Sabarish 21mba 078 Project

“--------------------------------------TITLE---------------------------------------------“
A project report submitted in partial fulfillment of the requirements

for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION

of
PSNA COLLEGE OF ENGINEERRING AND TECHNOLOGY, DINDIGUL
(An autonomous institution affiliated to Anna University, Chennai)
Submitted By
NAME
REG NO
Under the guidance of

Guide Name With degrees
DEPARTMENT OF MANAGEMENT STUDIES

PSNA COLLEGE OF ENGINEERING AND TECHNOLOGY,
DINDIGUL – 624 622, TAMILNADU
1
June 2023

PSNA COLLEGE OF ENGINEERING AND TECHNOLOGY,
DINDIGUL – 624 622, TAMILNADU
This is to certify that, this is a bonafide record of project
By
NAME
REG NO
Submitted in partial fulfillment of the requirements for the award of
degree of
MASTER OF BUSINESS ADMINISTRATION
of
2
PSNA COLLEGE OF ENGINEERRING AND TECHNOLOGY
Place :
Date :
(Signature of HOD)
HOD
Department of Management Studies
Signature of the Faculty Guide : (Signature of GUIDE)
Internal Examiner:
External Examiner:
3
BONAFIDE CERTIFICATE
Certified that the project report titled “TITLE” is the bonafide work of NAME
,who carried out the research under my supervision. Certificate further, that to the
best my knowledge, the work reported herein does not form part of any other
project report or dissertation on the basis of which, a degree or award was
conferred on an earlier occasion on this or any other candidate.
Place : Dindigul
Date : (Signature of GUIDE)
GUIDE NAME
Department of Management Studies,
PSNA College of Engg & Tech.,
Dindigul – 624 622.
4
(Signature of HOD)
HOD
5
DECLARATION BY THE STUDENT
I NAME the undersigned hereby declare that this project work entitled
“TITLE” is my original work and submitted in partial fulfillment of the

requirements for the award of degree of MASTER OF BUSINESS
ADMINISTRATION, PSNA COLLEGE OF ENGINEERING AND
TECHNOLOGY, DINDIGUL (An Autonomous Institution affiliated to Anna
University, Chennai).
Place: Dindigul (Sign of the

Student)
Date : ( NAME OF THE

STUDENT)
6
CERTIFICATE FROM THE COMPANY
(Get it in the company letter head)
This is to certify that Name of the Student (Reg. No.____________ )

Final year M.B.A., student, Department of Management Studies, PSNA College of
Engineering and Technology, Dindigul, have successfully completed his project
work in the title “_____________TITLE_________________” in our company
from _______ to _____ 2023.
7
ACKNOWLEDGEMENT
My very special gratitude and heart felt thanks to our beloved Chairperson and
Management for their blessings and wishes to carry our project work.
I would like to express my deep gratitude to our Principal Dr. D. Vasudevan for
permitting me to undertake this project work.
It is my great pleasure to express my sincere gratitude and thanks to Dr.S.Manimaran,

Head of the Department, Department of Management Studies for their valuable suggestions and
support for my project work.
I am extremely thankful to my project guide NAME, Degree with Designation_ ,

Department of Management Studies for his kind support and guidance to complete this project
successfully.
I wish to express my sincere thanks to COMPANY NAME for allowing me to do this

project in their reputed concern.
I am also thankful to all the faculty members, Department of Management Studies for
their support and co-operation during the course of my project work. I would also like to thank
my parents, friends and well wishers who encouraged me to complete this project successfully.
Place: Dindigul (to be signed by students)
Date : (NAME OF THE STUDENT)
8
TABLE OF CONTENTS
S. No Table of contents No. of

pages
Chapter I INTRODUCTION
1.1. Introduction 3 page
1.2. Background 3 Page
1.3. Company profile 3 Page
1.4. Scope of the study 1 Page
1.5. Research objective 1 Page
1.6. Limitation of the study 1 Page
Chapter LITERATURE REVIEW

II
2.1. Conceptual review 6 Page
2.2. Empirical review 6 Page
2.4. Contextual review 6 Page
2.5. Summary review 2 Page
Chapter RESEARCH
III METHODOLOGY
3.1. Type of Research ½ Page
3.2. Research design ½ Page
3.3 Data collection 1 page
3.4. Sampling design 1 Page
3.5. Data Analysis tools 1 Page
9
Chapter DATA ANALYSIS AND 30
IV DISCUSSION Pages
Chapter FINDING,
V SUGGESTION AND
CONCLUSION
5.1. Findings 2 Page
5.2. Suggestions 2 Page
5.3. Conclusion 2 Page
Annexur Bibiliography 1 Page

e
TOTAL 85 –
100
Pages
10
20-05-2023
TO WHOMSOEVER IT MAY CONCERN
This is to certify that S. SABARISH has completed his project with SAKTHI LOGISTICS
(GST NO : 33AACP2626A1Z6).
We place on record our appreciation of his dedicated services to the company. His Service
record with the Company is as follows:
Date of Joining: 20-02-2023
Date of Leaving: 28-05-2023
We found his work to be Excellent. He was sincere & hard working during this tenure.
We thank him for his services to our company and we wish him all the best in future endeavors.
Best Regards,
For,
HR Department
SAKTHI LOGISTICS Pvt Ltd
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CHAPTER – I INTRODUCTION
1.1 WHAT IS HUMAN RESOURCE MANGEMENT?

Human Resource management (HRM) is a relatively new approach to people
management in any organization. In this approach, people are regarded as the
most important resource. It is concerned with the people of dimension in an
organization’s management. Because an organization is a collection of people,
their acquisition, development of skills, motivation for higher levels of
attainment, and motivation for higher level of commitment are all important
activities. These activities fall under the purview of human resource management.
Human Resource Management is a process that consists of four major activities:
 Human Resource Acquisition

 Development
 Motivation
 Maintenance
Human Resource Management is defined as the branch of management that is in

charge of focusing on the aspects of operation that are most primarily concerned
with the relationship of management to employees and employees, as well as the
development of the individual and the group. Human Resource Management is in
charge of maintaining the positive interpersonal relationships within the
organization. It is also concerned with individual development and achieving
integration of organizational and individual goals. Human Resource Management
cannot be separated from the fundamental managerial functions. It is an important
part of the broader managerial functions.
Human Resource Management can be tracked back to the writings of Human

