Name: Surfia KhatunRoll No: 03Human Recourse ManagementMBA I

DECLARATION

I Miss Surfia Khatun Student of MBA Declare that this project report is prepared by me and not been previously fo rmed for any award, diploma or any other degree in Savitribai Phule Pune University or else where

COURSE: MASTER OF BUSINESS ADMINISTRATIONCOLLEGE: INDIAN INSTITUTE OF COST AND MANAGEMENT STUDIES AND RESEARCH (INDSEARCH)(Affiliated to Savitribai phule Pune University, Maharashtra)

Signature:___________ Date:_____________

ACKNOWLEDGEMENT

In my field of education I have been successfully able to complete my Field work program which is a part of my course line. Hence I would like to take this opportunity to thank all those who have helped me in achieving this success.Firstly I would like to thank our Director Dr. Ashok Joshi for approving & giving me this opportunity to take the field work training at Crompton Greaves Ltd, Goa. I would also like to thank our course coordinator Professor Durga Shetty and Capt. Ramrao Ranadive for their kind support and guidance throughout the entire field work course. I would like to express my sincere gratitude to Ms Swati Das, Dy. Manager- human Resource at Crompton Greaves Ltd, Bethoda, Goa. She has been extremely polite and helpful to answer all my queries patiently. I would like to thank all my fellow members who have been part of my field work course to help me with some or the other way.I would also like to thank my parents, family and the almighty God for being a pillar of love and support throughout the tenure

Thanking You

INDEX

Sr. NoContentPage No

1. Executive Summary5

2. Company Profile6

3. Company Mission, Vision7

4. Company History8

5. Products & services offered10

6. Organizational culture11

7. Company Values12

8. Organizational chart14

9. Financial Turnover15

10. Recruitment and selection16

11. Learning and development18

12. Growth opportunities21

13. Welfare and health facility21

14. Career growth model23

15. Policies25

16. Other initiatives27

17. Why CG28

18. Bibliography29

EXECUTIVE SUMMARY

The ability of the organization to attain its goals largely depends upon theEffectiveness of its Employee. This field work study gives us the complete information about the companys HR functions, Roles and the policies.

The Report gives us the reasonable understanding of the organization its origin and different services in the organization.

The experience of going through the activities of an established organization like Crompton Greaves Ltd. And study the Human Resource functions of such a large organization has given me immense knowledge. Further it has developed hunger for learning more about HR profession in future.

In the last, I gratefully acknowledge and express my gratitude to all staff members and the management of CROMPTON GREVES who supported me in preparing this project.

COMPANY PROFILE

Crompton Greaves (CG) is part of the US$ 4 bn Avantha Group, a conglomerate with an impressive global footprint, operating in over 10 countries. Since its inception, CG has been synonymous with electricity. In 1875, a Crompton 'dynamo' powered the world's very first electricity-lit house in Colchester, Essex, U.K. CG's India operations were established in 1937, and since then the company has retained its leadership position in the management and application of electrical energy. Today, Crompton Greaves is India's largest private sector enterprise. It has diversified extensively and is engaged in designing, manufacturing and marketing technologically advanced electrical products and services related to power generation, transmission and distribution, besides executing turnkey projects. The company is customer-centric in its focus and is the single largest source for a wide variety of electrical equipments and products. With several international acquisitions, Crompton Greaves is fast emerging as a first choice global supplier for high quality electrical equipment.

PURPOSETransforming your needs into smart solutions for an enhanced quality of life.

CORPORATEMISSIONTo create value by providing integrated solutions and superior knowledge based products and services in the domain of generation, transmission, distribution and utilisation of electrical energy.To become the company of choice for utilities, industry and households in the global market, by leveraging technology and productivity through a highly empowered and engaged team.

CONSUMERPRODUCTS

To enhance the quality of life of every consumer in the world at large - household and industrial, by providing smart solutions offering world-class products and services.

