Organizational Behavior is field of study that investigates the impact that individuals, groups and structure have on behavior within organization. It is the study and application of knowledge about how people act within organizations. It is a human tool for human benefit. It applies broadly to the behavior of people in all types of organizations, such as business, government, schools and services organizations. It covers three determinants of behavior in organizations: individuals, groups, and structure. OB is an applied field. It applies the knowledge gained about individuals, and the effect of structure on behavior, in order to make organizations work more effectively. OB covers the core topics of motivation, leadership behavior and power, interpersonal communication, group structure and process, learning, attitude development and perception, change process, conflict, job design and work stress.
OB “studies three determinants of behavior in organizations: individuals, groups, and structure. In addition, OB applies the knowledge gained about individuals, groups, and the effect of structure on behavior in order to make organizations work more effectively”
Organizational Behavior focuses on the best way to manage individuals, groups, organizations, and processes. Organizational behavior is an extensive topic and includes management, theories and practices of motivation, and the fundamentals of organizational structure and design.
From the smallest nonprofit to the largest multinational conglomerate, firms and organizations all have to deal with the concept of organizational behavior. Knowledge about organizational behavior can provide managers with a better understanding of how their firm or organization attempts to accomplish its goals. This knowledge may also lead to ways in which a firm or organization can make its processes more effective and efficient, thus allowing the firm or organization to successfully adapt to changing circumstances.
CHANGING TRENDS OF ORGANISATIONAL BEHAVIOR
Organizations have witnessed a great development from the olden times particularly in respect of structure, operations and people. There is a considerable change in the cross- culture environment, influence of MNCs, growth in the technical know-how and quality management, which has provided different environment in the modern organizations. Some of the important trends observed are mentioned below:
* Emerging employment relationships
* Changing workforce
* Knowledge Management
* Human Resource Management and OB
Globalization, as a concept, refers both to the “shrinking” of the world and the increased consciousness of the world as a whole. Globalization has made the world closer , there is a rapid change in society due to which there is a dramatic increase in cross broder trade , investment and cultural exchange . Globalization has created corporate competition, which cradled performance and cost pressure. It created ripple effect on people and their behavior at work . Companies need talented and skilled workforce. Nowadays firms have become market oriented. The focus of firms have shifted to customer” consumptorestrex”, consumer is the king. Companies, now put a lot of emphasis on prioritizing quality products, services and delivering consumer satisfaction .Technological advances has gulped the product life cycle and cut throat competition prevails in the company .So there is the constant need of change in organizational environment which influences performance of an employee .the academic discipline of Organization behavior can provide considerable guidance in helping managers create a friend zone . “A place which is friendly, courteous, accessible, prompt in responding to customers needs and willing to do what is necessary to please the customer ” (Robbins, 2007)
Managing Workforce Diversity :Diversity is defined as diversity is generally defined as acknowledging, understanding, accepting, valuing and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice and public assistance status
The emergence of globalization has increased the need for effective diversity management and the task became highly challenging and demanding to the corporate world as the heterogeneity of the workforce increasing day by day. People from different countries and cultures bring in different dynamics to workplaces. Dealing with such diverse groups and behaviors and build sound interpersonal relationships that encourage teamwork is an important challenge. Hence effective handling of diversity issue can result in competitive advantage.
Human Resource Management and organizational behavior – Organizational behavior serves as the basics of Human resource Management system which now emerged as Human empowerment Management*. Organizational behavior covers a wide variety of topics like Diversity, values and personality, leadership, motivation, group behavior, team behavior which serves as a foundation of human resource management. Human resource management deals with the practical aspects of Organizational Behavior.
Knowledge management: Knowledge management (KM) is the process of capturing, developing, sharing, and effectively using organizational knowledge .It refers to a multi-disciplined approach to achieving organizational objectives by making the best use of knowledge.
