Project on Rewards Recognition Schemes Staff Officers HLL

A

SUMMER TRAINING

PROJECT REPORT

ON

REWARDS AND RECOGNITION SCHEMES

FOR STAFF AND OFFICERS OF HLL

FOR

HINDUSTAN LEVER LIMITED

(Regional Office, Gurgaon)

SUBMITTED BY:

MONICA TIKOO

MBA (HUMAN RESOURCE)

(2004-2006)

VISHWAKARMA INSTITUTE OF MANAGEMENT

www.final-yearprojects.co.cc | www.troubleshoot4free.com/fyp/

ACKNOWLEDGEMENT

I sincerely wish to acknowledge a deep gratitude for valuable guidance;

suggestions and generous help extended to me by MS. AMRITA PADDA (BRANCH HR

MANAGER) and MS. SHIVANI KAPOOR (HR OFFICER). I thank them for being the

source both of helpful criticism and of encouragement.

I take this opportunity to thank all the members of HLL (gurgaon) who directly

and indirectly helped me in completing my report and a special thank to:

MS.NEETA JANMEJA (PAYROLL), MR.NIPPUN ANEJA (ASM, FOODS),

MR.RB SINGH (ASM, RURAL), MR.PRANAV ARORA (ASM, PP),

MR.PRAKASH GOYAL (MANAGER, LOGISTICS),

MS.SUDHA SHARMA (AIO), MR.CHANDER SHEKHAR (ADMINISTRATION),

MR.PR BHATTACHARYA (FINANCE), MR.CHANDER (AREA ASSISTANT, CSD).

Their encouragement during the difficult stages of this project, constructive discussions

and useful interaction has proved to be core moral support behind this achievement.

Then again this acknowledgement would remain incomplete without thanking my institute VIM and its faculty members.


Declaration

I, Monica Tikoo, a student of M.B.A of Vishwakarma Institute of Management,

Pune, here by solemnly declare that the project titled REWARD AND

RECOGNITION FOR STAFF AND OFFICERS with special reference to

HINDUSTAN LEVER LIMITED (Regional Office, Gurgaon) is my original work as

all the information and fact & figure produced in this report is based on my own

experience & study during my summer training under the department of HR in HLL

(Gurgaon) and has not been published previously any where in Magazine, Trade journal

or any other University or else where for the award of degree or Diploma.

Further I also declare that I have tried to my best to complete this project with

almost sincerity, honesty and accuracy. Even then if, any mistake or error has crept in I

shall most humbly request to reader to point out those error. Any suggestion regarding

this Project Report will be most welcome.

(MONICA TIKOO)

DATED: Student of VIM,Pune

PLACE:


TABLE OF CONTENTS

S.No.

CHAPTER

P.No.

(i) Executive Summary 5

(ii) Objective/Scope of the study 6

(iii) Company Profile 7

(iv) Schemes 27

(v) Finding And Conclusion 40

(vi) Suggestions And Recommendation 43

(vii) Limitations Of The Study 46

(viii)

Questionnaire 48

(ix) Annexure 53

(x) Bibliography 55


EXECUTIVE SUMMARY/INTRODUCTION

In spite of theoretical knowledge gained through classroom study, a person is

incomplete if not subjected to practical exposure of real corporate world and the

challenges and problems that one has to face at the actual work place.

In this context the study has been taken to make the person aware of happening of

the real business world. The project entitled REWARDS AND RECOGNITION FOR

STAFF AND OFFICERS

with the special reference to HINDUSTAN LEVER

LIMITED has been done in GURGAON as a summer training part of MBA program and

it helped me in understanding about the policies and procedures of a company and how

these should be formulate together so that they solve the real purpose. It also gave me a

chance to have an interaction with people at real workplace who are working at different

positions with different authorities and responsibilities.

The generosity & the patience of these people for spending their valuable time for

having discussions and interactions has also been a rich experience for me.

The study was made to formulate a manual by collecting relevant information about the

contents with the help of Questionnaire survey and face to face interaction with the HR

MANAGERS & HR OFFICERS of 7 other companies as well from the valuable

information & suggestions provided by the members of HLL itself (people from different

departments and the sales force members). Secondary data was collected from the other

manuals provided by the HR department and website of the company.

The final outcome of the study is various schemes of rewards and recognitions for

staff and officers of HLL, which will help them in getting motivated and improvising

their performances at work place


OBJECTIVE/SCOPE OF THE STUDY

The working forces of HLL all play a significant role in the continuous progress

of the company. Hence it is essential to keep them motivated and keep their spirits high.

The broad objective of the study was to provide the working forces of HLL (Northern

Region) with some new reward and recognition schemes so that they could feel

appreciated and recognized and rewarded timely for their precious efforts as they are

the assets of the company. This is important to improve their performance and

efficiency.

The schemes prepared are prepared keeping various important things in mind

like: the employee class, tenure of the schemes (monthly, quarterly etc),the

criterion of judgment etc.

The target employees are the ones working within HLL, North India, Gurgaon.

The numbers of employees are approximately 110. These employee are at the officers

and the staff level .The criterion followed for measuring these schemes are:

performances, creativity/ innovation, potential etc.

Therefore in order to have a deep knowledge and understanding about what

should constitute the Reward and Recognition schemes for the working force, a study

was conducted (with the help of questionnaires) in 7 other companies, which is well

known as benchmarking

So the overall/primary objective was to make Reward and Recognition Scheme for the working force by going through the work plan of the concerned department and its employees within the branch, and without making any changes in the work plan setting certain milestones and allot point system for those milestones which could be further be implemented for the benefit of the working force of HLL (northern region).



COMPANY PROFILE

PRESENT STATURE/INTRODUCTION

Hindustan Lever Limited (HLL) is India's largest Fast Moving Consumer Goods company, touching the lives of two out of three Indians with over 20 distinct categories in Home & Personal Care Products and Foods & Beverages. They endow the company with a scale of combined volumes of about 4 million tonnes and sales of Rs.10, 000 crores.