Relationists, who place a high value on the human factor. In accordance of
Lawrence Appeley, “Management is personnel administration”. As a result,
Human Resource Management is only one aspect of the management process.
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This function was carried out by all of the managers. Human Resource
Management sees people as a valuable resource to be used for the benefit of
organizations. Human Resource Management is responsible for organizing
operative functions by designing a structure of relationship between jobs,
personnel, and physical factors.
1.2 OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
• All other organizational resources will be used effectively by human

resources to ensure effective utilization of human resources.
• Establish and maintain an adequate organizational structure of relationship
among all members of an organization by dividing organizational tasks
into functions, positions, and jobs, and by clearly defining the
responsibility, accountability, and authority for each job and it’s
relationship with other jobs.
• To maximize human resource development within the organization by
providing employees with opportunities for advancement through training
and education.
• To promote human dignity by providing various services and welfare
facilities to personnel.
• To ensure that individual goals are reconciled with those of the
organization in such a way that personnel feel a sense of commitment and
loyalty to it
• Identifying and meeting people’s needs through various monetary and non-
monetary rewards.
• Human Resource Planning which involves determining the number, and
type of personnel needed to fill various positions within an organization.
• Personnel recruitment, selection, and placement, which is also an
employment function.  Employee motivation through financial incentives
and advancements opportunities.
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• Employee performance is evaluated, and corrective actions, such as job
transfers are taken.
• Employee training and development for effective performance and growth.
• Employee remuneration – Employees must be paid a living wage and
receive fringe benefits in order to achieve a higher standard of living and
to be motivated to perform better.
• Employee social security and welfare.
1.3 FUNCTIONS OF COMMUNICATION IN HUMAN RESOURCE MANAGEMENT:
Communication in HRM is the manner which the managers use if you want to
perform functions such as making plans, organizing, maintaining and controlling.
It is also makes up the more a part of the responsibilities of the supervisor which is
not carried out in isolation. However via interacting through communicating with
others. This clear method that defines conversation is the inspiration upon which
management features are structured.
1.4 TYPES OF COMMUNICATION
Two kinds of communication in HRM there are majorly sorts of communique in

HRM and those are
 Oral communication
 Written communication
Managers use each channels, but in most of the situations, the fact is first rate
given orally on one-on-one basis, which personalizes it and let’s in for fast
feedback. The written channel then allows a reinforcement of and creates a
document of the occasion. Akindele (2007), however added grapevine as a type of
casual conversation in organization.
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1.4.1 ORAL COMMUNICATION
Oral communication involves speaks me with employees on a one-on-one

foundation this is especially common and very massive and as such must be
completed successfully. Some varieties of oral communication include however
are not restricted to
 One-in-one
 Public address announces
 Shop floor talks
 Paintings councils and committees
 Inaugration
 Employee conferences
1.4.2 WRITTEN COMMUNICATION
Written verbal exchange written conversation can take many bureaucracy and to
talk successfully. Senders should compose messages the usage of precise, easy
and properly written grammar. When return data is too lengthy, it could result in
facts overload a good way to in turn lead to useless communications the sender‘s
message won’t be understood through the receiver as intended. Some sorts of
written communication include
 Thoughts box
 Documentary film
 Memos
 E-mails
 Faxes
 Electronic bulletin boards
 Formal reports
 Invoice
 Telephone message reminders note
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1.5 RELATION BETWEEN COMMUNICATION AND HRM
Verbal exchange is a crucial device a human useful resource supervisor desires to

increase and sustain a smooth functioning work group. This is due to the fact all
the functions of HR are geared towards managing employees for the aim of
knowing the fulfillment of the business enterprise. All the responsibilities of HR
cannot be executed without communique with the employees. E.g If there is going
to be a trade inside of the organization, to effect this alteration, it should be
communicated to the employees who will in flip be the ones to enforce the
exchange without effective communication of whatever exchange there is, the
employees will not be capable of effect the change and accordingly, the purpose of
the HR to prepare, direct, coordinate and control employee sports as well as
perceive and satisfy their aspirations and expectancies. Outcomes of verbal
exchange in HR
• Personnel sense a feel of responsibility as they see themselves as a part

of the organization (feel of belonging)
• Management understands the worker higher and can locate the methods
of making the working environment better for the fulfillment of the
company.
1.6 ADVANTAGES OF COMMUNICATION IN HUMAN RESOURCE
Personnel recognize the corporate guidelines of the company, middle values,

Tradition, undertaking, imaginative and prescient
• Keeps personnel knowledgeable of what’s taking place in the enterprise,

employee respect and helps to employee blessings.
• Extra devoted and devoted personnel
• Desires of personnel are recognized and makes for better worker
development.
• Creates a better working surroundings which encourages maximum
productiveness
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1.6.1 WHAT ARE THE EFFICIENT HR CONVERSATION WITH EMPLOYEES?
Effective HR verbal exchange is crucial due to the fact conversation is the method
through which HR can obtain it’s duties for the fulfillment of the organization. It
is critical to be aware that employees own a wide variety of subject enjoy which
consists of, Background, Expertise, Ideals, and so forth.
1.6.2 HOW THEY ARE IMPORTANT?
It affects the manner data is decoded and as such, effective communication is

important to ensure that each worker receives the proper message and is on the
same page in terms of expertise to assure the success going for walks of
corporation. Powerful communication ensures that HR develops and sustain a
smooth running of labor teams by organizing and directing employees,
coordinating and controlling their sports. Those can be summarized into ensuring:
• Establishment and dissemination of applicable data

• Have an effect on employees through the motivation, sensitization and
mobilization  The use of instructions, directives and manipulate to
activate personnel.
1.7 IMPORTANCE OF HR COMMUNICATION
Generally, conversation may be an elaborate concept to master within the

organization, particularly one with complicated ranges and multiple troubles (Paul
and Henry, 2013) while all components of your organization speak smoothly, it is
able to enhance workflow and usual productiveness. Paul and Henry (2013),
therefore canvassed the subsequent as the significance of verbal exchange to
HRM.
Communication encourages motivation by informing the team of workers about

the mission to be performed, the manner to performs it, and how it’s overall
performance may be promoted if it isn’t always up to the mark
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Conversation is the records supply for the selection – making system of the
organizational members, which enables to discover and compare opportunity
moves.
Conversation sharpens the businesses human’s perspective in the handling of the

subject. Also it performs a principal function in changing the attitudes and person
of the personnel. Organizational magazines, journals, meetings and numerous
other styles of oral and written communication help in molding worker’s attitudes.
Communication also contributes to socialization. The best presence of some other

person promotes communication in modern day life. It’s also said that without
verbal exchange humanity and indeed the business surroundings cannot live to tell
the tale.
Verbal exchange also contributes to the control procedure, as discussed before. It

helps detached ways to control the behavior of individuals. There are special
levels of hierarchy and certain ideas and recommendations that personnel in an
enterprise have to follow. They must adhere organizational regulations, carry out
their position efficaciously and talk to their superiors any work issues and
complaints. Communication therefore helps to control the feature.
1.8 ASSURED EMPLOYEE PRIDE:
The time period used to describe the happiness and contentment of personnel to
satisfy their dreams and needs at paintings is their work pleasure. A few factors
that may want to guarantee employee satisfaction compass.
Treating personnel with admire
Imparting regular work recognition
Empowering employees
Presenting above industry – common blessings and compensation
Supplying employee perks
Agency sports
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Transparency
1.9 CONCLUSION AND RECOMMENDATION
The role of communication in HRM can’t be overemphasized as it brings

