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A
SUMMER TRAINING
PROJECT REPORT
ON
REWARDS AND RECOGNITION SCHEMES
FOR STAFF AND OFFICERS OF HLL
FOR
SUBMITTED BY:
MONICA TIKOO
MBA (HUMAN RESOURCE)
(2004-2006)
ACKNOWLEDGEMENT
MANAGER) and MS. SHIVANI KAPOOR (HR OFFICER). I thank them for being the
I take this opportunity to thank all the members of HLL (gurgaon) who directly
Their encouragement during the difficult stages of this project, constructive discussions
and useful interaction has proved to be core moral support behind this achievement.
Declaration
(MONICA TIKOO)
DATED: Student of VIM,Pune
PLACE:
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TABLE OF CONTENTS
(iv) Schemes 27
(viii) Questionnaire 48
(ix) Annexure 53
(x) Bibliography 55
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EXECUTIVE SUMMARY/INTRODUCTION
The working forces of HLL 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 HLL (Northern
Region) 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. This is important to improve their performance and
efficiency.
The schemes prepared are prepared keeping various important things in mind
like: the employee class, tenure of the schemes (monthly, quarterly etc),the
criterion of judgment etc.
The target employees are the ones working within HLL, North India, Gurgaon.
The numbers of employees are approximately 110. These employee are at the officers
and the staff level .The criterion followed for measuring these schemes are:
performances, creativity/ innovation, potential etc.
Therefore in order to have a deep knowledge and understanding about what
should constitute the Reward and Recognition schemes for the working force, a study
was conducted (with the help of questionnaires) in 7 other companies, which is well
known as benchmarking
So the overall/primary objective was to make Reward and Recognition Scheme for
the working force by going through the work plan of the concerned department and
its 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 HLL (northern
region).
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COMPANY PROFILE
PRESENT STATURE/INTRODUCTION
Hindustan Lever Limited (HLL) is India's largest Fast Moving Consumer Goods
company, touching the lives of two out of three Indians with over 20 distinct categories in
Home & Personal Care Products and Foods & Beverages. They endow the company with
a scale of combined volumes of about 4 million tonnes and sales of Rs.10, 000 crores.
HLL is also one of the country's largest exporters; the Government of India has
recognized it as a Golden Super Star Trading House.
The mission that inspires HLL's 36,000 employees, including over 1,350
managers, is to "add vitality to life." HLL meets everyday needs for nutrition, hygiene,
and personal care with brands that help people feel good, look good and get more out of
life. It is a mission HLL share with its parent company, Unilever, which holds 51.55% of
the equity. The rest of the shareholding is distributed among 380,000 individual
shareholders and financial institutions.
HLL's brands - like Lifebuoy, Lux, Surf Excel, Rin, Wheel, Fair & Lovely,
Pond's, Sunsilk, Clinic, Pepsodent, Close-up, Lakme, Brooke Bond, Kisan, Knorr-
Annapurna, Quality 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. They are manufactured in close to 80 factories. The operations
involve over 2,000 suppliers and associates. HLL's distribution network, comprising
about 7,000 redistribution stockiest, directly covers the entire urban population, and about
250 million rural consumers.
HLL has traditionally been a company, which incorporates latest technology in all
its operations. The Hindustan Lever Research Center (HLRC) was set up in 1958, and
now has facilities in Mumbai and Bangalore. HLRC and the Global Technology Centers
in India have over 200 highly qualified scientists and technologists, many with post-
doctoral experience acquired in the US and Europe.
HISTORY OF HLL
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 and Packaged Mass Consumption Goods
(PMCG). Leading, in 1933, to the formation of Lever Brothers India Limited, and finally
Hindustan Lever Limited in 1956.
CHRONICLE OF HLL
VISION
To earn the love vnad 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 ..
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 .
CORPORATE PURPOSE
Our deep roots in local cultures and markets around the wo rld give us our strong
relationship with consumers and are the foundation for our future growth. We
will bring our wealth of knowledge and international expertise to the service of
local consumers - a truly multi-local multinational.
