GROUP ASSIGNMENT SUBMISSION

Section A: Group Details:

Assignment No.:

A2

E.g. A1 / A2 / A3 / A4

IIMP MBA

Batch:
Session Day & Time:
Group Colour:

E.g. ISBS / ISCS

THU II

E.g. THU II / Sat I

Green

E.g. Green / Fl. Pink

Section B: Assignment Details:

Assignment Topic:
Training Topic & Session:
Submission Date & Time:

Research on Selling the Brand Inside

E.g. Functional Matrices

Selling the Brand Inside

E.g. Negotiation - I

Wednesday- 01 p.m

E.g. Wednesday - 01 p.m.

Section C: Group Members:

No.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.

Name

Div. & Roll No.

PC

PN

AB

Grade

Aher Tejas Nitin

D 03

Bodhade Amar

D 15

Jyoti Priya

C 27

Vetal Sharad Ashok

D 58

Sangole Shraddha

C 50

Jadhav Akshay

D 29

Nasare Vedant

D 41

Singore Yash

D 53

Thadhani Divya

C 56

Roy Tanisha

C 64

Karamunge Abhijit

D 33

12.
13.
14.
15.
16.
17.

Remarks:

KPIT
Headquartered in Pune, India, KPIT has 20+ years in business with global
operations and partnerships. Their Employee Strength at present is around 10,800.
They have Global operations network in over 16 countries, with 200+ longstanding
customer relationships.
They have served to Industries like; Automotive, Manufacturing (Life Science,
Medical Devices, Industrial Manufacturing), Energy & Utilities, Hi-Tech,
Government and Defense.

A. What KPIT does at present:

When we met Miss. Roma Thirtha, the first thing we noticed was the respect she
had for her company and how happy and eager she was to share the information. We
visited an IT firm, KPIT Pune. The company believes in making their employees feel
happy about their work and the company they are working for by practicing various
activities. The company wants their employees to feel proud when they say they work
for KPIT. They follow a very interesting practice, where no employee mentions the
sector they are working for or the post they hold instead say I am from KPIT. They took
pride in calling themselves KPITians
Following are some key points which Miss. Roma Thirtha shared with us:
At KPIT; new employees are taken care of by providing them efficient training and
special training for the technical staff. These training are not just limited to the
professional values but their personal development is also taken care of.
From the first day itself the company takes efforts to inculcate the brand KPIT in
the mind of the fresher by arranging various sessions as well as by various
activities during their training period so that the employees start their work on a
positive note for the company.
There are various sessions that are arranged where the senior officers of the
company interact and share their experience with the new employees giving them
a sense of belongingness.
The HR team takes complete responsibility to bridge the gap between new and
old employees.
The company believes in free environment i.e they have an open door policy, any
employee is free to go to any senior officer and talk about his problems.
Daily briefing session is held where everyone is conveyed their targets of the day so
as to make it clear to the employees what is expected and the employee feels satisfied
about his work.

 The company follows one on one communication on a monthly basis where the
employees get a chance to talk about their problems and the management sees to it
that they come up with a solution as soon as possible.
They take monthly feedback from the employees about the company, their
satisfaction at job, expectations, the changes made etc.
The employees are given Key Result Area rating during the first half and second
half of the financial year. They are effectively conveyed the mistakes they have made
as well as motivated to perform better by helping them improve.
The company does not just leave the employee on his own when someone goes
wrong with their work. They feel responsible towards each other. Be it the companys
mistake or the employees they share the responsibility equally.
They make sure that the employees not only feel responsible towards the company
but also the environment and hence come up with new ideas and innovation where
the employees can actively participate and feel proud about the company and their
work in the society. One such innovation of the company is the KPIT electric bus a
step towards pollution free environment. The employees are actually proud of the
company and its contribution towards the society.
To let the employees know that they are important and their work is appreciated the
company gives their employees a pleasant surprise with certificates and awards when
any employee works beyond expectations or achieves his targets within the given
time.
There are exit interviews where the company tries to make the employee stay, if he is
leaving the company due to any internal issue.

