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hul reward and recognition


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hul reward and recognition

  1. 1. 1. INTRODUCTION OF THE TOPIC “Rewards and recognitions are fine; but they should be focused onshowing people that we truly appreciate their efforts.” The Task Force on Employee Recognition, in conjunction with theDepartment of Human Resource Management (DHRM), revised Policy 1.20, EmployeeRecognition Programs for all full-time and part-time classified, restricted, ―at will‖ andhourly employees. This policy promotes programs that recognize employees‘contributions to the overall objectives and efficient operation of State Government.Employees complain about the lack of recognition regularly. This project report will help company to motivate more employees byknowing their thoughts about their award and recognition. Employee recognition is acommunication tool that reinforces and rewards the most important outcomes peoplecreate for your business. Managers who prioritize employee recognition understand the power ofrecognition. They know that employee recognition is not just a nice thing to do forpeople. When you recognize people effectively, you reinforce, with your chosenmeans of recognition, the actions and behaviors you most want to see people repeat. Aneffective employee recognition system is simple, immediate, and powerfullyreinforcing. Employees feel cared about and appreciated. It may seem simplistic, butpeople who feel recognized and cared about produce more and better work. 1.1 Rewards vs. Recognition:- Employees not only want good pay and benefits, they also want to be valued and appreciated for their work, treated fairly, do work that is important, have advancement opportunities, and opportunities to be involved in the agency. Recognition and rewards play an important role in work unit and agency programs to attract and retain their employees. It is the day-to-day interactions 1
  2. 2. that make employees feel that their contributions are appreciated and that they are recognized for their own unique qualities. This type of recognition may contribute to high morale in the work environment. So, it‘s extremely important that managers, who communicate the agency goals to employees, are included in the development of recognition programs. Although these terms are often used interchangeably, reward and recognition systems should be considered separately. Employee reward systems refer to programs set up by a company to reward performance and motivate employees on individual and/or group levels. They are normally considered separate from salary but may be monetary in nature or otherwise have a cost to the company. While previously considered the domain of large companies, small businesses have also begun employing them as a tool to lure top employees in a competitive job market as well as to increase employee performance. As noted, although employee recognition programs are often combined with reward programs they retain a different purpose altogether. They are intended to provide a psychological—reward a financial—benefit. Although many elements of designing and maintaining reward and recognition systems are the same, it is useful to keep this difference in mind, especially for small business owners interested in motivating staffs while keeping costs low.1.2 What’s most important In a Recognition Program:- a) The recognition program does not exclude any employee b) The employees know exactly what should be accomplished in order to earn recognition and rewards c) The managers success is tied to the employees success 2
  3. 3. TO SENIOR TO TO MANAGERS OFMANAGEMENT EMPLOYEES PROGRAM Increases Satisfies Includes efficient productivity recognition Needs administration Improves attitudes Creates positive Excites employees Builds loyalty and recognition Creates pride commitment experience Pleases management Generates positive Provides a wide Involves all feedback selection of employees Empowers the attractive, Develops a workforce personalized partnership with the Assures efficiency awards workforce Provides timeliness of recognition Guarantees quality of award (Table No-1.1, Most imp in recognition program)1.3Designing a Reward Program:- The keys to developing a reward program are as follows: Identification of company or group goals that the reward program will support. Identification of the desired employee performance or behaviors that will reinforce the companys goals. 3
  4. 4. Determination of key measurements of the performance or behavior, based on the individual or groups previous achievements. Determination of appropriate rewards Communication of program to employees. “Process of Designing a Reward” • Identification of company or group goals that the reward program 1st will support • Identification of the desired employee performance or behaviors 2nd that will reinforce the companys goals • Determination of key measurements of the performance or 3rd behavior, based on the individual or groups previous achievements • Determination of appropriate rewards 4th • Communication of program to employees 5th (Figure No-1.1, Process of Designing a Reward)1.4Types of Employees:- a) Commercial / Admin / HR / Manager - Its represents a highest level of supervision besides this a manager is required to carry out planning, organizing, directing, coordinating, and controlling all the functions. b) All India Employee Cadre - It represents a higher level of supervision besides the tasks of supervision and guidance an 4
  5. 5. Employee is required to carry out planning, co-ordination and control functions of a much more significant measure. c) Unit Employee - It represents the first level of supervision and the primary responsibilities include overseeing work of operatives and has a definite supervision discretion content in the job design. d) Office Staff - This level is the clerical staff in the various departments.1.5 Schemes:- Purpose: a) To recognize the achievements of the employees b) To motivate the employees to perform better c) To increase the sales revenue and the profit margins of the company Monthly On The Spot Quarterly CUSTOMER DELIGHT DELIGHT SOM A-T BOOK SAQ TOTB (Figure No-1.2, Schemes)1.5.1 In Brief schemes use in HUL:- 1) SOM:- 1. This is a performance based award. Rating of the employees is done on the grade basis. According to company rules. 2. These grades are given on the basis of achievements of targets by manager or supervisors, best five should be 5