approximately employee motivation, effective human family members in addition
to creates an environment in which the employee can feel respected and valued.
There must be a basis of believe among control and stan which means personnel
popularity and have confidence in intentions, selections and policies made by HR
control and accuracy of records disseminated, all geared toward the achievement
of the goals of the corporation. Powerful verbal exchange depends on the
potential of the individual to study the order man (2007) sees it as the process
through which an individual get others to understand what he feels, thinks, needs,
and desires, take delivery of them and take action if necessary. This is something
that can be learnt from conduct and replicate your feelings and feelings for
conversation within the past, companies have been capable of use a pinnacle
down method to promote communication with employees and teamwork. The
technique is traditional, but in 2017 it is previous. Make every verbal exchange
channel, even administratively, away street. The following is usually
recommended to enhance communique inside businesses.
Use multiple channels for organizational verbal exchange – Sending it with the
aid of means of multiple channels are among the first rate of methods to take
certain that you certain that you truly get your message across. Some of the
strongest channels include meetings, face-toface discussions, electronic mail,
faxes, smartphone discussions, electronic mail, faxes, smartphone discussions,
newsletters, posts and memoranda. The key is to make certain that you always use
several tactics to disseminate your messages and do now not rely upon a single
channel under any circumstances.
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Repeat critical channels – you can enhance organizational conversation with the
aid of repletion of key messages occasionally, further to the usage of multiple
channels. Focus on listening – that is critical in person communications (i.e., one-
on-one). Maximum people, who are negative listeners, are due to the fact we
don’t take the time to pay attention actively.
Paul and Hebel (2013), result communique principle can assist organization
improve their HR communication. The end result is an acronym for purpose, and
time body. Purpose is your communique reason. The environment takes that
specifies of who and wherein you are speaking into account. Your
communications are unique: what do you want to do? Pay attention to benefit the
level of know-how you desire in a message and time frame, being the quantity of
time require to enforce the task that was communicated.
CHAPTER II
COMPANY PROFILE
2.1 INDUSTRY PROFILE
Clearing and forwarding (C&F) agencies are experts at getting the products
through custom procedures, working with the carrier, and all handling tasks
associated with shipping and delivery. The exporter can focus on their primary
company operations thanks to the presence of a C&F agent. You may ensure
smooth business operations and on-time delivery by choosing the best C&F
agency without actually being engaged in the clearing and forwarding processes.
An essential step in starting your export business is choosing a C&F agent. Your
consumers will care a lot about punctuality, which will ultimately depend on how
well your C&F process itself is necessary. You must take into account the services
that a C&F agent can offer, the areas of expertise of your chosen C&F agent, and
the services that you anticipate from them before choosing a C&F agent.
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2.2 MARKET SIZE
The Indian Logistics market was worth around $250 billion in FY 2020-2021, and
it is expected to grow to US$380 billion by 2025. With the help of technology, the
logistics sector India is primed for substantial growth after the epidemic, with a
CAGR of 10-12 percent.
Other trends driving its pace include the adoption of technology for tactical,
strategic and operational decision making, fleet, optimization, and data analysis.
Infrastructure rediness and technology are projected to be the key engine of its
expansion. Digital freight forwarding businesses have exploded in recent years as
“Uber for freight” trends gain popularity. Nowadays, the majority of freight
forwards are going digital, making it simple and convenient to book freight with
only a few clicks.
India has made significant progress in the creation of infrastructure connections

because no initiatives like the construction of goods corridors and the Sagarmala
and Bharatmala plans. The amount allocated for the creation of connectivity
infrastructure projects has grown in the most recent government budget.
Market leaders are also anticipated to use the Internet of Things (IoT), automation
technology, blockchain technology, cloud computing, advanced/big data analysis,
artificial intelligence (AI), and robotics in the logistics domain to pursue
improved quality and lower prices.
2.3 ROLE OF CLEAR AND FORWARDING AGENT
The primary duty is to offer a variety of services to exporters so that goods are
shipped smoothly and on time. The decision about the mode and path of
transportation is crucially influenced by clearing and forwarding agents. They are
the experts who can help you choose a shipping company or airline. Every
exporter is concerned with distribution logistics to make sure the items arrive at
the final customer in the condition they are supplied, and in a timely manner, and
for the lowest possible cost. The choice of the appropriate mode of transportation
lies at the heart of distribution logistics.
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The clearing agent informs the exporter of alternative modes of transportation that
are available and assists the exporter is selecting the best mode of transportation
at the lowest possible cost while still meeting delivery deadlines. In addition to
these tasks, he also handles the majority of export-related duties, including
packing, labelling, and marking goods, providing legal counsel, organizing local
transportation, keeping track of transportation news, and filling dutydrawback
claims on the exporter’s behalf. As effective clearance and forwarding agent helps
the exporter in the export process by making things simple, more pleasant and
sometimes even more affordable. Above all, the agents serve as export
troubleshooters in the event of transportation issues.
2.4 GOAL OF LOGISTICS
Notwithstanding the extremely fragmented nature of India’s logistics industry, the

National Logistics Strategy aim to reduce the cost of logistics form its current
14% of GDP to less than10% by 2022. Their goal of the program is to increase the
competitiveness of Indian exports while also motivating economic expansion and
job creation. In an effort to address complaints about high costs and inefficiencies,
the Policy often a wide, a wide, multijurisdictional, cross-sector framework for
the expansion of the entire logistics system.
2.5 COMPANY PROFILE
SAKTHI LOGISTICS (GST NO : 33AACP2626A1Z6) is one among the popular

