INDUCTION REPORT CORPORATE HR INTRODUCING GODREJ Established in 1897, the Godrej group has grown in India from the days of the charkha to nights at the call centers. Our founder, Ardeshir Godrej, lawyer-turned-locksmith, was a persistent inventor and a strong visionary who could see the spark in the future. His inventions, manufactured by his brother Pirojsha Godrej, were the foundation of today’s Godrej empire. One of India’s most trusted brand, Godrej enjoys the patronage and trust of over 470 million Indians every single day. Our customers mean the world to us. We are happy only when we see a delighted customer smile.
With 7 major companies with interests in real estate, FMCG, industrial engineering, appliances, furniture, security and agri care – to name a few – our turnover crosses 2. 6 billion dollars. You think of Godrej as such an integral part of India – like the bhangara or the kurta – that you may be surprised to know that 20% of our business is done overseas. Our presence in more than 60 countries ensures that our customers are at home with Godrej no matter where they go. With brands you can believe in, service excellence you can count on and the promise of brighter living for every customer, Godrej knows what makes India tick today.
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Today, we are at a point in Godrej’s history when our amazing past is meeting up with its spectacular future head on. Godrej is learning and relishing being young again. INDUCTION REPORT The Induction Training is a Familarisation Program designed and scheduled for Graduate and Management Trainees. The schedule included 27 sessions deployed in accordance to various fuctions pertaining in the P Department of Godrej & Boyce Mfg. Co. Ltd. The program commenced from 23rd August 2010 and successfully completed it’s last session on 16th August 2010. The Highlights of the program were : DPH Interaction. ISP Recruitment (ESP)- ERP and Campus.
Recruitment Operations. Training and Competancy developement. Performance Management System. Human Resource Information System. Analytics and Concept of PMO. Compensation and benefits. Employee Engagement. Industrial Relations. Administration. Contract labour Credit Society. Prajapati Kendra. T&D and Recruitment Initiatives, Affirmative action Dispensary and Safety. Archives Address by Head HR. DPH INTERACTION Mr. Praveen Garkal – Division Personnel Head of P&A Department. Ms. Neesha Balan – Division Personnel Head of P&A Department. The session was headed by the Division Personnel Head – Mr. Praveen and Ms.
Neesha , where in the Introduction of the various fuctions of P&A was highligthed. Personal & Admin Department : Personal & Admin Department helps in managing our organization’s human resources. It has the functional areas of recruitment, selection, retention, developement, assesment and adjustment of personnel. The structure of our Personal & Admin Department is as follows: Mr. Anil Verma Heads the P Department. Following are the departments that fall under the P Jurisdiction. 1) Human Resource: * Recruitment * Training & Developement * Internal Selection Process * Operations * Compensation * Human Resource Information System Performance Management System * Employee Engagement * Policies 2) Industrial Relations: * Courtcases * Contract Labour * Recruitment of Workmen * Workmen Trainee * Credit Society * Security * Safety * Canteen 3) Administration * Statutary Compliances * School * Library * Housing * Consumer Society * CMRD * Pertrol Pump 4. DPH Office 5. Corporate Communication 6. E Space 7. Archives. Internal Selection Process (ISP) ISP is a systematic procedure that involves selection of talents from within the organisation to perform the required job or task. There are 3 processes involved in ISP : Permanent Employees Temporary Employees
Workers. Permanent Employees : The Division Personnel Head sends the requirement of manpower to the corporate team. The ISP team then does the posting of the vacancy on Intranet. ISP is open for 4 days for the employees to apply. After the 4th day the position is kept in backend. The 5th day is called the ‘cool of day’ The candidates are then shortlisted on the basis of Essential Qualifications and Essential Experience. Incase of high number of applicants then shortlisting is done on basis of preferred qualifications and experience. On having queries and doubts, the team goes back and approches the division for clarifications.
ISP team then checks and arranges for the panel. There are 2 types of panel : Divisional Panel- 3 member panel Interviewer from division. HR panel from other division. Functional expert from other division 2. 4 Member Panel- Interviewer HR personnel from from Division. From other division. 2 fuctional expertise from other division A 4 Member Panel is considered based on the following clauses: If there is only one applicant &
If the applicant has applied in the same division & If the opportunity is for promotion /lateral movement. * NOTE : Aviod taking panel members from the division the employee has applied. The panel are T bandlers having not less than 2 years experience in T band. Scenarios in ISP : Position closes with selection. ISP closes with no selection. ISP closes with none shortlisted. ISP with no applicants. ISP closes with no selection process. (lateral transfer) Eligibility Criteria to apply in ISP: In transfer from A to O Band – The applicant has to have 2 yrs of experience in A band.
