COMPETITIVE ANALYSIS OF EMPLOYEE ENGAGEMENT IN 3

COMPANIES OF FMCG INDUSTRY

DABUR PEPSICO. NESTLE

Dabur is very passionate about A Company’s Values are Our people are at the heart of our
winning and this has been established by leadership and business – everything we do, and
engrained into the DNA of the have a profound impact on how our success, is dependent on
organization with over 130 years a company’s culture is formed. them. Ensuring our employees are
history of winning. So, they are Teamwork & winning are the engaged, fairly remunerated, and
looking for people who share the most important values to have the skills and knowledge not
same passion for winning. PepsiCo employees and just to perform in their roles but to
because of this 92% of grow, develop and feel fulfilled is
“No matter who you are, at employees are proud to be part essential for us to prosper as a
Dabur they provide everyone of PepsiCo. company.
with an opportunity convert their
thoughts into actionable ideas. 

The Dabur Values Acknowledge employees—and Offering an inspiring work

their families—in creative, environment
As employees of Dabur, We
personal ways
must live The Dabur Values- Our purpose is enhancing quality
each day. The Dabur values are In a recent LinkedIn article, of life and contributing to a
not just a set of values but it is
Indra describes an ah-ha healthier future. We are committed
our way of life. 
Ownership: This is our moment that came when she to improving people’s lives,
company. We accept personal visited her mother in India after everywhere, every day. Our
responsibility, and accountability she was named CEO. Friends inclusive environment leverages
to meet business needs. and family had showered her the diverse skills, cultures, ways of
Passion for Winning: We all are mother with praise, thinking, knowledge and
leaders in our area of congratulating her for doing a experience of our people, fueling
responsibilities with a deep
great job raising Indra. our innovation. Four key attributes
commitment to deliver results.
We are determined to be the define our employment
best at doing what matters the Seeing this, Indra decided to experience:
most. start writing letters to the parents  Enhancing lives.
of the company’s executives,  A fulfilling work environment.
People Development: People thanking them. Soon after, she  People inspired.
are our most important asset. started sending letters of  Personal and professional
We add value through result appreciation to employees’ growth.
driven training, while spouses, too.
encouraging and rewarding
excellence.
Consumer Focus: We have
superior understanding of
consumer needs and develop
products to fulfill them.
Team Work: We work together
on the principle of mutual trust &
transparency in a boundary-less
organization. 
Innovation: Continuous
innovation in products &
processes is the basis of our
success.
Integrity: We are committed to
the achievement of business
success with integrity. We are
honest with consumers, with
business partners and with each
other.
Culturally we are a unique mix of
historical values and
contemporary thinking. You
have the freedom to use and
deploy your talent for the benefit
of the organization. Look for
innovative solution for business
problems and not retrofit cookie
cutter template solutions.
 
We are a very performance
driven organization and
outstanding performers will be
rewarded with challenging roles,
assignments and exciting career
paths. In Dabur, you need to
have an Entrepreneurial Zeal
with a bias for action. One must
challenge current thinking
without coming across as
Finding a way to thank
employees—really thank them—
is an incredibly powerful method
of letting them know you see
their contributions and are
grateful.
Let employees have more Freedom of association
autonomy and influence
The freedom to join trade unions
within the company
and bargain collectively is at the
core of workers’ rights. We aim to
Pepsico. gives its workers the
support all our employees in being
latitude to solve problems
members of unions, while
creatively. On a trip to the Frito-
promoting freedom of association
Lay plant in Jonesboro,
in our supply chain.
Arkansas, Indra toured the
We uphold our employees’
factory and learned that the
freedom of association and the
employees there—knowing they
effective recognition of the right to
had the autonomy to do so—did
collective bargaining. Regular
something unexpected and
dialogue with our employees and
ingenious: when the local landfill
union representatives creates an
ran out of space, the plant
opportunity to discuss matters of
workers came up with ways to
mutual concern and interest.
recycle their plastic waste into
crates, outerwear, and other
useful goods.
threatening. Employees around the world are
  empowered to invent local
We do not agree to the One- flavors for the Lay’s potato chip
Size-Fits-All approach, and brand. So long as the chips
believes in giving accelerated retain their signature crunch,
and customised learning employees can make them taste
opportunity especially for our top like seaweed in China, tikka
talent and leadership team. masala in India, and cuttlefish in
Thailand.

REFERENCES:
https://www.dabur.com/in/en-us/careers/great-place-to-work
https://www.nestle.com/csv/impact/employment-diversity/engaging-with-our-people
https://business.linkedin.com/talent-solutions/blog/employee-retention/2017/4-ways-pepsico-
ceo-motivates-her-employees