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(AN ISO 9001 : 2000 & SA 8000 CERTIFIED COMPANY )
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RADIANT ORGANIZATIONAL CHART
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THE ORGANIZATION
Radiant Exports is one of the leading exporters was established in 1991 and has since redefined
the excellence in the vibrant line of quality home furnishing across the world. Offering a “Blame it on
impulse” collection, each creation seeks the Radiant story.
Radiant Exports has since its inception acquired a veritable place in the international market by
its wide and exhaustive range of products, fabric & designs, appeal to subtle and dazzling tastes.
Its exquisite products are in elegant colors, designs & textures to complement the buyers test
nibbling all designers of the world over, to create their own inimitable style and identity.
It specializes in Embroidery like hand, machine & computer work on different types of design
either natural or abstract. In Radiant there are highly qualified designers team who works in order to
create dream designs. They are aided by latest systems, to give shape to creative ideas and designs.
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EXPORTS TO COUNTRIES:-
Germany, Natherlands, UK, France, Greece, USA, Australia, Austria, South Africa, Israel,
Sweden, Finland.
TASK:-
Timely delivery with correct quantity and mutually agreed quality.
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COMPANY PROFILE
Radiant Exports
Sector – 64, A- 70
Gtautam Budh Nagar
Noida (U.P.), India
Radiant Exports is a factory with tenure of 15 years. It is an export house which deals with home
furnishing products like- Cushinon Covers, Bed Sheets, Table Runners, Mats, Wine Bags, Stocking,
Pillow Covers, Curtains and many more things. It has an another unit at Karur in Southern region of
India.
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INFRASTRUCTURE
Radiant Export have a multistoried building with well equipped, organized and systematic interiors. The
different floors are used in :
Basement : Fabric Store, Accessories Store, Cutting, Finishing and Computer Embroidery Departments.
Ground Floor : Finishing & Packing, Stitching and checking Departments.
First Floor : Office of different Departments :
Merchandising
Procurement
Documentation
Sampling
Stitching
Conference Room
Account
Lab
Showroom
Second Floor : Stitching, Cutting and Quilting
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TEAM
The group is an initiative of dynamic visionaries of MAj. Gen. K.K. Sehgal (Retd.) and Mr.
Vivek Sehgal who have since its establishment in the year 1991, professionally steered the thoughts and
attitudes of 350 team workers and around 500 indirect employees successfully. Taking the company to a
new quest of excellence in such a short span of time. This export house has proud turnover of 12 million
U.S. Dollars.
All members of this proficient workforce driver inspiration from Reliability and Quality which
are the watchwords of its buyer’s satisfaction.
QUALITY AND SOCIAL ACCOUNTABILITY POLICY
Compliance to ISO 9001:2000 quality management system requirements.
Compliance to SA 8000:2001 management system requirements.
Maintain and improve safe working condition within the organization.
Enhance awareness by educating employees on regular basis.
Develop the supply- chain to fall in line with our commitments.
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FACTORIES OF RADIANT
Head Office & Work Place : A-70, Sector-64, NOIDA (U.P.) – 201301
Factory & Works : B-55, Sector- 60, NOIDA (U.P.)- 201301
Corporate Office : C-205, Naraina Industrial Area, Phase-I, New Delhi-110028
Karur Office : No 15/50 B, First Floor, Kamarasa Puram (West), Karur
Surat Office : 404, Maharaja Chamber, Salabat Pura, Surat , Gujrat
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The Company is running the clock with rotation weekly off assigned to the employees. In four different
shifts as mentioned below.
All the employees working in A,B and C shifts will follow minimum 8 hours work with a break of 30
minutes.
Department head will allocate shift rotation and weekly off to the employees Department will prepare a
shift rotation chart for his department on monthly basis, display a copy of the same in the department and
forward a copy to HR department .All the employees have to strictly follow the shift rotation chart. if
threw is any charges in the shift schedule the concerned department head will communicate in wring to
HR Department in writing.
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Sl.Ni Shift Shift Timing
1. ‘A’ Shift 0700 Hrs- 1500 Hrs
2. ‘B’ Shift 1500 Hrs – 2300 Hrs
3. ‘C’ Shift 2300Hrs – 0700 Hrs
CHAPTER 2 MANPOWER PLANNING
The annual Manpower budget is prepared every year in the month of March, on the basis of business
plans and manpower forecast for the next financial year.
Human Resource Department Co- ordinates with the respective head of the department in forecasting the
requirement of manpower. The total manpower requirement (estimate for the last two quarters and plan
for the next year) are compiled and incorporated in the budget is verified by HR and submitted to
controlling department for budget discussions and approval by the Management. The approved
manpower budget is guideline for Recruitment, Training, Promotions, and Transfers etc.
CHAPTER -3
Repl has been structurally grouped as Operative, Central and manufacturing unit. It has been structured
on the basis of different product group’s .The Central Division is the support functions such as finance,
Controlling, IT Logistics Customers Support, and M.D.s Office Human Resources & Administration &
Corporate Communications & Knowledge Unit. The present Organisation Chart is annexed (Annexure l).
4- D CONFIDENTIALITY OF COMPANY INFORMATION
All employees during their tenure in our Company and even after cessation of employment with the
Company will not engage in any gainful assignment, which is found to be confiscating with the business
interest of the company, in manner. Further all the employees are obliged to keep confidential and
information data proprietary knowledge gained during the employment with the Company.
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4- E TRAVEL REIMBUSEMENT POLICY FOR CANDIDATE
In case of interviews organized. The candidates called from locations outside Noida. Will be reimbursed
with the Travels Expense as follows:-
GARADE TRAVEL ALLOWANCE
S- 1&S-4 2nd Class Train Fare/Bus Fare (Return)
E & E -2 3rd AC Train Fare / AC Bus
M1 to G A. C. Sleeper 2 Tier (Return)
a) For claiming the travels Reimbursement the candidates are required to produce the copy of the tickets.
b) Travel arrangement will be done by candidates Themselves.
CHAPTERS -5 PROBATON AND CONFIRMATION
a) All new entrants will be on probation for a minimum period of six months. In the normal course a
probationer will be expected to serve the period of probation before being confirmed in writing in the
services of the company.
b) No. employee can be given an extension more than twice for three Months. In other words no employee
will be on probation for more than 12 months. (This does not include the training period of the employees
recruited as trainees).
c) A probationers in all the Grades may separate from the service of the Company by giving one month
notice or salary in lieu of notice.
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CHAPTER- 6-A COMPENSATION STRUCTURE GARADE WISE
Variable payments - Basic HRA Other Allowance
Fixed Payments – Conveyance , Medical
Annual / Periodic payments:
Variable payments – Performance incentive
Fixed payments – Leave Travel Assistance, Medical Reimbursement
Statutory payments : Provident Fund, Employee ,State Insurance scheme Gratuity
S-1 To S-4
Basic Variable Variable
HRA 50% Of BASIC 50%OF BASIC
CONVEYANCE ALLOWANCE
OTHERS VARIABLE VARIABLE
OTHERS ALLOWANCE VARIABLE VARIABLE
The compensation structure is as follows:
6-B INCOME TAX 15
TDS on salary and others income shall be made as per computation of income and income Tax norms for
each financial year.
