A

Project Report on
“Reward & Recognition in BHEL”

2014-2015

Submitted for the partial fulfillment of

“Master of Business Administration” (BHEL) of
AWADHES PRATAP SINGH UNIVERSITY
REWA (M.P.)

Submitted To Submitted By
Mrs. Blezy Roy Joseph Manorama
Mishra
(Sr. Executive) MBA (HRD)
III-Sem.
HRM Department
BHEL, Bhopal (M.P.)

DECLARATION

I Manorama Mishra student of M.B.A. (HRD) III rd

sem. of AWADHES PRATAP SINGH UNIVERSITY Rewa
(M.P.). Hereby declare that the summer project report
submitted entitled “Reward & Recognition in BHEL”
Bhopal.

Manorama Mishra
 CERTIFICATE

This is a certify that Miss RAGINI SINGH student of M.B.A.

(HRD) IIIrd SEM of AWADHES PRATAP SINGH
UNIVERSITY Rewa (M.P.) has successfully completed
vocation training as a part of professional studies for the period
of Six weeks i.e. for 12/5/2014 to 21/6/2014 on the topic of
“Employee Engagement in BHEL” from Bharat Heavy
Electricals limited (Bhopal unit).

This project work has been carried out under the

supervision and is of sufficiently high standard to warrant is
presentation for the examination leading to degree of M.B.A. of
AWADHES PRATAP SINGH UNIVERSITY Rewa (M.P.).

I wish them a successful professional career.

Mrs. Blezy Roy Joseph

Sr. Executive (HR)
BHEL, Bhopal
 Acknowledgment
A successful project is a fruitful culmination of
the efforts of many people. I express my gratitude to the
personnel department of BHEL, Bhopal for giving me an
opportunity to carry out this project in their organization.

I would like to thank Mrs. Blezy Roy Joseph for

being the guiding and encouraging figures all through the
duration of this project. Without their cheering and
Invaluable insight into this project, the project work
would not have been accomplished.

Last but not the least I would also like to thank

my family members and my friends for encouraging me
all the time.

Manorama Mishra
 CONTENTS
CHAPTER I

1. Preface
2. Company Profile
3. BHEL vision
4. Introduction of HRM

CHAPTER II – INTRODUCTION OF TOPIC

1. Introduction of Reward and Recognition

2. Meaning of Reward and Recognition
3. Definition of Reward and Recognition
4. Types of Reward and Recognition
5. Reward and Recognition Strategy
6. Reward and Recognition Model
7. Level of Reward and Recognition at BHEL
8. Reward and Recognition Schemes
9. Evaluation of Reward and Recognition Effectiveness

CHAPTER III – RESEARCH METHODOLOGY

1. Objective of the study

2. Research Method
  
CHAPTER IV – DATA ANALYSIS & INTERPRETATION

CHAPTER V-
 SUGGESTION
 LIMITATION
 CONCLUSION
 BIBLIOGRAPHY

Questionnaire
 CHAPTER- I
PREFACE

Human Resource occupies the prime position of all disciplines in Management

which deals with many resources. According to Adam Smith, these were land,
labor and capital. Later these resources were expanded to include, among others,
the following: Men, materials, machinery, money, etc
In these definitions of resources, we find human beings playing a dual role-
a resource as well as a motive force for all other resources for example, manpower
as such fill in the role of one of the resources. In addition to that role, human
beings are also responsible for manipulating all other resources. In addition to that
role, human beings are also responsible for manipulating all other resources by
way of developing, utilizing, commanding and controlling them like materials,
machines, money, information, land, infrastructure, etc.
Ideological conflict between US and USSR blocks further defocused their
attention away from “human beings”, to that of ‘Capital’ and ‘Labor’ respectively.
While this war of attrition was going on between the two “ideological blocks”,
Japan was the only country who realized the importance of ‘human ware’. In
globalization successful industries are becoming “knowledge based” and “skill
intensive”. This is possible by developing “creative spirit” in employees and
employing ‘innovative management techniques. When Japan as a nation realized
this truth and recognized “human values”, they achieved unprecedented progress in
all fields. Stagnation in economic progress of USA compared to Japan is again
attributed to this lack of focus on ‘human ware’. In India we are endowed with
millions of hectares of land, rich in mineral and oceanic wealth, possess large
population, acclaimed as No. 2 in the World in terms of possessing trained
manpower. Trained manpower, we became independent almost in the same period
as that of Japan, Singapore, Malaysia, South Korea and Taiwan. After 50 years of
independence we find India is still struggling for basic needs like drinking water,
healthcare and food. 30% of our population lives below poverty line. Compared to
this we find Japan has become a world power, Taiwan has got redesign Ted as a
Newly Industrialized Country (NIC). Singapore is way ahead of us; Malaysia
showing rapid strides of economic progress and South Korea is following the foot-
steps of Japan and flooding the international market with their products. In 1947 all
these nations were worse off than India. Of all the resources, we have seen
manpower is the most important. Unfortunately, in India, we attach least
importance to manpower. Because of this apathy, we pay minimum attention to
manpower development: be it labors students, educated unemployed, supervisor or
manager. Human resources management (HRM) plays a decisive role in this effort.
Proper H.R.M. can develop right type of shop floor ethos and values which
improve productivity and personal satisfaction of employees.

