1

Induction Report
By
Aditi damle
HR Trainee
Godrej & Boyce Mfg. Co. Ltd.
Date of submission: 20
th
July



2

Index
Sr No Contents Page no
1 Acknowledgement 3
2 Introduction to the
company
4
3 P & A Overview 5
4 Employee Engagement 6
5 Archievs 9
6 Workmen Recruitment 11
7 Dispensary 14
8 Security 16
9 Industrial Relations 17
10 Corporate Administration 20
11 Pragati Kendra 23
12 Safety 25
13 Credit Society 28
14 Internal Selection Process,
CII, BE & Knowledge
Management
30
15 Recruitment 34
16 Training & Development 36
17 HRIS, Compensation,
Analytics, Policies
41
18 Recruitment Operations 47
19 Workmen Training &
Recruitment initiatives,
affirmative action
49
20 Contract Labour 50
21 Housing 51
22 Corporate Communication 55



3

Acknowledgement:

At the outset, I would like to express my sincere thanks to our Sr. VP, Ms. Harpreet Kaur,
who has given me the opportunity for undertaking this project, for which I shall remain
indebted forever.

I also wish to put on record my sincere gratitude to Ms, Mansi, Ms. Anne and Mr. Glen,
who gave me important inputs throughout my project period and guided me in compilation
of data for this project. I also received assistance form all the concerned staff of the Godrej
& Boyce, for which I shall remain grateful to the respective employees of our company.

The project on the whole was lively experience and will go long way in building my career
path and will also help me in discharging my duties efficiently.














4

Introduction to the company
Godrej has been touching the lives of millions of Indians for 115 years through its wide
varieties of industrial and consumer products. The company has been contributing lot in
nation building and is also known for its philosophy of corporate citizenship, transparent
and fair business practices.
The Godrej brand identity of brighter living signifies optimism, freedom of expression,
progression, experience and empathy and a cool, livewire, non-conformist personality. The
values the organization holds dear are; Integrity, Trust, and to serve, respect the
environment.
Godrej is present pan India, through 20 branches, 21 Godrej Interio showrooms, factories
in different locations like Chennai, Pune, Bhagwanpur, Shinjewadi, Shirwal, Ambernath
and Umergaon and the head office with vast manufacturing set up at Vikroli.
As an organization, it holds its people, processes and culture very dear. The organization
believes in developing its internal talent, giving them a career path, which aligns the
organization needs and the individual aspirations to take different roles and develop
diverse skill sets.
Godrej Group is one of the largest corporates based in Mumbai, India, involved in various
industries that include appliances, precision equipment, machine tools, furniture,
healthcare, interior solutions, office equipment, food-processing, security, materials
handling and industrial storage solutions, construction and information technology. Its
products include Locks, access control systems, security systems and safes, typewriters and
word processors, rocket launchers, refrigerators and furniture, outsourcing serble oils and
chemical, mosquito repellents, car perfumes, chicken and agri-products, material handling
equipment like forklift trucks, stackers, tire handlers, sweeping machines, access
equipment etc. That is why Godrej is said to be touching the lives of large number of
Indian population.
In achieving all this, most important resource at the disposal of the organization is its
dedicated human resources. The personnel and administration department is playing a
curtail role in supporting the businesses strategy through policies and processes geared
towards facilitating employees to perform their jobs better as well as taking care of their
personal needs like housing, education for children, medical assistance and other welfare
needs.

5

P & A Overview & Introduction






















Mr. Anil Verma
Executive Director & Head P & AD
Ms. Harpreet
Kaur
Head-HR
Mr.
G.R.Dastoor
Head-IR
Mr.
Kalpesh P.
E-Space
Mr.Prasanna
Head- admin
Divisional
Personnel
Head
Ms. Vrunda
P.
Archives
Ms. Nalini K
Corp. Comn.
HRIS
Internal
Selection
Process
Performance
Management
System
Recruitment
Recruitment
Operations
Training
&
Development
Analytics
Policies
Compensation
Industrial
Relations
Contract
Labour
Safety
Canteen
Security
Workmen
training &
Development
Workmen
Recruitment
Credit
Society
Admin
PF/ASIC/
Statutory
Compliance
Housing
School
Pragati
Kendra
Library
Dispensary
Employee
Engagement

6

Employee Engagement


Objective:
Aim of the employee engagement activity is to engage each and every employee in pursuit
of business strategy. Importance is given not only to start the process but to sustain the
employee engagement events. It also helps in brighten career path of the employee.
Key Features:
This department has been formed in April 2009.
It conducts around 15 events in a year.
Activities involved in employee engagement are broadly divided into three periods:


Employee engagement covers 4 different areas, which are as under:

1)
Befor Joinning and after selection: This is done through mails
2)
During employement: This involves different activities, sports,
events etc.
3)
After exit: Through alumni meet

7


Sports:
Conducting various tournaments / events such as cricket and football.

Knowledge:
Knowledge section involves conducting business quiz competitions. Participants are
selected on the basis of different rounds of business related questions/puzzles. Winners
of the competition have chance to participate in outside quiz competitions and in that
case company even may sponsor the whole programme of the participants.
Cultural & Hobbies:
This section involves organizing major events such as Rangoli competitions, Diwali
celebrations, Star kalakar event, which happens annually for employees across all
location to showcase their talents etc.
Corporate Social responsibility:
Under this category various activities are organized with the help of CSR department,
such as blood donation camp, helping NGOs, earth hour event, car pull facility etc.

