Foundation Of Human Skills II

Motivation & Empowerment

 
  
FYBMS-A      GROUP 6
 
LIST OF GROUP MEMBERS

NAME OF MEMBERS ROLL NOS

Arun 03
Hridya 20
Vivek 40
Rohan 51
Isha 58
Abijith 61

INDEX
Sr.No Particulars Page.No
1. Name Of Group Members 1
2. Questionnaire 2
3. List Of Companies Visited 3
4. Action Plan Executed 4-5
Synopsis of Manufacturing
5. 6-10
Companies
Synopsis Of Service Sector
6. 11-14
Companies
Findings Of Manufacturing
7. 15-18
Companies
8. Findings Of Service Sector Companies. 19-21
9. Comments 22
10. What We Have Learn From  This Visit? 23

LIST OF MANUFACTURING COMPANIES.  

Companies Name Person To Meet Designation Contact Numbers

 Shapoorji Pallonji
Mrs.Prafulla Shetty H.R.Officer 222266319
and Co. Ltd.

Grasim Industries Ltd Mrs.Rekha Sheshadri Asst.H.R.manager 56917360

(Cement Division)

Hindustan Petroleum Mr.Shreeram Murthy Sr.H.R manager 22863471

Corporation Limited

Indian Oil Corporation J.L Manoranjan Chief E.R Manager 26427357

Of India S.G Bhagwat E.R manager
 Century Textiles Mr. Logo HR Manager 24957000
Ind Ltd.

Raymond Apparel Ltd Mr. BV Umalgar Deputy HR Manager 25988047

Pepsi Cola India Ltd Atul Sadavarthe Asst. HR Manager

LIST OF SERVICE SECTOR INDUSTRIES

       
Companies Name Person To Meet Designation Contact Numbers

       

Exatt Technologies Mr. Neerav.P HR Manager 56450200

Pvt Ltd

Ikab Securities & Invt Mr Anil Bagri Director 56310571

Ltd

Hotel Tulip Star Mr. Kiran Chachad Asst. Sr. Manager 26113040
(Personnel)

Narsee Monji Institute Mr. Sanjay Despande HR Manager 26134577

Of Management Studies

UTI Mutual Funds Pradeep Mandal HR Manager 56786342

Asian Heart Institute Mrs. Jyoti Mandley HR Manager 56986666

& Reseach Centre

Tata Memorial Hospital Mr. Raju Kotain HR Manager 41277000

    ACTION PLAN EXECUTED      

Companies Name Appointment taken by Date of appointment Date of Visit Time of visit Memberswho visited

           
Raymonds Hridya 12th Jan 14th Jan 3.30pm All

           
Grasim Cements Hridya 8th Jan 11th Jan 4.00pm Abijith,Isha,Rohan

SP Co Ltd Hridya 20th Jan 21st Jan 2.00pm Abijith,Isha,Arun

 HPCL Arun 10th Jan 11th Jan 4.00pm Arun,Isha

Pepsi Co Ltd Vivek 18th Feb 18th Feb 2.00pm Vivek,Hridya

Century Textiles Isha 15th Feb 1.00pm Hridya,Arun

21st Feb

Indian Oil Vivek 15th Feb 17th Feb Abjith,Isha

5.30pm

NMIMS Abjith 10th Feb 14th Feb 4.00pm Vivek,Abijith

Tata Hospital Vivek 21st Feb 22nd Feb 2.00pm Rohan,Vivek

Ikab Sec & Invt Rohan 9th Feb 14th Feb Abijith,Isha
12.30pm

Hotel Tulip Star Isha 21st Feb 21st Feb 11.00am Hridya,Arun

Exatt Tect Pvt Ltd Arun 18th Feb 18th Feb Abjith,Hridya
5.00pm

Asian Heart Inst Rohan 22nd Feb 23rd Feb 2.00pm Vivek,Isha

UTI Mutual Funds Vivek 22nd Feb 22nd Feb 5.00pm Hridya,Vivek

           

On 9th Jan , Vishal and Ebrahim visited the BSE library to collect information on diffderent companies
On 13th Jan , Vishal, Pravin and Ebrahim visited the BSE library to collect information on diffderent companies

QUESTIONNAIRE

Topic: MOTIVATION & EMPOWERMENT

1. How many employees/workers are there in each department? (Approximately)

2. What are the different incentives & perks do you provide to your employees/workers?

3. What are the measures (strategies) do you implement to inspire the workers/employees so that they put in more efforts and
also to control them?

