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HINDUSTAN LEVER LIMITED
(Regional Office, Gurgaon)
SUBMITTED BY: MONICA TIKOO MBA (HUMAN RESOURCE) (2004-2006)
VISHWAKARMA INSTITUTE OF MANAGEMENT
I sincerely wish to acknowledge a deep gratitude for valuable guidance; suggestions and generous help extended to me by MS. AMRITA PADDA (BRANCH HR
MANAGER) and MS. SHIVANI KAPOOR (HR OFFICER). I thank them for being the
source both of helpful criticism and of encouragement. I take this opportunity to thank all the members of HLL (gurgaon) who directly and indirectly helped me in completing my report and a special thank to:
MS.NEETA JANMEJA (PAYROLL), MR.NIPPUN ANEJA (ASM, FOODS), MR.RB SINGH (ASM, RURAL), MR.PRANAV ARORA (ASM, PP), MR.PRAKASH GOYAL (MANAGER, LOGISTICS), MS.SUDHA SHARMA (AIO), MR.CHANDER SHEKHAR (ADMINISTRATION), MR.PR BHATTACHARYA (FINANCE), MR.CHANDER (AREA ASSISTANT, CSD).
Their encouragement during the difficult stages of this project, constructive discussions and useful interaction has proved to be core moral support behind this achievement.
Then again this acknowledgement would remain incomplete without thanking my institute VIM and its faculty members.
I, Monica Tikoo, a student of M.B.A of Vishwakarma Institute of Management, Pune, here by solemnly declare that the project titled RECOGNITION FOR STAFF AND OFFICERS REWARD AND
with special reference to
HINDUSTAN LEVER LIMITED (Regional Office, Gurgaon) is my original work as all the information and fact & figure produced in this report is based on my own experience & study during my summer training under the department of HR in HLL (Gurgaon) and has not been published previously any where in Magazine, Trade journal or any other University or else where for the award of degree or Diploma. Further I also declare that I have tried to my best to complete this project with almost sincerity, honesty and accuracy. Even then if, any mistake or error has crept in I shall most humbly request to reader to point out those error. Any suggestion regarding this Project Report will be most welcome.
(MONICA TIKOO) DATED: PLACE: Student of VIM,Pune
TABLE OF CONTENTS
(i) (ii) (iii) (iv) (v) (vi)
Executive Summary Objective/Scope of the study Company Profile Schemes Finding And Conclusion Suggestions And Recommendation
5 6 7 27 40 43 46 48 53 55
(vii) Limitations Of The Study (viii) Questionnaire (ix) (x) Annexure Bibliography
In spite of theoretical knowledge gained through classroom study, a person is incomplete if not subjected to practical exposure of real corporate world and the challenges and problems that one has to face at the actual work place. In this context the study has been taken to make the person aware of happening of the real business world. The project entitled REWARDS AND RECOGNITION FOR STAFF AND OFFICERS with the special reference to HINDUSTAN LEVER
LIMITED has been done in GURGAON as a summer training part of MBA program and it helped me in understanding about the policies and procedures of a company and how these should be formulate together so that they solve the real purpose. It also gave me a chance to have an interaction with people at real workplace who are working at different positions with different authorities and responsibilities. The generosity & the patience of these people for spending their valuable time for having discussions and interactions has also been a rich experience for me. The study was made to formulate a manual by collecting relevant information about the contents with the help of Questionnaire survey and face to face interaction with the HR MANAGERS & HR OFFICERS of 7 other companies as well from the valuable information & suggestions provided by the members of HLL itself (people from different departments and the sales force members). Secondary data was collected from the other manuals provided by the HR department and website of the company. The final outcome of the study is various schemes of rewards and recognitions for staff and officers of HLL, which will help them in getting motivated and improvising their performances at work place
North India. Therefore in order to have a deep knowledge and understanding about what should constitute the Reward and Recognition schemes for the working force. Hence it is essential to keep them motivated and keep their spirits high.The criterion followed for measuring these schemes are: performances. a study was conducted (with the help of questionnaires) in 7 other companies. tenure of the schemes (monthly. Gurgaon. The target employees are the ones working within HLL.OBJECTIVE/SCOPE OF THE STUDY The working forces of HLL all play a significant role in the continuous progress of the company. quarterly etc). 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). 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. potential etc. The schemes prepared are prepared keeping various important things in mind like: the employee class. 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. These employee are at the officers and the staff level . This is important to improve their performance and efficiency. .the criterion of judgment etc. creativity/ innovation. The numbers of employees are approximately 110.
COMPANY PROFILE PRESENT STATURE/INTRODUCTION Hindustan Lever Limited (HLL) is India's largest Fast Moving Consumer Goods company. Surf Excel. Lux. personal products.like Lifebuoy.000 individual shareholders and financial institutions. . Sunsilk. Quality Wall's are household names across the country and span many categories . It is a mission HLL share with its parent company.soaps. Pepsodent. tea. which incorporates latest technology in all its operations. They are manufactured in close to 80 factories. Lakme. including over 1. coffee. branded staples. Wheel. the Government of India has recognized it as a Golden Super Star Trading House.350 managers. ice cream and culinary products. it is because of being single-minded in identifying itself with Indian aspirations and needs in every walk of life. and about 250 million rural consumers.000 redistribution stockiest. Rin. Close-up. detergents. and now has facilities in Mumbai and Bangalore. They endow the company with a scale of combined volumes of about 4 million tonnes and sales of Rs.000 employees. HLL's distribution network. The rest of the shareholding is distributed among 380.55% of the equity. look good and get more out of life. Unilever. If Hindustan Lever straddles the Indian corporate world.10. HLL is also one of the country's largest exporters. The Hindustan Lever Research Center (HLRC) was set up in 1958. is to "add vitality to life. The operations involve over 2. touching the lives of two out of three Indians with over 20 distinct categories in Home & Personal Care Products and Foods & Beverages. directly covers the entire urban population. HLL has traditionally been a company. The mission that inspires HLL's 36. HLL's brands . many with postdoctoral experience acquired in the US and Europe.000 suppliers and associates. HLRC and the Global Technology Centers in India have over 200 highly qualified scientists and technologists. comprising about 7. hygiene. which holds 51. Clinic. Brooke Bond." HLL meets everyday needs for nutrition. Pond's. and personal care with brands that help people feel good. KnorrAnnapurna. 000 crores. Kisan. Fair & Lovely.