POWERSYSTEMSTo become a world-class provider of integrated solutions to our global customers in the domain of transmission and distribution of electrical energy, by offering reliable state-of-the-art products and services.INDUSTRIALSYSTEMSTo become a world-class provider of integrated solutions in the area of power conversion and utilisation of electrical energy, to consumers, industries and railways, by offering energy efficient, intelligent, e-enabled products and services

HISTORYThe origins of CG can be traced back to the pioneering work of Colonel REB Crompton, who, in 1878 founded a business at Chelmsford, Essex, England under the name of REB Crompton & Co., to engage in the manufacture and contracting of electrical equipment.REB Crompton & Co. merged with F&A Parkinson Limited, thereby establishing Crompton Parkinson Limited (CPL) in England. In 1937, CPL established its wholly owned Indian subsidiary 'Crompton Parkinson Works Ltd.', in Mumbai, along with a sales organization, 'Greaves Cotton & Crompton Parkinson Ltd.'In the year 1947, with the dawn of the independence of India, the Company was taken over by Lala Karamchand Thapar, an eminent Indian industrialist who formed the Thapar Group. In 1966, Crompton Parkinson Works Ltd and Greaves Cotton & Crompton Parkinson Ltd. merged to create Crompton Greaves Limited (CG) in its present form.In the 1960s CG took its initial steps to revolutionize its portfolio, which till then comprised only motors and consumer products. It took a major leap in the electrical engineering segment, through the acquisition of transformer technology from Westinghouse Electric Corporation of USA, for manufacture of 400 kV transformers and aluminum wound transformers. This was followed by further expansion in the switchgear, vacuum interrupter and allied businesses. By 2005, the Company had emerged as one of the leading companies in the electrical engineering domain of India, in its three business areas of Power Systems, Industrial Systems and Consumer Products; and a serious contender in the global arena.CG established its international manufacturing footprint in the year 2005 by acquisition of the Belgium based Pauwels Group, which gave CG additional manufacturing facilities for Power and Distribution transformers at Belgium, Ireland, USA, Canada and Indonesia. This was followed with a series of successful acquisitions - Ganz, Hungary in 2006; Microsol, Ireland in 2007; Sonomatra, France; MSE, USA in 2008 and PTS, UK in 2010 in its quest to establish a technology edge, increase its global market reach and enhance the product portfolio. The business domains of the new companies that joined the CG family, has charted the way for CG becoming a "full solutions provider" which has carved out for CG a position as a serious international player and a recognized transnational corporation.MANUFACTURING , MARKETTING & SERVICEING NETWORK

CG's business operations consist of 22 manufacturing divisions spread across in Gujarat, Maharashtra, Goa, Madhya Pradesh and Karnataka, supported by well knitted marketing and service network through 14 branches in various states under overall management of four regional sales offices located in Delhi, Kolkata, Mumbai and Chennai. The company has a large customer base, which includes State Electricity Boards, Government bodies and large companies in private and public sectors.

FUTURE OUTLOOK

The quality of households is enhanced when their money is invested into products such as fans and lighting for basic comforts. Their lives are literally touched by delight. Similarly, Crompton helps electricity boards and other utilities to reach electricity to the last home and factory.

Therefore, every individual in India who uses electricity can be considered as Crompton customer. Hence, the company continues to further and consolidate the initiatives that Colonel Crompton set into motion by focusing on meeting increasing customer demands for products that are eco-friendly, energy efficient and with intelligent monitoring and control systems.

All economic indicators point towards the manufacturing sector being the future driver of India's economic growth. India is today preferred destination for sourcing various engineering goods not only due to low cost but also due to high quality of products. Although, the climate for the manufacturing sector is bright, the concern is the threat of imminent competition from global players who are already in the process of setting up manufacturing facilities in India. The market is expected to remain competition with an added element of competition from imported products.

PRODUCTS & SERVICES OFFEREDThe company is organized into three business groups viz. Power Systems, Industrial Systems, Consumer Products. Nearly, two-thirds of its turnover accrues from products lines in which it enjoys a leadership position. Presently, the company is offering wide range of products such as power & industrial transformers, HT circuit breakers, LT & HT motors, DC motors, traction motors, alternators/ generators, railway signalling equipments, lighting products, fans, pumps and public switching, transmission and access products. In addition to offering broad range of products, the company undertakes turnkey projects from concept to commissioning. Apart from this, CG exports its products to more than 60 countries worldwide, which includes the emerging South-East Asian and Latin American markets . Thus, the company addresses all the segments of the power industry from complex industrial solutions to basic household requirements. The fans and lighting businesses acquired "Super brand" status in January 2004. It is a unique recognition amongst the country's 134 selected brands by "Super brands", UK.