VALUES
HLL possess four values for the basis for the enthusiasm and self-esteem that make
working towards achievement of our goals, meaningful.
1. ACTION
2. COURAGE
3. TRUTH
4. CARING
2. COURAGE: The state or quality of mind or spirit that enables one to face
danger with self possession, confidence and resolution
Codes of Conduct
Ready to challenge and be challenged
Staying on Course
Resolute in face of adversity
Doing the right thing
Rigour
Intellectual Honesty
Sincerity in our Interactions
Integrity
a) Standard of Conduct
Unilever Group of Companies in India conduct their business with honesty and integrity
and with respect for the interests of those with whom they have relationships.
(b) Employees
Unilever companies are required to recruit, employ and promote employees on the sole
basis of the qualifications and abilities needed for the work to be performed.
Unilever is committed to providing safe and healthy working conditions for all its
employees worldwide.
The Companies believe it is essential to maintain good communications with employees,
normally through company based information and consultation procedures.
(g) Competition
The Companies believe in vigorous yet fair competition and support the
development of appropriate competition laws. Employees receive guidance to ensure that
they understand such laws and do not transgress Indian laws on the subject.
(i) Bribery
Unilever does not give or receive bribes in order to retain or bestow business or
financial advantages. Our employees are directed that any demand for or offer of such
bribe must be immediately rejected.
(j) Application
This Code applies to Unilever companies throughout the world. Where Unilever
companies participate in joint ventures the application of these principles will be actively
promoted; this will significantly influence the decision to enter into or to continue in any
joint venture.
(k) Compliance
Compliance with these principles is an essential element in our business success.
The Unilever Board is responsible for ensuring these principles are communicated to, and
understood and observed by, all employees. Day-to-day responsibility is delegated to the
senior management of the regions and operating companies. They are responsible for
implementing these principles, if necessary through more detailed guidance tailored to
local needs. Assurance of compliance is given and monitored each year. Compliance with
the Code is subject to review by the Board supported by the Audit Committee of the
Board and the Corporate Risk Committee. Any breaches of the Code must be reported in
accordance with the procedures specified by the Joint Secretaries. The Board of Unilever
will not criticize management for any loss of business resulting from adherence to these
principles and other mandatory policies and instructions. The Board of Unilever expects
employees to bring to their attention or to that of senior management, any breach or
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suspected breach of these principles. Provision has been made for employees to be able to
report in confidence and no employee will suffer as a consequence of doing.
BUSINESS CATEGORIE
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BRANDS OF HLL
At HLL, the purpose is to meet the everyday needs of people everywhere. This
vision has made it India's largest packaged mass consumption goods company, with
leadership in Home, Personal Care Products, Foods and Beverages. In New Ventures, the
new entrants are in Healthcare, Confectioneries and Network Marketing. It is also one
of the country's biggest exporters and have earned the distinction of a Super Star Trading
House. 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. They are manufactured in close to 80 factories. The operations
involve over 2,000 suppliers and associates. HLL's distribution network, comprising
about 7,000 redistribution stockists, directly covers the entire urban population, and about
250 million rural consumers.
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HLL is known world wide because of its quality products that are serving to the
consumers for the last 70 years. Following are the brands of HLL that themselves say
everything about HLL s success as well as the trust & popularity that it enjoys among
consumers:
2. FOODS
3. WATER
4. EXPORTS
5. ENABLERS
PROFIT CENTRES
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Each Profit Centre is self-sufficient with dedicated resources and assets in sales,
marketing, commercial, and innovation and manufacturing. Some Profit Centres, like
Detergents and Personal Products, in turn have been further reorganised into smaller self-
sufficient business units around their categories with dedicated resources; they of course
share certain resources of the Profit Centres to retain economies of scale.
For managing sales operations, HLL divides the country into four regions, with regional
branches in Delhi, Kolkata, Chennai and Mumbai. Headed by a Regional Manager, they
comprise Regional Sales Managers and Area Sales Managers for each Profit Centre,
assisted by dedicated field forces, comprising Sales Employees and Territory Sales
Incharges.