HLL is also one of the country's largest exporters; the Government of India has recognized it as a Golden Super Star Trading House.

The mission that inspires HLL's 36,000 employees, including over 1,350 managers, is to "add vitality to life." HLL meets everyday needs for nutrition, hygiene, and personal care with brands that help people feel good, look good and get more out of life. It is a mission HLL share with its parent company, Unilever, which holds 51.55% of the equity. The rest of the shareholding is distributed among 380,000 individual shareholders and financial institutions.

HLL's brands - like Lifebuoy, Lux, Surf Excel, Rin, Wheel, Fair & Lovely, Pond's, Sunsilk, Clinic, Pepsodent, Close-up, Lakme, Brooke Bond, Kisan, Knorr-Annapurna, Quality Wall's

are household names across the country and span many categories - soaps, detergents, personal products, tea, coffee, branded staples, ice cream and culinary products. They are manufactured in close to 80 factories. The operations involve over 2,000 suppliers and associates. HLL's distribution network, comprising about 7,000 redistribution stockiest, directly covers the entire urban population, and about 250 million rural consumers.

HLL has traditionally been a company, which incorporates latest technology in all its operations. The Hindustan Lever Research Center (HLRC) was set up in 1958, and now has facilities in Mumbai and Bangalore. HLRC and the Global Technology Centers in India have over 200 highly qualified scientists and technologists, many with post-doctoral experience acquired in the US and Europe.

If Hindustan Lever straddles the Indian corporate world, it is because of being single-minded in identifying itself with Indian aspirations and needs in every walk of life.


HISTORY OF HLL

In the summer of 1888, visitors to the Kolkata harbor noticed crates full of

Sunlight soap bars, embossed with the words "Made in England by Lever Brothers". With it, began an era of marketing branded and Packaged Mass Consumption Goods (PMCG). Leading, in 1933, to the formation of Lever Brothers India Limited, and finally Hindustan Lever Limited in 1956.

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


Our long-term success requires a total commitment to exceptional standards of performance and productivity, to working together effectively, and to a willingness to embrace new ideas and learn continuously. To succeed also requires, we believe the highest standards of corporate behavior towards everyone we work with, the communities we touch, and the environment on which we have an impact. This is our road to sustainable, profitable growth, creating long-term value for our shareholders, our people, and our business partners.

VISION To earn the love vnad 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 ..

MISSION Unilever's 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.

CORPORATE PURPOSE

Our deep roots in local cultures and markets around the world give us our strong relationship with consumers and are the foundation for our future growth. We will bring our wealth of knowledge and international expertise to the service of local consumers - a truly multi-local multinational.


HLL possess four values for the basis for the enthusiasm and self-esteem that make working towards achievement of our goals, meaningful. 1. ACTION

2. COURAGE

3. TRUTH

4. CARING

HOW DO HLL LIVE THESE VALUES IN SALES?

1. ACTION: Process of doing or acting, forcefulness, exertion of energy or influence.

Codes of Conduct

Speed without haste

Risk taking, passion

Consistency and Constancy to Purpose

Simplicity

2. COURAGE:

The state or quality of mind or spirit that enables one to face danger with self possession, confidence and resolution

Codes of Conduct

Ready to challenge and be challenged

Staying on Course

Resolute in face of adversity

Doing the right thing

3. CARING: To be concerned or interested

Codes of Conduct

Bonding

Responsiveness

Sincerity, respect, honesty (brutal honesty)

4. TRUTH:

Conformity to knowledge, fact, actuality, logic and Sincerity, honesty, integrity.

Codes of Conduct

VALUES

A principle, standard or quality considered worthwhile or desirable .


Rigour

Intellectual Honesty

Sincerity in our Interactions

Integrity

CODE OF BUSINESS PRINCIPLES

We want this Code to be more than a collection of high-sounding statements. It must have practical value in our day-to-day business and each one of us must follow these principles in the spirit as well as the letter.

a) Standard of Conduct

Unilever Group of Companies in India conduct their business with honesty and integrity and with respect for the interests of those with whom they have relationships.

(a) Obeying the Law Unilever companies are required to comply with the laws and regulations of the countries in which they operate.

(b) Employees Unilever companies are required to recruit, employ and promote employees on the sole basis of the qualifications and abilities needed for the work to be performed. Unilever is committed to providing safe and healthy working conditions for all its employees worldwide. The Companies believe it is essential to maintain good communications with employees, normally through company based information and consultation procedures.

(c) Conflicts of Interest The Group expects its employees to avoid personal activities and financial interests, which could conflict with their commitment to their jobs. Steps are taken to ensure that employees receive appropriate guidance in areas where such conflicts can arise.

(d) Public Activities Unilever neither supports political parties nor contributes to the funds of groups

whose activities are calculated to promote party interests. Unilever companies are encouraged to promote and defend their legitimate

business interests. In so doing they may either directly, or through bodies such as trade associations, raise questions and discuss particular government actions or decisions. Where their experience can be useful, they are encouraged to cooperate with governments, individuals, agencies and other organizations in the development of proposed legislation and other regulations which may affect such legitimate interests.

Unilever companies are also encouraged to respond to requests from governments and other agencies for information, observations or opinions on issues relevant to business and the community in which they operate.


(e) Product Assurance Unilever is committed to providing products which consistently offer value in

terms of price and quality, and which are safe for their intended use.

(f) Environmental Issues Unilever Group of Companies in India are committed to running business in an

environmentally sound and sustainable manner. Accordingly they aim to ensure that processes and products conform to the standards set by the Government of India through Environment Legislation s and have the minimum adverse environmental impact commensurate with the legitimate needs of the business.

(g) Competition The Companies believe in vigorous yet fair competition and support the

development of appropriate competition laws. Employees receive guidance to ensure that they understand such laws and do not transgress Indian laws on the subject.

