Motivation & empowerment

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ROLL NOS 03 20 40 51 58 61


1. 2. 3. 4. 5.

Name of Group Members Questionnaire List Of Companies Visited Action Plan Executed Synopsis of Manufacturing Companies. Synopsis Of Service Sector Companies. Finidings Of Manufacturing Companies Finidings Of Service Sector Companies. Comments What We Have Leart From This Visit?

1 2 3 4-5 6-10







9. 10.

22 23

Companies Name Shapoorji Pallonji and Co. Ltd. Person To Meet Mrs.Prafulla Shetty Designation H.R.Officer Contact Numbers 222266319

Grasim Industries Ltd (Cement Division)

Mrs.Rekha Sheshadri



Hindustan Petroleum Corporation Limited Indian Oil Corporation Of India Century Textiles Ind Ltd.

Mr.Shreeram Murthy

Sr.H.R manager


J.L Manoranjan S.G Bhagwat Mr. Logo

Chief E.R Manager E.R manager HR Manager

26427357 24957000

Raymond Apparel Ltd Pepsi Cola India Ltd

Mr. BV Umalgar Atul Sadavarthe

Deputy HR Manager Asst. HR Manager


Companies Name Exatt Technologies Pvt Ltd Ikab Securities & Invt Ltd Hotel Tulip Star Person To Meet Mr. Neerav.P Designation HR Manager Contact Numbers 56450200

Mr Anil Bagri



Mr. Kiran Chachad

Asst. Sr. Manager (Personnel)


Narsee Monji Institute Of Management Studies UTI Mutual Funds Asian Heart Institute & Reseach Centre Tata Memorial Hospital

Mr. Sanjay Despande

HR Manager


Pradeep Mandal Mrs. Jyoti Mandley

HR Manager HR Manager

56786342 56986666

Mr. Raju Kotain

HR Manager


ACTION PLAN EXECUTED Companies Name Date of Appointment appointment taken by Raymonds Grasim Cements Namratha 12th Jan 14th Jan 3.30pm Date of Visit Time of visit

Members who visited All


8th Jan

11th Jan


Namratha, Suvarna, Pravin

SP Co Ltd


20th Jan

21st Jan


Namratha, Suvarna, Ebrahim

HPCL Pepsi Co Ltd


10th Jan

11th Jan


Vishal, Ebrahim


18th Feb

18th Feb


Suvarna, Namratha

Century Textiles Indian Oil NMIMS

Vishal Vishal Pravin

15th Feb 15th Feb 10th Feb

21st Feb 17th Feb 14th Feb

1.00pm 5.30pm 4.00pm

Namratha, Suvarna Vishal Pravin, Vishal Namratha

Tata Hospital


21st Feb

22nd Feb


Suvarna, Namrahta, Ashita

Ikab Sec & Invt


9th Feb

14th Feb


Suvarna, Ashita, Ebrahim

Hotel Tulip Star Exatt Tect Pvt Ltd Asian Heart Inst UTI Mutual Funds


21st Feb

21st Feb


Pravin, Vishal


18th Feb

18th Feb


Pravin, Vishal


22nd Feb

23rd Feb 22nd Feb


Ebrahim, Ashita


22nd Feb


Ebrahim, Ashita

On 9th Jan , Vishal and Ebrahim visited the BSE library to collect information on diffderent companies

On 13th Jan , Vishal, Pravin and Ebrahim visited the BSE library to collect information on diffderent compa

1. How many employees/workers are there in each department? (Approximately) 2. What are the different incentives & perks do you provide to your employees/workers? 3. What are the measures (strategies) do you implement to inspire the workers/employees so that they put in more efforts and also to control them? 4. How often do you workers/employees? communicate with your

5. What steps do you take when the workers/employees have a negative attitude towards their work? 6. Which empowering act of yours towards employees/workers has resulted in more returns? 7. Did any of your empowering acts have backfired? 8. Which department in the company/factory do you think is the most productive (efficient)? 9. If you don‟t mind, can you give us some information about the companies‟ performance in the last few years? the


WE would like to thank Venkat. Iyer sir for given us such a great opportunity to do such a wonderful project filled with full of learning‟s and experiences. WE all are really glad to present you this project.