If any external experience of 2 yrs outside Godrej & Boyce then the applicant is required to have atleast 1yr of experience in A band. In transfer from O to P Band– The applicant is required to have atleast 2yrs of experience in O Band. If any external experience of 2 yrs outside Godrej & Boyce then the applicant is required to have atleast 1yr of experience in A band. In transfer from P to T Band- The applicant is required to have atleast 5 yrs of experience in P Band. In transfer from T to E & E to S Band- The applicant is required to have atleast 7 yrs of experience in current band.
The employee should be confirmed. The external experience is taken into consideration only fr 1st promotion. Temporary Employees : If in the permanent employee process the candidate is not selected then the opening goes for temporary employees. The position in ISP is open for 7days for Temps. The eligibility for temps is the same as in ESP i. e 60 % and above, no gap inbetween education and clearance of WE and GI Test. K Band Employees : The application for K Bandlers to Management band are manual. They undergo test such as 123 test,psychometric test . etc. The position is open for 10 days.
The interview is taken in the division and no such panel is required. The candidate is debarred under the following conditions : If the employee after selection takes in charge and then quits. If he gets selected in ISP and then denies is debarred from ISP for 2 yrs. During the interview the candidate denies the application. For T & above applicants after giving Competancy Assessment Test and then denies is debarred for 2 yrs. After ISP : The candidate who is selected is given 1 month to handover his work and join the new position. Every candidate selected goes to 6 months probation.
Interim progress review is done werein the L, L+1 , functional head, DPH and Division head fills in. Final review is the confirmation review where the division confirms that the candidate is doing well and then becomes permanent. If the employee does not do well he can be sent back to his earlier position or asked to leave as not confirmed. To conclude, Internal Selection Process is designed to provide greater growing opportunities for the existing employees to accelerate motivation, change, skills , knowledge and their attitude. The career growth of Godrej employees are catered and looked upon with utmost importance.
E. S. P (External Selection Process) External Recruitment brings new people into the organization, which can be a huge benefit. It allows the organization to define the right requirements and thus allows the company to select a potential candidate availabale in the market, which suits the organization the best. E. S. P as the name suggests begins once the ISP (Internal Selection Process) is done. E. S. P comprises of two cattergories: 1. Lateral Recuritment. 2. Campus Recruitment. 1) Lateral Recruitment: Lateral recruitment takes place when we are unable to find the right talent from within our company.
They are screened based on the Job Specification, years of experience and educational background. In GNB major emphasis is laid on education as it is a parameter that helps to draw an edge from the other. The process for lateral recruitment is as under: * Source Candidates * Selection Process – G. S. T (Godrej Selection Test & Interview) * Medicals * Pre – Joining Formalities. Sourcing Candidates: Candidates are sourced through various channels like: * Job Portals * Consultants – (Consultant is paid 8. 33% of the Base Salary of the candidate for Jr. Level 12. 5% to Mid Level & 16. 6% is paid for Sr. Level) * E. R. P Selection Process: Selection Process at GNB comprises of mainly 2 steps: a) G. S. T (Godrej Selection Test) It has 3 rounds i. e. – I) G. I. – General Intelligence Test It is basic aptitude test comprising of 40 objective questions which lasts for a duration of 15 minutes II. MC – Mechanical Comprihension Test It is based on the basic fundamentals of Mechanical engineering comprising of 60 objective questions which lasts for a duration of 40 minutes. II. Writtern English Test. The applicant requires to coose any 1 topic of 14 options provided to write an essay of 250 words. ) Once the candidate clears all the written test he is taken through the interview process with the respective panel. Medicals: Once the candidate is selected he requires to undergo the Medical process. Pre – Joining Formalities. The candidate needs to provide all the necessary documents like Pan Card, Appointment Letter, relieving letter, educational certificates, etc. for verificationas mentioned in the annexure. Campus: It is in the month of that the S. B. Us provide the recruitment team with the Manpower requirement for that particular year. Mainly the planning is done based on the attrition in O and P Band.
The panel for campus recuritment consists of employee’s over and above the E (Executive Band) if they aren’t availabale then employee’s from T (Tactical Band) may be considered. Trainees are cattegorised as: * DETs (Diploma Engineering Trainees) join the A and O Band. * GETs (Graduate Engineering Trainees) join the O2 Band. * MTs (Management Trainees) join the P Band. * Gts * MTs Every trainee has to sign a bond of atleast1year after a years traineeship. Recruitment Operations: Every communication that takes place between the company and employee’s is escalated through the Recruitment Operations Team.
The recruitment operations team takes care of all the following activities: * Joining Formalities * Preparing Offer Letter * Preparing Appointment Letter * Employee Reference Check * Preparing Confirmation Letters * Sending Disciplinary Letters * Preparing Reappointment Letters * Proving Ex Employee Feedback * Praparing Trainee Termination Letter * Preparing Severance Letter * Preparing Severance Letter * Preparing Resignation & Relieving Letter. * Preparing Bond * Providing certificates for Summer / Project / Industrial Trainees To summarise the Recruitment Operations team is best compared to the Gate Keeper.
