1.

INTRODUCTION OF THE TOPIC

Rewards and recognitions are fine; but they should be focused on
showing people that we truly appreciate their efforts.
- Intel Sr. Mgr
The Task Force on Employee Recognition, in conjunction with the
Department of Human Resource Management (DHRM), revised Policy 1.20, Employee
Recognition Programs for all full-time and part-time classified, restricted, at will and
hourly employees. This policy promotes programs that recognize employees
contributions to the overall objectives and efficient operation of State Government.
Employees complain about the lack of recognition regularly.
This project report will help company to motivate more employees by
knowing their thoughts about their award and recognition. Employee recognition is a
communication tool that reinforces and rewards the most important outcomes people
create for your business.
Managers who prioritize employee recognition understand the power of
recognition. They know that employee recognition is not just a nice thing to do for
people.
When you recognize people effectively, you reinforce, with your chosen
means of recognition, the actions and behaviors you most want to see people repeat. An
effective employee recognition system is simple, immediate, and powerfully
reinforcing. Employees feel cared about and appreciated. It may seem simplistic, but
people who feel recognized and cared about produce more and better work.
1.1 Rewards vs. Recognition:Employees not only want good pay and benefits, they also want to be valued
and appreciated for their work, treated fairly, do work that is important, have
advancement opportunities, and opportunities to be involved in the agency.
Recognition and rewards play an important role in work unit and agency
programs to attract and retain their employees. It is the day-to-day interactions
that make employees feel that their contributions are appreciated and that they
1

are recognized for their own unique qualities.

This type of recognition may contribute to high morale in the work
environment. So, its extremely important that managers, who communicate the
agency goals to employees, are included in the development of recognition
programs.
Although these terms are often used interchangeably, reward and
recognition systems should be considered separately. Employee reward systems
refer to programs set up by a company to reward performance and motivate
employees on individual and/or group levels. They are normally considered
separate from salary but may be monetary in nature or otherwise have a cost to
the company. While previously considered the domain of large companies, small
businesses have also begun employing them as a tool to lure top employees in a
competitive job market as well as to increase employee performance.
As noted, although employee recognition programs are often combined
with reward programs they retain a different purpose altogether. They are
intended to provide a psychologicalreward a financialbenefit. Although many
elements of designing and maintaining reward and recognition systems are the
same, it is useful to keep this difference in mind, especially for small business
owners interested in motivating staffs while keeping costs low.

1.2 Whats most important In a Recognition Program:a) The recognition program does not exclude any employee
b) The employees know exactly what should be accomplished in order to
earn recognition and rewards
c) The manager's success is tied to the employees' success

TO SENIOR

TO

TO MANAGERS OF

MANAGEMENT

EMPLOYEES

Increases
productivity
Improves attitudes

recognition Needs

Satisfies

PROGRAM

administration

Creates positive

Excites employees

Builds loyalty and

recognition

Creates pride

commitment

experience

Pleases management

Provides a wide

Involves all

Generates positive

Includes efficient

feedback

selection of

Empowers the

attractive,

workforce

personalized

Assures efficiency

awards

employees

Develops a
partnership with the
workforce

Provides timeliness
of recognition

Guarantees quality
of award

(Table No-1.1, Most imp in recognition program)

1.3 Designing a Reward Program:The keys to developing a reward program are as follows:

Identification of company or group goals that the reward program will

support.

Identification of the desired employee performance or behaviors that

will reinforce the company's goals.

Determination of key measurements of the performance or behavior,

based on the individual or group's previous achievements.

Determination of appropriate rewards

Communication of program to employees.

Process of Designing a Reward

1
s
t
2
n
3
r
4
t
h
5
d
(Figure No-1.1, Process of Designing a Reward)
4

1.4 Types of Employees:a) Commercial / Admin / HR / Manager - Its represents a highest level of
supervision besides this a manager is required to carry out planning,
organizing, directing, coordinating, and controlling all the functions.
b) All India Employee Cadre

- It represents a higher level of

supervision besides the tasks of supervision and guidance an

Employee is required to carry out planning, co-ordination and
control functions of a much more significant measure.
c) Unit Employee - It represents the first level of supervision and the
primary responsibilities include overseeing work of operatives and has
a definite supervision discretion content in the job design.
d) Office Staff - This level is the clerical staff in the various departments.

1.5 Schemes:Purpose:
a) To recognize the achievements of the employees
b) To motivate the employees to perform better
c) To increase the sales revenue and the profit margins of the company
Monthly

CUSTOMER
DELIGHT
DELIGHT

On The Spot

Quarterly

SOM

A-T BOOK

TOTB

SAQ

(Figure No-1.2, Schemes)

1.5.1 In Brief schemes use in HUL:1) SOM:1. This is a performance based award. Rating of the employees
is done on the grade basis. According to company rules.
2. These grades are given on the basis of achievements of
targets by manager or supervisors,

best five should be

selected. This is monthly awarded.

The ratings are as follows:

E Exceeded the targets

i.e. achieved targets more than assigned.

F Fully achieved the targets

i.e. achieving exact targets as assigned.

P Partially achieved target

i.e. achieving some of the

assigned targets

N Not achieved the targets at

all

2) Customer Delight:1. This is a performance based award. An employee has to deal

with internal and external customer both.
2. The employees get to fill a customer delight form on the basis
of which candidate is selected.
3. Maximum of 5 employees can be selected for this award.
The employees must possess these qualities to get this award:

Least number of complaints,

Most speedy delivery,
6

Most accurate data,

Most orderly data.