4. How often do you communicate with your workers/employees?

5. What steps do you take when the workers/employees have a negative attitude towards their work?

6. Which empowering act of yours towards the employees/workers has resulted in more returns?
7. Did any of your empowering acts have backfired?

8. Which department in the company/factory do you think is the most productive (efficient)?

9. If you don’t mind, can you give us some information about the companies’ performance in the last few years? 

COMMENTS
WE would like to thank Venkat. Iyer sir for given us such a great opportunity to do such a wonderful project filled with full of
learning’s and experiences. WE all are really glad to present you this project.

Comments:

There are innumerable comments that we can put forward but these are the few mains that we would like to mention:

1. It was really a tough job for us to get appointments in such famous and huge corporate companies but we did our best to get
appointments in the companies mentioned before.

2. All the people that we met in different companies were not friendly as expected but it was a new learning experience for us
and we came to know, how to tackle such situations and people.

3. We noticed that most of the Hr managers and others who gave us their precious time were Kinesthetic in nature.

4. It was difficult to manage to note and listen simultaneously the information given by the various HR Managers.

5. We also noticed that we were given the last priority by the companies with regard to their schedule but we are happy that we
could even then cover 14 major companies.

6. We noticed that even the companies with high fame had employees of unexpected nature. They were rude with us at times.

7. We noticed that all the companies do not necessarily follow the Maslow’s Pyramid Theory.

WHAT WE HAVE LEARNT?

We have discovered that really Human Resource is the heart of any organisation. Productivity of any organisation is directly
related to the quality of Human Resource it contains. Organisation has realized the importance of Human Resource and they have
also realized that their growth and welfare has an effect on the company’s bottom line.

In the various visits that we did, we have learnt a lot of things, which will surely help us in our future. The first thing is the Skill
of Communication. We have talked to a number of HR mangers, convinced them for an interview, interacted with them and this
has really improved and developed our communication skill. We have developed confidence in us with respect of visiting different
companies, taking interview of well experienced people in the field of HR, etc. This has made us bold to handle situation
accordingly.

These visits have given us practical exposure to the corporate world we could never had obtained by sitting in a classroom. We
learnt the methods the organisation applied to motivate and empower their employees.

We got the opportunity to interact will a number of people from the corporate world which made us develop within us the sprit of
being one of them.

Last but not the least we had a lifetime experience.

SYNOPSIS OF MANUFACTURING COMPANIES

PEPSI CO. INDIA LTD

PepsiCo, Inc. was founded in 1965 through the merger of Pepsi-Cola and Frito-Lay. Tropicana was acquired in 1998. In 2001,
PepsiCo merged with the Quaker Oats Company, creating the world’s fifth-largest food and beverage company, with 15 brands –
each generating more than $1 billion in annual retail sales. PepsiCo’s success is the result of superior products, high standards of
performance, distinctive competitive strategies and the high level of integrity of our people. Mr. Atul Sadavarthe is the Assistant
HR manager of Pepsi Co. India Ltd which is situated at Chembur ,Deonar Nagar, Mumbai. There are 317 employees working in
this company in the Mumbai factory out of which 50% employees are in production and remaining employees are in Shipping,
Finance, HR & Logistics. In India Pepsi’s turnover is around 2500 crore. Chembur plant is Dukes plant which is been taken over
by Pepsi company.

Vision Statement To build as exception customer focused sales team which will consistently exceed. Customer exception by
delivers execution excellence in the market place through best selling system and programmes. 