It takes charge of all the entry and exist formalities of the employee. Performance Management System Performance and leadership culture is the bedrock of building organisation’s competitiveness and thereby enabling talent to contribute effectively with performance and potential. Performance Management process is instrumental for high performance work culture where the performance is recognized and rewarded. PM Process aligns organizational goals and objectives with individual ones. Performance Management System is a system which helps to access and measure the performance of the employee.
It is beneficial to both the employee and the company as it provides valuable feedbck for improvement. Benefit for Godrej & Boyce Mfg. Co. Ltd : PMS is done to cascade the goals of the organisation at every level: Strategic Business Plan Annual Business Plan Goals of Business Head Goals of Division Head ( Executive Band) Department Heads Individual employees. PMS helps to provide feedback to the company wrt the performance of the employees. According to thr feedback valuable inputs are givento the employee for improvement. Benefit for the employee : The employee is rated fairly as PMS sets standards for evaluation.
The employee understands and evaluates as to where he stands. PMS gives accountability , ownership and empowerment to the employees. The areas where performance are evaluated are : Professional performance Personal development The PM Process involves 5 steps: Mission Professional Performance Personal Development Learning and competancy development Annual Plan Submission. PM Process : Annual Planning is done every financial year i. e from April to March. The goals of the organisation are determined and cascaded to line with the individual goals of the employees.
At the end of the year, the rating is given and planning of next year is also dont. Note: * Nov- Dec ( SBP discussion takes place) * Jan- Feb (ABP discussion is done) The review of the performance is done quaterly. Therefore after 3 months the feedback is given. Q1—Q2—Q3—Q4 3mthly—6mthly—9mthly—Annual In the system through joint login of L and L+1 , the review is agreed and freezed. The ratings ofthe performance are given in the following scale : SE (surpass expectation) > 110 % of goal ME (met expectation) 90-110 % of goal CB (could be better) 60-90% of goal
BE (below expectation) < 60 % of goal The reason for 4 point raring scale is because of central tendancy to evaluate objectively. The goal has to be ‘SMART’ Effects of CB and BE : Performace pay is not entitled to employees rated BE. If the employee is rated as BE, then he/she cannot apply in ISP for a year. 2 ME are required for the employee to grow within the the band (GWTB). To conclude, Performance Mangement is thus extremely quintessential and instrumental in building the organisation growth. Performance management in Godrej & Boyce has been potent and a very important tool for the company to reach at today’s stature.
Learning and Competancy Development Training = Imparting specific skills Development= Providing learning oppurtunities for employees growth. Training process involves, Need assessment which involves understanding present employees and future challenges. Training and instructional objectives. Planning the training. Training and Development process involves the following steps : Identification of Training Needs in PDM Transfer of training needs from PMS to TNS (Training Need System) Learning and Development Oppurtunities Conducting Training Programme Effectiveness of Training Programme
Step 1 : Training Needs Indentification : Training needs are identified by the L and approved by L+1. The batch is created by Corporate HR. The following are the steps involved; Select the training programme by using any of these option: a)Using search option by typing keywords OR b)Select the functional area & Training Course using drop down box OR c)Select ”other” option & enter the nameof training programme required. Enter the proposed date of completion of training programme (dd/mm/yy) format. Approval of the training needs identified by L is done by L+1 through joint login.
Needs can be approved or disapproved ; the reason has to be mentioned. Step 2 : The approved training needs are then transfered from Performance Management System to the Training Needs System by Corporate HR and the Division Personnel Head. Step 3 : Learning and Development Oppurtunities : Executive Education Programs Knowledge Enhancement Policy Open House/ External Programs E-Learning. Step 4 : Conducting Training Program: Training Calender is prepared in accordance to the 4 zones – Mumbai (West zone), Kolkata(East Zone), Chennai(South zone) and Delhi(West zone) Marking attendance and filling of feedback form.
Step 5: Effectiveness of Training program. : The effectiveness of the training program is to be done after 3-4 months. Monthly reminders are given to L,L+1 about training programmes for filling need forms, feedback forms. etc. Competancy Development Godrej has identified 11 leaderhip skills (competancies). Analytical Ability Innovation Team Building Assertiveness Result Orientation Process Orientation Thinking Big Business Environement Perspective Oral Communication Written Communication In Thomas International , these competancie are assessed for above T Bandlers.
Then the Learning and Development team meets Thomas International to obtain the feedback as it serves as a facilitating tool for effectiive decision making. The candidate then undergoes an interview with the the Godrej & Boyce panel. The feedback is given to the candidate for him to work on certain areas and therefore competancy development becomes a part of learning development. The report is valid for a year. If the candidate has not cleared the CA test and he feels that his leadership competancies have increased then he has to fill Individual Development Plan approved by Division and P head. Thomas International :
CA CenterDevelopment CenterTo access competancy for potential employees applying for senior positions. An employee is sent to development center only if he/she is critical and important to the company. There are no test and interview conducted here. Therefore to conclude, Training and Development has helped Godrej & Boyce Mfg. Co in bringing out leadership skills, improves motivation, better atttitude and other aspects of successful managers and workers thereby improving the productivity and fulfilling the goals of the organisation. Analytics Analytics involves generating HR Reports for top management in accordance to the subject matter.