C&F Agents (Clearing and forwarding) which is original to Tiruchirappali. Their
products include candles, detergents, room freshener and mosquito repellent. It
was first started up in the year 2003 as a small scale which includes limited
number of employees as well as clients. Then with their intensive research about
the field and competitors, then they started to gain clients at a larger scale. Their
ultimate role is to transport and distribute the products to the retailers from their
respective hubs, Then they started to get regular goods to be distributed across
Tamilnadu.
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At present they are covering over 80% of the cities in Tamilnadu and handle
tonnes and tonnes of orders. At first they have been dealing products from three
main brands in India and right now their clients are “PERFETTI VAN MELLE”
which is leading manufacturers of candles and gums and “BRILLION
CONSUMER PRODUCTS PVT LTD” (formerly SC Johnson Products Pvt Ltd)
which is the leading manufacturers of household cleaning products and products
for home storage, air care, pest control and shoe care, as well as professional
products.
At present they are making profits at a larger scale and at a wider stage.
2.6 PRODUCTS
2.6.1 PERFETTI VAN MELLE
Perfetti Van Melle is a worldwide candy and gum firm that was founded in 2001
as a result of the Italian Perfetti and the Dutch Van Melle. The main officers of
Perfetti Van Melle was located in Italy, Breda, the Netherlands. The sixth – largest
candy producer in the world is Perfetti Van Melle. It employees 17.000 people via
30 subsidiary companies and distributes its products in over 159 countries. Some
of the brands that this agent deal is
• Center fresh
• Alpenleibe
• Alpenleibe Juice Jelly
• Chupa chups
• Big babol
• Mentos
• Happydent
• Centerfruit
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PRODUCTS:
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2.6.2 BRILLION CONSUMER PRODUCTS PVT LTD
A Great Place to work – Certified TM company is Brillion Consumer Goods
Private Limited, formerly known as SC Johnson Products Pvt Ltd. By succeeding
on the 5 pillars of a High Performance CultureTM – Credibility, Respect,
Fairness, Pride, and Camaraderie – the company has established a Wonderful
place to work for all of its employees. Number 15 on the list of India’s Best
Companies to Work for in 2021 is held by Brillion Consumer Goods Private
Limited. By a through and impartial evaluation of workplace cultures, Great Place
to Work at annually determines India’s 100 Best Business to work for (with
employee strength greater than 500)
A well – known maker of professional products, air care, pest control, shoe care,
and domestic cleaning products are Brillion Consumer Products Private Limited.
For more than 130 years, Brillon has been producing excellent items like these
under the direction of five generations of family members, assisting in making life
cleaner, simpler, and healthier for people all around the world. Brillon has an
inclusive and respectful work environment. Workers are exposed to the entire
business culture. The company’s leadership is receptive to suggestion and eager to
share any pertinent information with everyone. Benefits and brand recognition
serve as incentives for workers. Some of the brand that this agent deal is,
• All out
• Glade
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• Mr.Muscle
CHAPTER III REVIEW OF LITERATURE
Jay R. Could (1969) discussed the failure of communication, he bears the load of
grievance, but when writers have an opportunity to discuss troubles of
communication among themselves, one hears of uncoordinated cloth handed to
them, unrealistic time limits, and terrible supervising personnel, boundaries to
non-obligatory technical communication practice to preparation, language, time
and distance, and the human element.
Koontz and O’Donnell (2005) says that conversation is an intercourse with the
aid of phrases, letters, symbols or messages, and is a way that one company
member shares that means and know-how with any other.
Everett Mitchell Rogers (2003) defines that the communication is a process by

way of which people create and share information with one another to be able to
attain not unusual information.
Newsom, D. (2007) defines that in line with several famous administrative center
theories, effective communicators must searching for to spotlight at the
dissimilarities that exist among personnel, leaders, guys or women. Equally,
effective communicators have to notice that sexual vision is a main cause of
conversation gap. As such, girls are greater sympathetic and oblique compared to
men. Similarly, different elements beautify communication gap in the workplace,
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these elements consists of age, social norms, and socio economic background. On
the other hand, a various cultural group possesses special linguistic forms,
language perception, cultural and ancient presumptions, and varying interactive
routines. Consequently, managers should strive to increase communication
strategies that encompass the variety in their groups to triumph over these verbal
exchange barriers.
Caputo and Palosaari, (2003) explains in a piece place, open communication

guarantees that personnel understand their duties and obligations leading to more
manufacturing and higher activity satisfaction. Then again, verbal exchange hole
within the organization causes misunderstandings that bring about inner conflict
main to decreased manufacturing.
Edelstein, A.S (2001) determines the venture verbal exchange needs to specify
the outcomes somebody is trying to gain. While managers are specify the time
limits, budgets, and the actual project, supervisors will permit the subordinates to
determine the maximum appropriate methods for the obligations. Moreover, task
communication makes the subordinate chargeable for the completion of the task.
As a result, managers should bridge the communication gap that exist of their
corporations to ensure that open communication is more desirable.
Agarwal, O.P. (2010) states that the communication in control is used for all
messages that people used to speak one another while working. In our normal
lives, there are numerous time wherein the dearth of effective communication
leads to misunderstandings. Terrible conversation, conflicts, stress, burnout and
high worker turnover. Within the location, every employee have to understand his
or her role inside the method of attaining organizational desires which will avoid
conflicts and misunderstandings. As such accurate conversation removes
obstacles to excessive overall performance through developing communication
satisfaction.
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CHAPTER IV RESEARCH
METHODOLOGY
Research methodology is a manner of explaining how a researcher intends to
performs their studies. It’s a logical, systematic plan to remedy a hassle. A method
is used for the studies to ensure dependable, valid results that address their
ambitions and targets. It encompasses what facts they may be going to acquire
and in which form, as well as how it is being accumulated and analyzed.
 Researchers who obtain complaint can seek advice from the method and
provide an explanation for the method.
 It may assist provide researchers with a specific plan to observe all
through their studies.
 The method design manner facilities researchers pick out the ideal
methods for the objectives.
 It allows in researchers to document what they intend to attain with the
research from the outset.
While designing a studies method, a researcher has numerous decisions to make,

one of the most important facts method to apply. They are Qualitative and
Quantitative or the combination of above two no matter the form of studies, the
data may be numbers or descriptions, and researchers can pick to consciousness
on collecting phrases, numbers or both.
4.1 TITLE OF THE STUDY
A study about the communication gap between the management and employee in
SAKTHI LOGISTICS.
4.2 AIM OF THE STUDY
• The main aim of this study is to look at about figuring out the motive of
the communication breakdown among the employees and management
that lies or not in SAKTHI LOGISTICS.
• To understanding the new phenomenon and broaden new belief about it.
• To examine the workers delight and trouble.
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• To provide the capability solutions to improve the communication
technique.
4.3 SCOPE OF THE STUDY
It is based totally upon conversations few of the personnel, this examine is crucial
because there appears to be a loss of verbal exchange within the enterprise,
number of the employees sense as although the center degree management have
everyday meetings, but no facts are shared concerning the modification or
strategies, while there may be an internal communication gap. It turns into
difficult for everybody to effectively reap.
4.4 LIMITATIONS OF THE STUDY
• From the collected data the respondents stated that the negative
communication and horrific management may also stem from managers
being unable to answer questions or clarify factors, so that their employees
are left even more confused and annoyed than when they started out.
• Diversify your communication channels, Record your conversation
methods, Try to recognize your workers, Communicate most effective
what is necessary these are the ways to reduce the communication gap.
• Primarily based on the assumption that respondent have revealed the
appropriate statistics.
4.5 IMPORTANCE OF STUDY
Communication is the place of business is crucial because it boosts worker

morale, engagement, productiveness, and satisfaction. Conversation is likewise
key for better group collaboration and cooperation. In the end, effective
administrative center communication facilities power better consequences for
individuals, groups, and agencies. As a big logistics they may lead more
operations to carried out for running the logistics regularly, even they lack in
communication that affects the line of work.
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REDUCING THE COMMUNICATION GAP BETWEEN EMPLOYEES AND
MANAGEMENT
To reduce the wide variety of communication gaps in the corporation, it’s

important for employees to create and put in force verbal exchange policies, those
guidelines help employees recognize what is anticipated of them inside the
administrative center. Communication policies must cowl the way to use various
techniques of communication available, what sort of language to use inside the
place of job, how regularly to talk on specific styles of projects and who to
communicate with.
EMPLOYEES AND MANAGERS
Managers should take time to recognize their personnel. Employees ought to be

aware of their employer’s desires. As a leader, you could ensure your personnel
consider you and know why you are guiding them the way which you do, this may
keep all sides engaged.
HANDLING OF POOR COMMUNICATION
Obvious communication in a team is something as a leader need to sense in the