  6. 6. selected. This is monthly awarded. The ratings are as follows: E Exceeded the targets i.e. achieved targets more than assigned. F Fully achieved the targets i.e. achieving exact targets as assigned. P Partially achieved target i.e. achieving some of the assigned targets N Not achieved the targets at all2) Customer Delight:- 1. This is a performance based award. An employee has to deal with internal and external customer both. 2. The employees get to fill a customer delight form on the basis of which candidate is selected. 3. Maximum of 5 employees can be selected for this award. The employees must possess these qualities to get this award:- Least number of complaints, Most speedy delivery, Most accurate data, Most orderly data. 6
  8. 8. 3) A-T Book: 1. All achievements of the employees can be talked in this monthly book & gives them recognition. 2. This is a very good way of public recognition. 3. As every employee loves to be recognized at his working place and amongst the people he works with, this is a very effective form and way of recognizing ones performances. 4. This book will be circulated at the beginning of every month. This book consists of: Detailed information about the employees who have achieved some milestone during the month The detail of the day and month of the achieved milestone. Birthday wishes are sent to the employees through this book. Various articles or precious experiences of employees. 4) SAQ: 1. This is a performance based award. 2. Rating system is required. 3. These grades are given on the basis of achievements of targets, best five should be selected. 4. This is a quarterly award where employees are rated for a quarter and then the deserving candidate is awarded. 8
  9. 9. The ratings are as follows: E Exceeded the targets i.e. achieved targets more than assigned. F Fully achieved the targets i.e. achieving exact targets as assigned. P Partially achieved target i.e. achieving some of the assigned targets N Not achieved the targets at all.5) TOTB: 1. This is the way of idea/suggestion management. 2. An issue can be put up and employees can be asked to give their suggestions or ideas on the concerned issue. 3. Web based applications like emails can be used to collect and evaluate the suggestions/ideas. 4. Idea/suggestion board can be put up in the cafeteria and learning center, as these places are easily accessible to all employees. 5. Best ideas would be collected on the monthly basis but rewarded on the quarterly basis. Feedback can be given to the employee through:- Web Through phone, Voice mails etc. 9
  10. 10. 6) On the Spot Award : 1. This is an on the spot award 2. This award can be given to the employees for their on the spot attitude towards some particular situation 3. This is a mere recognition for good and humble gestures towards peer and presence of mind throughout. 4. Their managers give this award to the employee as they can keep a constant observation on their employees. According to this scheme employees can be awarded: To the employees for their on the spot attitude towards some particular situation For good and humble gestures towards peer and presence of mind throughout 10
  11. 11. 2. COMPANY PROFILE2.1 History In the summer of 1888, visitors to the Kolkata harbor noticed crates fullof Sunlight soap bars, embossed with the words "Made in England by LeverBrothers". With it began an era of marketing branded Fast Moving ConsumerGoods (FMCG). Soon they launched Lifebuoy in 1895 and other famous brandslike Pears, Lux and Vim. Vanaspati was launched in 1918 and the famous Daldabrand came to the market in 1937. In 1931, Unilever set up its first Indiansubsidiary, Hindustan Vanaspati Manufacturing Company, followed by LeverBrothers India Limited (1933) and United Traders Limited (1935). These threecompanies merged to form HUL in November 1956. HUL has also set up a subsidiary in Nepal, Unilever Nepal Limited(UNL).The UNL factory manufactures HULs products like Soaps, Detergentsand Personal Products both for the domestic market and exports to India. In January 2000, in a historic step, the government decided to award 74per cent equity in Modern Foods to HUL, thereby beginning the divestment ofgovernment equity in public sector undertakings (PSU) to private sectorpartners. HULs entry into Bread is a strategic extension of the companys wheatbusiness. In 2002, HUL made its foray with the Ayush product range and AyushTherapy Centers. Hindustan Unilever Network, Direct to home business waslaunched in 2003 and this was followed by the launch of ‗Pureit‘ water purifierin 2004. In 2007, the Company name was formally changed to Hindustan UnileverLimited after receiving the approval of share holders during the 74th AGM on18 May 2007. 11
  12. 12. Brooke Bond and Surf Excel breached the Rs 1,000 crore sales mark the sameyear followed by Wheel which crossed the Rs.2, 000 crore sales milestone in2008. On17th October 2008, HUL completed 75 years of corporate existence in India. 12
  13. 13. 2.2 CHRONICLE OF HLL 1888: Sunlight introduced in India 1918: Vanaspati launched through imports 1931: Unilever registers company in India – Hindustan Vanaspati Manufacturing Company 1933: Lever Brothers India Limited incorporated to manufacture soaps 1935: United Traders Limited incorporated in India to market Personal products 1956: HVM, LBIL, UTL merge to form HLL 1958: HLRC starts functioning 1979: Chemicals complex commissioned in Haldia 1993: TOMCO merges with HLL 1994: JV, Kimberley-Clark Lever formed 1995: Lakme Lever formed 1996: HLL and BBLIL merge 1998: Pond s India Ltd merges with HLL. HLL acquires Lakme 2000: HLL acquires Modern Foods 2001: Project Shakti, HLL s partnership with rural Self Help Groups. Launch of HLL s e-tailing service-Sangam Max confectioneries launched 2002: Lever Ayush launched 2003: Launch of Hindustan Lever Network 2005: Launch of -Pureit water purifier 13
  14. 14. MISSIONUnilevers mission is to add Vitality to life. We meet everyday needs for nutrition, hygiene, and personal care with brands that help people feel good, look good and get more out of life. VISION To earn the love respect of India by making a real difference to every Indian HLL in north will be the best in class on customer delight in FMCG industry .. QUALITY POLICY “TO MEET THE EVERYDAY NEEDS OF PEOPLE EVERYWHERE” 14