(h) Reliability of Financial Reporting The Companies accounting records and supporting documents must accurately

describe and reflect the nature of the underlying transactions. No undisclosed or unrecorded account, fund or asset will be established or maintained.

(i) Bribery Unilever does not give or receive bribes in order to retain or bestow business or

financial advantages. Our employees are directed that any demand for or offer of such bribe must be immediately rejected.

(j) Application This Code applies to Unilever companies throughout the world. Where Unilever

companies participate in joint ventures the application of these principles will be actively promoted; this will significantly influence the decision to enter into or to continue in any joint venture.

(k) Compliance Compliance with these principles is an essential element in our business success.

The Unilever Board is responsible for ensuring these principles are communicated to, and understood and observed by, all employees. Day-to-day responsibility is delegated to the senior management of the regions and operating companies. They are responsible for implementing these principles, if necessary through more detailed guidance tailored to local needs. Assurance of compliance is given and monitored each year. Compliance with the Code is subject to review by the Board supported by the Audit Committee of the Board and the Corporate Risk Committee. Any breaches of the Code must be reported in accordance with the procedures specified by the Joint Secretaries. The Board of Unilever will not criticize management for any loss of business resulting from adherence to these principles and other mandatory policies and instructions. The Board of Unilever expects employees to bring to their attention or to that of senior management, any breach or


suspected breach of these principles. Provision has been made for employees to be able to report in confidence and no employee will suffer as a consequence of doing.

BUSINESS CATEGORIE

"TO MEET THE EVERYDAY NEEDS OF PEOPLE EVERYWHERE


BRANDS OF HLL

At HLL, the purpose is to meet the everyday needs of people everywhere. This

vision has made it India's largest packaged mass consumption goods company, with leadership in Home, Personal Care Products, Foods and Beverages. In New Ventures, the new entrants are in Healthcare, Confectioneries and Network Marketing. It is also one of the country's biggest exporters and have earned the distinction of a Super Star Trading House. Over the past 70 years, HLL has introduced about 110 brands, most, of which have become household names in the country.

HLL's brands - like Lifebuoy, Lux, Surf Excel, Rin, Wheel, Fair & Lovely, Pond's, Sunsilk, Clinic, Pepsodent, Close-up, Lakme, Brooke Bond, Kissan, Knorr-Annapurna, Kwality Wall's

are household names across the country and span many categories - soaps, detergents, personal products, tea, coffee, branded staples, ice cream and culinary products. They are manufactured in close to 80 factories. The operations involve over 2,000 suppliers and associates. HLL's distribution network, comprising about 7,000 redistribution stockists, directly covers the entire urban population, and about 250 million rural consumers.


HOW THE WORLD KNOWS HLL???

HLL is known world wide because of its quality products that are serving to the

consumers for the last 70 years. Following are the brands of HLL that themselves say everything about HLL s success as well as the trust & popularity that it enjoys among consumers:

THE PROFIT CENTRES OF HLL INCLUDE:

1. HOME AND PERSONAL CARE

PERSONAL CARE

FABRIC WASH

HOME CARE

SKIN CARE

HAIR CARE

ORAL CARE

DEODRANTS & TALCS

AYURVEDIC PRODUCTS& SERVICES

COLOR COSMETICS

BREEZE, LUX,DOVE ,HAMAM,LIFE BUOY, PEARS,LIRIL

WHEEL, SURF- EXCEL, RIN

DOMEX PONDS,FAIR &LOVELY

SUNSILK-NATU-RALS CLINIC

CLOSE-UP

PEPSODENT

AXE, REXONA ,POND S

AYUSH LAKME

2. FOODS

TEA COFFEE FOODS ICE CREAMS BROOKE - BOND,LIPTON

Bur KISSAN, ANNAPURNA

KWALITY WALLS

3. WATER

PUREIT WATER PURIFIERS

4. EXPORTS

HPC MARINE PRODUCTS

CASTOR RICE TEA

5. ENABLERS

INNOVATION DISTRIBUTION CREATING MARKETS NATIONWIDE MARKETS


PROFIT CENTRES


Each Profit Centre is self-sufficient with dedicated resources and assets in sales, marketing, commercial, and innovation and manufacturing. Some Profit Centres, like Detergents and Personal Products, in turn have been further reorganised into smaller self-sufficient business units around their categories with dedicated resources; they of course share certain resources of the Profit Centres to retain economies of scale.

Typically, each function within a Profit Centre - sales, marketing, commercial, and manufacturing - is headed by a General Manager or a Divisional Vice President. They, with the respective Executive Director, comprise that Profit Centre's Management Committee.

For managing sales operations, HLL divides the country into four regions, with regional branches in Delhi, Kolkata, Chennai and Mumbai. Headed by a Regional Manager, they comprise Regional Sales Managers and Area Sales Managers for each Profit Centre, assisted by dedicated field forces, comprising Sales Employees and Territory Sales Incharges.

In Marketing, each category has a Marketing Manager who heads a team of Brand Managers dedicated to each or a group of brands. The Brand Managers, wherever appropriate, focus exclusively on brand strategy or implementation.

The commercial team of a Profit Centre is responsible for its supply chain management. There are teams dedicated to sourcing, planning and logistics. Each division has a nationwide manufacturing base, with each factory peopled by teams of Production, Engineering, Quality Assurance, Commercial and Personnel Managers.

DISTRIBUTION NETWORK OF HLL:

How do you ensure that Mr. Ramesh in Kanyakumari gets his Lifebuoy soap and Mrs. Kulkarni in Jammu gets to know how Bru coffee tastes even before she has bought it? Well, you need to have a cutting edge distribution network in place.

Hindustan Lever's distribution network is recognized as one of its key strengths. Its focus is not only to enable easy access to our brands, but also to touch consumers with a three-

TO MEET THE EVERYDAY NEEDS OF

PEOPLE EVERYWHERE.


way convergence - of product availability, brand Communication and higher levels of brand experience.

HLL's products, manufactured across the country, are distributed 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. Hindustan Lever services each with a tailor-made mix of services. The emphasis is equally on using stores for direct contact with consumers, as much as is possible through in-store facilitators.