Launch of HLL s e-tailing serviceSangam Max confectioneries launched Lever Ayush launched Launch of Hindustan Lever Network Launch of Pureit water purifier 2002: 2003: 2005 . Leading. Kimberley-Clark Lever formed Lakme Lever formed HLL and BBLIL merge Pond s India Ltd merges with HLL . to the formation of Lever Brothers India Limited. embossed with the words "Made in England by Lever Brothers". HLL acquires Lakme HLL acquires Modern Foods Project Shakti.Hindustan Vanaspati Manufacturing Company Lever Brothers India Limited incorporated to manufacture soaps United Traders Limited incorporated in India to market personal products HVM. HLL s partnership with rural Self Help Groups. visitors to the Kolkata harbor noticed crates full of Sunlight soap bars.HISTORY OF HLL In the summer of 1888. in 1933. LBIL. and finally Hindustan Lever Limited in 1956. began an era of marketing branded and Packaged Mass Consumption Goods (PMCG). CHRONICLE OF HLL 1888: 1918: 1931: 1933: 1935: 1956: 1958: 1979: 1993: 1994: 1995: 1996: 1998: 2000: 2001: Sunlight introduced in India Vanaspati launched through imports Unilever registers company in India . UTL merge to form HLL HLRC starts functioning Chemicals complex commissioned in Haldia TOMCO merges with HLL JV. With it.
and personal care with brands that help people feel good. and our business partners. CORPORATE PURPOSE Our deep roots in local cultures and markets around the world give us our strong relationship with consumers and are the foundation for our future growth.. We meet everyday needs for nutrition. to working together effectively. creating long-term value for our shareholders.a truly multi-local multinational. To succeed also requires. the communities we touch. and to a willingness to embrace new ideas and learn continuously. we believe the highest standards of corporate behavior towards everyone we work with. This is our road to sustainable. profitable growth. We will bring our wealth of knowledge and international expertise to the service of local consumers . MISSION Unilever's mission is to add Vitality to life. Our long-term success requires a total commitment to exceptional standards of performance and productivity.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 . and the environment on which we have an impact. hygiene. . our people. look good and get more out of life.
TRUTH: Conformity to knowledge. TRUTH 4. standard or quality considered worthwhile or desirable. actuality. Codes of Conduct . Codes of Conduct Speed without haste Risk taking. 1. fact. respect. COURAGE 3. confidence and resolution Codes of Conduct Ready to challenge and be challenged Staying on Course Resolute in face of adversity Doing the right thing 3. honesty (brutal honesty) 4. HLL possess four values for the basis for the enthusiasm and self-esteem that make working towards achievement of our goals. honesty. CARING HOW DO HLL LIVE THESE VALUES IN SALES? 1. forcefulness. passion Consistency and Constancy to Purpose Simplicity 2. integrity. exertion of energy or influence. ACTION 2. logic and Sincerity. COURAGE: The state or quality of mind or spirit that enables one to face danger with self possession. CARING: To be concerned or interested Codes of Conduct Bonding Responsiveness Sincerity. meaningful.VALUES A principle. ACTION: Process of doing or acting.
Steps are taken to ensure that employees receive appropriate guidance in areas where such conflicts can arise. (b) Employees Unilever companies are required to recruit. (a) Obeying the Law Unilever companies are required to comply with the laws and regulations of the countries in which they operate. Unilever companies are encouraged to promote and defend their legitimate business interests. agencies and other organizations in the development of proposed legislation and other regulations which may affect such legitimate interests. It must have practical value in our day-to-day business and each one of us must follow these principles in the spirit as well as the letter. observations or opinions on issues relevant to business and the community in which they operate. which could conflict with their commitment to their jobs. (c) Conflicts of Interest The Group expects its employees to avoid personal activities and financial interests. Where their experience can be useful. they are encouraged to cooperate with governments. The Companies believe it is essential to maintain good communications with employees. or through bodies such as trade associations. In so doing they may either directly. Unilever companies are also encouraged to respond to requests from governments and other agencies for information. 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. raise questions and discuss particular government actions or decisions. . individuals.Rigour Intellectual Honesty Sincerity in our Interactions Integrity CODE OF BUSINESS PRINCIPLES We want this Code to be more than a collection of high-sounding statements. employ and promote employees on the sole basis of the qualifications and abilities needed for the work to be performed. (d) Public Activities Unilever neither supports political parties nor contributes to the funds of groups whose activities are calculated to promote party interests. Unilever is committed to providing safe and healthy working conditions for all its employees worldwide. normally through company based information and consultation procedures.