There are innumerable comments that we can put forward but these are the few mains that we would like to mention: 1. It was really a tough job for us to get appointments in such famous and huge corporate companies but we did our best to get appointments in the companies mentioned before. 2. All the people that we met in different companies were not friendly as expected but it was a new learning experience for us and we came to know, how to tackle such situations and people. 3. We noticed that most of the Hr managers and others who gave us their precious time were Kinesthetic in nature. 4. It was difficult to manage to note and listen simultaneously the information given by the various HR Managers. 5. We also noticed that we were given the last priority by the companies with regard to their schedule but we are happy that we could even then cover 14 major companies. 6. We noticed that even the companies with high fame had employees of unexpected nature. They were rude with us at times. 7. We noticed that all the companies do not necessarily follow the Maslow‟s Pyramid Theory.

We have discovered that really Human Resource is the heart of any organisation. Productivity of any organisation is directly related to the quality of Human Resource it contains. Organisation has realized the importance of Human Resource and they have also realized that their growth and welfare has an effect on the company‟s bottom line. In the various visits that we did, we have learnt a lot of things, which will surely help us in our future. The first thing is the Skill of Communication. We have talked to a number of HR mangers, convinced them for an interview, interacted with them and this has really improved and developed our communication skill. We have developed confidence in us with respect of visiting different companies, taking interview of well experienced people in the field of HR, etc. This has made us bold to handle situation accordingly. These visits have given us practical exposure to the corporate world we could never had obtained by sitting in a classroom. We learnt the methods the organisation applied to motivate and empower their employees. We got the opportunity to interact will a number of people from the corporate world which made us develop within us the sprit of being one of them. Last but not the least we had a lifetime experience.

PepsiCo, Inc. was founded in 1965 through the merger of Pepsi-Cola and Frito-Lay. Tropicana was acquired in 1998. In 2001, PepsiCo merged with the Quaker Oats Company, creating the world‟s fifth-largest food and beverage company, with 15 brands – each generating more than $1 billion in annual retail sales. PepsiCo‟s success is the result of superior products, high standards of performance, distinctive competitive strategies and the high level of integrity of our people. Mr. Atul Sadavarthe is the Assistant HR manager of Pepsi Co. India Ltd which is situated at Chembur ,Deonar Nagar, Mumbai. There are 317 employees working in this company in the Mumbai factory out of which 50% employees are in production and remaining employees are in Shipping, Finance, HR & Logistics. In India Pepsi‟s turnover is around 2500 crore. Chembur plant is Dukes plant which is been taken over by Pepsi company. Vision Statement To build as exception customer focused sales team which will consistently exceed. Customer exception by delivers execution excellence in the market place through best selling system and programmes.

Grasim Industries Limited, a flagship company of the Aditya Birla Group, ranks among India's largest private sector companies, with a turnover of Rs. 5,213.3 crore in 2003-04. Starting as a textiles manufacturer in 1948, Grasim's businesses today comprise Viscose Staple Fibre (VSF), cement, sponge iron, chemicals and textiles. The Company holds a dominant position in its businesses: Grasim is the world's eighth largest cement producer, and the largest in a single location. Grasim ventured into

cement production in the mid 1980s, setting up its first cement plant at Jawad in Madhya Pradesh. Since then, Grasim has grown to become a cement major – it is the world‟s

eighth largest cement producer, and the largest in a single geography.Grasim‟s cement operations today span the length and breadth of India, with five integrated grey cement plants, two split grinding units at Hotgi in Maharashtra and Bhatinda in Punjab, one bulk terminal at Bangalore, and six ready mix concrete plants. Leveraging the strong equity and goodwill of the house mark, the Company has a portfolio of national brands such as Birla Super, Birla Plus, Birla White and Birla Ready Mix, also nurturing regional brands such as Vikram Cement and Rajashree Cement. Our Vision: To be a premium global conglomerate with a clear focus on each business. Our Mission: To deliver superior value to our customers, shareholders, employees and society at large. Our Values: Integrity, Commitment, Passion, Seamlessness, Speed.

