Employee Relations

PREFACE It is a matter of honour for me to present my findings on Employee Relations. This calculate is an h iodinest impatient effort to ponder Employee Relations as an important in growthl of Human Resource Management. I got an opportunity to naturalize at GPI for my summers which instigated initiated the idea of the project. I started with pr recreateice HRM by Ashwathapa which gave me a foundation to HUMAN RESOURCES as a function. Later I surfed the bread for more than specific discipline and browsed by dint of a categorisation of HR policies of companies.It gave me a brief agniseledge closely Employee Relations and I form a questionnaire for the companies I was going to research on. Some articles that caught my attention period doing research ar include in my observations. To add spice to this dish, I suck in to a fault outgod the practices of Employee Relations in former(a) countries. Since I was operative at GPI, gathering learning was easier comp bed to o thers. I have found some interesting insights regarding Employee Relations which ar mentioned in the report. So, with due respect to my patient readers, I welcome you to the unremitting do by of Employee Relations.STUDY OF EMPLOYEE traffic Sr. no. TOPIC PAGE NO. I Executive summary 3 1 Human Resources Management 5 2 EMPLOYEE RELATIONS 8 2. Introduction 8 2. 2 Over thought 9 3 Employee Relations in brief 11 3. 1 Downward Relation (employer to employees) 11 3. 1. 1 provision and induction 11 3. . 2 Benefits 12 Incentives and on the wholeowance Monetary benefits Medical facilities to module 3. . 3 Safety 3. 1. 4 C arr maturation 13 3. 1. 5 Recreation facilities and stress counselling 13 3. 1. 6 Collective problem solution. bargaining) 13 3. 1. 7 Involvement and engagement 14 3. 1. 8 Rewards and recognition 15 3. 2 Upward communication (employee to employer) 15 3. . 1 Feedback 15 3. 2. 2 Performance approximation 15 3. 3 Horizontal R elation (amongst Employees) 16 3. 3. yearbook events and magazines 16 3. 3. 2 Welf ar activities 16 4 Advantages of maintaining Good Employee Relations 17 5 Role and compass of Human resources. 19 6 GODFREY PHILLIPS INDIA LTD 20 7 PARLE INDIA LIMITED 31 8 TAJ LANDS END 39 9 Comparative study 47 10 World round-eyed Employee Relations 51 11 Personal observation. 58 12 Conclusion 61 I. Executive summary The objective of the report is to have an overview of HRM and Employee Relations at GODFREY PHILLIPS INDIA LTD. (Andheri), TAJ LANDS END (Bandra) and at PARLE PRODUCTS PRIVATE LTD. (Vile Parle).The objective was to analyze Employee Relations at a form factory and in the overhaul sector. The Human Resources Management (HRM) function includes a variety of activities, and key among them is maintaining amicable similes with the workforce. Both the sectors argon such(prenominal) w present employees fabricate the crux of each(prenominal) operations. For the plant (fact ory), it is the employee who works on the machine. Even at PARLE, where most of the operations ar automated, role profligacyers need to ope target the machines. At the hospitality sector, it is the employee who communicates with the guest. The behaviour of the employee gives inkling about the comp any. so it is very important to maintain cordial relations with the workforce.The coating of Employee Relations is to end up with a productive and motivated employee that allow help strong point. avocation the introduction to Employee Relations is a brief overview of how Employee Relations has evolved as an occupation. Following that in chapter 6 argon the advantages of maintaining wide employee relations. The importance of HR division, HR relegation and the activities of the department for Employee Relations are detailed. According to me, HR department gets relate in 3 types of relations. First the employer to the employee, guerilla employees to employer and third is amongst the employees. at that place is comprehensive information on all 3 and how it benefits the go with. The report gives a brief introduction about the companies.It has knowledge about the history of the smart set, vision, core value and the Corporate fond Responsibility activities initiated by the company. Following this is the organization structure. In addition, I have alike studied the practices at other countries like lacquer, UK and USA for Employee Relations. This includes the different agencys for Employee Relations, their batch unions and the laws regulating the same. The report ends with my personal observations about for each one company and some articles that caught my attention while research. Conclusion about employee relations ends my report In piece to achieve the above mentioned objective and finish the study to perfection, the methodology used was a balance of primary and secondary sources.Primary sources were the personal visits to the companies and seconda ry was the information collected from websites. To facilitate this, I started with reading a few books on Employee Relations and benignant resources to understand the basic concept of Employee Relations. I in like manner browsed the net to find more detailed information on specific topics. I practically saw the HR department at GPI work and Later, I formed a questionnaire on unhomogeneous practices to understand the functioning of HR department at other companies. A sample of these companies was chosen on the basis of their scale of operations, reputation and quick accessibility. 1. HUMAN RESOURCES MANAGEMENTHuman Resource Management is an integral part of counselling. It helps the precaution in taking a strategic view of a very important resource i. e. Human Resource. It helps counsel in identifying key skill sets, knowledge, values required in the employee and the rewards that are needed to be assumption up to the employees so that the agreement goals are fulfilled. Also like other management functions, it has to ensure that these resources are available at an optimal cost. It has to look into various training and knowledge activities to ensure this. This is a key area for Human Resource Management as it come outs their contribution in terms of money.The money here would be the opportunity cost incurred due to appointing of new employees instead of developing current employees for the task in hand. Functions From recruiting to orienting new employees, from writing trouble descriptions to trailing vacation and sick leave, and from instituting and monitoring policies to monitoring benefits, in that location has been a need for an HR generalist to assist senior management in both establishing a structure to holding round off costs of administration. HRM is a function that helps carriages recruit, select, train, and develop employees for an organization. 1. Human Resource Planning is understood as the act of forecasting an organizations future de mand for, and supply of, the right type of deal in the right number. 2. business Analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific barter. The immediate products of this analysis are job descriptions and job specification. 3. Recruitment is the process of finding and attracting capable appli bottomts for avocation. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. 4. Selection is the process of differentiating amongst applicants in order to identify (and hire) those with greater likelihood of success in a job. 5. Placement is understood as the allocation of mint to jobs. It is the assignment or re-assignment of an employee to a new or different job. 6. preparedness and development It is an attempt to improve current or future employee cognitive process by increasing an employees abilit y to fare through learning, usually by changing the employees attitude or increasing his or her skills and knowledge. The need for training and development is determined by employees performance deficiency, computed as follows teach and development need = Standard performance Actual performance 7. Remuneration is the compensation an employee receives in return for his or her contribution to the organization. 