In Marketing, each category has a Marketing Manager who heads a team of Brand
Managers dedicated to each or a group of brands. The Brand Managers, wherever
appropriate, focus exclusively on brand strategy or implementation.
The commercial team of a Profit Centre is responsible for its supply chain management.
There are teams dedicated to sourcing, planning and logistics. Each division has a
nationwide manufacturing base, with each factory peopled by teams of Production,
Engineering, Quality Assurance, Commercial and Personnel Managers.
How do you ensure that Mr. Ramesh in Kanyakumari gets his Lifebuoy soap and
Mrs. Kulkarni in Jammu gets to know how Bru coffee tastes even before she has bought
it? Well, you need to have a cutting edge distribution network in place.
Hindustan Lever's distribution network is recognized as one of its key strengths. Its focus
is not only to enable easy access to our brands, but also to touch consumers with a three-
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HLL's products, manufactured across the country, are distributed 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. Hindustan Lever services each with a tailor-made mix of services. The emphasis is
equally on using stores for direct contact with consumers, as much as is possible through
in-store facilitators.
Supermarkets
self-service stores and supermarkets are fast emerging in metros and large towns. To
service modern retailing outlets in the metros, HLL has set up a full-scale sales
organization, exclusively for this channel. The business system delivers excellent
customer service, while driving growth for the company and the store. At the same time,
innovative marketing initiatives are taken to provide consumers with experience of its
brands at the store itself, through product tests and in-store sampling.
Villages
HLL has also revamped its sales organization in the rural markets to fully meet the
emerging needs and increased purchasing power of the rural population. The company
has brought all markets with populations of below 50,000 under one rural sales
organization. The team comprises an exclusive sales force and Exclusive redistribution
stockiest, under the charge of dedicated managers. The team focuses on building superior
availability, while enabling brand building in the deepest interiors. HLL's distribution
network in rural India already directly covers about 50,000 villages, reaching about 250
million consumers, through about 6000 sub-stockiest.
IT
CHANNELS
Hindustan Lever is simultaneously creating new channels, designed on the same principle
of holistic contact with consumers.
PROJECT SHAKTI
Project Shakti is HLL's rural initiative, which targets small villages with
population of less than 2000 people or less. It seeks to empower underprivileged rural
women by providing income-generating opportunities, health and hygiene education
through the Shakti Vani programme, and creating access to relevant information through
the iShakti community portal.
In general, rural women in India are underprivileged and need a sustainable
source of income. NGOs, governmental bodies and other institutions have been working
to improve the status of rural women. Shakti is a pioneering effort in creating livelihoods
for rural women, organized in Self-Help Groups (SHGs), and improving living standards
in rural India. Shakti provides critically needed additional income to these women and
their families, by equipping and training them to become an extended arm of the
company's operation.
Started in 2001, Shakti has already been extended to about 50,000 villages in 12
states - Andhra Pradesh, Karnataka, Gujarat, Madhya Pradesh, Tamil Nadu, Chattisgarh,
Uttar Pradesh, Orissa, Punjab, Rajasthan, Maharashtra and West Bengal. The respective
state governments and several NGOs are actively involved in the initiative.
Shakti already has about 13,000 women entrepreneurs in its fold. A typical Shakti
entrepreneur earns a sustainable income of about Rs.700 -Rs.1, 000 per month, which is
double their average household income. Shakti is thus creating opportunities for rural
women to live in improved conditions and with dignity, while improving the overall
standard of living in their families. In addition, it involves health and hygiene programs,
which help to improve the standard of Living of the rural community. Shakti's ambit
already covers about 15 million rural population. Plans are also being drawn up to bring
in partners involved in agriculture, health, insurance and education to catalyze overall
rural development.
HLL's vision for Shakti is to scale it up across the country, covering 100,000
villages and touching the lives of 100 million rural consumers by 2005.
