UNIVERSAL FILTER ITALIANA PVT LTD

Chapter - 01

1) Introduction: -

I have selected the topic of this report as “Human Resource Management of UFI India PVT
LTD”. I tried to integrate my theoretical knowledge of HR and combine it with practical
examples as observed during my internship. I have tried to cover all the major functions of
Human Resource Management Including Basic functions of HR, employee relations and
conflict resolution.Andconvey my understandings of the different functions of Human
Resource Management through this project. At the end of the report, I have done a SWOT
Analysis on the HRM Practice of UFI India PVT LTD. I have also tried to provide some
recommendations based on my knowledge followed by the conclusion which I gathered
during my internship

1.1) Objectives of the study:

• To analyse the HRM at UFI PVT LTD and to find out the best suitable Practices

• To find out the whether or not Conflict resolution is Important in an organisation

• To have the practical knowledge about human resource management.

• How employee relations can affect the organisation in good as well as bad manner.

1.2) Scope of the study: -This study is conducted at Universal filters Italian at Aequs
plant hattaragi village. It is an Italian based company in the area of special economic
zone (SEZ).
This study is about Organization’s procedures, policies, practices, conducted at the
company with regards to Employee relations and Conflict resolution technique. This
organization study is purely used for academic purpose. All the data and information
put in this report is limited only to the universal filters Italian company. And the data,
information are used are real and taken with the permission of authority
UNIVERSAL FILTER ITALIANA PVT LTD

The report was conducted over the period of 3-4 weeks and therefore provides
complete view of the organization’s management information concluding with some
suggestions.

2) Industrial profile:-

UFI Filters is a renowned global company specializing in filtration and

thermal management solutions. The success story started in Italy in 1971 and
continued with the global expansion which has resulted in UFI FILTERS becoming
one of the world’s leaders in filtration with 22 industrial sites, 3 innovation centres,
and 57 commercial offices around the world. While the company is headquartered in
ItalyIt has a significant presence in India through its subsidiary or distribution
network. In India, UFI Filters likely offers a wide range of high-quality filtration
products, such as air filters, oil filters, and more, catering to diverse industries,
including automotive, industrial, and beyond.
These filters are crucial components in maintaining the performance and longevity of
machinery and vehicles, ensuring clean and well-regulated fluids and air. UFI Filters'
dedication to innovation and product quality has established them as a key player in
the Indian filtration market, serving a broad spectrum of businesses and consumers
throughout the country.

 Global Oil Filter and Fuel Filter Market: Overview

The global oil filter and fuel filter market is slated to expand at a considerable pace
over the oncoming period, as these filters are mandatory components in vehicles. Clean
motor oil is necessary for maintaining the wear and tear of vehicle engines. If left
unfiltered for long, unfiltered oil can become saturated with minuscule, hard particles
which can potentially damage the engine surface.

The key function of fuel filters is to eliminate dust and other contaminants present in
fuel. While fuel filters are installed in internal combustion engines, oil filters are used
UNIVERSAL FILTER ITALIANA PVT LTD

in different types of hydraulic machines. Oil filters are chiefly used for removing
contaminants from engine oil, lubricating oil, hydraulic oil, and transmission oil.

 Global Oil Filter and Fuel Filter Market: Drivers and Restraints

Since oil filters and fuel filters have a limited lifespan, they need to be replaced often.
As a result, the demand for these automotive parts is expected to stay elevated. The
phenomenal growth of the automotive industry is one of the key drivers of the global
oil filter and fuel filter market. The large-scale production of automobiles in developing
countries, technological advancements in the field of fuel filters and oil filters, and
strict regulatory frameworks have also been aiding the market to expand.

The passenger car segment promises substantial growth, thanks to the escalating
demand for passenger vehicles and commercial transport. As a result, this segment
might represent the largest portion of the market by type of vehicle. On the flip side, the
augmenting demand for electric vehicles can pose a threat to the expansion of the
global oil filter and fuel filter market. The need for long drain intervals is another major
restraint of the global oil filter and fuel filter market. However, the market will keep
progressing on account of growing inclination toward diesel powered vehicles.

