ORGANISATION BEHAVIOUR-II PROJECT-II

Bajaj Hindusthan Sugar and Industries Limited

Submitted To: Submitted By: Prof. Arjya Chakravarty

Gupta(JIML-11-066) Defni Prasad(JIML-11-050)

Juhi

K ushal Raj(JIML-11-RM-006) Ashi sh Sharma(JIML-11-040) Devash eesh Khare(JIML-11-051)

INTERVIEW
A) Mr. Neeraj Kumar

Senior Vice-President Coordination

1. What according to you is the culture of your organization? The culture in Bajaj Hindusthan is largely informal. The main work is basically divided in two forms. One is extraction of sugarcane and molasses in the factories situated in villages. The other one is procuring government approvals in the capital cities i.e. Lucknow and Mumbai. So, as it can be predicted, the work done in factories follows the informal communication pattern and here too, we maintain an informal environment to communicate better. There is no direct supervision over employees. We have full faith in system and hence minimize the intervention. 2. Highlight the chief roles and area of work that city offices perform in relation to your area of expertise. As explained before, the city offices are mainly concerned with maintaining coordination with the government and gaining their approvals in case of land related issues, land resumption and state excise-related issues. Our office has chiefly three departments which are Legal division, Commercial and Governmental issues. Im the head coordinator of the Governmental issues and am responsible for the U.P. zone. 3. How does the concept of teamwork fit into your organisation? We do follow the team concept and the teams are formally assigned and are task and relation-based. The teams are self-managed and self- governed. Primarily, teams are formed across the various departments in which people coordinate with one another to achieve a given goal. However, the distribution of work among them is not specific. The roles overlap according to expertise and relations with the government officials and other external people involved. Also

I personally do not believe in assigning much responsibility to my subordinates. Since, I have been in this industry for last 7 years and hence have developed good relations with government people. Therefore, I do much of the work myself. My team can handle the other regular issues. 4. The sugar industry has had declining investments done over the years. Also, it is viewed as a traditional business with zero glamour. What is your take on these issues and how do you overcome them? Yes, it is true that sugar industry is primarily a traditional industry; hence we have less people who are interested to work in this area. But, this is also contrasted with the fact that we have very less employee-turnover. This is mainly because of the reason that the people who are hired are sufficed well. As far as the declining investments are concerned, it is mainly due to the withdrawal of a particular government policy. But Bajaj Hindusthan remains to be amongst the top three sugar producer. Although the emergence of new players is rare in the market but that doesnt mean that existing players do not make profit. Sugar industry has over the years has almost had stagnant growth just because the existing companies have already expanded themselves well. 5. What are your employee welfare policies? Well, as a matter of fact as the industry being traditional, there arent much of the employee benefit policies that we receive. The industry over the years has added little in this regard. However, we are benefitted with the health policy as fringe benefits which can be reimbursed at the wish of employees. Along with this, we are provided with LTA every year and the HR department organizes a get-together in every 6 months. What are the employee- promotion policies of your organization? Are they on yearly basis (after a fix time) or they are target based? The employee- promotion policy in our organization is mainly time- based. An employee gets promoted usually every three years. However, if the employee performs extremely well, he/she can be given promotion earlier too. What are the CSR initiatives your company has undertaken in recent years? Our CSR initiatives have their principal focus on rural area development. They focus on increasing rural prosperity and progress. Farmers remain in close contact with the factory supervisors and adequately provided in case of deficit resources and educated towards the betterment of the production. Also, steps are being taken towards the development of the villages as a whole and providing them with better amenities and living conditions. How the employee conflicts in your organization dealt? Employee-conflicts are matter of HR department. But in general they are solved at a friendly basis with putting their issues in front of the HR person.

6.

7.

8.

9.

As your main offices are geographically distributed over two states, how do you manage to maintain an efficient communication? As all our softwares are SAP based, the data is maintained quite effectively and efficiently which helps us to maintain periodical reports which in turn facilitates better communication. Each of the employee is been given a mail-id on the organizations website. Along with this a video conferencing is held every month between the officials of Lucknow and Mumbai. This is facilitated through a virtual private network being established by the company.

10.

What according to you can be done in your organization to enhance its productivity and efficiency of the employees? The organization needs to introduce better employee-related policies to increase the employees faith in the organization. Also, the promotion specifications need to be revised.

