Name:

Surfia Khatun

Roll No:

03

Human Recourse
MBA I

Management

DECLARATION

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

COURSE: MASTER OF BUSINESS ADMINISTRATION

COLLEGE: 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. No
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.

Content
Executive Summary
Company Profile
Company Mission, Vision
Company History
Products & services offered
Organizational culture
Company Values
Organizational chart
Financial Turnover
Recruitment and selection
Learning and development
Growth opportunities
Welfare and health facility
Career growth model
Policies
Other initiatives
Why CG
Bibliography

Page No
5
6
7
8
10
11
12
14
15
16
18
21
21
23
25
27
28
29

EXECUTIVE SUMMARY

The ability of the organization to attain its goals largely depends upon the
Effectiveness 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 customercentric 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.

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

CORPORATE MISSION
To 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.

CONSUMER PRODUCTS
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.

POWER SYSTEMS

To 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-theart products and services.

INDUSTRIAL SYSTEMS

To 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

HISTORY
The 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 OFFERED

The 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
SYSTEMS

CONSUMER
PRODUCTS

Motors: High/Low Voltage AC&DC

Transformers and Reactors
Fans
Generators/Alternators
Switchgear Products-MV/HV/EHV/UHV
Appliances
Traction Motors/Alternators/Control Electrics
Instrument Transformers-MV/HV/EHV/UHV
Lighting
FHP/Commercial Motors
Power Quality Solutions
Pumps
Drives and Automation
T&D Systems/Engineering Solutions
Stampings and Laminations
Home Automation
Mobile Substations
Services for Industrial Systems
Integrated Security Systems
Protection Control & Automation
Wiring Accessories
Services for Power Systems
Transformer & Switchgear Components
LV Switches & Panel Products

10

11

ORGANIZATIONAL CULTURE AT CROMPTON GREAVES

CG 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 under which 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
understand employee 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.

12

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.

13

CROMPTON GREAVES VALUES

PERFORMANCE EXCELLENCE
Performance 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 KNOWLEDGE

Leading 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 ORIENTATION
Customer 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

14

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

DIRECTORS

SENIOR
MANAGER

MANAGERS

EXECUTIVE DIRECTORS

GENERAL
MANAGER

DEPUTY GENERAL MANAGER ADDITIONAL GENERAL MANAGER

HEAD
EXECUTIVES

EXECUTIVES

WORKSMAN AND OFFICE STAFF SUPERVISORS

15

FINANCIAL TURNOVER

INCOME STATEMENT- ANNUAL

8000

6400

4800
Rs. Cr
3200

1600

2012-2013
Gross Sales

16

2014-2015
Net Sales

INCOME STATEMENT- QUARTERLY DATA

2200
1760
1320
880
Rs. Cr

440
0

17

Gross Sales
Net Sales

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 PROFILE
such 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 CANDDATES
SOURCES OF RECRUITMENT

The following sources are used as a mean of recruitment by Crompton Greaves

1.
2.
3.
4.
5.

Employee Referral
Consultancy
Job Portals
Campus Recruitment
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
18

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 NEGOTIATION
When 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

19

 Health and safety information - this is a legal requirement TRAINING AND

DEVELOPMENT

LEARNING AND DEVELOPEMENT

Learning 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.
20

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 CENTRE
Over 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 to its management development initiatives, the CG Management
Development Centre at Mulshi was inaugurated on the 9th January 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.

FACILITIES
The Centre has 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
capacity of 15 participants, which facilitates small group interactions and deliberations. All these
rooms can be equipped with audio - visual equipment.

LIBRARY
The 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.

21

INFRASTRUCTURE
The 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-UPS
Continual 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 and from the Illinois Institute of Technology, Chicago. The ctheirses are taught via
interactive distance learning technologies.

22

CG have initiated a Post-Graduate program in collaboration with IIT Mumbai. CG also have a 5
week program for the middle 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 OPPORTUNITIES
At 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 FACILITY

CG 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.
23

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

GYM & RECREATIONAL CENTER

CGs 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 FACILITIES

The 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.