I AM DELIGHTED!!!
MY NAME
MY DESIGNATION
MY DEPARTMENT
I VOTE FOR:
HIS/HER NAME:
HIS/HER DESIGNATION:
HIS/HER DEPARTMENT:
I VOTE BECAUSE:
I HAVE NO COMPLAINTS AGAINST THIS EMPLOYEE
THIS EMPLOYEE PROVIDES A SPEEDY DELIVERY
THIS EMPLOYEE PRODUCES ACCURATE DATA
THIS EMPOYEE SHOWS A DECENT CONDUCT
OTHER REASONS:
WHAT WOULD HAVE HAPPENED IF HE/SHE DID NOT DO
WHAT HE/SHE DID?
THINGS I WOULD DO TO EXPRESS MY THANX:

SIGNATURE
7

3) A-T Book:
1. All achievements of the employees can be talked in this
monthly book & gives them recognition.
2. This is a very good way of public recognition.
3. As every employee loves to be recognized at his
working place and amongst the people he works with,
this is a very effective form and way of recognizing ones
performances.
4. This book will be circulated at the beginning of every month.
This book consists of:

Detailed information about the employees who

have achieved some milestone during the month

The detail of the day and month of the achieved

milestone.
Birthday wishes are sent to the employees through this

book.
Various articles or precious experiences of employees.

4) SAQ:
1. This is a performance based award.
2. Rating system is required.
3. These grades are given on the basis of achievements of
targets, best five should be selected.
4. This is a quarterly award where employees are rated for
a quarter and then the deserving candidate is awarded.
The ratings are as follows:

E Exceeded the targets

i.e. achieved targets more than assigned.

F Fully achieved the targets

i.e. achieving exact targets as

assigned.

P Partially achieved target

i.e.

achieving

some

of

the

assigned targets

N Not achieved the targets at all.

5) TOTB:
1. This is the way of idea/suggestion management.
2. An issue can be put up and employees can be asked to
give their suggestions or ideas on the concerned issue.
3. Web based applications like emails
can be used to collect and evaluate
the suggestions/ideas.
4. Idea/suggestion board can be put up
in the cafeteria and learning center,
as these places are easily accessible
to all employees.
5. Best ideas would be collected on the monthly basis but
rewarded on the quarterly basis.
Feedback can be given to the employee through:9

Web
Through phone,
Voice mails etc.

6) On the Spot Award :

1. This is an on the spot award
2. This award can be given to the employees for their on
3.

the spot attitude towards some particular situation

This is a mere recognition for good and humble gestures

towards peer and presence of mind throughout.

4. Their managers give this award to the employee as they
can keep a constant observation on their employees.
According to this scheme employees can be awarded:

To the employees for their on the spot attitude

towards some particular situation

For good and humble gestures towards peer and

presence of mind throughout

10

2. COMPANY PROFILE
2.1 History
In the summer of 1888, visitors to the Kolkata harbor noticed crates full
of Sunlight soap bars, embossed with the words "Made in England by Lever
Brothers". With it began an era of marketing branded Fast Moving Consumer
Goods (FMCG). Soon they launched Lifebuoy in 1895 and other famous brands
like Pears, Lux and Vim. Vanaspati was launched in 1918 and the famous Dalda
brand came to the market in 1937. In 1931, Unilever set up its first Indian
subsidiary, Hindustan Vanaspati Manufacturing Company, followed by Lever
Brothers India Limited (1933) and United Traders Limited (1935). These three
companies merged to form HUL in November 1956.
HUL has also set up a subsidiary in Nepal, Unilever Nepal Limited
(UNL).The UNL factory manufactures HUL's products like Soaps, Detergents
and Personal Products both for the domestic market and exports to India.
In January 2000, in a historic step, the government decided to award 74
per cent equity in Modern Foods to HUL, thereby beginning the divestment of
government equity in public sector undertakings (PSU) to private sector
partners. HUL's entry into Bread is a strategic extension of the company's wheat
business. In 2002, HUL made its foray with the Ayush product range and Ayush
Therapy Centers. Hindustan Unilever Network, Direct to home business was
launched in 2003 and this was followed by the launch of Pureit water purifier
in 2004.
In 2007, the Company name was formally changed to Hindustan Unilever
Limited after receiving the approval of share holders during the 74th AGM on
18 May 2007.

11

Brooke Bond and Surf Excel breached the Rs 1,000 crore sales mark the same
year followed by Wheel which crossed the Rs.2, 000 crore sales milestone in
2008.

On

17th

completed 75 years of corporate existence in India.

12

October

2008,

HUL

2.2 CHRONICLE OF HLL

1888: Sunlight introduced in India
1918: Vanaspati launched through imports
1931: Unilever registers company in India Hindustan Vanaspati
Manufacturing Company
1933: Lever Brothers India Limited incorporated to manufacture soaps
1935: United Traders Limited incorporated in India to market Personal
products

1956: HVM, LBIL, UTL merge to form HLL

1958: HLRC starts functioning
13

1979: Chemicals complex commissioned in Haldia

1993: TOMCO merges with HLL

1994: JV, Kimberley-Clark Lever formed
1995: Lakme Lever formed
1996: HLL and BBLIL merge
1998: Pond s India Ltd merges with HLL. HLL acquires Lakme
2000: HLL acquires Modern Foods
2001: Project Shakti, HLL s partnership with rural Self Help Groups.
Launch of HLL s e-tailing service-Sangam Max confectioneries
launched
2002: Lever Ayush launched
2003: Launch of Hindustan Lever Network
2005: Launch of -Pureit water purifier

MISSION
Unilever's mission is to add Vitality to life. We meet everyday needs for
nutrition, hygiene, and personal care with brands that help people feel
good, look good and get more out of life.

14

VISION
To earn the love respect of India by making a real difference
to every Indian HLL in north will be the best in class on customer
delight in FMCG industry ..

QUALITY POLICY
TO MEET THE EVERYDAY NEEDS OF PEOPLE
EVERYWHERE
2.3 Awards & Recognition:These are some highlights of recognition we have received from external
bodies on our social, economic and environmental performance during 2009
and 2010.

Awarded top Indian company in the 'FMCG' sector for the third
consecutive year at Dun & Bradstreet-Rolta Corporate Awards, 2009

HUL ranked fourth in the Top Companies for Leaders, 2009' (Asia
Pacific region) and 10th place in the global rankings in a survey carried
out by Hewitt Associates

15

HUL received the Award for Excellence in HR in 2010 from

Confederation of Indian Industry (CII). This is a rigorous fact-based
assessment which is conducted by a team of external assessors. HUL
has won this award for the third consecutive year.

