Godrej Nisha Project | Employment | Sexual Harassment


INTRODUCTION Company Profile.

Established in 1897, the Godrej group has grown in India from the days of the charkha to nights at the call centres. 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 brands; Godrej enjoys the patronage and trust of over 400 million Indians every single day. Their customers mean the world to us. They 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 – their turnover crosses 2.5 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 their business is done overseas. Companies presence in more than 60 countries ensures that their 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 till today. Today, we‟re 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. Godrej Consumer Products (GCPL) is a leader among India‟s Fast Moving Consumer Goods (FMCG) companies, with leading Household and Personal Care Products. Companies brands, which include Good Knight, Cinthol, Godrej No. 1, Expert, Hit, Jet, Fairglow,Ezee, Protekt and Snuggy, among others, are household names across the country. They are one of the largest marketers of toilet soaps in the country and are also leaders in hair colours and household insecticides. Our Good Knight brand has been placed at an overall rank 12 and continues to be

the most trusted household care brand in the country in Brand Equity‟s Most Trusted Brands Survey 2010. Branch Offices in Mumbai, Delhi, Kolkata and Chennai ensure pan-India coverage, while factories located at Malanpur (Madhya Pradesh), Thana (Himachal Pradesh),Katha (Himachal Pradesh), Guwahati (Assam) and Sikkim cater to the diverse requirements of our product portfolio. We also have a strong emerging presence in markets outside India. With the acquisition of Keyline Brands in the United Kingdom, Rapidol and Kinky Group, South Africa and Godrej Global Mideast FZE, we own international brands and trademarks in Europe, Australia, Canada, Africa and the Middle East. As part of increasing our global footprint, we have also recently acquired Tura, a leading medicated brand in West Africa, Megasari Group, a leading household care company in Indonesia and Issue Group and Argencos, two leading hair colorant companies in Argentina. They are driven by our mission to continuously enhance the quality of life of consumers in high-growth markets with superiorquality and affordable home care, personal care and hygiene products.

The Godrej Group is firmly entrenched in diverse businesses. Security Systems and Safes, Typewriters and Word processors, Rocket Launchers, Refrigerators and Furniture, Outsourcing Services, Machine Tools and Process Equipment, Cosmetics and Detergents, Engineering Workstations, Medical Diagnostics and Aerospace Equipment, Edible Oils and Chemical, Mosquito Repellents, Car perfumes, Chicken and Agri-products. The Godrej group owns vast tracts of land in and around Vikhroli, a suburb to the Northeast of Mumbai, India‟s commercial capital. Traditionally, this location has been their manufacturing base, but increasingly they have moved significant production facilities inland in search of cheaper pastures.



History of The Company: Established in 1897, the Godrej group has grown in India from the days of the charkha to nights at the call centers. The founder, Ardeshir Godrej, lawyerturnedlocksmith, 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 400 million Indians every single day. Their customers mean the world to them. They are happy only when they see a delighted customer smile. With 7 major companies with interests in real estate, FMCG, industrial engineering, appliances, furniture(FMCD), security and agri care – to name a few – their turnover crosses 2.5 billion dollars. We can think of Godrej as such an integral part of India –like the bhangara or the kurta – that we may be surprised to know that 20% of their business is done overseas. Their presence is in more than 60 countries ensures that their customers are at home with Godrej no matter where they go. With brands they can believe in, service excellence they can count on and the promise of brighter living for every customer, Godrej knows what makes India tick today. Today, there is a point in Godrej‟s history when their amazing past is meeting up with their spectacular future on.

TIMELINE: 1897 - Godrej & Boyce Mfg. Co. Ltd established 1918 - Godrej Soaps Limited incorporated 1961- Godrej Started Manufacturing Forklift Trucks in India 1971- Godrej Agrovet Limited began as an Animal Feeds division of Godrej Soaps 1974 - Veg oils division in Wadala, Mumbai acquired 1990 - Godrej Properties Limited, another subsidiary, established


1991 - Foods business started 1991 - Godrej Agrovet Limited incorporated 1994 - Transelektra Domestic Products acquired 1995 - Transelektra forged a strategic alliance with Sara Lee USA 1999- Transelektra renamed Godrej Sara lee Limited and incorporated Godrej Infotech Ltd. 2001 - Godrej Consumer Products was formed as a result of the demerger of Godrej Soaps Limited. Godrej Soaps renamed Godrej Industries Limited 2002 - Godrej Tea Limited set up 2003 - Entered the BPO solutions and services space with Godrej Global Solutions Limited 2004 - Godrej HiCare Limited set up to provide a Safe Healthy Environment to customers by providing professional pest management services 2006 - Foods business was merged with Godrej Tea and Godrej Tea renamed Godrej Beverages & Foods Limited 2007 - Godrej Beverages & Foods Limited formed a JV with The Hershey Company of North America and the company was renamed Godrej Hershey Foods & Beverages Limited 2008 - Godrej relaunched itself with new colourful logo and a fresh identity


