Friendly culture, deeply rooted organisational commitment and solid trust amongst the employees make Emami the employer of the hour! 4Ps B&M’s Arun Roy analyses...
I couldn’t help myself in drawing up the
pesky similii. And why not! Wasn’t Emami Group Ltd in the business of making people lovelier and ‘fairer’? Metaphorically (I just had to quench this pest of an argument that I had churned up an evening before), how ‘fair’ could Emami be in its own HR out‘look’ and structure? How ‘fair’ was it towards its people? How ‘fair’ was it is in managing its human resources? Was Fayol in their HR personnel’s minds while the sales personnel were making unstoppable efforts to remove fatigue, headache, tension, sleeplessness (through their famed Navratna Oil)? Were they able to remove the same afflictions in their own employees as successfully? I knew my cup of truant questions were running over (and could have cost me the interview itself), but Ratna Sinha, Head, HR, Emami Group Ltd, was surprisingly totally supportive in answering all of them...and much more.
Without wanting to sound eulogical, it is a fact that the company considers HR as being one of the most critical and important roles in the organisation. “Emami is all out to have the best HR practices and work on the best trends, which can bring in comfort for the employees and for the organisation as a whole,” averred Ratna Sinha. Almost in copybook language, Ratna shared that Emami believes that employees are the “building blocks” of any successful organisation; ergo, ‘proper attention’ to them is not just a need, but thoroughly imperative. I was curious. With growth being a top requirement, was retaining talent an issue for such a top brand in the industry? “Having the best of talent and retaining them is one of the greatest challenge which any industry faces today. Emami, too, is no exception; and is trying its best to combat them,” shared Ratna. Although It has been Emami’s constant endeavour to put the best employee practices in shape, they also are quite clear that employees’ needs should be aligned with their company’s norms.
For Complete IIPM Article, Click on IIPM Article
Source : IIPM Editorial, 2008
I couldn’t help myself in drawing up the
pesky similii. And why not! Wasn’t Emami Group Ltd in the business of making people lovelier and ‘fairer’? Metaphorically (I just had to quench this pest of an argument that I had churned up an evening before), how ‘fair’ could Emami be in its own HR out‘look’ and structure? How ‘fair’ was it towards its people? How ‘fair’ was it is in managing its human resources? Was Fayol in their HR personnel’s minds while the sales personnel were making unstoppable efforts to remove fatigue, headache, tension, sleeplessness (through their famed Navratna Oil)? Were they able to remove the same afflictions in their own employees as successfully? I knew my cup of truant questions were running over (and could have cost me the interview itself), but Ratna Sinha, Head, HR, Emami Group Ltd, was surprisingly totally supportive in answering all of them...and much more.Without wanting to sound eulogical, it is a fact that the company considers HR as being one of the most critical and important roles in the organisation. “Emami is all out to have the best HR practices and work on the best trends, which can bring in comfort for the employees and for the organisation as a whole,” averred Ratna Sinha. Almost in copybook language, Ratna shared that Emami believes that employees are the “building blocks” of any successful organisation; ergo, ‘proper attention’ to them is not just a need, but thoroughly imperative. I was curious. With growth being a top requirement, was retaining talent an issue for such a top brand in the industry? “Having the best of talent and retaining them is one of the greatest challenge which any industry faces today. Emami, too, is no exception; and is trying its best to combat them,” shared Ratna. Although It has been Emami’s constant endeavour to put the best employee practices in shape, they also are quite clear that employees’ needs should be aligned with their company’s norms.
For Complete IIPM Article, Click on IIPM Article
Source : IIPM Editorial, 2008
An IIPM and Professor Arindam Chaudhuri (Renowned Management Guru and Economist) Initiative
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