Shakti Vani is a social communication programme. Women trained in health and hygiene
issues, address village communities through meetings at schools, village baithaks, SHG
meetings and other social fora. In 204, Shakti Vani has covered 10,000 villages in
Madhya Pradesh, Chattisgarh and Karnataka. The vision is to cover 50,000 villages in
2005.
iShakti, the Internet-based rural information service, has been launched in Andhra
Pradesh, in association with the Andhra Pradesh Government's Rajiv Internet Village
Programme. The service is now available in Nalgonda, Vishakapatnam, West Godavari
and East Godavari districts. iShakti has been developed to provide information and
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services to meet rural needs in medical health and hygiene, agriculture, animal
husbandry, education, vocational training and employment and women's empowerment.
The vision is to have 3,500 kiosks across the state by 2005.
Health & Beauty Services are Hindustan Lever's simultaneous foray to meet the
increasing consumer need for such products and services. Lakme Salons provide
specialized beauty services and solutions, under the recognized authority of the Lakme
brand. The Ayush Therapy Centers provide easy access to authentic Ayurvedic
treatments and products.
Sales Officer
Redistribution Stockist
Salesman
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TYPES OF EMPLOYEES
2. All India Employee Cadre - This level represents a higher level of supervision /
work with enhanced responsibilities. 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.
3. Unit Employee - This level 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.
4. Office Staff - This level is the clerical staff in the various departments.
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 HIV-positive, and rural development.
known, TERI, which was established in 1974, is world famous for its commitment to and
initiatives in every aspect of sustainable development.
HLL s chairman MR.RS BANGA had written on May 15, 2001 to the UN Secretary
General, Mr. Kofi Annan, confirming Hindustan Lever Limited (HLL) s support of the
UN Global Compact, while welcoming its recognition of the positive contribution that
business has to make to a more prosperous and sustainable world. He wished to confirm
that as the Unilever Company in India, HLL reaffirms its commitment to the principles of
the UN Global compact.
SHAKTI
HLL's partnership with self-help Groups of rural women, is becoming an extended arm of
the company's operation in rural hinterlands. Started in 2001, Project Shakti has already
been extended to about 50,000 villages in 12 states .The respective state governments and
several NGOs are actively involved in the initiative. The SHGs have chosen to partner
with HLL as a business venture, armed with training from HLL and support from
government agencies concerned and NGOs.
GREENING BARRENS
HLL's Water Conservation and Harvesting project is committed to extending its efforts
on water management to the larger community, and has engaged in community projects
in water adjacent to manufacturing sites.
HLL's vision is to continuously innovate technologies to further reduce water
consumption and further increase conservation in its operations. Simultaneously, HLL
sites will progressively help communities, wherever required, to develop watersheds.
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HAPPY HOMES
Under the Happy Homes initiative, HLL supports special education and rehabilitation of
children with challenges. Over 20,000 individuals have benefited from the Happy Homes
initiatives since inception. HLL is wholeheartedly involved with all four centers and will
continue to be involved in the future. The four happy homes centers are-ASHA DAAN,
ANKUR, KAPPAGAM & ABAGAM. Ankur received the Lawrie Group World Aware
Award for Social Progress in 1999 from HRH Princess Royal in London. These centres
have taught the children the self-help skills, useful vocational activities Infact, some of
the children have become relatively self-reliant by earning through crafts learnt at the
center.
The support provided by Fair & Lovely Foundation will help girl children avail
opportunities of higher education and acquire skills in appropriate professions. The series
of projects that have been drawn up to achieve the vision include EDUCATION,
CAREER and ENTERPRISE.
YASHODADHAM
SCHEMES
PURPOSE:
1) To recognize the achievements of the employees
3) To increase the sales revenue and the profit margins of the company
CATEGORIES:
IN BRIEF:
1) SOM
2) CUSTOMER DELIGHT:
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3) A-T BOOK:
4) SAQ:
5) TOTB:
6) ON THE SPOT:
IN DETAILS
1) SOM:
2) CUSTOMER DELIGHT:
Is awarded the customer delight award. The employees get to fill a customer delight form
on basis of which the most suitable candidate is selected for this award. Maximum of 5
employees can be selected for the award. The customer delight form is as follows:
I AM DELIGHTED!!!