Awarded Customer and Brand Loyalty Award by Business India &

Business Standard in 2009

Awarded for Best Corporate Social Responsibility Practice at the Social

& Corporate Governance Awards 08-09 by BSE, Nasscom Foundation
and Times Foundation

Awarded in the Category 'FMCG Manufacturing Supply Chain

Excellence' at the Third Express, Logistics & Supply Chain Awards by
APL Logistics, India times, Mindscape, Business India Group in 2009

Our Orai unit received the Gold Excellence award and the Khalilabad
unit received the Silver Excellence award in the environment category
by Greentech Foundation in 2009

HUL's Goa factory won a Gold Trophy at the Greentech Awards in

2009 the manufacturing sector category for their outstanding work in
Safety Management

Project Shakti won the Silver Trophy at the EMPI-Indian Express

Indian Innovation Awards, 2009

Kwality Wall's Swirl's awarded 'The Franchisor of the year' for the Icecream parlour category by Franchise India in 2009

HUL brands have topped Brand Equity's Indias Most Trusted Brands
Survey rankings for 2010. Six HUL brands (Lux, Lifebuoy, Clinic
Plus, Pond's, Fair & Lovely and Pepsodent) feature in the top 10 and
16

eight in the top 20. All together there are 17 HUL brands among the
100 most trusted brands in the 2010 survey. Additionally, five HUL
brands (Fair & Lovely, Lifebuoy, Lux, Pepsodent and Ponds) featured
in the list of ten Hall of Fame brands. In 2009, three HUL brands
featured in the top ten, and seven in the top twenty.

Received CNBC AWAAZ Consumer Awards in six categories for 2010:

- Green Company of the Year
- Value for Money Brand of the Year
- Ad Effectiveness Award
- Marketer of the Year award across all categories
-Most Preferred Personal Care Company in FMCG category
(for the third consecutive year)
-Most Preferred Home care Company in FMCG category
(for the third consecutive year)

HUL was felicitated for receiving the highest number of patents in the
year 2009 at Annual Intellectual Property Awards 2010. The award was
instituted by Confederation of Indian Industry (CII) in association with
Department of Industrial Policy & Promotion (DIIP) and Intellectual
Property India (IPI) in New Delhi.

2.4 Role of Social Responsibility HUL:Corporate Social Responsibility (CSR) in Hindustan Lever
Limited (HLL) is rooted in its Corporate Purpose - the belief that "to
succeed requires the highest standards of corporate behavior towards our
employees, consumers and the societies and world in which we live". HLL's
CSR philosophy is embedded in its commitment to all stakeholders
17

-consumers, employees, the environment and the society that the

organization operates in. HLL believes that it is this commitment which will
deliver sustainable, profitable growth. Furthering this rich tradition of
contributing to the community, HLL is focusing on health& hygiene
education, women empowerment, and water management.
In addition to these important platforms, HLL is also involved in
a number of community support activities, like education and rehabilitation
of special or underprivileged children, care for the destitute and HIVpositive, and rural development. In recognition of these initiatives, HLL
received the prestigious TERI-CSR Special Award for the year 2002-03
from The Energy and Resources Institute (TERI). As is well known, TERI,
which was established in 1974, is world famous for its commitment to and
initiatives in every aspect of sustainable development.

2.5 Quality Policy:Unilevers mission is to meet everyday needs for nutrition;

hygiene and personal care with brands that help people feel good, look good
and get more out of life.

2.6 Our Commitment:To win consumers confidence and loyalty, we need to

consistently deliver branded products of excellent quality. We understand
the different needs of our consumers and customers and strive to develop
and deliver superior brands to ensure that theyre the preferred choice. And
by applying consistently high standards, were able to do things right first
time, cut waste, reduce costs and drive profitability. Our Quality Policy
describes the principles that everyone in Unilever follows, wherever they are
18

in the world, to ensure that we are recognized and trusted for our integrity,
the quality of our brands and products, and the high standards we set.

2.7 HUL Hierarchy:-

(Figure No-2.1, HUL Hierarchy)

2.8 Brands of HUL:Over the past 70 years, HLL has introduced about 110
brands, most, of which have become household names in the country.
HLL's brands - like Lifebuoy, Lux, Surf Excel, Rin, Wheel, Fair &
Lovely ,Pond's, Sunsilk, Clinic, Pepsodent, Close-up, Lakme, Brooke
Bond, Kissan, Knorr-Annapurna, Kwality Wall's are household names
across the country and span many categories - soaps, detergents,
personal products, tea, coffee, branded staples, ice cream and culinary
products.
2.9 Financial Highlights and Brands
Segmental Revenue
Net Sales Rs. 19,401 Crores
Net Profit Rs. 2,306 Crores
19

1) Soaps and Detergents 44.6%

2) Personal Products 29.7%
3) Beverages 11.9%
4) Processed Foods 4.6%
5) Ice creams 1.4%
6) Exports 5.6
7) Others 2.2%
2%
1%6%
5%
12%

45%

30%

1
2
3
4
5
6
7

(Chart No-2, Financial Highlights and Brands)

2.10 Sales Turnover:The Company has over 16,000 employees and has an annual
turnover of around Rs.19, 401 crores (financial year 2010 - 2011). HUL
is a subsidiary of Unilever, one of the worlds leading suppliers of fast
moving consumer goods with strong local roots in more than 100
countries across the globe with annual sales of about 44 billion in 2011.
Unilever has about 52% shareholding in HUL.

2.11 Distribution Network of HUL:-

20

HUL's distributed its products through a network of about

7,000 redistribution stockiest covering about one million retail
outlets.

The distribution network directly covers the entire urban

population. The general trade comprises grocery stores, chemists,

wholesale, kiosks and general stores.