(k) Compliance Compliance with these principles is an essential element in our business success. They are responsible for implementing these principles. this will significantly influence the decision to enter into or to continue in any joint venture. (j) Application This Code applies to Unilever companies throughout the world. if necessary through more detailed guidance tailored to local needs. Accordingly they aim to ensure that processes and products conform to the standards set by the Government of India through Environment Legislation s and have the minimum adverse environmental impact commensurate with the legitimate needs of the business. and which are safe for their intended use. Compliance with the Code is subject to review by the Board supported by the Audit Committee of the Board and the Corporate Risk Committee. (g) Competition The Companies believe in vigorous yet fair competition and support the development of appropriate competition laws. (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. Employees receive guidance to ensure that they understand such laws and do not transgress Indian laws on the subject. all employees. Assurance of compliance is given and monitored each year. (f) Environmental Issues Unilever Group of Companies in India are committed to running business in an environmentally sound and sustainable manner. fund or asset will be established or maintained. 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 Unilever Board is responsible for ensuring these principles are communicated to. Where Unilever companies participate in joint ventures the application of these principles will be actively promoted. and understood and observed by. No undisclosed or unrecorded account. any breach or . Day-to-day responsibility is delegated to the senior management of the regions and operating companies. Any breaches of the Code must be reported in accordance with the procedures specified by the Joint Secretaries.(e) Product Assurance Unilever is committed to providing products which consistently offer value in terms of price and quality. (h) Reliability of Financial Reporting The Companies accounting records and supporting documents must accurately describe and reflect the nature of the underlying transactions. The Board of Unilever expects employees to bring to their attention or to that of senior management.
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. "TO MEET THE EVERYDAY NEEDS OF PEOPLE EVERYWHERE BUSINESS CATEGORIE .
Over the past 70 years. Kissan. most. Lux. with leadership in Home. Pond's. This vision has made it India's largest packaged mass consumption goods company. detergents. Surf Excel. Personal Care Products. The operations involve over 2. Fair & Lovely. Clinic. the purpose is to meet the everyday needs of people everywhere. comprising about 7. tea. directly covers the entire urban population.000 suppliers and associates. of which have become household names in the country. the new entrants are in Healthcare. HLL's brands . Close-up.soaps. Brooke Bond.000 redistribution stockists. Confectioneries and Network Marketing. Rin. They are manufactured in close to 80 factories. coffee. Kwality Wall's are household names across the country and span many categories . Wheel. personal products.like Lifebuoy. branded staples. In New Ventures. Foods and Beverages. HLL's distribution network. and about 250 million rural consumers. ice cream and culinary products. It is also one of the country's biggest exporters and have earned the distinction of a Super Star Trading House. KnorrAnnapurna. Sunsilk. Lakme.BRANDS OF HLL At HLL. Pepsodent. . HLL has introduced about 110 brands.
LIFE BUOY. LUX.POND S AYURVEDIC PRODUCTS& SERVICES AYUSH COLOR COSMETICS LAKME PERSONAL CARE BREEZE. ANNAPURNA ICE CREAMS KWALITY WALLS TEA BROOKE BOND.HOW THE WORLD KNOWS HLL??? HLL is known world wide because of its quality products that are serving to the consumers for the last 70 years.LIPTON 3. REXONA . HPC EXPORTS MARINE PRODUCTS CASTOR RICE TEA 5.LIRIL 2. 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: THE PROFIT CENTRES OF HLL INCLUDE: 1. WATER PUREIT WATER PURIFIERS 4.DOVE . FOODS COFFEE Bur FOODS KISSAN. ENABLERS DISTRIBUTION CREATING MARKETS NATIONWIDE MARKETS INNOVATION .FAIR &LOV ELY HAIR CARE SUNSI LKNATURALS CLINIC ORAL CARE CLOSEUP PEPSOD ENT DEODRA NTS & TALCS AXE. SURFEXCEL. RIN HOME CARE DOMEX SKIN CARE POND S. HOME AND PERSONAL CARE FABRIC WASH WHEEL.HAMAM. PEARS.
PROFIT CENTRES .
is headed by a General Manager or a Divisional Vice President. Quality Assurance. There are teams dedicated to sourcing. The commercial team of a Profit Centre is responsible for its supply chain management. Chennai and Mumbai. with each factory peopled by teams of Production. and manufacturing . they comprise Regional Sales Managers and Area Sales Managers for each Profit Centre. Typically. comprising Sales Employees and Territory Sales Incharges. Each Profit Centre is self-sufficient with dedicated resources and assets in sales. and innovation and manufacturing. comprise that Profit Centre's Management Committee. each category has a Marketing Manager who heads a team of Brand Managers dedicated to each or a group of brands. wherever appropriate. marketing. Headed by a Regional Manager. Kulkarni in Jammu gets to know how Bru coffee tastes even before she has bought it? Well. The Brand Managers. with the respective Executive Director. In Marketing. but also to touch consumers with a three- . commercial. marketing. with regional branches in Delhi. Some Profit Centres. commercial. DISTRIBUTION NETWORK OF HLL: How do you ensure that Mr. in turn have been further reorganised into smaller selfsufficient business units around their categories with dedicated resources. they of course share certain resources of the Profit Centres to retain economies of scale. Engineering. each function within a Profit Centre . Its focus is not only to enable easy access to our brands. They. you need to have a cutting edge distribution network in place. Commercial and Personnel Managers. planning and logistics. focus exclusively on brand strategy or implementation. HLL divides the country into four regions. like Detergents and Personal Products. Hindustan Lever's distribution network is recognized as one of its key strengths. Kolkata.sales. For managing sales operations. Ramesh in Kanyakumari gets his Lifebuoy soap and Mrs.TO MEET THE EVERYDAY NEEDS OF PEOPLE EVERYWHERE. assisted by dedicated field forces. Each division has a nationwide manufacturing base.
