13 SUBMITTED BY:Jyoti Rajawat MBA-HR (Sem II) Enroll No.ICG/2012/14074

ACKNOWLEDGEMENT

The work on this project has been an inspiring, often exciting, sometimes challenging, but always interesting experience. It has been made possible by other people, who have supported me. I would like to thank My Dean Mr. M. K. Sharma for giving me this great opportunity .I would also like to express my sincere thanks to Ms. Ankita Gangwal, Head of Department, Commerce for her invaluable experience and advice. I am very grateful to my supervisor Dr.Mahima Rai for her invaluable experience and advice and for giving me the chance to participate in an interesting research as this. She has supported me with her encouragement and many fruitful discussions. Finally, I wish to thank my Parents for their continuous support and encouragement. Jyoti Rajawat MBA HR SEM 2

PREFACE
I have been assigned a project on the Employer-Employee Relationship, as a part of our course curriculum. The survey began with listing down the objectives of the project work and then designing the questionaire accordingly. In designing the questionaire I considered all the required parameters. After that I did a survey on 50 employees and the necessary changes were made in the questionaire. Then we started off with the final survey and in the survey , we included the employees wprking in the company. The methodology used for data collection was through primary and secondary sources. The primary data was collected through a questionnaire distributed amongst the employees and secondary data was collected from internet, newspaper and magazines. The procedure adopted to select the sample was simple random sampling. The sample consists of 50 employees and was restricted to people residing in Jaipur.

Contents
TABLE OF CONTENTS
S.NO Chapter 1 Chapter 2 Chapter 3 Chapter 4 Chapter 5 Chapter 6 TOPIC Introduction Research Methodology Company profile Data analysis and interpretation Findings and suggestions Conclusion Bibliography Annexure- Questionnaire - Raw data sheet

CHAPTER 1 INTRODUCTION

INTRODUCTION
5

When an employer hires a new employee, he is not just bringing a new member of the workforce aboard, he is also starting a new relationship. Because employers and employees often work in close quarters, they necessarily develop relationships. Managing these relationships is vital to business success, as strong relationships can lead to greater employee happiness and even increased productivity. To reap these benefits, keep the dynamics of your employer-employee relationship in mind:

Relationship Basics
Generally, employer and employee relationships should be mutually respectful. The degree of closeness in these relationships will depend on both the employer and the employee. Some employers opt to keep their employees at a distance and, in doing so, ensure that there is no confusion as to the hierarchy that exists between them. Others elect to become friendlier with their employees, seeing this as a way to amp up employee happiness. While neither option is entirely right or wrong, it is wise to avoid getting too close to employees, as doing so can cause the line between employer and employee to become blurred.

Mutual Reliance
The employer-employee relationship should be one of mutual reliance. The employer is relying upon the employee to perform her job and, in doing so, keep the business running smoothly. Conversely, the employee is relying upon the employer to pay her and enable her to support herself, and potentially her family, financially.

Relationship Building
Just as with all relationships, the employer and employee relationship is one that must develop over time. Employers can promote the building of relationships by speaking candidly with their employees about their lives, asking them about their families and learning about their interests.

Boundaries
Though the type of employee and employer relationship that is considered appropriate varies from company to company, boundaries exist at almost all companies. Generally, it is unwise for employers to develop romantic relationships with their employees. Similarly, employers should exercise care to ensure that the relationship they develop with one employee isn't notably closer than the relationships they develop with others, as this can lead to concerns regarding favoritism or similar issues of unfairness within the workplace. Employer-employee relationship is the management of relations between the employers or managers of an enterprise and their employees. The employment relationship can be complex, with no quick and easy formulae to use which will provide an instant solution. When gathering information from the parties in regards to their work relationship, the inspector/health and safety officer must keep in mind that the many "tests" are not tests in and of themselves, but rather conditions outlined in jurisprudence. They may be given more or less weight in a particular case to determine if a worker is simply part of the payer's business or in business on his or her own account. When an employer hires a new employee, he is not just bringing a new member of the workforce aboard, he is also starting a new relationship. Because employers and employees often work in close quarters, they necessarily develop relationships. Managing these relationships is vital to business success, as strong relationships can lead to greater employee happiness and even increased productivity. To reap these benefits, keep the dynamics of your employer-employee relationship in mind. Generally, employer and employee relationships should be mutually respectful. The degree of closeness in these relationships will depend on both the employer and the employee. Some employers opt to keep their employees at a distance and, in doing so, ensure that there is no confusion as to the hierarchy that exists between them. Others elect to become friendlier with their employees, seeing this as a way to amp up employee happiness. While neither option is entirely right or wrong, it is wise to avoid getting too close to employees, as doing so can cause the line between employer and employee to become blurred. 7

Employers and employees need to have some system for communicating their views and requirements to each other. Employee-employer relations take place at two main levels: 1. Individual relationships 2. Collective relationships. An individuals relationship is with their employer and relates to their contract of employment and conditions of work. Sometimes an individual employee may have a dispute with their employer leading to a tribunal case.