CG- THREE STRATEGIC BUSINESS AREAS

POWER SYSTEMS INDUSTRIAL SYSTEMSCONSUMER PRODUCTSTransformers and ReactorsSwitchgear Products-MV/HV/EHV/UHVInstrument Transformers-MV/HV/EHV/UHVPower Quality SolutionsT&D Systems/Engineering SolutionsMobile SubstationsProtection Control & AutomationServices for Power SystemsTransformer & Switchgear ComponentsLV Switches & Panel ProductsMotors: High/Low Voltage AC&DCGenerators/AlternatorsTraction Motors/Alternators/Control ElectricsFHP/Commercial MotorsDrives and AutomationStampings and LaminationsServices for Industrial SystemsFansAppliancesLightingPumpsHome AutomationIntegrated Security SystemsWiring Accessories

ORGANIZATIONAL CULTURE AT CROMPTON GREAVESCG makes working at CG an enjoyable experience by providing the right balance between work and fun. Their initiatives like 360 degrees appraisal system and skip level feedback encourage a free flow of communication at all levels. An open-minded approach in all their endeavours is aimed at bringing out the best in you. CG have created a very fair and a transparent atmosphere that decides their position only on the basis of merits and not by extraneous factors.Every organization has its own unique culture. Most organizations don't consciously create a certain culture; instead it is typically created unconsciously, based on the values of the top management or the founders of the organization. Their results today are the outcome of a 'large scale interactive processes underwhich employees get together on various common platforms and build CG together.CG keenly promotes an open culture that encourages their feedback. It actively responds to and acts on inputs, for continuous improvement of people, practices and processes. Thus, CG have several processes that solicit feedback on weaknesses and areas of improvement on a continuous basis.What the employees feel about us is a matter of utmost concern for us and hence an employee engagement survey is conducted by an external agency at regular intervals to help us understandemployee perceptions. The feedback thus received is converted into actions to ensure high level of employee satisfaction.CG strives to provide a stimulating environment backed with high levels of empowerment and recognition. In this energized atmosphere, CG share successes while setting new standards of excellence.

CROMPTON GREAVES VALUE

Values are the core of any sustainable Organization and the driving force for its people at all levels.The ideology for CG`s businesses emanates from its 5 Values of Performance Excellence; Leading Edge Knowledge; Nurturance; Customer Orientation and Intellectual Honesty. These Values articulate the basic behaviours that every employee is expected to display in business situations and these form the core principles for all actions.CG thrusts upon each employee to be aware of and practice the CG Values, and behave in accordance with the letter as well as the spirit of CG Values.

PRACTICES

The CG Code of Business Practices has been conceptualized considering CG`s multi segment and transnational culture, as well as the need to respect the cultures of all companies in the CG fold. The Code strives to provide guiding principles in various business situations and is the lighthouse for decision making and actions, with integrity and discipline. This Code also aims to minimize adverse consequences due to ambiguity, for CG and every employee.

CROMPTON GREAVES VALUESPERFORMANCE EXCELLENCEPerformance Excellence is about reviewing and raising the performance threshold, for Self and as Part of a Team, for competitive edge; setting and meeting stretch targets; accomplishing and exceeding performance commitments. It means discouraging mediocrity in others and ourselves and confronting status quo.

LEADING EDGE KNOWLEDGELeading Edge Knowledge is a necessary ingredient for competitiveness and growth; enhancing capabilities; actively pursuing and applying Best Practices; continuously upgrading and benchmarking with Best In Class. It is the key to working smart instead of working hard; a continuous search for alternatives and new ways of doing things.

NURTURANCE

Nurturance is helping ourselves and others to grow in professional and personal life. It encourages an atmosphere of fairness with participation and a climate of trust as well as trustworthiness; a positive environment for CG to become a learning Organization; for connection between CG and its Employees.

CUSTOMER ORIENTATIONCustomer Orientation is sensitivity and responsiveness to the market and customer needs for high quality existing as well as new products and services, with deliveries and after-sales service as committed. It establishes positive long term relationships with both internal and external customers.

INTELLECTUAL HONESTY

Intellectual Honesty is honesty to self; doing what we say; making and meeting meaningful commitments. It goes beyond simplistic integrity, financial honesty, telling the truth and includes openness and speaking up in situations when silence would yield an undesired result.