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 EMPLOYEE PRODUCES MOST ORDERLY DATA
THIS EMPOYEE SHOWS A DECENT CONDUCT
OTHER REASONS:
SIGNATURE
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3) A-T BOOK:
4) SAQ:
5) TOTB:
Every individual in this world has a viewpoint and has an idea or a suggestion
waiting to pop out of his/her brain. So if these suggestions or ideas of the employees in
the organization are used in a fruitful and an effective manner can work wonders for an
organization. Thus it is really important to have an idea/suggestion management in an
organization. This scheme of TOTB is a quarterly award. According to this scheme an
issue can be put up in the cafeteria and learning center as the employees have a frequent
and easy access to these places, and hence the employees can present these ideas and
suggestions. Now since collecting and evaluating the ideas is a major work, it can be
done through web base applications like: emails, intranet etc.
The ideas would be collected on the monthly basis but the best ideas will be
rewarded on the quarterly basis. Feedback should be given to employees who send their
suggestions and these feedbacks can be sent through web, phone, voice mails etc.
Some deeds of employees on a daily basis are so humble that they need to be
recognized. It is sometimes not possible to recognize every individual on a daily basis,
thus at such time recognizing an individual on the spot is an important and a sensible
thing to do. 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
Their managers give this award to the employee as they can keep a constant observation
on their employees.
1) SOM:
PURPOSE:
SOM award is the STAR OF THE MONTH award, which is given as per the
ratings of an employee. This is a quarterly based award. As we have already seen the
ratings, we ll further see what are the rewards that are given to the employees for their
performances according to this scheme.
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REWARDS:
PARAMETERS MILESTONES
Running Claims E: 100% downloaded claims in 7 days
F: 100% downloaded claims in 8 days
P: 100% downloaded claims in 10 days
N: 100% downloaded claims in more than
10 days
Expenses E: Statements prepared and submitted with
finance department in 7 days
F: Statements prepared and submitted with
finance department in 8 days
P: Statements prepared and submitted with
finance department in 10 days
N: Statements prepared and submitted with
finance department in more than 10 days
Incentives F: Credited to next month s salary
POINT SYSTEM:
Thus the best 5 employees with maximum points are eligible for the SOM
award. If there are more people with same number of points, it will be considered as
one category.
2) CUSTOMER DELIGHT:
PURPOSE:
Customer delight is an award to promote and recognize employees for
outstanding customer service. Thus according to this scheme we have a customer delight
form, which is filled by the employees on a monthly basis, and the employee getting
maximum votes in his/her favor is eligible for the CUSTOMER DELIGHT AWARD.
REWARDS:
***The best 3 employees with maximum votes would be eligible for this
award. If there are more people with same number of votes it will be considered as
one category.
3) A-T BOOK:
PURPOSE:
A-T book is an ACHIEVEMENT - TALK BOOK, which provides an
employee, with the public recognition amongst the peers in the organization. This book is
a great means of boosting the confidence and recognizing the performances and deeds of
an employee in public. This recognition makes him/her feel recognized and motivated
and definitely proves to be a boon in improving or increasing ones performances.
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REWARDS:
Public recognition to all the achievers.
4) SAQ:
PURPOSE:
SAQ award is the STAR OF THE QUARTER award, which is given as
per the ratings of an employee. This is a quarterly based award. As we have already seen
the ratings, we ll further see what are the rewards that are given to the employees for
their performances according to this scheme.
First of all work plan of an employee of each department is allotted the
targets for the quarter.
The work plan of an employee consists of PARAMETERS and the
MILESTONES to be achieved.
These MILESTONES have some POINTS allotted
REWARDS:
PARAMETERS MILESTONES
Damage Claims E: All claims coming with 100% accuracy
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N: No claims doing
RS ledger E: Once a quarter for all RSS
N: Nil
JC Returns E: Common format updated before 1st of
(Recorded every month) every month with 100% accuracy
F: Common format updated by 1st of every
month with 100% accuracy
P: Common format updated by 1st week of
the month.