All employees shall provide an Investment Declaration in the format. Tax deduction shall be based on the
declaration and the final computation shall be based on the documentary evidence provided by the
employee by the date specified.
6-C SALARY PAYMENT
All employees are required to open a Bank Account with PNB or any other bank nominated by the
Company and intimates their Account Number to HR department. Salaries as well as all related payment
shall be paid through Bank.
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6- D CASH REMBURSEMENTS PROCEDURE:
Application for cash reimbursement should be made in prescribed format (Annexure VII) to the HR
department between 26th and the last working day of every month. Supporting is required to be attached
for petrol claims, while details of conveyance require to be maintained.
6-C PROCEDURE FOR CLAMIMING REIMBURSEMENT
i) LEAVE TRAVEL ASSISTANCE & MEDICAL REIMBURSEMENT
SCHEME
It is the intention of the company that Leave Travel Assistance (L.T.A.) of 15 days Basic Salary per
annum & medical reimbursement scheme should be introduced from the Net CTC cost of the current
employees & its policy will be introduce later on.
6- F IMPREST CASH
Field staff will be provide with lamp rest Cash after completing 15 days in the Organisation as per need.
Impress cash shall not be released unless all employment related document are submitted to HR.
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6- H VISITING CARDS
All employees in Grade E and whose nature of work demands the use of Visiting/ Business Cards will
be provide with the Cards within 15 days of Joining the Company.
6-I CONFIDENTIALITY OF COMPENSATION
Every employee’s salary is determined based on numerous factors qualifications, years & quality of
experience job scope, communication skills etc.
Every employee has the responsibility to maintain total confidentiality regarding his / her compensation
any discussion or exchange of information in this respect would be considered as a very serious violation
of Company’s code of conduct.
CHAPTER- 7 INDUCTION INDUCTING NEW EMPLOYEES
New employees will be inducted into the Organisation through the various Division to help the employee
understand the functioning of the various Divisions. This also helps in orienting the employees rightly to
orgahization culture and expectations.
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7-A INDUCTON FOR OFFICE STAFF
The HR Department shall prepare an induction Training Schedule, Which shall be forward to the
concerned H.O.D at least two days in advance so that necessary arrangements can be made. The
Orientation for various Departments / Division shall be done by H.O.D. or shall be delegated by the
H.O.D. to a person of the Department who shall cover all relevant areas and shall adhere to the schedule.
The Induction Training Schedule shall consist of one hour of intervention each from the various
Departments as follows:
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CHAPTER- 8 TRAVEL POLICY
8-A TRAVEL POLICY FOR OFFICE STAFF IS BASED ON ACTUAL EXPENSES
INCURRED WHERE MASS EXPENSES WHICH ANY EMPLOY CAN INCURR AS
PER HIS GRADES MENTIONED BELOW-
TRAVEL REIMBURSEMENTS TABLE – (Accommodation and Daily Allowance)
Garde Mode of Travel Accommodatio
n (in Rs. Per
day)
Daily
Allowance
Remarks
S-1 & S-2 Rail Sleeper / Bus 300 150 30% reduction in
DA in case
Breakfast and one
meal is claimed at
actual as
entertainment
S-3 & S-4 Rail II AC /AC Bus 450 200 30% reduction in
DA in case
Breakfast and one
meal is claimed at
actual as
entertainment
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E to M-1
Rail II AC / Ist Class /
economy – only incase
of emergency &
Special approval by
MD.
700 300
30% reduction in
DA in case
Breakfast and one
meal is claimed at
actual as
entertainment
M-2 to M-4
Rail AC / Ist Class /
Air Economy – only
incase of emergency &
Special approval by
MD.
1200 400
30% reduction in
DA in case
Breakfast and one
meal is claimed at
actual as
entertainment
G-1 & G-2
Rail AC / Ist Class /
Air Economy – only
incase of emergency &
Special approval by
MD.
1500 400
30%reduction in
DA in case
Breakfast and one
meal is claimed at
actual as
entertainment
In addition laundry expenses of Rs. 200/- shall be allowed if the tour is for 4 more days at a time.
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8-B TRAVEL POLICY FOR FIELD STAFF
8- D CLASSIFICATION OF CITIES
Sr No. A – CLASS CITIES B- CLASS CITIES
1 All Metro Cities Allahabad
8-B TRAVEL POLICY FOR FIELD STAFF
8- D CLASSIFICATION OF CITIES
Sr No. A – CLASS CITIES B- CLASS CITIES
1 All Metro Cities Allahabad
2. All state Capitals Ludhiana
3. Udaipur
4. Cochin
5. Cuttack
6. Mangalore
7. Manipal
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8. Baroda
9. Agar
10. Amritsar
11. Indore
12. Ponicherry
13. Coimbatore
14. Calicut
15. Hubli
16. Kanpur
17. Varanasi
18. Madurai
19. Vijayawada
20. Pune
21. Surat
22. Aurangabad
23. Nagpur
24. Kolhapur
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25. Jodhpur
26.
27.
28.
29.
All cities other than A & B Class will be classified as C Class cities.
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8-D TRAVEL/ TOUR PALN APPROVAL PROCEDURE
The duly completed tour/ plan shall be submitted for approval of marketing Manager as per their
schedule:
8- E DAILY ALLOWANCE FOR FIELD STAFF
A separated chart will be issued as per need.
H.Q. Head Quarter is a place town city where an employee is posted
Ex- HQ is a location outside of headquarters and where the work can be finished in the same day. If
the work can’t be done one the same day an employee can claim outstation travel allowance as per the
travel policy.
In addition out station travel expense shall be reimbursed on actual only on production of tickets
subject to maximum ceiling as per entitlements.
8-F COMMUNICATION EXPENSES FOR FIELD STAFF
The monthly ceiling for Communication expenses are already in practice.
8- G REIMBUSEMENT OF LOCAL EXPENSES FOR OFFICE STAFF
1. Employees in Grade M1 and above will be entitled to travel by taxies OR AC bus when on outdoor
official work.
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2. Employees in Grade S-3 –S-4 will be entitled for local bus/ Rickshaw / auto fare up to Rs.150.00
p.d.max.on. Actual basis.
3. Employees in grades below Grade S-1 & S-2 (sub staff) will be entitled to travel only by bus or
Rickway up to Rs . 100.00p.d. max on actual basis. However taxis auto rickshaws may be allowed when
loads / cash are to be transported.
4. Employees not provided with a company car using own means of conveyance i.e. Car / Two wheeler
for official purpose may claim reimbursement from company at the rate of Rs. 500 per k.m. incase of a
car and Rs. 1.50 per K.M. in the case of a two wheeler.
5. It is to be noted that expense can be claimed only if these have actually been incurred and have to
support with tickets for train fare and bills for food where applicable. Any mis – representations made in
claiming reimbursements will be viewed as a serious lalpes of integrity.