GRASIM INDUSTRIES LIMITED (CEMENT DIVISION)

Grasim Industries Limited, a flagship company of the Aditya Birla Group, ranks among India's largest private sector companies,
with a turnover of Rs. 5,213.3 crore in 2003-04. Starting as a textiles manufacturer in 1948, Grasim's businesses today comprise
Viscose Staple Fibre (VSF), cement, sponge iron, chemicals and textiles. The Company holds a dominant position in its
businesses: Grasim is the world's eighth largest cement producer, and the largest in a single location. Grasim ventured into
cement production in the mid 1980s, setting up its first cement plant at Jawad in Madhya Pradesh. Since then, Grasim has grown
to become a cement major – it is the world’s eighth largest cement producer, and the largest in a single geography.Grasim’s
cement operations today span the length and breadth of India, with five integrated grey cement plants, two split grinding units
at Hotgi in Maharashtra and Bhatinda in Punjab, one bulk terminal at Bangalore, and six ready mix concrete plants. Leveraging
the strong equity and goodwill of the house mark, the Company has a portfolio of national brands such as Birla Super, Birla Plus,
Birla White and Birla Ready Mix, also nurturing regional brands such as Vikram Cement and Rajashree Cement.

Our Vision: To be a premium global conglomerate with a clear focus on each business.

Our Mission: To deliver superior value to our customers, shareholders, employees and society at large.
Our Values: Integrity, Commitment, Passion, Seamlessness, Speed.

INDIAN OIL CORPORATION OF INDIA

IndianOil is the country's largest commercial enterprise, with a sales turnover of Rs. 1,30,203 crore (US$ 29.8 billion) and profits
of Rs. 7,005 crore (US$ 1,603 million) for fiscal 2003.IndianOil is India’s No.1 Company in Fortune's prestigious listing of the
world's 500 largest corporations, ranked 189 for the year 2004 based on fiscal 2003 performance. It is also the 19th largest
petroleum company in the world. IndianOil has also been adjudged No.1 in petroleum trading among the national oil companies
in the Asia-Pacific region. Beginning in 1959 as Indian Oil Company Ltd., Indian Oil Corporation Ltd. was formed in 1964 with the
merger of Indian Refineries Ltd. (Estd. 1958). Integrity and honesty is their main motto, they go for. They have a director core
meet every 15 days. The number of employees in the Mumbai head office is 754. They are regarded as the market leaders.

Mission statement: To achieves international standards of excellence in all aspects of energy and diversified business with
focus on customer delight through value of products and services, and cost reduction. To maximize creation of wealth, value and
satisfaction for the stakeholders. To attain leadership in developing, adopting and assimilating state-of- the-art technology for
competitive advantage. To provide technology and services through sustained Research and Development. To foster a culture of
participation and innovation for employee growth and contribution. To cultivate high standards of business ethics and Total
Quality Management for a strong corporate identity and brand equity. To help enrich the quality of life of the community and
preserve ecological balance and heritage through a strong environment conscience.

RAYMONDS APPAREL LIMITED

Raymonds was formed in 1925 to take over Wadia Wollen Mills plant situated in Thane in Maharashtra. In keeping with the
growing business demand, Raymond’s commissioned plants also at Jalgoan and Chindwara in Maharashtra Mr.Vijaypat Singhania
is the Chief Managing Director of the company Their present turnover is around 2000 crores. They have 250 union’s worker and
150 officers working in their company. The company’s subsidiaries include JK Chemicals, JK Helene Curtis and Raymond’s Calitri
Denim. Raymond’s textile division accounts to about 57.5% of the companies revenue. Raymonds main product are 100% wool
worsted suiting fabrics and blends of polyester wool and polyester viscose. In a market where branded sales command 80%
shares, the company’s Raymond brand is well established as a mark of premium quality fabric. Raymond’s also markets a range
in premium menswear like Park Avenue brand name. 

