INTRODUCTION

An organization is a place which is been created by an individual or a group of people to acquire

some vision by coordinating individuals in a platform where they can work together to deliver
their best performance. It is required to have a positive ambience for the employees to work
productively in order to develop a fealty concerning the organization.

To stick an employee for a longer duration of time in an organisation and to exact the best out
of them, work culture is required and plays an important role. Organization should provide a
pleasant surroundings to the employees to focus on their job instead of intrude into others work.
An employee is said to be the lifeblood of the organization and to retain them in the
organization is one of the most vital task for employers. There should be a positive ambience
or rather working condition in organization so that only they can work in a healthy
environment. A productive employee will be a satisfied one and if any grievance is shown by
the employees it might effect in his work. Hence all organization is providing first concern to
retain their employees which improve satisfaction by giving some facilities which gradually
results in high productivity. Maximum level of satisfaction of employees shows that they are
happy about their employer and organization as well.

Employee satisfaction can assess to state of mind of a person considering the nature of their
job which is effected by the different factors such as the connection with the supervisor,
working environment’s quality, the extend of fulfilment of their job and so on. All these give
a collective definition of job satisfaction involving emotive responses, effectiveness, and
measuring emotions or attitude and explain whether that is positive form resulting from the job
appraisal. Job satisfaction is an outcome of employee experience of how the employee
expectation meets the reality or rather the nature of the job and is viewed as important.
Generally here, three accepted components to job satisfaction are there. First, job satisfaction
is an cognitive thing to a situation of job which is tangible. Second, job satisfaction sometimes
is evaluation by how much the results meet the desires of employees. For example, if the
employees in an organization feel that they work hard comparing to others but still getting low
or no rewards, automatically grows a negative attitude towards either to the work or to the
colleagues as they are highly dissatisfied. On the other hand if the employees are feeling that
they are paid equally, automatically they grow a kind of pleasant opinion on the wok. Third,
job satisfaction implies on some connected viewpoint.
Factors affecting jobs are the main factors of job satisfaction, which may be challenging work,
colleagues, learning and personality. The tasks which provide maximum satisfaction to
employees are skill variety autonomy and significance. Any one feels like bored when the job
is damn easy and routinezed but there are no. of who are enjoying those kinds of jobs also. The
job characteristics have also the equal importance in satisfaction giving. Pay system, suitable
pays, equal pay for equal work, promotion direction etc are the factors of satisfaction. Clarity
in promotion, undivided process of management, influence and prestige are some other factors
for providing job satisfaction.

Forcing conditions also influence the status of employee satisfaction. Under helpful condition
working, workers prefer to work hard while in a negative atmosphere people neglect to work
hard. Forcing situation of work not only includes the materialistic but also the working
connections in an organization. Situations include the light, air condition, a fine computer and
a fresh aroma. All these factors will boost the employee’s working capacity. The relationship
in the middle of the management and employee has also a vital role to play. In case the
management is supportive and friendly, job satisfaction will be high. If the opinions of
employees are considered then they feel satisfied. Personal opinion and perception are the
components of employee satisfaction which should consider while boosting up people to reach
at job satisfaction. Feedback and autonomy are the two important job related encouraging
factors. A current study has found out that career development is a vital factor to both youth
and old employees. Supervision is another equally important term in job satisfaction, which
seems to have two variables of supervisory style which affect job satisfaction. One is
consideration, which is evaluated by the extent to which a supervisor cares an employee. In a
common manner it is demonstrated in methods such as checking how effective the employees
are working, giving councilling and reinforcement to the individual and communicating them
in office and personal level. The other measurement is cooperation or impact as shown by the
chiefs who enable their kin to take an interest in choices that influence their very own
occupations. In most case, this methodology prompts higher fulfillment. The other source of
job satisfaction is the support of co-workers especially a team which serve an individual
support, comfort, advice and assistance to individuals.

To the general public and in general just as from an individual workers point of view, work
fulfillment all by itself is an alluring result and is imperative to know, if by any stretch of the
imagination, fulfillment identifies with results variable. For instance, if the activity fulfillment
is high, will the representative perform better and the association be increasingly powerful? On
the off chance that the activity fulfillment is low will there be execution issues and inadequacy?
The accompanying substance inspect the essential of these. Most expect fulfillment and
execution a positive relationship. The exploration to the date demonstrates that there is no solid
heredity among fulfillment and execution. Applied, methodological and observational
investigation have addressed and contended against these outcomes. The best end that we can
touch base at is that fulfillment and execution has a relationship. The relationship might be
more unpredictable than others in hierarchical conduct. For instance, there might have directing
factors, the most essential of which is remunerate. On the off chance that individuals get the
reward they feel that merit, they will be fulfilled and is probably going to result in more
prominent execution.

Royal Enfield is one of the moat familiar brand and highest selling bike inside and outside
India(USA, Europe, Australia and so on). It is the oldest motor cycle band and one and only
brand still going in continuous production for a time span of three centuries. Royal Enfield had
been used in end number of situations such as warfare, in dirty tracks and for racing also. The
motor cycles had been sold in India from the year of 1949 and in 1955, the government of India
looked for a matching motorcycle for the police and army, for use patrolling the country
boarder and selected Royal Enfield as an apt one for this purpose. There is a motor cycling
culture cultivated in the brand. There are a variety range of products that had been launched by
the company during different years and those widened product range have customers of
different status, who are evolved during times. Royal Enfield is an emotion rather than a brand
to customers. It might be the one and only brand that did not done marketing for its products
as everybody is well known about the brand. Now they have been implemented a marketing
strategy called RECODE (Royal Enfield Customer Oriented Dealership Experience)aiming
customer satisfaction and employee retention as well.

Employee satisfaction plays a critical role in making an organization to withstand strong and
cultivate the employee skills and abilities as well which make them loyal to the brand or rather
company along with retaining them in the company. Employee satisfaction, in Royal Enfield
happened because of the positive impact on employees as an aftereffect of RECODE. For this
sole purpose they had implemented some strategies also which decreased the work load of
employees resulted in positive satisfactory level. Keeping the existing employee happier is a
big task to the employer. Before RECODE came into existence the employees in the
organization was less satisfied because of several reasons. In this aspect study is organized and
done with special reference to RECODE and its impact on employee satisfaction. A company
can acquire profits only when it has a very good employee power that are able to care the
offered product and services of company that is offered to the customers.

INDUSTRYPROFILE

Automobile industry is one among the huge and largest industries all over the world. It is one
of the major job generating and revenue providing sector which steer the economies of
superpowers in the world. The automobile industry of India has grown by giant strides as long
as the advent of the liberalization era, especially the two wheeler segment. Liberalisation
resulted in the foreign players’ entry into the Indian market. In 1950s two wheeler segment in
India was dominated by Automobile Products of India (API) and Enfield. And then towards at
the end of the 1950s Bajaj Autos started importing Vespa scooters from Piaggio, an Italian
company. API and later Bajaj are the dominated scooter products in the market at those
decades. In 80s, in India, the entry of Japanese companies happened which opened the market
to non-Indian companies. Hero Honda and TVS Suzuki was manufactured and formed during
this particular period of time. Still the market was ruled by scooters where Bajaj and LML were
the brands which were in leading position. Japanese companies not only made tie up with the
companies of India to produce the available products but also introduced some latest
technology resulted in the ever defeating 100cc bikes with 4 stroke engines which was very
fuel consistent. These propelled in India which turned out to be profoundly effective as they
given a modest and reasonable methods for transport to each one of the individuals who
couldn't purchase a vehicle. The prospering white collar class accepted this open door and thus
the bicycle deals in India started to develop exponentially year on year prompting Hero Honda
turning into the pioneer in the bike business in India and furthermore the biggest maker of bikes
on the planet. Post 90s was the time of progression and debilitating of prohibitive measures.
The Indian government went on an overdrive to help the business and all FDI guidelines and
permitting was been nullified. 100% FDI was permitted in the car business and the extract
obligation was likewise extensively marked down to its present dimension of 12% on bikes,
joined with the rising fuel costs, the expanding unimportant livelihoods of family units, simple
access to back, and so forth which prompted bike industry turning into the foundation of the
vehicle business in India. As per Society of Indian Automobile Manufacturers, insights of 2009
– 2010, two – wheelers include 76.49% of piece of the overall industry among the vehicles
created in India. The creation offer of bikes is like the piece of the overall industry and the
business contains nearly around 74% of the complete autos delivered in India. Our nation rose
as Asia's fourth biggest exporter of autos, behind Japan, South Korea and Thailand. Traveler
autos and utility vehicles, business vehicle, bikes and tractors portion are the vehicles in Indian
car division. For most recent couple of years, the all out market size of the auto division in
India is around Rs. 540 billion and has been developing at around 8% per annum. Afterward,
the traveler autos and business vehicles section has likewise observed a decent development
because of high limits, lower financing rates and a pickup in modern action. Maruti Udyog
Ltd., General Motors India, Ford India Ltd., Eicher Motors, Bajaj Auto, Daewoo Motors India,
Hero Honda Motors, Hindustan Motors, Hyundai Motor India Ltd., Royal Enfield Motors, TVS
Motors and Swaraj Mazda Ltd a.re the significant car producers in India with which the
economy developing at 9% per annum. As acquiring power expanded there has been a
persistent increment popular for vehicle and alongside being the second biggest populated
nation, car industry in India, can be said to be a promising one which creates benefit.