view of employee. Jorden Wyner from Bonfyre writes, “While c-suite or mid-
stage leaders pick now not to participate, it sends an equally loud message to the
employees. Whether your team realizes it or not, management communication and
participation directly affect how the employees understand and valued the
company tasks”.
EFFICIENCY AND EFFECTIVENESS
In order to fulfill the employer’s wish and decreasing the barrier in

communication can lead the way for meeting the efficiency in the working
environment. It can increase the production and complete the task completely
instead of getting confused about working on task.
31
4.6 RESEARCH DESIGN
This design is the method for take a look and the plan by which the method is to
be accomplished. It specifies the strategies and methods for the collection,
measurements and evaluation of data. It is a plan for selecting the resources and
kind of facts used to reply research questions. It is a framework for specifying the
relationship among the study variables. It is a blueprint that outlines every
technique from the hypothesis to the evaluation.
4.7 SOURCES OF DATA COLLECTION
PRIMARY DATA
It is the system of accumulating records at once from a primary hand source. In

different phrases, it’s a information that is collected by way of the enterprise that
expects to use it. Strategies include surveys, interviews and observation
SECONDARY DATA
It is a process of information collected with the aid of someone other than the
primary consumer and made available for different researchers to use.
SAMPLE SIZE AND DESIGN
The data are collected based on primary data. The sample size of 106 employees
are chosen in SAKTHI LOGISTICS, with the purpose of reporting the data inter
relate the sample of employee on the basis of “cluster sampling”.
4.8 ANALYSIS OF DATA
With the object of ease the analysis and illustration, the gathered information were
categorized in a tabulated and diagrammatically manner. It includes the bar
diagrams.
TYPES OF SAMPLING
Probability sampling is the type of sampling is used for the research. This
sampling is refers to any sampling approach that utilizes some form of random
32
selection. Random selection is when techniques or processes are set up to make
certain that the different devices in a population have an equal chance of being
chosen.
STATISTICAL METHOD USED
• Percentage analysis
• Bar diagram
STATISTICAL TOOLS USED
• Chi-square test
• Correlation
PERCENTAGE ANALYSIS
It is utilized in record analysis and facilitates with calculating data and

comparison. The proportion is used to evaluate extensive statistics and
subsequently provides an accurate cost, utilized in all kinds of operations and
control.
Percentage = No. of. Respondents

----------------------------x 100 Total Respondents
MEANING OF HYPOTHESIS - Hypothesis is a unique, testable statement of
what the researcher predict could be the final results of the study. It is stated on
the start of the study. This commonly includes offering a probable relationship
among two variables. They are independent and the established variable
NULL HYPOTHESIS
The null hypothesis defines the condition that the researchers need to discredit
earlier than suggesting that an impact exists between two variables.
ALTERNATIVE HYPOTHESIS
The alternative hypothesis states that there’s a relationship among two variables.
It predicts what exchange will take area within the structured variable when the
independent variable is manipulated.
33
CHI-SQUARE TEST
The chi – square test is used to decide or not the information you’ve got received
with your own set of analysis. It is largely used to test examine the determined
values with the anticipated values to check if the null hypothesis is real. We will
use the Chi-square test while the pattern size is bigger in size. If the sample length
is much less than 50, then it isn’t encouraged to apply the Chi-square. The
formula of chi-square is X2 = (|Oi-Ei|)2 /Ei
COEFFICIENT CORRELATION
Correlation within the broadest experience is a measure of an association among

variables. In correlated data, the exchange within the significance of 1 variable is
related to a change inside the importance of any other variable, both within the
identical or inside the opposite direction. Most often, the time period correlation is
used within the context of a linear relationship among 2 continuous variables and
expressed as Pearson product moment correlation. The Pearson correlation co-
efficient is typically used for collectively usual dispensed data. The formula of co-
efficient correlation is r(x,y)=cov(x,y)σxσy
4.9 CHAPTER SCHEME
• Chapter 1- Introduction
• Chapter 2- Company profile
• Chapter 3- Literation review
• Chapter 4- Research methodology
• Chapter 5- Data analysis and Interpretations
• Chapter 6- Findings, Suggestions and Conclusions, Bibliography,
Annexure
CHAPTER V
DATA ANALYSIS AND INTERPRETATION
FREQUENCIES
34
TABLE 5.1
Age
Cumulative
Frequency Percent Valid Percent Percent
Valid 18-25 84 79.2 79.2 79.2
25-40 11 10.4 10.4 89.6
Above 40 8 7.5 7.5 97.2
Under 18 3 2.8 2.8 100.0
Total 106 100.0 100.0
INTERPRETATIONS
It is inferred from the above table
• 2.8% of respondents are aged under 18

• 79.2% of respondents are aged below 25
• 10.4% of respondents are aged 25-40
• 7.5% of respondents are aged above 40
CHARTS 5.1
TABLE 5.2
35
FREQUENCIES
Gender
Cumulative
Valid Female 68 64.2 64.2 64.2
Male 38 35.8 35.8 100.0
Total 106 100.0 100.0
INTERPRETATIONS
• 35.8% of respondents are male

• 64.2% of respondents are female
CHART 5.2
36
TABLE 5.3
FREQUENCIES
Are you an employee?

Cumulative
Valid No 41 38.7 38.7 38.7
Yes 65 61.3 61.3 100.0
Total 106 100.0 100.0
INTERPRETATION
 38.7% of respondents are
unemployed  61.3% of
respondents are employed
CHART 5.3
37
TABLE 5.4
FREQUENCIES
Monthly income
Cumulative
Valid 10,000 - 12,000 43 40.6 40.6 40.6
12,000 - 30,000 32 30.2 30.2 70.8
30,000 - 50,000 22 20.8 20.8 91.5
Above 50,000 9 8.5 8.5 100.0
Total 106 100.0 100.0
INTERPRETATION:
• 40.6% of respondent’s monthly income are 10,000-12,000

• 8.5% of respondent’s monthly income are above 50,000
38
CHART 5.4
39
FREQUENCIES
TABLE 5.5
Martial status
Cumulative
Valid Married 21 19.8 19.8 19.8
Single 85 80.2 80.2 100.0
Total 106 100.0 100.0
INTERPRETATION:
19.8% of respondents are married
80.2% of respondents are unmarried
CHART 5.5
TABLE 5.6
Employee status
Cumulative
Valid Full-time 78 73.6 73.6 73.6
40
FREQUENCIES
Part-time 22 20.8 20.8 94.3
Retired 6 5.7 5.7 100.0
Total 106 100.0 100.0
INTERPRETATIONS:
• 73.6% of respondents are full-time employee
• 20.8% of respondents are part-time employee  5.7% of
employee are retired
CHART 5.6
TABLE 5.7
Region
41
FREQUENCIES
Cumulative
Freque
ncy Percent Valid Percent Percent
Valid Rural 31 29.2 29.2 29.2
Semi urban 18 17.0 17.0 46.2
Urban 57 53.8 53.8 100.0
Total 106 100.0 100.0
INTERPRETATIONS:
• 29.2% of respondents are rural region
• 17.0% of respondents are semi urban region  53.8% of
respondents are urban region
CHART 5.7
TABLE 5.8
How would you narrate the workplace environment?