BHEL PROFILE

We are an integrated power plant equipment manufacturer and one of the

largest engineering and manufacturing companies in India in terms of
turnover. We were established in 1964, ushering in the indigenous Heavy
Electrical Equipment industry in India - a dream that has been more than
realized with a well-recognized track record of performance. The company
has been earning profits continuously since 1971-72 and paying dividends
since 1976-77.

We are engaged in the design, engineering, manufacture, construction,

testing, commissioning and servicing of a wide range of products and services
for the core sectors of the economy, viz. Power, Transmission, Industry,
Transportation (Railway), Renewable Energy, Oil & Gas and Defense. We
have 15 manufacturing divisions, two repair units, four regional offices, eight
service centers and 15 regional centers and currently operate at more than 150
project sites across India and abroad. We place strong emphasis on innovation
and creative development of new technologies. Our research and development
(R&D) efforts are aimed not only at improving the performance and
efficiency of our existing products, but also at using state-of-the-art
technologies and processes to develop new products. This enables us to have
a strong customer orientation, to be sensitive to their needs and respond
quickly to the changes in the market.
 
The high level of quality & reliability of our products is due to adherence to
international standards by acquiring and adapting some of the best

technologies from leading companies in the world including General Electric

Company, Alstom SA, Siemens AG and Mitsubishi Heavy Industries Ltd.,
together with technologies developed in our own R&D centres.

Most of our manufacturing units and other entities have been accredited to
Quality Management Systems (ISO 9001:2008), Environmental Management
Systems (ISO 14001:2004) and Occupational Health & Safety Management
Systems (OHSAS 18001:2007).

We have a share of 59% in India’s total installed generating capacity

contributing 69% (approx.) to the total power generated from utility sets
(excluding non-conventional capacity) as of March 31, 2012.

We have been exporting our power and industry segment products and
services for over 40 years. BHEL’s global references are spread across 75
countries. The cumulative overseas installed capacity of BHEL manufactured
power plants exceeds 9,000 MW across 21 countries including Malaysia,
Oman, Iraq, the UAE, Bhutan, Egypt and New Zealand. Our physical exports
range from turnkey projects to after sales services.
 
We work with a vision of becoming a global engineering enterprise providing
solutions for a better tomorrow.
Our greatest strength is our highly skilled and committed workforce of 49,390
employees. Every employee is given an equal opportunity to develop
himself/herself and grow in his/her career. Continuous training and retraining,
career planning, a positive work culture and participative style of
management - all these have engendered development of a committed and
motivated workforce setting new benchmarks in terms of productivity, quality
and responsiveness.
 COMPANY OBJECTIVE OF BHEL
Business Mission :
To achieve and maintain a leading position as suppliers of quality equipments
mission, system and service to serve the national and international market in the
fields of energy. The area of interest the conversion, transmission, utilization and
conservation for energy for application in the electric power, industrial and
transportation fields. To strive for technological excellence and market leadership
in these areas.
Growth :
To ensure a steady growth by enhancing the completive edge of BHEL in existing
business, new area and international operation’s.
Profitability :
To provide a responsible and adequate return on a capital employed primarily
through improvement in operational efficiency, capacity utilization and
productivity and generate international resources to finance the company’s growth.
Customer Focus :
To level a high degree of customer confidence by providing increased value for his
money through international stand of product quality, performance and superior
customer service.
People Orientation :
To enable each employee to achieve his potential improve capabilities perceive his
responsibility and success of the company. To invest in human resources
continuously and the alive to their needs.

Technology :
To achieve technological excellence in operation by development of indigenous
technologies to suit business needs and priorities and provide a competitive
advantage to the company.
Image :
To fulfill the expectation which store holders like government as owner,
employers, customers and country at large have for BHEL.
PRODUCT RANGE :
The product range of BHEL is as follows:

THERMAL POWER PLANTS :

Steam turbines and generators of up to 500MW capacity for utility and combined
cycle applications; capability to manufacture steam turbines with super critical
steam cycle parameters and matching generator up to 1000 MW unit size. steam
turbines for CPP applications; capability to manufacture condensing, extraction,
back pressure, injection or any combination of these types.

GAS BASED POWER PLANTS :

Gas turbines of up to 260 MW (ISO) rating. Gas turbine based co-generation and
combined cycle systems for industry and utility application.

HYDRO POWER PLANTS :

Custom built conventional hydro turbines of Kaplan, Francis and Pelt on types
with matching generators pump turbines with matching motor generators.
Mini/micro hydro sets. Spherical, butterfly and rotary valves and auxiliaries for
hydro station DG POWER PLANTS HSD, LDO, FO, LSHS, natural gas/ biogas
based diesel power plants, unit rating up to 20MW and voltage up to 11kV, for
emergency, peaking as well as base load operations on turnkey basis.