INDIAN TWO WHEELER MARKET

Lambretta bike is the oldesst bike demonstrate, which was supplanted with the whirlwind of
lively bike models. Indian bike industry has seen the adjustment in the manner in which they
see the market. Bike makers are bringing new items with various highlights for contending in
a developing shopper market and they has now developed into the second biggest maker of
bikes on the planet. For the time being there are nearly around 10 bike producers in the nation
and they are Bajaj, Hero, Hero Honda, Honda, Mahindra/Kinetic, Royal Enfield, Suzuki, TVS,
and Yamaha individually. As a result of poor open transport framework, the residents
discovered comfort in bikes and a normal Indian still does not have the acquiring limit with
respect to an increasingly costly, four wheeler and these elements become the purpose behind
the development of bike portion. The Indian bike enterprises can be fragmented into cruisers,
bikes and mopeds. At the point when the requirements and inclinations of customer has
transformed, they have moved from mopeds to bikes and after that to bikes. The patterns
incorporate the females utilizing the bikes for their own utilization. One of the most punctual
transformations in this industry was Kinetic's 5 presentation with electronic/self-begin and
programmed gears which made bikes agreeable and useable by ladies. An ongoing pattern in
the business has been electric vehicles, which generally influence on their eco kind disposition
and low working expenses, yet was not acknowledged well before because of the absence of
trust on innovation and notoriety of the makers which is as yet being seen in the incipient stages
particularly if there should be an occurrence of battery and inverters which end up being
extravagant segments. But in this current scenario everyone is depending on two wheelers as
it has new features and is feasible to use for personal and office needs.

FUTUREPROJECTIONS

The Indian automobile industry is awaited to become as 3rd largest vehicle passenger vehicle
market by 2021 over world. The production of two wheelers in India before was 3 million
and it took 7 years to reach at an annual production of 4 million motorcycles. And 5 million
is expected in next five years, which is depended on several factors such as economic
development, GDP growth rate, on going urbanization and regulations and policies. Currently
the automotive sector contributes almost 7% to India’s GDP in which there has a aspiration
by automotive mission plan 2016-26 to increase it by 12%.
It gives the idealistic view about the business and the general business indicates positive
developments which prescribe the speculators to keep a decent watch on the real's players to
profit as far as profits for their ventures.

COMPANY PROFILE

Royal Enfield India Ltd

Great scooters with ability for relaxation riding is what the thing which Royal Enfield bicycle
depend on, and Royal Enfield drives this portion of the Indian market significantly. Its
dazzling scope of bike joins particular styles with power, riding solace and toughness to
convey an extraordinary background of motorcycling.

The Beginning

The Enfield cycle association made bicycles, bicycles, lawnmowers and stationary
engines under the name Royal Enfield out of its works based at Redditch, Worcestershire.
The legacy of weapons manufacture is reflected in the logo including the firearm, and the
truism "Made like a firearm". Use of the brand name magnificent Enfield was approved
by the crown in 1890.

The History of the Company

 Mid nineteenth century England the firm of George Townsend and Co. Opened its portals
in the unassuming town of Hunt End, near the Worcestershire town of Redditch. The
organizations was had some expertise in sewing needles and machine parts. In the main
flush of big business, fluttering starting with one open door then onto the next, they risked
upon the pedal-cycle exchange. What's more, in 1893 its items started to brandish the name
'Enfield' under the element Enfield Manufacturing Company Ltd with the trademark 'Made
Like a Gun', the marquee was conceived.

THE INDIAN CONNECTION

The granddad of slug was 1st created by Royal Enfield in

1931: a 4 bibcock isolated chamber was presented, stated as "Slug" in 1932. This had a slanted
motor and uncovered bibcock cogwheel. 1935-G demonstrate was of principal that expected
the cutting edge appearence, with perpendicular chamber, discharge in overhead valve engine
burrow and in the end completely encased valve gear. It has an apparatus driven magneto and
twofold finished capricious oil siphon. Throughout the following couple of years the isolated
would wear 2, 3 and 4 valve chamber edges.

1948: Initial 350-slug light weight carrier was presented. In spite of the fact that it was
comparable from numerous points of view to the 1935-G display projectile, it was another
cruiser with many structure developments. That was principal Britisher’s generation bicycle
having a back fluctuating wing. It likewise has grease channel (having necessary slick tank in
crankcaese behind the wrench) & compound essential row case. That was 2 lid pushroad plan
in apparent style of unit having a gearlike box rushed to crankcas.

1949: Model had the unspring topmost mudprotecter.

1951: adjustments incorporate littler foremost curved guard and noise queller, composite
spedometer naselle and changed angle closes.

1952: a crankcace break or recess fixed in addition to a side stands. Preliminaries show gets
compound barrel. Clearly just 16350 shots made for the current year. A model 500-cc
demonstrate is appeared in an industry cruiser appear.

1953: the 500 cc roadster display is presented. The 350cc was moved up to incorporate
changes intended for 500cc better base over with four primary orientation, much better grease
framework, altered edge, bigger back braker, one pilot bulb under big headlight.
1954: another casquete replaced the head lamp section. The fumes edge and back seat and
stun are changed. The 350cc vehicle got an edge drag also difference. The 350cc got an edge
haul exchanged. Armstrongunits were received for interruption, giving 50 percentage greater
development

1955: Camshaft overhaul. The concentric kicks begin and rigging changes ever on the
gearbox, in addition to a mien channel process become different. Front stoppage gets a
double, complete thickness center point, and brake. The 350 get amonobloc carb. The benchy
(double) situate is presently standard, in spite of the fact that the isolated seat situate was as
yet accessible.

1956: Both models experienced a few enhancements in another casing and air channel
lodging, battery/toolbox bow. The motor got a more extensive drifting enormous end
bramble and barrels head exchange(separate rocker boxes held) and more grounded base
termination.

1957: Fast-separate back tyre presented as a choice. The channel manner was extended. The
350cc got a dynamo. The slug is presently completely fabricated in our country under the
permit, at Anna Salai; close Chennai.

1959: A tiny 17-inch tyres. Loop start. Discretionary flowing of air with more profound
before curved guard. Angles changed. Ovalshaped oil siphon spread plates on 500cc. 30cc
got bigger, re-formed 3.75-gallon air container, chain walled in area and bigger, more
extensive 7inch front stopper. Newly polished gastank, preliminaries display gets heavier fly
wheels, and fumes is concealed, however proceeds with magneto.

1960: gigantic, one - piece amalgam barrel head (enormous head) throwing in addition to
new, bigger 'thick' container for 500. It was likewise the motor plan utilized for the India
Enfield projectile, loop start is presented. The Royal Enfield fierceness, created as of now
for the US advertise, is basically similar bicycle as the Bullet, fit for coming to the 100 mph
mark.

1961: separable finishing point - top fishtail mute pedal, preliminaries demonstrate ceased
aside from by unique request.
1962: more profound back curved guard. Both 350 and 500 models suspended. The UK
Company in London was sold in 1962 and the projectile line stopped. Enfield India kept on
producing shots simply the manner like before maded in England.

THE EICHER CHAPTER

In 1990, Enfield India went into a vital union with the EICHER Group, and later converged
with it in 1994. It was amid this merger that the name Enfield India changed to Royal Enfield.
The EICHER Group is one of India's driving car bunches with enhanced interests in the
production of Tractors, Commercial Vehicles, Automotive Gears, Exports, Garments,
Management Consultancy and Motorcycles. From that point forward, the Company has made
extensive interests in modernizing its assembling innovation and frameworks.

In 1996, when the Government chose to force stringent standards for emanation Royal Enfield
was the main cruiser producer to go along, a convention which has stuck on consequently
making outflow standards being a standout amongst the most imperative factors the
organization centers around. Regal Enfield is among the initial couple of Indian organizations
to get the WVTA (Whole Vehicle Type Approval) for meeting the European Community
standards.