6. The claims mentioned above should be made once in a month along with monthly claim.
7. This policy will not apply to sales personnel who are in receipt of a daily allowance as per a separate
policy in respect of them.
REFRESHMENT POLICY
As per Circular
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CANTEEN POLICY
The company has availed facility of in house canteen for the employees at the fair price.
TIMINGS: Shift timings as well as Tea / Lunch/ Dinner timings are as follows:
Shift Timings:
S. No. SHIFIT TIMINGS
01 G- Shift (9:00AM TO 6: 00PM)
02 A- Shift (7:00AM TO 3: 00PM)
03 B- Shift (3:00PM TO 11: 00PM)
04 C- Shift (11:00PM TO 7: 00AM)
Tea / Lunch Timings:
S. No. SHIFIT B. FAST/ LUNCH /DINNER TIMINGS
01 G- Shift 1:00 PM TO 1:30 PM (10:30AM & 3: 30PM)
02 A- Shift 12:00 PM TO 12:30 PM (10:30AM & 2: 00PM)
03 B- Shift 8:00 PM TO 8:30 PM (4:30PM & 10: 00PM)
04 C- Shift 5:00 AM Snacks (12:30PM & 5: 00AM)
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ENTITLEMENT
Employees are entitled for tea as per his/her duty shift as:
S. No. SHIFT ENTITLEMENT
01 G- Shift TEA 2 TIMES
02 A- Shift TEA 2 TIMES
03 B- Shift TEA 2 TIMES
03 C- Shift TEA 2 TIMES
The management reserves the right to reduce/ Change / discontinue/ replace or rename this benefit /
facility / as it may desire at any time without any reason.
CHAPTER 9 SOCIAL SECURITY SCHEMES
GOVERNMENT RELATED FUNDS AND BENEFITS
9- Social security Laws
All employees whether paerments or probationer will be covered as per laws applicable by the
Government.
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OTHER COMPANY WELFARE POLICIES
9 – A GROUP MEDICLAIM POLICY
It is under consideration and will be applicable later on.
9 – B LONG SERVIC AWARDS
Long service awards will be present to the employees on the annual party as follows:
No. of years of services Gift worth Rs.
5Years Rs. 1000/-
10 Years Rs. 5000/-
15 Years Rs. 7000/-
20 Years Rs. 9000/-
Years of service completed as on December 31st shall be taken in to account for calculation of service of
an employee
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9- C MARRIAGE & CILD BIRTH
As a token of best wishes from the Company to its employees on getting married / birth of child they
shall be presented with Gift Cheque as follows:
S-1 to S-2 : Rs. 250/-
S-3 to S-4 : Rs. 500/-
E to M-1 : Rs. 1000/-
M-2 to M-4 : Rs. 1100/-
An employee getting married shall send a wedding Card to HR as intimation.
9-D BIRTHDAY
Employees will be greeted by the management on their birthday
9-E ANNUAL FUNCTION
Annual function of REPL will be organized every year. All employees will participate and their family
CHAPTER- 10 -LIBRARY POLICY
The objective of the Library Policy is to inculcate and nurture the reading habits of the employees
towards self – improvement and productivity.
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CHAPTER- 11- TRAINING & DEVELOPMENT
11 – A PFFOCE STAFF
Training and development programs will be centrally organized and coordinated by the HR
department. These programs will be designed to help employees acquire knowledge, skills and attitudes
necessary for improved performance of present and future jobs.
11- B FIELD STAFF
Field / sales staff will primarily be impacted with regular product Training Organised and coordinated
by the product Management team. Programs designed for the development needs of field / sales staff
will be organized and coordinated by the product Management team in coordination with the HR
Function.
11- C ANALYSIS AND IDENTIFICATION OF TRAINING NEEDS
This exercise shall be conducted annually during the appraisal exercise each year. The training needs
shall be identified by the HOD’s during the appraisal discussion and be noted as a part of appraisal.
Based on the feedback received from the HOD’s The HR & Administration department will then finalise
the Training Calendar for the next year and publish the same in the month of February.31
The HR department will than organize and conduct these programs during the year.
11 – D PROCEDURE FOR TRAINING NOMINATION
Based pm training need Analysis conducted by HR the mix of the training programs shall be decided in
consultation with the HOD’s Catering to different levels across organization.
Employees shall be provided the training calendar for the entire year. Each employee in consultation with
his HOD may plan minimum of 4 man days for the year of any other minimum number of training days
as decided from time to time.
Nomination Procedure for various types of training programs shall be as below.
ROLE SPECIFIC
The target participants in the case are based on the training needs analysis. HR Shall identify the
participants in consultation with the MD/HODs.
NEED BASED
An overview of such training shall be given to all the employees along with a formal invitation by HR
department.
The employees can assess based on the overview given to them on the relevance of the training for their
role.
The request for enrollment can be given to HR in consultation with the concerned HOD With in week of
invitation.
As the batch size is limited we shall finalize on the number of participants on a first come first serve
basis.
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The final confirmations shall be communicated to the concerned employees along with the venues details.
INDIVIDUAL EMPLOYEE NOMINATIONS:
Employees can also be nominating for some training programs pertaining to their specific function /
technical need.
The employee in consultation with his HOD may fill in the Training brochure are least a week prior to the
program date for approval.
An approval by the MD Shall be obtained and communicated to the concerned employee.
HR shall make arrangements for enrolling the employee in the training program.
No cancellations shall be allowed for such training nominations.
INTERNAL TRANERS
As a steps towards brining in a culture of functional in house Trainings, our employees having expertise
in certain area shall be identified as internal trainers.
The employees identified as internal trainers shall be trained professionally, so that they can deliver their
expertise to other employees.
CHAPTER-12- A RETIREMENT
The age of retirement will be 58 years. The employees who are due for retirement are information about
their retirement in writing preferably 6 months in advance by HR Department. 33
12- B RESIGNATION
Permanent employees resigning from the services of the Company are required to give 90 days
notices .There may be exceptions at Management discretion.
Employees on probation are required to serve one month notice period.
The Company will also have to give employee the above mentioned notice period while termination his
services form the Company.
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ORGANISATION CHART
RADIANT EXPORTS Managing Partner I- Maj. Gen. K.K. Sehgal
(Retd.)
Managing Partner II- Mr. Vivek Sehgal
These Departments are
1. Sr. Mgr. Accounts & Personnel – Mr. M.P. Srivastava
2. Mgr. P.P.C. – Mr S.S. Agrawal
3. Mgr. Merchandising – Mrs. Anjali Mehrotra
4. Sampling HOD –Mrs. Payal Sehagla
5. Mgr. Fabric Procurement – Mr. Bikash Chandra Panda
6. Mgr. Administration & Audit (HR) – Col. Surinder Singh
7. Mgr. Fabric Store – Mr. C.K. Jha
Mgr. Accessories Store- Mr. Rajiv Malik
8. Sr. Mgr. Production – Mr. Uday Banerjee
Cutting Incharge- Mr. Anil Sharma
Stitching Incharge – Mr. J.P. Yadav
Comp. Embroibary Incharge- Mr. Ajay Chaudhary
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Finishing Incharge – Mr. Dinesh Rai
9. Lab Incharge – Ms. Romi Tiwari
10. Quality Assurance – Mr. Uday Banerjee
11. Research & Development – Mr. Neeraj
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MOTIVATIONAL MYTHS
Mcnamara discusses three motivational myths-
1. One person can motivate another. You only have to establish an environment that
will cultivate and bring forth the personal motivational factors of each individual.