  15. 15. 2.3 Awards & Recognition:- These are some highlights of recognition we have received from external bodies on our social, economic and environmental performance during 2009 and 2010. Awarded top Indian company in the FMCG sector for the third consecutive year at Dun & Bradstreet-Rolta Corporate Awards, 2009 HUL ranked fourth in the ‗Top Companies for Leaders, 2009 (Asia Pacific region) and 10th place in the global rankings in a survey carried out by Hewitt Associates HUL received the Award for Excellence in HR in 2010 from Confederation of Indian Industry (CII). This is a rigorous fact-based assessment which is conducted by a team of external assessors. HUL has won this award for the third consecutive year. Awarded Customer and Brand Loyalty Award by Business India & Business Standard in 2009 Awarded for Best Corporate Social Responsibility Practice at the Social & Corporate Governance Awards 08-09 by BSE, Nasscom Foundation and Times Foundation Awarded in the Category FMCG Manufacturing Supply Chain Excellence at the Third Express, Logistics & Supply Chain Awards by APL Logistics, India times, Mindscape, Business India Group in 2009 Our Orai unit received the Gold Excellence award and the Khalilabad unit received the Silver Excellence award in the environment category by Greentech Foundation in 2009 HULs Goa factory won a Gold Trophy at the Greentech Awards in 2009 the manufacturing sector category for their outstanding work in Safety Management 15
  16. 16. Project Shakti won the Silver Trophy at the EMPI-Indian ExpressIndian Innovation Awards, 2009Kwality Walls Swirls awarded The Franchisor of the year for the Ice-cream parlour category by Franchise India in 2009HUL brands have topped Brand Equitys ‗India‘s Most Trusted BrandsSurvey‘ rankings for 2010. Six HUL brands (Lux, Lifebuoy, ClinicPlus, Ponds, Fair & Lovely and Pepsodent) feature in the top 10 andeight in the top 20. All together there are 17 HUL brands among the‗100 most trusted brands‘ in the 2010 survey. Additionally, five HULbrands (Fair & Lovely, Lifebuoy, Lux, Pepsodent and Pond‘s) featuredin the list of ten Hall of Fame brands. In 2009, three HUL brandsfeatured in the top ten, and seven in the top twenty.Received CNBC AWAAZ Consumer Awards in six categories for2010: - Green Company of the Year - Value for Money Brand of the Year - Ad Effectiveness Award - Marketer of the Year award across all categories -Most Preferred Personal Care Company in FMCG category (for the third consecutive year) -Most Preferred Home care Company in FMCG category (for the third consecutive year)HUL was felicitated for receiving the highest number of patents in theyear 2009 at Annual Intellectual Property Awards 2010. The award wasinstituted by Confederation of Indian Industry (CII) in association with 16
  17. 17. Department of Industrial Policy & Promotion (DIIP) and Intellectual Property India (IPI) in New Delhi.2.4 Role of Social Responsibility HUL:- Corporate Social Responsibility (CSR) in Hindustan Lever Limited (HLL) is rooted in its Corporate Purpose - the belief that "to succeed requires the highest standards of corporate behavior towards our employees, consumers and the societies and world in which we live". HLLs CSR philosophy is embedded in its commitment to all stakeholders - consumers, employees, the environment and the society that the organization operates in. HLL believes that it is this commitment which will deliver sustainable, profitable growth. Furthering this rich tradition of contributing to the community, HLL is focusing on health& hygiene education, women empowerment, and water management. In addition to these important platforms, HLL is also involved in a number of community support activities, like education and rehabilitation of special or underprivileged children, care for the destitute and HIV- positive, and rural development. In recognition of these initiatives, HLL received the prestigious TERI-CSR Special Award for the year 2002-03 from The Energy and Resources Institute (TERI). As is well known, TERI, which was established in 1974, is world famous for its commitment to and initiatives in every aspect of sustainable development.2.5 Quality Policy:- Unilever‘s mission is to meet everyday needs for nutrition; hygiene and personal care with brands that help people feel good, look good and get more out of life.2.6 Our Commitment:- To win consumers‘ confidence and loyalty, we need to consistently deliver branded products of excellent quality. We understand 17
  18. 18. the different needs of our consumers and customers and strive to develop and deliver superior brands to ensure that they‘re the preferred choice. And by applying consistently high standards, we‘re able to do things right first time, cut waste, reduce costs and drive profitability. Our Quality Policy describes the principles that everyone in Unilever follows, wherever they are in the world, to ensure that we are recognized and trusted for our integrity, the quality of our brands and products, and the high standards we set.2.7 HUL Hierarchy:- CEO AND MANAGING DIRECTIOR CHIEF FINANCIAL OFFICER EXECUTIVE DIRECTOR, HOME & PERSONAL CARE EXECUTIVE DIRECTOR SUPPLY CHAIN (Figure No-2.1, HUL Hierarchy)2.8 Brands of HUL:- Over the past 70 years, HLL has introduced about 110 brands, most, of which have become household names in the country. HLLs brands - like Lifebuoy, Lux, Surf Excel, Rin, Wheel, Fair & Lovely ,Ponds, Sunsilk, Clinic, Pepsodent, Close-up, Lakme, Brooke Bond, Kissan, Knorr-Annapurna, Kwality Walls are household names across the country and span many categories - soaps, detergents, personal products, tea, coffee, branded staples, ice cream and culinary products. 18
  19. 19. 2.9 Financial Highlights and Brands Segmental Revenue Net Sales Rs. 19,401 Crores Net Profit Rs. 2,306 Crores 1) Soaps and Detergents 44.6% 2) Personal Products 29.7% 3) Beverages 11.9% 4) Processed Foods 4.6% 5) Ice creams 1.4% 6) Exports 5.6 7) Others 2.2% 6%2% 1% 1 4% 2 12% 45% 3 4 5 30% 6 7 (Chart No-2, Financial Highlights and Brands) 2.10 Sales Turnover:- The Company has over 16,000 employees and has an annual turnover of around Rs.19, 401 crores (financial year 2010 - 2011). HUL is a subsidiary of Unilever, one of the world‘s leading suppliers of fast moving consumer goods with strong local roots in more than 100 countries across the globe with annual sales of about €44 billion in 2011. Unilever has about 52% shareholding in HUL. 19
  20. 20. 2.11 Distribution Network of HUL:- HULs distributed its products through a network of about 7,000 redistribution stockiest covering about one million retail outlets. The distribution network directly covers the entire urban population. The general trade comprises grocery stores, chemists, wholesale, kiosks and general stores. Supermarket Villages IT 20