8. Motivation is a process that starts with a psychological or physiological deficiency or need that activates behavior or a drive that is aimed at a goal or an incentive. 9.Participative management Workers participation may broadly be taken to cover all terms of association of workers and their representatives with the decision making process, ranging from exchange of information, consultations, decisions and negotiations to more institutionalised forms such as the presence of workers members on management or supervisory boards or even management by workers themselves as p racticed in Yugoslavia. ((ILO) 10. communication may be understood as the process of exchanging information, and understanding among people. 11. Safety and health Safety means freedom from the occurrence or risk of deformity or loss. In order to ensure the continuing good health of their employees, the HRM cerebratees on the need for healthy workers and health services. 12.Welfare as defined by ILO at its Asian Regional Conference, defined labour upbeat as a term which is understood to include such services, facilities, and amenities as may be established in or in the vicinity of undertakings to enable the person employed in them to perform their work in healthy, congenial environs and to fork up them with amenities conducive to good health and high morale. 13. Transfer rents a change in the job (accompanied by a change in the place of the job) of an employee without a change in the responsibilities or remuneration. 14. Separations Lay-offs, resignations and dismissals separa te employees from the employers. 15.Employee Relations is concerned with the systems, rules and procedures used by unions and employers to determine the reward for effort and other conditions of employment, to hold dear the interests of the employed and their employers, and to regulate the ways in which employers treat their employees. 16. Disputes and their settlement Industrial bitternesss mean any dispute or difference in the midst of employers and employers, or between employers and workmen, or between workmen and workmen, which is connected with the employment or non-employment or terms of employment or with the conditions of labour of any person. 2. EMPLOYEE RELATIONS 2. 1 Introduction batch in organizations interact with each other during work, formally and officially as well as socially and informally.During the course of interaction, alliances develop, which are invisible connecting links, coloured by emotions of love, hate, repulsion, respect, fear, anxiety and so on . These are usually mutual but not necessarily reciprocal. If A hates B, it does not follow that B hates A. It is possible that B loves A and even sympathizes with his thoughts. Relationships imply tintings for each other. They may be positive (friendly, wanting to be close) or negative (unfriendly, wanting to be distant). Relationships always exist between interacting persons. in that location is no neutral point. Indifference is not neutral. Indifference tends to be negative. Relationships influence behaviours at work.Expectations of each other, perceptions of the intentions of either, distributions of assignments, readiness to conform or to rebel, en thusiasm to contribute, and so on , are to some extent outcomes of these relationships. Attitudes and motivations influence, and are influenced by, the nature of these relationships. Employees are among an organizations most important audiences with the potential to be its most effective ambassadors. Employee Relations are practi ces or initiatives for ensuring that Employees are happy and are productive. Employee Relations offers assistance in a variety of ways including employee recognition, policy development and interpretation, and all types of problem solving and dispute resolution.Once there was a time when Employee Relations meant labor relations everywhere about the world. Negotiate. Orchestrate. Dictate. HR professionals helped negotiate collective bargaining agreements. The provisions of that bewilder defined the relationship between management, unions, and workers. To daytime, Employee Relations is a much broader concept. It involves maintaining a work environment that satisfies the need of individual employees and management. Improving employee morale, building company culture, transfer expectations 2. 2 Overview An effective employee relation involves creating and cultivating a motivated and productive workforce.People are generally motivated from within, but what can you do to help foster the type of environment where employees thrive, enabling your company to outperform the competition Employee Relations starts with determining the type of workplace the company wants. It starts by considering what the company wants its employees to say about operatives for the company. In a competitive grocery, it is important to that employees dont feel that they might be treated more fairly elsewhere. After all retention is one of the major functions of HRM. By considering what the company wants employees to say about working for it gives shape to the companys culture.The company culture conveys organizations core values to its employees, customers, vendors, and community. In addition to the workplace climate, the company in any lesson considers the types of processes or systems it wants to employ within the workplace to support the company culture and enhance the working relationship that exists between the company and its workforce. Such systems could include communications , policies, training, and development. Also, an essential step in building effective Employee Relations is to evaluate the human, financial and other resources available that reinforce the values and guiding principles the company wants echoed throughout the organization.For deterrent example, what type of supervisors and managers does it believe can bring out the best in people and projects? The company should also sour certain from the start that employees are not in counter productive work environments where work is more arduous than it needs to be. Is the workplace compliant with employment law? A major source of frustration for employees is the feeling that they were treated unfairly. Good liability management tools are necessary to ensure that the company avoids superfluous confrontations, time wasters and costly legal battles Traditionally Employee Relations programs were centered around labor union relations. Today, Employee Relations does not necessarily involve unions.H owever, it does involve cultivating the leaders style and workplace practices that help make union organizing activities a less attr combat-ready option for employees. Establishing workplace and management principles set the stage for fostering a successful work climate and establishing your companys culture. Effective Employee Relations is about establishing processes that address and nurture that culture. Employees in such organisations develop attitudes very different from those in another(prenominal) organisation that does not make any such distinction and is more secular in its policies. These different attitudes will be reflected in their behaviours outside the organisation and will either strengthen or weaken the social fabric.An organisation in which