Knowledge management efforts typically focus on organizational objectives such as improved performance, competitive advantage , innovation, the sharing of lessons learned, integration and continuous improvement of the organization. KM efforts overlap with organizational learning and may be distinguished from that by a greater focus on the management of knowledge as a strategic asset and a focus on encouraging the sharing of knowledge .It is an enabler of organizational learning.
NEED TO STUDY ORGANISATION BEHAVIOR
The basic objective is to enhance the organizational effectiveness and there by OB is expected to address various issues of diverse nature. Traditionally the scope of OB is confined to three domains and they are Individuals, Groups and Structure. That is, OB applies knowledge gained with respect to individuals, groups and the effect of structure on behavior in order to make organizations work effectively. Whatever be the type of an organization, whatever work happens, the basic OB position is that all of such organizations represent a dynamic interrelation between individuals, groups and the larger elements of the organization. This means that a valid understanding of OB requires not just an individual or group focus and inquiring as to how they behave at work, but also the characteristic patterns of organizational actions over time, which reflect that organization’s knowledge, values and goals, the kind of people, the system and the control methods it employs, as well as the socio-political and economic context in which those actions occur (Parikh and Gupta 2010).
The focus of organizational behavior as a field of study can be classified into two broad groups as Micro OB and Macro OB. The dynamics of individual and group behavior within organizations are the concern of micro OB, while the macro OB, which is often referred as Organizational theory focusing the whole organization and studies how they adapt and analyses the strategies and structures that guide them.
KEY TO TERMS USED IN THE REPORT
Diversity:Diversity means variation and a clear difference. In the study of organizational behavior it means different people working in a group and organization. As in today’s environment people come from different countries and regions with different cultures, races, languages, values and norms so we say that today’s firms and organizations have become diverse. Another face of diversity means that people of different age groups (young and old) and both genders (male and female) work in the same organization. This “Diversity” makes the organizations a mixture of different people. So this has become a challenge and test for the management to manage this diversity to make the organization an efficient one. There are two types of diversities :
1. Surface level diversity
2. Deep Level diversity
REASONS FOR DIVERSITY
Some of the reasons for diversity in organizations all over the world and particularly in India are Legislations and laws, competitive pressures, desire and need for more diverse viewpoints, rapidly growing international business, and changing work force demographics.
Laws and Legislations: The most important reason for the diversity in organizations is laws and legislations. The political and legal systems have compelled organizations the organizations to hire more broadly and provide equal opportunity to all the employees regardless of their gender, race or color.
Competitive Pressure:Today all the organizations compete with each other and to cope with this pressure organizations hire more diverse work force to have an edge over their competitors and to make use of the talents and capabilities of their diverse work force.
Desire for diverse Viewpoints: In the process of management, one point of view can not be effective an asuseful as many thoughts and viewpoints. So if organizations have people with different cultures and backgrounds so they will have difference in behavior and thinking and their ideas will differ from one another. And this is one strong reason for the diversity of organizations.
Globalization: Globalization has made the world closer.International companies have their operations in many countries and the number of international companies’ increases day by day. So the diversity in these companies and firms also increases, as people form different parts of the world come together to work in one group and organization. Therefore, rapid and fast growing international business is another factor for the increase in diversity.
Workforce Demographics: Workforce Demographics means the knowledge and information about the characteristics like age, gender, income, race, religion, education, lifestyle, language and ethnicity any population in an area. The following characteristics of work force demographics will give us an idea about the diversity in organizations.
Job Satisfaction: Job Satisfaction can be described as positive feeling about ones job resulting from an evaluation of its characteristics.
Organizational commitment: The degree to which an employee identifies with particular organization and its goals and wishes to maintain membership in the organization.
Employee Engagement:An individual’s involvement with, satisfaction with , and enthusiasm for the work he or she does.
Absenteeism:Absenteeism is a habitual pattern of absence from a duty or obligation.
Personality: Personality is defined as enduring characteristics that describe an individual’s behavior.