1999-00 and 2000-01. fatty alcohols. through its chemicals division. both renewable. companies goals at the Group level for 2020 as part of this vision are: 5 .Products from this division are exported to developed and developing countries. India's leading manufacturer of oleo chemicals and makes more than a hundred chemicals for use in over two dozen industries. This vision has been named "Godrej Good & Green". and has implemented integrated systems which ensure quick delivery of products at competitive costs. vegetable-based raw materials. The chemicals division has built a strong manufacturing base capable of delivering international quality products at competitive prices. glycerine. a greener India and innovate for good and green products. The division has a modern factory in the Indian state of Gujarat. The chemical division's export turnover in 2001-02 was more than Rs 100crore.Overview Godrej Industries Limited is. Godrej Good & Green In conjunction with companies vision for "brighter living" for all stakeholders. The company operates a second plant at Vikhroli in suburbanMumbai. the Group aspires by 2020. to create a more employable Indian workforce. where vegetable oils are converted into fatty acids. Good & Green is founded on shared value initiatives. The concept of shared value is defined as policies and operating practices that enhance the competitiveness of a company while simultaneously advancing the economic and social conditions in the communities in which it operates. As part of Good & Green. alpha olefins and alpha olefin sulphonates. The plant has an installed capacity of 30. company have developed a long-term vision for playing an active part in creating a more inclusive and greener India.000 tonnes per annum for making natural fatty alcohols from feedstock such as palm stearine and palm kerneloil. and it received export awards from Chemexcil in 1998-99. Specifically.

Cost and customer service 8.1. To keep increasing their exports. 6 . Godrej Industries Limited is in the business of oleo chemicals and surfactants. Their objectives are: 1. They will operate in existing and new business which profitability capitalizes on Godrej brand and our corporate image of reliability and integrity. 6. 4. Their objective is to delight our customer‟s both in India and Abroad. 2. 7. development and empowering our employees. They shall strive for excellence by nurturing. They shall achieve this objective through continues improvement in quality. 3. To maintain leadership in their business in India.2 OBJECTIVES OF COMPANY. To constantly improve our economic value addition. The company will achieve these objectives through excellence in areas of: Customer satisfaction Quality Cost reduction 5.

positive water balance along with reducing their specific energy consumption and increasing proportion of renewable energy resources  Having a third of their portfolio revenues comprising good and/or green products and services – defined as products that are environmentally superior or address acritical social issue (e.  They will achieve this through enduring trust & relentless innovation delivered with passion & entrepreneurial spirit.  We shall achieve this objective through continuous improvement in quality.  Training 1 million rural and urban youth in skilled employment  Achieving zero waste. developing and empowering our employees and suppliers.” 7 . sanitation.g.VISION AND VALUES OF GODREJ. conducive to learning and team work. disease prevention) for consumers at the bottom of the income pyramid VISION  Godrej is dedicated to deliver superior stakeholder value by providing solutions to existing and emerging consumer needs in the Household & Personal Care business.. We shall strive for excellence by nurturing. MISSION  Our Mission is to operate in existing and new businesses.1. carbon neutrality. cost and customer service. Our objective is to delight our customer both in India and abroad. which capitalize on the Godrej brand and our corporate image of reliability and integrity.  We shall encourage an open atmosphere.3 MISSION. health.

care and concern for people Teamwork Trust  Our Values  Commitment to Quality  Customer Orientation  Dedication & Commitment  Discipline  Honesty & Integrity  Learning Organization  Openness & Transparency  Respect/Care & Concern for People  Teamwork  Trust 8 .VALUES Commitment to quality Customer orientation Dedication and commitment Discipline Honesty and integrity Learning organisation Openness and transparency Respect.

customers. water). strong internal controls. As part of the vision. 9 . Examples of a few of these codes are listed below. a worldwide alliance of stake holders in the palm oil industry. and/ or natural materials. Ensuring diversity. Its aim is to prevented forestation and to encourage sustainable oil palm plantations. GIL aspires to develop products which consume fewer resources (energy.1. and by engaging and operating with fairness and integrity with all its stakeholders namely shareholders.4 PRINCIPLES OF GODREJ COMPANY Principle 1: Businesses should conduct and govern themselves with Ethics. safety and health and other attributes essential to a healthy and good working environment are part of GIL‟s Code of Conduct and employees in the organization are committed to this code. glycerin. Godrej Industries participates actively at the RSPO and sources palm products from suppliers who are themselves active members of the Roundtable. Principle 2: Businesses should provide goods and services that are safe and contribute to sustainability throughout their life cycle Godrej Group‟s Good & Green vision supports the development of goods which are environmentally sustainable. Additionally. suppliers. equipment and systems of work for all employees. employees. regulatory authorities and general public. zero discrimination. Principle 3: Businesses should promote the wellbeing of all employees Godrej Industries focuses on ensuring wellbeing of all employees. efficient operational practices. Transparency and Accountability GIL pursues good Corporate Governance by ensuring regulatory compliance. biodegradable vegetable oils are used as the raw material for the manufacture of fatty acids. fatty alcohols and surfactants. Godrej Industries was the first Indian entity to become a member of the Roundtable on Sustainable Palm Oil (RSPO). renewable. emit fewer greenhouse gases and include a hundred percent of recyclable. transparency in disclosures. risk management systems. Safety and health of employees is extremely important to GIL and it is committed to building and maintaining a safe and healthy workplace and providing a safe and healthy working environment.