B) Mr. Anant Swaroop Senior Vice President Legal

1. What according to you is the culture of your organization? The culture here is basically informal and we maintain friendly relationship amongst our colleagues and subordinates. Same is true for communication between different branches. 2. Highlight the chief roles and area of work that city offices perform in relation to your area of expertise. Our division is mainly responsible for handling the legal issues arising out of conflicts with private companies and government. We mainly carry out the job of handling the legal papers, filing recovery suits or interest demand in case of delays etc. 3. Does the legal department follow the team work pattern within itself? Yes, to some extent. As already the officials are involved in some or the other cross-functional team, there arent much workers at a time. But when a major legal issue is to be handled, it is a collective work of the experts. There are main 6 experts which are distributed court wise. 4. As your main offices are geographically distributed over two states, how do you manage to strategize your actions? As a matter of fact, the legal policies are formulated according to states. Hence the strategy followed is different in two states. However, for deciding upon any issue which involves company as a whole, a collective discussion is held wherever necessary. Additionally, in compulsion, a six-monthly meet is held of the legal department to discuss upon the issues of the past and strategies to be followed nationally.

5.

What according to you can be done in your organization to enhance its productivity and efficiency of the employees? The organization largely has the feel of the old industry being carried forward. This image should be change with the influx of better technology and technically efficient staff. The work-environment needs to be more formal as sometimes people start taking things for granted. Furthermore, there should be influx of better employee- benefitting policies.

C) Mr. Anil Sharma Head of Department Human Resource Management

1. What according to you is the culture of your organization? The culture in Bajaj Hindusthan is basically informal. People interact freely in and across the department. This helps in maintaining easy and relaxed environment over work. 2. What is the importance and significance of teams and groups in your organisation? We implement teams and groups concept across our departments to form a heterogeneous work-groups being assigned a particular task. The teams however do not have a leader as such. Also, the assignment of work inside the team is decided by team-mates themselves which may or may not comply with their authorized role. 3. How does the employee-feedback mechanism work in your organisation? We do not have any feedback mechanism of the company as such. But, we do follow a unique system of feedback generation against a specific employee which I considered for the promotion. It is called as 360 Degree concept. This is implemented by asking five people about an employee. These five persons may be from any hierarchical level, intra-department or inter-department. 4. The sugar industry has had declining investments done over the years. Also, it is viewed as a traditional business with zero glamour. What is your take on these issues and how do you overcome them? Although sugar industry is indeed an old industry, but however, the recruitments have been affected only slightly due to this. As evident from the nature of the industry, there arent much technical staff required. As company has adapted itself to the changing environment and kept up with the technological era, the launch of the organization website stands a proof to this. 5. What are your employee welfare policies? The employee welfare policy encompasses Training & Development from a specialized unit called as Quality Circle which aims at instilling in every employee the act of low expenditure and high savings when working in a team.

The company also rewards the employee every year on the basis of this. Along with this, fringe benefits, LTAs are given every year. Also, if the performance of unit has been good over a period of time, the employee is rewarded with double-salary along with incentives. Apart from this, HR organizes 7-8 programs every year which involves National/International tours, Get-together meetings, cultural programmes etc. 6. What are the employee- promotion policies of your organization? Are they on yearly basis (after a fix time) or they are target based? The employee- promotion policy is mainly time- based. An employee gets promoted usually every three years. However, if the employee performs extremely well, he/she can be given promotion earlier too. Promotion is usually evaluated in terms of qualification, experience and work-effieciency. 7. What are the CSR initiatives your company has undertaken in recent years? Our CSR initiatives have their principal focus on environment, community welfare and rural development. It is focused on increasing rural prosperity and progress. Apart from sensitizing farmers towards sustainable development and assisting them in the same, steps like HIV awareness camps, Rural health camps, guiding them over personal and social health, and betterment of the living conditions as a whole is also being carried out. This improves the quality of life of the workforce and employees families as well as that of the local population, including sugarcane growers, and the society in general. It also contributes to enhance the quality of the physical environment. BHLs establishment of the Bajaj Public school at its Maqsoodapur (district Shahjahanpur) manufacturing Unit in UP is in pursuit of this philosophy, Bajaj Hindusthan has plans to impart high quality education at an affordable cost to the children of its employees and its cane growers, members of the local community and society at large through this School. What are the main issues of conflict and how is it dealt? The main conflicts that arise are upon salary issues, promotional issues, performance appraisal etc. These are dealt on friendly basis by having a one-toone talk with the HR representative, usually myself. I explain to the them terms and conditions along with the different parameters like qualification, experience which matters in, for example, issues like promotion. Apart from this, there may also be union-strike due to salary issues. However, in this case, Management holds a weaker position and the situation often ends up into compromise. 9. As your main offices are geographically distributed over two states, how do you manage to maintain an efficient communication?

8.

Communication across the states is done with the help of semi-annual and annual meetings along with telephonic and online conversation. Each of the employee is been given a mail-id on the organizations website. Along with this a video conferencing is held every month between the officials of Lucknow and Mumbai. This is facilitated through a virtual private network being established by the company. 10. What according to you can be done in your organization to enhance its productivity and efficiency of the employees? The solution to keep employees to remain faithful and dedicated to the organization lies in making the employee feel that his all wishes are being fulfilled by this organization. This can be done by benefitting the employees by providing facilities like insurance, timely and well-deserved promotion, healthy and friendly environment etc.