HIERARCHY
 Business Markets India
Head

Retail Excellence After Sales Dealer

Head Zonal Heads development, National Marketing
Head Manager GMA
Sales Planning Head
and
Automation
Head

Regional Heads

RECODE
Champions

Area
Managers
 Allocation
Executive
Store Head Cashier - Store
Finance
Head Sales CRT Manager
Insurance
Executive
Delivery Manager
PDI
Gear Executive
MD/CEO

Delivery Executive
Sales Manager Sales Executive
RTO
Web/Tele
HR, Admin & Fin
Executive
Cashier -
Workshop

Parts Manager Parts Picker

Service Advisor
Head Service
SME, DEO

Accident

Works Manager PDI

Warranty
Technicians
Floor Supervisor
Washer Boys
FQI
VISION OF THE COMPANY

➢ CS#1 : No.1 in customer satisfaction via product quality and customer experience.
➢ Protect and grow our bastion, India : Grow mid-size market , become no.1 in
>125cc/PST, best premium distribution of two wheelers in India >1 million in 2019-
20
➢ Play to win globally: Second position in mid-sized motorcycles in Thailand,
Indonesia, Brazil, Colombia by 2020-21
➢ Extend Royal Enfield product portfolio and business : Renovations and
innovations that will enhance our motorcycle range in the above highest priority
markets, 20%contribution to the top line via non new motorcycle sales
➢ Own the ‘pure motorcycling experiences’ space globally, harness the eco system

MISSION OF THE COMPANY

Ride, Ride More, Ride Pure………….

Ride: call the people for an uncontaminated motor cycling

Ride More: Nudge proprietors to expand their interest in this brilliant interest

Ride Pure: Partner with riders for whom unadulterated engine cycling turns into life's
interest

QUALITY POLICY

To produce quality bicycles that are notable worldwide for their dependability and strength
cutting edge foundation is required, and that is exactly what Royal Enfield has done at their
Chennai fabricating office. A working in-house R&D section is dependably at work to meet
changing customer tendencies and the challenges inside and outside condition standards. While
presenting another item, this group attempts all related arranging which incorporates a thorough
client contact program, plan, simultaneous building and testing forms. The Bike architecture
amass at Royal Enfield is especially equipped with top notch CAD/CAM workstations and the
latest showing programming. First rate creators work constantly to think of imaginative
bicycles structures to meet the market desires. Reliable exhaustive testing of cruisers and parts
is done in the Product Development testing lab to come up with more improvements in
redesigning the client involvement.
ROYAL ENFIELD STATURE TODAY

STRONGER MANUFACTURING CAPABILITY

• Current capacity of 650,000 units.

• 900,000 units with the addition of vallam vadagal plant.

CONSISTENT SALES PERFORMANCE

• 9 times growth since 2012 from 109,900 units to 444,527 units.

• 10 times growth in part sales revenue from 54 cr in 2010 to 550 cr in 2016.

WIDER NETWORK

• 3-times growth in dealership from 2010.

• Global footprint with 12 exclusive stores. • 650+ stores in all major towns.

GROWING FRATERNITY

• Our Celebrity fraternity—Mohan Lal, Nana Patekar, Gul Panag, Aditya Roy, Varun
Dhawan and many more.

PRODUCTS AND SERVICES

1.BULLET

KEY RIDER BENEFITS

• Majestic Riding Stance: Upright riding stance, legendary engine thump.

• Dependability: War-tested rigidity & sturdiness.

• Iconic Design: Laid-bare engine, hand-painted fuel tank, hand-crafted chroming.

VARIANTS

• BULLET 350
• BULLET 350 BULLET 350 ES BULLET 500
• BULLET 500
• BULLET ES
COLOURS

• Black Marsh Grey

• SilverBlack
• Forest Green
• Maroon
• Black
• Blue

TECHNICAL SPECIFICATIONS

BULLET 350

• Expulsion: 346cc

• Maximum capacity: 19.8 bhp

• Max Torque: 28 Nm

• Fuel Supply: Carburettor

• Tyre Size (Fr/Rr): 3.25x19/3.25x19

BULLET 500

• Displac.ement: 499cc

• Maximum Power: 27.2bhp

• Maximum Torque: 41.3Nm

• Fuel Supply: Electronic Fuel Injection

• Tyre Size (Fr/Rr): 90/90-19/120/ 80-18

Addition over Bullet 350

• Electric Start System

• Front disc brake • Twin gas charged shockers

• Automatic Headlamp On (AHO)

Addition over Bullet 350 ES

• More powerful 500cc UCE engine

• Headlamp Casing

• 18” rear tyres

• New Pillion Grab Rail

2.CLASSIC

KEY RIDER BENEFITS

• Style: Authentic post-war detailing, vintage graphics, old-world colours.

• Ride-ability: High torque at low RPMs, allowing for effortless hill-climbing or daily
commuting.

• Comfort: Single seat with springs.

TECHNICAL SPECIFICATIONS

CLASSIC 350

• Removal: 346cc

• Max Powr: 19.8 bhp

• Max Torrque: 28 Nm

• Fuel Supply: Carburettor

• Tyre Size(Fr/Rr): 90/90–19/110/ 90-18

CLASSIC 500

• Expatriation: 499cc

• Maximam Power: 27.2 bhp

• Max Torque: 41.3 Nm

• Fuel Supply: Electronic Fuel Injection

• Tyre Size(Fr/Rr): 90/90-19/ 120/80-18

COLOURS AVAILABLE IN CLASSIC 350

• Redditch Blue
• Chestnut
• Redditch Red
• Silver
• Redditch Green
• Lagoon
• Ash
• Black

COLOURS AVAILABLE INCLASSIC 500

• Classic Silver
• Classic Black
• Classic Tan

COLOURS AVAILABLE IN CLASSIC CHROME

• Classic Black
• Chrome Graphite
• Chrome Green

COLOURS AVAILABLE IN CLASSIC 500

• Desert Storm
• Squadron Blue

3. HIMALAYAN

KEY RIDER BENEFITS

Built for Adventure

• Handling (frame, suspension), Off-road Ability (upswept silencer, ground
clearance), Tyres (dual purpose, telescopic front wheel).
Touring
 • Ergonomics (seat height, foot-peg & handlebar positions), Touring fitments
(luggage, LCD dashboard).

HIMALAYAN TECHNICAL SPECIFICAIONS

• Displacement: 411cc
• Max Power: 24.5 bhp
• Max Torque: 32 Nm
• Fuel Supply: Electronic Fuel Injection
• Tyre Size (Fr/Rr): 90/90-21/120/90-17

COLOURS

• Snow
• Granite

4.THUNDERBIRD SNAPSHOT

TECHNICAL SPECIFICATIONS
KEY RIDER BENEFITS
• Long range: 20-litres fuel tank.
• Touring ability: Projector Headlamp, Hazard light, instrument cluster with sensors.
• Comfort: Relaxed riding stance, well-padded bucket seat.

TECHNICAL SPECIFICATIONS

THUNDERBIRD 350

• Displacment: 346cc

• Capacity: 19.8 bhp

• Maxmum Torque: 28 Nm

• Fuel Supply: Carburettor

• Tyre Size (Fr/Rr): 90/90–19/ 120/80-18

THUNDERBIRD 500
• Banishment: 499cc

• Max Power: 27.2 bhp

• Torque in maximum: 41.3 Nm

• Fuel Supply: Electronic Fuel Injection

• Tyre Size (Fr/Rr): 90/90–19/ 120/80-18

5.CONTINENTAL GT

KEY RIDER BENEFITS

• Styling: Handlebars, seat, racer silhouette

• Handling: Frame, shock absorbers

• Ergonomics: Footrest, fuel tank, aerodynamic riding stance

• Safety: Brembo disc brakes, Pirelli Sport Demon tyres

TECHNICAL SPECIFICATIONS

• Displacement: 535cc

• Max Power: 29.1 bhp

• Max Torque: 44Nm

• Fuel Supply: Electronic Fuel Injection

• Tyre Size (Fr/Rr): 100/90–18/130/70-18

COLOURS AVAILABLE IN CONTINENTAL GT

• GT Red
• GT Black
• GT Green

Other than the motorcycles Royal Enfield decided to provide Gear and accessories which are
extremely useful for the customers those who are opting for riding and for normal usage as
well. The main motto for the introducing Gear is to create awareness about the products which
are available in all showrooms. Gear and Accessories are being divided into two parts which
are Gear and Genuine motor cycle accessories respectively. Products, its usage and benefits
are as follows:

PROTECTIVE GEAR

1) Jaisalmer Summer Mesh Touring Jacket

USAGE; Designed for the hot tropical weather; Unique mesh design.