The reports prepared in Analytics are : Head count MIS Attrition Productivity ERF The employees of Godrej & Boyce are identified into categories and status which aredeployed as follows : CategoryStatusMTPR, PTUSCT,GT,TM,SchoolWKPR,PT,CT,GT,TM Categories: MT- Management WK-Workers US- Unionised staff ( School employees,Trainees,Summer Interns,Temps) Status : PR- Probationers PT- Permanent CT & GT- Company trainee & Government Trainee TM- Temporary Grades are allotted to indentify the stipends provided to various categories. The MIS code identified by BC RC CC BC ( Business Code) – Business RC ( Responsibilty Code) – Location
CC ( Cost Center Code ) – Function The location of the employees are identified in the following types: Physical Location eg : Pune,Vikhroli Location eg: Plant 11, 12 System Indication for Head Office or Branch. The important dates associated with the employee are : Date of Birth Date of Entry Date of Joining Date of Severence Severence can be following reasons: Resignation (RES) Retired (RET) Expired (EXP) Absonding(ABS) Termination(STE) ILL Prematured retirement(PMRT) VRS (Only for workers) Attrition Report : The attrition calculation only 3 cases are taken into consideration: Abscond. Resigned. Inter company transfer.
Method to calculate attrition : No. of people left / Strength of last month in a period * 100 MIS report contains : Recruitment ( Within Band and Function) Promotions (Within Band and Function) Severances (Band wise) Severences chart ( Function wise, division wise,age group wise) The categories are : Band, Lenght of service, Experience wise, Age group, Location wise, Function wise To conclude, Analytics helps to generate required HR reports to accelerate decision making process and provide a concise information which are specific and numerical to enable future lucrative decisions for the business.
Compensation Compensation is the total reward received by an employee in exchange for services performed for an organization. It can include both direct pay (salary and wages) and indirect pay (benefits programs). Factors affecting design of Compensation : Market Cost Structures Payment in terms of Fixed,Variable and Benefits The nature of job that demands the % of Fixed and Variable pay. Eg. Sales would demand high variable pay as its target oriented. Salary comprises of 2 components: Fixed Variable Salary = Fixed + Variable Individual Business
Performance Performance SIS (Sales/Service EVA Incentive Scheme) PP (Performance Pay) SIS – Sales/Service Incentive Scheme is Business Specific especially assigned to the Sales and Service profiles. PP- Performance Pay are assigned to other profiles other than sales or Service. It amounts to 0 to 30% of Base Pay. Allottment of PP : SE – 20-30% of Base Pay ME– 10-15% of Base Pay CB– 3-5% of Base Pay ( The division decides the % of Base pay that has to be paid as PP to the entire division) Base Pay = Annual CTC – HRA3 – Compensatory allowance
Annual CTC = Basic + HRA+ Education +Medical+Conveyance + Telephone + Hospitalization + LTA + PF + Gratuity + Super Annuation HRA = House Rent Allowance HRA 1- Band Specific HRA 2- Individual Specific HRA 3- Location & Band Specific Tax Deduction under HRA : 10% of Basic Salary if in Metro 7. 5% of Basic Salary if in Non Metro. Tax is deducted from the minimum of the 3 amounts : Basic HRA Rent employee pays Exemptions from Tax : Tax is exempted from Conveyance upto Rs 800 per month. Telephone reimbursement is exempted from tax on submission of Bill.
Under Leave Travel Allowance (LTA), the employee can travel twice in 1 year within India. The current slab is between Rs. 10,000 to Rs. 14,000. The amount is tax exempted. Super Annuation amount uptill Rs 1 lakh is tax exempted. It is paid to T band and above and amounts to 5-15% of Basic Pay. Provident Fund is 12% of Basic Pay and the returs are non taxable. EVA : Economic Value Added. EVA happens after PP (Performance Pay) is over. EVA is the improvement in the performance of the business. Even if loss there is improvement in loss then too EVA is paid. Calculation of EVA ;
EVA = 4% of current year performance – improvement in performance in years. Distribution of EVA. Team Awarded with 50 % 25 % of EVA are given to corporate department. Discretionary EVA ( Paid to 25% of employees who are doing exceptionally good) Discretionary EVA is paid or exercised by manufacturing division i. e all divisions except E and Construction as they are allied business and would come under Corporate.