There are two major mediums of communications to convey employee engagement
activities to employees:
o By displaying different events and activities through posters/ pamphlets
o By intranet/Godrej connect

Employee
and brighter
living
Sports
Knowledg
e
Cultural
and
hobbies
CSR

8

Evaluation:
As company is functioning across all locations it is very difficult to conduct
programme at corporate level. Alternatively, divisional HR has to conduct these
activities at division level.





















9

Archives

Objective:
To preserve and maintain important records, details, images, projects, which are the
milestone in the companys journey since inception.
Key Features:
This department has started in 2006.
In India other corporates like Jindal, Tata group are also active members in
maintaining archives.
Archives consist of documents related to company history, project report, family
history information, milestone of any change in the policy, contracts, minutes of
meeting, images, annual reports (to keep record of the success and failure of
company) etc.
RMO (Record Management Officers) of each and every division are point of
contact for collection of data.
There are some data, records, which are too old or in decayed position, and are
being handled by conservation department. Conservation activity is outsourced,
wherein they have temperature control area and separate practices to preserve the
documents.
Following are the criterions on the basis of which the department decides which
record has to be put in archives and which are not:

10




Major changes in policies: This can be reference point for future employees to take
important decisions. In case of insurance policies management will come to know
what is insured and what is not.
Importance of project: The project, which is very important, can be referred by
different researcher, which in turn will help in their future research work.
Milestone of project: Important part of particular project can be preserved. For
example: At Bangalore location, one of the purchase order contains signature of
cricketer Mr. Anil Kumble, which is preserved in Archived Department
Prominent period: There may be period, where all the information is missing.
Therefore even a small piece of information, which is not very important, can be
preserved to know few details to build important references.

Evaluation:
There are some records, which are difficult to retrieve. These records might have
played important role in the companys history. Employee can take individual efforts
to preserve archives. Corporate Museum and technological archive are the future
plans of Archives Department.






Major changes in policies
Importance of project
Milestone of project
Prominent period

11

Workmen Recruitment


Objective:
Recruitment of temporary workers in efficient manner.

Key Features:
There are two type of recruitment for temporary workers:


Semi-skilled: Non-technical jobs are performed by semi-skilled workers for
example- helpers
Skilled workers: Technical jobs are performed by skilled workers such as fitter,
painter etc.. Skilled workers are those, who have completed their ITI course or
course from NCTVT.
Minimum education to become temporary workers is SSC.
Around 500 government apprentices join company for either one year or two
years.
Apprentices can become company trainee provided there work performance is
satisfactory.
Following is the selection procedure for the temporary workmen.

Semi
skilled
Skilled
Recruitment
of
temporary
workers

12




Entrance Test: The entrance test consist of 3 tests, which are time bound
exercises.
o Arithmetic computation
o Tri-dimensional sketches
o Non-verbal reasoning
Plant Trial: Workman clearings all the tests will be eligible for plant trial for 2
days, with memo(letter in which details about the division, where he will be
working, date of joining and the reporting plant managers name is mentioned)
Joining in respective division: After successful completion of trail, selected
workman has to fill up the pre-employment form and he will be provided with
two pairs of safety shoes and two sets of uniforms.
On the first date of joining all joining documents forms, such as ESIC, PF,
Gratuity are being filled
EDOS (expected date of severance) is being conveyed to manager well in
advance.
Skilled workers are taken for certain projects and separate appointment letter is
given for them.
Workers are divided into 3 parts. Part 1 consist of those workers, who joined in
the year1992 and before accordingly part 3 consist of newly joined workmen.
Following are the sources of temporary workmen recruitment:
o Apprentices
o Reference from other companies such Mahindra & Mahindra, Larsen &
Tourbo, Mazgaon Dock, Dalal Engineering
Internal Union reference namely Shramik Sangh which is functioning in the
company.
Entrance Test Plant Trial
Joining in
respective
division

13

Evaluation:
Recruitment of some niche profiles such as CNC machine operators often becomes
difficult and will take longer time and energy for finding a suitable worker. In this case
company can retain these employees and can develop potential candidates for the same
profile. Other challenges in this field is attrition and working conditions i.e. they have to
perform certain task in high temperature, handling chemicals/ acids, working near furnace
and handling hazardous substances.



















14

Dispensary


Objective:
Main purpose of dispensary department is to give medical assistance to employees,
workmen and their families.
Key Features:
Following are the staff of dispensary department.

Department works in 2 shifts i.e. 6.40 a.m.to 3.20 a.m. and 3.20 p.m.to 12.00 night
Dispensary has tie up with Godrej memorial Hospital for operating after 12.00
nights to morning 6.40 a.m. i.s. till the first shift starts. Ambulance is always
available with the security department.
Following facilities are available in the dispensary with subsidize rate:
o X-ray facility
2 medical officers
2 pharmacist
3 sisters
2 technicians
2 ambulance drivers

15

o Laboratory facility
o ECG
o Basic physiotherapy
Medicines are provided free of cost for 1 day and from second day onwards
subscription is given to patient
Three type of checking are being carried out by dispensary department:


Pre-employment: Pre-employment check-up is one of the processes of recruitment,
wherein employee will undergo basic medical check-up. Employment is dependent
on fitness report given by Medical Officers.
Periodical check-up: This is performed for shop floor employees, who are
continuously dealing with hazardous material.
Fitness Certificate: This certificate is provided by dispensary department for those
employees, who join work after major illness.
Some preventive measures are performed for the employees and their families such
as giving injections on TT, typhoid, polio, DPT etc.
Dispensary team also visits Udayachal School to conduct medical check-ups,
nutrition & dental check-ups.
Family planning programme is also one of the important initiatives taken by
dispensary department.
Department also publishes annual report.