IndianOil is the country's largest commercial enterprise, with a sales turnover of Rs. 1,30,203 crore (US$ 29.8 billion) and profits of Rs. 7,005 crore (US$ 1,603 million) for fiscal 2003.IndianOil is India‟s No.1 Company in Fortune's prestigious listing of the world's 500 largest corporations, ranked 189 for the year 2004 based on fiscal 2003 performance. It is also the 19th largest petroleum company in the world. IndianOil has also been adjudged No.1 in petroleum trading among the national oil companies in the Asia-Pacific region. Beginning in 1959 as Indian Oil Company Ltd., Indian Oil Corporation Ltd. was formed in 1964 with the merger of Indian Refineries Ltd. (Estd. 1958). Integrity and honesty is their main motto, they go for. They have a director core meet every 15 days. The number of employees in the Mumbai head office is 754. They are regarded as the market leaders. Mission statement: To achieves international standards of excellence in all aspects of energy and diversified business with focus on customer delight through value of products and services, and cost reduction. To maximize creation of wealth, value and satisfaction

for the stakeholders. To attain leadership in developing, adopting and assimilating stateof- the-art technology for competitive advantage. To provide technology and services through sustained Research and Development. To foster a culture of participation and innovation for employee growth and contribution. To cultivate high standards of business ethics and Total Quality Management for a strong corporate identity and brand equity. To help enrich the quality of life of the community and preserve ecological balance and heritage through a strong environment conscience.

Raymonds was formed in 1925 to take over Wadia Wollen Mills plant situated in Thane in Maharashtra. In keeping with the growing business demand, Raymond‟s commissioned plants also at Jalgoan and Chindwara in Maharashtra Mr.Vijaypat Singhania is the Chief Managing Director of the company Their present turnover is around 2000 crores. They have 250 union‟s worker and 150 officers working in their company. The company‟s subsidiaries include JK Chemicals, JK Helene Curtis and Raymond‟s Calitri Denim. Raymond‟s textile division accounts to about 57.5% of the companies revenue. Raymonds main product are 100% wool worsted suiting fabrics and blends of polyester wool and polyester viscose. In a market where branded sales command 80% shares, the company‟s Raymond brand is well established as a mark of premium quality fabric. Raymond‟s also markets a range in premium menswear like Park Avenue brand name. Mission Statement: To become a world class suiting manufacturing by 2010 and explore opportunities outside Maharashtra

HPCL was incorporated as Standard Vacuum Refining Company of India Limited in 1952. The name was changed to ESSO Standard Refining Company of India Limited in

1962. In 1974 ESSO merged with India and the name was changed to HPCL. Also ESSO undertaken were nationalized in 1974, and vested in HPCL. Caltex was nationalized and merged with HPCL in 1976 followed by Kosangas an 1979. the Government has 51% equity stake in this company. HPCL is India‟s second largest in generated oil company with 21% shares in the countries crude refining capacities. Mr.HL Zutshi is the Chief Managing Director of the company. All over the world, organisations have recognised the critical importance of human resources in shaping the destiny of Corporates. From the stage of recruitment, progression up the ladder, and a continuous development of skills the management of Human Resources at HPCL takes high precedence. The turnover of the company is around 250 bn.

CTIL was incorporated as century spinning and manufacturing company ltd in 1897. The company was promoted by Nowroji Wadia and started as a cotton textile mill. It was sold to Churilal Mehta by Cursetjesa Wadia. In 1951 the Birla family acquired the controlling stake in the company. In line with the Birla group strategies the comp diversifies into several other businesses over the years into viscose filament yarn (VFY) in 1956, viscose tyre yarn, (VTY) in 1963, caustic soda in 1964, cement in 75 shipping in 82 papers in 84. CTIL is currently controlled by the BH Birla group. CTIL operates a composite textile mill in Mumbai and 100% export oriented unit for yarn and denim in MP. Mr BK Birla is the Chair Person of the company. The turnover of the company is 1888.42 crores. CTIL operates a composite textile mill in Mumbai and 100% export oriented unit for yarn and denim in MP. The company‟s thrust is on exports and a significant portion of its fabrics is exported mainly to the European market. Chair Person- BK Birla Diirectors- PA Podar, DK Dagad, SK Birla, CK Birla, FB Desai, AC Dalal, AD Khurian


Shapiro Palling & Co. Ltd.started as Littlewood Palling & Co and was awarded its first construction contract way back in 1865. Since then, the company has grown in strength, earning a reputation as leader in the construction of large and complex projects in India. The construction group is headed by Mr. Cyrus P. Mistry, Managing Director. The construction execution is handled by our Regional Offices which are located in Mumbai, Delhi, Bangalore, Pune, Nashik, Hyderabad and Kolkata. These offices are headed by Regional General Managers. Project Managers of each project report to these General Managers. The total staff in SP is over 1600. They are given counseling who ever have a problem with his work. They also conduct seminars and training programmes for educating and empowering the employees. If the employee continues to under perform for three years then he is fired. Mission Statement:"Shapoorji Palling & Co. Ltd. will be the company of first choice in the Construction Industry. We shall be driven by our commitment to Customer Satisfaction”.