  21. 21. 3. INDUSTRY PROFILE Hindustan Unilever Limited (HUL for short) is engaged in themanufacturing of Soaps and Detergents, Personal Products, Beverages, Foods,etc. at its plant at Khamgaon, District Akola. Khamgaon Unit are engaged invarious kinds of manual jobs based on skills required at different levels It iscontended that the contribution of the Khamgaon Unit was a paltry 2.6% to theoverall annual turnover of the company, which was Rs.16,345 Crores. Total 700employees. Unilever is committed to diversity in a working environment wherethere is mutual trust and respect and where everyone is responsiblefor the performance and reputation of our company. We willrecruit, employ and promote employees of our company. The Soap Factory at Khamgaon started operations in 1987. Now,Khamgaon factory produces DFA, Toilet Soaps, Pears (Exports & Domestic),Dove, Laundry Soaps and Soap Bits. Over the years Khamgaon has acquired the capability of leadingInnovation Delivery for soaps in HLL in addition to being the cost/lossreduction leader. Also, the TPM depth & width (as measured in HLL) is highestin Khamgaon (the score being more than 95%). The factory is also a pioneer insoaps cascade changeover time reduction which now is the lowest in UnileverAsia. Khamgaon respond to market needs and transform itself from a toiletsoaps producer to a manufacturer of low end laundry soaps to the premiumsoaps like Dove. It has successfully integrated the DuPont Safety Systems in thesafety pillar. People at Khamgaon are now highly skilled and they are not onlysupporting the unit‘s growth but also providing the helping hand for other unitsin India and outside India. 21
  22. 22. Khamgaon factory has won many awards in safety. The site has won thebest creative kaizan Award in national kaizan championship, & chairman awardfor behavioral safety.The unit has earned a niche for itself as the leader in innovations they are asfollow: 1. Dove was started at khamgaon for first time in Asia 2. Twin color soap-first time in HUL3.1 Market Share of Hul Kahamgao Products:- 100% 50% 0% LUX WHEEL BREEZ LIFEBOY PEARS (Chart No-3.1, Market Share) COMPETITOR COMPETITOR 22
  24. 24. 4. SCOPE OF THE STUDYThe criterion followed for measuring these schemes are performances,creativity/ innovation, potential etc. to reward employees in HUL.This study will give knowledge about reward and recognition schemescurrently running in the organization.Study will help company to know about which reward and recognitionschemes appreciated more.The study will help HUL to recognized eligible employees and rewardthem timely.This study will provide effective schemes to motivate more and moreemployees. 24
  25. 25. 5. OBJECTIVE OF THE STUDYEmployee recognition is limited in most organizations. Employeescomplain about the lack of recognition regularly. Managers ask, ―Whyshould I recognize or thank him? He‘s just doing his job.‖ And, life atwork is busy, busy, and busy. These factors combine to create workplaces that fail to provide recognition for employees. Thus noenthusiasm to work. So to increase enthusiasm in the workers.To motivate more employees by knowing their thoughts about theiraward and recognition. An effective employee recognition system issimple, immediate, and powerfully reinforcing. Employees feel caredabout and appreciated.To study employee orientation program in HUL. Does employeessatisfaction serves to achieve performance improvement, achievement ofbusiness results.To study which R&R schemes HUL uses to motivate employees. Whatare the parameters for selecting employees? Does employee want anyincentive or bonus schemes? Does employees work is evaluated on aregular basis.To study what is regular period for rewarding and recognizingemployees.To study whether employees are personally satisfied while workingwith HUL. Are they satisfied with the benefit package or not.The working forces of HUL all play a significant role in the continuousprogress of the company. Hence it is essential to keep them motivatedand keep their spirits high.The broad objective of the study was to provide the working forcesof HUL with some new reward and recognition schemes so thatthey could feel appreciated and recognized and rewarded timely fortheir precious efforts as they are the assets of the company. 25
  26. 26. To study importance of improvement in performance and efficiencyof employees.To study the deep knowledge and understanding about whatshould constitute the Reward and Recognition schemes for theworking force of HUL.So the objective was to make Reward and Recognition Schemefor the working force by going through the work plan to itemployees within the branch, and without making any changes inthe work plan setting certain milestones and allot point systemfor those milestones which could be further be implemented forthe benefit of the working force of HUL Khamgao. 26
  27. 27. 6. RESEARCH METHODOLOGY Research in simple terms, refers to a search for knowledge. It is alsoknown as the art of scientific investigation. Thus, research is an original additionto the available knowledge, which contributes to its further advancement. It is anattempt to pursue truth through the methods of study, observation, comparison andexperiment.6.1 Research design:- A research design helps to decide upon issues like what, when, where,How much, by what means, etc., with regard to an enquiry or a research study. Theresearch design is the conceptual structures within which research is conducted. Exploratory Research Research Design Descriptive Casual Research Research (Figure No-6.1, Research design) 1. Exploratory Research Design:- Exploratory research focuses on the discovery of new ideas and is generally based on secondary data. 27
  28. 28. 2. Descriptive Research:- Descriptive research is undertaken when the researcher want to know the characteristics of certain groups. 3. Casual or Experimental Researches:- An experimental research is undertaken to identify causes and effect relationship between two variables. In this project Descriptive Research design method is used.6.2Data collection- Data collected from two methods they are explain below- A) Primary Data:- Information which is gathered directly from the original source. Primary data collection is necessary when a researcher cannot find the data needed in secondary sources Following are some type of colleting primary data- Survey, Observation, Interview, Questioner. In this project I have taken primary data from survey, observation, and questionnaires. B) Secondary Data:- Data which is are taken published and unpublished copies it is known as secondary data. Following are some types of secondary data- Books, Magazine, 28