RS Net is part of Project Leap. which also includes a back-end system connecting suppliers. all company sites and stretching right upto stockiest. brand Communication and higher levels of brand experience.000 villages. 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.way convergence . Today. while enabling brand building in the deepest interiors.of product availability. wholesale. The team comprises an exclusive sales force and Exclusive redistribution stockiest. HLL's end-to-end supply chain. Hindustan Lever services each with a tailor-made mix of services. reaching about 250 million consumers. chemists. through about 6000 sub-stockiest. The objective is to catalyze HLL's Growth by ensuring that the right product is available at the right place in right quantities. kiosks and general stores.000 under one rural sales organization. IT an IT-powered system has been implemented to supply stocks to redistribution stockiest on a continuous replenishment basis. RS Net covers about 80% of the company's turnover. HLL's products. through product tests and in-store sampling. the sales system gets to know every day what HLL stockiest have sold to almost a million outlets across the country. To service modern retailing outlets in the metros. stockiest have been connected with the company through an Internet-based network. while driving growth for the company and the store.000 redistribution stockiest covering about one million retail outlets. Supermarkets self-service stores and supermarkets are fast emerging in metros and large towns. dispatches. The general trade comprises grocery stores. for online interaction on orders. . The team focuses on building superior availability. exclusively for this channel. manufactured across the country. The business system delivers excellent customer service. under the charge of dedicated managers. HLL's distribution network in rural India already directly covers about 50. HLL has set up a full-scale sales organization. called RS Net. At the same time. as much as is possible through in-store facilitators. innovative marketing initiatives are taken to provide consumers with experience of its brands at the store itself. For this. information sharing and monitoring. are distributed through a network of about 7. The distribution network directly covers the entire urban population. in the most cost-effective manner. The company has brought all markets with populations of below 50. The emphasis is equally on using stores for direct contact with consumers.
Shakti already has about 13.000 villages in Madhya Pradesh. The service is now available in Nalgonda. while improving the overall standard of living in their families. Shakti Vani is a social communication programme. 000 per month. health.000 villages and touching the lives of 100 million rural consumers by 2005.000 women entrepreneurs in its fold. organized in Self-Help Groups (SHGs). Shakti is thus creating opportunities for rural women to live in improved conditions and with dignity. and creating access to relevant information through the iShakti community portal. Madhya Pradesh. HLL's vision for Shakti is to scale it up across the country.1. PROJECT SHAKTI Project Shakti is HLL's rural initiative. Women trained in health and hygiene issues. address village communities through meetings at schools. which targets small villages with population of less than 2000 people or less. which is double their average household income. governmental bodies and other institutions have been working to improve the status of rural women.000 villages in 12 states . In addition. The vision is to cover 50. West Godavari and East Godavari districts. Vishakapatnam.Andhra Pradesh. health and hygiene education through the Shakti Vani programme. designed on the same principle of holistic contact with consumers.000 villages in 2005.700 -Rs. Uttar Pradesh. iShakti has been developed to provide information and . Shakti provides critically needed additional income to these women and their families. Shakti's ambit already covers about 15 million rural population. village baithaks. Chattisgarh and Karnataka. Karnataka. Started in 2001. Shakti has already been extended to about 50. SHG meetings and other social fora. iShakti. Plans are also being drawn up to bring in partners involved in agriculture. and improving living standards in rural India. in association with the Andhra Pradesh Government's Rajiv Internet Village Programme. it involves health and hygiene programs.CHANNELS Hindustan Lever is simultaneously creating new channels. Punjab. NGOs. Gujarat. Maharashtra and West Bengal. A typical Shakti entrepreneur earns a sustainable income of about Rs. Tamil Nadu. Orissa. Shakti is a pioneering effort in creating livelihoods for rural women. In 204. rural women in India are underprivileged and need a sustainable source of income. The respective state governments and several NGOs are actively involved in the initiative. by equipping and training them to become an extended arm of the company's operation. has been launched in Andhra Pradesh. covering 100. In general. Rajasthan. insurance and education to catalyze overall rural development. Chattisgarh. Shakti Vani has covered 10. which help to improve the standard of Living of the rural community. It seeks to empower underprivileged rural women by providing income-generating opportunities. the Internet-based rural information service.
The vision is to have 3.5 lath consultants . trained and guided by HLN's expert managers.services to meet rural needs in medical health and hygiene. as elsewhere in the world. leisure and travel segments. agriculture. HLL's alliance with Pepsi will significantly strengthen this channel. with brand communication and brand experience. with over 15000 tea and coffee vending points. HLN has already spread to over 1500 towns and cities. Out-of-Home consumption of products and services is a growing opportunity in India. It presents a range of customized offerings in Home & Personal Care and Foods. vocational training and employment and women's empowerment. backed by 42 offices and 240 service centers across the country. entertainment. animal husbandry. covering 80% of the urban population. HINDUSTAN LEVER NETWORK (HLN) HLN is the company's arm in the Direct selling channel. in the education. The company is expanding the network aggressively.creating new channels.500 kiosks across the state by 2005. under brand. Health & Beauty Services are Hindustan increasing consumer need for such products specialized beauty services and solutions. It already has about 3. and redefining the way current channels are serviced. is today reinventing distribution . Lakme Salons provide the recognized authority of the Lakme easy access to authentic Ayurvedic Hindustan Lever. education. Lever's simultaneous foray to meet the and services. .all independent entrepreneurs. Hindustan Lever is already the largest player in the hot beverages out-of-home segment. one of the fastest growing in India today. The Ayush Therapy Centers provide treatments and products. which once pioneered distribution in India. In the process it is converging product availability.
Area Sales Mgr.DELHI BRANCH ORGANIZTION STRUCTURE AND TYPES OF EMPLOYEES ORGANIZATION STRUCTURE (Delhi Branch) Regional Manager North Regional Sales Mgr. Sales Officer Territory Sales In charge (TSI) Redistribution Stockist Salesman .
