Human Resource Management Report on

“Godrej Industries”

Submitted to

Ms. Dharti Parikh

School of Business and Law
Navrachana University, Vadodara

Prepared by:
Student ID Student Name
19531025 Karmarajsinh Vala
19531036 Neel Ketanbhai Thakkar
19531046 Romit Patel

MBA Program (Batch 2019-20)

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 Table of Content

Sr. No. Particulars Page

No.
1 Company profile 3
2 Vision of company 5
3 Mission of company 5
4 Strength , Weakness and Goals 7
5 Services / Products of the company 8
6 Competitors of the company 12
7 Environment of the company 13
8 Literature Review 14
9 HRP Practices 16
10 Recruitment—Selection-Interview of candidate 17
11 Job Analysis 20
12 Performance Evaluation 22
13 Compensation Plan 24
14 Incentives and Benefits 25
15 Learning and Understanding 26
16 Conclusion 27
17 References 28

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 Company profile

Established in 1897, the Godrej group has grown in India from the days of the
charkha to nights at the call centers. Founder, Ardeshir Godrej, lawyer-turned-
locksmith, was a persistent inventor and a strong visionary who could see the spark
in the future. His inventions, manufactured by his brother Pirojsha Godrej, were
the foundation of today’s Godrej empire. Godrej group has its root in India’s
Independence and Swadeshi movement. The company’s geographic segments
include within India as well as outside India with presence in more than 60
countries and Godrej ensures that their customers are at home with Godrej no
matter where they go. Company operates in sectors as real estate, consumer
products (FMCG), industrial engineering, appliances, furniture, security and
agricultural products. The Godrej Group is firmly entrenched in diverse businesses.
Security Systems and Safes, Typewriters and Word processors, Rocket Launchers,
Refrigerators and Furniture, Outsourcing Services, Machine Tools and Process
Equipment, Cosmetics and Detergents, Engineering Workstations, Medical
Diagnostics and Aerospace Equipment, Edible Oils and Chemical, Mosquito
Repellents, Car perfumes, Chicken and Agriculture products.

Some of Godrej’s firsts:

• In 1897, Godrej introduced the first lock with lever technology in India.
• In 1902, Godrej made the first Indian safe.
• In 1920, Godrej made soap using vegetable oil, which was a huge hit with the
vegetarian community in India
• In 1955, Godrej produced India’s first indigenous typewriter
• In 1989, Godrej became the first company to introduce PUF (Polyurethane Foam)
• Introduced India’s first and only 100% CFC, HCFC, HFC free refrigerators

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 Vision of Company
Godrej Consumer Products Limited Vision is:

“We are dedicated to deliver superior stakeholder value by providing solutions to

existing and emerging consumer needs in the Household & personal care business.
We will achieve this through enduring trust and relentless innovation delivered
with passion and entrepreneurial spirit.”

Some of the core and corporate shared value of Godrej:

 Commitment to Quality
 Customer Orientation
 Dedication & Commitment
 Discipline
 Honesty & Integrity
 Openness & Transparency
 Respect/Care and Concern for People
 Working in Team work format
 Trust

Mission of company

 Godrej Mission is to operate in existing and new businesses which capitalize

on the Godrej brand and corporate image of reliability and integrity.
 Godrej objective is to delight its customer both in India and abroad.
 Godrej shall strive for excellence by nurturing, developing and empowering
its employees and suppliers.
 Godrej encourages an open atmosphere, conducive to learning and team
work.
 Accelerate the growth of Indian household insecticides market.
 To globalize the business rapidly.
 Enriching Quality of Life Everyday Everywhere.

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 Strength, Weakness and Goals

Various strengths of the company are:

 The Company has got wide range of branches within the country.
 The Company has wide range of product line.
 Godrej is having better Sales after services.
 The Company has there respectable and believable brand name.
 Company is having large number of customer with higher satisfaction.
 The management is trained and efficient & the network of service centers is
good in all states.

Various weakness of the company is:

 The Company does not go for advertising, which is one of the biggest
disadvantages of Godrej.
 Its emphasis more on the advertising of office automation & prima division.
 Manpower is less at sale officer level so that it affecting directly on the
way of sale.
 The company is focusing many security products at a same time.
 The effective selling schemes are not available like payment on installments.

Goals of company are:

“Godrej in Every Home and Work place”

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 Services/Product of the company

AEROSPACE

Godrej Aerospace, engaged in hi-tech aerospace manufacturing activities, started

in 1985 with development of critical, high-precision spacecraft components, made
out of exotic alloys. Currently, they make systems for land, air and outer space
application equipment.