2. Money and fear are good motivators. Mcnamara says money can only help people
from being less motivated & fear acts for short term.
3. I know what motivates me, so I know what motivates my employees.
Everyone is different.
Managers need to identify and understand what motivates each employee to reach the
common organizational goals.
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Nature of Motivation :
Following characteristics of motivation clarify its nature.
1. Based on motives.
2. Affected by Motivating
3. Goal Directed Behaviour
4. Related to satisfaction
5. Person motivated in totality
6. Complex process
Based on Motives :
Motivation is based on individual’s motives which are internal to the individual. These motives
are in the form of feelings that the individual lacks something. In order to overcome this feeling
of lackness, he tries to behave in a manner which helps in overcoming this feeling.
Affected by Motivating:
Motivation is affected by way the individual is motivated. The act of motivating channelizes
need satisfaction. Besides, it can also activate the latent needs in the individual, that is, the needs
that are less strong the somewhat dormant, and harness them in a manner that would be
functional for the organization.
Goal-directed Behavior:
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Motivation leads to goal-directed behavior. A goal-directed behavior is one which satisfies the
causes for which behavior takes place.
Related to satisfaction :
Motivation is related to satisfaction. Satisfaction refers to the contentment experiences of an
individual which he derives out of need fulfillment. Thus, satisfaction is a consequence of
rewards and punishments associated with past experiences.
Person motivated in totality :
A person is motivated in totality and not in part. Each individual in the organization is a self-
contained unit and his needs are interrelated.
Complex Process :
Motivation is a complex process; complexity emerges because of the nature of needs and the
type of behavior that is attempted to satisfy those needs.
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TYPES OF MOTIVATION
Intrinsic and Extrinsic Motivation :-
Intrinsic Motivation:- When people are internally motivated to do something because it
either brings them pleasure, they think it is important, or they feel that what they are
learning is morally significant.
Extrinsic Motivation:- When people is compelled to do something or act a certain way
because of factors external to them. (Money or good grades)
Telic and Paratelic Motivational Modes :-
In the telic state, a person is motivated primarily by a particular goal or objective such as
earning payment for work.
In paratelic mode, a person is motivated primarily by the activity itself (intrinsic).
Direct & Indirect Motivation :-
In direct motivation, the action satisfies the need.
Eg. Job satisfaction & social environment
In indirect motivation the action satisfies an intermediate goal, which can in turn lead to
the satisfaction of a need.
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Eg. Money
Negative and Positive Motivation:-
Negative motivation involves undertaking tasks because there will be undesirable
outcomes, eg. Falling a subject, if tasks are not completed.
Positive motivation is a response which includes enjoyment and optimism about the tasks
that you are involved in.
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THEORIES OF MOTIVATION
Theories are ways that we try to explain and understand complex and abstract issues and ideas.
Motivation is fairly difficult area and there are a number of theories which have developed to try
to explain why people behave in the ways that they do and try to predict or guess what people
actually will do, based on these theories.
Maslow’s Theory
Herzberg’s Motivation- Hygiene Theory
Meclelland’s Need Theory
Alderfer’s ERG Theory
Vroom’s Expectancy Theory
Porter-Lawler Model of Motivation
Equity Theory
McGregor’s Theory X and Theory Y
Other Theories
Maslow’s Theory
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Human beings have wants and desires which influence their behavior, only unsatisfied
needs can influence behavior, satisfied needs cannot.
Needs are arranged in order of importance, from the basic to the complex. The person
advances to the next level of needs only after the lower level need is at least minimally
satisfied.
The needs, listed from basic (lowest, earliest) to most complex (highest, latest) are :-
Physiological :
It includes basic or primary needs such as : hunger, thirst, shelter, sex and other bodily
needs.
Safety and Security:
After fulfilling the basic needs the safety needs become predominant. It includes security
& Protection from physical and emotional harm.
Social:
After the needs of body and security are satisfied, a sense of belonging and acceptance
become prominent in motivating behavior. These needs include the needs for love,
friendship, affection and social interaction. We look for an environment where we are
understood, respected and wanted.
Self esteem :
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The need for esteem is to recognition from others that would induce a feeling of self
worth and self-confidence in the individual. It is an urge for achievement, prestige, status
and power. Self respect is the internal recognition.
Self actualization:
It is the top most need of hierarchy need. This need is the need to develop fully and to
realize one’s capacities and potentialities to the fullest extent possible, whatever these
capacities and potentialities may be. At this level, the person seeks challenging work
assignment that allow for creativity and opportunities for personal growth and
advancement.
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MASLOW’S NEED HIERARCHY
Self
Actualization
Self
Esteem
Social Needs
Safety Needs
Physiological Needs
Herzberg’s two factor Theory46
Fredrick Herzberg and his associates developed the two factor theory the late 1950’ and early
1960’s. Herzberg and his colleagues conducted in-depth interviews with over 200 engineers and
accountants in the Pittsburg area.
The basic question that were asked in the survey were the following two –
1- What is it about your job that you like ? and
2- What is it about your job that you dislike ?
Based upon the answers it was concluded that there are certain characteristics or factors that and
to be consistently related to job satisfaction and there are factors that are consistently related to
job dissatisfaction. Acc. To Herzberg there are two factors.
Hygiene Factor :
Hygiene factor do not motivate people. They simply prevent dissatisfaction and maintain status
quo. It includes- physiological needs, safety needs social needs.
Motivation Factor :
These factor are related to the nature of work (job content) and are intrinsic to the job itself.
These factors have a positive influence an moral, satisfaction, efficiency and higher productivity.
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HERZBERG NEED
Self Motivational
Actualization Factors
Self Hygiene
Esteem
Social Needs
Safety Needs
Physiological Needs
Alderfer’s ERG Theory
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Alderfer has provided an extension of the Maslow’s need hierarchy and Herzberg’s two factor
theory of motivation, particularly the former. Alderfer has categorized the various needs into
three categories: existence needs, relatedness needs and growth needs. The first three letters of
these needs are used to call it ERG theory.
Existence Needs : Existence needs include all needs related to physiological and
safety aspects of an individual. Thus existence needs group physiological and
safety needs of Maslow into one category as this similar impact on the behavior
of the individual.
Relatedness Needs : Relatedness needs include all those needs that involve
relationship with other people whom the individual cares. Relatedness needs
cover Maslow’s social needs and that part of esteem needs which is derived from
the relationship with other people.