MRP ( Management Remuneration Package ) : In MRP , decision with respect to salary from entry level, stipends, compensation philosophies, benchmarking . etc. Are taken. Then certain level are decided , budget is considered and the % is given to the employees. Criteria for deciding MRP of employees : Current CTC Consistent Performance Criticality of Position Talent Specialized Knowledge and skills Attitude Values After the Employee undergoes his PDM, he is entitled to PP and then EVA. Incase the division decides to increase the employee’s remuneration then that package is decided at MRP levels.
To conclude, Godrej and Boyce Mfg. Co. Ltd has an ideal compensation system which accelerates the employee’s efficiency , productivity,motivation and monetary statisfaction thereby leading to the growth of the company positively. POLICIES Policy is a statement of Intent. The Type of policies exercised with Godrej & Boyce are as follows : Growth opportunities : GWTB (Growth within the Band) , lateral movements (Job Rotations), Band Movements. GWTB is based on the performance . The employee is required to have been rated ME and SE in a tenure. 2. ISP( if vacancy arises) Hospitalization Policy Leave Policy:
Leave Policy is formulated to entitle a certain number Casual , Sick and Priviledges leaves to the employees. Mobile Policy: Mobile Policy has been formulated to enable our employees communicate efficiently and effectively within and outside the organisation. 2- wheeler Policy : 2 wheeler allowance consists of conveyance priviledges provided to employees under circumstances when required. HRA3 policy : HRA 3 is a component in the compensation structure . The HRA 3 component is band and location specific allowance. Tour & Travel Policy : Tour and Travel Policy consists of clauses related to travel and transit in and outside the country. Domestic and Foreign Business) Flexi time & Concessions policy : To provide employees wherever possible the opportunity to have flexibility in work timings so that they can maximize their work place potential by balancing their potential by balancing their potential by balancing their personal and professional lives more effectively without comprimsing on the business needs and aspirations. Safety Incentive Policy : This policy is to build and reinforce safety amongst all employees so that they can fullfill their safety role and responsibilities as enunciated in our safety policy.
To conclude, Policies formulated by Godrej and Boyce Mfg. Co. Ltd are well discussed and created to cater the needs of the company and the employees. These policies have been able to help the company operate with greater consistency, both in its internal and external workings. HRIS HRIS ( Human Resource Information System ) is a part of MIS which is a systematic procedure for obtaining ,recording and retrieving data about HR. After realising the increasing quantam of work and to increase the efficiency, Godrej & Boyce. Mfg. Co. Ltd adopted HRIS in 2003.
HRIS is essential as it is instrumental in increasing the efficiency in the following areas of HR functions : HRP (Human Resource Planning) which includes turnover rate,absentism, workflow. etc. Recruitment and Staffing. HR Developement ( Training and Succession Planning) Compensation and benefits information. Health and Safety * Employee and Union relations. HOUSING Godrej started providing housing facilities to employees in 1950s while they were shifting from Lal Bagh to Vikhroli establishment. Housing is a special benefit provided to the employees so that they can stay in nearby vicinity to the work place.
Housing is not a service condition. This facility is given on agreement basis. It is a charter with clauses. 3 major areas where housing is provided Transit Quaters Family accomodation Shared accomodation Transit Quarters : Transit quarters are for employees visiting Mumbai for work. The request is sent through speedflow to the housing department by Commercial,Regional or Branch Manager. The charges are notional. Shared Accomodation : Shared Accomodation are for employees who have recently joined the company. They are GETs, Mts . etc. Also further to employees after training.
It is band specific. P Band – 2 BHK for 6 persons. It then narrows to 3 persons after 1 yr. O Band- 1 BHK on twin sharing basis at station side. Family Accomodation : Family Accomodation is family and Band specific. Workmen / hrly based employees : Creek & Station Side Colony O Band : Station Side P Band& above : Hill Side Circumstances causing the employees to vacate the houses : Resignation : 7 days breathing or notice period is given to the employees. Retirement : 30 days breathing or notice period is given to the employees. Death of employee : 90 days breathing or notice period is given to the employees.
If the employee still stays after the notice period in the house then he/she is required to pay certain default charges. Even after 90 days the employee doesnt vacate , then according to Companie’s Act the employee hasto pay 10 times the charges and legal formalities. Waiting list : The waiting list are maintained according to the Band. Waiting list is kept according to the number of years of service and relevant external experience then the listis generated. The allottment is made on descending order. The power is given to the Executive Director of P&A in case of special cases.
Housing facility is purely a welfare activity extended by the Company for the convenience of its employees , solely during the period the employees concerned are in the service of the company and on such terma and conditions as may be decided by the Company from time to time. GODREJ & BOYCE EMPLOYEE’S COOPERATIVE CREDIT SOCIETY The Godrej Employees’ Cooperative Credit Society was incorporated in the year 1960. It was the idea of Late Shri N. P Godrej to enable its employee members to get loans at competitive rates of interest as well as help members to save money.
