Employee Benefits Expenses and Revenue Generation at Mahindra Company

This report examines the correlation between employee benefit expenses and revenue generation within the Mahindra Company in Australia. It investigates how employee benefits, including compensation and other incentives, influence employee motivation, morale, and overall performance. The research utilizes a secondary data collection method, analyzing the company's annual reports to assess the impact of employee benefit expenses on revenue. The methodology includes defining variables, data collection and analysis techniques, a project timeline, and data sources. The report aims to determine how employee benefit expenses contribute to revenue generation, acknowledging the importance of employee satisfaction and motivation. The findings suggest that employee benefits, such as health plans, retirement benefits, and other incentives, play a crucial role in attracting and retaining employees. The report also includes a literature review, research plan, and data analysis, concluding with insights into the relationship between employee benefits and company revenue. The research highlights the importance of employee benefits in enhancing productivity, increasing revenue, and maintaining a competitive advantage.

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
Name of student
Name of University
Author note

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Table of Contents
1. Research topic: Employee benefit expenses related to the revenue of the Mahindra
Company....................................................................................................................................3
1.1 Research aim....................................................................................................................3
1.2 Research question.............................................................................................................3
1.2.1 Secondary question........................................................................................................3
2. Literature review....................................................................................................................3
2.1 Employee benefit expenses..............................................................................................3
2.2 Employee expense benefits related to higher revenue generation....................................4
3. Research plan or methodology...............................................................................................4
3.1 Variables used..................................................................................................................5
3.2 Methods of data collection...............................................................................................5
3.3 Methods of data analysis..................................................................................................5
3.4 Project timeline.................................................................................................................6
3.5 Data sources evidence......................................................................................................7
4. Conclusion............................................................................................................................13
References................................................................................................................................13

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1. Research topic: Employee benefit expenses related to the revenue of the
Mahindra Company
1.1 Research aim
The aim of the research is to analyse how the employee benefit expenses are related to
the revenue generation of the Mahindra Company in Australia.
1.2 Research question
The question based on the aim and objective of the research is:
How can the employee benefit expenses be related to the revenue generation of Mahindra
Company in Australia?
1.2.1 Secondary question
Does the employee benefit expenses and other compensation structure contribute to the
higher level of motivation and enhancement of morale of employees at work?
2. Literature review
2.1 Employee benefit expenses
According to Noe et al. (2017), the employee benefit expenses are associated with the
approaches undertaken by a business organisation to compensate as well as deliver other
benefits beyond the wages structure. This has also fostered higher level of security of
employs and ensured better stability with the involvement of beneficiaries for overcoming
issues such as illness, unemployment and other harms. These kinds of benefits are mainly
offered on the basis of expenses made by the organisation to protect the welfare and income
of the employees and their families, furthermore, improved the standards of living of theirs
(Cascio, 2015). Mello (2014) also stated that the expenses done by the company to provide
employee benefits such as the employee incentives, educational benefits and also for the

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purpose of ensuring better lifestyle management, health and transportation benefits too
(Bratton & Gold, 2017). Though few of the benefits are sanctioned by the Government and
regulatory bodies, the others are optional considering the employers’ discretion and according
to the availability of supplementary benefits including the pension coverage and healthy
insurance facilities. With the management of defined benefits programs, there are standard
formulas used by the employers according to the salaries of employees and other things
(Armstrong & Taylor, 2014).
As the term “employee benefit expenses” suggests, the benefits are mainly provided
for the purpose of meeting the needs and preferences of the employees. As stated by Kwon &
Hein (2013), the employers have utilised the optional benefits too as part of the incentives
program for the purpose of promoting the growth, enhancement of morale and to increase the
longevity of workers too, thereby kept them motivated and encouraged to perform to their
potential. The employee benefits expenses also include providing benefits to the employees
in the form of income protection and even protect the employees who lack significant amount
of income (Liapis & Thalassinos, 2013). This kind of protection, according to Sparrow et al.
(2016), has also provided better security to the employees and maintained societal economic
stability all throughout. Not only does the employee expense benefits are associated with the
increase in interest among the workers to perform to their potential within the workplace, but
also has allowed for making them put their extra amount of effort for gaining some added
advantage and create a good place and earn good reputation too while working within the
organisation (Budd, 2017).
Few examples of employee benefits offered on the basis of expenses managed by the
company include health benefits, Government benefits, lifestyle benefits as well as retirement
benefits and savings. The employee benefits that provide disability income replacements are
the Government programs including the workers’ compensation and social security, which