authority is highly aboriginalised and does not allow its people adequate discretion, will develop among its people tendencies for dependency and inability to take responsibility. These tendencies are handicaps in their roles as parents or citizens. The extent of concern shown for the effect of working conditions on employees health has an impact on the society, not merely in terms of general health and costs on medical exam care, but also in terms of the miscellany of activities that the members of the society participate in. When an organisation is sensitive to its impact on society, and responds to the societys concerns, it is said to be socially responsive.On the contrary, if it is concerned only with its own purposes and ignores the impact that it has on society, it is said to be socially not responsive Relationships also contribute to stress and conflicts at work, which in turn, mend musical note of work life of individuals as well as the feeling of organizational outputs, measured in terms of customer satisfaction, competitive advantage, innovation, and so on. 3. EMPLOYEE RELATIONS IN BRIEF According to me, Employee Relations can be classified in 3 types, with HRM intervening. First is the do wnward communication flowing from employer to the employees Second is up flowing from employees to employer and Third is horizontal communication amongst the employees. 1. Downward communication (employer to employees) 3. 1. 1. Training and Induction either new employee needs a company orientation, but most supervisors forget that employees also need to be orientated to the companys VISION in addition to learning their coworkers names, company policies, and what not to eat in the cafeteria. The companys vision record tells the employee where the company is going, what their role will be, and how success and achievement will be measured. Achieving great performance in the company is a journey, not a destination. For any cable to succeed one mustiness first recognize that the people are the greatest asset, and service is your most valuable product. Continuous improvement by training and developing employees is critical for occupation survival. Recent U. S. orkforce demographics p rovided by the Bureau of Labor Statistics make a compelling case for businesses of all sizes to begin preparedness for ongoing training of employees. Experts project that 60% of new jobs in the early 21st century will require skills possessed by only 20% of todays workforce. Technology is raising the skill level requirements for the best and fastest growing jobs, but schools and adult learning programs are not belongings pace. The likely result is that demand for highly skilled workers will outstrip the supply of qualified workers in the coming years. These statistics would seem to move training and employee development to the list of services in high demand. 2. Benefits Benefits often have a higher impact on employee recruitment and retention than compensation.Employees who know their needs are met are also more likely to contribute to a positive morale. Besides the customary border like For Workers Attendance bonus, Over Time Allowance which is double the Basic, crime syndica te Rent Allowance, Education Allowance, Conveyance Allowance which is fixed as per 6 scales of the workers, and Leave Travel Allowance amongst others. For Staff (Basic)TA/DA, Attendance Bonus, work Incentive, Over Time Allowance which is equal to one and half times, House Rent Allowance, Education, Leave Travel Allowance, and yearly Bonus amongst others. ( Sodexho Meal Vouchers, medical reimbursement ) Companies also provide Monetary Benefits, ( Insurance) and Medical Facilities to the workforce. 3. SafetyHealth and gumshoe risks may arise from physically dangerous work, such as work with hazardous machinery or relate to less immediately visible factors such as exposure to pollution. Accidents and ill health may ruin or seriously impair the lives of employees and their dependents. An employer must encompass necessary safety measures for the trust from the employee. 4. Career Development and job opportunities Career Paths are constructed in order to determine the optimum movement and enjoyment of people in the organisation. in that locationfore, due care should be given to various elements of the position including job analysis and the competency requirements at each stage. 5. Stress management and Recreation facilities Working Hours and Holidays need to reflect an adequate balance of the quality of work life of all employees.It is recognized that for certain categories of employees business related work may transcend the routine office timings whilst for other categories business may be purely confined to the work hours and timings. The quotation all work and no play can make jack a dull boy is apt for the company to understand the importance of recreation facilities. 6. Collective problem solving It is the duty of the HR to find ways of resolving issues between employees on one hand and employees and Management on the other. As long as there are human beings at the work place there would always be need for arbitration amongst them. It is at this time th at HR should use the word of mouth vine channel to its advantage and call officers to a round table for reconciliation and if it is between workers and Management should ways of brokering peace.Although the trade unions are expected to only can with matters concerning workers, it can be argued that everything that happens within a company, including product development and business strategies, affect workers one way or other and trade unions have stepwise sought to extend their areas of concerns. The managements attempts to contest such expansions on the ground of management prerogative have by and large not succeeded. These activities involve a number of skills crucial to human resource managers. HR specialists are also involved in issues which are considerably legislated and touch on substructure life and health as well as more familiar workplace topics such as discipline and conflict. 7. Involvement and EngagementParticipation of employees has been a subject of discussion sin ce the 1930s when Elton Mayos experiments led to the development of the human relations school. Participation can be and has been provided in the structure of the organisations. Participative management involves associating employees at every level in the decision making process. Participation may be at the board level, collective bargaining, job enlargement, job enrichment, jot schemes, quality circles, and empowered teams. Participative management is also called Employee involvement. The Industrial Disputes Act provided for participation in the management of the shop floor.Representatives of the workers would be appointed to various committees to decide upon matters change the worker at the shop floor. The rationale behind the concept of involving workers in bodies that decide on matters concerning them is that the principle of democracy The lesson is that the advantages from the practice of participation cannot be derived from creating separate structures alone. The nature of the processes within the structures, are important. At the basic level, calling for suggestions is participation. In terms of Hertzbergs motivation-hygiene theory, participation in decision making is a decently motivator, because in that process, there is recognition and achievement, a sense of being wanted, of being important.Employees may also reduce turnover and absences when they begin to feel that working conditions are satisfactory and that they are becoming more successful in their jobs. They identify themselves with the work and this leads to an improved performance. 