All employees at Godrej & Boyce Mfg. Co. Ltd , Godrej &Boyce Employees’ Cooperative Credit and Consumer Societies, Godrej Infotech Ltd located at Mumbai only are eligible to become members of the Society. The minimum subscription is Rs. 300/- per month which is deducted from the wages/salary. The first Rs5000/- are credited to the share account and the next amounts credited to the cumulative deposit account. A member is supposed to contribute upto Rs. 53,000/- after which he has the option to either continue or stop the subscription. The share value of each Share is Rs. 00/- Dividend is paid on the share capital and interest is paid on the deposits. The last dividend declared was @ 10% on the share capital and [email protected] 8. 00% on the deposits as on 31. 03. 2009. The dividend and the Interest so declared after the AGM are paid through the Wages/Salary to the members. The society gives 3 types of loans viz Short Loans Long loans Bank loans. The working of Society : Objectives : To enable members to save through Credit Society. To enable members to get through to get financial help at competitive rate of interest. Our Bankers: Central Bank of India Mumbai Dist Central Co-op Bank Ltd
Saraswat Co-op Bank The society grants medical assistance to its members in case of hospitalizations only for members (and not his family) which is @ 100% of the expenses incurred over and above the limit of mediclaim insurance coverage, once in a life time, on submission of medical Bills from the hospital. If a member is unable to attend his services with the Company due to an accident or ill health or expires during the course of service, then the members deposits are adjusted against the members outstanding Loan and any amount receivable after such adjustments are waived off from the Welfare Fund of the Society.
In case a member expires during the course of service, the Society pays the family of the deceased member Rs. 5000/- for the funeral as immediate help. The Society also felicitates its members on retirement from the Company provided he/she has been a member of the Society for a continuous period of 15 years at the time of retirement. The society has a gesture of goodwill also felicitates children of the members who have passes the SSC, HSC and graduation Examination depending upon the percentage of marks fixed by the Managing committee of the Society.
INDUSTRIAL RELATIONS Industrial Relations is a work relationship between management and employees based on mutual trust and respect for each other wherein both strive for common goal as well as that of society and environment. IR includes process such as collective bargaining , grievanc handling,wage settlement and conflict between employers, employee and trade union. The 1st Trade Union was established in 1975. Our History : Godrej & Boyce. Mfg. Co. Ltd is a 113 year old company rich in culture. ‘ Redeployment and no retrenchement is our strategy’. Our Union : G Shramik Sangh ‘ popularly knownas GBSS (Recognized Union under MRTU PULP Act 1971) It was formed in 1978. Itis an internal union for last 25 years, having majority of 98 % of workmen as its members. It has no affiliation to any political body. Service Conditions; Service Conditions are governed by Statues / Case laws, Letter of appointment,Certified Standing orders of the Company, lonf term wage settlement, Company’s Internal circulars/Notices / Policies. Service Conditions are: Observe general rules of conduct anywhere in India. Undertake tours when required. Work n shifts No dual employment.
Give normal production prevailing in Department. Not to reveal companie’s information to outsiders. To work overtime or on holidays whenever required. Register attendance by swiping 4 times a day. No proxy swiping. Avail leave prior sanction. Liable to be searched by Security Personnel. Give productive 480/350 mins. Wear and carry identity card. To be able to do multi machine operation simultaneously. To write daily work done in job card/worksheet/logbook. To undergo training. Observe safety regulations. Maintain neat and clean housekeeping at work place. ( Breach of any of these service conditions amounts to act of misconduct)
The objectives of Factories Act, 1948 : To secure the workers employed in factories – Health Safety Welfare Proper working hours Leave and other benefits. Employment Injury : It is a personal injury to an employee caused by accident or an occupational disease arising out of andin course ofhis employment. IR & Disciplinary Action : In IR & disciplinary action there are no perfect answer or straight jacket solutions to problems and conflicts. Record building and keeping of every individual disciplinary action taken is very vital to know past record of action. Industrial Employment ( Standing Orders ) Acr,1946:
An act to provide for rules defining service conditions. The text of certified standing order should be prominently displaced by employers to workmen in English and in common language. Godrej & Boyce. Mfg. Co. Ltd has certified standing order forall hourlyand daily rated workmen. This standing order was ceritfied on August 1, 1955. All disciplinary action letters like warnings, charge sheets ,suspensions, dismissal . etc. Signed by Manage under certified standing order. Punitive and Non- Puntive actions against workmen : PunitiveNon- Punitive1. Warning1. No work no pay2. Suspensions2. Counselling3.