Unit Employee . 5. HERE IS HOW HINDUSTAN LEVER LIMITED IS PLAYING THE ROLE OF CITIZEN LEVER . HLL is also involved in a number of community support activities.This level represents a higher level of supervision / work with enhanced responsibilities. HLL received the prestigious TERI-CSR Special Award for the year 2002-03 from The Energy and Resources Institute (TERI). Besides the tasks of supervision and guidance. 2..consumers. All India Employee Cadre .This is the lowest level in the hierarchy. women empowerment.TYPES OF EMPLOYEES In our organization there are different levels except the sales structure the other types of levels are as follows: 1.This level is the clerical staff in the various departments. In recognition of these initiatives.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. HLL's CSR philosophy is embedded in its commitment to all stakeholders . care for the destitute and HIV-positive. like education and rehabilitation of special or underprivileged children. HLL is focusing on health & hygiene education. Office Staff . 3. 4. an Employee is required to carry out planning.This level represents a highest level of supervision / work with ultimate responsibility for that department. employees.profitablegrowth. Sub Staff . In addition to these important platforms. Furthering this rich tradition of contributing to the community. and rural development. directing. and water management. Besides this a manager is required to carry out planning. HLL believes that it is this commitment which will deliver sustainable. and controlling all the functions.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". the environment and the society that the organization operates in. co-ordination and control functions of a much more significant measure. Corporate Social Responsibility (CSR) in Hindustan Lever Limited (HLL) is rooted in its Corporate Purpose . organizing. coordinating. As is well . Commercial / Admin / HR / Manager .
HLL reaffirms its commitment to the principles of the UN Global compact.known. GREENING BARRENS HLL's Water Conservation and Harvesting project is committed to extending its efforts on water management to the larger community. Simultaneously. Started in 2001. . The SHGs have chosen to partner with HLL as a business venture. while welcoming its recognition of the positive contribution that business has to make to a more prosperous and sustainable world. and has engaged in community projects in water adjacent to manufacturing sites. wherever required. He wished to confirm that as the Unilever Company in India. which was established in 1974. Mr. confirming Hindustan Lever Limited (HLL) s support of the UN Global Compact. HLL sites will progressively help communities. Kofi Annan. is world famous for its commitment to and initiatives in every aspect of sustainable development. TERI. HLL's vision is to continuously innovate technologies to further reduce water consumption and further increase conservation in its operations. to develop watersheds. is becoming an extended arm of the company's operation in rural hinterlands. SHAKTI HLL's partnership with self-help Groups of rural women. Project Shakti has already been extended to about 50. 2001 to the UN Secretary General. armed with training from HLL and support from government agencies concerned and NGOs. HLL s CSR CONTRIBUTIONS: CSR COMMUNICATION-The Reaffirmation of Commitment United Nations Global Compact HLL s chairman MR.000 villages in 12 states .The respective state governments and several NGOs are actively involved in the initiative.RS BANGA had written on May 15.
It aims to achieve this through providing information. HLL supports special education and rehabilitation of children with challenges. as a brand. the programme has as of now covered about 15000 villages. useful vocational activities Infact. inputs and support in the areas of education.LIFEBUOY SWASTHYA CHETNA Lifebuoy Swasthya Chetana is the single largest rural health and hygiene educational programme ever undertaken in India. HAPPY HOMES Under the Happy Homes initiative. stands on the economic empowerment platform and the Foundation is an extension of this promise. ANKUR. . KAPPAGAM & ABAGAM. HLL is wholeheartedly involved with all four centers and will continue to be involved in the future. Ankur received the Lawrie Group World Aware Award for Social Progress in 1999 from HRH Princess Royal in London. as its advisors. The four happy homes centers are-ASHA DAAN.000 individuals have benefited from the Happy Homes initiatives since inception. from various walks of life. imparting hygiene education to over 25 million children. These centres have taught the children the self-help skills. Its objective is to educate people about basic hygienic habits. Fair & Lovely. The Foundation has renowned Indian women. career and enterprise. Started in 2002. resources. some of the children have become relatively self-reliant by earning through crafts learnt at the center. Over 20. It specifically targets women from low-income groups in rural as well as urban India. It has already touched about 70 million people. FAIR$LOVELY FOUNDATION (Economic Empowerment of Women) The Fair & Lovely Foundation is HLL's initiative which aims at economic empowerment of women across India. The vision of this on-going project is to make a billion Indians feel safe and secure by focusing on their health and hygiene needs.
. The series of projects that have been drawn up to achieve the vision include EDUCATION.The support provided by Fair & Lovely Foundation will help girl children avail opportunities of higher education and acquire skills in appropriate professions. which has been named Yashodadham.HLL. which had launched immediate relief after the quake in areas adjacent to its Kandla Exports factory. subsequently decided to reconstruct a village. YASHODADHAM HLL has reconstructed a village in the Bhachau Taluka of Gujarat's Kachch district. CAREER and ENTERPRISE. The residents belong to Nani Chirai village. which was completely wrecked. which was completely wrecked by the devastating earthquake of January 2001. because such settlements had the greatest need for help. The village. The objective was to help a completely wrecked village. was dedicated to its 1100 residents in December 2002.
best five should be selected 2) CUSTOMER DELIGHT: .SCHEMES PURPOSE: 1) 2) 3) To recognize the achievements of the employees To motivate the employees to perform better To increase the sales revenue and the profit margins of the company CATEGORIES: MONTHLY ON THE SPOT QUARTERLY SOM CUSTOMER DELIGHT A-T BOOK SAQ TOTB IN BRIEF: 1) SOM This is a performance based award Rating of the employees is done on the grade basis These grades are given on the basis of achievements of targets.
with most speedy delivery. with most orderly data 3) A-T BOOK: All achievements of the employees can be talked in this monthly book This is a very good way of public recognition This book will be circulated at the beginning of every month. voice mails etc. 6) ON THE SPOT: This is an on the spot award This award can be given to the employees for their on the spot attitude towards some particular situation This is a mere recognition 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. . 4) SAQ: This is a performance based award Rating system is required These grades are given on the basis of achievements of targets. Idea/suggestion board can be put up in the cafeteria and learning center. with most accurate data. best five should be selected 5) TOTB: This is the way of idea/suggestion management An issue can be put up and employees can be asked to give their suggestions or ideas on the concerned issue Web based applications like emails can be used to collect and evaluate the suggestions/ideas.This is a performance based award This award should be given to the employees: with least number of complaints. Best ideas would be collected on the monthly basis but rewarded on the quarterly basis Feedback can be given to the employee through web or through phone. as these places are easily accessible to all employees.