Growth Needs : Growth needs involve the individual making creative efforts to
achieve full potential in the existing environment. These include Maslow’s self
actualization need as well as that part of the esteem need which is internal to the
individual like feeling of being unique, feeling of personal growth etc.
RELATIONSHIP BETWEEN NEED HIERACHY AND ERG THEORY
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Self
Actualization
Self Growth Needs
Esteem Relatedness
Social Needs needs
Safety Needs Existence
Physiological Needs Need
Vroom’s Expectancy Theory
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Criticizing the control theories of motivation, which are based on the needs of people and their
priority, Vroom has presented an alternative theory which is based on motivation process.
According to Vroom, people will be motivated to do things to achieve some goals to the extent
that they expect the certain actions on their part will help them to achieve the goal. Vroom’s
model is built around the concepts of value, expectancy and force; Vroom’s concept of force is
basically equivalent to motivation and may be shown to be the algebraic sum of products of
valences multiplied by expectations. Thus:
Motivation (Force) = Valence X Expectancy
VROOM’S EXPECTANCY THEORY
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Second Level
Outcome
Instrumentalities
First Level Reward
Outcome I
Outcome Reward
I II
Expectancy
Reward
Motivational III
Force
Reward
I
Outcome Reward
II II
Reward
III
MeClelland’s achievement motivation theory
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Shortly after world war II, a group of physcologists led by David C. McClelland of Harvard
University began to experiment with TAT (Thematic Apperception Test) to see if it were
sensitive enough to detect changes in motivation that were caused by simple attempts to away
the individual’s attitudes. In order to simplify their task, the group decided to select one
particular motive for intensive analysis. For, it was not long before the implications of the
achievement motive were recognized that it became the subject of intensive investigation in its
own right.
MeClelland has identified three types of basic motivating is power.
Needs for Power : The ability to induce or influence behavior is power. Power motive
has been formally recognized and studied for a relatively long time. The leading advocate
of the power motive was Alfred Adler. To Adler developed to concepts of inferiority
complex and compensate for the feeling of inferiority which are combined with the innate
driver for power. McMclelland and his associated have found that people with a high
power need have a great concern for exercising influence and control.
Affiliation Motive : Since people are social animals, most individuals like to interact and
be with others in situations where they feel they belong and are accepted. Sometimes,
affiliation is equated with social motives. However, the affiliation motive is not so broad.
Affiliation plays a very complex but vital role in human behavior. McClelland has
suggested that people with high need for affiliation usually derive pleasure from being
loved and tend the pain of being rejected.
Achievement Motive : Over the years, behavior scientists have observed that some
people have an intense desire to achieve. McClelland’s research has led him to believe
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that the need for achievement is a distinct human motive that can be isolated and assessed
in any group McClelland has identified four basic characteristics of high achievers:
o Moderate Risks
o Immediate Feedback
o Accomplishment
o Preoccupation with the tasks
McGregor’s Theory X and Theory Y
54
McGregor proposed two distinct views of human being: one basically negative, labeled theory X
and the other basically positive labeled Y.
Under theory X, the assumptions held by managers are :
1. Employees inherently dislike work and whenever possible, will attempt to avoid it.
2. Since employees dislike work, they must be coerced, controlled, or threatened with
punishment to achieve goals.
3. Employees will avoid responsibilities and seek formal direction whenever possible.
4. Most workers place security above all other factors associated with work and will display
little ambition.
In contrast to these negative views above the nature of human beings, McGregor listed the four
positive assumptions that he called theory Y.
1. Employees can view work as being as natural as rest or play.
2. People will exercise self- direction and self control if they are committed to the
objectives.
3. The average person can learn to accept even seek, responsibilities.
4. The ability to make innovative decisions is widely dispersed throughout the population
and is not necessarily the sole, province of those in management position.
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Compared to theory X, theory Y has the greater potential to develop positive job relationships
and motivate employee performance.
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OTHER THEORIES
Cognitive Dissonance
This occurs when an individual experiences some degrees of mental discomfort resulting from
incompatibility between two cognition.
Self Determination Theory
It focuses on the importance of intrinsic motivation in driving human behavior. It require active
encouragement from the environment.
Equity Theory
Equity theory of work motivation is based on the social exchange process. Basically, the theory
points out that people are motivated to maintain fair relationship between their performance and
reward in comparison to others. There are two assumptions on which the theory works:
1. Individuals make contributions (inputs) for which they expect certain rewards
(outcomes).
2. Individuals decide whether or not, a particular exchange is satisfactory, by comparing
their inputs and outcomes with those of others and try to rectify and inequality.
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VARIOUS TYPES OF INPUTS AND OUTCOMES
Inputs Outcomes
Efforts
Time
Education
Experience
Training
Ideas
Ability
Pay
Promotion
Recognition
Security
Personal Development
Benefits
Friendship Opportunities
Exchange Relationship between a person’s inputs/outcomes in relation to those of other persons
may be of three types :
Overpaid Inequity :
Person’s outcomes Other’s outcomes
Person’s inputs Other’s inputs
In this case, the person experience guilt feeling.
Underpaid Inequity:
Person’s outcomes Other’s outcomes
Person’s inputs Other’s inputs
In such a relationship, the person experiences dissonance.
Equity :
Person’s outcomes Other’s outcomes58
Person’s inputs Other’s inputs
In this case, the person experiences satisfaction.
The impact of inequity on the person is as follows :
Perceived Inequity
Creates tension
Steps taken to reduce
This tension
Outcome as behavior
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Goal Setting Theory
It states individuals sometimes have a drive to reach a clearly defined end state. This
End state is a reward in itself. It is a affected by three features, difficulty and
Specificity.
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Human Relation Model
Mayo found that social contacts a worker has at the workplace are very important
And that boredom and repetitiveness of tasks lead to reduced motivation. He
Believed that workers could be motivated by acknowledging their social needs and
making them
feel important. He named the model the Hawthorne effect. The problem with his
model is undue reliance on social contacts at work situation for motivating
employees.
McLaughlin suggests that there is an equation which gives a good model of the
Basic requirements and how they relate to each other to achieve the best staff
Performance.
Performance = Ability * Effort * Organizational Support
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How do you find out what an employees is motivated by ?
Today 70% of your employees are less motivated while 50% only put enough effort into their
work to keep their job. Many managers are not sure of the technique to use to motivate their
staff. The best way to find what motivates your staff is to ask them directly. This may be done
informally or during performance evaluations. Find out what he/she wants from the organization
and what makes them happy. A happy employee will be more productive than an unhappy one.
Another way to find what motivate your staff is to bring in an outside consulting agency.
A consulting agency would be more objective and it will allow for honesty. The evaluation can
consist of personality assessments and surveys. The results are useful to management when
deciding what motivation method will create results.
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Why do we stay in some companies for years and years?
-Inspiring management
-Learning organization
-Great working place/people
-Money? Dose it matter after all?