Supermarkets

self-service stores and supermarkets are fast emerging in metros and large towns. To service modern retailing outlets in the metros, HLL has set up a full-scale sales organization, exclusively for this channel. The business system delivers excellent customer service, while driving growth for the company and the store. At the same time, innovative marketing initiatives are taken to provide consumers with experience of its brands at the store itself, through product tests and in-store sampling.

Villages

HLL has also revamped its sales organization in the rural markets to fully meet the emerging needs and increased purchasing power of the rural population. The company has brought all markets with populations of below 50,000 under one rural sales organization. The team comprises an exclusive sales force and Exclusive redistribution stockiest, under the charge of dedicated managers. The team focuses on building superior availability, while enabling brand building in the deepest interiors. HLL's distribution network in rural India already directly covers about 50,000 villages, reaching about 250 million consumers, through about 6000 sub-stockiest.

IT

an IT-powered system has been implemented to supply stocks to redistribution stockiest on a continuous replenishment basis. The objective is to catalyze HLL's Growth by ensuring that the right product is available at the right place in right quantities, in the most cost-effective manner. For this, stockiest have been connected with the company through an Internet-based network, called RS Net, for online interaction on orders, dispatches, information sharing and monitoring. RS Net covers about 80% of the company's turnover. Today, the sales system gets to know every day what HLL stockiest have sold to almost a million outlets across the country. RS Net is part of Project Leap, HLL's end-to-end supply chain, which also includes a back-end system connecting suppliers, all company sites and stretching right upto stockiest.


CHANNELS

Hindustan Lever is simultaneously creating new channels, designed on the same principle of holistic contact with consumers.

PROJECT SHAKTI

Project Shakti is HLL's rural initiative, which targets small villages with population of less than 2000 people or less. It seeks to empower underprivileged rural women by providing income-generating opportunities, health and hygiene education through the Shakti Vani programme, and creating access to relevant information through the iShakti community portal.

In general, rural women in India are underprivileged and need a sustainable source of income. NGOs, governmental bodies and other institutions have been working to improve the status of rural women. Shakti is a pioneering effort in creating livelihoods for rural women, organized in Self-Help Groups (SHGs), and improving living standards in rural India. Shakti provides critically needed additional income to these women and their families, by equipping and training them to become an extended arm of the company's operation.

Started in 2001, Shakti has already been extended to about 50,000 villages in 12 states - Andhra Pradesh, Karnataka, Gujarat, Madhya Pradesh, Tamil Nadu, Chattisgarh, Uttar Pradesh, Orissa, Punjab, Rajasthan, Maharashtra and West Bengal. The respective state governments and several NGOs are actively involved in the initiative.

Shakti already has about 13,000 women entrepreneurs in its fold. A typical Shakti entrepreneur earns a sustainable income of about Rs.700 -Rs.1, 000 per month, which is double their average household income. Shakti is thus creating opportunities for rural women to live in improved conditions and with dignity, while improving the overall standard of living in their families. In addition, it involves health and hygiene programs, which help to improve the standard of Living of the rural community. Shakti's ambit already covers about 15 million rural population. Plans are also being drawn up to bring in partners involved in agriculture, health, insurance and education to catalyze overall rural development.

HLL's vision for Shakti is to scale it up across the country, covering 100,000 villages and touching the lives of 100 million rural consumers by 2005. Shakti Vani is a social communication programme. Women trained in health and hygiene issues, address village communities through meetings at schools, village baithaks, SHG meetings and other social fora. In 204, Shakti Vani has covered 10,000 villages in Madhya Pradesh, Chattisgarh and Karnataka. The vision is to cover 50,000 villages in 2005.

iShakti, the Internet-based rural information service, has been launched in Andhra Pradesh, in association with the Andhra Pradesh Government's Rajiv Internet Village Programme. The service is now available in Nalgonda, Vishakapatnam, West Godavari and East Godavari districts. iShakti has been developed to provide information and


services to meet rural needs in medical health and hygiene, agriculture, animal husbandry, education, vocational training and employment and women's empowerment. The vision is to have 3,500 kiosks across the state by 2005.

HINDUSTAN LEVER NETWORK (HLN)

HLN is the company's arm in the Direct selling channel, one of the fastest

growing in India today. It already has about 3.5 lath consultants - all independent entrepreneurs, trained and guided by HLN's expert managers. HLN has already spread to over 1500 towns and cities, covering 80% of the urban population, backed by 42 offices and 240 service centers across the country. It presents a range of customized offerings in Home & Personal Care and Foods.

Out-of-Home consumption of products and services is a growing opportunity in India, as elsewhere in the world. Hindustan Lever is already the largest player in the hot beverages out-of-home segment, with over 15000 tea and coffee vending points. The company is expanding the network aggressively, in the education, entertainment, leisure and travel segments. HLL's alliance with Pepsi will significantly strengthen this channel.

Health & Beauty Services are Hindustan Lever's simultaneous foray to meet the increasing consumer need for such products and services. Lakme Salons provide specialized beauty services and solutions, under the recognized authority of the Lakme brand. The Ayush Therapy Centers provide easy access to authentic Ayurvedic treatments and products.

Hindustan Lever, which once pioneered distribution in India, is today reinventing distribution - creating new channels, and redefining the way current channels are serviced. In the process it is converging product availability, with brand communication and brand experience.


DELHI BRANCH ORGANIZTION STRUCTURE AND TYPES OF EMPLOYEES

ORGANIZATION STRUCTURE (Delhi Branch)

Regional Manager North

Regional Sales Mgr.

Sales Officer

Area Sales Mgr.

Territory Sales In charge (TSI)

Redistribution Stockist Salesman


TYPES OF EMPLOYEES

In our organization there are different levels except the sales structure the other types of levels are as follows:

1. Commercial / Admin / HR / Manager - This level represents a highest level of supervision / work with ultimate responsibility for that department. Besides this a manager is required to carry out planning, organizing, directing, coordinating, and controlling all the functions.