Values: Basic convictions that a specific mode of conduct or end state of existence is personally or socially preferable to an opposite or converse mode of conduct or end state of existence.
Motivation:the process that account for an individuals intensity, direction, and persistence of efforts towards attaining a goal.
Leadership:the ability to influence a group towards the achievement of a vision or set of goals.
OBJECTIVES OF THE STUDY
The objective of the study is the purpose for which the study is conducted and is undertaken. The objective decides the procedure and the path, which will betaken for the study. The objective is the based on which the foundation of study is built. The objective should be decided with utmost concentration and due consideration.
The objective of our study is:
> To explore the practical aspects of Organization Behavior.
> To analyze the employee engagement techniques of different organizations.
> To analyze Job satisfaction, Motivational tools used by different organizations.
Organizational behavior (OB) is a field of study devoted to recognizing, explaining, and eventually developing the attitudes and behaviors of people (individual and group) within organizations. Organizational behavior is based on scientific knowledge and applied practice. According to Kaifi (2010), the “RED Analysis” can be applied by practitioners and researchers for understanding organizational behavior issues:
Managers who understand human resource management and strategic management are able to influence specific behaviors that help shape the culture of an organization. Influencing specific behaviors in an organization can be a difficult task to undertake for a number of reasons. The most obvious reason is that humans are unpredictable and have unique attitudes and perspectives. When they enter the workforce, they also bring their expectations and experiences to the workforce, which many not correlate with the organization’s mission. This creates an instant dilemma that can be contagious to others. Controlling such organizational ills is a battle with no end, which accurately explains why the study of organizational behavior is so important. Being able to diagnose those issues and responding with well-formulated solutions is what many organizational behavior researchers and managers strive for. The three primary outcomes of organizational behavior are job performance, organizational commitment, and quality of work life (QWL).
Although organizational behavior is an applied discipline, students are not “trained in organizational behavior. Rather, they are educated in organizational behavior and are a co-producer in learning. The study of organizational behavior requires a rudimentary understanding of psychology, anthropology, sociology, philosophy, and axiology. From a psychological perspective, human behaviors and mental processes dictate how organizations perform; from an anthropological perspective, the culture, language, and beliefs of each individual dictate how organizations perform; from a sociological perspective, the development of human and social behavior dictate how organizations function; from a philosophical perspective, the morals and ethics of an individual dictate how organizations function; and from an axiological perspective, an individual’s values dictate how organizations function.
A total of 15 managers working for different organizations were interviewed. Also, a total of 5 employees working for the organizations were the part of survey. This strategy allows for a more comprehensive study that illuminates the perspectives of both managers and employees and helped us explore the practical aspects of organization behavior.
MEATHODS OF DATA COLLECTION
Primary data :Data observed or collected directly from first-hand experience .Primary sources of data includes –
1. Personal Interview : A personal interview with 15 people were conducted . Respondents were asked certain questions.
2. Recording: Data was recorded as video along with a hard copy is prepared.
3. Telephonic Interview: The information is collected from respondent by asking questions on phone.
Wills Lifestyle has been established as a chain of exclusive specialty stores providing the Indian consumer a delightful shopping experience through world-class ambience, customer facilitation and clearly differentiated product presentation. Our stores have established themselves as preferred shopping destinations in the prime shopping districts across the country.
At Wills Lifestyle, customers can browse at leisure, and shop in a relaxed and pleasing atmosphere. Wills Lifestyle was named Super brand 2012 by the Super brands Council of India. Wills Lifestyle has also been declared one of ‘Asia’s Most Promising Brands’ by the World Consulting & Research Corporation.
Wills Lifestyle is the title partner of the country’s most premier fashion event – Wills Lifestyle India Fashion Week. Taking the celebration of the event to its stores, Wills Lifestyle has partnered with several leading designers including Ritu Kumar, RohitBal, JJ Valaya, Ranna Gill and Rohit Gandhi – Rahul Khanna co-creations are now available at Wills Lifestyle stores.