Supermarket
Villages
IT

3. INDUSTRY PROFILE
Hindustan Unilever Limited (HUL for short) is engaged in the
manufacturing of Soaps and Detergents, Personal Products, Beverages, Foods,
etc. at its plant at Khamgaon, District Akola. Khamgaon Unit are engaged in
various kinds of manual jobs based on skills required at different levels It is
contended that the contribution of the Khamgaon Unit was a paltry 2.6% to the
overall annual turnover of the company, which was Rs.16,345 Crores. Total 700
21

employees. Unilever is committed to diversity in a working environment where

there is mutual trust and respect and where everyone is responsible
for the performance and reputation of our company. We will
recruit, employ and promote employees of our company.
The Soap Factory at Khamgaon started operations in 1987. Now,
Khamgaon factory produces DFA, Toilet Soaps, Pears (Exports & Domestic),
Dove, Laundry Soaps and Soap Bits.
Over the years Khamgaon has acquired the capability of leading
Innovation Delivery for soaps in HLL in addition to being the cost/loss
reduction leader. Also, the TPM depth & width (as measured in HLL) is highest
in Khamgaon (the score being more than 95%). The factory is also a pioneer in
soaps cascade changeover time reduction which now is the lowest in Unilever
Asia. Khamgaon respond to market needs and transform itself from a toilet
soaps producer to a manufacturer of low end laundry soaps to the premium
soaps like Dove. It has successfully integrated the DuPont Safety Systems in the
safety pillar.
People at Khamgaon are now highly skilled and they are not only
supporting the units growth but also providing the helping hand for other units
in India and outside India.
Khamgaon factory has won many awards in safety. The site has won the
best creative kaizan Award in national kaizan championship, & chairman award
for behavioral safety.
The unit has earned a niche for itself as the leader in innovations they are as
follow:
1. Dove was started at khamgaon for first time in Asia
2. Twin color soap-first time in HUL
3.1 Market Share of Hul Kahamgao Products:22

90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
LUX

WHEEL

BREEZ

LIFEBOY

(Chart No-3.1, Market Share)

COMPETITOR

COMPETITOR

23

PEARS

COMPETITOR

COMPETITOR

COMPETITOR

COMPETITOR

24

4. SCOPE OF THE STUDY

The criterion followed for measuring these schemes are performances,

creativity/ innovation, potential etc. to reward employees in HUL.

This study will give knowledge about reward and recognition schemes
currently running in the organization.

Study will help company to know about which reward and recognition
schemes appreciated more.

The study will help HUL to recognized eligible employees and reward
them timely.

This study will provide effective schemes to motivate more and more
employees.

25

5. OBJECTIVE OF THE STUDY

Employee recognition is limited in most organizations. Employees

complain about the lack of recognition regularly. Managers ask, Why
should I recognize or thank him? Hes just doing his job. And, life at
work is busy, busy, and busy. These factors combine to create work
places that fail to provide recognition for employees. Thus no
enthusiasm to work. So to increase enthusiasm in the workers.

To motivate more employees by knowing their thoughts about their

award and recognition. An effective employee recognition system is
simple, immediate, and powerfully reinforcing. Employees feel cared
about and appreciated.

To study employee orientation program in HUL. Does employees

satisfaction serves to achieve performance improvement, achievement of
business results.

To study which R&R schemes HUL uses to motivate employees. What

are the parameters for selecting employees? Does employee want any
incentive or bonus schemes? Does employees work is evaluated on a
regular basis.

To study what is regular period for rewarding and recognizing

employees.

To study whether employees are personally satisfied while working with

HUL. Are they satisfied with the benefit package or not.
26

 The working forces of HUL all play a significant role in the continuous
progress of the company. Hence it is essential to keep them motivated
and keep their spirits high.

The broad objective of the study was to provide the working forces
of HUL with some new reward and recognition schemes so that
they could feel appreciated and recognized and rewarded timely for
their precious efforts as they are the assets of the company.

To study importance of improvement in performance and efficiency

of employees.

To study the deep knowledge and understanding about what

should constitute the Reward and Recognition schemes for the
working force of HUL.

So the objective was to make Reward and Recognition Scheme

for the working force by going through the work plan to it
employees within the branch, and without making any changes in
the work plan setting certain milestones and allot point system
for those milestones which could be further be implemented for
the benefit of the working force of HUL Khamgao.

27

6. RESEARCH METHODOLOGY
Research in simple terms, refers to a search for knowledge. It is also
known as the art of scientific investigation. Thus, research is an original addition
to the available knowledge, which contributes to its further advancement. It is an
attempt to pursue truth through the methods of study, observation, comparison and
experiment.

6.1Research design:A research design helps to decide upon issues like what, when, where,
How much, by what means, etc., with regard to an enquiry or a research study. The
research design is the conceptual structures within which research is conducted.

28

D
s

e
c C r
i p a t si
v
ue
a
R
el
s
e R a
r
c e h s
e
a
r
c
h

R
e
s
e
a
r
c
h
D
e
s
g
n

(Figu

E
x
p
o
i r
a
o
r
y

l
t

re No-6.1, Research design)

1. Exploratory Research Design:Exploratory research focuses on the discovery of new
ideas and is generally based on secondary data.
2. Descriptive Research:Descriptive research is undertaken when the researcher
want to know the characteristics of certain groups.
3. Casual or Experimental Researches:An experimental research is undertaken to identify causes
and effect relationship between two variables.
In this project Descriptive Research design method is used.

6.2Data collectionData collected from two methods they are explain below29

A) Primary Data:Information which is gathered directly from the original source.

Primary data collection is necessary when a researcher cannot find the
data needed in secondary sources Following are some type of colleting
primary data

Survey,

Observation,

Interview,

Questioner.

In this project I have taken primary data from survey, observation, and
questionnaires.
B) Secondary Data:Data which is are taken published and unpublished copies it is
known as secondary data. Following are some types of secondary data

Books,

Magazine,

Printed articles,

E-mails.

In this project I have gathered information from internet, magazines, and

printed articles.