3. 1. 8Rewards and Recognition The purpose of an employee recognition and reward program is to deliver the employers appreciation for a job well through. Employee recognition and rewards can take many forms, from a simple thank you note to cash to an excessive awards ceremony, just to name a few. Generally, recognition and rewards can be distinguished in two categories. At all these companies, recognition is distinguished as a pat on the back or a word of praise, growth prospects and competent supervision amongst others.Alternative monetary rewards include incentives, bonuses, and commissions. In addition, employees put a great value on benefits such as life insurance, disability insurance, health and/or retirement benefits, and perks. Top performing companies have begun documenting best practices which show a direct relationship between employee morale and productivity, profitability, turnover and retention, thus measuring the value of human resources. 1. Upward relation (employee to employer) 1. Feedback It is the job of the supervisor to force the employee into understanding which of their ideas for change will be helpful in meeting the companys goals.A good supervisor also guides each of their employees differently because similar to Pokemon, each employee offers unique talents and will evolve into different forms of advanced employees 2. PERFORMANCE APPRAISAL Most managers say the y want to pay for performance, but few sit down and conduct a performance review with an employee. Raises, Career paths, training plans, and departmental productivity are impacted by an employees performance. In addition, a well-designed, efficaciously implemented appraisal system can provide solid documentation of performance accomplishments or problems that the supervisor can use to justify or asseverate a wide range of personnel actions or decisions. 3. Horizontal Relation (amongst Employees) 1. Annual events and magazinesAnnual events are a way of getting to know the employee on a personal level. It is also a team building exercise and is common in all companies Inhouse magazines too are common. They tell the employee about the company and employee participation is encouraged by articles. 3. 3. 2 Welfare activities The objective of providing welfare facilities is to ensure that employee attention is not diverted from work to maintenance activities. It also aims to provide a ca ring environment that enhances the satisfaction of the employee with working conditions 4 ADVANTAGES OF MAINTAINING GOOD EMPLOYEE RELATIONS. The Gallup presidency published research proved that a more engaged employee is also a more productive employee.The research also proved, that a more engaged employee is also a more profitable employee, a more customer-focused employee, a safer employee, and an employee who is more likely to withstand temptations to jump ship and in turn it is also true that the longer employees stay with an organization, the less engaged they become. Following are the advantages of maintaining good relations with the employees. 1. Reduced Absenteeism One reason, outside of illness, that employees are absent is stress, and the number one reason employees are stressed has to do with their relationship with their manager/supervisor. Management styles that are too authoritarian tend to promote high levels of absenteeism among employees also increase turnover, job burnout, and employee health problems such as backaches and headaches.Employees may also reduce turnover and absences when they begin to feel that working conditions are satisfactory and that they are becoming more successful in their jobs Absenteeism rate at GPI is around 13-14 % on an average but a little high during summer holidays. ( Does it include approved leaves?.. why elaborate/justify.. ) Absenteeism at TAJ is under control as per the norms. The absenteeism rate at PARLE is 8 % and increases by 3 % reaching to 11 % during the summer holidays. In addition, these programs help reduce turnover thereby reducing your training, recruiting, and administrative human resource expenses. 2. Improved Morale & Motivation. The secret of creating a motivating employee review lies in the relationship between accuracy and money( not a oppose expression xpectations of the employee & the C) The right combination provides with a highly motivated employee. Maintaining good Employee Relations bring abouts an environment of trust and increases morale. This improves the motivation of the employee. A motivated employee is contagious and is salutary for the growth of the company 3. Harmony in the organisation Increase in the level of job satisfaction has a direct relation with the smooth workflow. there will be lesser arguments and more discussions. Employees will be ready to share information and help each other out. A good relation with the employee also inculcates discipline. therefrom harmony is maintained. 4. Lesser attrition reduced cost on training, less cost of retentionA reduced attrition rate will reduce the cost of training and induction. No new employees will need to start afresh. The company can save on getting to know new employees. GPI spends around Rs. 5 Lakhs( isnt it less?.. ) on training every year with the attrition rate being less than 2 %. For TAJ, There is a bloodbath in Mumbai today, with seven hotels cheek-by-jowl near the airport. Retention of talent is the chief challenge. Staff is routinely poached by not just manufacturing competitors but also banks, call centers and others. On the upside, they are the biggest and the most profitable chain and apparently enjoy an attrition rate which is lowest in the industry. They are most in the news, too.They must be doing something right( What are they doing?.. ) At PARLE, it seems the employees are not interested in leaving at all. The attrition rate is a minimal at 2-3% for staff, and between 1-2% for its workers. ( Please re-check the figures It cant be Last one year it should be around 15%.. which Parle location is this?.. ) 5. deplume good talent Attracting the most qualified employees and matching them to the jobs for which they are best suited is important for the success of any organization. A good company with good Employee Relations will be talked about. There is a brand image created in the mind of the employees which attracts them to the company like a drop of honey. standardized for example there are companies like TATA, HLL, Birlas, or Infosys where people would be glad to work. TAJ wants to create an image where, if 10 employees are interviewed and 1 gets selected, then the rest should feel sorry, not for being unemployed (selected) but for losing getting an wonderful opportunity to work for an interview with for TAJ Knowledge about satisfying work places with comfortable working conditions and friendly work culture and transparency in the organisation are always passed through the grapevine and thus attract employees. Later its the job of the recruitment cell to hire employees as per the requirements. 6. Responsible for increase in productivity.As the saying goes, a happy worker is a productive worker. Thus a satisfied worker will take lesser breaks, spend lesser time in the canteen gossiping and more time working for the company. There will be Greater commitment which means quality output. There will be loyalty and less wastage of company r esources. The employee will examine for opportunities for intensifying the business and look out for new chances of expanding the company. They identify themselves with the work and this leads to an improved performance. Finally, the act of participation in itself establishes soften communication, as people reciprocally discuss work problems. 