Thus the employee With the least number of complaints With most speedy delivery of data With most accurate data With most orderly data .e achieving exact targets as assigned. The best five are selected. The employee is awarded on the basis of the rating given to him and this rating of the employees is done on the grade basis. Fully achieved the targets i.e the employee of the other departments An employee has to deal with various other employees within the branch. Partially achieved targets i. they can be from the same department as well as other department. As we know that an employee not only has external customers but also internal customers i.e achieved targets more than assigned. This is a monthly award where employees are rated for a month and then the deserving candidate is awarded. which is given to the employees for performing well.IN DETAILS 1) SOM: SOM is performance-based award. which is measured completely on the basis of an employee s performance within the working place. which already exist within the organization. The ratings are as follows: E Exceeded the targets i. These grades are given to the employees on the basis of their achievements of targets set by their managers or supervisors.e achieving some of the assigned targets Not achieved the targets at all F P N 2) CUSTOMER DELIGHT: Customer delight is again a performance-based award.
Maximum of 5 employees can be selected for the award.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. The customer delight form is as follows: 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 EMPLOYEE PRODUCES MOST ORDERLY 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 .
The best five are selected. Partially achieved targets i. Fully achieved the targets i. 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. The employee is awarded on the basis of the rating given to him and this rating of the employees is done on the grade basis.3) A-T BOOK: A-T Book is a monthly issue of a book. These grades are given to the employees on the basis of their achievements of targets set by their managers or supervisors. Birthday wishes are sent to the employees through this book.e achieving exact targets as assigned. As every employee loves to be recognized at his working place and amongst the people he works with. which already exist within the organization. The ratings are as follows: E Exceeded the targets i. 4) SAQ: SAQ award is again a performance-based award. This book talks about the achievements of the employee and gives them the peer recognition in this form.e achieving some of the assigned targets Not achieved the targets at all F P N . which is measured completely on the basis of an employee s performance within the working place. which is circulated in all departments of the office. This is a quarterly award where employees are rated for a quarter and then the deserving candidate is awarded. this is a very effective form and way of recognizing ones performances. Various articles or precious experiences of employees.e achieved targets more than assigned.
which is given as per the ratings of an employee. 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. 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. REWARDING AND RECOGNIZING: 1) SOM: PURPOSE: SOM award is the STAR OF THE MONTH award. phone. 6) ON THE SPOT AWARD: 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. Feedback should be given to employees who send their suggestions and these feedbacks can be sent through web. Now since collecting and evaluating the ideas is a major work. This scheme of TOTB is a quarterly award. As we have already seen the ratings. Thus it is really important to have an idea/suggestion management in an organization. voice mails etc. it can be done through web base applications like: emails. . and hence the employees can present these ideas and suggestions. 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. intranet etc. thus at such time recognizing an individual on the spot is an important and a sensible thing to do. The ideas would be collected on the monthly basis but the best ideas will be rewarded on the quarterly basis.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. we ll further see what are the rewards that are given to the employees for their performances according to this scheme. This is a quarterly based award.
500 300 50 0 REWARD Cash Cash/gift Gift coupon Nil . These MILESTONES have some POINTS allotted WHO GIVES AWAY THE AWARDS: The department head takes the final decision and gives away the award to the employees on the ceremony-honoring employee ceremony. REWARDS: Example of a monthly work plan of an employee: PARAMETERS Running Claims Expenses Incentives MILESTONES 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 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 F: Credited to next month s salary N: Not credited to next month s salary E: Complete input to HR by 1st of every month N: Job not done Salary POINT SYSTEM: RATING E F P N POINTS 5 4 1 0 AMOUNT IN Rs. The work plan of an employee consists of PARAMETERS and the MILESTONES to be achieved.First of all work plan of an employee of each department is allotted the targets for the month.
This book is a great means of boosting the confidence and recognizing the performances and deeds of an employee in public. it will be considered as one category. The head of the branch would give away the award on the ceremony day. WHO GIVES AWAY THE AWARD: Department heads makes the final decision. 1 DELIGHTED CUS TOMER = 1 0 NEW CUSTOMERS REWARDS: NUMBER OF VOTE Highest Second highest Third highest AMOUNT IN Rs. If there are more people with same number of votes it will be considered as one category. This recognition makes him/her feel recognized and motivated and definitely proves to be a boon in improving or increasing ones performances. A ceremony-honoring employee is conducted where the 3 employees are awarded for their outstanding customer service. 3) A-T BOOK: PURPOSE: A-T book is an ACHIEVEMENT . 2) CUSTOMER DELIGHT: PURPOSE: Customer delight is an award to promote and recognize employees for outstanding customer service. If there are more people with same number of points.TALK BOOK. with the public recognition amongst the peers in the organization. 500 300 150 REWARD Cash Cash/Gift Gift coupon ***The best 3 employees with maximum votes would be eligible for this award. . which provides an employee. and the employee getting maximum votes in his/her favor is eligible for the CUSTOMER DELIGHT AWARD.Thus the best 5 employees with maximum points are eligible for the SOM award. Thus according to this scheme we have a customer delight form. which is filled by the employees on a monthly basis.