An interview with Ajay Singh Tomara , Store manager Wills Lifestyle.
Interviewer: Sir, Can I know a brief profile of yours?
Ajay: I am MBA in HR & FINANCE. Currently I am Handling Operations of my store.
Interviewer: What are your managerial roles?
Ajay : My role is not just limited to my profile . I see operations, sales, HRM at my store.
Interviewer: How you deal with demotivated employee?
Ajay : It solely depends upon the situation . Sometimes the employee is demotivated because he is not getting recognition, sometimes due to personal / family problem .It may result because of the discord between two employees. Sometimes I make employees sales on my account to make them assured, sometimes I talk to them, I always prefer making employees so comfortable that they share all the information, problems with me. Here, communication skills and empathy comes to rescue.
Interviewer: What is your leadership style?
Ajay :I do not believe in autocrative style of leadership. I am liberal. I always believe is keep the employee free, happy. Take your team along with you and never impose orders on them.
Interviewer: How you deal with different people as personalities of people differ?
Ajay: It is easy to handle different people when you know what the problem is. But the real problem arises what you don’t know the problem. Real challenge is changing the levels of people .
Interviewer: Sir, Is it possible for you to give a chance to budding managers of our college to work with you , on a live project or internship.
Ajay : Yes , You just write a mail before you guys need a project . I need to take prior permission from headquarters.
Interviewer:Sir, What is your message for upcoming Human resource managers?
Ajay:WELL, you need to be good at Law, because you need it in day to day business life like P.F, SALARIES,etc..You need to have a good command on communication skills. Be friendly and humble. Read all Human resource periodicals that come to you way. Professional word is not fancy world. You must be that passionate for your job that you can make one love with your job provided he/she doesn’t like your field.
Conclusion: As we always thrive for knowledge this interview added the knowledge segment to our pool of knowledge tank. We learnt how professionals communicate, how organization behavior is different in organizations from the one we read in books. We also learn various concepts like ” value the employee, Be a friend to them , motivation techniques , negotiation skills .
Company profile:Pizza Hut is an American restaurant chain and international franchise known for pizza and side dishes, it is now corporately known as Pizza Hut, Inc. and is a subsidiary of Yum Brands, Inc., the world’s largest restaurant company. Pizza Hut is split into several different restaurant formats; the original family-style dine-in locations; store front delivery and carry-out locations; and hybrid locations that offer carry-out, delivery, and dine-in options. Many full-size Pizza Hut locations offer lunch, with “all-you-can-eat” pizza, salad, bread sticks, and a special Additionally, Pizza Hut “Bistro” locations are “Red Roofs” which offer an expanded menu and slightly more upscale options.A new, upscale concept was unveiled in 2004, called “Pizza Hut Italian Bistro”. Unveiled at fifty locations nationwide, the Bistro is similar to a traditional Pizza Hut, except that new, Italian themed dishes are offered, such as penne pasta, chicken pomodoro, toasted sandwiches and other foods.
An Interview with Manager, Pizza hut
An interview was conducted with Mr. Ram Kumar, manager of Pizza hut.
Interviewer: Sir can you share a brief profile of yours?
Ram: I am Mba in Human resource and currently working in this store from past 3 years.
Interviewer: Sir what are the pre-requisite qualities required by a professional to enter your field?
Ram: This industry is hospitality industry. It required a lot of physical hard work and patience. You need to handle everything with a lot of patience.
Interviewer: How you handle grievances, as much of your job is consumer driven.
Ram: Again I say it require a lot of patience. Even if the customer abuse you cannot loose your temper. There is absolutely no space for reactions. All you need to focus is ” Customer is the king and you need to please the king”.
Interviewer: Sir, Can we have a visit to you kitchen to understand the actual process that a pizza undergoes before it transforms into yummy, delicious food.
Ram: Yes, sure
Interviewer: What is the typical process of making pizza? Can u describe the organizational structure in your organization?
