RALLIS INDIA LTD.
Person contacted:- Mr..Vasant Khanolkar.
Situated at:- Vashi.
Agrochemical and petrochemicals.
“Employees are one of the members who strive for companies
business and name.”
Thus they follow certain principles in respect of employees
PRINCIPALS FOLLOWED BY THE
COMPANY IN RESPECT OF DEALERS.
Share the gain as well as pain. When time is good, company
share the profit with its dealers. When times are bad they
protects its dealer by providing various facilities
Extraordinary employees support.
It means giving supportive services to employees to catter their
needs quickly.It helps to satisfy employees quickly and
They communicate with their employees fully, frequently and
honestly.there is no secret between firm and employees.
Company always prefers their dealers as personal friend. They
always ask about their family and so on. It increases sense of
belongings to employees.
Facilities provided by firm.
•Canteen facility. Spittoons.
•Restroom. Proper breaks.
•Toilets. Monetary benefits.
•Gardens. Training facility.
•Houses. Yoga center.
•Healthy working conditions. Meditation room.
Person contacted:- Mr.Ashok Wani.
Situated at:- Dahisar.
Adhesive manufacturing unit.
No. of employees:- 25
They consider that employees are their main assets.
Goodwill of the company depends upon employees promptness
They always motivate employees by giving the monetary and
non monetary incentives.
They arrange seminars and special training programs for them.
Firm always take efforts to develop them.
Firm also follow appraisal system.
Open membership is main principle.
Sun and soil doesn’t take place.
Conflicts between employees are quickly resolve for betterment
Employees gets proper direction for smooth working.
•DEVELOPMENT of HUMAN RESOURCES has evoked a great deal of
interest in recent year.
•Development refers to those learning opportunities designed to help
•It provides general knowledge and attitudes which will be helpful to the
employee in higher position.
WHAT IS DEVELOPMENT.
•Development can be defined as the modification of behavior through
•It provides for employees to do better in existing jobs and prepares
them for greater responsibilities in the future.
•Continuous GROWTH AND DEVELOPMENT of employee makes
an organization viable and it adapts it self to changing condition.
PURPOSE OF DEVELOPMENT.
To ensure increase in productivity.
Improvement of quality.
To improve organizational climate..
To make possible an increase in compensation.
Enhancing employees motivation..
Improvement of health and safety.
Prevention of obsolesces..
Personal growth of individual.
Greater responsibilities in future.
The production of work to required standards of quality, quality, cost
The development of staff, by skill and knowledge , to meet the
foreseeable needs of the organization.
! HIGHER PRODUCTIVITY.
! INCREASED EFFICIENCY IN OPERATION.
! A SAFE AND HORMONIOUS WORKING ENVIRONMENT.
To improve performance of the trainee on the job and to develop him
as an individual.
It includes behavioral training,department wise training & so on.
It helps to cut down the cost & save the time.
Trainees are managers,employees & so on.
Godrej sends its employees to the various Public Training Programs.
It includes conferences and other industries.
The R & D department is mostly given outhouse training.
The people undergo such training generally train others.
Sales team known as “Parivartan group”
Perform different functions like the trainees are trained for six
months in house.e.g..classroom training is given.
Mr..Arvind Nadkarni gives presentation and teaches
communication skills to the employee.
GODREJ has a well designed and administered evaluation
They seeks information in every aspects.
Feedback form is circulated among employees.
Information is thoroughly studied and the resultant information
is included in the future raining programe.
Earlier outsiders were called for giving training
but from the past two years the “parivartan
group” is providing good training to the
TAINING AND DEVELOPMENT PROGRAMME
TATA HR GURUKUL.
Leadership is an idea whose time has come. In the
knowledge era, leadership often comes as a result of a
single, powerful idea. In the years to come, the best ideas
will triumph, irrespective of what nation or culture they
come from. Organizations are performance systems that
process great ideas into frames of action. Organizational
leadership in the knowledge era will come from
imagination, speed and quality of execution of ideas.
Human values are assimilated ideas that have stood the
test of time. Values provide the knowledge framework for
powerful and positive action. Values also provide leverage
points for sustainability of any human enterprise. A values
system provides a clear reference point for mobilizing the
right idea at the right time. Leadership is nothing but an
expression of deeply held human values.
Leaders transform information into insight – the source of
innovation and change – through which an organization is
propelled from the gravitational pull of the past to the
grand vista of the emerging future, setting into motion a
cycle of vision, integration, action and transformation.
The Tata group believes in creating a corporate leadership
based on human values. Identifying, incubating and
developing leaders is the group's prime HR strategy for
the knowledge era. TMTC's leadership courses are
among its most important, capped by its tiered executive
It is not enough to develop a dynamic and creative
corporate strategy. Key personnel at all levels in the
organization need to develop a clear understanding of
the strategy that the company is trying to execute. More
important, that strategy must be translated into a
definition of the capabilities that the company needs to
succeed. The sum total of these events is successful
TMTC develops senior managers in the design of
organizations to support business strategies. It has
programmes in creating strategic alliances, strategies in
creating competitive advantage, managing and
measuring business performance and developing
strategic business leaders.