Mission Statement: To become a world class suiting manufacturing by 2010 and explore opportunities outside Maharashtra

HINDUSTAN PETROLEUM CORPORATION LIMITED

HPCL was incorporated as Standard Vacuum Refining Company of India Limited in 1952. The name was changed to ESSO
Standard Refining Company of India Limited in 1962. In 1974 ESSO merged with India and the name was changed to HPCL. Also
ESSO undertaken were nationalized in 1974, and vested in HPCL. Caltex was nationalized and merged with HPCL in 1976
followed by Kosangas an 1979. the Government has 51% equity stake in this company. HPCL is India’s second largest in
generated oil company with 21% shares in the countries crude refining capacities. Mr.HL Zutshi is the Chief Managing Director of
the company. All over the world, organisations have recognised the critical importance of human resources in shaping the destiny
of Corporates. From the stage of recruitment, progression up the ladder, and a continuous development of skills - the
management of Human Resources at HPCL takes high precedence. The turnover of the company is around 250 bn.

CENTURY TEXTILES AND INDUSTRUES LIMITED

CTIL was incorporated as century spinning and manufacturing company ltd in 1897. The company was promoted by Nowroji
Wadia and started as a cotton textile mill. It was sold to Churilal Mehta by Cursetjesa Wadia. In 1951 the Birla family acquired
the controlling stake in the company. In line with the Birla group strategies the comp diversifies into several other businesses
over the years into viscose filament yarn (VFY) in 1956, viscose tyre yarn, (VTY) in 1963, caustic soda in 1964, cement in 75
shipping in 82 papers in 84. CTIL is currently controlled by the BH Birla group. CTIL operates a composite textile mill in Mumbai
and 100% export oriented unit for yarn and denim in MP. Mr BK Birla is the Chair Person of the company. The turnover of the
company is 1888.42 crores. CTIL operates a composite textile mill in Mumbai and 100% export oriented unit for yarn and denim
in MP. The company’s thrust is on exports and a significant portion of its fabrics is exported mainly to the European market.

Chair Person- BK Birla

Diirectors- PA Podar, DK Dagad, SK Birla, CK Birla, FB Desai, AC Dalal, AD Khurian

SHAPOORJI PALLONJI CO LTD.

Shapiro Palling & Co. Ltd.started as Littlewood Palling & Co and was awarded its first construction contract way back in 1865.
Since then, the company has grown in strength, earning a reputation as leader in the construction of large and complex projects
in India. The construction group is headed by Mr. Cyrus P. Mistry, Managing Director. The construction execution is handled by
our Regional Offices which are located in Mumbai, Delhi, Bangalore, Pune, Nashik, Hyderabad and Kolkata. These offices are
headed by Regional General Managers. Project Managers of each project report to these General Managers. The total staff in SP
is over 1600. They are given counseling who ever have a problem with his work. They also conduct seminars and training
programmes for educating and empowering the employees. If the employee continues to under perform for three years then he
is fired.

Mission Statement:"Shapoorji Palling & Co. Ltd. will be the company of first choice in the Construction Industry. We shall be
driven by our commitment to Customer Satisfaction”.

FINIDING OF MANUFACTURING COMPANIES

PEPSI CO. INDIA LTD 

There are two ways of motivating the employees:

1] Monetary 2] Non-monetary

Non-monetary system is very important among the employees because here, by electing a Pepsi Idol by the employees, the
employee thus elected is automatically motivated. There are different perks given to the employees like allowances, proper and
complete attendance, convenience etc. On the spot rewards are also given to the employees by the director for better
performance. Pepsi never compromises on discipline. If any employees do not abide by the rules they are given punishment.
Awards given to the employees are like best employees award, best attendance award etc. Pepsi has open door policy. In this
open door policy, any employees and workers can walk in any time to his superior to give suggestion for betterment of the
company.