Dismissal3. Suspension pending inquiry. The broad branding grades of workers are as follows : Existing New B ———– Semi Skilled Category C &D ———— Skilled Category 1 E & F ———— Skilled Category 2 Security Inspectors ————– Skilled Category 1 & Senior Guards Senior Security Inspectors ———- Skilled Category 2 Incentives : Incentive of Rs. 200 /- mnth to skilled and Rs. 00/- mnth to unskilled are given to workers under following categories : Performance Incentives Punctual Attendance Incentive. Regular Attendance Incentive. Safe working conditions. ( Statutory Bonus from Minimum 8. 33% to 20 % of Gross wages are provided to the employees. ) Industrial Relations are extremely important because we are in constant touch with the workmen on shop floor. Its a vicarious liability . To avoid litigation and wastage of time, money and energy in court. Industrail Relations is important to create healthy work environment and thereby generating a good Corporate Image. PRAGATI KENDRA
Pragati Kendra, the welfare centre of Godrej & Boyce Mfg. Co. Ltd. ; was established on 15th August 1955. It is the singular salute to an institution that believes in being humane first. Pragati Kendra grew out of a corporate emotion that believes in the welfare of its employees and the families. It is a team of 3 main members. The sole objective of Pragati Kendra is upgradation of life of the employees. Godrej Company is the first company who had adopted family planning policy. Pragati Kendra conducts 2 activties every month related to awareness eg. Health issues, family budgeting, cancer . etc.
The following are the stratas in which Godrej is trying to build a whole new culture : Personal Welfare : Pragati Kendra conducts Literacy classes for employees and their families to educate themselves. Pragati Kendra helps people to tackle problems whether besetting children , adults or the entire family. Active Counselling takes place whereby all kinds of problems are ironed out by a specialised team through various therapies. The Kendra also has a Child Guidance Clinic for children and adolescents to guide them through their issues with the help of counselling and play therapy. Family Planning : The spot light on “Family Planning” is given full priority and methods needed for family planning , guidance and encouragement are the order of the day at the ” Godrej Welfare Centre”. Women’s development: Pragati Kendra conducts activities in women’s development. Women are encouraged to become financially independent through vocational courses , play an active part in various programmes on social issues, on the environment etc. and in short are led towards being self sufficient. The International Women’s Day on 8th March is an important event in the work done by Godrej in women’s development.
Children’s development : Children’s activities like trekking, puppet making, drama , gardening and scouting are explained with total encouragement given to work up their extra-curricular enthusiasm . Martial Art classes, Dance classes etc. are conducted with a view to give children training in health related and social skills. Darpan : The Pragati Kendra newsletter ‘Darpan’ forms the part of the development by reaching out to them through various articles and is published each month both in English and Hindi.
With a variety of columns covering articles on parenting , marital problems, the important days observed on various social issues such as ‘No Tobacco Day’ , ‘World Population Day’ Greener Godrej : Pragati Kendra aims to enlighten people on the wonders of the ‘Environment’ path whereby knowledge of greening this oxygen starved plants are given through various programmes such as ‘The World Environment Day’ , ‘The Vanmohatsav’ etc. Health Care : The Upchargriha and Pragati Kendra work hand in hand towards curative as well as preventive aspects of health. To conclude ,
The basis of all Godrej activities lies embodied in its undying spirit which speaks “Godrej Cares” in more ways than one. CORPORATE SAFETY At Godrej, we believe that sustained competitive advantage can be attained only by providing greater customer value in the form of differentiated products and services delivered through flawess ,continually refined business processes. To enable people to perform accordingly it is essential for us to create and provide safe , supportive and productive work environement to all our employees and business associates. Safety means; Providing and Maintaining safe working environment.
Prevention of accident and property damage. Prevention of occupational diseases. Safety accelerates productivity. Need fo safety are for the following reasons : Humanitarian Economic ( Cost to company) Legal (Statutory requirement) Occupier role Responsibilities of & responsibilities line function. Godrej & Boyce. Mfg. Co. Ltd has formulated a safety policy called as Occupational Health and Safety Policy which includes the Organisation Structure of compliance of OHS Policy, duties and responsibilities of Division , Corporate Department and Employees. OHS Policy was released on 8th November 2007.
Accident : An Accident is an unexpected and undesirable event, especially one resulting in damage or harm. The 4 types of accidents are : Reportable ( Injured person disabled to work for more than 48 hrs) Non-Reportable(Injured person resumes work within 48 hrs) Property damage( No human is hurt but property is damaged) Near Miss( When no one is injured though the accident had the potential ) Unsafe personal factors : Lack of Knowledge Improper attitude Improper application of knowledge Mentalor Physical defeciances. Godrej & Boyce. Mfg. Co. Ltd looks forward in everyones wholehearted ommitment and involvement in the successful implementation of the Occupational Health and Safety system. ARCHIVES Developing Godrej Archieves was a brain-child of late Sohrab Godrej. The main purpose to develop it was to understand and unfolding the contribution made by Godrej to the industrial history of India, as well as it’s role in the country’s future. It is engaged in collecting, arranging, cataloguing and preserving archival material reflecting on the history of Godrej. Additionally, resources are being created in the form of oral history interviews for better understanding of the business and its evolution.