Cumulative
42
FREQUENCIES
Valid Less satisfied 21 19.8 19.8 19.8
Not satisfied 5 4.7 4.7 24.5
Satisfied 80 75.5 75.5 100.0
Total 106 100.0 100.0
INTERPRETATIONS:
• 19.8% of respondents are less satisfied with the workplace
• 4.7% of respondents are not satisfied with the workplace  75.5%
of respondents are satisfied with the workplace
CHART 5.8
TABLE 5.9
Does the management provide the basic tools for the job?
Cumulative
43
FREQUENCIES
Valid Agree 64 60.4 60.4 60.4
Disagree 2 1.9 1.9 62.3
Neutral 14 13.2 13.2 75.5
Strongly agree 26 24.5 24.5 100.0
Total 106 100.0 100.0
INTERPRETATIONS:
• 60.4% of respondents are agreed that the management provide the basic tools for the job
• 1.9% of respondents are disagreed for providing the basic tools for the job
• 13.2% of respondents are neutral with the basic tools by providing from the management
• 24.5% of respondents are strongly agree with the management providing the basic tools
for the job
CHART 5.9
44
TABLE 5.10 FREQUIENCIES
Do you think that the city area can improve upon the company?
Cumulative
Valid Agree 68 64.2 64.2 64.2
Disagree 2 1.9 1.9 66.0
Neutral 12 11.3 11.3 77.4
Strongly agree 24 22.6 22.6 100.0
Total 106 100.0 100.0
INTERPRETATIONS:
• 64.2% of respondents are agreed that the city area can improve upon the company.
• 1.9% of respondents are disagreed with the statement called the city area can improve
upon the company.
• 11.3% of respondents are being neutral with the statement.
• 22.6% of respondents are strongly agree that the city area will improve upon the
company.
CHART 5.10
45
FREQUENCIES
TABLE 5.11
Does the management make preparations for feel comfortable and relaxed
at work?
Cumulative
Valid Agree 52 49.1 49.1 49.1
Disagree 7 6.6 6.6 55.7
Neutral 29 27.4 27.4 83.0
Strongly agree 18 17.0 17.0 100.0
Total 106 100.0 100.0
INTERPRETATIONS:
• 49.1% of respondents are agreed that the management makes preparations for feel
comfortable and relaxed at work
• 6.6% of respondents are disagreed of the preparations for comfortable and relaxed at work
• 27.4% of respondents are being neutral of their management make preparations for relaxed
at work
• 17.0% of respondents are strongly agree of their management make preparations for relaxed
at work
CHART 5.11
TABLE 5.12
46
FREQUENCIES
Did the management supervise the performance of the employees?

Cumulative
Valid Agree 61 57.5 57.5 57.5
Disagree 1 .9 .9 58.5
Neutral 17 16.0 16.0 74.5
Strongly agree 27 25.5 25.5 100.0
Total 106 100.0 100.0
INTERPRETATIONS:
• 57.5% of respondents are agreed that the management would supervise the
employees
• 9% of respondents are disagree with the statement of the management supervise
the employees
• 16.0% of employees are being neutral with the management supervising the
employees
• 25.5% of respondents are strongly agreed that their management supervise the
employees
CHART 5.12
47
FREQUENCIES
TABLE 5.13
The manager pass the information to the employees about changes

regarding the company decision?
Cumulative
Valid Agree 60 56.6 56.6 56.6
Disagree 3 2.8 2.8 59.4
Neutral 19 17.9 17.9 77.4
Strongly agree 24 22.6 22.6 100.0
Total 106 100.0 100.0
INTERPRETATION:
• 56.6% of respondents are agreed of their management pass the information to the employees
about changes regarding the company decision
• 2.8% of respondents are disagree of their management should not pass the information about
changes regarding the company decision
• 17.9% of respondents are being neutral about their management pass the information about
changes to the employees regarding the company decision
• 22.6% of respondents are strongly agreed they should pass the information about changes
regarding the company decision
CHART 5.13
48
FREQUENCIES
TABLE 5.14
Will you think that the manager value your feedback?

Cumulative
Valid Agree 40 37.7 37.7 37.7
Disagree 8 7.5 7.5 45.3
Neutral 47 44.3 44.3 89.6
Strongly agree 11 10.4 10.4 100.0
Total 106 100.0 100.0
INTERPRETATIONS:
• 37.7% of respondents are agreed of their management valued their employees feedback
• 7.5% of respondents are disagreed the statement of their management valued the employees
feedback
• 44.3% of respondents are being neutral of their management valued the employers
feedback
• 10.4% of respondents are strongly agreed their management valuing the employers
feedback
CHART 5.14
49
FREQUENCIES
TABLE 5.15
Do they need to improve the wide set of communication in effective way?

Cumulative
Valid Agree 57 53.8 53.8 53.8
Disagree 8 7.5 7.5 61.3
Neutral 30 28.3 28.3 89.6
Strongly agree 11 10.4 10.4 100.0
Total 106 100.0 100.0
INTERPRETATION
• 53.8% of respondents are agreed they need to improve the communication in effective way
• 7.5% of employees are disagreed with the statement of needs to improve the
communication in effective way
• 28.3% of employees are being neutral of their management needs to improve the wide set
of communication in effective way
• 10.4% of employees are strongly agreed they need to improve the communication in
effective way
CHART 5.15
50
FREQUENCIES
TABLE 5.16
In most of the times, people in the workplace use assumptions, thinking

that these will speed up work processes.
Cumulative
Valid Agree 54 50.9 50.9 50.9
Disagree 12 11.3 11.3 62.3
Neutral 16 15.1 15.1 77.4
Strongly agree 24 22.6 22.6 100.0
Total 106 100.0 100.0
INTERPRETATIONS:
• 50.9% of respondents are agreed employers are used the assumptions and thinking that these
will speed up work process
• 11.3% of respondents are disagreed of the statement of employers used assumptions for
speeding up the work process
• 15.1% of respondents are being neutral about the employers are using assumptions for speed
up work process
• 22.6% of respondents are strongly agreed with the employers are using the assumptions for
speed up the work process.
51
FREQUENCIES
CHART 5.16
52
TABLE 5.17 FREQUENCIES
Do you agree with the mediator for the development of communication

the workplace?
Cumulative
Valid Agree 60 56.6 56.6 56.6
Disagree 5 4.7 4.7 61.3
Neutral 20 18.9 18.9 80.2
Strongly agree 21 19.8 19.8 100.0
Total 106 100.0 100.0
INTERPRETATIONS:
• 56.6% of respondents are agreed of the new mediator for the development of communication
in the workplace
• 4.7% of respondents are disagreed of the statement of mediator can solve the communication
barrier
• 18.9% of respondents are being neutral about the mediator is the solution for development of
communication in the workplace
• 19.8% of employees are strongly agree that the mediator is the solution for the control of
communication barrier
CHART 5.17
53
FREQUENCIES
TABLE 5.18
Will the training solve the communication barrier?

