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


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

6 . To constantly improve our economic value addition. 6. They shall achieve this objective through continues improvement in quality.1. development and empowering our employees. 7. To keep increasing their exports. They will operate in existing and new business which profitability capitalizes on Godrej brand and our corporate image of reliability and integrity. 2. Godrej Industries Limited is in the business of oleo chemicals and surfactants. To maintain leadership in their business in India. Their objective is to delight our customer‟s both in India and Abroad. Their objectives are: 1. Cost and customer service 8. They shall strive for excellence by nurturing. 3.2 OBJECTIVES OF COMPANY. 4. The company will achieve these objectives through excellence in areas of: Customer satisfaction Quality Cost reduction 5.

 We shall achieve this objective through continuous improvement in quality.1.” 7 . 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. which capitalize on the Godrej brand and our corporate image of reliability and integrity.  They will achieve this through enduring trust & relentless innovation delivered with passion & entrepreneurial spirit. health. MISSION  Our Mission is to operate in existing and new businesses. cost and customer service. sanitation.  Training 1 million rural and urban youth in skilled employment  Achieving zero waste. developing and empowering our employees and suppliers.VISION AND VALUES OF GODREJ. conducive to learning and team work. carbon neutrality.  We shall encourage an open atmosphere.3 MISSION.. We shall strive for excellence by nurturing.g. Our objective is to delight our customer both in India and abroad. 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.

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.

a worldwide alliance of stake holders in the palm oil industry. suppliers. fatty alcohols and surfactants. Principle 3: Businesses should promote the wellbeing of all employees Godrej Industries focuses on ensuring wellbeing of all employees. As part of the vision. equipment and systems of work for all employees. employees. 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.1.4 PRINCIPLES OF GODREJ COMPANY Principle 1: Businesses should conduct and govern themselves with Ethics. regulatory authorities and general public. emit fewer greenhouse gases and include a hundred percent of recyclable. Ensuring diversity. 9 . Godrej Industries was the first Indian entity to become a member of the Roundtable on Sustainable Palm Oil (RSPO). Its aim is to prevented forestation and to encourage sustainable oil palm plantations. customers. Transparency and Accountability GIL pursues good Corporate Governance by ensuring regulatory compliance. risk management systems. transparency in disclosures. biodegradable vegetable oils are used as the raw material for the manufacture of fatty acids. zero discrimination. water). 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. Godrej Industries participates actively at the RSPO and sources palm products from suppliers who are themselves active members of the Roundtable. Additionally. GIL aspires to develop products which consume fewer resources (energy. and by engaging and operating with fairness and integrity with all its stakeholders namely shareholders. strong internal controls. efficient operational practices. renewable. Examples of a few of these codes are listed below. 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. and/ or natural materials. glycerin.

sexual orientation. gender identity/expression. leave and benefits. gender. age. colour. marital status. Prevention of sexual harassment: The Company is committed to creating and maintaining an atmosphere in which our team members can work together. The Good & Green office also conducted a „Children‟s Day‟ event in November 2011 for the children of employees. caste. Diversity and equal opportunities: We value diversity within the Godrej Group and are committed to offering equal opportunities in employment. disability. age. 10 . Various other Human Resource policies – flexible working hours.or marital status." 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. Constant communication during and after the event. 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. We do not tolerate any form of discrimination on the basis of colour. raised the awareness of environmental issues among the employees and also equipped them with ways to make sustainable choices in their lives. discipline behaviour which violates this policy. Godrej Industries also subscribes to the CII-ASSOCHAM Code of Conduct for Affirmative Action. nationality. gender. 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‟. maternity leave and benefits. correct and if necessary. We will not discriminate against any team member or applicant for employment on the basis of nationality. exploitation or intimidation. adoption leave and benefits. religion. work from home arrangements. paternity leave and benefits – to name a few – go a long way in ensuring that the employees successfully strike a work-life balance. race. We will take all necessary action(s) required to prevent. caste. without fear of sexual harassment."Diversity and Anti-discrimination: We recognize merit and perseverance and encourage diversity in our company. part-time work. 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. race.

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

Principle 5: Businesses should respect and promote human rights Godrej Industries respects and promotes human rights for all individuals. 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. 12 . when engaged in influencing public and regulatory policy. A number of initiatives have been undertaken by Godrej Industries to reduce energy consumption. 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. utilizing a higher proportion of renewable energy sources. No violations in this regard have occurred. Principle 7: Businesses. 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 participates actively at the RSPO and sources palm products from suppliers who are themselves active members of the Roundtable. 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. a worldwide alliance of stake holders in the palm oil industry. should do so in a responsible manner For any policy advocacy. becoming carbon neutral and water positive and eliminating solid waste sent to landfills. Principle 6: Businesses should respect. Godrej Industries was the first Indian entity to become a member of the Roundtable on Sustainable Palm Oil (RSPO). Godrej Industries has put initiatives in place at its factories in order to meet the codes. As part of the Good & Green vision there is a specific commitment to create a "Greener India". These include debottlenecking some processes and increasing throughput. It aims to prevent deforestation and to encourage sustainable oil palm plantations. reduction in specific generation of waste and green house gas emissions and increased use of renewable energy and other recyclables. Our business is striving towards reducing specific energy consumption.