Every team member is made aware that the Godrej Group is strongly opposed to sexual harassment and that such behaviour is prohibited both by law and the Group policy. Constant communication during and after the event. raised the awareness of environmental issues among the employees and also equipped them with ways to make sustainable choices in their lives. colour. correct and if necessary. The employees interacted with various NGOs (Non-Governmental Organizations) that work in the space of employability or environmental issues and took back concrete ways to make their lifestyle at home and work „good & green‟. Diversity and equal opportunities: We value diversity within the Godrej Group and are committed to offering equal opportunities in employment. disability. leave and benefits. The Good & Green office also conducted a „Children‟s Day‟ event in November 2011 for the children of employees. caste. 10 . age. sexual orientation. paternity leave and benefits – to name a few – go a long way in ensuring that the employees successfully strike a work-life balance. Prevention of sexual harassment: The Company is committed to creating and maintaining an atmosphere in which our team members can work together."Diversity and Anti-discrimination: We recognize merit and perseverance and encourage diversity in our company. Godrej Industries also subscribes to the CII-ASSOCHAM Code of Conduct for Affirmative Action. caste. work from home arrangements. gender. nationality. marital status. We will take all necessary action(s) required to prevent. exploitation or intimidation. race. age. Various other Human Resource policies – flexible working hours. religion. gender identity/expression.or marital status. discipline behaviour which violates this policy. part-time work. adoption leave and benefits. gender. We do not tolerate any form of discrimination on the basis of colour." The Good & Green office launched the Good & Green policy through a launch carnival in September 2011 whereby the employees were made aware of the Good & Green goals for 2020 and also encouraged to participate in achieving them. without fear of sexual harassment. maternity leave and benefits. We will not discriminate against any team member or applicant for employment on the basis of nationality. race. The participating children learnt how to make their homes and classrooms „good & green‟. sexual orientation or disability and will allow for equal opportunities for all team members.

The Vikhroli factory also supported 15 Scheduled Caste/ Scheduled Tribe students with scholarships in the neighbouring community. Measures to support physically challenged employees. Furthermore. remote controlled access doors. As part of the employee referral policy. Industrial visits and raining of ITI students to the Valia factory also helped them understand the chemical industry. referrals of Scheduled Class/Scheduled Tribe/Physically Challenged candidates are offered higher referral amounts than that offered to the general category candidates. towards all stakeholders. career advancement and development of individuals from within the affirmative category is also an area of focus.Principle 4: Businesses should respect the interests of. vulnerable and marginalized Recruitment of candidates from the Scheduled Caste/Scheduled Tribe and Physically Challenged categories has been taken up as one of the major performance measures of the central recruitment process owner. it offered job specific training to 14Scheduled Caste/Scheduled Tribe trainees making them employable. especially those who are disadvantaged. and hardship allowances have also been put in place. In the past fiscal year. 20 per cent of GIL‟s domestic manpower belongs to the Scheduled Caste/Scheduled Tribe and Physically Challenged categories. GIL has partnered with the Ambedkar Institute for handicapped in Kanpur for recruiting physically challenged individuals and has organized workshops at the Institute on industrial practices for skills development. GIL has also partnered with NGOs to provide employment opportunities and counselling to people that fall in one of those categories. such as lower deck buses. GIL distributed scholarships and uniforms to scheduled caste and scheduled tribe primary school children in a number of underdeveloped communities. GIL also provides apprentice opportunities to students who have completed some form of technical education. and be responsive. In its effort to support education for all. 11 . The Valia factory supports 35 Scheduled Caste/Scheduled Tribe children in the Kanerao village with annual scholarships and other educational material.

utilizing a higher proportion of renewable energy sources. Principle 7: Businesses. 12 . A high efficiency vacuum system to reduce steam consumption has also been installed and waste heat is being used to generate low pressure steam for some processes. These include debottlenecking some processes and increasing throughput. As part of the Good & Green vision there is a specific commitment to create a "Greener India". Godrej Industries has put initiatives in place at its factories in order to meet the codes. reduction in specific generation of waste and green house gas emissions and increased use of renewable energy and other recyclables.Principle 5: Businesses should respect and promote human rights Godrej Industries respects and promotes human rights for all individuals. A number of initiatives have been undertaken by Godrej Industries to reduce energy consumption. The CII has outlined ten codes under the mission for attaining ecologically sustained growth which include reduction in specific consumption of water and energy. Godrej Industries was the first Indian entity to become a member of the Roundtable on Sustainable Palm Oil (RSPO). a worldwide alliance of stake holders in the palm oil industry. No violations in this regard have occurred. becoming carbon neutral and water positive and eliminating solid waste sent to landfills. should do so in a responsible manner For any policy advocacy. increasing the use of variable frequency drives in cooling air blowers and water pumps. which proposes to promote and champion conservation of natural resources in Indian industry without compromising on high and accelerated growth. Godrej Industries participates actively at the RSPO and sources palm products from suppliers who are themselves active members of the Roundtable. Our business is striving towards reducing specific energy consumption. It aims to prevent deforestation and to encourage sustainable oil palm plantations. Godrej Industries ensures that it does so with the highest degree of responsible and ethical behaviour and also works with collective platforms such as trade and industry chambers and associations. protect and make efforts to restore the environment Godrej Industries is a signatory to the Confederation of Indian Industry‟s (CII)Mission of Sustainable Growth. when engaged in influencing public and regulatory policy. Principle 6: Businesses should respect.

which focus on skills based education in order to improve overall levels of employability.) or subject and occupation specific knowledge at different levels. The responsibility to address this mismatch is as much of the education system as it of the industry which needs the skilled manpower. ranging from basic levels of reliability. are just as important to seek employment. numeracy. including those belonging to Scheduled Castes. it continues to endeavour to provide opportunities to socially and economically underprivileged persons. On the one hand. Several Godrej Group factories are also actively involved in improving the quality of life in surrounding communities through initiatives such as educational scholarships founder privileged students and health and hygiene awareness drives. Employability has to do with knowledge and skills. 57% of India‟s youth suffers from some degree of un-employability. maintain such employment and upgrade oneself while in a job.g. Personal attributes and attitudes. attitude to work and integrity etc. As a result. be they in terms of basic skills(e. the Godrej group has committed to skill 1 million rural and urban youth by 2020. literacy etc.Principle 8: Businesses should support inclusive growth and equitable development The Godrej Group recognizes the importance and value of diversity in the workplace. Apprentices are actively recruited from these institutes and later converted to employees. Youth un-employability is recognized to be a bigger crisis than unemployment. there is higher unemployment amongst the educated and on the other. GIL has partnerships with institutes such as the Industrial Training Institutes (ITI). employers are complaining of lack of skilled manpower. 13 . These skills alone however do not result in an increase in employability. Recruitment drives for prospective employees from each of the above mentioned categories were conducted in the last year. 90% of employment opportunities require vocational skills whereas 90% of school / college output is not relevant to these opportunities. Scheduled Tribes and other physically challenged individuals. With this idea of shared commitment and benefit of shared value. Through factory visits for ITI students it aims to improve the overall understanding and application of their knowledge. common sense.