 Global Oil Filter and Fuel Filter Market: Regional Outlook

By geography, the global oil filter and fuel filter market can be segmented into the
Middle East and Africa, Europe, Asia Pacific, Latin America, and North America.
North America is expected to emerge as the leading segment of the global oil filter and
fuel filter market, triggered by increasing preference for environment-friendly
automobiles across the region, alongside stringent government policies regarding the
deployment of eco-friendly components in vehicles. Europe might represent a
significant chunk of the global oil filter and fuel filter market over the next few years.
Presence of several key market players and high demand for an automobile has been
responsible for the expansion of European oil filter and fuel filter market. The
UNIVERSAL FILTER ITALIANA PVT LTD

developing nations housed in Latin America, the Middle East and Africa, and Asia
Pacific is also poised for immense growth. Vehicle production is gaining traction with
technological advancements leading to emergence of advanced automobiles. China,
India, Brazil, Indonesia, Thailand, South Korea, and Mexico are likely to contribute
substantial volume of revenue to the global oil filter and fuel filter market by the end of
2020.

The global Automotive Filters Market is projected to grow from USD 19.5 billion in
2021 to USD 23.1 billion by 2026, at
a CAGR of 3.4% during the forecast
period. The increasing stringency
of vehicle emission and fuel
economy regulations are
expected to drive the growth of the
automotive filters market.

SWOT analysis: -

A SWOT analysis is a device used in management to identify the strengths,

weakness, opportunity, and Threats of particular company. It helps others to know the
overall prospectus of the company.
UNIVERSAL FILTER ITALIANA PVT LTD

• Strengths:

Evolving industry: The automobile industry is a highly growing industry, continuously

contributing to growth and development. Automobiles give people the opportunity to
live, work and travel in ways that were unimaginable a few decades ago. The ease and
quality of life improvements the automotive industry brings will only increase the
demand for vehicles in the future.

Constant product innovation & technological advancement: With the advent of E-

vehicles & alternative fuel such as Shell gas, CNG, and others, automobile companies
are increasing R&D expenditure to drive the next phase of growth through the use of
renewable sources of energy which may be solar, wind, etc.

Manufacturing facilities in Asian nations to control cost: To monitor cost and to

manage shrinking margins, automobile companies like Harley, Volvo, Bharat Benz,
etc. are building their manufacturing facilities in developing nations like India and
China. These nations have a cheap workforce, are high in resources, and are nearer to
developed economies. These are ideal conditions for an emerging market.

• Weakness:
Bargaining power of consumers: Over the last 3-4 decades the automobile market has
shifted from a demand to a supply market. Availability of a considerable number of
variants, stiff competition between them, and a long list of alternatives to choose from
has given power to customers to decide whatever they like.

Government regulations: Regulations like excise duty, no entry of outside vehicles in

the state, decreasing number of the validity of registration period, and volatility in the
fuel prices pose considerable challenges to automobile companies. These factors also
affect the growth of the industry.

• Opportunities:

Fuel-efficient vehicles: Optimization of fuel-driven combustion engines and cost

efficiency programs are excellent opportunities for the automobile market. Emerging
UNIVERSAL FILTER ITALIANA PVT LTD

markets will be the primary growth drivers for a long time to come, and hence fuel-
efficient cars are the need of the hour.

Changing lifestyle & customer groups: The increased availability of data and
information, shift in consumer demand, and expanded regulatory requirements for
safety and fuel economy will fuel the growth of this industry.

• Threats :

Rising competition: Presence of a large number of players in the automobile industry

results in intense competition and companies eating into other’s share, leaving little
scope for new players.

Sluggish economy: Macroeconomic uncertainty, recession, unemployment, etc. are the

economic factors which will daunt the automobile industry for an extended period.

Volatility in fuel prices: For the consumer segment, fluctuations in fuel prices remain
the determining factor for growth. Also, government regulations pertaining to the use of
alternative fuels like CNG and Shell gas is also affecting the inventories.
UNIVERSAL FILTER ITALIANA PVT LTD

Chapter – 2

Organization profile:

1) Company profile : -

Fig. 1: UFI Filters logo

Name of the company : UNIVERSAL FILTERS ITALIAN INDIA PVT LTD.