24

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 MODEL

Just 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/reentering 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, INDIA OPERATIONS, THEY HAVE

Required Experiences
Assignments having multiple skill requirements
Independent handling of the assignment <1yr
New position with large scope < 1 yr
International Experience <1 year
Cross functional Experience
Cross Divisional Experience

25

E1 to E2
**
**

M1 to M2
**
**

**

M3
**
**
**

**

L1
**
**

**
**

L2
**
**

**
**

L3
**
**
**
**
**
**

Employee Leadership Experience

Minimum Criteria Met

**
4

**
5

** ** **
6 7
9

FOR AN EMPLOYEE AT CG, THE GROWTH PATH IS AS FOLLOWS:

E GRADE - A person who joins CG with less than one year's work experience works as a front
line person in the Unit or Sales field. Here his/her primary task is to pick up expertise in various
areas of manufacturing or sales.
M GRADE: After the initial stint in the E Grade, one moves to the role of a Deputy Manager
with the added responsibility of interacting with customers and leading a team in addition to
handling his own KPAs. It is at this point that you decide to choose between a Operations,
Quality, Materials, Finance or HR path and gain expertise that helps you prepare for the growth
ahead.
L GRADE: With experience, an employee moves to the leadership role. Here he takes charge of
a Unit / Function independently, sets performance standards, works to build customer
relationships, provides technical assistance to his 2nd line and team, develops a good work
atmosphere in the shop-floor, and works as an interface with other internal departments.
UNIT HEAD: Based on performance and experience, the professional progresses to the role of a
Unit Head. Here he/she manages manufacturing Unit. Issues relating to customer, people, and
business are the primary responsibility of the UH. Later one can aspire to head any of the SBUs
(Strategic Business Units).
With the internal promotion scheme, you also have access to various job opportunities within CG
itself. This would enable you to pursue careers of your choice in the Organization.
26

POLICIES
PERFORMANCE REWARD POLICY
As per CG HR policy, employees who demonstrate commitment and devotion towards duty and
contribute significantly in achievement of targets and/or in improving the performance would be
recognized and rewarded for their contributions through an attractive reward and recognition
Scheme based on annual performance reviews.
The CG policy for performance review & rewards system shall be made known to all employees
at the beginning of each financial year.
PERSONAL ACCIDENT INSURANCE COVERAGE
CG would covers a personal Accident Insurance Scheme for its permanent employees for which
the premium would be paid by CG. Under the scheme, the employee will enjoy insurance
coverage 24 hours and will received compensation in the event of death or body
injury/disablement resulting from any accident both on and off duty. The compensation in the
event of death would be 75 % of monthly salary (Basic + DA) and additional 25 % of monthly
salary (Basic + DA) or Rs.5 lacs, whichever is less. The scheme also provides for compensation
for total disablement, partial disablement etc.. This would be in lieu of the benefits under the
Workmens Compensation Act 1923/ESI Act.
MEDICAL INSURANCE POLICY
Employees would be covered by CG Medical Insurance Policy for hospitalization treatment.
SEXUAL HARASSMENT POLICY
27

In terms of The Sexual Harassment of Women at Workplace (Prevention Prohibition and

Redressal) Act and Rules 2013 it is mandatory to review status of sexual harassment related
complaints in the Annual Report. There were no incidents of sexual harassment reported in the
Company. For protection against sexual harassment CG has formed an internal complaints
committee to which employees can write in their complaints. The Company has a Prevention of
Sexual Harassment Policy which has formalised a free and fair enquiry process for dealing with
such issues with clear timelines.

CORPORATE ENVIRONMENT, HEALTH AND SAFETY (EHS) POLICY

To ensure the health and safety of all the employees stakeholders across all CG factories and
establishments. To minimize the adverse impact on the environment and also the community at
large.