It is actually very simple… the government pays miserably but nobody leaves. It is the same in
the UK, US, Germany or France. The employees in Indian Government may not work, but those
in the other countries do. The trick is to provide job security to employees and they will stay
with you for generations.
Some companies have started implementing employment contract bonds to arrest attrition,
but that also has not seemed to help curb the attrition rates.
The voice of the employee is as critical as the voice of the customer, Corporations are efficient
and effective in 3 out of the 4 Rs, Recruiting, Recognizing, Rewarding, but NOT in Retaining.
Why People Leave
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The work can be monotonous and opportunities for career growth minimal. Survey have listed
Night Shifts
Money
Inability to handle various types of stress
Monotonous work
Company Policies
Lack of career growth
Problem with those in senior position
Finding the Cause for Attrition
If possible, have exit interview to know the reasons for resignation. IF a key employee resigns, it
should be taken up on a priority basis and the senior Management should meet the employees to
discuss his reason for leaving and evaluate whether his issues bear merit and whether they can be
resolved.
Points taken into Consideration At the Time of Recruitment
Select the right people through competency screening
Use psychometric test to get people who work at night and handle the monotony.
Offer an attractive, competitive, benefits package.
Make clear of performance enhanced incentives and other benefits. Keep these promises
later.
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PRODUCTS
Made UPS
Home Furnishing
Handicrafts
Garments
BEDDING
Our Bedding collections have a sensory repast, in which colours, fabrics, weave and embroideries transform bed
linen into a more luxurious statement
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WINDOW PANALS
68
THROWS
69
PILLOW COVERS
70
71
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MOTIVATION
Motivation can be defined as a concept used to describe the factors within an individual
which arouse, maintain and channel behavior towards a goal. The word motivation is derived
from motive that is defined as an active form of desire, craving or need that must be satisfied. All
motives are directed towards goals.
Definition :
“Motivation represents an unsatisfied need which create a state of tension or disequilibrium,
causing the individual to move in a goal directed pattern towards restoring a state of equilibrium.
By satisfying the need.
Motivated people are in a constant state of tension. This tension is relieved by drives towards an
activity and outcomes. The greater the tension, the more activity will be needed to bring about
relief and hence higher the motivation. Thus the basic motivation process can be depicted as
follows :
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Showing Basic Motivation Process
75
Unsatisfied Need
Tension of Disequilibrium
Action, Movement of Behavior
Goal, Equilibrium
Feedback, possible modification of
unsatisfied need
CONCEPT OF MOTIVATION:
The concept of motivation has 3 basic characteristics. There are as follows :
Efforts :
The amount of effort put into the activity identifies the strength of the personal work related
behavior. Hard work usually reflects high motivation.
Persistence :
Motivation is a permanent and an integral part of a human being. Its second characteristics is
persistence in the efforts. Its second of characteristics is persistence in the efforts. Motivation is
continuously goal directed so that once a goal is achieved, a higher goal is selected and efforts
are exercised towards this higher goal.
Directions :
Persistent hard work determines the quantity of effort while direction determines the quality of
the anticipated output. All efforts are to be directed towards the organization of goal.
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METHODOLOGY
First four weeks of the project was given in understanding the Employee Motivation &
retention system being used at RADIANT EXPORT Pvt. Ltd. Noida and to understand
the various procedures and complexities of it. This gave me the in-depth understanding of
the system and was useful in understanding the problems in the system, based on which
the questionnaire was prepared so that major problems in the system could be identified
and solutions for them could be implemented.
The details of the research are-
DATA RESOURCES
There are two sources through which data is collected.
Primary Data:- Primary data is collected through observation and Questionnaire.
Secondary Data: - Books, reports were used as a source of secondary data.
DATA COLLECTION METHOD
By Observation: - This method implies the collection of information by way of investigators
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own observation without interviewing the respondent.
Secondary Data: - All the data, which is already available. The reference of data, which has
already been collected and analyzed by someone else i.e. Books, Reviews, Manuals, Annual
reports of Radiant exports
Research Instrument Questionnaire
Area of Research Noida
Types of Data Collected Primary Data
Secondary Data
SAMPLE SIZE-
45
SAMPLE UNIT-
Supervisors, Executives etc.
TYPE OF RESEARCH-
Exploratory research
RESEARCH INSTRUMENT-
Questionnaire & Personal Interview
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OBJECTIVE OF STUDY
OBJECTIVE:- To analyze the current status of Employee Motivation and Retention System
At RADIANT EXPORT Pvt. Ltd. Noida and to determine the areas of
improvements in the system.
1. To study the employee motivation and retention in radiant exports.
2. To observe and understand the practical work in the such giant organization (REPLN)
3. The study of different department of ( REPLN)
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DATA ANALYSIS
NO QUESTION ANALYSIS ACTION TAKEN
1 Are the employees &
company goals aligned?
73% of employees agree that
there goals are aligned with
company’s
2 Is your work causing stress
in your personal life?
55% of the employees are
suffering from stress in their
personal life due to their work
5 why analysis done
3 Do you feel valued by your
company?
91% of the employees feel valued
by the company
4 Are you trying to identify
New career Option?
55% of the employees are trying
to identify new career option
Job rotation
alignment of person
capability with his
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job profile
5 Does honest & open
communication increase
your motivation?
95% of the employees feel honest
& open communication will
increase their motivation
6 Does leadership create a
difference in your
motivation level?
95% of the employees feel honest
& open communication will
increase their motivation
7 Do you feel 5 day working
will increase your
performance?
89% of the employees feel 5 day
working will increase their
performance
Planning for giving 5
Saturday’s off
8 Do you think your boss
also needs to be motivated
for you to work better?
Acc, To 77% of employees their
Boos also needs to be motivated
for their good performance
Morning meeting by
TL.
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9 Your target are clearly
communicated to you?
84% employees says they have
their targets clearly defined
10 Your boos continuously
encourages and motivates
you?
Boss of 82% of employees cont.
encourages & motivates them
Award given for best
performance in deptt.
11 Does your TL focus on
your strength ?
84 % employees says their TL
focus on their strength
12 Do you have any career
Mapping in your
organization?
52% of employees said they don’t
have any career mapping in the
organization
Development centre
is started.
13 Is the company’s internal
image consistent with
external ?
52% employees comment that
company’s internal image is not
consistent with external
Open communication
forum is established
Eg-Feel free session
Ask the CEO
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14 Is performance appraisal
system of your
organization good enough
to motivate you?
50% employees feel the
performance appraisal system is
good.
HOD to discuss with
team members why
they are given the
proposed bonus.
15 Do you get enough
recognition & rewards for
the work you perform?
57% employees feel they get
enough recognition & rewards for
their work
16 Are the employee’s scheme
good enough for you to
work better?
66% employees feel that the
employee’s scheme are good
enough for them to give their best
Question 1,3,5,6,9,11,15,16 are not a key point for employee motivation and retention as
concluded from the survey, because employees are satisfied with the same so no counter measure
is taken for these.
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Multiple Choice Questions
Q1. Do you know the vision & mission of your Company?