2. All India Employee Cadre - This level represents a higher level of supervision / work with enhanced responsibilities. Besides the tasks of supervision and guidance, an Employee is required to carry out planning, co-ordination and control functions of a much more significant measure.

3. Unit Employee - This level 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.

4. Office Staff - This level is the clerical staff in the various departments.

5. Sub Staff - This is the lowest level in the hierarchy.

HERE IS HOW HINDUSTAN LEVER LIMITED IS PLAYING THE ROLE OF CITIZEN LEVER ..

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". HLL's 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,profitablegrowth.

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.

HLL s CSR CONTRIBUTIONS:

CSR COMMUNICATION-The United Nations Global Compact

Reaffirmation of Commitment

HLL s chairman MR.RS BANGA had written on May 15, 2001 to the UN Secretary General, Mr. Kofi Annan, confirming Hindustan Lever Limited (HLL) s support of the UN Global Compact, while welcoming its recognition of the positive contribution that business has to make to a more prosperous and sustainable world. He wished to confirm that as the Unilever Company in India, HLL reaffirms its commitment to the principles of the UN Global compact.

SHAKTI

HLL's partnership with self-help Groups of rural women, is becoming an extended arm of the company's operation in rural hinterlands. Started in 2001, Project Shakti has already been extended to about 50,000 villages in 12 states .The respective state governments and several NGOs are actively involved in the initiative. The SHGs have chosen to partner with HLL as a business venture, armed with training from HLL and support from government agencies concerned and NGOs.

GREENING BARRENS

HLL's Water Conservation and Harvesting project is committed to extending its efforts on water management to the larger community, and has engaged in community projects in water adjacent to manufacturing sites. HLL's vision is to continuously innovate technologies to further reduce water consumption and further increase conservation in its operations. Simultaneously, HLL sites will progressively help communities, wherever required, to develop watersheds.


LIFEBUOY SWASTHYA CHETNA

Lifebuoy Swasthya Chetana is the single largest rural health and hygiene educational programme ever undertaken in India. Its objective is to educate people about basic hygienic habits. Started in 2002, the programme has as of now covered about 15000 villages. It has already touched about 70 million people, imparting hygiene education to over 25 million children. The vision of this on-going project is to make a billion Indians feel safe and secure by focusing on their health and hygiene needs.

HAPPY HOMES

Under the Happy Homes initiative, HLL supports special education and rehabilitation of children with challenges. Over 20,000 individuals have benefited from the Happy Homes initiatives since inception. HLL is wholeheartedly involved with all four centers and will continue to be involved in the future. The four happy homes centers are-ASHA DAAN, ANKUR, KAPPAGAM & ABAGAM. Ankur received the Lawrie Group World Aware Award for Social Progress in 1999 from HRH Princess Royal in London. These centres have taught the children the self-help skills, useful vocational activities Infact, some of the children have become relatively self-reliant by earning through crafts learnt at the center.

FAIR$LOVELY FOUNDATION

(Economic Empowerment of Women) The Fair & Lovely Foundation is HLL's initiative which aims at economic empowerment of women across India. It aims to achieve this through providing information, resources, inputs and support in the areas of education, career and enterprise. It specifically targets women from low-income groups in rural as well as urban India. Fair & Lovely, as a brand, stands on the economic empowerment platform and the Foundation is an extension of this promise. The Foundation has renowned Indian women, from various walks of life, as its advisors.


The support provided by Fair & Lovely Foundation will help girl children avail opportunities of higher education and acquire skills in appropriate professions. The series of projects that have been drawn up to achieve the vision include EDUCATION, CAREER and ENTERPRISE.

YASHODADHAM

HLL has reconstructed a village in the Bhachau Taluka of Gujarat's Kachch district. The village, which has been named Yashodadham, was dedicated to its 1100 residents in December 2002. The residents belong to Nani Chirai village, which was completely wrecked by the devastating earthquake of January 2001.HLL, which had launched immediate relief after the quake in areas adjacent to its Kandla Exports factory, subsequently decided to reconstruct a village, which was completely wrecked. The objective was to help a completely wrecked village, because such settlements had the greatest need for help.



SCHEMES

PURPOSE:

1) To recognize the achievements of the employees

2) To motivate the employees to perform better

3) To increase the sales revenue and the profit margins of the company

CATEGORIES:

IN BRIEF:

1) SOM

This is a performance based award

Rating of the employees is done on the grade basis

These grades are given on the basis of achievements of targets, best five should be selected

2) CUSTOMER DELIGHT:

MONTHLY QUARTERLY

SOM CUSTOMER DELIGHT

A-T BOOK SAQ TOTB

ON THE SPOT



This award should be given to the employees: with least number of complaints, with most speedy delivery, with most accurate data, with most orderly data

3) A-T BOOK:

All achievements of the employees can be talked in this monthly book

This is a very good way of public recognition

This book will be circulated at the beginning of every month.

4) SAQ:


Rating system is required

These grades are given on the basis of achievements of targets, best five should be selected

5) TOTB:

This is the way of idea/suggestion management

An issue can be put up and employees can be asked to give their suggestions or ideas on the concerned issue

Web based applications like emails can be used to collect and evaluate the suggestions/ideas.

Idea/suggestion board can be put up in the cafeteria and learning center, as these places are easily accessible to all employees.

Best ideas would be collected on the monthly basis but rewarded on the quarterly basis

Feedback can be given to the employee through web or through phone, voice mails etc.

6) ON THE SPOT:

This is an on the spot award

This award can be given to the employees for their on the spot attitude towards some particular situation

This is a mere recognition for good and humble gestures towards peer and presence of mind throughout

Their managers give this award to the employee as they can keep a constant observation on their employees.