CG WHISTLE BLOWER POLICY

CG believes in conducting its business in a fair and transparent manner, by adopting high
standards of professionalism, integrity and ethical behaviour. Towards this end, CG has
adopted the Code of Business Practices (the Code), which lays down the principles and
standards that should govern the actions of the Company and its employees; and gives
practical guidance to facilitate implementation of the Code at the workplace. An important
aspect of accountability and transparency is a mechanism to enable all individuals to voice
concerns internally in a responsible and effective manner when they discover information
which they believe could be considered as a malpractice and/or violation of the Companys
Code of Business Practice.
CG Whistle Blower Policy ("the Policy") approved by its Board was formulated with a view
to provide a mechanism for employees of CG in India (employees) to report violations and
assures them of the process that will be followed to address the reported violation. It
reinforces the trust the Company places on its employees. It provides a method of properly
addressing bona fide concerns that individuals within the organization might have, while also
offering whistleblowers protection to whistleblower and the rights of those complained
against.

28

The Policy is available on the local intranet for the employees.

INDUCTION AND FAMILIARISATION PROGRAMME FOR DIRECTORS

CG has in place a structured Induction and Familiarisation Programme for its Directors to
understand and update themselves with CGs business and operations on a continuous basis.
A new Director will attend a familiarisation programme which is tailored to the needs of their
appointment. This includes a presentation by the Managing Director giving a broad overview
of the Company. The induction pack to be provided to a new Director will include CGs
Board and Committee framework, CG Policies and procedures, statutory declarations, forms
and other documentation.

OTHER INITIATIVES

CG HR 4 U- LEVERAGING HR THROUGH TECHNOLOGY

We would like to help you start a rewarding career in our company. At Crompton Greaves we are
continuously striving for a healthy mix between young, ambitious fresh engineering graduates
and cutting edge professionals. This jobsite provides information on Crompton Greaves and the
various opportunities within our company. Make sure you take a look at our full listing of jobs.
In the event that your job search reveals no job of interest to you, post your profile directly. This
will enable us to match your profile with the vacancies and we will be able to interact with you.
Fresh Engineering graduates from reputed institutes can apply from the Fresher icon. This will
enable us to help you to find an exciting career with Crompton Greaves.

CG WEBMAIL (E - MAIL SYSTEM)

Location-wise Webmail Systems for CG Employees in India

CGFRS- CROMPTON GREAVES FRIDAY REPORTING SYSTEM

29

It is an e- initiative that is taken by the company where in every employee reports the major task
undertaken for the weak on Friday.

EX EMPLOYEE CORNER (CG-INDIA)

The CG Ex-employee Corner is a web enabled facility which is made available to Ex-employees
of CG and their surviving spouses. Using this, you can submit Hospitalisation claim, file IT
Returns, and view details of Retiral Benefits.

WHY SHOULD YOU CHOOSE CROMPTON GREAVES?

Crompton Greaves is a multi-location and a multi-product Organisation, which

provides a range of exciting job opportunities to match your skills and experience.

We believe in the CG Values of performance excellence, leading edge knowledge,

nurturance, customer orientation & intellectual honesty and we practice it.

We offer challenging and rewarding work environment and an Engaged Culture.

We encourage personal initiative and give early responsibilities to freshers.

At CG, we believe that it is important to give back to our community, to our

neighbourhoods. In this endeavour, we make a Socially Responsible Organisation.

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We offer you continued career growth and an advantage few other companies can match.

BIBLIOGRAPHY
http://www.cgglobal.com/frontend/finalnonproduct.aspx?cnl2=O4YRF2vM8JU=
http://www.cgglobal.com/pdfs/policies/Corp-EHS-Policy-Jan15.pdf
http://www.business-standard.com/company/crompton-greaves-ltd-125/annualreport/director-report
http://www.mahadiscom.in/Terms%20&amp_%20Conditions%20for%20Pay%20Gr
%20I%20&amp_%20II.pdf
http://www.cgglobal.com/frontend/crompton.aspx?
Id=fNSJW/UGgrI=&pgm=ISa594ohuB8=

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