ORGANIZATIONAL CHART

DIRECTORSEXECUTIVE DIRECTORSGENERAL MANAGERADDITIONAL GENERAL MANAGERSENIOR MANAGERDEPUTY GENERAL MANAGEREXECUTIVESHEAD EXECUTIVESMANAGERSWORKSMAN AND OFFICE STAFFSUPERVISORS

FINANCIAL TURNOVER

RECRUITMENT AND SELECTION

How does the Recruitment process start at Crompton Greaves

IDENTIFY VACANCY AND EVALUATE NEED

What is the job type, the nature of the job is discussed together by the HR Head and the Department Head. PREPARE A JOB AND PERSON PROFILEsuch specifications are based on a set of competencies identified as necessary for the performance of the job, example, skills, aptitude, knowledge and experience, qualifications, personal qualities relevant to the job.FINDING CANDDATESSOURCES OF RECRUITMENTThe following sources are used as a mean of recruitment by Crompton Greaves1. Employee Referral2. Consultancy3. Job Portals4. Campus Recruitment5. Newspaper Ads

Once the Candidate is shortlisted through various sources, they follow the recruitment process:

The Recruitment Process:

They need to go through the 3- stage process before the final selection

The process of recruitment will be stage by stage

Stage 1: Written test: Technical and Aptitude test

Stage 2: Group Discussion After completion of Stage 1, the successful students have to go through the Group discussion

Stage 3: Panel Interview

SALARY NEGOTIATIONWhen offering the finalist the position, the total compensation package (in addition to salary) such as paid time off and retirement benefits is discussed with the candidate.

MAKING THE APPOINTMENT

The final step is to make the appointment letter. Once the candidate is selected, the offer letter is sent to him.

INDUCTION AND ORIENTATION

Induction is a critical part of the recruitment process, for both employer and new employee. An induction plan should include:

Orientation (physical) - describing where the facilities are Orientation (organisational) - showing how the employee fits into the team and how their role fits with the organisations strategy and goals Health and safety information - this is a legal requirementTRAINING AND DEVELOPMENT

LEARNING AND DEVELOPEMENTLearning is a continuous process at CG. Right from the moment an employee joins the CG family, the acculturation and the learning process commences through the various initiatives.All new employees, undergo an orientation programme whereby they learn about the core values and vision, culture , processes and the various improvement initiatives undertaken by the Company.Improvement initiatives focus on institutionalizing for improvement programmes in all processes, products and services through using a proper methodology for solving problems. Internal trainers and champions are regularly developed by the organization to carry forward these initiatives on a continuous basis. The lessons learnt through the implementation of the successful initiatives are also tracked so that successful replication is made possible.Apart from the above, training needs are identified at organizational, departmental and individual level. Training is organised through internal / external trainers, deputing / sponsoring employees to programmes, seminars, conferences and workshops arranged by leading training institutes.For the top performers in Leadership Band, the company has launched a programme on "Leading a Global Organisation", which has been christened as LAGO.The prestigious Indian Institute of Management, Ahmedabad, which is the number one business school in India, conducts 3-tier programmes on leadership development against which Superior performers from the various levels within the leadership band, are nominated by the company on a regular basis.Each of the above participants are provided a change in their roles and responsibilities to maximize their contribution derived through the exposure that has been provided to them through these training inputs.For the superior performers in the Managerial Band, a talent pipeline development program titled "Business Leadership Development" has been launched.All the executives get an opportunity to be nominated for training programmes through the Corporate Training Calendar as well as to the programmes which are conducted locally at the units.MANAGEMENT DEVELOPEMENT CENTREOver the years, CG has focused its attention on developing and nurturing the talent and skills of its employees, keeping in mind the emerging challenges of a competitive and dynamic business environment.To provide a sound footing toits management development initiatives, the CG Management Development Centre at Mulshi was inaugurated on the 9thJanuary 1995.The Centre is the ideal location for corporates to conduct residential Management Development Programmes, offering a host of facilities backed with the necessary infrastructure.

FACILITIESThe Centrehas well - equipped training facilities which include a large amphitheatre style auditorium 'Gurukul' with a capacity for 60 participants, complete with an array of audio-visual equipment including an individual mike - response facility for each participant.The other training facilities include Chanakya which can accommodate a 30 member group and Nalanda, Takshashila, Pataliputra, which are discussion or break-away rooms each with a capacityof 15 participants, which facilitates small group interactions and deliberations. All these rooms can be equipped with audio - visual equipment.LIBRARYThe library offers a mix of a large number of books and publications, covering subjects as diverse as self-help management to literature, besides reference material for use at conferences.INFRASTRUCTUREThe Centre consists of 45 air conditioned, fully furnished rooms and three suites for participants and faculty, outfitted with all the modern amenities for comfort, with a dedicated computer in each room.