The idea of setting up Godrej Archives was first mooted in 1995 – when preparations for celebrating the centenary of Godrej began. Godrej Archives is aimed to be a heritage centre offering invaluable archival material for reference and research. The objectives of Archives is: * To collect, arrange, document, preserve, interpret and communicate the history of Godrej. * To highlight employee contribution to organisational growth. * Make these information available to firstly our employees, researchers, students, business world and others interested in history of Godrej To promote awareness about business history and archives The Godrej Archives collection currently includes documents, agreements, letters, technical drawings, press clippings, old catalogues, advertisements, testimonials from clients and customers, audio-visual recordings awards, medals and memorabilia reflecting the rich heritage of Godrej. CORPORATE TRAINING Corporate Training has mainly 2 objectives: 1. Recruitment and Management of Trade Apprentances 2. Special Assignment (Workmen Training) Recruitment and Management of Trade Apprentances:
Recruitment and Management of Trade Apprentances comprises of students recruited from ITI’s (Industrial Training Institutes). They are recruited in the workmen cader. ITI colleges in total offers around 80 varied skilled courses to its students. In GNB we take about apprentices pocessing 20 plus trades or skills of ITI of which the top 5 are: Fitters Welders Machinist Electrician Turners These Apprentances who are freshly picked from ITI campuses fall under the Apprentance Act that was formed in 1961. However, this act was ammended in 1973. In Godrej the recruitment for Apprentances begins from February till June first week.
It is Godrej that recruits the highest number of apprentances in Maharashtra with the requirement being as high as 625 this year, with PED having the highest number of requirement (175). These candidates who are picked in from campuses work as trainees with us for a year and then after they successfully clear the NCVT (National Council Vocational Test. The Process of recruting these candidates is as: * A company has to apply for registration with DVET (Director Vocational Education and Training) department stating its requirements. * DVET then gives a quota stating how many ITIs the company can recruit.
However, if the requirement exceeds the number we can avail, then we neen to jargon and show extra machines or process to them in order to acquire permission for the same. The ITI exam takes place in the 1st week of July and the selected candidates join their respective companies by October. ITI is managed by State Government. In Maharashtra there are a total of 300 ITI Colleges from which 50% students are selected from Mumbai and the rest from other cities within Maharashtra. In Godrej for an ITI to seek admission needs to have acquired a minimum of 50% and above in S.
S. C and they need to clear the written test that is conducted by Godrej. The written test comprises of 30 Questions carring 30 marks where the candidate gets eligible to enter the company on securing a minimum of 15 marks. A stipened of Rs. 3,500 is paid to them. Post apprenticeship the student has to give the NCVT exam on which he avails the Trade Certificate making him capable to be absorbed by companies as skilled labour. One who is unable to clear this exam is termed as semi skilled worker. Skilled worker is paid Rs. 400 extra as compared to semiskilled worker.
After acquiring the Trade certificate the candidate is taken as a company trainee in GNB for 1 year. Post company traineeship he is considered as temporary staff for a term of 3years post which depending on his performance he becomes permanant. Special Assignment : Workmen skill development and enhancement programs. ( Configuration of Indian Industries) CII. G is a member of CII. CII coducts workmen skill competition every year from regional o national and worl skill competition. ITI upgradation program: COE (Centre of Excellence) COE is a 11/2yr program called as Broad Based Training for1 year and 6 months Advanced Training.
Another CII initiative is Affirmative Action Plan for bettermentof ST/SC by Industries. CORPORATE ADMINISTRATION Corporate Adminstration department includes the following functions : Due Settlement Employee pension Scheme Employee State Insurance Corporation. Central Mail Receiving Despatch DUE SETTLEMENT : Any dues that are left to be settled with the employee at the time after retirement, service termination ,absconding, voluntary retirement scheme and resignations are paid off. The file maintained for due settlement contain the following forms : PF Nomination Declaration Form.
Loan Recovery Bank Updation form. Salary disbursement. CDRS ( any death case) EMPLOYEE PENSION SCHEME : The types of pension: Member pension (Super Annuation ) after retirement at age of 58. Disablement pension: Any member who is not able to work due to disablement. Family Pension : If parents expire then children get the pension. EMPLOYEE STATE INSURANCE CORPORATION,1948 Those employees who salary is less than Rs. 15,000/- per month are members of ESIC. Based on the contribution of the employee and the company certain benefits are provided to the employees. :
Sickness benefits – 60% of wages are given to employee. Accidental benefits -75% of wages Vocational benefits Employees with more than Rs. 15,000/- per month are not covered under ESIC but according to the Workmen Compensation Act, the employer has to pay the benefits to the employee. CENTRAL MAIL RECEIVING DESPATCH : CMRD Department takes care of Incoming and Outgoing Postal mail/ courier mail and Internal Mail. The postal mails can be ordinary, registered or even speed post. To conclude the Corporate Admin department takes care of the entire administration functions of Godrej & Boyce. Mfg. Co. Ltd.