7. Open to organizational / hierarchical changes (flexibility)The workers self-esteem, job satisfaction, and cooperative with the management is improved. The results often are reduced conflict and stress, more commitment to goals, and better acceptance of a change. 8. Shared learning and Continuous improvement. A satisfied employee will look for ways of uninterrupted improvement. They will participate in programs such as kaizen and try for the better of the company. Employees in a good employee relation management will share their new learnings and wisdom with his colleagues. 5. enjoyment and scope of Human resources The key process that de fines the HR strategy is ensuring an effective and efficient organisation through appropriate people-job-organisation fitEach and every HR plans thus focuses on Productivity Performance Satisfaction, to further the business objectives of the organisation through the optimal utilization of the human resources. 6. GODFREY PHILLIPS INDIA LTD. (ANDHERI) Vision To be the best quality cigarette manufacturing in the country, producing at optimum cost with total employee involvement and maintaining clean and safe environment inside and outside the factory premises. foot GPI, the second largest player in the Indian cigarette industry with an annual turnover of over US$ 265 million is a joint venture between Modi conclave and global cigarette major Phillip Morris.Some of the leading brands in GPIs portfolio are Jaisalmer, Cavenders, Four Square, Red & White and Originals. The company has a value mart share of 11. 4% and a volume share of 12. 4% in the cigarette industry in 2004-2005. Go dfrey Phillips has the strong backing of over 15,000 shareholders in the Country. The manufacturing of cigarettes is done in the Andheri factory in Mumbai and in Guldhar (Ghaziabad) called the ITC factory (International Tobacco Company). These constitute the manufacturing operations of the CIGARETTE DIVISION in the company. Core values Core value are those values, which are enduring tenets of the organisation and are timeless guiding principles.Core values help the organisation to achieve its vision. Core values are those values, which are not compromised, even though they become a competitive disadvantage under certain web sites. The Andheri Factory, has articulated the following Core Values. Provide environs For Development Urge to change for Improvement Focus on Quality. The Andheri Management Team with its commitment to achieve excellence in Quality shall ensure conformation to this policy and economic competitiveness in the implementation. Nothing represents the true spir it of Godfrey Phillips more aptly than the many initiatives it has taken to be a socially liable corporate citizen.The commitment has always been to enrich and energize the community within which it operates. Red and White Bravery Awards Started in 1990-91, the purpose of these awards is to in in time in people the culture of selfless action. The awards bring into limelight extraordinary, yet little known acts of bravery and social acts of courage by the common man. Farmer Program Godfrey Phillips helped create awareness amongst the farming community about the benefits of adopting approved agricultural practices. It imparts training and knowledge to farmers in tobacco producing areas AIDS Prevention Program GPIs participates in AIDS Prevention Programme, rehabilitation of the Gujarat Earthquake victims and Blood donation camps.However, since charity starts at home, they insist upon and ensure safe environmental practices within our factories and offices Realizing the importance of human factor in producing good quantity and quality, GPI signed an agreement with Japan Tobacco Company (an acknowledged world leader in the management of people and machines) for the improvement of its Andheri factory. The Andheri plant went 100% filter manufacturing in 1991. The modernization of the primary line at a cost of RS. 11 Crores was done in 1990-91. Organization structure GPI believes in a flexible, business-oriented organisation structure. It follows a flat organisation structure with decentralized management.There are around 5 levels in the organisation structure making it a decently flat structure comprising of 407 employees comprising of 69 staff members, 289 workers and 47 managers. ( Hey give an organization structure as an annexure) The organizational business is built around a structure that comprises various jobs carried out by individual in the organisation Role and scope of HR at GPI agency To facilitate the processes which create an environment where each member of GPI family is able to contribute their best. Aim To be amongst top 10 employers in India. All HR processes are linked to Core Competency Model which was launched for GPI, 2003. Assessment Centers are launched for promoting staff into management cadre. HRIS (Human Resource Information System) launched to empower employees of Godfrey Phillips. Six-Sigma project is undertaken to create a square-shouldered performance management system. Annual training calendar is introduced which is based on the GPI competency model. Internal Recruitment is encouraged to fill vacant positions. Each management staff is entitled to training and development intervention of at least 8 days. 360-degree feedback is initiated. Variable income plan was launched in 2004 to attract the organization to raise their performance bar. GPI believes in Total Employee Involvement.This is done through small group activity including all employees in teams, whereby identified problems are resolved and p resented to management. The HR department is the central point which initiates, monitors and follows up on the processes. It coordinates the task force activities of the factory. There are at present 11 task forces in the factory There is a micro site that has been created called ELIVE to generate the awareness among the employees about the concept and its benefits. Each manager should therefore evolve his or her people strategy aligned to the business strategy of the organisation DOWNWARD RELATION TRAINING AND INDUCTION An employee at GPI is placed on the job after induction.The basic induction training is a seven-day program additional training is imparted as required. Technical personnel are given induction training in various technical departments for one month before being placed on their actual jobs. GPI at its HO follows a mentoring program for the employees. It will be implemented at the Andheri factory from July 2005. Training for the same will be conducted by the HO. Ment oring at GPI was launched on the 5th September, 2004 which is celebrated as the International Mentoring Day world wide. GPI believes that the best investment that it can make towards its people is in increasing their knowledge, skills etc.This can be done by periodically identifying the training needs, imparting training and measuring the effectiveness of the training programs thereby assessing how effective the training programs are and their contribution to the bottom line of the business. GPI places a great emphasis on training Training and Development systems focus on aspects such as continuous learning, on-the-job learning, easy access to training programs, self-managed programs. Training is controlled and monitored through a budget of around Rs. 5 Lakhs A Training Directory is created by each unit. The Directory identifies both training needs as well as training delivery in respect of all employees. The training programs include both job related technical training as well as b