Evaluation:

The dispensary has been providing excellent support in enhancing the welfare of the
employees of the organization and also helps as preventive measure.
Types of
checking
Pre-
employment
Periodical
Check-up
Fitness
Certificate

16

Security

Objective: Keeping eye on inward/outward movement of material and the people working
in the company and also on people coming in contact as part of business relation.
Key features:
Important functions of security department are to check and take actions on
misconducts happening in the company premises.
An employee is required to produce his/her appointment letter and a stamp size
photograph at the Security Department for obtaining Identity Card.
Employees on probation are providing with laminated permanent identity cards.
Personnel on temporary employment is issued with temporary identity cards
In case of loss of permanent Identity Card, an amount of Rs. 20/- will be charged for
replacement. (Employees concerned will have to submit fresh stamp size
photograph).
Security department sends report to divisional heads
Around 130 employees are working in security departments including ex-
servicemen.
Evaluation:
Security department has to keep good liaison with fire brigade, police and airport
authorities to resolve different security threats.








17

Industrial Relations

Objective: To maintain smooth IR relationships with the help of disciplinary actions,
litigations and Liaoning.

Key features:
Industrial relations operates under three areas they are:


Disciplinary actions:
Company has adopted certified standing orders for observance of code of conduct in the
organization. These certified standing orders contain exempted rules and regulations from
model standing orders. Copy of certified standing order is available in Time Office at
Vikroli.
Following is the broad process of disciplinary actions:
Industrial
Relations
Disciplinary
actions
liasoning litigations

18















Act of misconduct
Should be put on record
Not accept
If person is found guilty
If accept
If person is found not guilty
Fact finding approach
Convey employee about
enquiry
Show cause letter is issued
Not available to accept
letter
Team of enquiry officer
(external)+MR(management
representative)+DR (workmen
representative) will be present to conduct
enquiry
Workmen will go to labour
court
Convey employee about
enquiry

Punishment in terms of temporary,
permanent suspension etc.
Enquiry is conducted
without concerned
workmen
No disciplinary actions

19

Litigations: litigation is centralized process. Labour Court will handle individual cases
on the other hand Industry Court will entertain group matters.
Laisoning: External government agencies plays important role in terms of inspection
and checking of rules and regulations of the organization. For example: Labour Law
Officer will check the law related regulations, payment of gratuity rules etc.
Corporate IR acts as Audit Authority.

Evaluation:
Liasoning is one of the challenging areas in the industrial relations as one has to follow
stringent rules and regulations provided by law. IR department has to maintain
harmonious relationships with Labour Commissioner, government professional, police
authorities, legal authorities for maintaining industrial peace in the organization.

















20

Corporate Administration:

Objective: Administration of activities such as PF, ESIC, CSR, consumer society facility
management.
Key Features:
Administration functions are divided into following areas:


Administration: Following activities are involved in administration:
o Joining formality.
o Settlement of dues in case of cessation from services by the employees
various reasons such as supper annulation, termination, resignation, VRS etc.
o Observance of procedures related to housing, credit society, canteen,
mediclaim card etc.
Administration
Pragati Kendra
Transportation
Department
CMRD
Godrej
Learning
Centre
Godrej Hill
side club
CSR

21

o Functions related to salary/wages of management staff and workmen.
o Communicating with the employees/others through circulars, notices, news,
publishing magazines etc.
o Grievance handling by adopting one window operator concept.
Pragati Kendra: This is the welfare Centre for the employees and their family
members. Different activities are conducted by Pragati Kendra such as batik/embroidery
classes for wives of workmen, exhibitions, conducting English speaking classes etc.
Transportation Department: This function deals with transportation matters
related to executives and in certain cases of leased vehicle.
CMRD: Dispatch of mails is handled by CMRD department.
Godrej Learning Centre: This initiative is taken to enhance knowledge of the
employees. It consists of library wherein, different books are available related to
management, leadership, sales, marketing etc. Membership is given to all permanent
employees.
Godrej hill-side club: This club is located in hill side colony, wherein different
programs and different social activities are performed.
Corporate Social Responsibility: CSR is one of the important initiatives taken by
the company for giving back to the society. CSR activities comprises of four parts as
under:


A few activities under CSR are developing Udayachal School, Godrej Memorial
Hospital, and residential colony. There are some initiatives taken for the society in
Corporate
Social
Responsibility
Employee
care
Serving the
community
Nature &
wildlife
events
Affirmative
actions

22

general such as participating in NGOs work, conducting blood donation camp by tying
up with KEM hospital, participation in Standard Charted Marathon (generated fund
given to NGO), conducting cancer-rose program for giving financial assistance to
cancer patients. Presently 46 handicapped people are working in the company and they
are being treated with other employees.