IN DETAILS

1) SOM:

SOM is performance-based award, which is measured completely on the basis of

an employee s performance within the working place. The employee is awarded on the basis of the rating given to him and this rating of the employees is done on the grade basis, which already exist within the organization. These grades are given to the employees on the basis of their achievements of targets set by their managers or supervisors. This is a monthly award where employees are rated for a month and then the deserving candidate is awarded. The best five are selected.

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 targets i.e achieving some of the assigned targets

N Not achieved the targets at all


Customer delight is again a performance-based award, which is given to the employees for performing well. As we know that an employee not only has external customers but also internal customers i.e the employee of the other departments An employee has to deal with various other employees within the branch, they can be from the same department as well as other department. Thus the employee

With the least number of complaints

With most speedy delivery of data

With most accurate data

With most orderly data


Is awarded the customer delight award. The employees get to fill a customer delight form on basis of which the most suitable candidate is selected for this award. Maximum of 5 employees can be selected for the award. The customer delight form is as follows:

MY NAME

MY DESIGNATION

MY DEPARTMENT

I AM DELIGHTED!!!

I VOTE FOR HIS/HER NAME: HIS/HER DESIGNATION: HIS/HER DEPARTMENT:

I VOTE BECAUSE: I HAVE NO COMPLAINTS AGAINST THIS EMPLOYEE THIS EMPLOYEE PROVIDES A SPEEDY DELIVERY THIS EMPLOYEE PRODUCES ACCURATE DATA THIS EMPLOYEE PRODUCES MOST ORDERLY DATA THIS EMPOYEE SHOWS A DECENT CONDUCT

OTHER REASONS:

THINGS I WOULD DO TO EXPRESS MY THANX:

SIGNATURE

WHAT WOULD HAVE HAPPENED IF HE/SHE DID NOT DO WHAT HE/SHE DID?


3) A-T BOOK:

A-T Book is a monthly issue of a book, which is circulated in all departments of

the office. This book talks about the achievements of the employee and gives them the peer recognition in this form. 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. 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:

SAQ award is again a performance-based award, which is measured completely on the basis of an employee s performance within the working place. The employee is awarded on the basis of the rating given to him and this rating of the employees is done on the grade basis, which already exist within the organization. These grades are given to the employees on the basis of their achievements of targets set by their managers or supervisors. This is a quarterly award where employees are rated for a quarter and then the deserving candidate is awarded. The best five are selected.

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 targets i.e achieving some of the assigned targets

N Not achieved the targets at all


5) TOTB:

Every individual in this world has a viewpoint and has an idea or a suggestion

waiting to pop out of his/her brain. So if these suggestions or ideas of the employees in the organization are used in a fruitful and an effective manner can work wonders for an organization. Thus it is really important to have an idea/suggestion management in an organization. This scheme of TOTB is a quarterly award. According to this scheme an issue can be put up in the cafeteria and learning center as the employees have a frequent and easy access to these places, and hence the employees can present these ideas and suggestions. Now since collecting and evaluating the ideas is a major work, it can be done through web base applications like: emails, intranet etc.

The ideas would be collected on the monthly basis but the best ideas will be rewarded on the quarterly basis. Feedback should be given to employees who send their suggestions and these feedbacks can be sent through web, phone, voice mails etc.

6) ON THE SPOT AWARD:

Some deeds of employees on a daily basis are so humble that they need to be recognized. It is sometimes not possible to recognize every individual on a daily basis, thus at such time recognizing an individual on the spot is an important and a sensible thing to do. 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

Their managers give this award to the employee as they can keep a constant observation on their employees.

REWARDING AND RECOGNIZING:

1) SOM:

PURPOSE:

SOM award is the STAR OF THE MONTH award, which is given as per the ratings of an employee. This is a quarterly based award. As we have already seen the ratings, we ll further see what are the rewards that are given to the employees for their performances according to this scheme.


First of all work plan of an employee of each department is allotted the targets for the month.

The work plan of an employee consists of PARAMETERS and the MILESTONES to be achieved.

These MILESTONES have some POINTS allotted

WHO GIVES AWAY THE AWARDS:

The department head takes the final decision and gives away the award to the employees on the ceremony-honoring employee ceremony.

REWARDS:

Example of a monthly work plan of an employee:

PARAMETERS MILESTONES Running Claims E: 100% downloaded claims in 7 days

F: 100% downloaded claims in 8 days P: 100% downloaded claims in 10 days N: 100% downloaded claims in more than 10 days

Expenses E: Statements prepared and submitted with finance department in 7 days F: Statements prepared and submitted with finance department in 8 days P: Statements prepared and submitted with finance department in 10 days N: Statements prepared and submitted with finance department in more than 10 days

Incentives F: Credited to next month s salary

N: Not credited to next month s salary Salary E: Complete input to HR by 1st of every

month

N: Job not done

POINT SYSTEM:

RATING POINTS AMOUNT IN Rs. REWARD E 5 500 Cash F 4 300 Cash/gift P 1 50 Gift coupon N 0 0 Nil


Thus the best 5 employees with maximum points are eligible for the SOM

award. If there are more people with same number of points, it will be considered as one category.


PURPOSE:

Customer delight is an award to promote and recognize employees for outstanding customer service. Thus according to this scheme we have a customer delight form, which is filled by the employees on a monthly basis, and the employee getting maximum votes in his/her favor is eligible for the CUSTOMER DELIGHT AWARD.

WHO GIVES AWAY THE AWARD:

Department heads makes the final decision. A ceremony-honoring employee is conducted where the 3 employees are awarded for their outstanding customer service. The head of the branch would give away the award on the ceremony day.

REWARDS:

NUMBER OF VOTE AMOUNT IN Rs. REWARD Highest 500 Cash

Second highest 300 Cash/Gift Third highest 150 Gift coupon

***The best 3 employees with maximum votes would be eligible for this award. If there are more people with same number of votes it will be considered as one category.