Ram: The moment you enter the kitchen you are supposed to wash your hands. You are supposed to wash your hands for 3 minutes and follow the instructions at wash desk.
As you move further there is a cold storage room. Temperature in this room is kept low. It is generally, 6-10 degree Celsius.
Our cold storage room contains stocks of ice cream , non veg items , vegetables etc.
We also have a storeroom in which all the stocks are kept.
TYPICAL PROCESS OF MAKING PIZZA:
1. Dough Preparation: Fresh dough is prepared daily .For fermentation bacillus is kept at a desirable percentage. We prepare everything in kitchen. It takes 1- 1.5 in preparation of dough .
2.Preparation of pizza base: Pizza base is prepared by putting the dough in big ovens at 180 degree Celsius of temperature .It takes almost half and hour for the base to get ready .
3. Grilling:Pizza is then grilled according to the needs of customers.
4. Package: Pizza is packaged for home delivery or served hot for dine-in at this stage.
Interviewer: Which method of inventory management do you follow?
Ram: We follow First In First out method. In the kitchen too it is used, although at a micro level.
We have 3 stacks of stock container. First we use third one, as it is the oldest then the other one is used.
Interviewer: What is your message for the upcoming managers?
Ram : Work smart and enjoy your work .
Interviewer: Thank you sir, It was pleasure meeting you.
HR- TALK WITH GAZAL SHEIKH, HR MANAGER WILLIS
COMPANY PROFILE: Willis is a multinational risk advisor, insurance brokerage company with its roots dating to 1828, Willis operates today in every continent with more than 18000 employees in over 400 offices .It is the world’s largest insurance broker when measured by revenues. Willis acts as an intermediary between its cliently and insurance carriers , advising its clients on risk management requirements, helping them determine the best way to manage risk and negotiating and placing insurance risk with insurance carriers .It has major clients in aerospace , marine, construction and energy industry.
Vision: We thoroughly understand our client’s needs and their industries. We develop client solutions with best markets, price and terms. We restlessly deliver quality client service.
We get claims paid quickly… with integrity.
Interviewer: What are your roles in your organization ?
Gazal : I am handeling core human resource . My roles are diverse, Starting from recruitment , joining formalities, Induction Program, Performance management , Compansation and training and development , employee engagement , employee relations , Employee engagement, Payroll etc.
Interviewer: What are your administrative roles?
Gazal :mm It is such a tricky question. I must call it intelligent too. As far as my organization is concerned, I take care of transportation facilities ,P.F, leave records, Food facility, security of employees, absenteeism, travel management.
See, there is no fixed role of human resource manager .It depends upon what situation is and you have to work accordingly .
Intervieviewer: Can you explain a typical day you spend in you office? Does your job require Personal sacrifices. Do you miss the part of life pertaining to the schedule of job?
Gazal :I leave from home at 7.00 am . I take office cab to reach my workplace, which is 35 kms away from my home. I reach office around 8.45 am. After reaching office I first check my mails for the appointments and meetings I have. Then I quickly have a look on the newspaper to know , what is happening in the world around me . then I make a to do list .I leave for the breakfast at 9.15 and join back at 9.25 am approx.. I generally have meetings from 10am- 2pm , 5pm- 8 pm . Meanwhile I handle new joinees, taking decisions of employee training, transfers. Sometimes A little negative too .I fire my employees. I generally reach home by 10.pm. regarding sacrifices I will say, “Welcome to the professional world”. I do make a lot of personal sacrifices pertaining to the schedule of office. My son is just one year old and I am missing every moment of his childhood. This is the only moment I miss a lot. But I don’t regret is because what I do is work – life balance.
Interviewer: Is your organization following the diversity patterns?
Gazal: It is difficult to tell the exact ratio but we do .You can take the rough figure as 40:60.
Interviewer: What are the leave norms of your company .Are they rigid, moderate , or liberal ?