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are mandatory and sometimes have been favoured by tax, with the objective of safeguarding
of the lives and health of people working for the organization (Eisenberger et al., 2016). The
medical expense reimbursements are the supplementary benefits that provide medical
coverage and allowed for various options including fee for services plans and prepaid plans.
2.2 Employee expense benefits related to higher revenue generation
Considering the statement of Huang et al. (2015), the maintenance of healthy
employee relations has been pre-requisite for the success of the organisation in terms of
organisational productivity and revenue generated. One such way or approach to facilitate
employee relations ad improve their level of interest to perform to their potential is by
providing lucrative benefits and rewards to them other than the normal wages paid to them by
the organisation. It is a fact that the employees or human resources are considered as vital
assets of the organisation and thus, to survive in the competitive business environment and to
overcome the employee attraction and retention challenges, the organisations have
strengthened the bond with the employees (Yousaf et al., 2014). To facilitate good
relationships between the business and its employees, expenses were done to provide
employee benefits along with performance bonuses, study allowances, incentives, leave
allowances, etc. All these aspects are critical for influencing and persuading the employees
towards the fulfilment of tasks and achievement of organisational goals and objectives with
ease and effectiveness (Butts et al., 2013).
According to Topolosky (2014), for the purpose of accomplishing the business goals
and objectives, the organisations have developed various strategies and designed incentives
and benefits programs for adding value to themselves as well as enhance the overall
organisational performance in terms of productivity and profit level achieved. This has
allowed the employers to keep the employees happy and satisfied, furthermore, encouraged
them to put extra efforts and make sure not to move to some other organisation. Bratton &

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Gold (2014), also argued the fact that the employee expense benefits plan facilitated the work
associated with the maintenance of relationship between the employer and employees,
furthermore, raised the level of morale of employees, which previously lacked among the
employees. There have been high level of motivation and encouragement, which also fostered
management of good employer and employee relationship along with contribution of the
overall business productivity and revenue generated as well. Therefore, it could be believed
that with the expenses made by the organisations, not only the benefits and rewards were
managed but also the areas of weaknesses of employees and their development needs had
been understood (Sparrow, Brewster & Chung, 2016). Based on the understanding of their
needs for development, necessary training and development programs were arranged to
strengthen their knowledge, skills and expertise, furthermore, ensured collaborative working,
high performance workforce, increased productivity and higher revenue generation too.
3. Research plan or methodology
The research plan or methodology demonstrates the various methods of research
followed to conduct the research effectively and draw positive outcomes all throughout.
3.1 Variables used
Considering the scope and nature of research, most of the data and information has
been collected from secondary sources of data and thus there have been two variables that
have been linked together to evaluate the effectiveness of the research. Both these distinct
variables are though linked, as with the management of Employee benefit expenses, there has
been increase in revenue generation because of the high morale of the employees and
performances of theirs to their highest potential too (Kwon, J., & Hein, 2013). From the
analysis of these two variables, it has also been found that the employee expense benefits has
been associated with the company making expenditures to improve the delivery of benefits
for the employees and overcome the issues related to the lower level of motivation and

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encouragement at work. The revenue generation is another variable, i.e., the dependent
variable, which has been mainly facilitated with the highest performance of employees,
achieved through higher level of motivation (Liapis & Thalassinos, 2013). The higher level
of motivation has been influenced with the numerous benefits and rewards provided to the
employee with the management of Employee benefit expenses by the organisation named
Mahindra.
Dependent variable
The revenue generation by Mahindra Company has been the dependent variable based
on the context that is being studied.
Independent variable
The employee benefits expense managed by the company, is the independent variable,
which has been aimed at keeping the staffs motivated and encouraged to perform to their
potential, furthermore, improve the overall performance of the organisation in terms of
productivity and revenue generation capability too.
3.2 Methods of data collection
Considering the research being secondary, the process of data collection involves
assessment of different variables and collect data and information related to the employee
benefits expense and generation of revenue based on the improved performance of the
organisation resulting from higher level of motivation and encouragement of the employees
within the workplace. The annual reports of the company on an yearly basis have been
assessed, reviewed and analysed to ensure that relevant information and data are obtained and
ensured linking the two variables of the research closely to facilitate the research process
(Armstrong & Taylor, 2014). This represented the relativity of the two variables and also can