6.3 Sample Design:Measuring a small portion of something and then making a

30

general statement about the whole thing. This is a process of selecting a

number of units for a study in such a way that the units represent the
larger group from which they are selected. Research without sampling
may be too costly and time consuming. Sampling reduces the study
population to a reasonable size that expenses are greatly reduced.

6.4.1 Population:Hindustan Unilever Limited is engaged in the manufacturing of

Soaps and Detergents, Personal Products, Beverages, Foods, etc. at its
plant at Khamgaon with 700 employees. So my considered population
will be 700. In this respective plant data is also collected from HR
department total population are 20.
6.4.2 Sample Size:Data is going to collect from different departments of HUL. In
this project my sample size will be 100.For HR department my sample
size is 10.

6.4Sampling Method:-

31

P N

b
t

m
p
i

o o
b
n
a
P
oS
b

l i

(Figure No-6.2, sampling methods)

There are two types of sampling method one is probability method and
another is non probability method.
They are explaining as follow.

1. Probability SamplingThe sample is a proportion (a certain percent) of the

32

population and such sample is selected from the population by means of

some systematic way in which every element of the population has a
chance of being included in the sample.
Probability Sampling

P ure R a ndom S am pling

S ystem atic S am pling

S tratified S am pling-

C luster sa m pling

(Figure No-6.3, Probability Sampling)

a) Pure Random SamplingThis type of sampling is one in which everyone in the population has an
equal chance of being selected in the sample.

b) Systematic sampling33

This is used when the subjects or respondents in the study are arranged
in some systematic or logical manner such as alphabetical arrangement
and geographical placement.
c) Stratified SamplingThe process of selecting randomly, samples from the different strata of
the population used in the study it contributes much to the representative
of the sample.
d) Cluster samplingUsed when the population is so big or the geographical area of the
research is so large.
2. Non-Probability SamplingPurposive
sampling

Accidental
Sampling
NonProbabilit
y
Sampling
Quota
sampling

Snowball
sampling

(Figure No-6.4, Non-Probability Sampling)

34

a) Accidental SamplingThis is picking out people in the most convenient and

fastest way to immediately get their reactions to a certain hot
and controversial issue.
b) Purposive SamplingThe respondents are chosen on the basis of their
knowledge of the information desired.
c) Quota SamplingAs discussed earlier, sampling everybody and everything
is quota sampling.
d) Snowball SamplingAlso called network, chain, or reputational, this method
begins with a few people or cases and then gradually increases
the sample size as new contacts are mentioned by the people
you started out with. Selection of best and reasonable
Rewards and recognition schemes for employees is based on
the studies of different department employees expectation to
study them better I will be using stratified sampling method.
And from the non-probability sampling I have used
accidental sampling. So that data will be collected by picking
out people in the most convenient and fastest way to
immediately get their reactions.

35

6.5 Method of data collection:

Data collection means gathering information for related survey.
There are many methods available to gather information. The most
important issue related to data collection is selecting the most
appropriate information. The most important issue related to data
collection is selecting the most appropriate information.
Survey,
Panel (in-depth technique)
Questioner.

Q
RSO
b
u
Eers
Ssve
Eteriyv
Aao
tn
Ri
a
Cor
n
y
H
36

(Figure No-6.5, Method of data collection)

7. DATA ANALYSIS

Data Analysis:After all the above steps are completed now the important step is
data analyzing and interpretation. For this there are various analytical
and statistical tools. Some of these tools are Percentage, Average, etc.
Once the data have been tabulated, interpreted and analyzed,
the researcher has to prepare a report. The report consists of findings of
the research studies and recommendations also. Report writing needs
some skills, which can be develop with practice. The researcher should
follow certain principles while writing a report. These principles include
objectivity, clarity of ideas and use of charts and diagrams. A good
research report should effectively communicate its research findings.

37

(I)

Employees
Q 1. How long has you worked with the organization?

Purpose - To know how long employees are working in the

organization.
Respondent

Responses

1-2 years

15%

3-5 years

25%

More than 5 years

60%

(Table No-7.1, working experience of employees)

60%

25%

35

ye
a

ye
ar

ar
ye

M
or
e

th

12

r1
00
=6
0%

10
0=
25
%

10
0=
15
%

15%

an

60%
50%
40%
30%
20%
10%
0%

(Chart No-7.1, working experience of employees)

Interpretation:38

Sales

From above data I interpret that most of the employees are working
in a company from more than 6 yrs. out of 100% respondent 60%
respondent are having more knowledge of R&R policies used by HUL
compare to other employees who are working in the company.
Q 2. Would you describe your role in the organization as
satisfactory?
Purpose- To know whether employees think they are doing proper
work to achieve company companies goal.
Researcher

Respondent

Yes

85%

No

15%

(Table No-7.2, Satisfaction level)

15%
Yes 100=85%
No 100=15%
85%

(Chart No-7.2, Satisfaction level)

Interpretation:
39

From above data I interpreted that 85% respondent are saying

their role in the organization satisfactory according to them. Only 15%
are not unsatisfied about their role in the organization to achieve
companys goal.
Q 3.

Does boss treats all employees equally?

Purpose To know company is using fair policies with everyone or not.

Respondent

Responses

Yes

84%

No

16%

(Table No-7.1, Equality in organisation)

84%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

Sales
16%

Yes 100=84%

N0 100=16%

(Chart No-7.3, Equality in organisation)

Interpretation:40

From the above data I interpreted that 84% of the employees are
happy with their boss. And 16% respondent thinks that boss is unfair with
them.

Q 4.

Does your job give you a sense of personal satisfaction?

Purpose- To know employees are satisfied with their job.

Respondent

Responses

Yes

87%

No

13%

(Table No-7.4, Personal satisfaction)

90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

Series 1

Yes 100=87%

No 100=13%

(Chart No-7.4, Personal satisfaction)

Interpretation:41

From the above data I interpreted that 87% of employees out of

100% are gaining personal satisfaction and 13% are not gaining personal
satisfaction. It means that HUL is doing well in giving personal
satisfaction to their employees by providing some monetary and nonmonetary benefit to eligible employees.