There are two ways of motivating the employees: 1] Monetary 2] Non-monetary Non-monetary system is very important among the employees because here, by electing a Pepsi Idol by the employees, the employee thus elected is automatically motivated. There are different perks given to the employees like allowances, proper and complete attendance, convenience etc. On the spot rewards are also given to the employees by the director for better performance. Pepsi never compromises on discipline. If any employees do not abide by the rules they are given punishment. Awards given to the employees are like best employees award, best attendance award etc. Pepsi has open door policy. In this open door policy, any employees and workers can walk in any time to his superior to give suggestion for betterment of the company.

If any employees have any problem, first the problem is studied and then the solution is found out. If any problem arises, first the subordinate try to analyze the situation and then understand the employees and different training programs are then conducted for motivation, behavior, counseling, and attitude. Communication is done can monthly basis.

In order to motivate people the company has innumerable series of contests, Hindi functions, productivity celebrations promotions, long service awards, etc. They have the suggestion scheme in which any employee can suggest his opinion. Then there is an appreciation cheque given to the best employees and workers but does not include any money prize, but it acts as a motivator because such cheques are given to the best employees at the end of the year by the directors and the chairmen of the company. Hey also have production link bonus and production link incentives, further incentives with promotions. Medical facilities also work as a incentive. The employees are given housing loan and cars loan at flat rates. They also have a group Saving Link Insurance Scheme and also Super Annuation Benefit Fund Scheme and Service. In case of empowerment they try to make each employee independent and knowledgeable. There is a constant effort from the employer‟s side. They also have a leave travel concession given to employees depending upon the grade once in two years.

According to the HR motivation leads to productivity. Motivation is done so that the worker and employees work hard and this will lead to an increase in profits. There is group productivity system. In individual production, incentives are given depending upon the units produced. This will encourage the workers to produce more so that they can earn more .The organization provides various facilities for its employees and workers like providing good conditions, cozy sitting arrangement, snacks, canteen, accident medical aids. In terms of improving the skills of employees and workers, employees are given

training and workshops for workers. They are given technical as well as communication training. When an employee gives a good suggestion he is awarded with cash as well as certificate. His snap is also put up with his suggestion. They are given technical as well as communication training done on a day-to-day basis at workers level by supervisions. They have sports events like a cricket match every year as well as picnic.

Grasim does not provide any incentives for their employees but they motivate employees only by the word of mouth. According to them they are able to motivate their employees without giving any incentives to them. They show spirit in their work and hence do not need any motivation from their superiors. According to them they come to know about their employees problems through a feedback system that they follow. Feedback from their employees is recorded in „Record Book‟ which is maintained by the company on a day-to-day basis. They also record negative feedback from their employees and try to solve it. They also organize sports and cultural events for their employees to keep them happy. They do not have any empowering acts because they do not feel the need to do that because all their employees are well trained and experienced in their respective fields. Each dept head communicates with his employee on day-to-day basis. No incentives are being given to the employees but extra bonus is being provided for their performance. Picnics are also arranged for the employees by the management.

There is one-to-one communication in this company between the top level and lower level management. Various training programmes are being conducted such as technical training, non-technical training. The employees are also provided with monetary bonus, yearly bonus, medical allowances, traveling allowances etc. If any employee is facing any sort of problem then he should contact his manager. The training programmes are conducted twice a year by the management. No open door policy is allowed in this

company. The three core values that they like to inculcated in their employees is Responsibility (Maybe putting the power before one leaves the cabin), Excellence (Don‟t self limit oneself by thinking small, set goals), Respect (Handshaking between Departments).