Affirmative Actions: Godrej has adopted CII (confederation of Indian Industries) code
of conduct to in CSR initiatives.
Evaluation: Corporate administration function works with divisional HR. It requires the
support of divisional HR to carry out corporate administration function.

















23

Pragati Kendra

Objective:
The main purpose to establish Pragati Kendra is to contribute in community development
by engaging in different activities.
Key Features:
Pragati Kendra was established on 15
th
August 1956.
Udayachal School has started in the year 1960 under the activities of Pragati Kendra,
which has started for giving pre-primary and primary education for the children of
the Godrej employees.
Factory & colony dispensary are being made for the employees and their
dependents
Flour-mill and consumer stores are also one of the important initiatives taken by
Pragati Kendra under community development programme.
Following are some of the activities conducted by Pragati Kendra:


24





Some of the events conducted by Pragati Kendra are Anand mela, rangoli
competition, Maharashtra day, happy family, happy parenting, Makar Sankranti
celebration, womens day etc.
Evaluation:
Pragati Kendra functions with the help of CSR department to conduct various
activities. It also requires employees support and participation for successful
completion of activities.








Health
lectures
family planning
programme wor
worker's families
English speaking
classes
Senior
citizens club
adult literacy
programme
batik coaching
classes
Godrej
learning
centre
computer literacy
programme
medical ckeck-
ups

25

Safety

Objective:
Ensuring OHS (Occupational Health and Safety) and to have risk free environment in
company premises.
Key features:
Every plant has 2 routes i.e. one is normal stair-case route and other is emergency
route.
Safety can be defined as secure from any hazards occurring in the company. In other
words, it can be defined as minimization of risk at expected level.
Need of safety in the industry can be understood by following grid:



Humanitarian: Humanitarian factors involve negative feelings or loss of employee
due to unsafe conditions.
Economic: Economic factors involves two losses:
Humanitarian Economic
Legal Customer requirement
Need of
Safety

26


Following technique of accident prevention is used:

Following are the OHS best practices adopted by company:
o Selection of Safety champion in division.
o OHS training
o Accident dossiers
o Intra-divisional housekeeping contest
o Internal Auditing
o Safety Council Meetings
o Monthly OHS report
o OHS kaizen
o Department Safety Notice Board
o Safety Performance System
o Online tracking of hazards
Direct cost-includes
hospitalization charges,
insurance premium etc.
Indirect cost- includes
loss of production,
training, paper work, loss
of morale, legal issues,
product replacement
Elimination of
cause
Substitution Engineering
Administration
Personal
proactive
equipment

27

o PROMPT card system
o Performance management organizer
o Lead & lag contest

Evaluation:
Prevention is always better than cure. By following occupational health standards each
division can achieve risk free working environment. Individual safety equipment should
be integral part of the workmens safe


















28

Credit Society

Objective:
To enable members to save through Credit Society
To enable members to get financial help at competitive rate of interest

Key Features:
The Godrej & Boyce Employees Co-operative Credit Society was incorporated in
the year 1960.
All employees of Godrej & Boyce Mfg. Co. Ltd., Godrej & Boyce employees Co-
operative credit & consumer societies and Godrej InfoTech Ltd. Located at Mumbai
are eligible to become members of the society.
A monthly minimum subscription of Rs. 300/- is deducted from the salary/ wages
of the member. A member can pay higher amount as subscription if he/she desires.
The first Rs. 5000/- are credited to the share account and the subsequent amounts
are credited to the Cumulative Deposit Account. A member is supposed to
contribute up to Rs. 53000/- after which he has the option to either continue or stop
the subscription. The share value of each share is Rs. 100/-
Each member shall be entitled for 50 shares, each share having a face value of Rs.
100

The society gives 3 types of loans:






29











From the welfare fund, the society grants medical assistance in case of
hospitalization of the members (This is not available to the family of the
employee). All expenses incurred over and above the limit of mediclaim
insurance coverage, subject to a maximum amount Rs. 1, 50,000/- are
reimbursed to the member, once during the tenure of his/her service on
submission of medical bills from the hospital.
If a member is unable to report to work due to an accident or ill health or
expires during the course of service, then the member deposits are adjusted
against the members outstanding loan, if any and the amount payable after
such adjustments is waived off from the welfare fund of the society.
In case a member expires during the course of service, the society pays the
family of the deceased member a sum of Rs. 5000/- for the funeral as
immediate help.
Evaluation:

Societys main income resource is consolidated recovery from members salary/wages
in form of subscription. Every employee has to take membership of the credit society,
which can be one of the important souse of savings.




Types of loans
Short Term Loans Long Term Loans Bank Loans

30


Internal Selection Process, CII, BE & Knowledge Management

Objective:
Internal Selection Process: To provide growth to employees by providing a
platform for internal movement (lateral movement / promotion) within the
organization.
CII: To provide standards given by CII (Confederation of Indian Industries).
BE: To excel with the standards given by CII (Confederation of Indian Industries).
Knowledge Management: To understand Standard Operating Procedures for every
position in their respective departments.

