ORGANIZATIONAL

BEHAVIOUR IN NEWS
OB ASSIGNMENT NO. 2

SUBMITTED BY : FAZELA SHAUKAT

ROLL NO. : MB011
SUBJECT : ORGANIZATIONAL BEHAVIOUR
PROFESSOR : MR. PATHIK VARIYA
1) Godrej centralises HR processes to serve its employees
better
• https://www.hrkatha.com/employee-engagement/godrej-centralises-hr-processes-
to-serve-its-employees- better/

• Godrej decided to bring all its HR processes under one wing, called the People Experience Centre. It
includes Godrej Consumer Products, Godrej Properties, Godrej Agrovet, Godrej Housing Finance
and Godrej Investment Advisors. Sumit Mitra, head, group HR and corporate services.
• Their idea behind this was to give their present employee a continuous amazing on job experience
and also making the process of recruiting new employees and the methods and parameters
included to be made easy.
• They tried to bring all the major decisions and basic employee requirements and requests on board
with the new HR technology.
• Thus, this led to more job satisfaction, creating a positive environment and giving the employee
the basic job decision making authority and access to mare data making them feeling more precious
to the organization.

2) How Mphasis is taking its employee well-being on air

• https://www.hrkatha.com/employee-engagement/how-mphasis-is-taking-its-
employee-well-being-on-air/

• Communication had been a challenge initially as employees around the globe started working
remotely. Emails, video conferences and the occasional call from the HR are always there, but
Mphasis went a step further by taking its communication on air to the next level, in a fun way of
course.
• Mphasis on Air (MoA), the online radio show, has been there for some years now, but since March
2020, the IT company has pushed MoA to SoundCloud, publicly accessible to everyone.
• Due to Covid-19 Mphasis on ground activities go stalled so help employees with engagement and
motivating them to work Mphasis engaged employees on a weekly basis, through quick fun games
and puzzles played online and later on the engagement was extended to the employees’ families
as well.
• Thus, the result was that Employees had reportedly expressed their enthusiasm to participate in
the Tryouts every week. They had fun playing, and as incentives, they stood a chance to win online
gift vouchers on a weekly basis.
• This way the company even during pandemic kept motivating employees and making their working
easy and fun.
3) BSNL employees' union alleges management failure in
implementing revival package
• https://www.zeebiz.com/companies/news-bsnl-employees-union-alleges-
management-failure-in-implementing-revival-package-147419

• The BSNL management's HR policy is a total disaster and mess. The employees are totally

demoralised and de-motivated due to the non-disbursement of salary on time.

• According to the employees the government has allotted 4G spectrum free of cost to BSNL and also

extended the company's sovereign guarantee to raise Rs 8,500 crore from the market. Salary

expenditure had been cut down by 50 per cent by way of the retirement of around 80,000

employees under the voluntary retirement scheme.

• Despite all these factors, the financial condition of the company did not show much improvement.

• There is a total failure of the management in implementing the revival package announced by the

government of India in October 2019.

4) Amazon to install AI cameras in delivery vehicles, says it's for

driver’s safety
• https://www.livemint.com/companies/news/amazon-to-install-ai-cameras-in-
delivery-vehicles-says-it-s-for-drivers-safety-11612492254243.html

• Amazon plans to install artificial intelligence-imbued cameras in delivery vehicles, describing it as

part of an initiative to keep drivers safe.
• The cameras are designed to watch the road and the driver, noting concerns as well as good
practices, according to a tutorial video.
• We are investing in safety across our operations and recently started rolling out industry leading
camera-based safety technology across our delivery fleet.
• This technology will provide drivers real-time alerts to help them stay safe when they are on the
road.
• The drivers on the other hand don’t support this side as they see it as invasion of privacy and can’t
tolerate that they supervised through some camera.
• Thus, this led to a conflict between the amazon and its employees which might cause trust issues
between employer and employee and also might lead to bad behaviour of employees.
5) PhonePe allots stock options worth ₹1,458.6 crore million to
employees
• https://www.livemint.com/companies/start-ups/phonepe-allots-stock-options-worth-
rs-1-458-6-crore-million-to-employees-11612455095699.html

• Flipkart had announced the partial spin-off of PhonePe, as the digital payment firm had raised USD
700 million in funding, valuing it at USD 5.5 billion.
• Flipkart had said the spin-off would offer PhonePe an opportunity to create a tailor-made equity
incentive or ESOP programme for its employees.
• Later on, PhonePe Stock Option Plan that gives every PhonePe employee the chance to own a part
of the company, that meant in enabling everyone in the organisation to benefit from its success.
• The company's compensation philosophy was crafted to encourage collaboration, long-term focus
and organisation-first thinking.
• Basically, their compensation system aligned with approach of removing variable pay based on
individual performance for most roles. Instead, they used ESOPs to create the incentive for
everyone to be invested in long-term organisational growth and also aiming indirectly at
employment retention rate.