Location : Belagavi SPECIAL ECONOMIC ZONE plant

Plot no: 3 & 4, AEQUS SEZ Hattaragi village

Yamakanamardi Hubbali , Hukkeritaluk,
Belagavi -591243, Karnataka, India

Number of employees 200

Establishment 2012

Industry : Design and manufacture of fuel and oil filters.

Working hours : 3 shifts per day.

UNIVERSAL FILTER ITALIANA PVT LTD

Turnover : 700 Cr – 800Cr

Head quarter : Italy

Branches in foreign : UFI filters United Kingdom, UFI filters United States,
UFI filters Japan, UFI filters Korea.

Branches in India : Mumbai, Delhi, Belagavi, Haryana.

UFI plant:

Figure :UFI Plant

Figure :UFI Plant

UNIVERSAL FILTER ITALIANA PVT LTD

Back ground of the company:-

The origin

 1971

The Universal Filter Italian S.p.A. was founded in Italy, in Nogarole Rocca, in the
province of

Verona – it is still the Group’s headquarters and has the aim of supplying filtration
systems to the automotive market. UFI revolution air filtration: it is the first
manufacturer of panel air filters

 1981

Sofia is founded. – Societal Filtra Mantua – (Italy) to expand the distribution

possibilities in the aftermarket. The Group began collaboration with the leading
Formula 1 teams

1983 UFI was the first company in the sector to establish contact with China, where
nowadays it is recognized as a supplier of excellence for the Original Equipment
Market (OEM) in the automotive sector

 1992

Internationalisation

SOFIMA HYDRAULICS S.p.A. the production of filtration solutions for the hydraulic
sector began in Bergamo (Italy). In 1999 it became PLANET FILTERS S.p.A.

 1996

The Group was the first European filtration company to enter the Chinese market,
inaugurating the SOFIMAAUTOMOTIVE FILTER SHANGHAI Co., LTD. The end
of the 90s was a period of strong growth: the company dominated the automobile
manufacturing market for fuel filters which ensured the separation of water from diesel.
UNIVERSAL FILTER ITALIANA PVT LTD

 2001

The affirmation

UFI Filters consolidated its reputation as a global OEM supplier to the world’s largest
automobile manufacturing companies.

UFI arrived in the United States, where UFI FILTERS USA inc. was founded in
Atlanta. During this period, investment was concentrated on the expansion of the
Research and Development department located in the Group’s headquarters in Italy.

 2002

The Universal Filter Italian became UFI FILTERS S.p.A. The Group’s expansion
continued in the East:

The plants of SOFIMA HYDRAULICS CHINA in Shanghai were inaugurated, the first
offices were opened in Korea, and in 2003 the commercial headquarters of UFI
FILTERS JAPAN opened in Tokyo

 2004

UFI FILTERS SHANGHAI CO. LTD. opened their third and fourth factory in China
and the SOFIMAAUTOMOTIVE FILTER CHANGCHUN CO. LTD. was opened.

A new production site was inaugurated in northern Italy in the province of Mantua.
Thanks to the constant updating of the most innovative machines, it is still dedicated
today to the production of the most advanced filter media. In the same year the
commercial expansion continued with the opening of the Wolfs burg office in Germany
and the new office in Detroit, in the United States.

 2006

The Group arrived in India, where it inaugurated the UFI FILTERS INDIA PVT LTD
in Bawal, with the primary purpose of supplying filtration systems to the original local
equipment market.
UNIVERSAL FILTER ITALIANA PVT LTD

 2010

The expansion:

The new SOFIMA FILTER CHANGHCHUN CO. LTD plant in China was
inaugurated.

 2012

Production began at the second plant in India, UFI India PVT LTD. in Belgaum.

 2015

The new All-in-One SOFIMA FILTERS S.A plant was built in Tunis for the
production and assembly of air and diesel filters for the main automotive manufactures
and the European independent spare parts market. Opening of the new front office of
Dubai, strategic-commercial outpost for the aftermarkets in the Middle East and Africa.