Gazal : Rigid, my manager is never happy when it comes on to leave.
Interviewer: Can you tell the recent job engagement programs of your company?
Gazal: Recently my company is having a program to check health efficiency of the employees. “Run as many step as you can up to 5000 meters.”
Interviewer: How do you deal with an employee who is low on job satisfaction?
Gazal: We map the employees according to their personalities; even if the problem arises we analyze the root cause, and try rectifying the problem area.
Company Profile : American Tourister started in 1993 when Sol Koffela put his life savings on the line to start a luggage company in province , Rhode Island .His dream was to built a suitcase that could sell for a dollar American Tourister is a brand of Samsonite Corporation.
A telephonic interview with ShikhaNagpal , Financial manager, American Tourister.
Interviewer: Can I know a brief profile of yours?
Shikha: I am ShikhaNagpal.I have completed my MBA in finance from BhartiVidyapeeth.Currently I have 3 years of Experience .I am seeing Industrial relations and operations in my company .
Intterviewer: It is good to know about you ma’am.
Shikha : Thank You.
Interviewer: What are verticals of your company?
Shikha: The verticals consists of :
1. Production 2. Administration
3.Operations 4.Sales and marketing
5. Human Resource 6. I.T
7.Content and development.
Interviewer: Define diversity management concept with respect to your organization
Shikha: Well, the diversity management concept cannot be defined but you can relate it to various incidents.
Shikha: Let me narrate you two incidences .We have 60-70 % old employees.
Interviewer: What are your strategies for new comers or the new joiners of the company?
Shikha: We have six month internship for the new joiners, First they are made adaptable to the organization .We, with our friendly environment create a comfort zone for employees, it increases adaptability. Then we map them to different areas and responsibility. An induction, which is more a classroom session, is then conducted.
Interviewer: Do you agree ” Personal values help the employees to work effective “If yes, up to which extent?
Shikha: Yes,I agree “Personal values helps in managing employee work efficiency. If I value work my work will fall under time efficiency no matter what situation is.
Interviewer: What are leave norms of your company ?
shikha: Leave norms in my company is moderate .We have 4 sick leaves and 4 casual ones.
In the case of emergency senior management takes the call of exception and grants the leave.
There are separate leaves for festivals and occasions.
Interviewer: What is your organizational commitment
Shikha : As our job is customer driven we put a lot of emphasis on quality assurance , Brand management ,Loyalty.
Interviewer: What is your message for the upcoming managers
Shikha: There is no shortcut to success .Try to imbibe the soft skills which are best fir for the Industry.
Company Profile:Levi Strauss & Co. is a worldwide corporation organized into three geographic divisions: Levi Strauss Americas (LSA), based in the San Francisco headquarters; Levi Strauss Europe, Middle East and Africa (LSEMA), based in and Asia Pacific Division (APD), based in Singapore .The company employs a staff of approximately 10,500 people worldwide.
An interview with Amitchowdhary, Store manager Levis
Interviewer: What are your managerial roles?
AmitChowdhary: right from opening of store to its close I see every activity here.
We work for 7 days a week .Only 4 leaves are allowed with no bonus.
Conclusion : He was not clear with the roles so no further interview was conducted.
Company Profile: FBB has been satisfying the fashion enthusiasts of India with modern and trendy apparel since the past seven years. ??With one specific idea of making India thodaaur stylish, they have made their mission to provide stylish quality fashion at pocket friendly prices. Bringing global trends to Indian homes at inexpensive prices is what FBB is all about.
An interview with Store manager , FBB
Interviewer: Sir can you share a brief profile of yours?
Ankit: I am the whole and sole of team , I handle operations.
Interviewer: Is their any diversity management in your organization?
Ankit : Yes, we have 20% old employees . We also value gender diversity he have a separate department, which is run by ladies only.
Interviewer: What are the verticals of your company?
Ankit : WE have 3 divisions
> BABY BOOMERS.
Interviewer : What is your leadership style?