Cumulative
Valid Agree 53 50.0 50.0 50.0
Disagree 3 2.8 2.8 52.8
Neutral 22 20.8 20.8 73.6
Strongly agree 28 26.4 26.4 100.0
Total 106 100.0 100.0
INTERPRETATIONS:
• 50% of respondents are agreed that the training solve the communication barrier
• 2.8% of respondents are disagreed of the statement of training solve the communication gap
• 20.8% of respondents are being neutral about the communication can solve by the training
• 26.4% of respondents are strongly agreed the communication gap can be filled by the
training
CHART 5.18
54
FREQUENCIES
TABLE 5.19
Do you know how the communication helps your work to meet its goals and
objectives?
Cumulative
Valid Agree 60 56.6 56.6 56.6
Disagree 7 6.6 6.6 63.2
Neutral 18 17.0 17.0 80.2
Strongly agree 21 19.8 19.8 100.0
Total 106 100.0 100.0
INTERPRETATIONS:
• 56.6% of respondents are agreed with the communication helps to meet the goals and
objectives
• 6.6% of respondents are disagreed the statement of communication is the way of meet its
goals and objectives
• 17.0% of respondents are being neutral about the communication can helps to meet its goals
• 19.8% of respondents are strongly agree that the communication can reduce the work
barrier
CHART 5.19
55
FREQUENCIES
TABLE 5.20
Do you feel satisfied with your job?

Cumulative
Valid Agree 69 65.1 65.1 65.1
Disagree 8 7.5 7.5 72.6
Neutral 14 13.2 13.2 85.8
Strongly agree 15 14.2 14.2 100.0
Total 106 100.0 100.0
INTERPRETATIONS:
• 65.1% of respondents are agreed that they are satisfied with the job
• 7.5% of respondents are disagreed the statement of satisfied with the job
• 13.2% of respondents are being neutral about the satisfaction
• 14.2% of respondents are strongly agreed that they are satisfied with their job
CHART 5.20
56
FREQUENCIES
TABLE 5.21
Is your direct manager makes to keep you informed?

Cumulative
Valid Agree 57 53.8 53.8 53.8
Disagree 9 8.5 8.5 62.3
Neutral 25 23.6 23.6 85.8
Strongly agree 15 14.2 14.2 100.0
Total 106 100.0 100.0
INTERPRETATIONS:
• 53.8% of respondents are agreed that the direct manager keeps informed to the employee
• 8.5% of respondents are disagreed of the statement of direct manager keeps informed to
the employee
• 23.6% of respondents are being neutral about the manager keep informing with the
employee
• 14.2% of respondents are strongly agreed that the direct manager can informed to the
employee regularly
CHART 5.21
57
Would you like to change the communication pathway?

Cumulative
Valid Agree 41 38.7 38.7 38.7
Disagree 12 11.3 11.3 50.0
Neutral 41 38.7 38.7 88.7
Strongly agree 12 11.3 11.3 100.0
Total 106 100.0 100.0
INTERPRETATIONS:
• 38.7% of respondents are agreed of changing the communication pathway
• 11.3% of respondents are disagreed of changed the communication way
• 38.7% of respondents are being neutral about the changing of communication
policy
• 11.3% of respondents are strongly agreed that they like to changing the
communication pathway
CHART 5.22
58
Do you feel if they appoint the separate staff for each department to
control the communication barrier?
Cumulative
Valid Agree 56 52.8 52.8 52.8
Disagree 10 9.4 9.4 62.3
Neutral 28 26.4 26.4 88.7
Strongly agree 12 11.3 11.3 100.0
Total 106 100.0 100.0
INTERPRETATIONS
• 52.8% of respondents are agreed that they should appoint the separate staff for each
department to control the communication barrier
• 9.4% of respondents are disagreed the statement of appoint the separate staff for
controlling the communication barrier
• 26.4% of respondents are being neutral about the appointing the individual staff for other
departments
• 11.3% of respondents are strongly agreed of appoint the individual staff for controlling the
communication barrier
CHART 5.23
59
5.24 CHI – SQUARE TEST
Gender * Does the management provide the basic tools for the job?
Cross tabulation
Count
Does the management provide the basic tools for the

job?
Strongly
agree agree Neutral Disagree Total
Gender Male 13 16 8 1 38
Female 48 6 1 68
13
Total 26 64 14 2 106
Chi-Square Tests
Asymp.
Value df Sig. (2sided)
Pearson Chi-Square 3 .037
8.474a
Likelihood Ratio 3 .038
8.423
N of Valid Cases
106
a. 2 cells (25.0%) have expected count less than 5. The minimum
expected count is .72.
NULL HYPOTHESIS (HO)

There is no significant relationship between the Gender and the management provide the basic
tools for the job
ALTERNATE HYPOTHESIS (HI)
Relationship between the providing of basic tools to the employer from the management based
on Gender
LEVEL OF SIGNIFICANCE: 0.05 (5% of significance level)
INTERPRETATION
Since the P value is lesser than table value, null hypothesis is rejected and alternative hypothesis
is accepted
60
5.24 CORRELATION TEST
Correlations
Do you
think that
the city
area can
improve
Monthly upon the
income company?
Monthly income Pearson Correlation 1 -.202*
Sig. (1-tailed) .019

N 106 106
Pearson Correlation -.202* 1
Do you think that the Sig. (1-tailed) .019
city area can
improve upon the N
company? 106 106
*. Correlation is significant at the 0.05 level (1-tailed).
NULL HYPOTHESIS
There is no significant relationship between the monthly income and do you think that the city
area can improve upon the company
ALTERNATIVE HYPOTHESIS
Relationship between monthly income and do you think that the city area can improve upon the
company
LEVEL OF SIGNIFICANCE : 0.05% ( 5% of significance level)
INTERPRETATION
Since the P value is lesser than the table value, null hypothesis was rejected and alternative
hypothesis is accepted
61
CHAPTER VI FINDINGS, SUGGESTIONS AND CONCLUSIONS
• 79.2% of the respondents are aged below 25