Q 5.

Are you satisfied with your benefit package?

Purpose Main purpose of this question to know employees opinion

about their benefit package.
Respondent

Responses

Yes

81%

No

19%
(Table No-7.5, Benefit package)

42

19%

Yes 100=81%
No 100=19%

81%

(Cha
rt No-7.5, Benefit package)
Interpretation:
HUL provide many benefits package to employees. 81% of
workers are seems to be happy with benefit packages provided by the
HUL. Only 19% of the workers are unsatisfied with current benefit
package of the company.
Q 6. Which type of rewards offered in your organization?
Purpose- To study which type of rewards company offer to
organization.
Respondent

Responses

Monetary

50%

Non-monetary

50%

43

(Table No-7.6, Rewards offered in HUL)

100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Monetory 100=50%

Non-monetory 100=50%

(Chart No-7.6, Rewards offered in HUL)

Interpretation:HUL Company uses both the type of rewards to reward their

employees. Monetary and non-monetary both.

Q 7.

What are the parameters for selecting employees for

awards?
Purpose - To know on which basic company reward their employees.
Respondent

Responses

Maintaining discipline in

0%

working procedure
Brining new ideas

20%

44

Accuracy in work

20%

Performance

70%

(Table No-7.7, Parameters for selecting employees)

10%

20%

70%

Maintaining discipline
in working procedure
100=0%
Brining new ideas
100=10%
Accuracy in work
100=20%
Performance 100=70%

(Chart No-7.7, Parameters for selecting employees)

Interpretation:
There are basic four parameters to give R&R to employees. Like
maintaining discipline in working procedure, brining new ideas,
accuracy in work, performance. Out of all this parameters R&R is
mostly given on the basis of performance. About 70% of the rewards are
given on the basis of the performance, remaining 30% on the basis of
new ideas and accuracy in work.

45

Q 8.

How many employees should be selected for rewards?

Purpose- from 700 employees how many employees should get reward
at regular intervals.
Respondent

Responses

Between 1-5

17%

Between 5-10

23%

46

Between 10-15

35%

Between 15-20

25%

(Table No-7.8, Employees expectation numbers)

35%
30%
25%
20%
15%
10%
5%
0%
%
10
n
Be
tw
ee

n
Be
tw
ee

15

-1
5
10

-2
0

10

0=
25

%
0=
35

%
10
510
n

Be
tw
ee

Be
tw
ee

15

10

0=
23

0=
17

Series 1

(Chart No-7.8, Employees expectation numbers)

Interpretation:Employees expecting more number of rewards from company.
According to employees 35% is given between 10-15, 25% to between 1520 and 17% to 23% in between 1-10.
Q 9. How often employees should be rewarded?
Purpose-To knows employees expectation from the company for
rewards.
Respondent

Responses

Once a month

53%

Once in three month

Once in a six month

21%
15%
47

Once in a year

6%
(Table No-7.9, Rewarding interval)

6%
15%

58%

21%

Once a month
100=53%
Once in three month
100=21%
Once in a six month
100=15%
once in a year
100=6%

(Chart No-7.9, Rewarding interval)

Interpretation:From the above data I interpret that 53% of the employees want
recognition for their work in a month. And 21% want reward in a every
three months, Most of the employees what rewards for every three
months and only 6% of the employees want reward and recognition in a
year.
Q 10. Do employees want any new incentive or bounce schemes?
Purpose-To knows desire of employees.
Respondent

Responses

Yes

98%

48

No

2%

(Table No-7.10, New incentive or bounce)

100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes 100=94%

No 100=6%
(C

hart No-7.10, New incentive or bounce)

Interpretation:
Reward and recognition schemes are mainly to motivate
employees to work in the organization. According to total employees in
the organization 94% of the employees want more new incentive or
bounce schemes in the HUL. Only 6% out of 100% doesnt want new
schemes.
Q 11. Do you think employees should be encouraged to give their
opinions Or suggestions while deciding R&R policies?
Purpose- To know whether they are interested to take active part in
companies R&R policies or they are very much happy with
companies decisions.

49

Respondent

Responses

Yes

86%

No

24%

(Table No-7.11, Suggestions while deciding R&R)

100%
80%
60%
Series 1

40%
20%
0%
Yes 100=86%

No 100=24%

(Chart No-7.11, Suggestions while deciding R&R)

Interpretation:
From collected data I interpreted that 86% of the HUL employees
seems to be interested in taking part in the making of schemes of reward

and recognition. Only 24% employees dont want to take part in the
policy making.
Q 12. From the following R&R scheme which scheme you like
most?
Purpose- To know which reward and recognition schemes employees
like most.

50

Respondent

Responses

SOM

33%

RECOGN

17%

IDEA MGMT

27%

ON SPOT

13%

CUST DELITE

10%

(Table No-12, Mostly likely schemes)

33%
27%

10%

CU
ST

DE
LI
GH
T

SP
O
T
D
O
N

M
GM
T

13%

ID
EA

RE
CO
GN

17%

SO
M

35%
30%
25%
20%
15%
10%
5%
0%

(Chart No-12, Mostly likely schemes)

Interpretation:51

From above data I can interpreted that employees like SOM most from
the entire scheme given by the organization. Which is followed by the IDEA
MGMT.
(II)Human resources department
Q 13. Do you have any REWARD AND RECOGNITION
schemes running currently in your organization?
Purpose- To know is there any R&R current schemes in organization.
Respondent

Responses

Yes

100%

No

000%

(Table No-7.13, R&R in HUL)

100%
90%
80%
70%
60%

Serie s 1

50%
40%
30%
20%
10%
0%
Yes 100=100%

No 100=000%

(Chart No-7.13, R&R in HUL)

52

Interpretation:
100% respondents say they are having rewards and recognition schemes.
None of the respondent says that they are not having reward and
recognition schemes. It says that HUL is using some scheme in
organization for their employees to motivate them.
Q 14. Do you evaluate field employees on a regular basis?
Purpose- To know managers role on giving rewards to employees.
Respondent

Responses

Yes

100%

No

000%

(Table No-7.14, Field employees on a regular basis)

100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

Series 1

Yes 100=100%

No 100 =000%
(

Chart No-7.14, Field employees on a regular basis)

53

Interpretation:
HUL HR department evaluate employees on a field at a regular
level. So 100% respondents said yes. It says that managers evaluate
employees performance to achieve companys goal.