Sr. Thinking No. Of employee %
a Not know 9
b Partially known 18
c Known 73
ANALYSIS: 73% of the employees know The vision & mission of Company but 18% it is partially
known.
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Q2.Talent can be retained mainly
Sr. Thinking No. Of employee %
A Through better selection 8
B Through object assessment 30
C Through monitoring them 14
90
ANALYSIS: 68% employees feel talent can be retained through objective Assessment & 32%
feel through monitoring them
Q3. Employee can mainly be retained by
Sr. Thinking No. Of employee %
A High Salaries 16
B Talent & Skill utilization 25
C Nurturing Talent 20
d Employee & family well being 10
e Any other 5
91
ANALYSIS: Employees can be retained by Having their talent & skill Utilized, nurturing talent &
Offering them high salaries
Q4. What really motivates you?
Sr. Thinking No. Of employee %
a A challenging job 29
b Making money 13
c Empowerment 15
d Rewards- Extrinsic/intrinsic 13
e Company policies & culture 10
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f Hygiene factors( working conditions) 11
ANALYSIS: A challenging job, empowerment & making money motivates 66% , 34% & 30%
of employees respectively
Q5. If yes, how can boss be motivated?
Sr. Thinking No. Of employee %
a When you offer your help 4
b Show commitment 22
c Offer compliment 7
d Any Other 3
93
ANALYSIS:50% employees feel their boss gets motivated when they show commitment & 16
% says when they offer compliments
Q6. Score the extent you enjoy your work
Sr. Thinking No. Of employee %
1 Least Enjoyable 2
2 Partially 2
3 Satisfactory 16
4 Enjoyable 16
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5 Outstandingly enjoyable 8
ANALYSIS: 36 % employees enjoy their work only up to satisfactory level
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FINDINGS
73% of the employees know The vision & mission of Company but 18% it is partially
known.
68% employees feel talent can be retained through objective Assessment & 32% feel
through monitoring them.
Employees can be retained by Having their talent & skill Utilized, nurturing talent &
Offering them high salaries
A challenging job, empowerment & making money motivates 66% , 34% & 30% of
employees respectively
50% employees feel their boss gets motivated when they show commitment & 16 % says
when they offer compliments
36 % employees enjoy their work only up to satisfactory level
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CONCLUSION
These things and many more (like the level-field management) mean that everyone feels
‘included’ and loves the agency. They all know that they can- and indeed are – making a
difference to the way the agency works and together we build our own great future.
If you can create an environment in which people feel challenged and stimulated, they
enjoy what they are doing and produce better work. Work seems less like work. Add in a great
team and people feel like they are getting paid to turn up and socialize whilst doing something
they are passionate about with people they like spending time with. At that stage money is less
important. An added bonus as an employer is the quality level of the work as people put
everything in to what they do.
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LIMITATIONS
As no body and nothing is perfect in this world, in the same way no study can be considered as fully
reliable at one glance. There are number of uncontrollable factors acting as limitations in conducting the
study.
Some of such limitations encountered by me in this study are as follows
The most important factor which limits the research is the time factor. I have very
limited time to complete research.
The next limitation is some respondents gave biased response for fear of their position
in the company. This may have influenced the results.
The sample size chosen is not sufficient it was small.
Some respondents were not willing to give answers of the questionnaire.
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RECOMMENDATIONS
Tips for Employees to be Happy and Motivated at Work Place
Avoid negative people and gossip – Find coworkers you like and enjoy spend your time
with them.
Do something you love every single day – You may or may not love your current job but
if you do something you love every single day, your current job won’t seem so bad.
Take charge of your own Professional and Personal Development – Ask for specific
and meaningful help from your boss.
Take Responsibility for knowing what is Happening at work – People complain that
they don’t receive enough communication and information about what is happening with
their company, their department’s projects or their coworkers. Passive vessels, they wait
for the boss to fill them up with knowledge. Because the boss is busy doing her job and
she doesn’t know what you don’t know. Seek out the information you need to work
effectively. Assertively request a weekly meeting with your boss and ask questions to
learn.
Ask for Feedback Frequently – If you feel positively about your performance, you just
want to hear him acknowledge you. If you’re not positive about your work, think about
improving and making a sincere contribution. Then, ask your boss for feedback.
Make only commitments you can Keep- One of the most serious causes of work stress
and unhappiness is feeling to keep commitments. Create a system of organization and
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planning that enables you to assess your work, think about improving and making a since
contribution. Then ask your boss for feedback.
Make only commitments you can keep- One of the most serious causes of work stress
and unhappiness is falling to keep commitments. Create a system of organization and
planning that enables you to assess your ability to complete a requested commitment. If
your workload is exceeding your available time and energy, make a comprehensive plan
to ask the boss for help and resources.
Practice Professional Courage – You’ve never been trained to participate in meaningful
conflict, so you think of conflict as scary, harmful and hurtful. Conflict can be all three;
done well, conflict can also help you accomplish your work mission and your personal
vision. Conflict can help you serve customer and create successful products.
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What other Companies are doing for Employee Motivation & Retention
Provide Flexi- Time with Flexible working to Employees (Work from Home)
o This will provide employees to work when and where it suits them, by using
mobile and wireless technology to work at multiple times and locations.
o Huge cost of rental space is saved.
Servicing Employees
o Concierge Service – For movie Tickets, Utility bills, Rail Tickets, Credit Card,
Help desk operates during Lunch hour.
Care for Family
o Paternity and maternity leave benefits to employees – Special 2 months paid leave
in case of child adoption.
Fridays@5
o Every Friday talks and discussions covering a gamut of issues ranging from
parenting to stress management are held on company premises. Hobbies are
encouraged one popular session on choosing your life partner was held.
Choose Your boss
o The technology firm has empowered employees to choose their boss reflecting the
company non-hierarchical structure.
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The process helps the team to find the right boss – the team interviews the
managerial candidate to understand his background, cultural fit and the
kind of support he will extend towards the team and his openness to new
ideas.
Musical Mondays
o Every Monday is a musical show – Hidden talent that often goes unnoticed is
reflected in these programmes.
Pursue your Pet Ideas for one day in a week
o For Nurturing passion employee are given right to take time out from their regular
activity to purse their pet idea.
o They can also contribute time to other company projects. Imbibe work culture of
research and innovation – Surf on net
Q & A Session
o Where staff make presentations about things they think are important to them (and
then we discuss).
Quick List of Suggestions for Motivating employees
Recognize individual differences106
Match people to jobs
Individualize rewards
Link rewards to performance
Check the system for equity
Don’t ignore money
Involve employees in decision- making process
Keep employees informed
Be aware of the morale level of your employees
Maintain an open-door policy
Develop a caring attitude
Be sure to listen
Always treat your employees with respect
Ask for suggestions
Give constructive criticism
Recognize your employees
Listen to and deal effectively with employee complaints
A direct link between the goals of the employee and those of the organization –
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When meeting with the employee to discuss his or her goals and objectives, it is helpful
to share with them the importance of their contribution to the organization and to guide
them to choose goals that align nicely with those of the company.