3) A-T BOOK:

PURPOSE:

A-T book is an ACHIEVEMENT - TALK BOOK, which provides an employee, with the public recognition amongst the peers in the organization. This book is a great means of boosting the confidence and recognizing the performances and deeds of an employee in public. This recognition makes him/her feel recognized and motivated and definitely proves to be a boon in improving or increasing ones performances.

1 DELIGHTED CUSTOMER = 1 0 NEW CUSTOMERS


WHO GIVES AWAY THIS AWARD:

No one gives away this award as this recognition comes in a book form and talks

about people s achievements.

REWARDS:

Public recognition to all the achievers.

4) SAQ:

PURPOSE:

SAQ award is the STAR OF THE QUARTER award, which is given as per the ratings of an employee. This is a quarterly based award. As we have already seen the ratings, we ll further see what are the rewards that are given to the employees for their performances according to this scheme.

First of all work plan of an employee of each department is allotted the targets for the quarter.

The work plan of an employee consists of PARAMETERS and the MILESTONES to be achieved.

These MILESTONES have some POINTS allotted

WHO GIVES AWAY THE AWARDS:

The department head takes the final decision and the branch head gives away the award to the employees on the ceremony-honoring employee ceremony.

REWARDS:

Example of a quarterly work plan of an employee:

PARAMETERS MILESTONES Damage Claims E: All claims coming with 100% accuracy

ALL STARS DO NOT TWINKLE!!!

ACHIEVEMENTS ARE NOT COINCIDENCES,

THEY ARE HARD WORK


F: At least 1 claim made every quarter

N: No claims doing RS ledger E: Once a quarter for all RSS

N: Nil JC Returns (Recorded every month)

E: Common format updated before 1st of every month with 100% accuracy F: Common format updated by 1st of every month with 100% accuracy P: Common format updated by 1st week of the month.

Expenses (Recorded every month)

E: Rectification made and salary advance cleared and available for dispatch by 15th of every month F: Rectification made and salary advance cleared and available for dispatch after 15th

of every month

N: Job not done Leave Update E: Updating and submitting to HR with

100% accuracy before time (15th of first month of every quarter) F: Updating and submitting to HR with 100% accuracy on time (15th of first month of every quarter) P: Updating and submitting to HR with 100% accuracy after time (15th of first month of every quarter) N: Job not done

Medical E: Ensured settlement in 2nd month salary

N: Settlement not done Transfer update E: Letter issued with 1 week of transfer

and disturbance allowance put in next month s salary

N: Job not done

POINT SYSTEM:

RATING POINTS AMOUNT IN Rs. REWARD E 5 2000 Cash F 4 1500 Cash/gift P 1 700 Gift coupon/dinner N 0 0 Nil


Thus the best 5 employees with maximum points are eligible for the SAQ

award. If there are more people with same number of points, it will be considered as one category.

5) TOTB:

PURPOSE:

The TOTB award is THINKING OUT OF THE BOX AWARD. This award is given to the employee/employees for their capability of giving some much needed extraordinary suggestion or idea to the branch management, the suggestion which is helps the management come out of crisis or helps the management to save the maximum and gets implemented is the best suitable for this award.

This award is to foster employee suggestions to improve a work place, which can definitely help in some financial savings.


Department head makes the final decision, and the branch head gives away the award.

REWARDS:

PARAMETER AMOUNT IN Rs. REWARD Most Extra Ordinary

suggestion (implemented) 2500

Cash

Gift

Passes

Dinner

Maximum saving suggestion

3% of amount saved Cash and certificate

KNOWLWDGE WORKERS ARE VOLUNTEERS


6) ON THE SPOT AWARD:

PURPOSE:

The on the spot award is neither a monthly nor a quarterly award, as the name

suggests it is an on the spot, instant, spontaneous award. It is not even a performance-based award. As per this award the first level managers would recognize the employee. The purpose of this award is to recognize the employees who go extra mile or who perform above and beyond the call of duty , and many such exceptional courtesies.


The first level manager or supervisor can recognize the eligible employee, as he/she can very well observe the employees and their deeds at the working place.

REWARD:

PARAMETER AMOUNT IN Rs. REWARD Making high quality

contribution to a difficult or important assignment

200

T-Shirt

Mugs and Certificates

Congratulatory Cards

Producing exceptionally high quality work under a

tight underline

200

T-Shirt

Mugs and Certificates


Demonstrating exceptionally courtesy or responsiveness in dealing

with public, clients or colleagues

100

Certificates


Public Recognition

T-shirts/Mugs Going Extra mile 100

Certificates


Public Recognition

T-Shirts/Mugs Extraordinary initiative in a

difficult problem 100

Certificates


Public Recognition

T-Shirts/Mugs .

IT S NOT IMPORTANT WHAT YOU DO,

BUT HOW YOU DO!!!



FINDINGS and CONCLUSION

This project was undertaken as a one related to HR.

Hence it was totally based on information collected within and out side the company.

Within the company the main sources were the information provided by employees of various department like: legal, HR, administration, commercial and claims, finance, sales tax, logistics, market research.

Outside the company the information was gathered from the HR departments of 7 other companies with the help of questionnaires.

Hence on that basis only some conclusions /findings can be drawn, which are as follows:

AS PER THE 7 QUESTIONNAIRES FILLED UP, THE FOLLOWING CONCLUSIONS CAN BE DRAWN:

Out of 7 companies, all 7 have scheme similar to that of star of the month, where the best 3-5 employees are awarded for their performances on a monthly basis, based on some kind of ratings of every organization.

All of the 7 companies have scheme where the employees are praised or recognized on a daily basis through some meetings etc.

Out of 7, 4 companies have idea/suggestion awards, where the employees are awarded if they manage to provide the organization with some extraordinary suggestion etc,

All 7 companies have a mode of public recognition or a means through which the achievements of the employee are recognized, something similar to achievement talk book.

All of the 7 companies agreed that there should be recognition of employees through the intranet as well as every employee very frequently surfs the intranet.

All 7 companies also concern customer delight as an important aspect.

5 out of 7 companies take the opinion of their employees while making the schemes of reward and recognition.