BENEFIT: Good ventilation that ensures you stay cool in hot weather conditions.

2) Safari Touring Jacket

USAGE: Lightest jacket; Water resistant outer layer; Consists of high grade polyester &
cordura and ribbed stretch panels at elbows.

BENEFIT: High abrasion resistance that prevents damage to self and Jacket in case of impact;
Ribbed panels offer flexibility and a comfortable ride.

3) Explorer Black V2

USAGE: Heavy duty jacket and trouser for all riding needs; Two layers—outer protective &
inner thermal; Ribbed stretch panels at elbows and shoulder.

BENEFIT: Ideal for multiple weather usage; Ribbed panels offer flexibility and a comfortable
ride.

4) Kaza – Classic Adventure Touring Jacket and Trousers

USAGE: All-season, Three layers, Classic tour fit; Made of high grade polyester & cordura
on elbows; Ribbed stretch panels at elbows and shoulder.

BENEFIT: High abrasion resistance; Ribbed panels offer flexibility and a comfortable ride;
Jacket’s thermal liner can be worn as an independent apparel.

5) Darcha - 4 Season Touring Jacket and Trousers

USAGE: Made in partnership with Rev’it; Three layers, Made of high grade polyester &
codura on elbows; Wax protection, Ribbed stretch panels.
BENEFIT: High abrasion resistance that prevents damage, protection from rain; Ribbed
panels offers flexibility and a comfortable ride.

6) Short Riding Gloves

USAGE: Carbon Fiber Protection, Pre-curved Fingers, Sure-grip Palm, EVA Padding,
Adjustable Cuff.

BENEFIT: Extra protection to the palm; Pre-curved fingers; Prevents sweaty palms in the
summer due to ventilation.

7) Summer Riding Gloves

USAGE: Perforated soft leather, Pre curved fingers, Adjustable cuff, Sure grip palm with
EVA padding.

BENEFIT: Prevent sweaty palms in the summer due to ventilation, Pre-curved fingers offer
better comfort to your hands especially during long rides.

8) Honeycomb Gloves

USAGE: High grade leather outer shell, sensitive index and thumb finger tip, Sure grip palm
with EVA padding, Thermo-formed knuckle protector.

BENEFIT: High grade leather is durable and long lasting; Can be used to operate touch screen
devices; Pre-curved fingers offer better comfort to your hands.

9) Long Riding Boots

USAGE: Hook and loop mechanism of lace; Water resistant, Antiskid and Anti-piercing sole;
Moulded toe shifter and external heel protector, Heel stiffner.

BENEFIT: Cross all river beds; Better grip on wet and slippery surfaces; Protection from
sharp objects in case of an impact and from wear and tear.

10) Low Rise Riding shoes

USAGE: For weekend warriors and urban riders; Velcro up, Moulded toe shifter, antiskid and
antipiercing sole; Heel stiffner and moulded external heel protector.
BENEFIT: Better grip,better feet protection while riding through rough terrains; Protection
from sharp objects; Keeps your feet dry.

11) Mono Matt Chestunt Red

USAGE: Conforms to DOT (Department of Transport USA); Classic open face design, outer
shell is made of ABS; Attractive Sun-Peak.

BENEFIT: Enhanced safety with ABS outer shell; Sunpeak offers comfortable ride in sunlight
even without glasses.

12) Classic Jet Camo Mlag

USAGE: Extremely lightweight yet durable with Fiberglass outer shell; Handcrafted Outer
shell, Classic open face design, bold colours & graphics.

BENEFIT: Better impact protection with fiberglass outer shell; Looks trendy.

13) Street Pin Stripe - Matt Black

USAGE: Full face design with bold colours & graphics; Outer shell made of ABS; Extra layer
of EPS liner, toughened visor, multiple air intake vents.

BENEFIT: More safety with ABS outer shell and toughened visor; Reduced impact on crash;
Air vents offer comfort through better air flow.

14) Street Nimbus - Grey

USAGE: A full-face Fiberglass outer shell (manufactured by very few competitors);

Conforms to ECE R2205 and DOT Additional EPS liner; Multiple air intake vents, ergonomic
design, toughened visor.

BENEFIT: Extremely lightweight yet durable with Fiberglass outer shell; Reduced impact on
crash with extra EPS liner; Better air flow through air vents

URBAN GEAR

1) Raven – Field Jacket

USAGE: Dual purpose jacket; Provision to upgrade to armor at elbows and shoulder; Outer
layer made of 100% cotton; Shoulder and elbow protector pockets; Adjustable waist cord.
BENEFIT: Fits snugly with your physique with waist cord; Flexible and comfortable while
riding with extra pleats; Military inspired pockets.

2) Despatch Commander Field Jacket

USAGE: Substantial 100% cotton twill; Washed for a predominant delicate feel; Subtle
subtleties in cowhide.

BENEFIT: Comfortable all day use; Premium look with leather details; Soft feel.

3) Articulated Slim Fit Denim

USAGE: Convertible into protective trousers; Knee protector pockets; Fit-slim at hip, Tapers
at hem, Articulated knee, Raw washed.

BENEFIT: Suitable for daily commute as well as short tours; Articulated knees offer comfort
while riding; Looks trendy with a naturally faded look.

4). Classic Skunkwork Tee

USAGE: 100% cotton everyday use crew neck t-shirt; Optimum thickness. Regular fit that is
suitable for all body types.

BENEFIT: Comfortable all day usage. Premium look and feel; Thumb enclosure looks stylish
and also keeps your hands warm.

5) V-neck Sweater

USAGE: V-neck fine gauge sweater. Leather paneling on shoulder and elbows, Special thumb
enclosure.

BENEFIT: Premium look and feel. Thumb enclosure looks stylish and also keeps your hands
warm.

6) Bullet - Sweatshirt

USAGE: Group neck sweat, tonal bike weaving on the front, Royal Enfield weaving on the
back, Enzyme washed.

BENEFIT: Premium feel due to enzyme wash; Looks trendy with embroidery on front and
back.
MOTORCYCLE ACCESSORIES

1) Long Rider

USAGE: Made from sailcloth and real belt trim; YKK metal zippers with belt puller and gall
equipment; Water-repellent, Reinforcement at stress areas; Capacity of 30 litres.

BENEFIT: Protection against rain and dust; More durable with reinforcement at stress areas;
More convenience with extra pockets.

2) Backpack

USAGE: Can mount on the fuel tank; Equipped with an air exhaust system; Includes helmet
mesh, multiple pockets; Quick access pouch with independent zipper.

BENEFIT: Ride anywhere without the fear of water seepage; Reduced fatigue, more
convenience while storing essentials; Helmet mesh offers convenience to carry your helmet.

LIFESTYLE ACCESSORIES

1) Zanskar - Leather Riding Boots

USAGE: Cross of motorcycling & hiking shoes, made of good quality lether and dense
nylon; Integrated waterproof layer, Deep-stepped thermoplastic elastic sole,..
Coordinated waterproof film, Deep-stepped thermoplastic elastic sole, heel cup and
ankle protector.
BENEFIT: Made to handle rough usage; Ensure your feet remain dry and warm at all
times; Treaded sole ensures better grip during hiking or trekking.

2 0 1 0 AWARDS

• Best Brand Apollo Auto India Awards 2010

• Zigwheels.com Viewers Choice Bike of the Year award on 2009
• Zigwheels.com Bike of the Year above 251cc capacity
• NDTV Profit Car & Bike Awards in 2010 for the Motorcycle of the Year above
250 cc.
• NDTV Profit Car & Bike awards in 2010 for Best PR Communications Team.
AREAS OF OPERATION

• Manufacturing
• Production
• Sales and service
• Conducting events
• Apparels and accessories
• Rides and races

INFRASTRUCTURE FACILITIES

Royal Enfield's assembling tasks experience a progression of modernization and improvement

endeavours, with various computerized forms. The Organization has set up present day
producing rehearses like structural formats, analytical or rather numerical procedure authority
and workable assembling frameworks. The Chennai producing office has gotten the ISO 9001
confirmation and for dealing with its activities in a spotless and secured condition, it acquired
the ISO 14001-standard accreditation and kaizens are actualized to guarantee the standard
dimensions are kept at a consistently increasing footstep.

Royal Enfield guarantees a certain every one of sudden segments utilized in sudden bicycles
are derived from the first rate sellers in car industry of India, who are outfitted to pass as per
the Company's tough standard principles. The organization working intimately with the
majority of its providers, providers them specialized and administrative help by the time
keeping up norms such as Direct-On-Line and Self-Certification of vendor.

