FHRH20-1

FUNDAMENTALS OF
HUMAN RESOURCE
MANAGEMENT

ASIAN PAINTS:
Gaining competitive
advantage through
employee "ENGAGE-
Group 10 MEANT"
Submitted by:
H20134: Ayushi Mathur
H20145: Jayati Agarwalla
H20152: Manish Pandoh 20-09-2020
H20169: Shashank Shekhar
H20178: Vidushi Vayalombrone      
 Situation  Analysis
World's fourth largest  1991- Economic reforms ESS: High turnover- Due to lack of transparent
decorative paint resulted in high turnover. previous analysis processes & non-execution of
maker  Easy poaching target due meaningless for new team building activities, failing
found in 1942 to effective training. members. Created division. levels of emotional connect.

AI: Focused on co-creation Disintegrated teams, no

1978- Overseas Plant
1982- Publically listed at BSE
1997- Partnership &
Acquisition
Ever changing team
& increased understanding. mentorship, high level of
mix resulted in lack of
Telephonic interviews to dissatisfaction among
cohesiveness in
assess concerns & employees as well as
teams
dissatisfaction customers.
 Problems Identified

Employee Connect Culture Building

 Falling levels of emotional connect (few  Lack of initiative & commitment on the
part of employees in furthering
employees)-no communication related
relationships with dealers &
to non-work
 Very few bosses arranged group outings customers
 Lack of Organizational citizenship behavior
 Lack of touch points to discuss their
opinions

Transparent Appraisal Training and 

System development
 Lack of clarity & transparency in appraisal  Absence of mentoring program
process  Non convergence of initiatives for
 Lack of clarity in career trajectory streamlining learning & development
and well-crafted growth opportunities for  Continuous formal training not
senior sales officers and senior officers available
 Rewards are not proportionate with
performance
 Proposed Solutions

Employee Connect Culture Building

 Team building activities:
 Happy hours
 Informal group projects
 After office brainstorming
sessions
 Inclusion of customer service-
based metrics in appraisal
process

Transparent Training and 

appraisal system development
 Provide feedback on individual  Map employees to mentors and
performance promote regular informal
 Institute individualized career interactions
development plan for senior  Appraisal of managers linked to
officers & senior sales officers growth of employees
 Proportionate rewards for  Provide optional skill
incentives and relative grading development opportunities throu
for promotion gh courses 
Thank you