 2018

UFI Filters Group opened the New Asia-Pacific Headquarters, located in Shanghai
West

Hongqiao Business District. A key area of Shanghai international trading hub

 2020

UFI Filter enters the capital of BeonD, start-up and spin-off of the Turin Polytechnic,
specified in the study and design of battery packs for land and marine applications, as
well as the thermal management of power systems for electrified vehicles, and
architectures for hybrid and electric vehicles.

UFI Filters thus lays solid foundation to become a leading player in the mobility of the
future.
UNIVERSAL FILTER ITALIANA PVT LTD

2.2 nature of business:-

UFI Filters is an Italian company that specializes in the design and manufacturing of
filtration and thermal management systems for various applications. Their primary
business focus is on providing filters and filtration solutions for automotive, industrial,
and aftermarket sectors. UFI Filters produces air filters, oil filters, fuel filters, hydraulic
filters, and other filtration products. They also offer thermal management solutions
such as cooling and heating systems for vehicles and industrial applications. Their
products are used in a wide range of industries, including automotive, agriculture,
construction, industrial manufacturing, and more, to improve the quality and efficiency
of fluid and air filtration processes
UNIVERSAL FILTER ITALIANA PVT LTD

2.3 vision mission and quality policy:-

Vision:

What we want to accomplish: UFI Vision Be the trendsetter in the world of filtration and
thermal management.

Mission:
 Our mission is to create innovative and sustainable solutions in filtration and thermal
management systems.
 We put our customers first and aim to provide them with exceptional quality products to
enhance the efficiency of their applications.
 We believe in a business ethic of continuous improvement and mutual respect, which
begins inside the Company and extends to our customers and suppliers with equal
importance.

Quality policy of UFI filters:

Our Group Quality Policy is Customer First and continuous improvement of Company
Performances. For reaching these major goals, we apply a World Class company approach
based on the control of all processes and Zero-Defect concept. This Policy ensures a full
Customer Satisfaction and sustainable compliance with all applicable statutory requirements
including sector specific standards and specifications.

We defined and implemented a documented Quality Management System designed in

accordance with all the most important and recognized international standards for the sectors
in which we operate. This Quality Management System is continually improved to have a -

,
UNIVERSAL FILTER ITALIANA PVT LTD

world wide common culture within UFI Filters Group. We commit to deploy and implement
this Policy through all UFI Group sites.

Workflow model:-

,
UNIVERSAL FILTER ITALIANA PVT LTD

Product/service profile:-

The product of UFI filters is manufactured in India but those are only exported. Only few
clients are there for UFI filters in India they are dealers of Maruti Suzuki, Tata, and
Mahindra. The major customers of UFI filters are Volkswagen, fiat, General Motors, Nissan,
Piaggio, JCB

Oil filter – gm:-

Fig. 2: oil filter - GM

Functions:
• Filtering of oil

• It removes impurities such as carbon residue and metal particles from engine oil

,
UNIVERSAL FILTER ITALIANA PVT LTD

Black housing fuel filter euro-6:-

Functions:

• It filters oil in the car and all other vehicles.

• It screens out dirt and dust particles from the fuel.

• It makes fuel running smoothly to the engine.

Fam b:-

,
UNIVERSAL FILTER ITALIANA PVT LTD

Fig 4.Family-b
Family-b
Functions:

• It acts as cooler system.

• It removes contaminants from the engine oil.

Fuel filter graffatto:-

Fig. 5: fuel filter graffatto

,
UNIVERSAL FILTER ITALIANA PVT LTD

Oil filter Porsche:-

Functions:

• Removing dust from the oil.

• Decrease the likelihood of internal damage or additional costly repairs.

Achievements/awards:

,
UNIVERSAL FILTER ITALIANA PVT LTD

UFI Filters has already chosen to be certified according to ISO 14001 for several years, to
keep the environmental impacts of its activities under control, and systematically seek
improvement in a coherent, effective and above all, sustainable way, our certificates also
concern the quality management systems (ISO9001), IATF16949, EN/AS9100,
AQAP2110) as well as health and safety (OHSAS18001, ISO45001).”