Customer centricity is part of GIL‟s „Code of Conduct‟. Our primary focus is delighting our customers. Principle 9: Businesses should engage with and provide value to their customers and consumers in a responsible manner We are a customer centric company and greatly value the trust. we have started with the assumption that employability of an individual can be captured through his / her earning potential and it is this metric that we will be using to measure the impact of our skilling interventions. satisfaction and loyalty of our customers across the world. but includes internal customers as well. Our customer focus does not only extend to external customers alone. 14 . We strive to ensure that customer needs are satisfied and that our products and services offer value to the customer. both external and internal. We firmly believe that external customer satisfaction can be attained only if internal customers‟ needs and reasonable expectations are met and our employees are strongly encouraged to act in accordance with this principle.At the Godrej Group.

but the opportunity for India remains tremendous. the significant size of the global personal and home care ingredients markets also represents a potential opportunity. Oleo chemicals are used in a variety of applications including personal care ( hair care. as per the advance estimate by Central Statistical Organization (CSO). The agriculture sector. by funding enablers for facilitating productivity increase. seen fluctuating raw material costs (i. cosmetics).5 per cent growth in agriculture and allied activities.5% as compared to 8. In the past years. a growth of 3. enhancing investor confidence and reviving growth.8 per cent in services as compared to a growth of 7. palm and vegetable oil)which impact the oleo chemicals businesses. strengthening agri-distribution and storage as well as providing additional access to credit for farmers. At a disaggregated level. The current environment has however. this is attributable to a 2. the center of gravity has been shifting towards developing economies. 15 .2 per cent respectively during 2010-11.8 per cent and 9.5 INDUSTRY STRUCTURE AND DEVELOPMENTS With several developed nations struggling to come out of the economic crisis. The FY 2013 Union Budget has increased the outlay to the sector by 18% to enhance agriculture growth and back programs which have led to record food grain production in FY 2012. the government has provided the agriculture sector a boost.1. 6. which is the largest employer in India. skin care. benefitted from favourable monsoons in FY 2012. GDP growth rate has moderated in recent quarters with FY 2012 growth projected at 6. oral care.4% in FY 2011. The animal feed industry in India is evolving towards being a more organized sector with multinational feed millers also entering the market. The industry‟s growth and potential are supported by the fact that India is among the largest livestock-producing countries and that the feed industry has been traditionally comprised of home mixers.e. Increase in India‟s GDP/capita has led to a strong growth in the personal and home care market. While the overall economic outlook for India continues to be strong. increased volatility in commodity prices and equity markets combined with slow progress on reforms has impacted economic growth. Additionally.0 per cent.6 per cent in industry and 8. home care (laundry detergents) and pharmaceuticals. Global uncertainties. Restoring growth through reforms and good governance will be a key imperative and will create a virtuous cycle of boosting production and consumption.

• In 1902. residential absorption rates fell significantly across many cities. which was a huge hit with the vegetarian community in India • In 1955. Regulatory changes also resulted in project delays across the real estate sector. HFC free refrigerators 16 . Godrej became the first company to introduce PUF ( Polyurethane Foam) • Introduced India‟s first and only 100% CFC. Godrej made soap using vegetable oil.The real estate sector witnessed a tough year in FY 2012. • In 1920. After reaching a peak in prices as a result of increased construction costs and anticipated demand. • In 1897. GODREJ’S INNOVATIONS Some of Godrej‟s firsts: . HCFC. Godrej produced India‟s first indigenous typewriter • In 1989. Availability of affordable financing is a key driver for consumer demand and high interest rates combined with high inflation in the last fiscal year have been a deterrent. Going forward. overall demand and need for housing in India continues to be strong particularly due to rapid urbanization and migration. while rentals for commercial projects remained stagnant. Godrej introduced the first lock with lever technology in India. Godrej made the first Indian safe.

Malanpur through the alpha olefin sulphate( AOS) which is biodegradable makes soaps at GCPL a shade part from others.) • Dettol(Reclitt and Coleman(I) Ltd. 17 . also renders its production facilities for the production of other company products.Introduction with Godrej Consumer Products Limited Brands of soaps manufactured at GCPL: • Godrej Lime • Godrej Fresh • Cinthol Deodorant • New Gnaga • Godrej Shikakai • Godrej No. • Rexona (Hindustan Lever Ltd.) GCPL.) • Jai (Hindustan Lever Ltd.) • Breeze (Hindustan Lever Ltd. 1 GCPL.