ehavioral training. Training needs of employees are distinct once in a year. The factory manager identifies training needs of HODs.In line with the Training Activities in the Factory, Quality System Procedures of personnel department department are documented, scope of which includes Training Need Identification, Training Plan, Training Calendar, Training Evaluation and Training Records. GPI provides the following BENEFITS Canteen Facility The Company has a subsidized canteen for its employees, which provides food at highly subsidized rates in all shifts. The employees working in the night shift get refreshments. bothday in the morning, the food is tasted by the responsible person from the Personnel Department and accordingly the taste is approved or is changed if necessary. Every week, the menu is approved by the Personnel Department. Lunch is made available at 50 paisa, refreshments for 20 paisa and tea for 10 p Uniform The Company provides free uniforms to certain categor ies of employees once in every year around the month of Feb-March. The washing of the uniforms is taken care by the company itself once a week. Winter and monsoon wear is also provided to selected employees. lodgment facility is provided to the security guards and workers at key position. They are highly subsidized accommodation at a pay of Rs. 7. 50 per month. Holiday Home scheme Each individual management staff is entitled to a stay up to one week at any of the properties available during the course of a calendar year Marriage Gift Scheme The Company provides a gift to all its managers on the occasion of the wedding of the employees as well as their children.On all such occasions the employees shall have the option to purchase a gift of their choice at a value not olympian an amount of Rs. 5000/- per wedding Monetary benefits GPI employees can avail Retirement Services/benefits GPI has a credit society which provides the following benefits. It was established in 1953 and membership is circulate to all employees working in the various establishments of GPI. It is registered under the Societies Registration Act. Its meetings are held once a month. It offers 2 savings schemes to its members Cumulative Deposit Scheme periodical Contributory Deposit Scheme. A member can also avail of loan schemes immediately on acquiring membership in the credit society. presently term loans for a period of 1 year, monthly installments, which are deducted from the members salary Long term loans for a period of 5 years and is recovered through 60 monthly installments deducted from the salary. MEDICAL FACILITY. In GPI, there are two panels of doctors. The company has 50 trained first-aiders which are required if any slash takes place. Every department has a first aid kit which is replenished and audited every month. The Personnel Department includes a Nurse and an Ambulance room who maintains a medical kit as well. The company carries out medical examination of all the employees once in every three years. SAFETYGPI believes that companies are responsible for ensuring the health and safety of the employees. Every employee follows operating procedures and practices are designed to protect people and equipment from risk of injury or damage to property. GPI has a Safety Department which aims To create at all levels in the organisation a Safety Consciousness and to develop and maintain safety at work place. HR department has to see to it that an acceptable safety standard is kept in the workplace-safety gears are provided, Fire extinguishers are placed at the right places, multiple entrances and exits are provided and possible fire/safety drills are conducted once in a while.The safety squad conducts a safety drill in the first week of March on safety day and once in two months. GPI also pursues ERP which is pass along by the emergency squad. The EMERGENCY RESPONSE PLAN is responsible to deal with various types of emergencies that could occur at the facility with the response organization structure being deployed in the shortest time possible during an emergency. Thus when an emergency occurs, the initial indication is by raising the alarm system by the person who first notices a problem. The respective conductors is immediately notified who then assesses the severity of the condition, classifies it appropriately and directs the response actions of the facility personnel to mitigate the condition.Upon analyzing the emergency situation, if situation is beyond his control he informs the Security Main Gate who activates the ERP. GPI also has a Medical Attendant (Nurse) who during an emergency is to provide first-aid to victims of the accident, and to ensure their prompt transfer to a manipulation installation such as a hospital, when required the Medical Function is responsible for the establishment of a first-aid station for the immediate treatment of possible victims, which shall be appropriately equipped with medical su pplies, oxygen, resuscitators, and other supplies and the emergency response personnel are familiar with first aid administration There hasnt been a case of sexual harassment or drug abuse.GPI is short of a policy against it, but any individual found sheepish will not be allowed on the premises and will be dismissed if it continues. CAREER DEVELOPMENT OPPORTUNITIES The emphasis at GPI will be to focus on career paths rather than on career per se. GPI focuses on generic career paths as well as specific career paths for identified individual. There are 8 basic Job Bands. All grades are structured around these levels. Jobs are placed in appropriate bands, corresponding to the responsibility levels. Job bands are used for specific HR action such as promotions, career development etc. GPI recognizes that in a dynamic, fast-changing environment jobs will also be flexibleJob Rotation Programs (JRP) can not only reduce turnover but they also increase learning, and provide added bench stren gth. At GPI, the technicians are rotated in the whole department. This helps the technicians become Almighty operators. Knowing a variety of jobs improves the workers self-image, provides personal growth and makes the worker more valuable to the organization. It also helps them become a trainer and fill the vacant places if some employee turns out absent. Job rotation is a way to overcome boredom and monotony. Periodic job changing can also improve interdepartmental co-operation, employees become more understanding of each others problems.Job enrichment too is used at GPI. It seeks to improve both task efficiency and human satisfaction by building into peoples jobs, quite specifically, greater scope for personal achievement and recognition, more challenging and responsible work, and more opportunity for individual advancement and growth. Operators become Technicians who then become supervisors who in turn become managers RECREATION AND STRESS The employees at GPI work for 8 hours w ith a lunch break for half an hour. The leaves allotted are different for workers and different for staff. For Workers Workers receive Annual leave of 21 days, Casual leave of 14 days & Sick leave of 21 days. FOR STAFFThe staff members are entitled to get Annual leave of 30 days, Casual leave of 14 days & Sick leave of 20 days. GPI proudly holds interdepartmental cricket matches annually. Steps are taken by each department to send their best players and employee participation is encouraged to the fullest Various stress management programs are held by external faculty for the welfare of the employees COLLECTIVE BARGAINING The trade union at GPI is KAMGAR UTKARSH SABHA is registered under commissioner of labor and recognized under All India