  29. 29. Printed articles, E-mails. In this project I have gathered information from internet, magazines, and printed articles.6.3Sample Design:- Measuring a small portion of something and then making a general statement about the whole thing. This is a process of selecting a number of units for a study in such a way that the units represent the larger group from which they are selected. Research without sampling may be too costly and time consuming. Sampling reduces the study population to a reasonable size that expenses are greatly reduced. 6.4.1 Population:- Hindustan Unilever Limited is engaged in the manufacturing of Soaps and Detergents, Personal Products, Beverages, Foods, etc. at its plant at Khamgaon with 700 employees. So my considered population will be 700. In this respective plant data is also collected from HR department total population are 20. 6.4.2 Sample Size:- Data is going to collect from different departments of HUL. In this project my sample size will be 100.For HR department my sample size is 10. 29
  30. 30. 6.4Sampling Method:- Probability Sampling Non-Probability Sampling (Figure No-6.2, sampling methods) There are two types of sampling method one is probability method and another is non probability method. They are explaining as follow. 30
  31. 31. 1. Probability Sampling- The sample is a proportion (a certain percent) of the population and such sample is selected from the population by means of some systematic way in which every element of the population has a chance of being included in the sample. Probability Sampling (Figure No-6.3, Probability Sampling)a) Pure Random Sampling- This type of sampling is one in which everyone in the population has an equal chance of being selected in the sample. 31
  32. 32. b) Systematic sampling- This is used when the subjects or respondents in the study are arranged in some systematic or logical manner such as alphabetical arrangement and geographical placement.c) Stratified Sampling- The process of selecting randomly, samples from the different strata of the population used in the study it contributes much to the representative of the sample.d) Cluster sampling- Used when the population is so big or the geographical area of the research is so large.2. Non-Probability Sampling- Quota sampling Non- Purposive Snowball Probability sampling sampling Sampling Accidental Sampling (Figure No-6.4, Non-Probability Sampling) 32
  33. 33. a) Accidental Sampling- This is picking out people in the most convenient and fastest way to immediately get their reactions to a certain hot and controversial issue.b) Purposive Sampling- The respondents are chosen on the basis of their knowledge of the information desired.c) Quota Sampling- As discussed earlier, sampling everybody and everything is quota sampling.d) Snowball Sampling- Also called network, chain, or reputational, this method begins with a few people or cases and then gradually increases the sample size as new contacts are mentioned by the people you started out with. Selection of best and reasonable Rewards and recognition schemes for employees is based on the studies of different department employees expectation to study them better I will be using stratified sampling method. And from the non-probability sampling I have used accidental sampling. So that data will be collected by picking out people in the most convenient and fastest way to immediately get their reactions. 33
  34. 34. 6.5 Method of data collection:– Data collection means gathering information for related survey. There are many methods available to gather information. The most important issue related to data collection is selecting the most appropriate information. The most important issue related to data collection is selecting the most appropriate information. Survey, Panel (in-depth technique) Questioner. Questionary Survey Observation RESEARCH DATA (Figure No-6.5, Method of data collection) 34
  35. 35. 7. DATA ANALYSISData Analysis:- After all the above steps are completed now the important step is data analyzing and interpretation. For this there are various analytical and statistical tools. Some of these tools are Percentage, Average, etc. Once the data have been tabulated, interpreted and analyzed, the researcher has to prepare a report. The report consists of findings of the research studies and recommendations also. Report writing needs some skills, which can be develop with practice. The researcher should follow certain principles while writing a report. These principles include objectivity, clarity of ideas and use of charts and diagrams. A good research report should effectively communicate its research findings. 35
  36. 36. (I) Employees Q 1. How long has you worked with the organization? Purpose - To know how long employees are working in the organization. Respondent Responses 1-2 years 15% 3-5 years 25% More than 5 years 60% (Table No-7.1, working experience of employees)70% 60%60%50%40% 1-2 year 100=15%30% 25%20% 15% 3-5 year 100=25%10% 0% More than 5 year 1-2 year 3-5 year More 100=60% 100=15% 100=25% than 5 year 100=60% (Chart No-7.1, working experience of employees) Interpretation:- From above data I interpret that most of the employees are working in a company from more than 6 yrs. out of 100% respondent 60% respondent are having more knowledge of R&R policies used by HUL compare to other employees who are working in the company. 36
  37. 37. Q 2. Would you describe your role in the organization as satisfactory? Purpose- To know whether employees think they are doing properwork to achieve company companies goal. Researcher Respondent Yes 85% No 15% (Table No-7.2, Satisfaction level) 15% Yes 100=85% No 100=15% 85% (Chart No-7.2, Satisfaction level)Interpretation:– From above data I interpreted that 85% respondent are sayingtheir role in the organization satisfactory according to them. Only 15%are not unsatisfied about their role in the organization to achievecompany‘s goal. 37
  38. 38. Q 3. Does boss treats all employees equally?Purpose – To know company is using fair policies with everyone or not. Respondent Responses Yes 84% No 16% (Table No-7.1, Equality in organisation)100% 84%80% 60% Yes 100=84% 40% N0 100=16% 16% 20% 0% Yes 100=84% N0 100=16% (Chart No-7.3, Equality in organisation)Interpretation:- From the above data I interpreted that 84% of the employees arehappy with their boss. And 16% respondent thinks that boss is unfair withthem. 38
  39. 39. Q 4. Does your job give you a sense of personal satisfaction? Purpose- To know employees are satisfied with their job. Respondent Responses Yes 87% No 13% (Table No-7.4, Personal satisfaction)100%80%60% Yes 100=87%40% No 100=13%20% 0% Yes 100=87% No 100=13% (Chart No-7.4, Personal satisfaction) Interpretation:- From the above data I interpreted that 87% of employees out of 100% are gaining personal satisfaction and 13% are not gaining personal satisfaction. It means that HUL is doing well in giving personal satisfaction to their employees by providing some monetary and non- monetary benefit to eligible employees. 39