Expenses E: Rectification made and salary advance
(Recorded every month) cleared and available for dispatch by 15th of
every month
F: Rectification made and salary advance
cleared and available for dispatch after 15th
of every month
POINT SYSTEM:
Thus the best 5 employees with maximum points are eligible for the SAQ
award. If there are more people with same number of points, it will be considered as
one category.
5) TOTB:
PURPOSE:
The TOTB award is THINKING OUT OF THE BOX AWARD. This award is
given to the employee/employees for their capability of giving some much needed
extraordinary suggestion or idea to the branch management, the suggestion which is helps
the management come out of crisis or helps the management to save the maximum and
gets implemented is the best suitable for this award.
This award is to foster employee suggestions to improve a work place, which can
definitely help in some financial savings.
REWARDS:
PURPOSE:
The on the spot award is neither a monthly nor a quarterly award, as the name
suggests it is an on the spot, instant, spontaneous award. It is not even a performance-
based award. As per this award the first level managers would recognize the employee.
The purpose of this award is to recognize the employees who go extra mile or who
perform above and beyond the call of duty , and many such exceptional courtesies.
REWARD:
.
IT S NOT IMPORTANT WHAT YOU DO,
BUT HOW YOU DO!!!
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Hence it was totally based on information collected within and out side the company.
Within the company the main sources were the information provided by employees of
various department like: legal, HR, administration, commercial and claims, finance, sales
tax, logistics, market research.
Outside the company the information was gathered from the HR departments of 7 other
companies with the help of questionnaires.
Hence on that basis only some conclusions /findings can be drawn, which are as follows:
Out of 7 companies, all 7 have scheme similar to that of star of the month, where
the best 3-5 employees are awarded for their performances on a monthly basis,
based on some kind of ratings of every organization.
All of the 7 companies have scheme where the employees are praised or
recognized on a daily basis through some meetings etc.
All 7 companies have a mode of public recognition or a means through which the
achievements of the employee are recognized, something similar to achievement
talk book.
5 out of 7 companies take the opinion of their employees while making the
schemes of reward and recognition.
According to all employers the rewards and recognition are must as they serve the
goals like
1. Employee satisfaction
2. Staff retention
3. Performance improvement
4. Achievement of business results
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.
100
80
60
40 companies in %
20
0
som recogn idea on spot cust
mgmt delite
This graph here shows the percentage of companies believing in particular schemes. Here
As per the findings of the survey the monetary as well as the non-monetary
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, public
recognition is of great importance.
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.
The reward should be well-defined, credible standards that have been developed
using observable achievements.
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.
The standards and the criterion for the rewarding should not be ambiguous or
biased.
Spontaneous awards such as: on the spot awards are very motivating and boost
the recipients confidence to a great level.
The reward mean the most when they are thoughtfully prepared and of highest
quality.
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The professionalism shown in the way of presenting the reward is also interpreted
as a worthwhile recognition.
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.
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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
All expenses of the project are born by the students, 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
To get the appointments from the HR personnel of different companies was a time
QUESTIONNAIRE
NAME: DESIGNATION:
Sir, Madam,
Q1. Do you have any REWARD AND RECOGNITION schemes running currently
in your organization?
Ans. Yes No
Ans. .
Ans. .
.
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Ans. .
Ans. .
Ans. .
Ans. .
Staff Retention
Yes No
Performance improvement
Yes No
.
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Q9. What particular form of reward and recognition is more successful and
meaningful to employees?
Ans.
Signature:
THANK YOU!!!
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Below are given the names of Companies and the names of respective HR personnel:
ANNEXURE:
WORK PLAN : This is plan where the manager decides the particular
targets to be accomplished by the employee in a months
time and in a quarters time.
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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 are listed below: ---
BOOKS: -
WEBSITES: -
www.hll.com
www.hll.unilever.com
www.unilever.com
www.google.com
www.forrestscott.com
www.workforce.com
www.shrm.com
www.motivationonline.com
GUIDE BOOKS:
-OFFICER S PDP (provided by Officer s HR cell of HLL, Gurgaon)
-PROCESS GUIDE TO FF INCENTIVE ADMINISTRATION (provided by HR
department of HLL, Gurgaon)