Q 15. Do you find it necessary to ommunicate with the

employees issues such as future work prospects, success and
failure of the company?
Purpose -To know whether manager think that this points discursion is
important to improve companys performance.
Respondent

Responses

Yes

60%

No

40%

(Table No-7.15, Necessary to communicate)

54

60%
50%
40%

Se rie s 1

30%
20%
10%
0%
Yes 100=60%

No 100=40%

(
Chart No-7.15, Necessary to communicate)
Interpretation:Out of 100% of respondent 60% of respondent says that they find
it necessary to communicate with the employees issues such as future
work prospects; success and failure of the company because of these
employees get positive motivation to achieve their goal. And 40% says
that its not necessary.
Q 16. Do you have a pay-for-performance policy that rewards
good performing employees?
Purpose - To know policies used by manager for performance.
Respondent

Responses

Yes

100%

No

000%

(Table No-7.16, Pay-for-performance policy)

55

100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

Se rie s 1

Yes 100 = 100%

No 100 = 000%

(
Chart No-7.16, Pay-for-performance policy)
Interpretation:HUL is using pay-for-performance policy that rewards good
performing employees. 100% respondent said that HUL uses pay-forperformance policy. Due to these employees start showing good
performance.
Q 17. Does reward and recognition serve these goals?
a) Employee Satisfaction
Purpose: - To know does reward and recognition provide employees
satisfaction in the organization.
Respondent

Responses

Yes

80%

No

20%

56

(Table No-7.17, Employee Satisfaction)

80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes 100 =80%

No 100=20%

(C
hart No-7.17, Employee Satisfaction)
Interpretation: After doing survey we come to know that HUL department
thinks that reward and recognition program help to achieve company
satisfaction. 80% of the officers are agreeing with this only 20% are
opposing this.
b) Performance improvement
Purpose: To know does reward and recognition provide Performance
improvement in the organization.
Respondent

Responses

Yes

70%

No

30%

57

(Table No-7.18, Performance improvement)

70%
60%
50%
40%

Serie s 1

30%
20%
10%
0%
Yes 100 =70%

No 100=30%

(C
hart No-7.18, Performance improvement)
Interpretation: This question interpreted that after getting reward or recognition
by the company 70% of the officer said they have seen positive
motivation in work of employees.30% officers said no.
c) Achievement of business results
Purpose: To know does reward and recognition help company to
achieve the business results.
Respondent

Responses

Yes

85%

58

No

15%

(Table No-7.19, Achievement of business results)

90%
80%
70%
60%
50%

Serie s 1

40%
30%
20%
10%
0%
Yes 100 =85%

No 100=15%
(Chart

No-7.19, Achievement of business results)

Interpretation: This help to know that 85% of the officers think that reward and
recognition help to achieve business result. Due to increase in the
performance level of the employees. And 15% of the employees dont
think that way.

8. FINDING
This project was undertaken as a one related to HR. Hence it was totally
based on information collected within company. Within the company the main
sources were the information provided by employees of various departments
like: legal, HR, administration, finance, sales, logistics, and market research.
Hence on that basis only some findings can be drawn, which are as
follows:
59

Most of the employees are working in the organization from more than
five years; it means that most of the employees in the HUL have a good
knowledge about the R&R schemes used in the organization.

85% of the employees think that they are doing well to achieve
organization goals. They are getting good returns from the company for

their efforts.
HUL knows all duties very well toward their employees. They treat all
employees equally. 84% of the employees think that boss treat all

employees equally. And only 16% employees are not agreeing with.
While working with HUL employees get personal satisfaction. They get
benefit packages for their appreciative work and they also get pay for

performance policy.81% of worker are satisfied with benefit package.

HUL give monetary and non- monetary type of rewards. Parameter for
rewarding employees is mostly on the basis of their performance about
70%. On the basis of accuracy of work is 20%, and on the basis of new

ideas 20%.
Employees want some more reward and recognition schemes in HUL.
They want to participate in the decision making process related to R&R

policies.
Employees are evaluated on filed regularly. Which help officer to give
them rewards or recognized their work. Officer also fined it necessary to
communicate with the employees issues such as future work prospects,
success and failure of the company. Officers think that R&R serves
companies goal.

According to all employers the rewards and recognition are must as they
serve the goals like1. Employee satisfaction
2. Performance improvement
3. Achievement of business results
60

According to all the employers the reward and recognition is a must not
only for the individual employee but also if there are certain project
teams in the organization.

9. LIMITATION
While doing this project, a few problems were faced which are mentioned below.

While conducting survey, respondents were very reluctant to hand out

correct information. Also they were not interested to give out
information, as it was company specific and confidential. In many
cases, they just refused to spare any time. In many cases, respondents
just filled the questionnaire hastily without giving proper thoughts to
the questions to save their time; therefore, information provided might
61

be biased.

All expenses of the project are born by me, which become heavy on their
pocket.

Since the project duration was only two months, time constraint limits the
area of study.

As the information about the work plans of employees was to be

collected from the employees themselves, to use it for making the
rewards and milestones, therefore to get the information from the
people on work was another limitation.

The people from whom the information was collected were always
busy in their work, so time was a major constraint.

To get the appointments from the HR personnel was a time consuming and
a difficult task.

10. SUGGESTIONS AND RECOMMENDATIONS

As per the findings of the survey the monetary as well as the nonmonetary awards both are equally important but the main aim is to
reward or recognize employees time to time.

The recognitions like congratulatory cards, wall of fame, public

applause, and public recognition is of great importance.
62

Performance should be considered criterion for rewarding.

There should be rewards or recognitions such that the employee can
get to celebrated the reward with his family members as well.