Zero assembling quality bicycles that are notable worldwide for their dependability and

strength cutting edge framework is needed, and that is what exactly the Royal Enfield company

has done it in their Chennai producing office. A functioning in-house Research and

Development department is continually at work to meet uncertain client inclinations and

difficulties of India’s and outside country’s condition models. While presenting another item,

this group attempts all related arranging which incorporates a thorough client contact program,
plan, simultaneous designing and checking forms. The Motorcycle architecture group of Royal

Enfield is very much furnished with top of the line CAD/CAM workstations and the most

recent displaying programming. Choice creators work persistently to concoct imaginative

bicycles plans to reach the desires of market. Persistent thorough testing of bikes and segments

is completed in the Product Development checking lab to think of further enhancements in

upgrading the client experience.

COMPETITORS

If we are considering the mid-segment of bikes from 500 cc to 750 cc, Royal Enfield has the
following competitors

1. Bajaj Auto
2. Hero Motor Corp [ Hero Honda]
3. Suzuki
4. TVS
5. Harley Davidson
6. Java
7. Yamaha
8. Ducati
9. Renegade
SWOT ANALYSIS

Strength 1. Magnitude of holding company

2. Traditional Brand

3. Giving high importance in R&D

4. Fixed name of brand in the cruiser market

5. Effective channel in market distribution

6. Motor cycle export to countries such as France,

Argentina and so on.

7.Market experience

Weakness 1. Motorcycle’s weight can be a problem for some

buyers.
2. High cc bike’s mileage is sometimes a problem
3. Niche market
Opportunity 1. Two-wheels segment is one of the most growing
industries
2. Bike export to other countries is so limited
3. First mover advantage

4. Rising income of middle class

Threats 1. Growing middle class

2. Increasing price of fuels rising
3. If Transportion is better that may affect the sales of
motorcycles
4. Competition
FUTURE GROWTH AND PROSPECTS

Royal Enfield company has a market share of 30% in the 200-500 cc space led by classic 350.
Ever Global superbike makers Harley Davidson and Triumph have announced new, low-
displacement bikes for newly emerging markets that will directly aim at the portfolio of Royal
Enfield. Hence the company is planning to launch its new model bikes soon. They have code
named those products with various alphabets. Globally major companies are targeting the mid-
size segment of 250-700 cc. This will be the biggest product launch by Royal Enfield under
the ownership of Eicher Motors. 12 new bike models are planned over next three to five years,
offering a range of new bikes from 350 cc to 650 cc and above. Work is going on at the
company’s UK development centre, with critical feedback from India. The company is aiming
at the manufacturing of products which is able to compete with the products such as triumph,
java and Harley Davidson respectively.

Bigger bikes will be made after the year 2020-21.Royal Enfield is aiming to take its market
leadership in the mid-size motorcycle space from India to the global stage. Currently the
company is aiming to reach at first position in customer satisfaction and to achieve one million
sales in 2019-20. They are further aiming to extend their business and products as well. The
company also aiming to reach at second position in mid-sized motor cycles in countries such
as Thailand , Brazil and Colombia. Also Bikes above 250 cc with ABS( Anti- Breaking
System) are going to be launched soon.

The new initiatives that the company has taken over are A full- service well- stocked bar , A
museum area with vintage Royal Enfield motorcycles, Custom Bays, A motorcycle and gear
store and Royal Enfield motorcycles on hire.
THEORITICAL BACKGROUND OF THE STUDY

INTROUCTION TO EMPLOYEE SATISFACTION

Representative fulfillment is an exceptionally wide term utilized by the HR business to portray

how fulfilled representatives are with components like their occupations, their experience, and
the associations they work for. Representative fulfillment is one key metric that can decide the
general soundness of an association, which is the reason numerous associations lead overviews
to gauge worker fulfillment and track fulfillment drifts after some time. A high fulfillment
dimension of representatives demonstrates that workers are content with how their boss treats
them and association also.

Frequently, worker fulfillment is utilized reciprocally with representative commitment in spite

of the fact that it isn't same. Fulfillment is fundamental for maintenance and it isn't really an
indicator of act, while commitment shows a representative's energy for their work. In reality,
fulfillment happens because of both material elements like pay and advantages just as less-
unmistakable components like commitment, acknowledgment, and solid administration. In the
event that an association neglects to address the two sides, they may discover they have a smug
group comprised of tangibly fulfilled workers who are substance to do just what's required to
stay utilized, or a staff of exceedingly drawn in representatives who are performing admirably
while they search for new open doors at organizations which can satisfy their material needs.

The key measures to representative fulfillment are as per the following

o Employee maintenance
o Productivity
o Customer fulfillment
o Profitability

All the previously mentioned variables are accomplished just if the representatives are fulfilled
.This is on the grounds that fulfilled workers will in general be progressively innovative, enable
them to acknowledge testing occupations which is a special chance to them .They will in
general be increasingly beneficial additionally .Highly fulfilled representatives trust that the
association will fulfill over the long haul, care about the nature of their work they accomplish
for the association. It have higher standards for dependability and are progressively beneficial.

TYPICAL DIMENSIONS OF EMPLOYEE SATISFACTION

Employee satisfaction surveys can cover as many or as few topics as are required by your

organization in general. Some of these topics include:

• Job satisfaction

• Good place to work- Company

• Moral of employee

• Organizational strategy, direction and goals

• Supervision

• Relationships in organization

• Management

• Leadership

• Behaviour, values and culture

• Organizational image

• Benefits

• Rewards and compensation

• Recognition and promotion

• Training and development programme

• Career opportunities

• Quality products and services

• Communications including internal and external

• Organizational change

• Some others topics favourable for the management

Components of Employee Satisfaction

1.Hygeiene issues

2.Motivation issues

The hygiene issues are:

1.Company and Administration Policy: Organization arrangement ought to be refreshed and

open to every one of the representatives with the goal that they know about all strategies of the

association.

2.Supervision: Supervision of a boss ought to have the great authority characteristics and

should give positive criticism at customary interim of time.

3.Salary: Representatives need to be paid by their skill level and diligent work.

4.Interpersonal Relations: It is the connections upkeep with the bosses ,friend and

subordinate. The workers ought to get for socialization .for example amid lunch, coffee break,

and so on.

5.Working conditions: The workplace ought to be great so the representatives will have

feeling of pride and connection also in working for the association and he ought to be given

the essential prerequisites and sufficient space to work effectively.

The motivation issues are :

1.Work: There ought be a belief in employees that the job is vital which they are performance.

2.Achievement: Every workers desire is to do a job in better by using their inbound abilities

to achieve a good name in the organization.

3.Recognition: Workers should get deserved bonus for high performance by using various

methods like praising their efforts and so on.

4.Responsibilty: Employees should be given some tasks which are challenging inorder to

impose some responsibility on workers.

5.Advancement:For loyalty and performance prizes should be given by offering some

opportunities to employees .

The Non-attendence of hygiene issues is one of the origin of dissatisfaction. Hike in the

motivation factors will rise the satisfaction level of employees. Hygiene issues has to be

considered and solved first and then the motivation issues should be considered.

LITERATURE REVIEW

1.Goyal [1995]

The amount of employee satisfaction felt by the workers of textile in private,public and
corporative sectors in punjab includes the relationship b/w the welfare of labour and the
satisfactory level in the job in the awareness and implementation of labour welfare facilities

2.Judge, Timothy A.; Thoresen, Carl J.’ Bono, Joyce E,; Patton, Gregory K. Psychological
bulletin, Vol 127(3), May 2001

Data base: Journal article – psyc articles

Review of literature regarding the relationship between job satisfaction and performance of
job, many scholars had researched about this and cannot arrive at one conclusion as
discontinuation of any model didn’t happened. It is purely qualitative and quantitative review
of the relationship between job satisfaction and job performance.

3.Kureashi Abraham [2009]

He is a well-known researcher who conduct a study among the public and private sectors in
kanpur city. This study was completely relating to employees job satisfaction.He is try to access
the quality of labours welfare in both of the sector.he is try to find out the degree of job
satisfaction of employees in both public and private sector and evaluating the attitude of
employees in both of this management.