If any employees have any problem, first the problem is studied and then the solution is found out. If any problem arises, first
the subordinate try to analyze the situation and then understand the employees and different training programs are then
conducted for motivation, behavior, counseling, and attitude. Communication is done can monthly basis .
INDIAN OIL CORPORATION LIMITED

In order to motivate people the company has innumerable series of contests, Hindi functions, productivity celebrations
promotions, long service awards, etc. They have the suggestion scheme in which any employee can suggest his opinion. Then
there is an appreciation cheque given to the best employees and workers but does not include any money prize, but it acts as a
motivator because such cheques are given to the best employees at the end of the year by the directors and the chairmen of the
company. Hey also have production link bonus and production link incentives, further incentives with promotions. Medical
facilities also work as a incentive. The employees are given housing loan and cars loan at flat rates. They also have a group
Saving Link Insurance Scheme and also Super Annuation Benefit Fund Scheme and Service. In case of empowerment they try to
make each employee independent and knowledgeable. There is a constant effort from the employer’s side. They also have a
leave travel concession given to employees depending upon the grade once in two years.

RAYMOND APPAREL LIMITED

According to the HR motivation leads to productivity. Motivation is done so that the worker and employees work hard and this
will lead to an increase in profits. There is group productivity system. In individual production, incentives are given depending
upon the units produced. This will encourage the workers to produce more so that they can earn more .The organization provides
various facilities for its employees and workers like providing good conditions, cozy sitting arrangement, snacks, canteen,
accident medical aids. In terms of improving the skills of employees and workers, employees are given training and workshops
for workers. They are given technical as well as communication training. When an employee gives a good suggestion he is
awarded with cash as well as certificate. His snap is also put up with his suggestion. They are given technical as well as
communication training done on a day-to-day basis at workers level by supervisions. They have sports events like a cricket
match every year as well as picnic.

GRASIM INDUSTRIES LIMITED (CEMENT DIVISION)

Grasim does not provide any incentives for their employees but they motivate employees only by the word of mouth. According
to them they are able to motivate their employees without giving any incentives to them. They show spirit in their work and
hence do not need any motivation from their superiors. According to them they come to know about their employees problems
through a feedback system that they follow. Feedback from their employees is recorded in ‘Record Book’ which is maintained by
the company on a day-to-day basis. They also record negative feedback from their employees and try to solve it. They also
organize sports and cultural events for their employees to keep them happy. They do not have any empowering acts because
they do not feel the need to do that because all their employees are well trained and experienced in their respective fields. Each
dept head communicates with his employee on day-to-day basis. No incentives are being given to the employees but extra bonus
is being provided for their performance. Picnics are also arranged for the employees by the management.

CENTURY TEXTILES AND INDUSTRIES LIMITED

There is one-to-one communication in this company between the top level and lower level management. Various training
programmes are being conducted such as technical training, non-technical training. The employees are also provided with
monetary bonus, yearly bonus, medical allowances, traveling allowances etc. If any employee is facing any sort of problem then
he should contact his manager. The training programmes are conducted twice a year by the management. No open door policy is
allowed in this company. The three core values that they like to inculcated in their employees is Responsibility (Maybe putting
the power before one leaves the cabin), Excellence (Don’t self limit oneself by thinking small, set goals), Respect (Handshaking
between Departments).

HINDUSTAN PERTOLEUM CORPOROTION LIMITED

In this company, there is free communication between the top level and lower level management. There are suggestion boxes
where the employees can put in their suggestions as and when they want as per their wish. Increments are given in case of good
performances. There is fixed incentives given to the employees. Common canteen facilities for all types of employees motivated
the lower grade people to work harder. Informal groups are there for which they get the management support and thus they are
motivated to work harder. Every year, there is a best employee of the year award given and his/her photo is put up on the notice
boards of the company. This makes him feel good towards his company. Traveling allowances and medical allowances are also
given. But no special scheme has been implemented so that the employees get motivated in a better and faster way.
Empowering the skills to their employees and workers in done very nicely in the form of counseling, etc.

SHAPOORJI PALLONJI CO. LTD

They try to maintain best working environment and conditions for their workers so that these workers are dedicated towards
their work totally. All the workers get the traveling allowances and medical facilities. They are provided with pension after their
retirement or death. Provident schemes are also available. There are training programmes for the employees and workers so that
they can work better. 

Synopsis of service sector companies

IKab securities & investment PVT lTD.