The get together or parties within the branch, such that the employees
get to interact and communicate with their colleagues, is of great
importance.

The managers should make sure that he has one-to-one interactions

with their employees and colleagues.

The rewarding system should be such that the reward being given to
the employee means something to him/her, i.e. the reward should have
meaning for the recipient.

Rewards should always be achievable and not out of reach by

employees.

These rewards should be used as reward for their extra effort and it has
to other then the incentives/bonus, which gets added to their salary.

Rewards should be visible to all the employees.

Spontaneous awards such as: on the spot awards are very motivating
and boost the recipients confidence to a great level.

The professionalism shown in the way of presenting the reward is also

interpreted as a worthwhile recognition.

Rewards should be appropriate to the level of accomplishment

received.

The tenure of the rewards monthly, quarterly or instantaneous.

63

There should be a separate committee in the branch that would take

care of all the work related to the rewarding and recognizing.

People at the managerial level generally get rewarded or recognized

quite often and easily, but the organization should also take care of the
people at the officers and the staff and the sub-staff level and should
definitely have schemes for motivating them as well.

The organizations should always consider the employees also while

making some new policies or should involve the employees in basic
level decisions, to create a feeling of belongingness, in the employee,
towards the organization.

It may seem simplistic, but people who feel recognized and cared
about produce more and better work.

Managers should know that employee recognition is not just a nice

thing to do for people. Employee recognition is a communication tool
that reinforces and rewards the most important outcomes people
create for your business.

Informal or spontaneous recognition can take the form of privileges

such as working at home, starting late/leaving early, or long lunch
breaks.

A job well done can also be recognized by providing additional

support or empowering the employee in ways such as greater choice
of assignments, increased authority, or naming the employee as an
internal consultant to other staff.

Symbolic recognition such as plaques or coffee mugs with

inscriptions can also be effective, provided they reflect sincere
appreciation for hard work. These latter expressions of thank.
64

11. CONCLUSION

As Per The Questionnaires Filled Up, The Following Conclusions

Can Be Drawn:Employees should be given star of the month, where the best 3-5
employees should be awarded for their performances on a monthly
basis, based on ratings.

Employees are praised or recognized on a daily basis through some

meetings etc.

Idea/suggestion awards, where the employees are awarded if they

manage to provide the organization with some extraordinary
suggestion etc.

Recognition or a means through which the achievements of the

employee are recognized, something similar to achievement talk
book.

Recognition of employees through the intranet as well as every

employee very frequently surfs the intranet.

Company concern customer delight as an important aspect.

Opinion of their employees should be considered while making the

schemes of reward and recognition.

65

The reward and recognition is treated as compulsion as it serves

different purposes or uses like-makes the employees more confident,
creates feeling of belongingness towards the organization, motivates
the employees to work better.

The Recognitions were considered to be more successful according

to the employers. Increments and bonuses or cash awards are
common to all organization.

12. BIBLIOGRAPHY
While doing this summer training project to formulate a Reward and
Recognition schemes for the employees of HLL, I needed opinions and
guidance from some authorities on similar matters. In this direction, I
came across the following books and magazines, which I have gone
through for reference; they areBOOKS: 1. Brandi JoAnna. "9 Ways to Keep Employees Engaged."
Entrepreneur. 2nd Edition, Published On 12th April 2005, Publisher
Brandi Education Pvt Ltd. New Delhi. Page no. 157
2. Nelson Bob 1001 ways to reward and recognize your employee
1st edition 2008, published by Education Pvt Ltd New Delhi, Page
no.86
3. Gregory Smith Dynamic rewards energies your team3rd edition
2007,published by Hill Publishing Company Pvt Ltd. Page no.339
WEBSITES: www.unilever.com. On 18.9.2011 at 2.25 pm
www.google.com.On 3.8.2011 at 8.15 pm
www.motivationonline.com. On 2.8.2011

66

QUESTIONNAIRE
NAME:
DESIGNATION:
Sir, Madam,
I am a summer trainee in HINDUSTAN LEVER LIMITED,
specializing in HR. I am working on a project Rewards and
Recognition for employees, my target category is the employees
within the branch. My aim is to prepare some rewards and
recognition schemes for these employees as their jobs are
monotonous and they do not receive any rewards and
recognitions for their contribution. These schemes will be a great
help to make their jobs more interesting and motivate them to
perform better. So I would need your help to know a few things
about your company regarding this topic.
(I)

1.

Employees

How long have you worked with the organization?

1-2 years
3-5 years
67

 More than five years

2. Would you describe your role in the organization as
satisfactory?
Yes
No
3. Does boss treats all employees equally?
Yes
No
4. Does your job give you a sense of personal satisfaction?
Yes
No
5. Are you satisfied with your benefit package?
Yes
No
6. Which type of rewards offered in your organization?
Monetary
Non monetary.
7. What are the parameters for selecting employees for awards?

68

 Maintaining discipline in working procedure

Brining new ideas
Accuracy in work
Performance
8. How many employees should be selected for rewards?
Between 1-5
Between 5-10
Between 10-15
Between 15-20
9. How often employees should be rewarded?
Once a month
Once in three months
Once in six months
Once in a year
10. Do employees want any new incentive or bounce schemes?
Yes
No

69

11. Do you think employees should be encouraged to give their

opinions Or suggestions while deciding R&R policies?
Yes
No
12. From the following R&R scheme which scheme you like
most?
SOM
RECOGN
IDEA MGMT
ON SPOT
CUST DELITE

(II)

Human resources department

13. Do you have any REWARD AND RECOGNITION schemes

running currently in your organization?
Yes
No
70

14. Do you evaluate field employees on a regular basis?

Yes
No
15. Do you find it necessary to communicate with the employees
issues such as future work prospects, success and failure of
the company?
Yes
No
16. Do you have a pay-for-performance policy that rewards good
performing employees?
Yes
No
17. Does reward and recognition serve these goals?
Employee Satisfaction
Performance improvement
Achievement of business results

71