  40. 40. Q 5. Are you satisfied with your benefit package?Purpose – Main purpose of this question to know employees opinionabout their benefit package. Respondent Responses Yes 81% No 19% (Table No-7.5, Benefit package) 19% Yes 100=81% No 100=19% 81% (Chart No-7.5, Benefit package)Interpretation:– HUL provide many benefits package to employees. 81% ofworkers are seems to be happy with benefit packages provided by theHUL. Only 19% of the workers are unsatisfied with current benefitpackage of the company. 40
  41. 41. Q 6. Which type of rewards offered in your organization? Purpose- To study which type of rewards company offer to organization. Respondent Responses Monetary 50% Non-monetary 50% (Table No-7.6, Rewards offered in HUL)100%80%60%40%20% 0% Monetory 100=50% Non-monetory 100=50% (Chart No-7.6, Rewards offered in HUL) Interpretation:- HUL Company uses both the type of rewards to reward their employees. Monetary and non-monetary both. 41
  42. 42. Q 7. What are the parameters for selecting employees for awards?Purpose - To know on which basic company reward their employees. Respondent Responses Maintaining discipline in 0% working procedure Brining new ideas 20% Accuracy in work 20% Performance 70% (Table No-7.7, Parameters for selecting employees) 0% 10% Maintaining discipline in working procedure 100=0% Brining new ideas 20% 100=10% Accuracy in work 100=20% 70% Performance 100=70% (Chart No-7.7, Parameters for selecting employees) 42
  43. 43. Interpretation:– There are basic four parameters to give R&R to employees. Likemaintaining discipline in working procedure, brining new ideas,accuracy in work, performance. Out of all this parameters R&R ismostly given on the basis of performance. About 70% of the rewards aregiven on the basis of the performance, remaining 30% on the basis ofnew ideas and accuracy in work. 43
  44. 44. Q 8. How many employees should be selected for rewards? Purpose- from 700 employees how many employees should get reward at regular intervals. Respondent Responses Between 1-5 17% Between 5-10 23% Between 10-15 35% Between 15-20 25% (Table No-7.8, Employees’ expectation numbers)35%30% Between 1-5 100=17%25%20% Between 5-10 100=23%15% Between 10-1510% 100=35%5% Between 15-200% 100=25% Between Between Between Between 1-5 5-10 10-15 15-20 100=17% 100=23% 100=35% 100=25% (Chart No-7.8, Employees expectation numbers) Interpretation:- Employees expecting more number of rewards from company. According to employees 35% is given between 10-15, 25% to between 15- 20 and 17% to 23% in between 1-10. 44
  45. 45. Q 9. How often employees should be rewarded? Purpose-To knows employees expectation from the company for rewards. Respondent Responses Once a month 53% Once in three month 21% Once in a six month 15% Once in a year 6% (Table No-7.9, Rewarding interval) 6% Once a month 15% 100=53% Once in three month 100=21% Once in a six month 21% 58% 100=15% once in a year 100=6% (Chart No-7.9, Rewarding interval)Interpretation:- From the above data I interpret that 53% of the employees wantrecognition for their work in a month. And 21% want reward in a everythree months, Most of the employees what rewards for every threemonths and only 6% of the employees want reward and recognition in ayear. 45
  46. 46. Q 10. Do employees want any new incentive or bounce schemes? Purpose-To knows desire of employees. Respondent Responses Yes 98% No 2% (Table No-7.10, New incentive or bounce)100% 50% 0% Yes 100=94% No 100=6% (Chart No-7.10, New incentive or bounce) Interpretation:– Reward and recognition schemes are mainly to motivate employees to work in the organization. According to total employees in the organization 94% of the employees want more new incentive or bounce schemes in the HUL. Only 6% out of 100% doesn‘t want new schemes. 46
  47. 47. Q 11. Do you think employees should be encouraged to give their opinions Or suggestions while deciding R&R policies? Purpose- To know whether they are interested to take active part in companies R&R policies or they are very much happy with companies‘ decisions. Respondent Responses Yes 86% No 24% (Table No-7.11, Suggestions while deciding R&R)100%50% Yes 100=86% No 100=24% 0% Yes 100=86% No 100=24% (Chart No-7.11, Suggestions while deciding R&R) Interpretation:– From collected data I interpreted that 86% of the HUL employees seems to be interested in taking part in the making of schemes of reward and recognition. Only 24% employees don‘t want to take part in the policy making. 47
  48. 48. Q 12. From the following R&R scheme which scheme you like most? Purpose- To know which reward and recognition schemes employees like most. Respondent Responses SOM 33% RECOGN 17% IDEA MGMT 27% ON SPOT 13% CUST DELITE 10% (Table No-12, Mostly likely schemes) 35% 33% 30% 27% 25% 20% 17% 15% 13% 10% 10% 5% 0% SOM RECOGN IDEA ON D CUST MGMT SPOT DELIGHT (Chart No-12, Mostly likely schemes)Interpretation:- From above data I can interpreted that employees like SOM most fromthe entire scheme given by the organization. Which is followed by the IDEAMGMT. 48
  49. 49. Q 13. Do you have any REWARD AND RECOGNITION schemes running currently in your organization? Purpose- To know is there any R&R current schemes in organization. Respondent Responses Yes 100% No 000% (Table No-7.13, R&R in HUL)100% 90% 80% 70% 60% Yes 100=100% 50% No 100=000% 40% 30% 20% 10% 0% Yes 100=100% No 100=000% (Chart No-7.13, R&R in HUL) Interpretation:– 100% respondents say they are having rewards and recognition schemes. None of the respondent says that they are not having reward and recognition schemes. It says that HUL is using some scheme in organization for their employees to motivate them. 49
  50. 50. Q 14. Do you evaluate field employees on a regular basis? Purpose- To know managers role on giving rewards to employees. Respondent Responses Yes 100% No 000% (Table No-7.14, Field employees on a regular basis)100%80%60% Yes 100=100%40% No 100 =000%20% 0% Yes 100=100% No 100 =000% (Chart No-7.14, Field employees on a regular basis) Interpretation:– HUL HR department evaluate employees on a field at a regular level. So 100% respondents said yes. It says that managers evaluate employee‘s performance to achieve company‘s goal. 50
  51. 51. Q 15. Do you find it necessary to ommunicate with the employees issues such as future work prospects, success and failure of the company? Purpose -To know whether manager think that this point‘s discursion is important to improve company‘s performance. Respondent Responses Yes 60% No 40% (Table No-7.15, Necessary to communicate)80%60% Yes 100=60%40% No 100=40%20%0% Yes 100=60% No 100=40% (Chart No-7.15, Necessary to communicate) Interpretation:- Out of 100% of respondent 60% of respondent says that they find it necessary to communicate with the employee‘s issues such as future work prospects; success and failure of the company because of these employees get positive motivation to achieve their goal. And 40% says that it‘s not necessary. 51