APPLIANCES

Godrej Appliances began its journey in 1958 with the very first refrigerator in
India. Today, it has a market presence in white goods such as refrigerators, air
conditioners, washing machines and microwave ovens.

AV SOLUTIONS

Godrej AV Solutions provides AV (audio/visual) products and solutions that

seamlessly integrate audio, video, display, lighting equipment and system controls.
Pan India presence, reliable after-sales support and innovative designs give them a
differentiating edge

BATTERIES

Godrej has an international range of consumer batteries and allied products in

partnership with GP Batteries, one of the world’s largest manufacturers of
consumer batteries. The product range includes zinc chloride, alkaline and
rechargeable batteries, a range of chargers and torches.

CONSTRUCTION

The Construction business of Godrej & Boyce Manufacturing Company Limited

began in 1948. Godrej Construction has complete in-house capacities for
architectural and structural design and construction of industrial and residential

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projects. It has also constructed warehouses, offices and Godrej Bhavans in
metropolitan cities like Delhi, Kolkata, Chennai and Hyderabad.

ELECTRICALS & ELECTRONICS

Godrej Electricals and Electronics cater to the needs of customers in the areas of
energy and environment. They provide all types of engineering services in
electrical, electronics, compressed air technology, busbar systems, instrumentation
and telecommunication and automation technology.

INTERIO

Godrej Interio is India’s largest furniture brand. They design products, set up
processes and use raw materials that are eco-friendly to ensure preservation of
natural resources. The product offerings include home and office furniture, along
with solutions for laboratories hospitals and healthcare establishments, education
and training institutes, shipyards and naval requirements, auditoriums and
stadiums.

LAWKIM MOTORS

Lawkim is a specialist motor manufacturer, in business since 1961. Lawkim joined

Godrej in October 2008. Along with the calibration laboratories in Mumbai, Pune
and Vapi, it has now has started a new laboratory in Chennai.

LOCKS

The Godrej story began in 1897 with the manufacture of locks. Godrej Locking
Solutions & Systems provides locking solutions that reach homes, offices,
industries and the hearts of millions of people in India and around the world for
whom ‘locks’ means Godrej.

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MATERIAL HANDLING

Godrej Material Handling has a state-of-the-art manufacturing facility at Vikhroli,

Mumbai with a capacity to manufacture over 200 forklifts and completely overhaul
12 trucks every month. Godrej is possibly the only material handling equipment
manufacturer in the country today to develop new models and attachments to suit
market requirements in an extraordinarily short time.

PRECISION ENGINEERING

Godrej Precision Engineering delivers customized solutions meeting exacting

quality requirements for high technology applications in nuclear power, defense,
wind and other engineering sectors. It has a legacy of over five decades of machine
tool building experience. It has built on this unique experience for developed
capabilities for system integration.

PROCESS EQUIPMENT

Godrej Process Equipment is a leader in fabricating unit static equipment for

process industries. Established in 1976, Godrej Process Equipment manufactures
the entire range of process equipment for end-users in core industry segments like
refineries, petrochemicals, fertilizers, oil and gas, chemicals, pharmaceuticals and
power around the world.

SECURITY SOLUTIONS

Godrej Security Solutions offers diverse security product solutions including

technologically advanced sphere-like cameras with analytics, substance detectors
(bomb, bullets and narcotics), X-ray baggage scanners, biometrics and access
control systems, burglary and fire-resistant safes, road blockers and marine
solutions.

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STORAGE SOLUTIONS

Godrej Storage Solutions are pioneers, visionaries and market leaders for over five
decades in India in the field of storage and material handling with products ranging
from slotted angle shelving, selective pallet racking to integrated man-less
intelligent warehousing solutions

TOOLING

Godrej Tooling is among the country’s most advanced tool rooms. Since inception,
it has emerged as a key player in design, manufacture and proving of tools. The
product range includes pressure dies, casting dies, thermo-compression moulds,
complex and large sheet metal tooling for auto panels and progressive dies.

VENDING

Godrej Vending produces high-quality table-top beverage vending machines for

the world market in collaboration with Veromatic International BV of the
Netherlands. The latest technologies, stringent quality control and excellent after
sales service are the key ingredients that have made Godrej Vending a trusted
name.