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create new scopes and opportunities for the research to be conducted in the future on a similar
topic too.
3.3 Methods of data analysis
The analysis of data is mainly done for the purpose of allowing the researcher to bring
something new, creative and innovative, furthermore, ensure positive transformation within
the automobile industry with much ease and effectiveness. The analysis of data and
information collected during the research further helped in evaluating the credibility index of
the research, which could be inclined with other methods and processes followed during the
entire research. The data and information associated with the two variables further created
better link to determine how the employee benefits expense contributed to the positive
impacts on the overall organisational performance by lifting the morale of staffs, enhancing
their performances and leading to greater productivity and increased level to profit (Cascio,
2015). The analysis of secondary data has been presented by doing case study analysis and by
presenting literature review section for better understanding of the different aspects of the
research.
The correlation analysis should also enhance the scopes and opportunities for the
researcher to determine the level of dependency, furthermore evaluate how the revenue
generated could impact the management of employee benefits expense and ensure sustenance
of business in the long run too. It should also allow for the management of learning related to
the association between the two variables (Noe et al., 2017).
3.4 Project timeline
Main activities/ stages Month
February
Month
March
Month
April
Month
May
Month
June
Month
July
Selection of topic 

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Collecting data from
secondary sources
 
Constructing the research
layout

Literature review   
Development of research
Plan
 
Selection of Appropriate
Research Techniques
 
Primary data collection  
Analysis & Interpretation of
Data which are collected
 
Conclusion 
Development of Draft 
Final Work submission 

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3.5 Data sources evidence
Figure: Performance highlights for Mahindra (Mahindra & Mahindra)

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Figure: Value Creation at Mahindra (Mahindra & Mahindra)

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Figure: Value Creation at Mahindra (Mahindra & Mahindra)

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Figure: Balance sheet (Mahindra & Mahindra)

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Figure: Profit and loss statement (Mahindra & Mahindra)

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Figure: Cash flow statement (Mahindra & Mahindra)

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Figure: Details of defined benefit plans (Mahindra & Mahindra)
4. Conclusion
From the research, it could be understood that the overall performance of an
organisation had been dependent on the best performances of the employees of the
organisation. To ensure the best potential of the staffs, there is need of keeping them
motivated and encouraged, which has been managed with the help of employee benefits
expenses. The research also included information and data that constituted the literature
section and ensured linking the variables properly to determine new scopes of conducting the

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research effectively too. The correlation analysis further helped in management of learning
and improved the efficiency of research by linking the operability index with the various
research aspects.

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References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Budd, J. W. (2017). The effect of unions on employee benefits and non-wage compensation:
Monopoly power, collective voice, and facilitation. In What Do Unions Do? (pp. 160-
192). Routledge.
Butts, M. M., Casper, W. J., & Yang, T. S. (2013). How important are work–family support
policies? A meta-analytic investigation of their effects on employee
outcomes. Journal of Applied Psychology, 98(1), 1.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Eisenberger, R., Malone, G. P., & Presson, W. D. (2016). Optimizing perceived
organizational support to enhance employee engagement. Society for Human
Resource Management and Society for Industrial and Organizational Psychology, 2-
22.
Huang, M., Li, P., Meschke, F., & Guthrie, J. P. (2015). Family firms, employee satisfaction,
and corporate performance. Journal of Corporate Finance, 34, 108-127.
Kwon, J., & Hein, P. (2013). Employee benefits in a total rewards framework. Benefits
Quarterly, 29(1), 32-38.
Liapis, K., & Thalassinos, I. E. (2013). A Comparative Analysis for the Accounting
Reporting of “Employee Benefits” between IFRS and other Accounting Standards: A

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Case Study for the Biggest Listed Entities in Greece. International Journal of
Economics and Business Administration, 1(1), 91-116.
Mello, J. A. (2014). Strategic human resource management. Nelson Education.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.
Routledge.
Topolosky, P. S. (2014). Linking employee satisfaction to business results. Routledge.
Yousaf, S., Latif, M., Aslam, S., & Saddiqui, A. (2014). Impact of financial and non financial
rewards on employee motivation. Middle-East journal of scientific research, 21(10),
1776-86.
https://www.mahindra.com/resources/investor-reports/FY18/Announcements/Mahindra-and-
Mahindra-Annual-Report-2017-2018.pdf