  52. 52. Q 16. Do you have a pay-for-performance policy that rewards good performing employees?Purpose - To know policies used by manager for performance. Respondent Responses Yes 100% No 000% (Table No-7.16, Pay-for-performance policy)100%80%60% Yes 100 = 100%40% No 100 = 000%20% 0% Yes 100 = No 100 = 100% 000% (Chart No-7.16, Pay-for-performance policy)Interpretation:- HUL is using pay-for-performance policy that rewards goodperforming employees. 100% respondent said that HUL uses pay-for-performance policy. Due to these employees start showing goodperformance. 52
  53. 53. Q 17. Does reward and recognition serve these goals?a) Employee SatisfactionPurpose: - To know does reward and recognition provide employeessatisfaction in the organization. Respondent Responses Yes 80% No 20% (Table No-7.17, Employee Satisfaction)80%70%60%50%40%30%20%10% 0% Yes 100 =80% No 100=20% (Chart No-7.17, Employee Satisfaction)Interpretation: - After doing survey we come to know that HUL departmentthinks that reward and recognition program help to achieve companysatisfaction. 80% of the officers are agreeing with this only 20% areopposing this. 53
  54. 54. b) Performance improvement Purpose: To know does reward and recognition provide Performance improvement in the organization. Respondent Responses Yes 70% No 30% (Table No-7.18, Performance improvement)80%70%60%50% Yes 100 =70%40% No 100=30%30%20%10%0% Yes 100 =70% No 100=30% (Chart No-7.18, Performance improvement) Interpretation: - This question interpreted that after getting reward or recognition by the company 70% of the officer said they have seen positive motivation in work of employees.30% officers said no. 54
  55. 55. c) Achievement of business results Purpose: To know does reward and recognition help company to achieve the business results. Respondent Responses Yes 85% No 15% (Table No-7.19, Achievement of business results)90%80%70%60%50% Yes 100 =85%40% No 100=15%30%20%10%0% Yes 100 =85% No 100=15% (Chart No-7.19, Achievement of business results) Interpretation: - This help to know that 85% of the officers think that reward and recognition help to achieve business result. Due to increase in the performance level of the employees. And 15% of the employees don‘t think that way. 55
  56. 56. 8. FINDING This project was undertaken as a one related to HR. Hence it was totallybased on information collected within company. Within the company the mainsources were the information provided by employees of various departmentslike: legal, HR, administration, finance, sales, logistics, and market research. Hence on that basis only some findings can be drawn, which are asfollows: Most of the employees are working in the organization from more than five years; it means that most of the employees in the HUL have a good knowledge about the R&R schemes used in the organization. 85% of the employees think that they are doing well to achieve organization goals. They are getting good returns from the company for their efforts. HUL knows all duties very well toward their employees. They treat all employees equally. 84% of the employees think that boss treat all employees equally. And only 16% employees are not agreeing with. While working with HUL employees get personal satisfaction. They get benefit packages for their appreciative work and they also get pay for performance policy.81% of worker are satisfied with benefit package. HUL give monetary and non- monetary type of rewards. Parameter for rewarding employees is mostly on the basis of their performance about 70%. On the basis of accuracy of work is 20%, and on the basis of new ideas 20%. Employees want some more reward and recognition schemes in HUL. They want to participate in the decision making process related to R&R policies. Employees are evaluated on filed regularly. Which help officer to give them rewards or recognized their work. Officer also fined it necessary to communicate with the employees issues such as future work prospects, 56
  57. 57. success and failure of the company. Officers think that R&R servescompanies goal.According to all employers the rewards and recognition are must as theyserve the goals like- 1. Employee satisfaction 2. Performance improvement 3. Achievement of business resultsAccording to all the employers the reward and recognition is a must notonly for the individual employee but also if there are certain projectteams in the organization. 57
  58. 58. 9. LIMITATIONWhile doing this project, a few problems were faced which are mentioned below. While conducting survey, respondents were very reluctant to hand out correct information. Also they were not interested to give out information, as it was company specific and confidential. In many cases, they just refused to spare any time. In many cases, respondents just filled the questionnaire hastily without giving proper thoughts to the questions to save their time; therefore, information provided might be biased. All expenses of the project are born by me, which become heavy on their pocket. Since the project duration was only two months, time constraint limits the area of study. As the information about the work plans of employees was to be collected from the employees themselves, to use it for making the rewards and milestones, therefore to get the information from the people on work was another limitation. The people from whom the information was collected were always busy in their work, so time was a major constraint. To get the appointments from the HR personnel was a time consuming and a difficult task. 58