4.Brikend Stephan Aziri Management is a scholar who told that employee satisfactory area
is a complex one which is difficult to research and all. Further he told that some of scholars
put their effort to define that the encouragement has an impact on satisfactory level of the
employees in an organization. And he is adding that in his area it didn’t still received some
attention among management and all in Research and Practice in the year12/2011

5.HalilZaimSelimZai Faith University ,TURKEY

According to him, Employee Satisfaction is considered as a factor for growth in several

companies. It is said to be an important concept in the opinion of some scholars. Study
concentrate the provide a frame work for the worker fullfillment and knowing the factors of
those. This study conducted in Turkey in medium organizations to know he actuall level of this
actually and after that data analysis they come to a conclusion that there happens a positive
relationship b/w the others factors of employee satisfaction such as the environment the
employee is working and the salary and other allowances the employees that is he is getting
from the company and the extra benefits from the management.

6. Regarding the opinion of Bukingam and cofman ,in 2002 workers enganement is said to
have an analytical connection with productivity, employee retention, satisfactory level of
employees in an organizationl which gradually results in employee satisfaction relatively done
by the studies conducted by them.

7.Coffman & Gonzalez-Molina (2002) said in gallup research forum they are saying that the
employee engagement and satisfaction is what the employees and thinks about the job which
they are doing in an organization. It also includes the perception level of the employees as per
the cognitive ability of theirs.

8. Wokers A set of authors named Lee Schneider and Bowen in 1985 and Rafeli 1989, In the
opinion of theirs workers satisfactory level of job not only influence the perception level of
customers but also it indicates as one of the predicting agent of the turnover of employees.

9. Many authors such as Thurau Bolton and Kotlar said in their papers which is been published
in many sites and as articles as a customer is satisfied in the performance of product and service
as well is if their expectations about product or services got meet in actual and it can be tell in
other words as if they get delighted. If the experience is rich enough and got delighted by the
same. Kotler in the year of 2006 pointed that the purchasing power of the buyers depends on
the relationship with the person who is selling the particular products or services that they are
offering. And along with this the nature of employers and so on will influence that positively
in the sales or services.

10.NancyMorse in the year of 1997 quoted that satisfaction is the refers as the realization and
implementation of the needs and desireses of the mind of one person. As far as they are
concerned satisfaction is what individual need from others as per their acquirements, it is also
the evaluation of how happy they are with the job in which they are performing. There are
some factors affecting the employe satisfactory level. Organizational culture is the other thing
that affects employee satisfactory level as it also purely depends of the nature of the
organization. Good organization has a good working culture which they maintain to keep the
decorum of the organizations.

11.Miller in 2006 said that there are no correct measurement to reach the satisfactory level of
employee and it would be different or vary from one employee to another employee. And from
times to times the employee has to change behaviour of theirs inorder to attain the satisfaction
of job.
RESEARCH DESIGN

Research Design is the deliberate procedure of gathering and breaking down data [data] so as
to expand our comprehension of the marvel about which we are concerned and intrigued. Here
the research focus on the employee satisfaction strategies which has been implemented in
Royal Enfield with respect to a new marketing strategy called RECODE. We are able to find
the difference in situations also through this research study.

Concept

Selection of Top

Discussion with guide

Identification of organization for conducting study

Discussion with guide

Prepare and decide data collection tools

Discussion with guide

Collect Data

Segregate & analyse the collected data

Prepare draft study report

Discussion with guide

Preparation of final report and submission

 STATEMENT OF THE PROBLEM

“A study on pre and post RECODE in Royal Enfield and its effect on employee satisfaction”

Satisfied employees are the productive employees of the organization and it is east to retain in

the organization as they are the loyal employees to the brand. To satisfy an employee is not at

all an easy task. The company happenings including many factors should match the

expectations of employees. If not so, then the employee will get dissatisfied. It is the duty of

management or company to satisfy the employee desires. In Royal Enfield, before RECODE,

the employee satisfaction level was low. And the study majorly concentrates on the strategies

implemented by Royal Enfield to enhance employee satisfaction and also a comparison on pre

and post RECODE.

Research Problem:

Employee satisfactory level was low before RECODE in Royal Enfield. Strategies

implemented by Royal Enfield and a comparison of both pre and post RECODE and its impact

on employee satisfaction.

Need for the study:

➢ To know the representative fulfillment level towards the association.

➢ To comprehend the connections inside the association.

➢ To think about the correspondence stream inside the association.

➢ To discover whether there is extension for development inside the association.

➢ To get familiar with the reasonable parts of the busi

➢ To compare pre and post RECODE.

 ➢ To understand the differences that has been taken place after the implementation of

RECODE [ Royal Enfield Customer Oriented Dealership Experience ] in the

organization

Scope of the study:

Remembering the reason for the investigation, which is to know the worker satisfaction level

in the company, I have led the study inside the company brand store and in a dealership

comparing pre and post RECODE. Through this I get to know about the working environment

and satisfaction level of employees.

Objective of the study:

➢ To know the representative fulfillment level towards the association with respect to

the foundation working condition remuneration and different offices.

➢ To comprehend the relationship inside the association

➢ To realize the correspondence stream inside the association

➢ To know the dimension of laborer's cooperation in basic leadership.

➢ To discover whether there is extension for development.

RESEARCH METHODOLOGY

Research Methodology:

Data Source : Primary Data ( From questionnaire and personal

interaction )

Secondary data –Internet

Research approach : Survey method.

Research Instrument : Questionnaire.

 Sample plan : Personal Interview

Sample unit : Employees of Royal Enfield including in brand store,

service and delearship.

Sample Size : 50 employees

HYPOTHESIS

Null Hypothesis = the implementation of RECODE helps to improve the employee

satisfaction level in Royal Enfield .

Alternative Hypothesis = The implementation of RECODE doesn’t make any difference in the
level of employee satisfaction

MEASUREMENT TECHNIQUES

Questionnaire:

This is most easy techniques that is sought after and one of the easy method to gather primary

information and is a core source for primary data and this type of data collection techniques is

being incorporated by me through the questionnaire.

➢ Graphical method using pie charts and bar charts with percentage:

LIMITATIONS

• The research was confined to the brand store and a dealership in Cochin only.

• Employees before RECODE was limited in number mostly in service sector.

• Employee responses may be biased.

CHAPTER SCHEME

First chapter contains Introduction

Second chapter contains theoretical framework of the study

Third chapter includes research methodology and literature review of the study
Fourth chapter contains data analysis and interpretations
Fifth chapter includes findings, suggestions and conclusion
4. DATA ANALYSIS AND INTERPRETATIONS

Data analysis is one of the task which needs more skills in research process. Analysis of data
means studying the tabulated material in order to determine inherent facts or meanings. In other
words analysis means the computation of certain indices alone with searching for pattern of
relationship that exists data group.

Table Showing Demographic Profile Of Respondents

GENDER

Gender No. of respondents Percentage

Male 39 78%

Female 11 22%

Total 50 100%

Source: Primary Data

GENDER

22%

Male
Female
78%

Interpretation

Out of 50 respondents in Royal Enfield 22% were female workers and rest of 78% were male.
MARITAL STATUS

Gender No. of respondents Percentage

Single 16 32%

Married 34 68%

Total 50 100%

Source: Primary data

Sales

32%

Single

68% Married

Interpretation

Out of the sample size of 50 employees, 26% were single and 74% of them were married who
are working in Royal Enfield.
AGE GROUP OF EMPLOYEES

Age Group No. of respondents Percentage

18-30 22 44%

30-40 11 22%

40-50 10 20%

50 and Above 7 14%

Total 50 100%

Source: Primary Data

14%

44% 18-30
20% 30-40
40-50
50 and Above

22%

INTERPRETATION

From the above diagram, we can see 44% of respondents belong to the age group between 18-
30, 22% between 30-40, 20% is between 40-50 and rest of 14% belongs to 50 years and above.
QUALIFICATION DETAILS

Qualification No. of respondents Percentage

SSLC NIL NIL

PUC 8 16%

Diploma 12 24%

Graduate and Above 30 60%

Total 50 100%

Source: Primary data

QUALIFICATION

0%
16%
SSLC
24%
60% PUC
Diploma
Graduate and Above

INTERPRETATION

From the graph shown above, it is clear that 60% of the workers in Royal Enfield are graduates
of different streams and 16% of them were done their PUC.
ROYAL ENFIELD EXPERIENCE

Experience No. of respondents Percentage

0-11 months NIL NIL

1-5 years 20 40%

Above 5 years 30 60%

Total 50 100%

Source: Primary Data

Experience
0%

40%
0-11 months
1-5 years
Above 5 years
60%

INTERPRETATION

From the chart shown above, we can understand that 60% of the workers have an experience
of 5 and above years while 40% of the same have an experience within 1-5 years in Royal
Enfield.
MONTHLY INCOME OF EMPLOYEES