In 4 companies, it is the HR department that is responsible for formulating the schemes.


In all of the 7 companies, 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.

According to all employers the rewards and recognition are must as they serve the goals like

1. Employee satisfaction 2. Staff retention 3. Performance improvement 4. Achievement of business results

According to all the employers the reward and recognition is a must not only for the individual employee but also if there are certain project teams in the organization.

0

20

40

60

80

100

som recogn ideamgmt

on spot custdelite

companies in %

This graph here shows the percentage of companies believing in particular schemes. Here

SOM: Star of the month

RECOGN: Public recognition

IDEA MGMT: Idea management

ON SPOT: On the spot awards

CUST DELITE: Customer delight



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, public recognition is of great importance.

Performance should be considered as the 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.

The reward should be well-defined, credible standards that have been developed using observable achievements.

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.

The standards and the criterion for the rewarding should not be ambiguous or biased.

Spontaneous awards such as: on the spot awards are very motivating and boost the recipients confidence to a great level.

The reward mean the most when they are thoughtfully prepared and of highest quality.


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.

There should be a separate committee in the branch that would take care of all the work related to the rewarding and recognizing.

People at the managerial level generally get rewarded or recognized quite often and easily, but the organization should also take care of the people at the officers and the staff and the sub-staff level and should definitely have schemes for motivating them as well.

The organizations should always consider the employees also while making some new policies or should involve the employees in basic level decisions, to create a feeling of belongingness, in the employee, towards the organization.



LIMITATION OF THE STUDY

While 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 the students, 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 of different companies was a time

consuming and a difficult task.



QUESTIONNAIRE

NAME: DESIGNATION:

NAME OF THE COMPANY:

Sir, Madam,

I am a summer trainee in HINDUSTAN LEVER LIMITED, specializing in HR. I am working on a project Rewards and Recognition for employees , my target category are the officers and the staff people within the branch. My aim is to prepare some rewards and recognition schemes for these employees as their jobs are monotonous and they do not receive any rewards and recognitions for their contribution. These schemes will be a great help to make their jobs more interesting and motivate them to perform better. So I would need your help to know a few things about your company regarding this topic.

Q1. Do you have any REWARD AND RECOGNITION schemes running currently in your organization?

Ans.

Yes

No

Q2. What are the rewards/recognitions schemes in your organization?

Ans. .

.

.

Q3. What are the eligibility criterion/basis of the above schemes?

Ans. .

.

.


Q4. What are the tenures for these schemes of rewards/recognition?

Ans. .

.

.

Q5. Who gives away these awards to the employees?

Ans. .

.

Q6. How do you decide on the budget for the rewards?

Ans. .

.

Q7. Which are the most successful schemes in general?

Ans. .

.

Q8. Does reward and recognition serve these goals? How?

Ans. Employee Satisfaction

Yes

No

.

Staff Retention

Yes

No

.

Performance improvement

Yes

No

.


Achievement of business results

Yes

No

.

Q9. What particular form of reward and recognition is more successful and meaningful to employees?

Ans.

Monetary

Non-Monetary

Q10. What would you do personally , to develop a feeling of belongingness amongst the employees, towards the organization?

Ans.

Signature:

THANK YOU!!!


The above questionnaire was filled up from the HR PERSONNEL of 7 different companies to have knowledge that what constitutes their HR manual for the sales force, so that the information could be used for formulating the manual for HLL itself.

Below are given the names of Companies and the names of respective HR personnel:

SNO.

NAME OF THE COMPANY

NAME OF HR PERSONNEL

1. FIDELITY INVESTMENTS LTD., UNITECH PARK, GURGAON

MR.AJAY CHOWDHARY, HR MANAGER.

2. HERO HONDA LTD., NEW DELHI

MS. VANDANA SHARMA, ASST. HR MANAGER.

3. FRITO LAYS INDIA, GLOBAL BUSINESS PARK, GURGAON

MR. MANEESH, HR DEPARTMENT

4. SAMSUNG INDIA LTD., NEW DELHI

MR. RAVI CHOPRA, HR DEPARTMENT

5. IAL, NEW DELHI MS. SHEETAL SRIVASTVA, ASST.HR MANAGER

6. KAMPSAX LTD, GURGAON MR. SUNIL WASWAN, GENARAL MANAGER & MR. SANJAY VERMA, ASST. HR MANAGER

7. GILLETTE, GLOBAL BUSINESS PARK, GURGAON

MR. AJAY, HR DEPARTMENT



ANNEXURE:

SOM : Star of the month, scheme based on performance of an

employee

SAQ : Star of the quarter, scheme based on performance of an employee

TOTB : Thinking out of the box, an idea management scheme

WORK PLAN : This is plan where the manager decides the particular targets to be accomplished by the employee in a months time and in a quarters time.



BIBLIOGRAPHY:

While doing this summer training project to formulate a Reward and Recognition

schemes for the employees of HLL, I needed opinions and guidance from some

authorities on similar matters. In this direction, I came across the following books and

magazines, which I have gone through for reference; they are listed below: ---

BOOKS: -

1001 ways to reward and recognize your employee

By: Bob Nelson

Dynamic rewards energies your team

By: Gregory Smith

WEBSITES: -

www.hll.com

www.hll.unilever.com

www.unilever.com

www.google.com

www.forrestscott.com

www.workforce.com

www.shrm.com

www.motivationonline.com

GUIDE BOOKS:

-OFFICER S PDP (provided by Officer s HR cell of HLL, Gurgaon)

-PROCESS GUIDE TO FF INCENTIVE ADMINISTRATION (provided by HR

department of HLL, Gurgaon)


http://www.hll.com

http://www.hll.unilever.com

http://www.unilever.com

http://www.google.com

http://www.forrestscott.com

http://www.workforce.com

http://www.shrm.com

http://www.motivationonline.com

Pawan

FYP

Date post:	28-Mar-2015
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Project on Rewards Recognition Schemes Staff Officers HLL

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