Awards:
The company has received the award of international supplier excellence award from
general motor in 2017. The company has received the award of Achieving ZERO PPM
AND ZERO WARRANTY award from Fiat India automobiles PVT.LTD

2.6 Future growth and prospects

1. Planning to open some more branches in India in future.

2. Recruitment of more skilled and qualified fresh students for the jobs.

3. Planning for joint venture with other oil and fuel filter companies.

4. Planning to provide best salary system and facilities to the employees.

5. Promises to manufacture highly qualified products.

,
UNIVERSAL FILTER ITALIANA PVT LTD

6. Promises to import good technology to the company.

7. Plans to hire women employees.

8. Plans to have more customers in India.

9. Plans to double revenue per annum.

10. Plans to have still good infrastructure facility in future

,
 Chapter 02

Figure 9: Employee Relations

What are Employee relations: -

Employee relation, or “ER”, refers to the relations between an employer and

its employees. In an organisation, it is typically an HR professional's duty to
work toward developing and managing employee relations. These
professionals may require resolving issues between the two to maintain a
relationship.Employees are an important part of an organisation. Employers
often make efforts to ensure that they maintain healthy relations with their
employees to maintain a positive workplace environment.

Why Employees Relations is important: -

They are a relation which forms a strong foundation of trust between and
company and its employees. When the works feel seen and included, they tend
to reciprocate this respect with hard work and loyalty towards the company.

Negative employee Relations affect business performance which further

leads to unmotivated employees and absenteeism. And affects on overall
turnover.
Examples of Employee Relation issues: -

Employee benefits violation: -Some employees may try to take advantage of

their company's generosity by Misusing Company policies related to health
insurance or other benefits. Employers should put strong safeguards in place
so these scenarios don't occur, but it can sometimes be hard to tell which
employees are violating the rules until after they file a claim for benefits.

Employee wage Theft: - Many companies fail to reimburse workers for

expenses incurred on behalf of their employer. Employee relations issues often
occur when an employee refuses to pay back the company for a cash advance
that was initially given to them or reimburses the company at a significantly
lower rate.

Employee Sexual Harassment: - Sexual harassment is considered one of the

biggest threats to employee relations, especially when it occurs in the
workplace. Employee is expected to hold mandatory training sessions about
sex discrimination in the workplace.

Pay Disputes: - Inadequate pay is one of the most common causes of

employee grievances. Small business owners often have limited resources for
payroll, making it difficult to give raises across the board during annual
performance reviews. In these situations, employees may feel undervalued and
become discourage. Employee relations issues may arise when a portion of
workers receive wage raises while others do not.

Ways to Improve employee relations: -

Encouraging Communication: -Open communication allows employees to

express their concerns to the company. It is a good way of strengthening
employee relations.Open communication within the organisationcan benefit
the company to communicate any decisions or changes within the organisation
-that may affect employees. This way, employees can stay prepared for the
change and limit the number of small, immediate changes they may require
making.

Engaging in Activities:- It is beneficial for an organisation to engage and

involve its employees in making certain decisions. For example, a company
can take a survey asking its employees to suggest areas of improvement in the
workplace. The company can then implement the changes based on the
responses it receives from the employees. This way, the company can improve
its workplace and the employees may feel involved and respected. Employee
is an important part of any organisation and vital role in its development.

Conduct Regular team meetings: - Conducting regular team meetings is also

another good way of developing employee relations. Managers can set up
Quarterly or monthly meetings with all the team members.It can serve as an
open platform for them to discuss any small or big problemsthe meeting can
be to discuss problems an employee may have. Managers can start and end the
meeting positively, ensuring that all members are comfortable sharing their
concerns or contributing to finding a resolution to another team member's
issue.

Organizing Events: -Organising events can be a good way in which

companies can develop and maintain employee relations. Celebrating
birthdays, festivals or achievements can help in developing a bond between
managers and team members. Doing this regularly can improve overall
employee relations at the organisations. Employers can also organise team
bonding activities, including games and team trips. This can ultimately
develop healthy employee relations. It may also help improve the performance
of employees.
How Are Employee Relations improved at UFI LTD: -

 Treat everyone equally.