Monthly Income No. of respondents Percentage

5000-10000 NIL NIL

10001-20000 30 60%

Above 20000 20 40%

Total 50 100%

Source: Primary data

Percentage
0%

40%
5000-10000
60% 10001-20000
Above 20000

INTERPRETATION

The above chart shows the salary details of employees in Royal Enfield. From this we can
understand that 60% of the respondents have a salary range of above 10000 and below 20000
where other 40% out of 50 respondents have a salary above 20000.
EMPLOYEE’S LEVEL OF SATISFACTION IN CURRENT PROFILE

Parameters Before RECODE After RECODE

[%] [%]

Highly Satisfied NIL 10%

Satisfied 10% 40%

Neutral 60% 50%

Dissatisfied 30% NIL

Highly dissatisfied NIL NIL

Total 100% 100%

No. of respondents: 50

Source : Primary data

70%
60%
60%
50%
50%
40%
40%
30%
30%

20%
10% 10%
10%
0% 0% 0% 0%
0%
Highly Satisfied Satisfied Neutral Dissatisfied Highly
dissatisfied

Before RECODE [%] After RECODE [%]

INTERPRETATION

The table above shows that 60% respondents have an average opinion about the satisfactory
level on their current profile pre RECODE but post RECODE 50% of respondents have an
average opinion and rest 40 and 10% are satisfied and highly satisfied respectively.
LEVEL OF CLARITY

Parameters Before RECODE After RECODE

[%] [%]

Highly Satisfied 5% 60%

Satisfied 50% 30%

Neutral 45% 10%

Dissatisfied NIL NIL

Highly dissatisfied NIL NIL

Total 100% 100%

Source: Primary data

No of respondents: 50

70%
60%
60%
50%
50% 45%

40%
30%
30%

20%
10%
10% 5%
0% 0% 0% 0%
0%
Highly Satisfied Neutral Dissatisfied Highly
Satisfied dissatisfied

Before RECODE [%] After RECODE [%]

INTERPRETATION

Out of 50 respondents, 60% of respondents are highly satisfied after RECODE has been
implemented in terms of clarity level as before RECODE 45% of them was neither satisfied
nor dissatisfied i.e., Neutral and 50% of respondents were satisfied.
BEST LEVEL PERFORMANCE

PARAMETERS PRE RECODE POST RECODE

Strongly agree NIL 5%

Agree 60% 80%

Neutral 25% 10%

Disagree 10% 5%

Strongly disagree 5% NIL

Total 50 100

Source: Primary data

90%
80%
80%
70%
60%
60%
50%
PRE RECODE
40%
POST RECODE
30% 25%
20%
10% 10%
10% 5% 5% 5%
0% 0%
0%
Strongly Agree Neutral Disagree Strongly
agree disagree

INTERPRETATION

The above graph shows that Pre RECODE, 60% of the respondents agreed that they were able
to perform at their level best while the percentage has increased to 80% agree and 5% strongly
agreeing respectively post RECODE.
RANKING THE NATURE OF JOB [1-4 where 4 is high and 1 is low]

PARAMETERS PRE RECODE POST RECODE

1 2 3 4 1 2 3 4
Challenging 0 5 15 30 0 15 30 5
Skills are 0 13 12 25 0 3 12 35
effectively used
Workload 0 0 10 40 0 20 30 0
Productivity 0 25 25 0 0 10 10 30
TOTAL 50 Respondents 50 Respondents

PRE RECODE

0
40
4 25
30

25
10
3 12
15 Productivity
Workload
25 Skills are effectively used
0
2 13 Challenging
5

0
0
1 0
0

0 10 20 30 40 50
INTERPRETATION

Series 1, 2, 3, 4 represents the rank from 1-4 where 4 is high and 1 is low.

Pre RECODE work was highly challenging because of no division of work and work load was
heavy enough. 40 respondents ranked work lord as very high ie, 4. And 50 respondents has
ranked that productivity in 3 and 4.

POST RECODE

30
4 10
10

0
3 30 productivity
20

workload
35
2 12 skill are effectivily
3 used
challenging

5
1 30
15

0 10 20 30 40

INTERPRETATION

Post RECODE, out of 50 respondents, 30 agreed that productivity got increased and skills are
effectively used and utilized and because there happened division of work, work become easy
or rather less challenging. Work load decreased and 20 out of 50 respondents has gave their
rating 2 to work load.
EMPLOYEE SATISFACTION LEVEL ON JOB PROFILE

Parameters Before RECODE After RECODE

[%] [%]

Highly Satisfied NIL 10%

Satisfied 50% 80%

Neutral 40% 10%

Dissatisfied 10% NIL

Highly dissatisfied NIL NIL

Total 100% 100%

Source; Primary data

90%
80%
80%

70%

60%
50%
50% Before RECODE [%]
40%
40% After RECODE [%]

30%

20%
10% 10% 10%
10%
0% 0% 0% 0%
0%
Highly Satisfied Neutral Dissatisfied Highly
Satisfied dissatisfied

INTERPRETATION

Before RECODE, only 50% of respondents were satisfied with their job profile while it has
changed to 80% of satisfaction and 10% of high satisfaction after the implementation of
RECODE.
COMPANY RULES AND REGULATIONS

Parameters Before RECODE After RECODE

[%] [%]

Highly Satisfied NIL NIL

Satisfied 50% 55%

Neutral 40% 43%

Dissatisfied 10% 2%

Highly dissatisfied NIL NIL

Total 100% 100%

Source: Primary data

60%
55%
50%
50%
43%
40%
40%

30% Before RECODE [%]

After RECODE [%]
20%

10%
10%
2%
0% 0% 0% 0%
0%
Highly Satisfied Neutral Dissatisfied Highly
Satisfied dissatisfied

INTERPRETATION

From the above graph we can find the fact that a slight change in company rules and regulations
has an impact although not much Pre and Post RECODE. No employees are highly satisfied
with the rules and regulations but Pre RECODE 50% of employees were satisfied while 55%
of employee satisfaction has come in the case after the implementation of RECODE.
SUPPORT LEVEL WITH COLLEAGUES AND MANAGEMENT

Parameters Before RECODE After RECODE

[%] [%]

Highly Satisfied NIL 2%

Satisfied 90% 90%

Neutral 10% 8%

Dissatisfied NIL NIL

Highly dissatisfied NIL NIL

Total 100% 100%

Source: Primary data

100%
90%90%
90%
80%
70%
60%
50% Before RECODE [%]
40% After RECODE [%]
30%
20%
10%8%
10%
0% 2% 0% 0% 0% 0%
0%
Highly Satisfied Neutral Dissatisfied Highly
Satisfied dissatisfied

INTERPRETATION

The above graph indicates that Pre and Post RECODE the support from the colleagues and
management in the organization remains the same. 90% of satisfactory level indicates that
strength of the employees and employers as a team in the organization.
SATISFACTORY LEVEL OF EMPLOYEES IN TRAINING AND DEVELPOMENT

Parameters Before RECODE After RECODE

[%] [%]

Highly Satisfied NIL 10%

Satisfied 50% 60%

Neutral 50% 30%

Dissatisfied NIL NIL

Highly dissatisfied NIL NIL

Total 100% 100%

Source: Primary data

70%

60%
60%

50% 50%
50%

40%

30% Before RECODE [%]

30%
After RECODE [%]

20%

10%
10%

0% 0% 0% 0% 0%
0%
Highly Satisfied Neutral Dissatisfied Highly
Satisfied dissatisfied

INTERPRETATION

Pre RECODE, only 50% of the employees were happy with the training that they are being
provided with. That has been increased to 60% of satisfaction and 10% of high satisfaction
after the implementation of RECODE.
OPINION REGARGING COMPANY REWARDS

Particulars PRE RECODE POST RECODE

Strongly agree 2% 3%

Agree 40% 30%

Neutral 20% 60%

Disagree 30% 7%

Strongly disagree 8% 0%

Total 100 100

Source: Primary data

70%
60%
60%

50%
40%
40%
30% 30% PRE RECODE
30%
20% POST RECODE
20%

7% 8%
10%
2% 3% 0%
0%
Strongly Agree Neutral Disagree Strongly
agree disagree

INTERPRETATION

From the above data it is clear that RECODE does not have made any difference regarding
rewards. Before RECODE 40% of employees were satisfied with the company rewards but
post RECODE 60% of employees have a neutral opinion ie, they are neither satisfied nor
dissatisfied.
SALARY PACKAGE

Parameters Before RECODE After RECODE

[%] [%]