These MILESTONES have some POINTS allotted WHO GIVES AWAY THE AWARDS: The department head takes the final decision and the branch head gives away the award to the employees on the ceremony-honoring employee ceremony. The work plan of an employee consists of PARAMETERS and the MILESTONES to be achieved. First of all work plan of an employee of each department is allotted the targets for the quarter. ACHIEVEMENTS ARE NOT COINCIDENCES. we ll further see what are the rewards that are given to the employees for their performances according to this scheme. As we have already seen the ratings. which is given as per the ratings of an employee. ALL STARS DO NOT TWINKLE!!! REWARDS: Example of a quarterly work plan of an employee: PARAMETERS Damage Claims MILESTONES E: All claims coming with 100% accuracy .WHO GIVES AWAY THIS AWARD: No one gives away this award as this recognition comes in a book form and talks about people s achievements. THEY ARE HARD WORK REWARDS: Public recognition to all the achievers. 4) SAQ: PURPOSE: SAQ award is the STAR OF THE QUARTER award. This is a quarterly based award.
F: At least 1 claim made every quarter N: No claims doing E: Once a quarter for all RSS N: Nil E: Common format updated before 1st of 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. 2000 1500 700 0 REWARD Cash Cash/gift Gift coupon/dinner Nil RS ledger JC Returns (Recorded every month) Expenses (Recorded every month) Leave Update Medical Transfer update . E: Rectification made and salary advance 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 N: Job not done E: Updating and submitting to HR with 100% accuracy before time (15th of first month of every quarter) F: Updating and submitting to HR with 100% accuracy on time (15th of first month of every quarter) P: Updating and submitting to HR with 100% accuracy after time (15th of first month of every quarter) N: Job not done E: Ensured settlement in 2nd month salary N: Settlement not done E: Letter issued with 1 week of transfer and disturbance allowance put in next month s salary N: Job not done POINT SYSTEM: RATING E F P N POINTS 5 4 1 0 AMOUNT IN Rs.
2500 REWARD Cash Gift Passes Dinner Cash and certificate Maximum saving suggestion 3% of amount saved . This award is to foster employee suggestions to improve a work place. which can definitely help in some financial savings. KNOWLWDGE WORKERS ARE VOLUNTEERS REWARDS: PARAMETER Most Extra Ordinary suggestion (implemented) AMOUNT IN Rs.Thus the best 5 employees with maximum points are eligible for the SAQ award. 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. it will be considered as one category. If there are more people with same number of points. and the branch head gives away the award. WHO GIVES AWAY THE AWARD: Department head makes the final decision. 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.
as the name suggests it is an on the spot. BUT HOW YOU DO!!! . It is not even a performancebased award. as he/she can very well observe the employees and their deeds at the working place. IT S NOT IMPORTANT WHAT YOU DO. The purpose of this award is to recognize the employees who go extra mile or who perform above and beyond the call of duty . WHO GIVES AWAY THE AWARD: The first level manager or supervisor can recognize the eligible employee. clients or colleagues Going Extra mile 100 100 Extraordinary initiative in a difficult problem 100 REWARD T-Shirt Mugs and Certificates Congratulatory Cards T-Shirt Mugs and Certificates Congratulatory Cards Certificates Congratulatory Cards Public Recognition T-shirts/Mugs Certificates Congratulatory Cards Public Recognition T-Shirts/Mugs Certificates Congratulatory Cards Public Recognition T-Shirts/Mugs .6) ON THE SPOT AWARD: PURPOSE: The on the spot award is neither a monthly nor a quarterly award. instant. spontaneous award. 200 Producing exceptionally high quality work under a tight underline 200 Demonstrating exceptionally courtesy or responsiveness in dealing with public. As per this award the first level managers would recognize the employee. and many such exceptional courtesies. REWARD: PARAMETER Making high quality contribution to a difficult or important assignment AMOUNT IN Rs.
All 7 companies have a mode of public recognition or a means through which the achievements of the employee are recognized. based on some kind of ratings of every organization. Hence it was totally based on information collected within and out side the company. THE FOLLOWING CONCLUSIONS CAN BE DRAWN: Out of 7 companies. commercial and claims. where the best 3-5 employees are awarded for their performances on a monthly basis. finance. where the employees are awarded if they manage to provide the organization with some extraordinary suggestion etc. 4 companies have idea/suggestion awards. all 7 have scheme similar to that of star of the month. HR. Within the company the main sources were the information provided by employees of various department like: legal. In 4 companies. market research. it is the HR department that is responsible for formulating the schemes. logistics.FINDINGS and CONCLUSION This project was undertaken as a one related to HR. All of the 7 companies agreed that there should be recognition of employees through the intranet as well as every employee very frequently surfs the intranet. which are as follows: AS PER THE 7 QUESTIONNAIRES FILLED UP. Outside the company the information was gathered from the HR departments of 7 other companies with the help of questionnaires. something similar to achievement talk book. All of the 7 companies have scheme where the employees are praised or recognized on a daily basis through some meetings etc. . Hence on that basis only some conclusions /findings can be drawn. sales tax. Out of 7. All 7 companies also concern customer delight as an important aspect. administration. 5 out of 7 companies take the opinion of their employees while making the schemes of reward and recognition.