Trade unions
Collective relationships typically involve groups of employees and often involve trade unions like Unison and an individual employer or group of employers. The body that represents trade unions in this country at a national level is the Trades Union Congress (TUC). The body that represent employers collectively is the Confederation of British Industry (CBI). In this country the number of disputes is remarkably low when compared with other countries. The vast number of trade unionists have never been on strike. Trade union representatives help to ensure the smooth running of industry. Wherever people work or meet together, disputes and grievances will occur, and in industry the problems of new technology, complicated payment systems and work that lacks stimulation are bound to create dissatisfaction. Many of these everyday problems are easily dealt with by meetings, discussion and bargaining. It is the trade union representative of an organisation like Unison who expresses the views of the employees.

Collective bargaining
Collective bargaining involves representatives of employers and employees getting together to discuss and bargain. At one extreme negotiation may just involve two people. This is a very common arrangement - the human resource manager and a representative of each trade union at a place of work will probably have short meetings every week. Most collective bargaining over major issues, however, involves inter-party negotiations. These can range from fairly small groups on each side of the bargaining table to over 20 8

representatives from management and a similar number from different trade unions. It is important to remember that talk and discussion is the major tool of employment relations. One of the reasons why we have had such good employment relations in this country is because of the work of the Advisory, Conciliation and Arbitration Service (Acas). The job of Acas is to create harmonious working relationships by encouraging employees to develop best practice in this field and by providing codes of conduct, training and guidelines for employers and employees and their representatives to follow. The employer-employee relationship should be one of mutual reliance. The employer is relying upon the employee to perform her job and, in doing so, keep the business running smoothly. Conversely, the employee is relying upon the employer to pay her and enable her to support herself, and potentially her family, financially.

Relationship Building
Just as with all relationships, the employer and employee relationship is one that must develop over time. Employers can promote the building of relationships by speaking candidly with their employees about their lives, asking them about their families and learning about their interests. Similarly, employees can promote the building of this relationship by being open with their employer and sharing information about themselves and their lives. Though the type of employee and employer relationship that is considered appropriate varies from company to company, boundaries exist at almost all companies. Generally, it is unwise for employers to develop romantic relationships with their employees. Similarly, employers should exercise care to ensure that the relationship they develop with one employee isn't notably closer than the relationships they develop with others, as this can lead to concerns regarding favoritism or similar issues of unfairness within the workplace. In attempting to sort out the question of employee or independent contractor, the inspector/health and safety officer shall first examine what defines employment.

The general principles of contract law govern the formation of the contract of employment. A contract of employment is a contract by which a person, the employee, undertakes for a limited or indeterminate period of time to do work for remuneration according to the instructions and under the direction or control of another person, the employer. Within the framework of a contract of employment, a person carries out the service of work, receives remuneration and the work is carried out according to the direction and control of the employer. The terms of the contract may be either in writing or given orally, but both are equally binding and enforceable. When a person is hired to be an employee, the person enters into a contract of service, which is an employer/employee relationship.

Importance of employer-employee status

Over the past two decades the emergence of "own-account" self-employment such as freelancers, consultants and independent contractors, has become more prevalent in the workplace. This has been due to a range of factors such as the globalization of trade, the introduction of new technologies, the volatility of international and domestic markets, and the workers' desire for autonomy and independence. Due to these economic and social reasons, the boundary between independent contractor and paid employment is blurring. There is a need to differentiate if a worker is categorized as an employee or as an independent contractor. Employees in the federal jurisdiction labour relations system are given numerous protections under labour standards and health and safety legislations. Independent contractors are not employees and thus do not enjoy the protection of these statutes. The inspector/health and safety officer shall review the nature of the relationship to determine if an employer/employee relationship exists. All statutes have particular policy goals, so it is possible that a worker may be held to be an "employee" for one law, but not for another. Common Law tests in determining an employment relationship

10

The definition of "employee" and "employer" contained in the specific statutes is not usually helpful in determining an employment relationship between two parties. So when

11