  59. 59. 10. SUGGESTIONS AND RECOMMENDATIONS As per the findings of the survey the monetary as well as the non- monetary awards both are equally important but the main aim is to reward or recognize employees time to time. The recognitions like congratulatory cards, wall of fame, public applause, and public recognition is of great importance. Performance should be considered criterion for rewarding. There should be rewards or recognitions such that the employee can get to celebrated the reward with his family members as well. The get together or parties within the branch, such that the employees get to interact and communicate with their colleagues, is of great importance. The managers should make sure that he has one-to-one interactions with their employees and colleagues. The rewarding system should be such that the reward being given to the employee means something to him/her, i.e. the reward should have meaning for the recipient. Rewards should always be achievable and not out of reach by employees. These rewards should be used as reward for their extra effort and it has to other then the incentives/bonus, which gets added to their salary. Rewards should be visible to all the employees. Spontaneous awards such as: on the spot awards are very motivating and boost the recipients‘ confidence to a great level. The professionalism shown in the way of presenting the reward is also interpreted as a worthwhile recognition. Rewards should be appropriate to the level of accomplishment received. The tenure of the rewards monthly, quarterly or instantaneous. 59
  60. 60. There should be a separate committee in the branch that would takecare of all the work related to the rewarding and recognizing.People at the managerial level generally get rewarded or recognizedquite often and easily, but the organization should also take care of thepeople at the officers and the staff and the sub-staff level and shoulddefinitely have schemes for motivating them as well.The organizations should always consider the employees also whilemaking some new policies or should involve the employees in basiclevel decisions, to create a feeling of belongingness, in the employee,towards the organization.It may seem simplistic, but people who feel recognized and caredabout produce more and better work.Managers should know that employee recognition is not just a nicething to do for people. Employee recognition is a communication toolthat reinforces and rewards the most important outcomes peoplecreate for your business.Informal or spontaneous recognition can take the form of privilegessuch as working at home, starting late/leaving early, or long lunchbreaks.A job well done can also be recognized by providing additionalsupport or empowering the employee in ways such as greater choiceof assignments, increased authority, or naming the employee as aninternal consultant to other staff.Symbolic recognition such as plaques or coffee mugs withinscriptions can also be effective, provided they reflect sincereappreciation for hard work. These latter expressions of thank. 60
  61. 61. 11. CONCLUSION As Per The Questionnaires Filled Up, The Following ConclusionsCan Be Drawn:- Employees should be given star of the month, where the best 3-5 employees should be awarded for their performances on a monthly basis, based on ratings. Employees are praised or recognized on a daily basis through some meetings etc. Idea/suggestion awards, where the employees are awarded if they manage to provide the organization with some extraordinary suggestion etc. Recognition or a means through which the achievements of the employee are recognized, something similar to achievement talk book. Recognition of employees through the intranet as well as every employee very frequently surfs the intranet. Company concern customer delight as an important aspect. Opinion of their employees should be considered while making the schemes of reward and recognition. The reward and recognition is treated as compulsion as it serves different purposes or uses like-makes the employees more confident, creates feeling of belongingness towards the organization, motivates the employees to work better. The Recognitions were considered to be more successful according to the employers. Increments and bonuses or cash awards are common to all organization. 61
  62. 62. 12. BIBLIOGRAPHYWhile doing this summer training project to formulate a Reward andRecognition schemes for the employees of HLL, I needed opinions andguidance from some authorities on similar matters. In this direction, Icame across the following books and magazines, which I have gonethrough for reference; they are-BOOKS: -1. Brandi JoAnna. "9 Ways to Keep Employees Engaged." Entrepreneur. 2nd Edition, Published On 12th April 2005, Publisher Brandi Education Pvt Ltd. New Delhi. Page no. 1572. Nelson Bob ―1001 ways to reward and recognize your employee” 1st edition 2008, published by Education Pvt Ltd New Delhi, Page no.863. Gregory Smith “Dynamic rewards energies your team”3rd edition 2007,published by Hill Publishing Company Pvt Ltd. Page no.339WEBSITES: On 18.9.2011 at 2.25 3.8.2011 at 8.15 On 2.8.2011 62
  63. 63. QUESTIONNAIRENAME:DESIGNATION:Sir, Madam,I am a summer trainee in HINDUSTAN LEVER LIMITED,specializing in HR. I am working on a project Rewards andRecognition for employees, my target category is the employeeswithin the branch. My aim is to prepare some rewards andrecognition schemes for these employees as their jobs aremonotonous and they do not receive any rewards andrecognitions for their contribution. These schemes will be a greathelp to make their jobs more interesting and motivate them toperform better. So I would need your help to know a few thingsabout your company regarding this topic.(I) Employees1. How long have you worked with the organization? 1-2 years 3-5 years More than five years2. Would you describe your role in the organization as satisfactory? Yes No 63
  64. 64. 3. Does boss treats all employees equally? Yes No4. Does your job give you a sense of personal satisfaction? Yes No5. Are you satisfied with your benefit package? Yes No6. Which type of rewards offered in your organization? Monetary Non monetary.7. What are the parameters for selecting employees for awards? Maintaining discipline in working procedure Brining new ideas Accuracy in work Performance8. How many employees should be selected for rewards? Between 1-5 Between 5-10 Between 10-15 64
  65. 65.  Between 15-209. How often employees should be rewarded? Once a month Once in three months Once in six months Once in a year10. Do employees want any new incentive or bounce schemes? Yes No11. Do you think employees should be encouraged to give their opinions Or suggestions while deciding R&R policies? Yes No12. From the following R&R scheme which scheme you like most? SOM RECOGN IDEA MGMT ON SPOT CUST DELITE 65
  66. 66. (II) Human resources department 13. Do you have any REWARD AND RECOGNITION schemes running currently in your organization?  Yes  No 14. Do you evaluate field employees on a regular basis?  Yes  No 15. Do you find it necessary to communicate with the employees issues such as future work prospects, success and failure of the company?  Yes  No 16. Do you have a pay-for-performance policy that rewards good performing employees?  Yes  No 17. Does reward and recognition serve these goals?  Employee Satisfaction  Performance improvement  Achievement of business results 66