Motivation And Empowerment Project by sanghaviharshil


									     FYBMS-A      GROUP 6



    VISHAL                  03

   EBRAHIM                  20

    PRAVIN                  40

  NAMRATHA                  51

   SUVARNA                  58

    ASHITA                  61

Sr.No        Particulars               Page.No
   1.    Name of Group Members            1

   2.    Questionnaire                    2

   3.    List Of Companies Visited        3

   4.    Action Plan Executed             4-5

   5.    Synopsis of Manufacturing        6-10

   6.    Synopsis Of Service Sector       11-14

   7.    Finidings Of Manufacturing       15-18

   8.    Finidings Of Service Sector      19-21

   9.    Comments                         22

   10.   What We Have Leart From          23
         This Visit?
  Companies Name          Person To Meet          Designation         Numbers

  Shapoorji Pallonji     Mrs.Prafulla Shetty       H.R.Officer       222266319
    and Co. Ltd.

Grasim Industries Ltd        Sheshadri         Asst.H.R.manager       56917360
 (Cement Division)

 Hindustan Petroleum          Murthy             Sr.H.R manager       22863471
 Corporation Limited

Indian Oil Corporation     J.L Manoranjan      Chief E.R Manager
       Of India             S.G Bhagwat          E.R manager          26427357

   Century Textiles           Mr. Logo            HR Manager          24957000
      Ind Ltd.

                                                   Deputy HR
Raymond Apparel Ltd       Mr. BV Umalgar            Manager           25988047

 Pepsi Cola India Ltd      Atul Sadavarthe     Asst. HR Manager

Companies Name           Person To Meet        Designation         Numbers

Exatt Technologies       Mr. Neerav.P          HR Manager          56450200
Pvt Ltd

Ikab Securities & Invt   Mr Anil Bagri         Director            56310571

Hotel Tulip Star         Mr. Kiran Chachad     Asst. Sr. Manager   26113040
                            Mr. Sanjay
Narsee Monji Institute      Despande             HR Manager            26134577
Of Management

UTI Mutual Funds            Pradeep Mandal       HR Manager            56786342

Asian Heart Institute       Mrs. Jyoti Mandley   HR Manager            56986666
& Reseach Centre

Tata Memorial
Hospital                    Mr. Raju Kotain      HR Manager            41277000


Companies                   Date of              Date of    Time of
Name            Appointment appointment          Visit      visit                     Members
                taken by                                                             who visited

Raymonds         Namratha           12th Jan     14th Jan     3.30pm                     All

Cements          Namratha           8th Jan      11th Jan     4.00pm              Namratha, Suvarna,

SP Co Ltd        Namratha           20th Jan     21st Jan     2.00pm              Namratha, Suvarna,

HPCL               Pravin           10th Jan     11th Jan     4.00pm               Vishal, Ebrahim

Pepsi Co
Ltd               Suvarna          18th Feb      18th Feb     2.00pm              Suvarna, Namratha
Textiles          Vishal          15th Feb      21st Feb     1.00pm                   Namratha, Suvarna

Indian Oil        Vishal          15th Feb      17th Feb     5.30pm                          Vishal

NMIMS             Pravin          10th Feb      14th Feb     4.00pm                      Pravin, Vishal

Tata                                              22nd
Hospital         Suvarna          21st Feb         Feb       2.00pm                   Suvarna, Namrahta,

Ikab Sec &
Invt              Ashita          9th Feb       14th Feb     12.30pm                    Suvarna, Ashita,

Hotel Tulip
Star             Namratha         21st Feb      21st Feb     11.00am                     Pravin, Vishal

Exatt Tect
Pvt Ltd           Vishal          18th Feb      18th Feb     5.00pm                      Pravin, Vishal

Asian Heart
Inst             Ebrahim         22nd Feb       23rd Feb     2.00pm                     Ebrahim, Ashita

UTI Mutual                                        22nd
Funds            Ebrahim         22nd Feb          Feb       5.00pm                     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           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                the
    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?

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

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 state-
of- 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


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

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

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


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

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 15th
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.

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