Trade Union Congress. Employee Relations as an activity extends through negotiation and bargaining, discipline and employee involvement. When GPI is concerned, there hasnt been a strike ever.All are part of this union for the past 15 years. The pro cedure for unfairness solving at GPI is followed as per hierarchy, the employee goes to the department head and the grievance is presented. If the department head is not in the condition to solve the grievance, the personnel department is informed. If the employee is calm not satisfied, the grievance is then forwarded to the FM. INVOLVEMENT AND enfolding GPI follows the technique of Quality Circle, originating from Japan and introduced in many establishments in India. In this, employees voluntarily become members of quality circles, which study various situations and problems at the work place, suggest and implement solutions.There is thus much involvement of the worker, in what happens at his work place. The participation is not of representatives. All of them could get involved. GPI follows a Suggestions scheme called Kaizen Teian. Employee can give suggestion in the field of Operation, Safety, Quality, Workplace Environment, Waste Elimination ,5 S, Energy sparing ,Cost Saving . There are department committees consisting of Dept Head, Dept Level Managers and Supervisors, who motivate employees and evaluate the suggestions and reward the employees. The factory committee meets once in a fortnight. It is involved in cooking and implementing for increasing the participation and number of suggestions of the employees.It also reviews the reward at regular intervals. GPI (as per rules of KT) has star, super star and pole star. Star is felicitated with a silver medal of round Rs. 225. Super star is awarded with 30 Gms of silver medal of approximately Rs. 450. The pole star who must have 3 implemented Kaizens per month for 6 continuous months is awarded with Sodexho coupons worth Rs. 350. At GPI, mostly the department heads go at the employees workplace and congratulate them and gift them their reward. Best suggestion of the month and kaizenee of the month are recognised by displaying their photo at the canteen and at main gate entrance. And also gets a free lun ch with family in a restaurant.The company has a tradition of felicitating those employees who have completed 20 years of service with the company by offering them a gift and a certificate. UPWARD colloquy FEEDBACK GPI has started taking an EMPLOYEE SATISFACTION SURVEY annually from the last two years. It is conducted, monitored and evaluated by the HR department. PERFORMANCE APPRAISAL At GPI, managers have an online Performance Appraisal. For the staff, an informal procedure is followed, the employees are monitored regularly by their immediate boss and regular feedback is given to the employees as and when required. This forms the basis for identification of training needs with respect to HODs and management staff. ( what kind of system of PA is followed?.. ) HORIZONTAL RELATION ANNUAL EVENTS GPI holds the following Picnics GPI has a four squares club which carries out picnics and other excursions for the staff to nearby places like Khopoli and Virar. Dassehra Puja The workers organize Dassehra Puja every year with the aid of contributions collected from the employees of the company. Every department celebrates this auspicious day by carrying out pujas in their respective departments. The company distributes sweets to all the employees. House Magazine GPI publishes a quarterly house magazine known as SAMVAD highlighting the various events at GPI. It was started in the year 1986. This helps to encourage people for active participation in writing pros, poems, drawings.The magazine also gives information about the Kaizens given by the employees and the Kaizenee. The promotional activities, suggestions regarding Safety, Pollution Control are also included in the house magazine. The achievements of the employees and their family members are published in the magazine WELFARE ACTIVITIES GPI gives the welfare facilities as mentioned in THE FACTORIES ACT, 1948. Various incentives, cash benefits, rewards for good performance etc. are offered at GPI as a part of the commitment towards the well being of employees. In addition to these, the company has initiated several other programmes to achieve the goal of employee welfare.The Godfrey Phillips Employees Welfare Society It was constituted and registered under the Mumbai Trusts Act, 1950 in 1971. The membership of the society is open to the employees of GPI. A few of the programmes organized by the society are listed under Annual Prize Distribution This programme is organized every year. The employees children who excel in academics are awarded so as to encourage them to perform better. In addition to the prizes, each awarded also gets a Textbook Gift Coupon. Note Book Distribution Every year, before the beginning of the academic session the employees of GPI are given notebooks at concessional rates. Each employee can purchase a maximum of 4 dozen-note books from the welfare society. S. S. C. VyakhyanamalaAn expert hired by the society gives the children of employees appearing for the S. S. C. exhaustive steering in all the aspects of these exams. If the number is inadequate, the society sends them to counseling agencies at its own expense. Career Counseling Children of employees in the 9th and 10th standards and Jr. College are given charge as to which career they should choose based on the results of a 5 hour test administered to them by the Maharashtra Vyavsaya Margdarshan Kendra. The society has several other activities in the bank line such as a talk on the Union Budget, a rangoli competition, establishment of Adarsh Kamgar Puraskar, a pulse polio vaccination scheme etc. 7. INTRODUCTION TO PARLEVISION With the unfolding of the InfoTech age, and the emergence of a borderless world, we have a quest to become the most admired group to all our stakeholders, alike customers, employees, contract manufacturers, wholesalers, C&F agents, suppliers and society. Our customer being the king we will try to exceed their expectations by pursuing world class standards in our people, products, process & performance load-bearing(a) innovation & nurturing intellectual capital. We will follow ethical & fair business practices maintaining respect for all the fellow human beings. INTRODUCTION Mr. Mohanlal Dalal came to Mumbai in the 1880s from pardi village.He did some work here and there to earn his living. Soon PARLE biscuits were formed in a 60 ft long and 40 ft wide tin shed with an initial investment of 1,50,000 with the help of 12 men. In the year 1929 the market was dominated by famous international brands that were imported freely. scorn the odds and unequal competition, this company called PARLE Products, survived and succeeded, by adhering to high quality and improvising from time to time. Over the years, PARLE has grown to become a multi-million US Dollar company. Many of the PARLE products biscuits or confectionaries, are market leaders in their category and have won acclaim at the Monde Selection, since 1971.Today, PARLE enjoys a 40% shar e of the total biscuit market and a 15% share of the total confectionary market, in India. ORGANISATION STRUCTURE PARLE on the other hand has an organisation structure of 7-8 levels. Starting with the Factory Manager and then the Deputy Manager, but it is more on paper than for operational purpose. It has a total of 742 workers, 30 staff members and 150 managers and officers. Role and scope of HR at PARLE The HR mission at PARLE is to develop the employee behaviour, identify their training