6) HCL Technologies to hire 1,000 employees at Nagpur facility

• https://www.livemint.com/companies/news/hcl-technologies-to-hire-1-000-
employees-at-nagpur-facility-11612448011427.html

• IT company HCL Technologies plans to add 1,000 employees in the next few months to work out of
its campus near Nagpur.
• It wishes to create a global IT development centre at the site which will include efforts to recruit,
train and employ local talent and create sustainable ecosystems for them.
• As per the reports it also has a campaign wherein it wants talent from Nagpur to come back to the
orange city to pursue a career in ERS, application and infrastructure management services.
• Since, they plan to expand with lots of opportunities they support workforce diversity and new
hiring will be a mix of freshers and experienced hands. And they see this kind of hiring as a huge
advantage that could help them when provided environment.
7) Aarti Industries’ humanised approach to employee relations
• https://www.hrkatha.com/employee-engagement/aarti-industries-humanised-
approach-to-employee-relations/

• During the lockdown period the made sure that apart from the permanent employees received
their increments and promotions, the casual labourers have also received their dues. And those
casual labourers who can come to the factory and work, receive their full pay for each day’s work.
• Those who are unable to attend their shifts are paid the minimum wage as per government norms.
• The company took care of its workers in the plants by providing free food, need-of-the-hour
medical facilities were being provided to the workers.
• During the lockdown motivation sessions were held by coaches for the employees, where
pertinent topics and issues such as taking care of oneself physically and mentally were discussed.
• They even started with ‘lockdown special’ newsletter, where employees share their own stories.
under the theme ‘Stories Worth Sharing’, employees share their experiences of overcoming
challenges and celebrating achievements, such as learning a new skill.
• All these efforts were just made to prove that company is in it with employees and is going to
support them at the time of crisis. Such efforts increase job satisfaction, loyalty of an employee
and retention rate etc.

8) Bharti AXA focuses on employee health, launches Stepathon

90-day Challenge
• https://www.hrkatha.com/employee-engagement/bharti-axa-focuses-on-employee-
health-launches-stepathon-90-day-challenge/

• Bharti AXA launched the Bharti AXA Stepathon Challenge. It is a 90-day challenge wherein people
have to walk one million steps. In a move to use health as an engagement lever for its employees.
• Keeping in mind the current conditions where the overall ecosystem of work has changed now.
There’s a level of stress, isolation and anxiety because employees can’t meet people or interact
with them face-to-face.
• Employees who are able to complete the challenge, were named step masters. The in-house app
keeps a track of the progress of each participating employee. The winners have a chance to win a
cash prize between Rs 1000 -10,000,
• Thus, helping employees and motivating them through giving prize and keeping them physically fit.
9) Aries Group to pay salaries to unemployed wives of
employees
• https://www.hrkatha.com/news/compensation-benefits/aries-group-to-pay-salaries-
to-unemployed-wives-of-employees/

• Aries Group of Companies has taken a unique step towards empowering women. They have
decided to pay monthly salaries to the unemployed wives of its employees.
• By providing a regular income to the homemakers who have been lending unconditional support to
their husbands employed with the Aries Group, throughout the pandemic, the Company wishes to
recognise the sincerity and efforts of these women.
• Through this way Aries Group of Companies is trying to support women empowerment and also
appreciate and remove the superiority and discrimination and the minds of people.

10)Surrogacy, adoption leave for staff of Tata Steel Mining

• https://www.hrkatha.com/news/compensation-benefits/surrogacy-adoption-leave-
for-staff-of-tata-steel-mining/

• Tata Steel Mining Limited (TSML) is taking a step to ensure an inclusive, happy and engaged
workforce. It has introduced certain new leave policies, which have been implemented across its
offices in the country that include maternity and surrogacy leave, child care leave, leave for parents
of new-born and menstrual leave, adoption leave is also offered even to single men
• In addition, new mothers can also enjoy ‘nursing breaks’ of half an hour, four times a day, to feed
their infants, till they are fifteen months old. Seven additional ‘child care leaves’ a year are also
offered to mothers in the workforce till their children turn five.
• A day’s leave can be taken by women as ‘menstrual leave’ every month, for which they do not need
to seek approval. The ‘adoption leave’ is offered to eligible women employees, transgender or any
one of same sex partners, if they decide to adopt a child within the age limit of five.
• The Company is committed to creating a workplace that gives everyone equal opportunity, be it
men, women, persons with disabilities or employees from the LGBTQ+ community.