A state-of-the art communication centre offers not only the basic features of STD telephone, xerox, fax, but also a 24X7access to internet and e mail.The air-conditioned dining room which seats 50 persons can accommodate a higher capacity in the extended open-air area.Emergency medical services are provided by the Centre`s in-house doctor who is available at the Health Care Centre, which is equipped to handle common ailments.

EDUCATIONAL TIE-UPSContinual education and learning is recognized as central to employee development at CG. Which helps to build on existing qualifications of the employee through CGs association with some elite institutions?CG sponsor employees for an MS degree in electronics engineering and telecommunications in Bangalore andfrom the Illinois Institute of Technology, Chicago. The ctheirses are taught via interactive distance learning technologies.CG have initiated a Post-Graduate program in collaboration with IIT Mumbai. CG also have a 5 weekprogram for themiddle management in software skills from the Indian Institute of Science, Bangalore.In association with BITS-Pilani, CG offers campus recruits an option to enrol for an MS program in electronics engineering.

GROWTH OPPORTUNITIESAt CG one can count on having highly motivated and talented colleagues to support you with constructive feedback to ensure that you succeed.It goes without saying that exemplary performance is unquestionably rewarded at CG. CG has a structured Balance Score Card performance review process. There are various awards and recognition programs, which have been institutionalized across the organization. CG constantly enhance their reward program to motivate and enctheirage their employees to stretch and reach beyond.CGs integrated Talent Management Processes build leaders diligently. Their value is based on leadership approach which is supportive of performance excellence and nurtures an intense desire to win act with sensitivity, sincerity and an unyielding integrity.

WELFARE AND HEALTH FACILITYCG encourages its employees to embrace a healthy lifestyle, both at work and at home. Their goal is to empower employees to take personal responsibility for their health.CG believes that a healthy workforce is more energetic and productive; healthy employees decrease health-related costs. In addition, a comprehensive health and wellness program helps us to attract and retain a talented workforce.CGs comprehensive health, wellness and occupational health programs operate seamlessly. This integrated approach allows us to gather population-level data about health conditions that affect their workforce and tailor programs to address them. Because CG know that families influence each others behaviour, CG offer their wellness programs to CG spouses, and children as well.

Their wellness programs are convenient and are offered at many sites as well as online. And their programs leverage technology to help employees monitor their progress electronically.

MEDICAL CHECK-UPCG undertakes a medical check-up of all employees. Preventive and early detection provide the basis for a healthy workplace.SPORTSCG also has a cricket club and employees are encouraged to participate in cricket tournaments.

GYM & RECREATIONAL CENTERCGs Kanjur Complex in Mumbai houses a recreational area that gives employees an opportunity to unwind, relax their minds and bodies, and feel rejuvenated. It features a Gymnasium and a Games Room, with table tennis and carom boards, as well as a Reading Room.

CAMPUS ENVIRONMENT AND FACILITIESThe governing theme of the organization is the well being and satisfaction of their employees. The benefits that they offer to them are at par with the best available.Their compensation package is aligned with the market and it is aimed at attracting and retaining talent. Rewards for each position are based on performance, potential, criticality and market value.They have a comprehensive medical assistance program that covers the gamut of medical expenses that the employee and his family may incur.An employees growth in the company is complemented by his own self-development. Their educational assistance plan offers all encouragement in pursuing the course of the employees interest.

CAREER GROWTH MODELJust as companies who use a business plan as a "road map" find the path easier to negotiate, people who use a "career map" have a much better chance of reaching their destination. Making a career map can be beneficial at any stage of the game for many of us. If you're just entering/re-entering the workplace, or perhaps been in the fray for decades, career mapping can prove to be an invaluable tool. Particularly if you are thinking of switching fields.Career Map help identifying your strengths and weaknesses: The idea is to maximize your strengths and minimize your weaknesses. But first you have to know what they are. Ask the people in your life you most respect to help you with this one. Put them down on paper. It may give you a new understanding of you.AT CG,INDIAOPERATIONS, THEY HAVE

Required ExperiencesE1 to E2M1 to M2M3L1L2L3

Assignments having multiple skill requirements** ** ** ** ** **

Independent handling of the assignment