Key Features:

Internal Selection Process:
o All employees who have been confirmed and have served the company for 2
years can participate or apply for positions in ISP.
o Employees can apply using this Navigation Map.
o Position uploaded in the ISP would be active for 4 working days. So the
interested candidates can apply during these 4 days. A cool off day is given on
the 5th day it would not be active on the intranet but he/she can apply by
calling the ISP team.
o Once the employee applies for the positions in the ISP, all the applied resumes
are being sent to the DPH of the respective division, where the position falls
into for short listing and the shortlisted candidates are being scheduled for the
interview with the panel.
o During short listing, on matching the profiles of the applied employees with
the position profile, the eligibility on experience required should be a must
match and the qualification required can be overlooked.
o The positions in ISP for T band and above will have to undergo an additional
examination on Competency Assessment

31

o There are two types of panel:
Panel with 3 members
Panel with 4 members
o The default panel is formed by 3 members. One from the division, one with
functional knowledge from other division and an HR representative from
different division other than the divisions of the two members
o This 3 member panel is formed when there are more applicants (more than 1).
The 4 member panel consists of members: One representative from the division
whose ISP is posted, two Panel members with functional knowledge from two
different divisions except and an HR representative from the divisions other than the
divisions of two functional panel members and the division whose ISP is posted.
CII: Confederation of Indian Industries is body, which targets procedures in
industry. It releases business excellence model for each and every function. It helps
company to excel in the standards given by CII.
Business Excellence: Business Excellence is the process, which can be achieved
through fulfilling the standards given by CII. According to standards given by CII
Business Excellence process consist of 5 enables and 4 result areas for specific
function. Business excellence model award is given to specific division on the basis
of below enables and result areas
5 enables are:


4 result areas are:

Leadership
Strategy
People
Procedures & process
Partnership

32



Following is the procedure involved in applying for the business excellence award:






Knowledge Management: Knowledge management is the process by which
standard operating procedures are maintained for each and every function and the
respective position. It is kind of shared database, which help employees to
understand SOPs of particular position.
Customer Result
People Result
Society Result
Key Result
1)
Application Document:It consist of documentaion of procedures and
policies, this documents is also known as application document.
2)
Assising the documents: In this step assesor assess documents sent by
particular function
3)

Visit to company and preparation of the report: Assesor visit the site to
check the procedures and workings and then make the assesment
report.



33


Evaluation:
Internal Selection Process is one of the modes of recruitment, which served healthy
platform for career progression for the existing employees in the company. Business
excellence is the continuous process, wherein every department is preparing for it. Locks
division has already won the Business Excellence Award. As most of the enablers are
related to Human Resource Department HR department is also taking efforts to participate
in the contest. Knowledge Management tool is still under development stage.




























34

Recruitment


Objective: Right person for right job at right time by using appropriate manpower
planning.

Key Features:
Strategic business plan is made once in 3 years by the top management and board of
Directors. This will include where the company foresees itself in 3 years time. What
are the goals, targets and milestones to be achieved? Accordingly the annual
business plan is made, which will include the action plan to achieve the foresaid
goals. So every function will prepare the action plan, which will be in line with the
organizational goals & objectives.
The one of the action plan of the corporate HR is Manpower Planning. This plan will
be on the basis of the attrition, projected headcount, the number of retirements etc.
and will forecast the required headcount for that financial year.
After ERF is sanctioned, the Recruitment Section initiates the process of recruitment
either through internal promotions/transfers or external recruitment:


Sources
Types
Recruitment
ESP
Employee
referal
Scheme
Campus
Recruitm
ent
Job-
Portals
Consultan
ts
Job-fair
ISP
By using
Intranet

35

Vacancies in unionised categories are also advertised internally through notices.
All Operational band non-engineering vacancies are advertised internally through
notices
. External recruitment is done if suitable candidates are not available internally.
All Operational Band engineering vacancies are generally filled in through external
recruitment.
All professional and higher bands vacancies are advertised internally only. This is in
line with the companys policy to fill in higher grade vacancies from within to take
care of employees' career progression.


In cases where suitable internal candidates are not available, such higher band
vacancies are filled in through external recruitment.

External sources for recruitment :
o Campus interview at Engineering & Management institutes.
o Newspaper Advertisement or Placement Agencies.
o Walk-in/Casual applicants.
Recruitment takes place in close liaison with the Division and Branch personnel.
Employee Referral scheme:
o The Employee Referral Programme (G&B-ERP) seeks to leverage the
contacts of Godrejites in sourcing talent.
o All employees on Permanent/ Regular employment and Fixed Term
Assignment* basis (*with effect from 13th March,2012) in the Management
Cadre including probationers can refer prospective candidates for Full Time
Permanent positions in Regular employment and for positions on a Fixed
Term Assignment basis.
All positions eligible for the G&B Employee Referral Programme are
advertised by Corporate Human Resources Department on the Employee
Referral Page on G&B Intranet under Vacancy Details.

o Exclusions from this schemes are:

36

a) Corporate & Divisional: Personnel & Administration Departments.
b) Interviewer or Hiring Manager for the specified position.
c) Employees involved in any part of the selection process or any other
activity that will be considered as conflict of interest.

a) Children / kith & kin (i.e. spouse/children/brother/sister) of current
and retired employees;
b)G & B Alumni (Ex-employees or trainees)
c) Freshers from Engineering / Business / Design / other Schools; most
of who are recruited through a campus initiative. This includes GETs /
DETs / MBAs / ICWAs / CAs / M.Des / M.Tech / Others.
d) Applicants already on the Company database or under active
consideration as on date;
e) Candidates referred to by placement agencies during the last 12
(Twelve) months;
f) Employees / Consultants / Owners of Temporary Staffing agencies /
Contractors / Vendors / Suppliers currently working with G&B;
g) ) Employees of clients or business partners with whom the referrer
has a direct business relationship in course of his / her employment with
G&B
h) Employees of Godrej Group Companies


There is a Special Referral Period Once in every quarter a period of 15 days
is considered as Special Referral Period. This explains that during this 15 days;
employees who refer candidates for the positions and if the candidate gets
selected the reward amount get doubled.
Evaluation: Efficiency in Recruitment activity is achieved through Manpower
Planning. This plan will be on the basis of the attrition, projected headcount,
the number of retirements etc and will forecast the required headcount for that
financial year.