Walks Your Talk – If you expect your employees to arrive early, then you arrive early. If
you expect your employees to keep their promises, you keep your promises. If you want
your employees to keep to high standards, you keep to high standards.
Help Employees Succeed – It is your job to understand your employee’s strengths and
weakness so that you can put them in the best position to succeed.
Design tasks and environments to be consistent with the employee’s needs – What may
satisfy one person may not satisfy another. The observant manager is aware of the more
basic needs of the employee such as affiliation, approval and achievement.
Criticize behavior, not people – A person can do a task poorly and still be a valuable
employee. Always remember to respect the individual. Too many people are
inappropriately labeled “dumb”, “incompetent” or “unqualified”. Be sure to address
behavior not attitude. Managers often have difficulty distinguishing between attitude and
behavior.
Suggestions for Retaining Employees
Arrest Poaching at the senior level
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o Special employee retention and loyalty packages that binds employee emotionally
or monetarily
Constantly Training for Career Growth
o Gurukul Program where each staff even at the lowest level has to undergo certain
mandated hours of Training
Global Racing Star Event
o 3 Days Residential Program for employee Children 13-18 Years are groomed in
presentation, behavioral and attitudinal skills
Global rotation Plan
o Every 18-24 Months employee can actively look for a job change – Various
technologies, Geographies and verticals
o Challenges at work-place and growth opportunities
Sleepy Hour during Work
o 45 Minutes post Lunch Nap – for refreshing (Sleep anywhere bring mattress)
Using Humor to Retain Employees
o In today’s uncertain work environment, humor isn’t an option, it’s necessary.
When employees clown around they’re not wasting valuable time, they’re making
use of one of the few tools available to increase and maintain their group spirit.
Laughter may not change reality, but it can certainly help people survive it.109
Provide Feedback That Has an Impact
Work/Life Balance
o Make work/life balance a recognized organizational value.
o Management should try to serve as role models for work/life balance.
o Reduce organizational inefficiencies that drain employee time & energy
o Provide employee with scheduling flexibility
Pay Satisfaction & its link with Performance
o Establish and communicate the organization’s pay philosophy.
o Conduct salary surveys to make certain the pay levels are appropriate.
o Carefully script the messages supervisors transmit to employees about pay.
o Make sure performance reviews are conducted.
o Use other types of rewards for good performers as well, such as recognition,
opportunities for training, and interesting work assignments.
Adequate Staffing Levels
o Conduct staffing audits to make certain staffing levels match the work load.
o When appropriate, quickly replace departing employees.
o Develop innovative recruiting methods.
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Increasing Employee Retention Through Employee Engagement
o The primary behaviors of engaged employees are speaking positively about the
organization to coworkers, potential employees and customers, having a strong
desire to be a member of the organization and exerting extra effort to contribute to
the organization’s success. The employee engagement process does require a two-
way relationship between employer and employee.
Engaged employees also normally perform better and are more motivated.
Invest as much as possible in the growth and development of your people. Nothing gives
an individual a greater sense of satisfaction than growth. If employer invests in growth of
employee, they become more capable of earning more money and sense of loyalty
increases b/c they associate the growth with the company that facilitated it.
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BIBLIOGRAPHY
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HRD Newsletter (New Era of HR)
Indian Management
Organization Behavior by – Stephen P. Robins
Organization Behavior by – L.M. Prasad
Organization Behavior by – J.S. Chandan
www.motivate-employee.com
www.employeebenefits.co.uk
www.123oye.com
www.motivatingandretainingemployees.com
www.highretention.com
www.humanresources.about.com
ANNEXURE
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“EMPLOYEE MOTIVATION AND RETENTION ANALYSIS AND
IMPROVEMENT”
OBJECTIVE: To analyze the current status of Employee Motivation and Retention System at
REPLN Greater Noida and to determine the areas of improvements in the system.
INSTRUCTIONS:
(i) Kindly answer all the questions mentioned in this questionnaire.
(ii) Feel free to give your suggestions wherever required. Your data will be kept
CONFIDENTIAL.
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QUESTIONNAIRE
Department : ………………………………………
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Designation : ………………………………………
Age : ………………………………………
Individual Related Qs.
1. Do you the vision & mission of your company –
a. Not known
b. Partially known
c. Known
2. Score the extent you enjoy your work (eg 1,2,3 upto 5)
3. Are the employees & company goals aligned ?
a. Yes
b. No
4. Is your work causing stress in your personal life ?
a. Yes
b. No
5. Do you feel valued by your company /
a. Yes
116
b. No
6. Are you trying to identify new career option ?
a. Yes
b. No
7. Does honest & open communication increase your motivation ?
a. Yes
b. No
8. Does leadership create a difference in your motivation level ?
a. Yes
b. No
9. Do you feel 6 day week/long working hrs decrease your performance ?
a. Yes
b. No
10. Talent can be retained mainly
a. Through better selection
b. Though objective assessment (training & development)
c. Through monitoring them
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11. Employee can mainly be retained by
a. High Salaries
b. Talent & Skill utilization
c. Nurturing talent
d. Employee & Family well being
e. Any other
12. What really motivates you ? (tick 1 or more)
a. A challenging job (by job rotation)
b. Making money
c. Empowerment
d. Rewards-extrinsic/intrinsic
e. Company policies & culture
f. Hygiene factors (working conditions)
13. Radiant is doing lot to motivate & retain their employees, what else can be done ?
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Boss Related Qs.
119
1. Do you think your boss also needs to be motivated, for you to work better ?
a. Yes
b. No
2. If yes how can be motivated ?
a. When you offer your help
b. Show commitment
c. Offer compliment
d. Any other ----------------------------------------------------
3. Your target are clearly communicated to you ?
a. Yes
b. No
4. Your boss continuously encourages and motivates you ?
a. Yes
b. No
5. Does Your TL focus on your strength ?
Organization Related Qs.
120
1. Do you have any carrier Mapping in your organization ?
a. Yes
b. No
2. Is the company’s internal image consistent with external ?
a. Yes
b. No
3. Is the performance appraisal system of your organization is good enough to motivate
you ?
a. Yes
b. No
4. Do you get enough recognition & rewards for the work you perform ?
a. Yes
b. No
5. Are the employees scheme good enough for you to work better ?
(Car scheme, Scholarship scheme, Loan scheme- Soft loan, Marriage benefit)
a. Yes
b. No
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AND FINALLY ……………………………
Some Lines used in Radiant Export to motivate its HUMAN RESOUCE –
GREAT CHALLENGES, GREAT PERFORMANCE
GREAT COMPANY, GREAT PEOPLE
WE ARE THE BEST
FAST INNOVATION, FAST GROWTH
CUSTOMER SATISFACTION IS OUR ATM
CHALLENGING AND JOYFUL RADIANT EXPORT
LEAD THE MARKET, CREATE THE MARKET
MY JOB, MY RADIANT EXPORT, MY FAMILY
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