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 Competitors of Godrej

Major competitors of Godrej are:

LG

Samsung

Whirlpool

Videocon

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 Environment of company

The work culture in Godrej supports learning at every stage of one’s work life.
Opportunities in learning are available in the technical, functional, behavioral,
general management and leadership areas through options like EDPs (Executive
Development Programs), MDPs (Management Development Programs), E-
learning and On the Job exposure to International Practices.

Respect and recognition of performance is an inextricable part of Godrej work

culture. Consistent performance becomes the benchmark for growth opportunities,
job rotations, remuneration, reward and recognition. They provide equal
opportunities to their employees to grow both horizontally & vertically through
cross functional, cross business and cross location job rotations. This gives
immense opportunities to professionals to add value to them & to satisfy their
career aspirations.

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 Literature Review

“We are successful as a company not because of products we sell, but because of
the people who make these products.”

When the Head of multibillion dollar company has these thoughts, one can know
how important HR is to that company. Godrej continuously sights towards
betterment of their employees by various meaningful practices which keep them
motivated towards work such as various personal interactions with individuals,
solving their every problem. Various challenges they understand in upcoming HR
practices for company and they strive to overcome each and every situation are :
changing workforce dynamics, change in employee expectations, managing
diversity, outsourcing human resource, organizational restructure, work life
balance, how to retain same level of recruitment even in recession, performance
management, career development, competency development, participatory culture.
HR professionals can’t wait for change to occur. HR leaders must anticipate new
developments, embrace them and develop the strategies necessary for the
organization to succeed.

It is time for Human Resource practitioners to rethink their role and that of the HR
department, not only for the purpose of contributing to the organization's bottom
line, but also for their own survival. HR continues to balance the demands of
several different roles: business partner, internal consultant, operational and
administrative expert and both employee and employer advocate.
*Review of HR policy document of Godrej

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“People should be encouraged by things like awards given for corporate
governance practices.”

Adi Godrej, the chairman of Godrej group has introduced an Economic Value
Added to focus the company on long term shareholder value. EVA assesses the
performance of a company and its management through the idea that a business is
only profitable when it creates wealth and returns for shareholders, thus requiring
performance above a company's cost of capital.

EVA as a performance indicator is very useful. The calculation shows how and
where a company created wealth, through the inclusion of balance sheet items.
This forces managers to be aware of assets and expenses when making managerial
decisions. This gradually helped company to grow financially.
*Review of Global Business Journal

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 HRP Practices

HRP is understood as the process of forecasting an organization‘s future demand

for, and supply of, the right type of people in the right number. It is only after this
that the HRM department can initiate the recruitment and selection process. HRP is
a sub-system in the total organization planning.

Planning at Godrej:

 The costs of Human Resource planning are kept minimal as each plant/
profit centre has its own Personal Department which provides all the
respective plant‘s requirements. Each Personal Department comprises
of four members.
 The short term planning is conducted by each plant‘s personal
department with each team’s respective heads.
 The Long term planning is performed by superiors of each
department in accordance with company’s interests and objectives.
 The internal detailed planning is planned by each team separately.
 In this way, it is lesser time consuming, energy, economic and also
effective. The decisions are agreed upon by most of the team members
so they are more focused, clear, satisfied that even they have a say in
the working and meeting the targets set.
 They also work for succession planning where they have introduced 100
leaders programme where these, top 100 employees are identified across the
organization having the leadership potential in them. These employees are
differentiated, trained and their careers are tracked for their grooming in the
leadership roles in future

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 Recruitment – Selection – Interview of Candidate

Recruitment: Recruitment is understood as the process of searching for and

obtaining applicants for jobs, from among whom the right people can be selected.
Theoretically, recruitment process is said to end with the receipt of applications, in
practice the activity extends to the screening of applications so as to eliminate
those who are not qualified for the job. Recruitment refers to the process of receipt
of application from job seekers. In reality, the term is used to describe the entire
process of employee hiring. There are recruitment boards for railways, banks and
other organizations. B school talks about campus recruitment. In newspapers too,
recruitment is frequently used to connect the process of employment.

RECRUITMENT IN GODREJ:

 The requirement of work force arises when a post gets vacant that happens
due to promotion and/or when an employee leaves the organization.
 There are vacancies all round the year.
 In case it doesn’t have availability of human resources to meet the
requirement, then it contacts and takes help from the mother pool and in this
way requirement is met. Mother pool is a database system where all
resume’s and work force is directed to the requirement. In this procedure,
semi-skilled employees can also be employed. Incase of specializations,
outside advertisement and help is sought for.
 Then it is announced through websites of Godrej to all of its branch offices
regarding the vacancy, designation, work expected out of them, minimum
requirements of applying, etc.
 An outside applicant can also apply for the post.
 Employees in the other branches can also apply for change of place or kind
of work. E.g. an employee working in Ahmadabad branch as an accounts
executive can apply in Mumbai branch for any post in only the next level,
including he has capabilities.