Highly Satisfied NIL 0%

Satisfied 4% 60%

Neutral 60% 40%

Dissatisfied 36% NIL

Highly dissatisfied NIL NIL

Total 100% 100%

Source: Primary data

70%
60% 60%
60%

50%
40%
40% 36%
Before RECODE [%]
30%
After RECODE [%]

20%

10%
4%
0% 0% 0% 0% 0%
0%
Highly Satisfied Neutral Dissatisfied Highly
Satisfied dissatisfied

INTERPRETATION

Out of 50 respondents, 60% of employees had a neutral opinion regarding salary before the
implementation of RECODE while Post RECODE 60% of employees are satisfied with their
salary package.
SATISFACTION LEVEL ON COMPANY BENEFITS

Parameters Before RECODE After RECODE

[%] [%]

Highly Satisfied NIL NIL

Satisfied NIL NIL

Neutral 60% 90%

Dissatisfied 32% 10%

Highly dissatisfied 8% NIL

Total 100% 100%

Source: Primary data

100%
90%
90%
80%
70%
60%
60%
50% Before RECODE [%]
40% 32% After RECODE [%]
30%
20%
10% 8%
10%
0% 0% 0% 0% 0%
0%
Highly Satisfied Neutral Dissatisfied Highly
Satisfied dissatisfied

INTERPRETATION

From the above graph it is evident that company is not providing the employees any benefits
other than salary and even after the implementation of RECODE 90% of employees have a
neutral opinion. They are neither satisfied nor dissatisfied in this case.
RANKING MOST FAVOURABLE FACTORS IN THE ORGANIZATION[1-4]

PARAMETERS PRE RECODE POST RECODE

1 2 3 4 1 2 3 4
Rewards and 10 40 0 0 0 20 30 0
Recognition
Job security 0 20 30 0 0 15 35 35
Relationships 0 0 10 40 0 0 10 40
Positive 0 25 25 0 0 0 20 30
working
environment
TOTAL 50 Respondents 50 Respondents

PRE RECODE

4
0
0

3
30
0 Positive working environment
Relationships
Job security
Rewards and Recognition
2
20
40

1
0
10

0 10 20 30 40 50
POST RECODE

30
40
4
35
0

20
10
3
35
30 Positive working environment
Relationships

0 Job security

0 Rewards and Recognition

2
15
20

0
0
1
0
0

0 10 20 30 40 50

INTERPRETATION

Pre RECODE: Employee-Employer relationship was very good and they were not getting any
rewards for the work they had done. Out of 50 respondents 40 has given the rating for the same
as2.

POST RECODE: Positive working environment and a good relationship are the parameters
that employees has ranked the most and even after the implementation of RECODE rewards
and recognition was low and 30 out of 50 the respondents has ranked 3 and rest of the
employees 2 respectively.
OVERALL SATISFACTION OF JOB

Parameters Before RECODE After RECODE

[%] [%]

Highly Satisfied NIL 5%

Satisfied 40% 70%

Neutral 50% 20%

Dissatisfied 10% 5%

Highly dissatisfied NIL NIL

Total 100% 100%

Source: Primary data

80%
70%
70%
60%
50%
50%
40%
40%
30%
20% Before RECODE [%]
20%
10% After RECODE [%]
10% 5% 5%
0% 0%0%
0%

INTERPRETATION

Out of 50 respondents, it is crystal clear that pre RECODE, only 40% employees were satisfied
in overall but after the implementation of the same,70% of employees are satisfied and 5% of
employees are highly satisfied in the organization.
6.CONCLUSION FINDINGS AND SUGGETIONS

FINDINGS

➢ Out of 50 respondents, which is the sample size, 22% were female and 78% were male.
➢ 26% of the respondents were single and 74% of them were married.
➢ 44% of employees belong to the age group between 18-30, 22% between 30-40, 20%
is between 40-50 and rest of 14% belongs to 50 years and above.
➢ 60% of the employees in Royal Enfield are graduates of different streams and 16% of
them were done their PUC.
➢ 60% of the employees have an experience of 5 and above years while 40% of the same
have an experience within 1-5 years in Royal Enfield.
➢ 60% of the respondents have a salary range of above 10000 and below 20000 where
other 40% out of 50 respondents have a salary above 20000.
➢ After the implementation of RECODE there are many changes in different streams of
the organization.
➢ 60% respondents have an average opinion about the satisfactory level on their current
profile pre RECODE but post RECODE 50% of respondents have an average opinion
and rest 40 and 10% are satisfied and highly satisfied.
➢ Considering the clarity level of respondents, 60% are highly satisfied post RECODE
while before RECODE 45% of them was neither satisfied nor dissatisfied i.e., Neutral
and 50% of respondents were satisfied.
➢ Pre RECODE, 60% of employees agreed that they were able to perform at their level
best while the percentage has increased to 80% agree and 5% strongly agreeing
respectively post RECODE
➢ By rating the parameters such as highly challenging, workload and so on, in pre
RECODE work was highly challenging because of no division of work and work load
was heavy enough. 40 respondents ranked work lord as very high ie, 4. And 50
respondents has ranked that productivity in 3 and 4.
➢ Post RECODE, out of 50 respondents, 30 agreed that productivity got increased and
skills are effectively used and utilized and because there happened division of work,
work become easy or rather less challenging. Work load decreased and 20 out of 50
respondents has gave their rating 2 to work load.
 ➢ Before RECODE, only 50% of respondents were satisfied with their job profile while
it has changed to 80% of satisfaction and 10% of high satisfaction after the
implementation of RECODE.
➢ Change in company rules and regulations have an impact although not much Pre and
Post RECODE.
➢ 90% of employees are satisfied with the support from the colleagues and management.
➢ Pre RECODE, only 50% of the employees were happy with the training that they are
being provided with. That has been increased to 60% of satisfaction and 10% of high
satisfaction after the implementation of RECODE.
➢ From the above data acquired,it is clear that RECODE does not have made any
difference regarding rewards.
➢ Out of 50 respondents, 60% of employees had a neutral opinion regarding salary before
the implementation of RECODE while Post RECODE 60% of employees are satisfied
with their salary package.
➢ Company is not providing the employees any benefits other than salary
➢ it is crystal clear that pre RECODE, satisfaction of employees were less while it got
increased after the implementation of RECODE.

SUGGESTIONS

➢ It is advisable for the organization to have a proper canteen/pantry in a dealership or in

stores which has more than 50 employees
➢ It is good to conduct employee welfare activities in the organization
➢ Employee rewards should be encouraged
➢ Incentives should be given to the employees
➢ Employee get together programmes at least once in a year is advisable
➢ Celebrations should be conducted in special occasions such as Onam, Christmas and so
on.
➢ It is good to conduct cultural activities in order to encourage and motivate the level of
employee happiness.
CONCLUSION

The study conducted in Royal Enfield was to discover the satisfactory level of employees with
respect to pre and post RECODE strategy which is being implemented in Royal Enfield in the
year of 2017. From the study it is clear that there is a lot of difference happened in the company
after the implementation of RECODE and it has a positive impact on the employees in terms
of satisfaction level of theirs. RECODE [Royal Enfield Customer Oriented Dealership
Experience] is a marketing strategy implemented in Royal Enfield in order to enrich the
customer experience. The main motto of RECODE implementation is customer delight. Along
with that they are introducing customers about the gears and accessories available in the brand,
as most of the customers are unaware about it.

While considering the theoretical background of employee satisfaction, employee retention,

productivity, customer satisfaction and profitability are the key measures to employee
satisfaction and if these factors are attained means we can say that an employee is satisfied in
an organization. The another factor are the two components of employee satisfaction such as
hygiene issues and motivation issues. If the absence of any of these components is the there
means, is a source of dissatisfaction.

By the study made in the Royal Enfield it was clear that the employees of the organization was
not that happy about the routine of work that they had before the implementation of the
RECODE strategy. Through the study I got understood that the company won in their
endeavour in which they had done modifications in all over the company. They not only
considered the customers but also the employees. The very live example of that is the increase
in the overall satisfaction of the employees in Royal Enfield as the overall satisfaction includes
other several factors such as salary, working environment, support from management and
colleagues and so on. Hence we can say that the strategy has worked in every employees and
customers as well to an extend in a positive manner.
BIBLIOGRAPHY

www.google.com

www.wikipedia.com

www.royalenfield.com

www.study.com

www.scribd.com

www.askme.com

Books referred

Dr. MALIK GARIMA (1990): employee relations

Tony, FOALE (2006) Motorcycle handling and chassis design
Dr. Vijay. L , (2001)marketing and human resource management
Charles Falco M[1996]: Issues in the evolution of motorcycle
Personal management and Industrial Relations ;Subbarao