• 64.2% of the respondents are female
• 61.3% of the respondents are employed
• 40.6% of the respondent’s monthly income are 10,000-12,000
• 80.2% of the respondents are unmarried
• 73.6% of the respondents are full-time employee
• 53.8% of the respondents are urban region
• 75.5% of the respondents are satisfied with the workplace
• 60.4% of the respondents are agreed that the management provide the basic tools for the
job
• 64.2% of the respondents are agreed that the city area can improve upon the company
• 49.1% of the respondents are agreed that the management makes preparation for feel
comfortable and relaxed at work
• 57.5% of the respondents are agreed that the management would supervise the employees
• 56.6% of the respondents agreed of their management pass the information to the
employees about changes regarding the company decision
• 44.3% of the respondents are being neutral of their management valued the employees
feedback
• 53.8% of the respondents are agreed they need to improve the communication in effective
way
• 50.9% of respondents are agreed employees used assumptions and thinking that these will
speed up work process
• 56.6% of the respondents are agreed of the new mediator for the development of
communication
• 50% of respondents are agreed that the training solve the communication barrier
• 56.6% of the respondents are agreed with the communication help to meet its goals and
objectives
• 65.1% of the respondents are agreed that they are satisfied with the job
• 53.8% of the respondents are agreed that the direct manager keeps informed to the
employee
• 38.7% of the respondents are being neutral about the changing of communication policy
62
• 52.8% of the respondents are agreed that they should appoint the separate staff for each
department to control the communication barrier
63
SUGGESTIONS
• Creating a surroundings that is conductive to free flowing conversation. Nobody
wants to be afraid talk up, mainly after they feel they’ve misunderstood a co-worker
or supervisor. Good communication starts offevolved from the pinnacle.
• Setting baseline requirements for employer comms, that is usually accomplished
through a formal conversation coverage that covers the way you count on your people
to speak each internally and externally.
• Being regular and enforcing your communication throughout all departments.
• If your workers feel you aren’t adhering to the expectations you initially set out, they
will start to do their own thing and gaps will eventually reappear.
• Developing effective feedback loops where each person from the newest worker to the
most skilled member of the C-suite can experience at ease approximately suggesting
methods to enhance corporation comms.
CONCLUSION
• There may be truly a communication trouble between control and team of workers in the
place of job all through numerous agencies.
• However, such problem can be rectified or averted by means of imposing and executing
unique plans.
• Communication is critical for effective functioning in each part of an organization.
Effective communication starts with primary talents like listening, asking questions and
presenting remarks, and this should be everyday between management and workforce.
• Communication issues in the place of job can be resolved quite easily if each events are
willing to restoration.
• It is, consequently, a supervisor’s duty to understand the views and interests of his or her
underlings while passing that information onto top control. Higher conversation takes
place while managers genuinely do pay attention to subordinate employees.
64
CHAPTER VII BIBLIOGRAPHY
BOOK
The Human resource management by “The open university of Hong Kong”
http://www.opentextbooks.org.hk/ditabook/3208
WEBSITES
• https://www.researchgate.net/publication/334273305_Effective_Communication_in_
Human_Resource_Management
• https://ivypanda.com/essays/communication-gaps-in-theorganization/#:~:text=According
%20to%20human%20resource%20management,Cap uto%20%26%20Palosaari%2C
%202003
• https://www.indeed.com/career-advice/career-development/research-methodology
• https://smallbusiness.chron.com/improve-communication-gaps-between-
employees17565.html
• https://blog.safetyculture.com/feedback-from-the-field/comunication-gap
CHAPTER VIII
ANNEXURE
1. Name (optional)
2. Age
a. Under 18 c. 25-40
b. 18-25 d. Above 40
3. Gender
a. Male b. Female
65
4. Are you an employee?
a. Yes b. No
5. Monthly income
a. 10,000-12,000 c. 30,000-50,000
b. 12,000-30,000 d. Above 50,000
6. Martial status
a. Single b. Married
7. Employee status
a. Full-time c. unemployed
b. Part-time
8. Region
a. Rural c. Semi urban
b. Urban
9. How would you narrate the workplace environment?
a. Satisfied c. Not satisfied
b. Less satisfied
10. Does the management provide the basic tools for the job?
a. Strongly agree c. Neutral
b. Agree d. Disagree
11. Do you think that the city area can improve upon the company?
12. Does the management make preparations for feel comfortable and relaxed at
work?
13. Did the management supervise the performance of the employee?
14. The manager pass the information to the employees about changes regarding
the company decision.
15. Will you think that the manager value your feedback?
66
16. Do they need to improve the wide set of communication in effective way?
17. In most of the times, people in the workplace use assumptions, thinking that
these will speed up work process
18. Do you agree with the mediator for the development of communication in the
workplace?
19. Will the training solve the communication barrier?
20. Do you know how the communication helps your work to meet its goals and
objectives?
21. Do you feel satisfied with your job?
22. Is your direct manager makes to keep you informed?
23. Would you like to change the communication pathway?
24. Do you feel if they appoint the separate staff for each department to control the
communication barrier?
67

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“--------------------------------------TITLE---------------------------------------------“

A project report submitted in partial fulfillment of the requirements

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

DEPARTMENT OF MANAGEMENT STUDIES

DEPARTMENT OF MANAGEMENT STUDIES

DINDIGUL – 624 622, TAMILNADU

(An autonomous institution affiliated to Anna University, Chennai)

This is to certify that, this is a bonafide record of project

Submitted in partial fulfillment of the requirements for the award of

MASTER OF BUSINESS ADMINISTRATION

(An autonomous institution affiliated to Anna University, Chennai)

Department of Management Studies

Signature of the Faculty Guide : (Signature of GUIDE)

Date : (Signature of GUIDE)

Department of Management Studies,

PSNA College of Engg & Tech.,

Dindigul – 624 622.

DEPARTMENT OF MANAGEMENT STUDIES

“TITLE” is my original work and submitted in partial fulfillment of the

Place: Dindigul (Sign of the

Date : ( NAME OF THE

This is to certify that Name of the Student (Reg. No.____________ )

It is my great pleasure to express my sincere gratitude and thanks to Dr.S.Manimaran,

I am extremely thankful to my project guide NAME, Degree with Designation_ ,

I wish to express my sincere thanks to COMPANY NAME for allowing me to do this

Place: Dindigul (to be signed by students)

Date : (NAME OF THE STUDENT)

S. No Table of contents No. of

1.1. Introduction 3 page

1.2. Background 3 Page

1.3. Company profile 3 Page

1.4. Scope of the study 1 Page

1.5. Research objective 1 Page

1.6. Limitation of the study 1 Page

Chapter LITERATURE REVIEW

2.1. Conceptual review 6 Page

2.2. Empirical review 6 Page

2.4. Contextual review 6 Page

2.5. Summary review 2 Page

3.1. Type of Research ½ Page

3.2. Research design ½ Page

3.3 Data collection 1 page

3.4. Sampling design 1 Page

3.5. Data Analysis tools 1 Page

5.1. Findings 2 Page

5.2. Suggestions 2 Page

5.3. Conclusion 2 Page

Annexur Bibiliography 1 Page

TO WHOMSOEVER IT MAY CONCERN

Date of Joining: 20-02-2023

Date of Leaving: 28-05-2023

1.1 WHAT IS HUMAN RESOURCE MANGEMENT?

Human Resource Management is a process that consists of four major activities:

 Human Resource Acquisition

Human Resource Management is defined as the branch of management that is in

Human Resource Management can be tracked back to the writings of Human

1.2 OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

• All other organizational resources will be used effectively by human

1.3 FUNCTIONS OF COMMUNICATION IN HUMAN RESOURCE MANAGEMENT:

1.4 TYPES OF COMMUNICATION

Two kinds of communication in HRM there are majorly sorts of communique in

Oral communication involves speaks me with employees on a one-on-one