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  Also there is campus recruitment. Their campus recruitment programme is
geared towards nurturing young talent and helps them make a smooth
transition from B-schools and colleges to the work place. Through the
empowered internship programme as also the robust induction which
involves stimulating assignments and myriad projects across functions and
businesses they provide challenging and fulfilling career options to their
young leaders.

Recruitment and selection are the two crucial steps in the HR process and are often
used interchangeably. There is, however, a fine distinction between the two steps.
While recruitment refers to the process of identifying and encouraging prospective
employees to apply for jobs, selection is concerned with picking the right
candidates from a pool of applicants. Recruitment is said to be positive in its
approach as it seeks to attract as many candidates as possible. Selection on the
other hand is negative in its application in as much as it seeks to eliminate as many
unqualified applicants as possible in order to identify the right candidates.

SELECTION IN GODREJ:

 In most cases employees currently working with Godrej are given more
preference if they are qualified and fulfill the requirements needed for the
post. In case of specialized services, outside sources are sought for.
 Then all of them are interviewed and the appropriate one is chosen. The
other resumes are preserved for future reference and support. The
management prefers selecting an internal employee for any vacancy. E.g.
mostly, subordinates working with the deputy are preferred in case of
vacancy of a deputy manager. In case of expansion also, internal employees
are sought for first. In this presently working employees get a lot of
opportunities of growth.

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Selection/Interview Process at Godrej:

It consists of three rounds-

1. General Intelligence
2. Essay Writing
3. Interview

General Intelligence:

 It doesn‘t mean General Knowledge questions but it stands for right

thing at right time.
 For clearing this round, there is no need for special preparations but
there is the time limit.

Essay Writing:

 Candidates have to write an essay of 200 words on any of the topic

given:
1 – Globalization
2 – Covid -19 Pandemic and its effect on Indian Economy

Interview:

 This is final round consisting of simple technical and HR related

questions.
 Once the candidate passes all the round candidate is eligible to work
for Godrej.

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 Job Analysis
To realize the ambition - double the size of the company and halve the
environmental footprint - Godrej need people with a desire to win, a passion for
consumers and drive to take their personal performance to an even higher level.

Job Description

Key Responsibilities
 Human Capital Development
 Business Results
 Business Process
 Brighter Living

The incumbent would be responsible for the following:

 Training and development of sales field staff for better canvassing and reach
to market and expanding channels
 Increasing dealer and retail coverage of locks and other products
 Achieving objectives for area of sales, outstanding and inventory
management
 Carrying out product data analysis and sales forecasting
 Implementing marketing policy and expense control for the area
 Working towards delivering customer delight and unlocking the potential of
the product in the market.

Qualification Details Essential Qualification:

 Degree in Engineering / Graduate in any discipline

Preferred Qualification:
 Degree in Engineering / Graduate in any discipline with Post Graduate
Qualification in Management

Essential Experience:
 2 years of work experience for Degree in Engineering OR3 years of work
experience for Graduate in any discipline

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Preferred Experience:
 Relevant work experience in Retail Sales

Special Skill Essential:

 Knowledge of:
- Commercial aspects
- Sales in consumer durables and dealer based network

Job Specifications

Skills required for job at Godrej:

 MIS
 Sales
 Customer Relations
 Customer Service
 Delivery
 Development of sales
 Retail sales
 Data analysis
 Human capital
 Expense control
 Consumer durables
 Sales forecasting
 Inventory management
 Retail
 Capital
 Training

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 Performance Evaluation
 It is the process of obtaining, analyzing, and recording information about the
relative worth of an employee to the organization.
 Godrej’s expectation from employee is: “If you are an energetic, creative
professional with a burning desire to perform, learn and grow– Godrej could
well be right place to build your career.”

 Methods followed by Godrej are:

1. Behaviorally anchored rating scales
2. 360 – degree appraisal
3. Management Assessment Process
4. Rating System

Behaviorally Anchored Rating Scales (BARS):

 The different performance levels of employees are shown by the side of the
scale, with each level described in terms of specific behavioral example,
either good or bad performance.
 This method specifies the various dimensions to be rated in behavioral terms
and makes use of critical incidents to explain the various levels of
performance
 In this method, an employee’s actual job behavior is judged against the
desired behavior by recording and comparing the behavior with BARS.
 Developing and practicing BARS requires expertise knowledge.