6 RESEARCH PROBLEM FOR COMPANY PROBLEM 1: Internal Control Systems and their Adequacy Your Company has a proper and adequate system of Internal Controls. The Estate management business can continue to accrue revenues by optimizing theavailable space usage in the campus and leveraging the benefits of the location such asassured power 18 . The system is designed to adequately ensure that financial and other records are reliable for preparing financial information and other data and for maintaining accountability of assets. to ensure that all assets are safeguarded and protected against loss from unauthorized use or disposal and that transaction are authorized. At the same time. during the year. During the year the Corporate Audit & Assurance Dept carried out various reviews and provided assurance on compliances to laid down policies. The risks and mitigation measures were reviewed by your company‟s Risk Committee and corrective measures initiated. if new capacity additionsannounced earlier go on stream. there could be an over-supply situation in the marketwhich can put pressure on margins. Toensure that this gets desired focus and attention. Your Company has in place. recorded and reported correctly.who is attached to the Corporate Audit and Assurance Department. Corporate Audit & Assurance Dept. facilitated a review of your company‟s risk management programme. PROBLEM 2:Information Security Your Company accords great importance to the security of its information assets. all the procedures and practices that are in line with theISO Security Standards. Your Company‟s Corporate Audit and Assurance Department which is ISO 9001 certified. process and internal controls.1. a Chief Information Security Officer. is entrusted with thetask of ensuring that your Company has the requisite security posture. PROBLEM 3: Opportunities and Threats Specialty products are expected to improve margin and strengthen your company‟sposition in the oleo chemicals space. The internal control is supplemented by an extensive programme of internal. external audits and periodic review by the management. Your company is now ISO 27001 certified. issues well documented operating procedures and authorities with adequate built-in controls at the beginning of any activity and revised procedures if there is any major change.

to ensure occupational safety. your Companymaintains strict safety. better connectivity and infrastructural benefits. health. environmental protection and quality control programs tomonitor and control these operational risks. also impact business performance and relativecompetitiveness of the businesses. litigation and labour relations. detergent.supply. duties andlevies. Legislative changes resulting in a change in the taxes. Macro economic factors including economic and political developments. The Chemicals business growth will alsodepend on the growth of end user industries like polymer. etc.employment standards. PROBLEM 5: Cautionary Statement Some of the statements in this management discussion and analysis describing theCompany‟s objectives. The review involved understanding the existing riskmanagement initiatives. and environmental protection. significant changes in political and economic environment in India andabroad. cosmetic and personalcare. 19 . production safety.Important developments that could affect the Company‟s operations include a downtrendin industry. As a significant employer and chemicals producer. projections. The over supplysituation for commercial space in the Real Estate market continues to put pressure on therentals and the margins. Actualresults might differ substantially or materially from those expressed or implied. zero-based identification and assessment of risks in the variousbusinesses as also the relative control measures and arriving at the desired countermeasures keeping in mind the risk appetite of the organization. estimates and expectations may be „forwardlooking statements‟ within the meaning of applicable laws and regulations. PROBLEM 4: Risks and Concerns Your Company has put a risk management framework in place post a comprehensive reviewof its risk management process. The Commodity based businesses are likely to be affected by vagaries of the weather. The Risk Committee hasperiodically reviewed the risks in the various businesses and recommended appropriate riskmitigating actions.demand for edible oil. import duties. whether local or central. naturalcalamities which affect the industrial sector generally would also affect the businessesof your Company. The business is exposed to commodityprice risks relating to raw materials which account for the largest portion of the costsof both the Chemicals and Vegoils businesses. The increase in bio-diesel manufacturingcapacity is expected to impact vegetable oil prices. tax laws. oilseed production.

Workers were not able to express their views extensively as they had limitedtime to spare. CERTIFICATE & AWARDS       ISO-14001 for environment management system since 1999. Winner of the the year2001 ta Praman of the NSCI safety awards for Management 20 .1. 205 of the participants had to consult their colleagues for filling up thequestionnaire.     Limited number of workers was used as sample figure to generalize the analysis. Excellence in safety promotion in M. Best Eco-Friendly industry in Gwalior from MPPCB 2nd Runner-up award in state level competition on fromCII.P Best Safety from NSC for safety performance. During the interview the limitation of the worker understands the perception of interviewer. Bhopal.7 LIMITATIONS OF STUDY A major limitation is that in program pertaining attitudinal changes. The response got very subjective.

THE SOURCES OF THE DATA PRIMARY DATA SECONDARY DATA The primary data and Secomdary data consists of : PRIMARYDATA: •Questionnaire •Observation and interview technique SECONDARYDATA •Information is collected through internet •From various text books •Journals and magazines •Book •Periodicals 21 .8 RESEARCH METHODOLOGY.1.

 Hindi literacy program for illiterate workmen.  Scholarship to SC/ST school children  E-learning.  Basic computer training to workmen. Malanpur Mr.   Employees‟ family visit  .  Merit award.  Before working hours training.  Training need identification and preparation of competency profile of our workmen.2 Rural development activities GCPL perform some of the rural development activities for the people of Malanpur. Development of contract workmen through quality circle.1 Human Resources initiatives in GCPL:  Revised suggestion scheme up to superintendent cadre. 2. 22 . This activity fulfills the corporate social responsibility towards local public.  Health promotion scheme.   English learning classes for quality circle members. air and the support from them.CHAPTER-2 INITIATIVES TAKEN BY GODREJ IN DEVELOPMENT 2.   Assessment centre.   Career counseling for employees children. Hamid Ali is that we must fulfill or develop the local people because we are taking water. Form theperspective of P&A executive of GCPL.   Focus on technical training through “vikaspath” projects.