Ikab Securities and Investment Ltd. (ISIL) was initially incorporated in 1991 as Kankani Textiles Ltd. The company, promoted by
the Kankani family, was formed with the object of engaging in texturising activities. The erstwhile promoters invited Mr. Indra
Kumar Bagri and associates in early 1994 to join them in running the company. Mr. Bagri along with three other people joined
the board and helped the company formulate a strategy to get into investment activities. The company made its foray into stock-
broking in September 1998 when it started broking operations on The Stock Exchange, Mumbai (BSE). There are only 60
employees. The Management of the Company is controlled by a Board of Directors comprising of personnel with proven records
drawn from the fields of Finance and other disciplines, whose expertise and advice are available to the Company from time to
time. A management team chaired by Mr. Indra Kumar Bagri constantly evaluates its existing operations and opportunities in
new ventures to be able to provide its clients a one-stop shop in Financial Services. With a strong team of 10 personnel all
experts in their field, constant investments in computers and modernisation of infrastructure, Ikab is dedicated to providing
quality services to its clients.

UTI MUTUAL FUNDS

UTI Mutual Fund is managed by UTI Asset Management Company Private Limited (Estb: Jan 14, 2003) who has been appointed
by the UTI Trustee Company Private Limited for managing the schemes of UTI Mutual Fund and the schemes transferred /
migrated from IL&FS Mutual Fund. The UTI Asset Management Company has its registered office at : UTI Tower, Gn Block,
Bandra - Kurla Complex, Bandra (East), Mumbai - 400 051.UTI Mutual Fund has come into existence with effect from 1st
February 2003. UTI Asset Management Company presently manages a corpus of over Rs.20000 Crore. There are 1200
employees. If an employee is not working up to his mark, which is effecting the organization serious action, is taken such as
warnings and demotion. Training progammes are also conducted.

Mission statement: To provide high value to customers with high returns to improve on technology. 

ASIAN HEART INSTITUTE & RESEARCH CENTRE

AHIRC is been set up by contemporary Healthcare Pvt Ltd. With the aim to provide world class cardiac care in India. Asian Heart
Institute (AHI) in Mumbai have made significant investments in integrating technology with their medical facilities. Founded in
November 2002 and have no branches. AHI has pumped in about Rs 1.5 crore into IT systems. Currently, it has a real-time,
interactive hospital information system (HIS) from Symphony that caters to its diagnostic, administrative and operational
functions. In a short span, it has already begun attracting patients from over 15 countries like US, UAE, Kenya, Oman, etc. The
number of employees includes 70 technicians, 140 nurses, 70 administration support which includes Finance and Marketing. They
communicate with their employees in weekly meeting and open house meeting are conducted every quarter.

NARSEE MONJEE INSTITUTE OF MANAGEMENT STUDIES

In 1981, by the order of the University of Mumbai, Narsee Monjee Institute of Management Studies was established to meet the
growing demand for young managers. The parent body, Shri Vile Parle Kelavani Mandal was among the first educational trusts to
have realized this need and further the interests of aspiring management students and also meets the needs of the challenging
world of business. The institute commenced its activities with starting of Masters Degree Programme in Management Studies.
NMIMS has won the “Golden Peacock National Training Award 2004” in the category of “Large Training Provider”. NMIMS is
situated in VL Mehta Rd, Vile Parle-W, Mumbai-56 It is a management college which was formed in 1981. It is different from the
corporate world. The institute was deemed in the year 2002. There are 160 employees working there.

EXATT TECHNOLOGIES PVT LTD

Exatt Technologies Pvt. Ltd. head office is situated in Andheri (west) which was established in the year 2002. It is into
networking business. It is rated 2nd largest IPS in Mumbai and 7th largest in India by ISPAI i.e. Internet service provider
association of India. Employees are given technical training, sales training and also confidence building programmes are
conducted by the HR manager. Their are110 employees working here .
TATA MEMORIAL HOSPITAL

The Tata Memorial Hospital was initially commissioned by the Sir Dorabji Tata Trust on 28 February 1941 as a center with
enduring value and a mission for concern for the Indian people. The hospital staff is divided into super staff and labour staff. The
total sanctioned is 2521. They have a in-house training programme and employees are send to ISTM(Institute of Secratial
Management). In order to empower workers towards their work they are provided with bonus.