37


Training & Development


Objective: To achieve overall development of the employee through different
structured &unstructured training programs also acquirement of new skills by
providing different educational programmes.

Key Features:
Training need is the third process of Performance management system.
Once employee identifies the training need to achieve the goals and
KRAS, employee applies for any specific program listed.
There are two ways in enrolling for training programs. One is when
employee goes online and selects the training module for himself. The
second way is when employee and its L+1 jointly decide on the training
module. Whichever way the employees L+1 has to approve for the
employee to attend the training.
At the corporate end, the Training & Development team sees in the
system how many of the employees across division have applied for
various training modules. Accordingly, the TnD team fills up the Form
mentioning the type of training (In house / Outhouse / E-Learning), who
will be the faculty (external / internal) etc in the system and batches are
formed on the basis of the total number of employees applied.
Once the batch is formed in the system automatically the mail is sent to
the employees stating their training details specifying time, date, venue
etc about the training. Parallel, a mail is sent to the L+1 and the
Divisional Personal Head stating the list of employees who will be
going for the training on the specified date, time, venue and other
details of the program.
The L+1 or the DPH can withdraw the employees application by
communicating it to the Corporate HR (Training & Development). The
Corporate team does the changes in the system and again system

38

generated mails are sent to the employee, his/her L+1 and the DPH.
In the system there is an attendance page of the training programs that
are exhausted. So the Corporate HR will mark the attendance in the
system and those who are absent, system automatically send mail to the
L+1 and CC to the employee & DPH saying the employee did not
attend the module and to state the reason for the same. Employees who
were present, a feedback form are floated to them. In the form the
employee has to measure the key learning, describe about the whole
module, give rating to the faculty etc. On the key learning review is
taken for consecutive 3 months to check whether the training was
fruitful i.e to measure the effectiveness of the training.
E-learning: E- learning has some training modules, which an employee
can access through intranet. There are 3 test involved. These are Pre,
Mid and post E-Learning test which will help in identifying the
effectiveness of the training.
The system also generates various kinds of reports. These are:




39


T &D prepares training calendar every financial year, which includes
Behavioral, Technical & Mandatory programs.
Mandatory programs includes 9 days corporate orientation program,
which helps the new recruits understand the more about the company,
policies, plant visits etc. Out of these 9 days, 3 days are dedicated to an
outbound tour at Lonavala.
o Refreshment programs are also included in mandate category for
those in the management cadre transit to higher bands.
The mandate program for K banders is called K Band Development
Program, which is of 4 days. The schedule for 4 days is 1 day
Company Orientation, 1day Safety, 1 day conceptual knowledge.

Executive Education: Godrej & Boyce provides various executive programs
for their employees, who have completed 2 years in the organization. The
objective is one can pursue higher studies while working. There are 17
programs in number.
To name a few:
For K band employees 4 year part time diploma from DTE affiliated
colleges.
Production Engineering from Father Agnel
1
Unmet Needs
Deleted Needs
Batch Details
2
Need identification
report
Defaulters Details
Need Fulfillment
Report
3
Training Program
Details
Program Cost wise
Report
Trainers Details

40

Electronics Engineering from K J Somaiya



Selection process for Executive Programs:

Knowledge enhancement policy: This policy came into existence in the
year 2002. Employees themselves can pursue and enroll themselves in
specific program, which has to be strictly in line with the business needs and
has to intimate his L+1 with the approval for the same. After successful
completion of the course he/she can reimburse the course fees and related
miscellaneous expenses.










Executive training
calender is
published on
intranet with
details about
course and forms.
With Input from
division the list is
being made and
sent to corporate
A panel of 3
members is formed
for nomination for
the course
Bond is kept for
selected employee

41

HRIS, Compensation, Analytics, Policies

Objective:
HRIS: To develop and lead information system plans that meet Human Resources
automation, data, records and information management requirements. This function
primarily focuses on establishing integrated systems for the administration and deployment
of Strategic Human Resource Information, Programs and Services.
Compensation: To ensure prompt, accurate benefit payments on the basis of job
performance
Analytics:
Policies:

Key Features:

HRIS (Human Resource Management System):
o It is software which is designed on the basis of specific needs, of every department,
which stores data, information, which is required from time to time.
o G & B uses system developed by GITL (Godrej Information Technology Ltd.)
o HRIS is divided into 3 areas:


42


1. When new employee joins the organization his/her salary code will be created, which
is unique, which in turn is being linked to OSS so that master data can be saved
2. HRIS master consist of the details regarding employees and each department is being
given specific access on the basis of their respective job profile. For e.g. If person is
working in training and development division then he may have given access to the
respective details of the employee he will not have access to salary details of the
employee vise-a-versa compensation and benefits department will be having access
to the same.
Analytics/reports:
o Reports are generated mainly to understand employees and companys health
in terms of social, economic status
o Health can be defined as where we stand in the minds of employees.

o Following are the monthly reports which are usually formed:

HRIS
OSS(Organisation
Structure System)
HRIS Login
access
HRIS Master

43



o Head-count report: This report gives broader picture about total employees
i.e. how they are distributed. This includes all employees, trainees; permanent
unionized staff of Udayachal School expects employees who are on third
party pay-roll.
o Strength report: This report mainly focusses on employees, who are paid in
the given month including temporary and permanent staff.
o Attrition Report: This gives data about number employees left the company
in the given month. Data included in this report is accumulative in nature.
Attrition may cause because of different reasons such as absconding,
resignation, retirement, death etc.
o MIS: this report gives idea analysis about different processes such as
recruitment, promotion, severance, strengths, moving average etc.
o Productivity: productivity report is generated on the basis of following
formula:
Total employee cost/net business value (profit)*100
o All reports are divided into 5 sections they are:
1. Band wise report
2. Function wise report
3. Length of service wise report
4. Age group wise report
Head-count
report
Productivity
MIS
Attrition
Report
Strength
Report

44

5. Reason wise report (in case of attrition report)
o There are some reports which are generated quarterly:
1. Competitive benchmarking
2. Progress review
3. Exit analysis
4. Exit scenario after promotion
5. Regret analysis
Compensation: compensation Team is divided into 2 parts on the basis of work:


o Design team will do the analysis, market survey, bench marking, competitors
analysis, P & L statement and then form a design for compensation package
for different levels.
o Execution team will execute the salary division
o Compensation team has to deal with IR department to understand market
study
o Sub parts of salary structure are Basic, DA, HRA1,2,3, PF, Gratuity,
superannuation, LTA etc
o HRA1 is a fixed component, which is band specific.
o HRA 2 is a special allowance
o HRA 3 is location specific.
o MRP (management remuneration package is used to maintain internal parity.
o Haze model is use to evaluate job.
o Salary structure also consist of EVA (Economic value added) which is profit
sharing approach adapted by company, it is calculate on base pay.

Design
Team
Execution
Team

45

o Following are exempted cases from getting EVA
o Employee, who receives sales incentives
o Employee, who has put down his papers
o EVA is given to improve team performance
o 50% amount is received by team of respective profit making division
o 25% amount to the discretionary of that particular division
o 25% amount to corporate service function
o Policies:
o Policies are standard sets of rules and regulations, which are sanctioned
by top management, which has to be followed in the company.

o Trigger to formulate or to change the policy may come because of
following reasons:

o
o While reviewing policy the major reason behind reviewing policy has to be
mentioned in the given document
o Following are some examples of policies in the company:
Leave Policy
LTA
Group Insurance Scheme policy
Group Mediclaim
Top
Management
initiative
Employee
feedback
HR feedback
through
benchmarking
market survey

46

Reimbursement
Flexi time policy
Growth within the band etc.

Evaluation:
HRIS is an integral part of companys working, and there are many steps that have to be
taken to improve the database of HRIS.


















47

Recruitment Operations

Objective: To ensure efficient on-boarding activity of new-recruit.
Key features:
The function ensures operations related activity of the new recruits such as
o Issuing offer letter
o Joining set of documents such as:
Employee Requisition Form
Employee application form
Education Certificates such as (SSC mark sheet & certificate, HSC
mark sheet & certificate, 3 years of mark sheet and certificate, in case
of engineering 4 semesters mark sheet and certificate, graduation mark
sheet & certificate, convocation certificate, certificates of post-
graduation, work experience certificate, relieving letter, last 3months
salary slip, bank statement, 3 reference checks etc.
Without the documents employees joining formality will not be
completed and appointment letter is issued
After completion of joining formality appointment letter is issued
3 months performance review check and documentation of the same is
also maintained by the recruitment operations department
There are 3 check-points wherein documents can be verified
1. Before joining and issuing offer letter
2. After issuing offer letter but before giving appointment letter
3. While confirmation after 6 months or 1 year.
Department also issues relieving letter, transfer letter, separation
procedures (expiry, termination, abscond) etc.
In case of any mismatch is seen in the joining documents same thing is
being informed to divisional head and after consultation with the
respective employee action plan may be undertaken

48

Evaluation:
Recruitment operation departments has to keep track of documents, which have to be
submitted after joining such as last semester mark sheet where result is pending. One of the
major challenges faced by this department is to check credibility of the employee in terms
of reference check and last employment reference check.




















49

Workmen Training & Recruitment initiatives, affirmative action

Objective: Contributing into productivity level of workmen by providing necessary
training into technical areas.
Key Features:
Training areas such as fabrication, welding, fitting are some of the examples of
technical trainings provided in the company for workmen. Practical training is also
one of the important contents of the course.
There are some customize training which are provided on the basis of need
assessment of user department. For example: press operations, sheet metal
operations training etc.
There are theory classes for paid apprentices.
Under companys CSR initiative department supports employability task force
building wherein it contribute in organization targets by making youth employable
by providing them with 2 months training on various skills.
In the training course every participant is being provided with pair of safety shoes
and food.
Evaluation:
Organization is taking loads of efforts in training the workmen so that they can take higher
responsibility in future well as they can excel in the current given task, some refreshment
courses can be added so that current job also can be done in better manner.