3 TPM (Total productivity management) in GCPL:- .  Organized inter-industry safety posters & slogans competition.  Running of Gwalior action center.  Organized medical health check-up. Making problems visible is the first step of improvement.The rural development activities which GCPL perform are as follows:  Organised eye contract operations. chapter. M. Cleaning and organizing the workplace helps the team to uncover problems. & environment).  Promoted entrepreneurship among the youth. under national safety council.  Took initiative to improve the infrastructure beautification in Malanpur area.  Distribution of posters on environment friendly on diwali festival in all school.  Organized speech competition & quiz for students on importance of saving of environment.  Organized various training program on SHE (safety.  Helped industries in fire accidents. 2. Pillar 1.  Organized awareness training program on various health & environment related topic for villagers. Problems cannot be clearly seen when the work place is unorganized.  Organized enter school & cultural events. 23 .5S: TPM starts with 5S.  Running of dispensary & organize distribution of medicines.P.  Distribution of award of meritorious students.  Organized pollution checking of vehicles.  Helping in upgrading the village from primary to middle school. health.

This pillar is aimed at reducing losses in the workplace that affect our efficiencies. much like Focused Improvement. Transition is from reactive to proactive (Quality Control toQuality Assurance). This breaks maintenance down into 4 "families" or groups which were defined earlier. and then move topotential quality concerns. The principle behind is that "a very large number of small improvements are move effective in an organizational environment than a few improvements of large value. Focus is on eliminating non-conformances in a systematic manner. Basically kaizen is for small improvements.Kaizen "Kai" means change. The operators are responsible for upkeep of their equipment to prevent it from deteriorating. Kaizen is opposite to big spectacular innovations. These activities are not limited to production areas and can be implemented in administrative areas as well . 24 . Kaizen requires no or little investment.Plant maintenance: It is aimed to have trouble free machines and equipments producing defect free products for total customer satisfaction. Pillar 3. We gain understanding of what parts of the equipment affect product quality and begin to eliminate current quality concerns.Pillar 4.Pillar 2 – Jishu hozen (Autonomous maintenance):This pillar is geared towards developing operators to be able to take care of small maintenance tasks. By using a detailed and thorough procedure we eliminate losses in a systematic method using various Kaizen tools. but carried out on a continual basis and involve all people in the organization. and "Zen" means good ( for the better ). thus freeing up the skilled maintenance people to spend time on more value added activity and technical repairs. Pillar-5 Quality maintenance: It is aimed towards customer delight through highest quality through defect free manufacturing.

25 . This includes analyzing processes and procedures towards increased office automation. It is not sufficient know only "Know-How" by they should also learn "Know-why". The goal is to create a factory full of experts.Pillar – 7 Offices TPM: Office TPM should be started after activating four other pillars of TPM (JH. Hence it become necessary to train them on knowing "Know-why".Pillar -6 Training It is aimed to have multi-skilled revitalized employees whose morale is high and who has eager to come to work and perform all required functions effectively and independently. The employees should be trained to achieve the four phases of skill. KK. This they do without knowing the root cause of the problem and why they are doing so. "KnowHow" to overcome a problem what to be done. . and PM). Office TPM must be followed to improve productivity. Education is given to operators to upgrade their skill. efficiency in the administrative functions and identify and eliminate losses. Office TPM addresses twelve major losses. By experience they gain. QM.

facilities and amenities provided to employees for their betterment. * Welfare measures may be both voluntary and statutory.1 EMPLOYEES HEALTH AND SAFETY MEASURES. * Employee welfare is a dynamic concept. * It reduces labor turnover and absenteeism. * Employee welfare measures are also known as fringe benefits and services. * Welfare measures help to improve the goodwill and public image of the enterprise. 26 . Objectives behind employee welfare Employee welfare is in the interest of the employee. * It improves the loyalty and morale of the employees. What are the features of employee welfare: Employee welfare is a comprehensive term including various services.CHAPTER -3 3. the employer and the society as a whole. The objectives of employee welfare are: - * It helps to improve. * The basic purpose in to improve the lot of the working class.

The central government has made elaborate provisions for the health. These acts provide for canteens.Employers in India in general looked upon welfare work as fruitless and barren though some of them indeed had done pioneering work. Employers: . State government prescribes rules for the welfare of the workers and ensures compliance with the provisions under various labor laws. safety and welfare under Factories Act 1948. shelters etc.Government in different states and Union Territories provide welfare facilities to workers. But few sound and strong unions have been the pioneering in this respect. E. 2. State government: . Other agencies: . charitable d social service organizations like: .Seva Sadan society.* It helps to improve employee productivity. Name of the agencies of employee welfare 1. etc. rest rooms. the Ahmedabad textiles labor association and the Mazdoorsabha. 27 . Kanpur.C. Central government: . 4. 3.. crèches.g.* It helps to improve industrial relations and industrial peace.Some philanthropic. and Mines Act 1952. trade unions have done little for the welfare of workers.In India. 5.M. Trade unions: .A. Y.

• To give expression to philanthropic and paternalistic feelings. • To earn goodwill and enhance public image. • To make recruitment more effective (because these benefits add to job appeal). to reduce labor turnover and absenteeism. In such situation employee welfare facilities enable workers to live a richer and more satisfactory. These efforts have their origin either in some statute formed by the state or in some local custom or in collective agreement or in the employer‟s own initiative.2 INTRODUCTION WITH THE CONCEPT OF “EMPLOYEES WELFARE” Rapid industrialization and urbanization have made employees dependent on capitalists. Inflation has made their lot poor and they find it difficult to maintain their standard of life. • To reduce the threat of further government intervention. • To combat trade unionism and socialist ideas.3. • To save oneself from heavy taxes on surplus profits. Employee welfare defines as “efforts to make life worth living for workmen”. • To build up stable labor force. • To win over employee‟s loyalty and increase their morale. 28 . • To develop efficiency and productivity among workers.