HOTEL TULIP STAR

Tulip Star Hotels Ltd. was established in early 1998 and is now a fully functioning Hotel owning/management company and is run
by an experienced team of hotel professionals with varied experience and expertise in the conceptualizing, setting up and
operations of leisure resorts & business hotels. It has two divisions, I.e. International Hotels Division and the India based Hotels
Division. TSHL’s board is chaired by Dr. A.B. Kerkar, whose name needs no introduction in the hospitality industry, he is solely
responsible for the expansion and success of the Taj Group of Hotels, which grew from a single hotel company into an
International chain of 50 hotels during his tenure spanning a 35 year period at the helm of affairs.

FINIDINGS OF SERVICE SECTOR COMPANIES

IKAB SECURITIES AND INVESTMENTS PVT LTD.

The employees in this company are given salary increment every year on many terms such as qualifications, experiences, and
determination etc. Salary ranges from Rs. 2,000 to 20,000. They are given full liberty to express their views and give
suggestions. As the number of employees is only 60, there is free communication without any gap. Any person can leave the
organization at any point of time at his will. The decisions are taken in a democratic way i.e. decisions are taken on the basis of
majority of people agreeing or disagreeing. As the organization is a stock broking one, it requires a high level of honesty so the
first thing that they see before recruiting a person is trustworthiness. However the main criteria that they take into consideration
while giving increments is the amount of work done by each employee. They also arrange picnics annually in which each member
of the company participates.

UTI MUTUAL FUNDS

The employees here are given monthly or annual perks and also medical insurance, allowances. Incentives are also given
depending on individual and group performance.

For motivation they follow two factors 1) monetary factor 2) job factory i.e. proving good working condition. Campus recruitment
is done form B- schools taken in to consideration his marks experience. After retirement benefits are pension, gratuity, PF.

NARSEE MONJEE INSTITUTE OF MANGEMENT STUDIES

The H.R. manager in NMIMS is MR. Sanjay Despande. The H.R manager motivates his employees by giving Incentives,
Appreciation, Certificates and Conducting events. He visits his employees personally to solve their problems. We felt that the
manager was perfect in his approach because first you should try to resolve it with peace and then if necessary you should take
action against it. HR manager resolves the employees problem by asking their personal problems and then resolves it and also
conducts training programmes for his employees.

HOTEL TULIP STAR

The H.R manager of tulip star is M.R. Kiran Chachad. He motivates his employees by sending him to the next higher grade by
giving proper training programmes and promotions. There is a quarterly and yearly report about the performance of the
employees and by this they judge the employee of the quarter. Counseling is also done for their employees. We felt that the H.R
practice that we found was no good because there was no communication with the employees. The union does all communication
and there is no contact with the people in higher or lower positions.

EXATT TECHNOLOGIES PVT LTD

The H.R manager of this firm is M.R Neerav.P. The motivating technique here is very interesting. The employees will be given
stars according to their performance based on Attitude, Words of other employees and their working. There are cash prizes for
the star performer of the month and the employee who has got maximum star at the end of the year will be the star performer
of the year. They are also planning to give leave on employees’ birthday and also provide him with some cash. There is an
informal communication between the employee and the manager. We had a good experience of visiting this firm as the H.R
manager was very friendly and according to him when you operate in a fashion to make team leaders who are friendly people
can work happily under them. He also had a good relation with the top and lower level managers in the firm. His main aim is to
gain the faith of his employees.