50

Contract Labour

Objective:
This department focusses on well-being of contract labours.
Key features:
As per the law of contract labour, these workers are not involved in the core
activities but they can be involved in other supporting activities. For
example- as G & B is manufacturing firm they cannot be involved in
manufacturing but they can work in department such as housekeeping,
Department engages in seasonal, additional, temporary increase of work, in
case of expertise staff.
Selection of contractors is done by departments and documents of contractors
are sent to corporate for documents check-up
If there are more than 20 contract labours are engaging in the company then
specific license will be required by the company.
Following is the process of incorporating contract labours:






requirments
are gievn by
divison in
terms of
scope of
work
Quotation is
asked
checking
compliance

auditing

51

Following are some of the important documents, which are checked while
selecting contractors:
o ESIC
o PF
o PAN
o Service tax
Internal Inspection is taken care by corporates, corporate HR also facilitates
external inspection for each and every division.
Corporate HR has made list of monthly comprehensive checklist, which is
available on intranet by which division can check the document. Finally,
checklist is evaluate by corporate HR
Evaluation:
Maintaining good relationships with government officers is one of the major challenges of
contract labour department.














52

Housing

Objective:
To provide housing facility with minimum rent for Godrej Employees and their
dependents.
Key Features:
Housing facility is divided into 2 parts:










GTEs can use shared flat system only during training period.
There are different parameters are involved for giving housing facility which
is dependent on band and total experience in G & B.
Three colonies are available for the employees of G & B.

Housing
Family Shared (only for employee)

53


DOJ (date of joining) is given more importance for giving right to stay in
colony.
Shared housing is provided for GTEs; Graduate Trainees in station side colony
management trainees are being given housing in hill side colony.
Workman is given housing on the basis of his past record.
Through speed flow system management has to apply for accommodation.
As a initiative for family planning programme, if there are more than 4 children
in the family house is not provided, in case of three children family has to
provide family planning certificate to get housing facility.
ISO 2001 certification is received by Godrej Housing Colony as it is given for
EMS (Environment Management System).
There are some transit quarters, which are provided to employees or consultants,
who come from upcountry locations.
It also has tie-up with Tulip Service apt. for surplus housing facilities.
Colony also has community hall which can be made available for employees on
concessional rate, this hall is also available for non-Godrej employees.
Around 40000 flats are available in the colony.
Housing facility is taken back from the employee because of following reasons:
Hill side colony
for
management
category
Station side
colony
for
management +
workers
Creek side
for workers

54


After completion of grace period, 5 times rent for 3 months is charged to the
employee.
After 3 months 10 times rent is charged.
After that also employee is not leaving the house then legal case is filed.
If there are some exceptional cases and if executive director approval is there
then person can stay at colony by providing 2times rent.
Evaluation:
In city like Mumbai getting accommodation is one of the biggest problems faced by the
people. The accommodation facility given by the company thus provides one major added
advantage to the employees joining Godrej family











Resignation(7 grace days are given)
Retirement (30 days grace period is given)
expiry (3 months grace period is given)
Service Termination (15 days grace period is given)

55

Corporate Communication

Objective:
Ensuring clear flow of internal & external communication, which is circulated
internally to the employees or externally to the customers, clients etc.
Key features:
Department has routed in the year 2008, when brand makeover had happened.
Corporate Communication is divided in to 2 parts:










Internal communication:
o Internal communication focusses on communication inside the company
i.e. with employees. One of the important medium is change, which
publishes in Hindi, Marathi and English language.
o Some copies are also given to external people such as customers, clients,
consultants etc.
o Magazine publishes twice in a month. On an average magazine consist of
40 pages, wherein edit team as well as employees and some external
Corporate
Communication
External
Communication
Internal
Communication

56

people can contribute by submitting their articles on basis of specific
theme.
o Content and images are important raw material for the edit team to work
on.
o Designing and printing is handled by one of the external agencies.
o Under the internal communication corporate communication also conducts
programs such as change talks in which interaction speaker and audience
interacts with each other, speaker uses theme and starts the discussion.
Details about the programs are being sent through mails by which
employees can register related to change mails are sent and employees can
register.
o One more initiative is Godrej Express, wherein different achievements,
major events are mentioned. For e.g. product launch, certain reward
received by a division
External communication:
o This communication people outside the organization
o Following are the some of the ways of external communication:
o Electronic place: Site of Godrej was newly launched in 2009, e-space
manager receives the content to upload, after scanning all the document,
its published on net.
o Media relation: If anything about the company has to be published or has
to be shared with media then its done by corporate communication team.
o Social Media: Since 2009, corporate communication team is taking active
initiative on social sites such as Facebook, YouTube, twitter. Customer
complaints traffic is handled within 24 hrs.
o Brand guidelines: corporate communication also helps divisions or
employees with respect to brand guidelines, helps them to select brand
compliant activities.
Evaluation:
Communication plays vital role in every organization. In the present days the
means of communication are fast changing and it is most challenging to keep updates of
the developments and to implement the best ways for smooth flow of information within
and outside organization.