The concept of welfare is also concerned with time and space. including in labor welfare. The changes have similar effects on the welfare system. his family and his community. These three aspects inter-relate. Worker has a fund of knowledge and experience to 29 . All such activities which are not only secure existential necessities but also ensures improved spiritual and emotional quotient. The social concept of welfare implies the welfare of a man. it‟s meaning and components can be differ in different countries & different places. The short and long term vision to build a humane society is centered in labor welfare activities. As welfare progressive and dynamic and keep pace with the changing times as a result. prosperity and development of human resource etc. The theories of Labor welfare activities firmly believe in that. Philosophy of Labor welfare activities: The philosophy of labor welfare activities are based on the success of industrial development and the theory of harmony depends on the cooperation and relationship between labor and management (employer). happiness. Therefore. not only effects on the farreaching workforce but it also effects on various aspects of human resources. the material of welfare remains potentially volatile. such as well status. the man is only responsible for achieving the organizations mission.Philosophy and Perceptive of Labor Welfare Activities In an industrial society labor welfare activities. a person may act in its best. and work together. health. is involved promotion of economic growth by increasing production and productivity. Within economic aspects of welfare. The features of welfare may also be varying depending on the nation in all fields. and to additional means. The welfare of both social and economic aspects is also included. meanings. behind any machine. Various welfare facilities are provided by the organization keep not only employees motivated and committed even their family members also. Term "welfare" expresses many ideas. With complete satisfaction and be committed on any cause.

the worker can be a working good contributor in the prosperity of the organization. some basic questions as follows: • Should Labor welfare activities be compulsory for enterprises? • If mandatory. and government etc. The labor welfare activities in a form of health care centres to facilitate provided through the idea of a good medical care center to ensure job satisfaction and productivity improvements will help more. The main stakeholders are the investor of enterprises. And it can be achieve by work satisfaction of the worker. Labor welfare activities perceptive: The attention on Labor welfare activities has led to a rising interest by the stakeholders who have now started to identify the problems of labor welfare and to formulate their position. In return. It is part of the facilities provided by the employer. From this perspective. they are gradually increasing information about the potential of labor welfare activities and even putting vision on labor welfare activities in future prospects. employees. His staffs to be healthy are a basic need of an organization. trade associations or unions. how to secure the interests of the employees at the enterprise. should labor welfare activities be regulated by law or social organization? • If voluntary. The concerning law prescribes the minimum standard. Therefore.perform his job. work to maximum efficiency and attitude will be fair and friendly towards them. .level? 30 . If his ability and skill to be properly utilized with the right direction. their cooperation will be wholehearted. that would associated with healthcare of workers and it would ensure their minimum health hazardous. but a progressive employer to expand its activities must protect the health of workers and their dependents.

6. * Extramural: . Uniform etc. like: - 1. Child welfare. Interest free loans. 3. Rest rooms. 4. Education. 4. Workers cooperative stores. 2.These are provided within the organization like: 1. 2. Crèches. Vocational guidance etc. 5.These are provided outside the organization. 31 . 3. Housing. 7.3 Types of welfare services * Intramural: . Leave travel facilities.3. Canteen.

etc. A committee is constituted for this pillar which comprises representative of officers as well as workers. 2. & are un-knowingly spending almost all the time in badly designed / utilized offices spaces which are in-turn very dangerous to health. Drama. Posters.3. Safety. Given the amount of contact time consumers spend with their furniture at offices and homes. The committee is headed by senior vice President (Technical). GI facilitates health and well-being through ergonomic design of products and careful use of raw materials which aid in creating comfortable. related to safety can be organized at regular intervals. and healthy work environments for consumers.4 EMPLOYEES HEALTH AND SAFETY BY GODREJ. this element of urban living has become a significant contributor to health and well-being in the current scenario. Environment: Target: 1. Research conducted by Godrej Interio Ergonomic Cell has shown that today close to 71% of employees complain about discomfort at work. Health. Hence. In this area focus is on to create a safe workplace and a surrounding area that is not damaged by our process or procedures. To create awareness among employees various competitions like safety slogans. GI has made health and well-being an essential deliverable for all products and services. GI also uses its expertise in these areas to create a healthy and positive work environment for its own employees. and it is a key performance area for all employees of Godrej Interio. Utmost importance to Safety is given in the plant. Manager (Safety) is looking after functions related to safety. Quiz. safe. Zero fires. Majority of these problems are 32 . “Employees spend more than 70% of their non-sleep time in offices. Zero accident. This pillar will play an active role in each of the other pillars on a regular basis. Zero health damage 3.

The Human Resources and EHS departments of various customer organizations found excellent value in this initiative. 33 . to optimal use of office gadgets and accessories. The program's mission is to develop a culture of wellness at the workplace. in the near future. workgroups. which helps the customer choose the chair that is most suitable to their body dimensions and the task being performed. and consumer-focussed communication on the right way to use products. the Ergometer. The team has designed a product selection tool. iii. due to non-application of basic Office Ergonomics principles.Wellness Tips With this initiative. The three main initiatives of this program are listed below: i. to office exercises. GI‟s 'Wellness Tips' cover a vast range of topics.Wellness Camps & Ergo Audits Last year. and organizations they make contact with. These tips are being emailed to more than 20. value-added service of Wellness Camps & Ergo Audits.000 people every week for the past 2 years.000 people weekly. from good posture. GI conducted Wellness Camps for 72 organizations and Ergo Audits for 9 different organizations. In fiscal year 2011-12. ii. GI hopes to bring Wellness to the forefront for all the individuals.due to un-ergonomic office furniture design and more importantly. wherein the team of Ergonomists create awareness about Musculoskeletal Disorders amongst employees. With strategic linkages in the coming years. Godrej Interio's Wellness @ Work Program provides employees access to information that helps them learn techniques to develop a healthy lifestyle in the workplace and at home. These tools are currently used at all GI knowledge centers and at 37 company showrooms.” GI strongly believes that the best way to stay healthy is to know your health risks and work towards preventing them.Ergometer GI has the unique distinction of having full time Ergonomists on its rolls who overlook the deployment of ergonomic design principles in product development. GI launched the unique. GI plans to reach out to more than 100. assess the current Ergonomic level of office spaces and suggest corrections in terms of workspace layout.