2. the reward and recognition is treated as compulsion as it serves different purposes or uses like-makes the employees more confident. Here SOM: Star of the month RECOGN: Public recognition IDEA MGMT: Idea management ON SPOT: On the spot awards Customer delight CUST DELITE: . 100 80 60 40 20 0 som recogn idea on spot cust mgmt delite companies in % This graph here shows the percentage of companies believing in particular schemes. According to all employers the rewards and recognition are must as they serve the goals like 1.In all of the 7 companies. 4. Employee satisfaction Staff retention Performance improvement 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. motivates the employees to work better. creates feeling of belongingness towards the organization. Increments and bonuses or cash awards are common to all organization. The Recognitions were considered to be more successful according to the employers. 3.
which gets added to their salary. public applause. . The reward should be well-defined. 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.e. Rewards should be visible to all the employees. The reward mean the most when they are thoughtfully prepared and of highest quality. such that the employees get to interact and communicate with their colleagues. Rewards should always be achievable and not out of reach by employees. the reward should have meaning for the recipient. i. public recognition is of great importance. credible standards that have been developed using observable achievements. The standards and the criterion for the rewarding should not be ambiguous or biased. Performance should be considered as the 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. is of great importance.SUGGESTIONS AND RECOMMENDATIONS: 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. These rewards should be used as reward for their extra effort and it has to other then the incentives/bonus. The recognitions like congratulatory cards. The get together or parties within the branch. wall of fame. Spontaneous awards such as: on the spot awards are very motivating and boost the recipients confidence to a great level.
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. to create a feeling of belongingness. There should be a separate committee in the branch that would take care of all the work related to the rewarding and recognizing.The professionalism shown in the way of presenting the reward is also interpreted as a worthwhile recognition. in the employee. The tenure of the rewards monthly. The organizations should always consider the employees also while making some new policies or should involve the employees in basic level decisions. People at the managerial level generally get rewarded or recognized quite often and easily. . towards the organization. Rewards should be appropriate to the level of accomplishment received. quarterly or instantaneous.
To get the appointments from the HR personnel of different companies was a time consuming and a difficult task. While conducting survey. information provided might be biased. time constraint limits the area of study. respondents just filled the questionnaire hastily without giving proper thoughts to the questions to save their time. therefore. In many cases. respondents were very reluctant to hand out correct information. as it was company specific and confidential. which become heavy on their pocket. 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.LIMITATION OF THE STUDY While doing this project. . they just refused to spare any time. therefore to get the information from the people on work was another limitation. In many cases. so time was a major constraint. Also they were not interested to give out information. a few problems were faced which are mentioned below. All expenses of the project are born by the students. Since the project duration was only two months. The people from whom the information was collected were always busy in their work.
. .QUESTIONNAIRE NAME: NAME OF THE COMPANY: DESIGNATION: Sir. Madam. 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. I am working on a project Rewards and Recognition for employees . Q1. Q2. I am a summer trainee in HINDUSTAN LEVER LIMITED. Ans. Q3. specializing in HR. my target category are the officers and the staff people within the branch. These schemes will be a great help to make their jobs more interesting and motivate them to perform better. What are the rewards/recognitions schemes in your organization? . What are the eligibility criterion/basis of the above schemes? . . So I would need your help to know a few things about your company regarding this topic. Do you have any REWARD AND RECOGNITION schemes running currently in your organization? Yes No Ans. Ans. . .
Ans. . Ans. . What are the tenures for these schemes of rewards/recognition? . . Performance improvement Yes No . Q7. How do you decide on the budget for the rewards? .Q4. Who gives away these awards to the employees? . Q6. Which are the most successful schemes in general? . . Ans. Q5. Does reward and recognition serve these goals? How? Employee Satisfaction Yes No . . . Q8. Ans. Ans. Staff Retention Yes No .
Signature: THANK YOU!!! . What particular form of reward and recognition is more successful and meaningful to employees? Monetary Non-Monetary Ans. What would you do personally . Q9. Q10. towards the organization? Ans. to develop a feeling of belongingness amongst the employees.Achievement of business results Yes No .
GLOBAL BUSINESS PARK. NEW DELHI IAL. Below are given the names of Companies and the names of respective HR personnel: SNO. ASST. GURGAON NAME OF HR PERSONNEL MR.. 3. HR DEPARTMENT 2. GILLETTE. UNITECH PARK. SUNIL WASWAN. GENARAL MANAGER & MR. 6. MANEESH. 5. so that the information could be used for formulating the manual for HLL itself. HR DEPARTMENT MR.HR MANAGER MR. HR DEPARTMENT MS. GLOBAL BUSINESS PARK. NAME OF THE COMPANY 1. 7. 4. HR MANAGER. HR MANAGER. RAVI CHOPRA. MS. GURGAON . ASST. NEW DELHI KAMPSAX LTD.. VANDANA SHARMA. GURGAON HERO HONDA LTD. HR MANAGER MR. MR. SHEETAL SRIVASTVA.. ASST. NEW DELHI FRITO LAYS INDIA. SANJAY VERMA. FIDELITY INVESTMENTS LTD. GURGAON SAMSUNG INDIA LTD. AJAY.AJAY CHOWDHARY.The above questionnaire was filled up from the HR PERSONNEL of 7 different companies to have knowledge that what constitutes their HR manual for the sales force.
SAQ TOTB WORK PLAN .ANNEXURE: SOM : Star of the month. scheme based on performance of an employee : Thinking out of the box. scheme based on performance of an employee : Star of the quarter. an idea management scheme : 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.
hll.workforce.unilever. I needed opinions and guidance from some authorities on similar matters.BIBLIOGRAPHY: While doing this summer training project to formulate a Reward and Recognition schemes for the employees of HLL.motivationonline.com www.com www. Gurgaon) -PROCESS GUIDE TO FF INCENTIVE ADMINISTRATION (provided by HR department of HLL. Gurgaon) .com www.com www.forrestscott.hll.com www.com www.com GUIDE BOOKS: -OFFICER S PDP (provided by Officer s HR cell of HLL. which I have gone through for reference.shrm. In this direction. they are listed below: --BOOKS: 1001 ways to reward and recognize your employee By: Bob Nelson Dynamic rewards energies your team By: Gregory Smith WEBSITES: www. I came across the following books and magazines.com www.unilever.google.
daneprairie.This document was created with Win2PDF available at http://www. . The unregistered version of Win2PDF is for evaluation or non-commercial use only.com.