ASIAN HEART INSTITUTE AND RESEARCH CENTER

Salary is being considered as one of the steps for motivation in the company, increments are given from time to time. They also
provide accommodation for nurses, subsidized food and medical facilities etc which acts as a motivating factor for the employees.
The institute celebrates Onam weak, Annual day, Christmas etc and conducts training programs & seminars. They also arrange
picnic twice a year for all their employees

TATA MEMORIAL HOSPITAL

As in the case of motivation dearness allowances, house rent allowances, accommodation and transport facilities based on the
range of families are given. They have recreation clubs so that the workers/employees can spend free time during their lunch. On
15th August best worker is rewarded & at the end of the year they prepare an annual confidential report in which each
employee/worker fills his achievements, grievances, extra ordinary work done etc. They have 9 categories which are provided
with complement diaries from the directors, vip bags and also pension schemes.
Created On: Jul-25-10 15:58
Last Updated On: Jul-27-10 17:15

Ad Type: I Want
Type Of Job: Full Time

JUI ANANT SANT

MASTERS IN MANAGEMENT STUDIES (HUMAN RESOURCES)
Mobile: 9619152575 ~ E-Mail: sant_jui@rediffmail.com
Seeking opportunity in a conducive environment as an entry level HR executive for honing
and enriching HR management skills & expertise and learn new things; thereby contributing
to the growth of the organization.

BRIEF OVERVIEW
 Well versed with the concepts of – HUMAN RESOURCE

 Gained exposure to industrial environment during training with HPCL, Mumbai & Calyx Chemicals
& Pharmaceuticals Ltd, Dombivali, Mumbai.

 Completed projects on:

 Summer Internship Project on “Assessing the impact of Key Performance Indicators (KPIs)
alignment to HR strategy at HPCL.”
 Summer Project on “Effectiveness of implementation of BALANCED SCORECARD (BSC) at
different organizations.”
 Winter Project on “Recruitment & Selection Process at Calyx Chemicals & Pharmaceuticals Ltd.”
 Project on “A study on Change Management through innovative HR initiatives at Calyx Chemicals
& Pharmaceuticals Ltd.”
 Final Semester project on “Study of Talent Management Process” in Tata Steel Ltd, Raymond Ltd,
and Mahindra & Mahindra Ltd.

 Strengths:

- An analytical mind with the ability to think clearly and logically.

 - A proactive learner with fair understanding of skills gleaned through courses and academic

Projects.

- Ability to work accurately and pay attention to details.

- Ability to work well in a team.

- Flexible and adaptable.

- Believe in punctuality.

- Excellent spoken & written communication skills.

- Problem solving and leadership skills.

- Proficient in grasping new concepts and utilizing them in an effective manner.

SCHOLASTICS
Pursuing Masters in Management Studies (H.R.) (2008-10) from Bharati Vidyapeeth’s Institute of

Management Studies & Research, Navi Mumbai, secured 72.6% in the First semester, 79.2% in the
Second semester, 69.5% in Third semester, awaiting final semester result.

Completed graduation in BSC (Biotechnology), in 2007 from Mumbai University & secured 67.27

HSC from V.G. Vaze College, Mulund, Mumbai in 2004. Secured 81.50 %

SSC from Sau.A.K. Joshi English Medium School, Thane, in 2002. Secured 90.26 %

IT SKILLS
 Knowledge of Basics
 MS – Office
 Successfully completed training in Microsoft Excel Conducted by Sciffer Technologies in Nov,2009

SUMMER INTERNSHIP
HINDUSTAN PETROLEUM CORPORATION LTD. (HPCL)

Project 1) STUDY ON ASSESSING THE IMPACT OF KPIs ALIGNMENT TO HR

STRATEGY

2) STUDY ON EFFECTIVENESS OF IMPLEMENTATION OF BALANCED

SCORECARD IN DIFFERENT ORGANIZATIONS.

Duration 2 months

BEYOND CURRICULUM
Attended a Seminar on Brand Loyalty “Loyalty Summit” held in Mumbai (2008)

Attended a Seminar on SUPPLY CHAIN LOGISTICS in Mumbai (2009)

Had been an active organizing member for many college events.

 Active organising member for many events in School

PERSONAL VITAE

Date of Birth : 31st JULY 1986

Address : 702, Maitri Tower Louis Wadi, THANE (W)-400604

Languages Known : English, Hindi, Marathi