3-Tiered Tata leadership Seminars
The Tata Group has adopted a three-tiered approach for
developing leadership potential in the Group. Pursuant to
this approach, several training and development initiatives
have been identified and are being actioned upon.
On the training front three key Leadership Programmes
have been identified. These are :
Executive leadership seminar..
Group leadership seminar.
Young managers seminar.
Tata Group Strategic Leadership Seminar
This is a 6-day intensive programme anchored around
case studies developed in and conducted in collaboration
with HBS. It is currently in its fourth year of
implementation. Top and senior management
professionals, like business and functional heads, or those
with potential to assume such roles in the near future are
invited to participate in this programme.
Tata Group Executive Leadership Seminar
This is a 13-day intensive programme anchored around case
studies developed with one of the best management institutes in
the world. Senior and middle management professionals, such
as people reporting to business heads, functional heads or
people with potential to take on such roles in the short to
medium term, to participate in this programme.
YOUNG MANAGERS SEMINAR.
Tata Group Young Managers Leadership Seminar
Aimed at young managers expected to assume future
leadership roles in the Group, the guiding philosophy behind
this Seminar is :
To demonstrate leadership, young managers need an
appreciation of the functional areas that impact organizational
Functional areas must be understood in the context of the
interrelationship they have with each other and the business
strategy, in creating and sustaining competitive advantage for
To translate their knowledge and understanding and
thereby create an impact on the organisation they need to
Based on the above philosophy, the Seminar would address the following three
Delivering customer value through integrated marketing and operations
Role of strategy and finance in creating and sustaining competitive advantage
Business leadership in changing times
These modules are being developed by TMTC in collaboration with different
professionals who have identified expertise in specific areas. Professionals
involved include people from IIMs; University of Michigan, USA; and Centre for
Creative Leadership, USA. In between these modules, participants have to
explore areas either at their workplace or in the Group, where they can apply
their learnings through a project or a problem solving approach.
Young promising managers from middle to junior levels of management will be
invited to this programme Participants should ideally to be in the age group of
28 to 32 years.
TATA HR GURUKUL.
The Tata group recently launched Tata HR Gurukul, an initiative
which reflects the importance the group attaches to professional HR
practices. The Gurukul was created to enable all Tata managers to
develop critical HR skills, to leverage the competitive advantages of
their businesses through appropriate HR practices.
HR Gurukul provides a six-month programme package. Each
programme has eight learning segments, associated with various HR
areas. Each segment is divided into half-day units focusing on two
problem-solving workshops. The projects have to be undertaken at
the workplace while being on-the-job.
The Gurukul programme is linked with other Tata Group HR
initiatives like the Tata Business Excellence Model (TBEM),
the Balanced Scorecard and the Wayne Brockbank model.
The programme addresses the aspect of competence in all
managers to provide quality HR processes and systems as
required under TBEM. The programme adopts the holistic
approach enshrined in the balanced scorecard and
emphasises quantitative data and measurement parameters in
executing HR actions. Its segments are contoured on the
The programme specializes in the application of HR principles,
organizational design, performance management, employee
relations, community relations, HR strategy and change
management. It also focuses on some other key areas like
learning, education, careers and staffing.
HR Gurukul aims at maximizing the business impact of HR.
Participants are expected to learn to analyze compensation survey
data, mapping a business process, mapping competencies,
carrying out role analysis, handling change management issues
and managing separation at the work place.
On the job facilities included the practices
which given by the enterprise within the
ON THE JOB METHOD.
CASE STUDY METHOD.
Case study method is an excellent way of developing analytical
skills.This method was developed by the Harvard Business
It is a written description of an actual situation in the business
which provokes in reader the need to decide what is going on,
what the situation really is or what the problem really are and
what can be and should be done.
Preparation for the case.
Oral case analysis.
Applying the case study method.
It is actioned oriented behavior situation.the purpose of the
action situation is to have participants generated their own data
about each of the key concept to be studied or understood.
The major objective of position rotation method is the
broadening of the background of trainee in the organization.
It provides information in all functional area to employees.
OFF THE JOB METHOD.
It includes the external facilities.
In this some times firm invites faculties from
outside or organize development program
outside the firm.
T group method.
It is an educational technique in which some problem,involving
human interactions,real or imaginary,is presented,then
spontaneously acted out.this is followed by discussion and
analysis to determine what happened and why and how the
problem could be better handled in future.
T-groups are process oriented.
It lead to understanding of the self and contribute towards
organizational change and development through training in
attitudinal changes in the participants and creating better team
It is a group training method that uses intensive participation
and immediate feed back for self analysis and change.
According to Indian management thoughts and practices some
ethos are very important such as
Dignity of work
a balanced life.
Indian culture more oriented towards cooperation.
It focuses to show respect to others.
It says that leader should develop the followers in such a
manner that along with the job skills values need to be
IT also belives in NISHKARMA KARMA.
It maintains balance between spiritualism and materialism.
All these things giving importance to EMPLOYEES