B. What KPIT can do for internal branding:

At KPIT; they follow open door policy, where the employees can directly
communicate with the higher level authorities.
The employees being from the south and the north region of India, the HR
department of the company faces the major challenge of cultural change and
difference within the company. To overcome this challenge, we suggested that the
company can conduct meetings on regular basis so as to interact with their
employees frequently.
Benefit: The company would create a multi-cultural environment, in which the
employees although being from different cultural backgrounds would be comfortable
with their colleagues and this wont affect their work as observed in some cases.
Self Nomination Policy: Employees can nominate themselves as to in which area they lack. As a result,
the company would give training to those employees in particularly those
areas. And after the completion of training, the company can evaluate if the

employee has really benefited from that training and how can she/he benefit
the company in future.
Benefit: The employee would get a medium to enhance her/his skill set and the
company would also benefit from this.
If an employee has achieved something related to her/his work or if they have
succeeded in the past projects allotted to them, then they can nominate
themselves for the appraisal. This would then be taken into consideration by
the higher authorities of the company and the decision would be taken based
on the nominations they receive and the work the employee did.
Benefit: The employees get the chance to nominate themselves and hence,
transparency would be maintained in the appraisal process.
The company can declare the upcoming projects to the employees and
according to their interest, the employees can nominate themselves for the
project they are willing to work for.
Benefit: The employees get a chance to work for the desired project according
to their area of interest.
Wall of Achievement:When an employee performs exceptionally well in the project allotted or apart
from the office work if she/he achieves something. Then their achievements would
be showcased on this wall which would be near the reception area, so as to visible to
the other employees and clients as well.
Benefit: A sense of appreciation and recognition boosts up employees and motivates
them to work for the organization.
Wall of Ideas: There would be a digital wall in the office to which every employee
would have the access to. They can upload their new ideas through their system and
these ideas would then be displayed on this wall with the employee name. The best
idea would be accepted and thought upon and if implied, then that employee would
be rewarded.
Benefit: the employees would be motivated to work for new ideas.
When an employee leaves the organization, a vacancy is been created. To fill this
vacancy, the organization should give the first priority to the existing employees by
allowing them to nominate themselves for that post. Accordingly, the higher
authorities would then go through them and take the best decision for the
organization.
Benefit: Employees getting preference for the post would create a sense of loyalty
among the employees in the organization.
When any employee succeeds on a greater extent in the past projects allotted to
him/her, they should be given a choice for future two projects they wish to work on.

Benefit: employees would work hard on their current projects and create value for
the organization.
Realizing that an employee needs a break from his/her work, so as to work even
more in future; the company should reward the employees who worked exceptionally
well on their project by giving them vacation tickets. Here, the company can give
salary hike or incentives to them, but the idea behind giving vacation tickets is that,
they get a break from work and then can resume their work with a fresh start.
IT job being quite hectic; the company can make indoor sports provision form
employees to refresh themselves or can create a rest-zone where the employees can
rest for a while when tired and then resume to work.
Benefit: this would enable the employees to take power naps when required so as to
lower their stress level and maintain their health and well being.
At KPIT; they consider the HR to be the bridge which connects the employees and
the marketing team. Instead if they involve the marketing team to directly interact
with the employees, that would be more beneficial for the organization.
Benefit: The marketing team have those skills to communicate in a better way the
customer needs to the employees. As a result, the employees could directly be able to
get to know their actual task and accordingly would work on it.
To convey the companys vision and mission, and what product and service they
provide; they can advertise themselves with their employees in their advertisements.
This would create a dual effect for the company; the customers would get to know
about the companys product and service and would also create a sense of
belongingness amongst the employees.
The company can conduct internal campaigning for their employees, in which they
would help the employees to get along with the idea of their companys work and
their future planning.
FUNBLOG: It would be a blog which would be open to all employees and customers
of KPIT. Here, the employees can share their achievements, their experiences on any
project or while working under their senior. They can share what they have worked
on. Also, the customers could post their ideas as to what they are looking forward
from KPIT. This would create an open platform for employees and customers and
would also inhibit interaction between employees and customers to some extent.
Whenever the company would create a new product or software; the employees
would be given an opportunity to name the product or software they have created.
At KPIT; they have a process of exit interview when you are leaving your job.
They interview the employee who wants to leave the job and try to know the reason

behind this. If there are monetary related reasons beyond their policies, they would
allow the employee to leave the job. But if the reason is dissatisfaction in job or
employee conflicts, then they try to solve the problem there itself.
In such case; KPIT can appoint an HR person who is well known to the employees
and good in interacting with them. This HR person would then try to solve the
employees problem if he/she wants to leave their job. This the HR person can do
even before the person goes for the exit interview.
Company can conduct a small survey within their employees to know what their
employees think about their organization and in what way the organization can
further make feasible changes. This would help the organization to grow as a
company in market and also within its employees.
The company can also start with this practice that every employee has to bring 10
new ideas in one year no matter when but within one year and the best idea would be
rewarded. This would inculcate the practice for innovation among the employees due
to which in future the company would benefit.
According to the data we collected during the interview; we put forth our
suggestions and applications with respect to the Harvard Business Review- Selling
the Brand Inside.