safety kaizens.Occupational Health & Safety Trends at a Glance 34 . but also because it promotes good business practices and pays high dividends. working safely is a condition of employment at all its facilities. GI operates in this manner. and aims to go beyond this compliance with certification to OHSAS 18001 guidelines. and OHSAS reportable frequency rate was 0. In efforts to build and support a culture that fosters and nurtures a safety mindset in the organization. and winners shall be suitably recognized. employees will assume defined responsibilities and accountability. In that respect. it shall be done safely. In 2011-2012. Occupational Health and Safety training will take place at all levels of the organization and periodic audits of the system will be conducted by management. incentives are offered to report near miss incidences. GI will hold different competitions to create awareness and engage employees on OHS related aspects at the divisional and corporate level. Therefore. there were no fatalities. as all hazards can be safeguarded either physically or through safe working procedures. whose responsibility it is to ensure that injuries are prevented. near miss reporting.3. safety trainings. To sensitize and promote safety issues amongst employees. To incentivize this. an increase in near Godrej Interio GI miss incident reporting (554 reported) (refer HS-01) helped in ramping up its safety measures and reducing the number of accidents in facilities. refer HS-02). GI believes that all accidents are preventable. focused on key indicators like hazard identification. On the path to the organizational mission of ZERO ACCIDENTS. GI is committed to maintaining compliance with local and national Occupational Health and Safety (OHS) laws that govern performance. etc. In line with this philosophy.79 (refer HS03). recorded 3 reportable and 25 non-reportable accidents (for 3 year trend. safety performance for the last few years is enumerated below. not only because they believe workplace health and safety is essential to respect human life. Occupational Health & Safety Godrej Interio Health and Safety PolicyWhatever Godrej Interio (GI) does.

* Welfare officer. suitable and clean washing facilities separately for men and women workers. Merits & Demerits of employees’ welfare activity Merits: • Motivates employees • Employee Retention • Minimized social evils • Better Job satisfaction • Cuts down labor turnoverDemerits: • Huge investment • Employees being dissatisfied 35 . * First aid boxes are provided.* Canteens. if more than 250 workers are employed. wherever more than 500 workers are employed.5 Provisions which Factories Act 1948 provides for welfare * Adequate.3. * Facilities for storing and drying clothes .

 To find out the suggestions. 36 . What suggestive measures must be taken regarding welfare? To study the satisfaction level of employees with respect to their welfare in Godrej To know the working condition and what are things that affect them not to work properly.OBJECTIVES OF THE STUDY      How many people actually know about the welfare measures? To know the effectiveness of welfare measures.

CHAPTER-4 DATA ANALYSIS SWOT Analysis of the Company: Strengths             Cost advantage Asset leverage Effective communication Online growth Loyal customers Market share leadership Strong management team Strong brand equity Strong financial position Supply chain Pricing Reputation management Weaknesses     Lack of capital invrestent r &d Lack of innovation Lack of MNC culture Hierarchial structure Opportunities       Acquisitions Asset leverage Emerging markets and expansion abroad Online Product and services expansion Takeovers Threats          Competition Cheaper technology Economic slowdown External politics. products. etc) Exchange rate fluctuations Lower cost competitors or imports Maturing categories. 37 . or services Price wars changes (government. taxes.

Management must understand employees problem and try to solve and not just discourage them. 38 .executives groups. The feelings of satisfaction can be made better by making more employees friendly especially for non-executives population. benefits or doing some extra works for them.  It is must and necessary there should be proper coordination and understanding among executives and non.   Quality of food must be improved to satisfy the employees.  Educational assistance is not up to the mark there is need to improvement. RECOMMENDATIONS     The company should review and make some more proper arrangement for employees. Proper training should be provided to all employees to avoid any unwanted accidents. is always committed towards their employees and their families but than also I would like to give some suggestions. Employees must be motivated and encouraged.CHAPTER-5 SUGGESTIONS Although GCPL.  It is also necessary that the non-executives groups must be motivated time to time by providing them some incentives.

Where as I have under gone to summer training I have found that GCPL.CONCLUSION Godrej Consumer Product Limited is one of the largest fast moving consumer goods company which is having 10-15% market share with 5 industrial plants. 39 .Godrej is well aware about its social and environmental responsibility but along with must consider its employees problems and its health and safety measures and try to encourage them. . The job satisfaction level of employees is in its satisfactory level it never leg behind in putting the optimum input through various means to motivate the employees for the maximum best output.

FINDINGS The findings show that the employees are quite satisfied with the policies. More health and safety measures must be taken by Godrej company and of course the employees are satisfied by the treatment of management towards its employees. rules and regulations of GCPL. 40 . The compensation and the welfare dimension of GCPL are at a higher acceptability position among the employees.

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