In this company, there is free communication between the top level and lower level management. There are suggestion boxes where the employees can put in their suggestions as and when they want as per their wish. Increments are given in case of good performances. There is fixed incentives given to the employees. Common canteen facilities for all types of employees motivated the lower grade people to work harder. Informal groups are there for which they get the management support and thus they are motivated to work harder. Every year, there is a best employee of the year award given and his/her photo is put up on the notice boards of the company. This makes him feel good towards his company. Traveling allowances and medical allowances are also given. But no special scheme has been implemented so that the employees get motivated in a better and faster way. Empowering the skills to their employees and workers in done very nicely in the form of counseling, etc.

They try to maintain best working environment and conditions for their workers so that these workers are dedicated towards their work totally. All the workers get the traveling allowances and medical facilities. They are provided with pension after their retirement or death. Provident schemes are also available. There are training programmes for the employees and workers so that they can work better.

Synopsis of service sector companies
IKab securities & investment PVT lTD.
Ikab Securities and Investment Ltd. (ISIL) was initially incorporated in 1991 as Kankani Textiles Ltd. The company, promoted by the Kankani family, was formed with the object of engaging in texturising activities. The erstwhile promoters invited Mr. Indra Kumar Bagri and associates in early 1994 to join them in running the company. Mr. Bagri along with three other people joined the board and helped the company formulate a strategy to get into investment activities. The company made its foray into stock-broking in September 1998 when it started broking operations on The Stock Exchange, Mumbai (BSE). There are only 60 employees. The Management of the Company is controlled by a Board of Directors comprising of personnel with proven records drawn from the fields of Finance and other disciplines, whose expertise and advice are available to the Company from time to time. A management team chaired by Mr. Indra Kumar Bagri constantly evaluates its existing operations and opportunities in new ventures to be able to provide its clients a one-stop shop in Financial Services. With a strong team of 10 personnel all experts in their field, constant investments in computers and modernisation of infrastructure, Ikab is dedicated to providing quality services to its clients.

UTI Mutual Fund is managed by UTI Asset Management Company Private Limited (Estb: Jan 14, 2003) who has been appointed by the UTI Trustee Company Private Limited for managing the schemes of UTI Mutual Fund and the schemes transferred / migrated from IL&FS Mutual Fund. The UTI Asset Management Company has its registered office at : UTI Tower, Gn Block, Bandra - Kurla Complex, Bandra (East), Mumbai - 400 051.UTI Mutual Fund has come into existence with effect from 1st February 2003. UTI Asset Management Company presently manages a corpus of over Rs.20000 Crore. There are 1200 employees. If an employee is not working up to his

mark, which is effecting the organization serious action, is taken such as warnings and demotion. Training progammes are also conducted. Mission statement: To provide high value to customers with high returns to improve on technology.

AHIRC is been set up by contemporary Healthcare Pvt Ltd. With the aim to provide world class cardiac care in India. Asian Heart Institute (AHI) in Mumbai have made significant investments in integrating technology with their medical facilities. Founded in November 2002 and have no branches. AHI has pumped in about Rs 1.5 crore into IT systems. Currently, it has a real-time, interactive hospital information system (HIS) from Symphony that caters to its diagnostic, administrative and operational functions. In a short span, it has already begun attracting patients from over 15 countries like US, UAE, Kenya, Oman, etc. The number of employees includes 70 technicians, 140 nurses, 70 administration support which includes Finance and Marketing. They communicate with their employees in weekly meeting and open house meeting are conducted every quarter.

In 1981, by the order of the University of Mumbai, Narsee Monjee Institute of Management Studies was established to meet the growing demand for young managers. The parent body, Shri Vile Parle Kelavani Mandal was among the first educational trusts to have realized this need and further the interests of aspiring management students and also meets the needs of the challenging world of business. The institute commenced its activities with starting of Masters Degree Programme in Management Studies. NMIMS has won the “Golden Peacock National Training Award 2004” in the category of “Large Training Provider”. NMIMS is situated in VL Mehta Rd, Vile Parle-W, Mumbai-56 It is

a management college which was formed in 1981. It is different from the corporate world. The institute was deemed in the year 2002. There are 160 employees working there.

Exatt Technologies Pvt. Ltd. head office is situated in Andheri (west) which was established in the year 2002. It is into networking business. It is rated 2nd largest IPS in Mumbai and 7th largest in India by ISPAI i.e. Internet service provider association of India. Employees are given technical training, sales training and also confidence building programmes are conducted by the HR manager. Their are110 employees working here.