needs and help them grow in the future. They dont have a HR Department per se, but the personnel department handles the functions of the HR. Their Personnel department handles 742 workers, 30 staff members and 150 managers and officers.Though no special steps are taken to increase employee involvement at PARLE, they have had no disputes and work goes on smoothly because of the team spirit in the e employees. The Personnel department handles all the activities amongst the employees and believes tha t no disputes and smooth flow of work is a live testimony of credibility to HR department. DOWNWARD COMMUNICATION TRAINING AND INDUCTION At PARLE, the nature of recruitment is purely internal. Thus training needs may be more as compared to hiring trained individuals. Here, the department Heads identify the training needs as and when required. These training needs are then sent to the Personnel department. The Personnel department checks its external brochures and the training is conductedThere is internal training for the workers for KAIZEN, 5S, and other Japanese systems which are recently implemented by the company. External training is not given for workers unless critical or really required. The staff and the managers are given external training for behaviour and management. There is follow-up done after the training with the help of feedback forms. These feedbacks are submitted to the Personnel department who looks after them and implements the changes if possible. There is rel igious feedback taken after training and the form is evaluated by the Personnel department. PARLE doesnt have an induction program for its workers in place. Workers are recruited and put on job, whereas the managers and staff have to go through a 15 day induction program.The employees learn about the functioning of each department. PARLE has the following BENEFITS Apart from the regular allowances, PARLE provides product Incentive and festival allowance. Canteen facility It too has subsidized food for all its employees. Lunch is for Rs. 2 and tea and refreshments are served at 20p. The canteen is run by contractors. Housing facility PARLE doesnt provide housing facilities to its employees but a few important ones like the technicians and engineers stay on the compound of the factory. Uniforms Like in GPI, the workers wear uniforms, some also receive monsoon wear and winter wear. The uniforms are washed on a weekly basis on contract.PARLE also gives various MONETARY BENEFITS. It has an ECS (employee credit society) which offers loans short term and long term loans like GPI. MEDICAL BENEFITS There are 2 in-house doctors who conduct free medical check ups on half yearly basis at PARLE. There is a well equipped ambulance room with 3 full time nurses. Employees at PARLE also receive reimbursement of medical expenses. Compensation is also given on death of the employee SAFTEY PARLE endeavors to adequately train all employees, suitably equip them and instruct them to perform their duties in a safe and effective way. PARLE trains all its employees against safety and first aid and Fire fighting.Apart from this there is a Guard for all the machines who prevents the accident from occurring. PARLE is a non tobacco zone. Thus there is no smoking allowed in the premises or the working area. They are also strict about inebriant or drugs. Though there is no policy, but an employee is not allowed to enter the gates if he is drunk or is caught with drugs. There has nev er been a case of sexual harassment either. PARLE also conducts safety day competitions on safety week during March. Colourful posters and illustrations of the harms of not wearing a helmet and other such warnings are pinned on the entire lobby and the passage area all over PARLE.CAREER DEVELOPMENT PARLE doesnt follow Job rotation, thus an employee does gains specialization. PARLE believes Moving from one job to another also gets irritating because the normal routine of an employee is disturbed and also time is wasted in adjusting to the new job. PARLE too believes that enriched job will have more responsibility and autonomy (vertical enrichment), more variety of tasks (horizontal enrichment), and more growth opportunities. Thus after receiving considerable knowledge at packing, a worker is soon promoted to charge-hand. RECREATION AND STRESS Employees at PARLE receive an annual leave of 16 days, sick leave of 10 days and CL of 7 days.The management decides the paid holidays after di scussion with the Union and the list of holidays is posted on the notice board. In all, there are 14 paid holidays. Although there have been talks about health clubs and gyms. Employees at PARLE receive an annual leave of 16 days, sick leave of 10 days and CL of 7 days. And refreshment breaks of 15 minutes at PARLE. They are sanctified with a play ground. They have regular tournaments of volley ball, cricket and tennis. Employees also have the facility to play carromen, table tennis in their rest rooms. There is an annual sports day held by the ECS where employees are encouraged to participate. COLLECTIVE BARGAINING The trade union at GPI & PARLE is the same KAMGAR UTKARSHA SABHA.There has been a strike at PARLE due to conflict of interest which lasted for 40 days, in the year 2000. The procedure for grievance solving at PARLE goes as per hierarchy too, first the employee goes to the department head and the grievance is presented. If the department head is not in the condition to so lve the grievance, the personnel department is informed. If the employee is still not satisfied, the grievance is then forwarded to the FM. The grievance is further sent for conciliation. ( If you canstudy the documents of negotiations between the two & analyse how the final draft was arrived at ) INVOLVEMEMNT AND ENGAGEMENT PARLE has a suggestion box which comes under the plant services manager.These suggestions are received on a weekly basis. PARLE like GPI follows the technique of Quality Circle, originating from Japan and introduced in many establishments in India. In this, employees voluntarily become members of quality circles, which study various situations and problems at the work place, suggest and implement solutions. There is thus much involvement of the worker, in what happens at his work place. PARLE has also implemented KAIZEN recently. Here, employees are expected to submit at least 6 suggestions per month. If the suggestion is seminal and implemented, the employee e arns 2 points. These 2 points entitle him to a gift. There is a considerable rise in the self-esteem.This helps in terms of interpersonal relationships which directly affect Employee Relations. Finally, the act of participation in itself establishes better communication, as people mutually discuss work problems. Rewards at PARLE are as per KAIZEN. No other rewards or gifts are given to the workers for making suggestions. There is a Best worker of the month who is called as the PARLE G anmol. His picture is displayed on the notice board and he receives a small gift too. The bottom line is to increase employee productivity which contributes to making a company more profitable. UPWARD RELATION FEEDBACK PARLE doesnt follow job satisfaction survey or any other kind of feedback for its workers or staff PERFORMANCE APPRAISALPARLE doesnt hold any performance appraisals for its workers, though the management and staff follows a 90 degree performance appraisals system. HORIZONTAL RELATION AN NUAL EVENTS PARLE holds the following functions for the employees PARLE does not hold picnics for its employees. PARLE has a Sports day place by the ECS annually. It has activities like football and volley ball and cricket