 Delegating responsibility to employees

 Show respect towards every employee because not only is it good for
morale but it will encourage others to work with you as well

 Recognition and rewarding good performance with incentives

 Minimizing the number of changes a company incurs over time

 Having open communication lines

 Encouraging an environment of trust between managers and

subordinates

 Maintaining consistency in decision-making processes throughout all

levels of management

 Keeping employees informed on company matters such as policies,

procedures, goals, successes, failures, compensation plans, etc.

 Creating opportunities for growth (i.e. job rotation or delegation of

tasks) within an organization or department

 Set up weekly meetings with each group or department to check their

progress and come up with new ways of doing things together;

 Check-in with employees to see how they are feeling or if there is

anything you can do for them
 Figure 10: Conflict Resolution

What is Conflict Resolution: -

Conflict resolution is the process that two or more parties use to find a
common solution to a problem which satisfies both the parties. Conflicts can
occur between co-workers, clients, and customers.Conflicts are natural in both
personal and professional relationships, and you shouldn’t try to find a way to
avoid conflicts.

Why is Conflict Resolution Important?

In the workplace, having poor conflict resolution skills can reflect very
negatively on your organization.It can have larger argument that could have a
significant impact on the relationship between the two parties and the overall
turnover as well. Conflict resolution also means that issues will get resolved
much faster, which can lead to greater efficiency in the workplace. Rather than
dwelling on an issue for hours or even days, you can resolve the issue quickly
and effectively so everyone can get back to work.A poorly handled conflict
can lose your business time and money, while conflict resolution can improve
your colleague relationships.
Different types of Workplace Conflict: -

Figure: 01 Different types of workplace conflict

HR Role in workplace conflict resolution: -

HR plays a vital role in workplace conflict resolution. HR professionals should

possess the skills, knowledge, and resources to facilitate conflict resolution
and foster harmony among employees.

HR can actively work towards establishing a culture that encourages open

communication. By promoting transparency and providing employees with the
necessary channels to voice their concerns, HR departments can prevent
conflicts from Increasing.Regular team meetings, suggestion boxes, and
anonymous feedback systems are some methods HR can employ to ensure
employees feel heard and valued.
HR can organize workshops and training sessions focused on conflict
resolution skills. Topics such as active listening, emotional intelligence,
negotiation techniques, and problem-solving can be covered.

Important Conflict Resolution Skills: -

Figure 11: Conflict Resolution skills

Active Listening: -Active listening refers to listening focusing on what the

other person has to say, staying quiet as they speak, and listening to things
from their perspective.

Communication: - Clear communication talks about a person clearly

communicating their thoughts and perspectives so that there isn’t any room for
misunderstandings and confusions in a workplace.

Don’t Place blame: -Before pointing a hand at anotheran employee should

analyse their mistakes and try to correct them and be willing to communicate
and hear openly.

Remaining calm: - throughout the Conflict an employee should stay calm and
composed as reacting impulsively might not be the solution and may not help
in finding a cordial solution to the problem. And further affecting the quality
of employee relationship
Collaboration: - In a conflict, both parties often believe they’re in the right,
which is why it’s important to collaborate and find common ground and
compromise. Conflict resolution is a joint effort. You can’t expect one party to
come to the solution all by themselves

Causes of conflicts at UFI LTD:

There are zero percentage causes for conflict, because UFI LTD works on R
and R basis, which stands for Reward and Recognition. And there are several
committees formed to answer the queries of different departments, such as
safety committee, workers committee, ERT (Emergency response team)
committee, canteen committee, POSH committee (Prevention of sexual
harassment). Because of which the chances of conflict are close to zero. Every
department takes their duties and responsibilities very seriously which
recognised by the higher managers in the organisation, leadings to employees
being rewarded for their good works.

Research methodology:

Research means it is a systematic study of our knowledge. It is conducted to

the HRM of UFI Limited. To have findings and to give suggestions the
research is conducted Research methodology is an art as well science. It is the
study how research is conducted in the best manner. And it is the procedure by
which a researcher conducts his research by analysing describing, explaining
and predicting the things is called as research methodology.