The Tata Memorial Hospital was initially commissioned by the Sir Dorabji Tata Trust on 28 February 1941 as a center with enduring value and a mission for concern for the Indian people. The hospital staff is divided into super staff and labour staff. The total sanctioned is 2521. They have a in-house training programme and employees are send to ISTM(Institute of Secratial Management). In order to empower workers towards their work they are provided with bonus.

Tulip Star Hotels Ltd. was established in early 1998 and is now a fully functioning Hotel owning/management company and is run by an experienced team of hotel professionals with varied experience and expertise in the conceptualizing, setting up and operations of leisure resorts & business hotels. It has two divisions, I.e. International Hotels Division and the India based Hotels Division. TSHL‟s board is chaired by Dr. A.B. Kerkar, whose name needs no introduction in the hospitality industry, he is solely responsible for the expansion and success of the Taj Group of Hotels, which grew from a single hotel

company into an International chain of 50 hotels during his tenure spanning a 35 year period at the helm of affairs.


The employees in this company are given salary increment every year on many terms such as qualifications, experiences, and determination etc. Salary ranges from Rs. 2,000 to 20,000. They are given full liberty to express their views and give suggestions. As the number of employees is only 60, there is free communication without any gap. Any person can leave the organization at any point of time at his will. The decisions are taken in a democratic way i.e. decisions are taken on the basis of majority of people agreeing or disagreeing. As the organization is a stock broking one, it requires a high level of honesty so the first thing that they see before recruiting a person is trustworthiness. However the main criteria that they take into consideration while giving increments is the amount of work done by each employee. They also arrange picnics annually in which each member of the company participates.

The employees here are given monthly or annual perks and also medical insurance, allowances. Incentives are also given depending on individual and group performance. For motivation they follow two factors 1) monetary factor 2) job factory i.e. proving good working condition. Campus recruitment is done form B- schools taken in to consideration his marks experience. After retirement benefits are pension, gratuity, PF.

The H.R. manager in NMIMS is MR. Sanjay Despande. The H.R manager motivates his employees by giving Incentives, Appreciation, Certificates and Conducting events. He visits his employees personally to solve their problems. We felt that the manager was perfect in his approach because first you should try to resolve it with peace and then if necessary you should take action against it. HR manager resolves the employees problem by asking their personal problems and then resolves it and also conducts training programmes for his employees.

The H.R manager of tulip star is M.R. Kiran Chachad. He motivates his employees by sending him to the next higher grade by giving proper training programmes and promotions. There is a quarterly and yearly report about the performance of the employees and by this they judge the employee of the quarter. Counseling is also done for their employees. We felt that the H.R practice that we found was no good because there was no communication with the employees. The union does all communication and there is no contact with the people in higher or lower positions.

The H.R manager of this firm is M.R Neerav.P. The motivating technique here is very interesting. The employees will be given stars according to their performance based on Attitude, Words of other employees and their working. There are cash prizes for the star performer of the month and the employee who has got maximum star at the end of the year will be the star performer of the year. They are also planning to give leave on employees‟ birthday and also provide him with some cash. There is an informal communication between the employee and the manager. We had a good experience of visiting this firm as the H.R manager was very friendly and according to him when you

operate in a fashion to make team leaders who are friendly people can work happily under them. He also had a good relation with the top and lower level managers in the firm. His main aim is to gain the faith of his employees.

Salary is being considered as one of the steps for motivation in the company, increments are given from time to time. They also provide accommodation for nurses, subsidized food and medical facilities etc which acts as a motivating factor for the employees. The institute celebrates Onam weak, Annual day, Christmas etc and conducts training programs & seminars. They also arrange picnic twice a year for all their employees

As in the case of motivation dearness allowances, house rent allowances, accommodation and transport facilities based on the range of families are given. They have recreation clubs so that the workers/employees can spend free time during their lunch. On 15 th August best worker is rewarded & at the end of the year they prepare an annual confidential report in which each employee/worker fills his achievements, grievances, extra ordinary work done etc. They have 9 categories which are provided with complement diaries from the directors, vip bags and also pension schemes.

Description: This is a BMS readymade project made by a BMS students. It can also be used as a study notes,as contains the full informations.