360 – Degree appraisal:

 360 degree feedback, is most comprehensive appraisal where the feedback
about the employee’s performance comes from all the sources that come in
contact with the employee on his job.
 360 degree appraisal has four integral components:
1. Self appraisal
2. Superior’s appraisal
3. Subordinate appraisal
4. Peer appraisal
 Self appraisal gives a chance to the employee to look at his/her strength
and weaknesses, his achievements, and judge his own performance.

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  Superior’s appraisal forms the traditional part of the 360 degree
performance appraisal where the employee’s responsibilities and actual
performance is rated by the superior.
 Subordinates appraisal gives a chance to judge the employee on the
parameters like communication and motivating abilities, superior’s ability
to delegate the work, leadership qualities etc.

Management Assessment Process

 Management Assessment is a tool to help ensure the long-term competitive
strength of the organization.
 Management Assessments are particularly useful in situations relating to
changes in senior management, succession planning, mergers or
acquisitions, identification of senior executive development needs and to
identify strength and weaknesses of organization.

Rating System
 The rating system is given against commitments:
a) This is given on all meeting expectations.
b) This is given if not a single work is done.
c) Exceeds expectations.
d) Substantially exceeds expectations.

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 Compensation Plan

 Godrej employees are provided Flexible Benefit plan which is that portion
of salary that can be received as against different expenses, to primarily
save on income tax. Employees have the freedom to design (play around)
their salary structure within the FBP amount, based on anticipated
expenses.
 Some of the allowances included in this plan are:
1. Housing rent allowance
2. Conveyance allowance
3. Leave Travel allowance
4. Medical Reimbursement
5. Telephone Reimbursement
 They are also provided bonuses, given option of profit sharing.
 They are also paid on their merit according to rating and work done by
them for betterment of organization.
 They are also provided stock options if they want to avail.
 Various insurance, retirement benefits etc are also provided
 Top level officers and managers are provided company’s contribution to
provident fund with basic salary.
 Company car with driver.
 Leave with fix pay not exceeding 30 days of leave.
 Maternal compensation with full pay of six months.

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 Incentives and Benefits
 There are various incentives and benefits provided by Godrej:
1. Employees who have succeeded in achieving goals and expectations
by company are thanked, praised and Achievement Certificate are
given on Annual meet.
2. They are also availed monetary reward, gifts, employee referral
awards with commission on referring candidate to Godrej.
3. They are also extra discount on products.
4. Various company paid family trips, sponsored dinner with family,
sports event, etc.
 These all activity help them to retain employees, increase productivity and
teamwork within the group.

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 Learning and Understanding

In the present scenario administrative professionals to change managers and

strategic business partners, the role of HR has entirely changed. In today's
aggressive global market it has become necessary for organization to expand
internationally to gain competitive advantage. Globalization has forced
organization and their human resources functions to redefine their strategies. It is
necessary for the management to invest considerable time and amount, to learn the
changing scenario of the Human Resource Department in the 21st century. In order
to survive the competition and be in the race, HR Department should continuously
update itself with the transformation in HR suitable HR Policies that would lead to
the Achievement of the organization as well as the individual's goals should be
formulated. HR Practitioners of every organization and also for those who have
significant interest in the area of Human Resource Management should realize the
growing importance of human resource and understand the need to build up
effective HR strategies. Peoples are important assets. Placing this value on
employees, requires the organization to emphasize on human resource practice,
including reward for superior performance, measures of employee satisfaction,
careful selection of employees, promotion from within, and investment in
employee development.

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 Conclusion
 Godrej provides diverse HR practices then all other companies which help in
developing their reach and better employee turnover.
 Some of the practices which can learned from Godrej are:
1. They provide external workshops to train their employees.
2. Flexi work environment which helps to make balance in work life and
robust talent management.
3. Godrej Fellows Program in which every year 12 candidates from
entire company are selected for future.
4. Godrej LOUD is new and creative approach which attracts talent from
various B- school campus from India.
 These all practices of Godrej makes them successful and unique than other
companies.

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 References

 www.godrej.com
 http://provigator.com/godrej-consumer-products-ltd
 http://industrialrelations.naukrihub.com/employee-welfare.html
 https://glassdoor.com
 https://godrejcp.com
 Notice of AGM Godrej

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