The data required for the project was collected between 3 may 2024 and 31
may 2024. The research was conducted in UFI India PVT LTD

 No of employees: 143
 Sampling unit: Individual employee at UFI
 Sample size: 20 employees
 Sampling technique: Convenience Sampling Techniques
 Tools used: Google sheets by using tabulation and graphs, MS word,
Google forms.

 There are two types of research

 Primary data
 Secondary data
1) Primary data: - Primary data or first-hand data is collected through
having personal interaction with the company HR Executives,
Plant Head and through Observations and Questionnaire. This data
is collected through direct efforts and experience for the first time.
 Methods of colleting primary data
 Observation
 Questionnaire
 Interviews
2) Secondary data: - Secondary data was collected from the UFI India
Private Limited website. It wasn’t as time and energy consuming.

 Methods of collecting secondary data

 Company websites
 Internal Records
 Chapter-3
Data analysis and interpretation: -

1) Department of employees:-

Departments Respondents Percentage

Human Resource Management 2 10.0%
Production department 5 25.0%
Finance Department 6 30.0%
Supply Chain Management 3 15.0%
Quality Department 2 10.0%
Information Technology - -
Industrial engineer - -
Maintenance Department 2 10.0%
Total 20 100%
Interpretation:- The data presented in the graphs shows that UFI India PVT

LTD has a total of 8 departments, based on a sample size of 20 employees.

The human resource department has the highest number of respondents in this
study, which is limited to HR Department.

It’s important to note that there are several other departments that contribute to
smooth functioning of the organization.

2) Gender?

Marital Status Respondents Percentage

Male 10 50.0%
female 10 50.0%
Total 20 100%
Interpretations:-

3) Are you satisfied with overall management in UFI LTD?

State Respondents Percentage

Yes 16 80.0%
No 4 20.0%
Total 20 100%
Interpretation:- From the above charts we understand that the greatest
number of respondents.
4) What is your employment status?

Languages Respondents Percentage

Permanent 7 33.3%
Casual 2 9.5%
Contractual 11 57.1%
Other - -
Total 20 100%
Interpretations:- From the above charts we understand that there are 57.1%
of respondents on a contractual basis and 33.3% on permanent basis and there
are 9.5% respondents on a casual basis.
5) Which state do you belong to?

State Respondents Percentage

Karnataka 14 70.0%
Bangalore 6 30.0%
Pune - -
Total 20 100%
Interpretations:- From the above charts we understand that there are more
employees are belongs to Karnataka and other are from banglore which is 70%
and 30%.

6) Does your manager create a trusting and open environment?

Environment Respondents Percentage

yes 16 81.0%
No 4 19.0%
Total 20 100%
Interpretations:- The high percentage.

7) Is your manager responsive to your ideas, request, and suggestions?

Responses Respondents Percentage

Yes 17 81.0%
No 3 19.0%
Total 20 100%
Interpretations:- From the above charts we understand that 81% is yes and
19% is no then it is indicates that the high level of openness and receptiveness
to your ideas,request, and suggestions. This suggests a manager who is likely
supportive, collaborative and willing to consider different perspective.
8) Do you feel comfortable while you giving feedback to your employer
about work related matters?

Responses Respondents Percentage

Yes
No
Total 20 100%

Count of how do you feel about training and development

programmes offer here:
Interpretations: -- From the above charts we understand that the respondents
who are satisfied with the training and development programmes offered here
are 55.0% whereas not satisfied are 25.0% and neutral are 20.0%.

9) At what level the conflict occurs in your organisation?

Responses Respondents Percentage

Top level
Middle level
Bottom level
Zero level
All level
Total 20 100%

Count what aspect of the company culture you dislike:

Interpretations:-

10) When approach your manager with a problem, do you trust they will
listen?

Responses Respondents Percentage

Yes
No
Total 20 100%
Count of what are the common causes of conflict in UFI limited:

Interpretations: - From the above charts we understand that the common

causes of conflicts are communication issues with 25.0% and difference with
opinions with 50.0% and personality clashes with 25.0% making
communication issues the common cause of conflict.

11) Which of the following activities would improve employee relations in

your opinion?