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

We strive to ensure that customer needs are satisfied and that our products and services offer value to the customer. 14 . Our customer focus does not only extend to external customers alone.At the Godrej Group. 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. 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. Customer centricity is part of GIL‟s „Code of Conduct‟. satisfaction and loyalty of our customers across the world. 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. but includes internal customers as well.

this is attributable to a 2.8 per cent in services as compared to a growth of 7.0 per cent. seen fluctuating raw material costs (i.1. The agriculture sector. Restoring growth through reforms and good governance will be a key imperative and will create a virtuous cycle of boosting production and consumption. 6. palm and vegetable oil)which impact the oleo chemicals businesses. the government has provided the agriculture sector a boost. The current environment has however. oral care. 15 . which is the largest employer in India. the center of gravity has been shifting towards developing economies. Increase in India‟s GDP/capita has led to a strong growth in the personal and home care market. as per the advance estimate by Central Statistical Organization (CSO). increased volatility in commodity prices and equity markets combined with slow progress on reforms has impacted economic growth. a growth of 3.5 per cent growth in agriculture and allied activities. by funding enablers for facilitating productivity increase.e.6 per cent in industry and 8. benefitted from favourable monsoons in FY 2012.5 INDUSTRY STRUCTURE AND DEVELOPMENTS With several developed nations struggling to come out of the economic crisis.4% in FY 2011. At a disaggregated level.8 per cent and 9. strengthening agri-distribution and storage as well as providing additional access to credit for farmers. skin care. home care (laundry detergents) and pharmaceuticals. enhancing investor confidence and reviving growth.5% as compared to 8. 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. GDP growth rate has moderated in recent quarters with FY 2012 growth projected at 6. 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 animal feed industry in India is evolving towards being a more organized sector with multinational feed millers also entering the market. Global uncertainties. but the opportunity for India remains tremendous. In the past years.2 per cent respectively during 2010-11. Oleo chemicals are used in a variety of applications including personal care ( hair care. the significant size of the global personal and home care ingredients markets also represents a potential opportunity. Additionally. cosmetics). While the overall economic outlook for India continues to be strong.

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

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

a Chief Information Security Officer. all the procedures and practices that are in line with theISO Security Standards.6 RESEARCH PROBLEM FOR COMPANY PROBLEM 1: Internal Control Systems and their Adequacy Your Company has a proper and adequate system of Internal Controls.who is attached to the Corporate Audit and Assurance Department. The risks and mitigation measures were reviewed by your company‟s Risk Committee and corrective measures initiated. PROBLEM 3: Opportunities and Threats Specialty products are expected to improve margin and strengthen your company‟sposition in the oleo chemicals space. Corporate Audit & Assurance Dept. 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. 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 . Your company is now ISO 27001 certified. The internal control is supplemented by an extensive programme of internal. process and internal controls. Your Company has in place. Your Company‟s Corporate Audit and Assurance Department which is ISO 9001 certified. 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. external audits and periodic review by the management. if new capacity additionsannounced earlier go on stream. there could be an over-supply situation in the marketwhich can put pressure on margins. facilitated a review of your company‟s risk management programme. Toensure that this gets desired focus and attention. PROBLEM 2:Information Security Your Company accords great importance to the security of its information assets. 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. recorded and reported correctly. during the year. is entrusted with thetask of ensuring that your Company has the requisite security posture. During the year the Corporate Audit & Assurance Dept carried out various reviews and provided assurance on compliances to laid down policies.1.

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

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

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 .1.8 RESEARCH METHODOLOGY.

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

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

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

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

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

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

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

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

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

Canteen.These are provided within the organization like: 1. 5. 6. Education. Leave travel facilities.These are provided outside the organization. 4. * Extramural: . 4. like: - 1. 2. Vocational guidance etc. 7. 3. 2.3. 31 . Housing. 3. Child welfare. Crèches.3 Types of welfare services * Intramural: . Rest rooms. Interest free loans. Uniform etc. Workers cooperative stores.

Utmost importance to Safety is given in the plant. GI also uses its expertise in these areas to create a healthy and positive work environment for its own employees. Quiz. In this area focus is on to create a safe workplace and a surrounding area that is not damaged by our process or procedures. Majority of these problems are 32 . Zero health damage 3. To create awareness among employees various competitions like safety slogans. Drama. 2. This pillar will play an active role in each of the other pillars on a regular basis. Health. A committee is constituted for this pillar which comprises representative of officers as well as workers. “Employees spend more than 70% of their non-sleep time in offices. Hence. Zero fires. Manager (Safety) is looking after functions related to safety. safe. and healthy work environments for consumers. The committee is headed by senior vice President (Technical). Safety. Research conducted by Godrej Interio Ergonomic Cell has shown that today close to 71% of employees complain about discomfort at work. GI has made health and well-being an essential deliverable for all products and services. GI facilitates health and well-being through ergonomic design of products and careful use of raw materials which aid in creating comfortable. Given the amount of contact time consumers spend with their furniture at offices and homes. Posters. & are un-knowingly spending almost all the time in badly designed / utilized offices spaces which are in-turn very dangerous to health. and it is a key performance area for all employees of Godrej Interio. Environment: Target: 1.3.4 EMPLOYEES HEALTH AND SAFETY BY GODREJ. Zero accident. etc. this element of urban living has become a significant contributor to health and well-being in the current scenario. related to safety can be organized at regular intervals.

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

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

* Canteens.5 Provisions which Factories Act 1948 provides for welfare * Adequate. suitable and clean washing facilities separately for men and women workers. * Facilities for storing and drying clothes . wherever more than 500 workers are employed.3. if more than 250 workers are employed. * First aid boxes are provided. 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 . * Welfare officer.

 To find out the suggestions. 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. 36 .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. etc) Exchange rate fluctuations Lower cost competitors or imports Maturing categories. 37 . products. taxes. or services Price wars changes (government.

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

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. Where as I have under gone to summer training I have found that GCPL.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. 39 .

rules and regulations of GCPL. The compensation and the welfare dimension of GCPL are at a higher acceptability position among the employees. 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.FINDINGS The findings show that the employees are quite satisfied with the policies. 40 .

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