Ankit : Leadership is a positive behavior, which means being innovative, proactive and discovering new ways of doing new things and taking ownership. It instills confidence in teams , is approachable , is respected and not feared, influence in a positive way. First to implement new and innovative ideas and takes responsibilities for action , that’s what a leader is .
Interviewer: What is your work culture?
Ankit : Respect inviduals and value the work environment.
Interviewer: What according to you is a manager ?
Ankit : A manager is the one who manages well. The one, who respect point of view of others, is compassionate. Understands and accepts the fact that multiple realities can co-exists. The one who respects individual values at work environment.
NidhiDubey – Head beautification
An interaction with Head Beautician(mgr), Belleza
Interviewer: Ma’am can you please share brief profile of yours?
Nidhi- I am Mba in fashion from polo technique college.
Interviewer: What are your managerial roles?
Nidhi :I handle clients. employees, cater to their needs, want and demand.
Interviewer : What are your leave norms?
Nidhi : Four leaves a month .
Interviewer: What is the basic hurdle you face in job .
Nidhi – Habibs affect us the most. As our job is service orientely we try to deliver fast and total satisfaction.
Company profile :Pantaloons Fashion & Retail Limited is an Indian premium clothing retail chain. The first Pantaloons store was launched in Gariahat, Kolkata in 1997. As of November 2013, there are 76 Pantaloons stores in 44 cities. Pantaloons was previously controlled by Future Group, but has now been taken over by Aditya Birla group.
An Interaction with Abhishek, Kokas,Store Manager, Pantaloons
Interviewer : Can you share a brief profile of yours
Abhishek : I am store manager at pantaloons , I have done my MBA from Nagpur university.
Interviewer: What are your managerial roles?
Abhishek : I handle store operations, Shrinkage control, budgeting and entire store operation . I have 12 years of experience.
Interviewer: Is your schedule hectic?
Abhishek : Student think this to be very fancy but the field require lots of physical handwork and dedication.My job is not a white collar job.
Interviewer: What do you think is most important for organization?
Abhisheik : Manpower is the biggest assets to organization. If they are happy you can reach success soon.
From its modest beginning under the pioneering of the l
Late Shree Purna Mal BihariLalKhetan, today there are very few things
beyond the scope of Khetan Group. In growing from
Strength, Khetan Group has gained the faith of people alike.
Today Khetan Group, under the leadership of, Mr. ShaileshKhetan,
strives to fulfill its commitments towards quality products and services.
With its evergrowing list of ventures and services all over Nepal,
Khetan Group today, looks ahead confidently to consistent and stable growth.
The Group has interests in the field of mining, fast moving consumer goods
like beverages, food stuff and service industries like insurance,
banking/financial services, telecommunications, IT, real estate, INVESTMENTS
Energy etc. It has its mother unit at Nimrani , and other units are in Rajasthan ,
Chhatisgarh, Uttar Pradesh ,Dahech.
An interview with AxayDubey, Senior Human resource Manager .
Interviewer: Sir , can you share a brief profile of yours ?
Axay : I have done my graduation in science , Then I did my law, Pgdm(Marketing). I spent almost 32 years in industry and academy .In first 20 years I spent with the industry, and then began the journey of academics. I grew over time over the period. I was organization head in many organizations. I was the executive director of OTG groups, I was CEO of Indore management association which started management learning in Central India. I have taught in many universities .Some of them are Kalinga University, ICFAI, Sanghavi university. I was director in Swami vivekanand University.. Currently I am working In Khetan Chemical and fertilizers. As General manager , Human Resource. My objective in life is to facilitate people at work .
Interviewer: What are the various departments of your organization?
Axay : Various departments of my organization are :
1. Accounting operations
5. Human resource management
Production is our basic focus and we put a lot of emphasis on maintaining good environment – may it external or internal.
Interviewer: What are your Managerial roles?
Axay : Under my areas, Hr , I.R ,