Responses Respondents Percentage

Team building exercise
Regular team meetings
One – on –one sessions with
supervisors
Employee recognition programs
Total 20 100%
Count of how smooth was the requirement process in your current
position:

Interpretations:-

12) What factors do you think contribute to positive work environment?

Responses Respondents Percentage

Trust between employees and
management
Work life balance
Good benefits package
Opportunities for career growth
Total 20 100%
Count of do you feel you are fairly compensated based on your skills
in your current position:

Interpretations:

13) How often are team buildings activities organized in your workplace?
Responses Respondents Percentage
Rarely
Occasionally
regularly
Total 20 100%
Interpretations:-

14) How will you rate your manager’s ability to set clear goals for the
team?

Responses Respondents Percentage

Below Satisfaction 8 40.0%
Exceeds expectations - -
Can be better 3 15.0%
Good 9 45.0%
Total 20 100%

Count of how will you rate your manager’s ability to set clear goals
for the team:
Interpretations:-

Chapter-4

Findings:

 It is observed that conflict is not always bad. And company should try
to resolved conflicts at workplace as it creates greater bond.

 It is observed that there is zero percentage of conflicts at UFI LTD

because they are providing adequate facilities and benefits to their
employees and there is a good relationship between employer and
employee.

 It observed that employees have more than 2-5 years of experience.

Which sheds more light on the staff turnover ratio of the company?

 It is observed in the survey that there is good relationship with the

trainer and the trainee.

 It is observed that most of the employees have opportunity to have

self-development and skill development as well.
 It is observed that communication can act as a barrier when it is not
inclusive and it is an effective tool to maintain good relationships in an
organisation.

 It is Important for the management to understand their labour force.

 It is observed that most of the employees did not receive conflict

resolution training or education.

 The UFI Belgaum branch consist of 8 branches mainly Human

Resource Management, Production department, Finance department,
Supply chain management, Quality department , Information
Technology, Industrial engineer, Maintenance department.

 The employees on role 29, off role 90, staff 24 in UFI PVT LTD.

 The referrals and social media are the two most used way of
recruitment in UFI limited.

 It is important for the manager to set clear goals and it is observed that
the employees of this company are satisfied with the manager’s ability
to set clear goals towards achieving the organisations goals.

 Where some of the employees are satisfied with their Amount of

compensation there are 30% of the employees who still remain
unsatisfied.
  The training and development programmes play a vital role in the
employee on boarding and every company should have an excellent
training and development programme.

 It is observed that the employees from different background as well are

trained and welcomed in the organisation.

Suggestions:

 Organisation should train mangers in case of conflict management.

 Organisation should take an active role in their career development.

 Organisation should take necessary majors to make employees have

good relationship.

 Organisation should understand and satisfy their labour force as it

keeps the employees engaged in work and therefore generates more
turnovers.

 Limitations:

 The primary data was time consuming

 There was a language barrier which was making it hard to understand.
 The study was limited to UFI PVT LTD Belgaum.
 Due to time restriction and workers busy schedule the interaction was
insufficient.

Conclusion:

After analysing various aspects of employee relations and conflict

resolution of UFI Filters it can be concluded good employee connections
is the most important factor.

In UFI Filters the dynamics of Employee Relations and conflict

resolution play an important role in shaping the overall workplace and
determining the success of the business. Employees are the backbone of
the organisation and fostering positive relationships between
management and staff is essential to ensure a harmonious and productive
workplace. Creating a work culture that minimizes conflict and
addresses workplace conflicts can prove to be extremely beneficial.
Strong employee relations contribute to a positive and uplifting
atmosphere. When employees are engaged and enthusiastic about their
work, they are more likely to collaborate, offer creative solutions and
take pride in contributing to the organisations success.

A work Culture that encourages open communication and collaborations

fosters an environment where employees feel comfortable sharing ideas
and expressing their creativity. As such an atmosphere is conducive to
 innovation, leading to the development of new and ground breaking
solutions. That can drive the organisation forward.

Bibliography:

• Company Manuals, broaches

• Personal interview with external guide

Websites:

• www.ufi filters.com

• www.wikipedia.com