BOILERS:
Steam generators for utilities, ranging from 30 to 500 MW capacity, using coal,
lignite, oil natural gas or a combination of these fuels : capability to manufacture
builders with super critical parameters up to 1000MW unit size. Steam generators
for industrial applications, ranging from 40 to 450t/hour capacity using coal,
natural gas, industrial gases, biomass, lignite, oil, biogases or a combination of
these fuels.
 Pulverized fuel fired boilers.
 Stoker boilers.
 Atmospheric fluidized bed combustion boilers
 Circulating fluidized bed combustion boilers
 Waste heat recovery boilers.
Chemical recovery boilers for paper industry, ranging from capacity of 100 to
1000t/ day of dry solids.

SWITCHGEARS :
Switchgear of the various types for indoor and out door applications and voltage
ratings up to 400 kV.
 Minimum Oil circuit breakers (66K – 132 kV.)
 SF6 circuit breakers (132 kV – 400 kV).
 Vacuum circuit breakers
 Gas insulated switchgears (36 kV)

BUS DUCTS :
Bus ducts with associated equipment to suit generator power output of utilities of
up to 500 MW capacities.

TRANSFORMERS :
Power transformers for voltage up to 400 kV HVDC transformers and reactors up
to + 500 kV rating.

CONTROL GEAR :
1. Control gear for industrial application with air break vacuum
2. Contractors.
3. Traction control gear, control gear, equipment for railways and other.
4. Control relay panels for power station and transformers tap changers.
5. Application

CAPACITORS:-
1. Medium voltage and high rating up to 400kv system.
2. Non PCB application.
3. Coupling capacitors.
4. up to 400kv class.
5. Surgle capacitors for perfection.
6. Electrical machines.
PULVERISES:-
 Bowls mills of slow and medium speed of capacity up to 100 t/hour.
 Tube mills for pulverizing low-grade coal with high-ash content.

VALVES :-
 High and medium pressure valves of cast and forged steel material-slide,
globe, non-return (swing –check and piston lift check) type valves for steam,
water, oil, gas and other applications. Valves up to 210kg/cm 2 pressure, and
5400 C temperature.
 High pressure, high capacity safety valves; valves; automatic electrically
operated pressure, relief valves for set pressures upto 210 kg/cm 2 and
temperatures upto 6000 C.
 Safety relief valves- with wide constructional and material variations for
applications in power, process and other industries. Maximum set pressures
upto 420kg/cm2 and temperatures upto 5650C.
 High Pressure and Low Pressure steam By System valves for utilities with
connected/hydraulic-electronic control equipment.

SOOT BLOWRS :-

 Long retractable soot blowers (travel up to 12.2m), wall deslaggers, rotary

blower and temperature probes and related control panels operating on
pneumatic, electric or manual mode.
 Swivel arm type soot blowers for regenerative air-permeates.
 Bharat heavy Electricals Limited, Bhopal

Heavy Electrical Plant, Bhopal is the mother plant of Bharat Heavy Electricals
Limited, the largest engineering and manufacturing enterprise in India in the
energy-related and infrastructure sector, today. It is located at about 7 kms. From
Bhopal Railway Station, about 5 kms. From habibganj Railway Station and about
18 kms. From Raja Bhoj Airport. With technical assistance from Associated
Electricals (india) Ldt., a UK based company, it came into existence on 29 th of
August, 1956. Pt. Jawaharlal Nehru, first Prime minister of India dedicated this
plant to the nation on 6th of November, 1960.
BHEL, Bhopal with state of –the art facilities, manufactures wide range of
electrical equipments. It’s product range includes Hydro, steam, Marine &Nuclear
Turbines, heat Exchangers, Hydro & Turbo Generators, Transformers,
Switchgears, Control Gears, Transportation Equipment, Capacitors, Bushings,
Electrical Motors, Rectifiers, Oil drilling Rig Equipments and Diesel Generating
sets.
BHEL, Bhopal certified to ISO: 9001, ISO 14001 and OHSAS 18001, is moving
towards excellence by adopting TQM as per EFQM/CII model of Business
Excellence. Heat Exchanger Division is accredited with ASME ‘U’ Stamp. With
the slogan of “Kadam Kadam milana hai, grahak safal banana hai”, it is
committed to the customers.
BHEL Bhopal’s strength is it’s employees. The company continuously invests in
Human Resources and pays utmost attention to their needs. The plant’s Township,
well known for its greenery is spread over an area of around 20sq kms. And
provides all facilities to the residents like, parks, community halls, library,
shopping centers, banks, post office free he services is extended to all the
employees through 350 bedded (inclusive of 50 floating beds) Kasturba Hospital
and chain of dispensaries.
 LEVELS OF EMPLOYEES IN BHEL

EXECUTIVE

SUPERVISORS

WORKERS

Executives

E0 Engineer/Executive Trainee
E1 Engineer/Executive/Officer
E2 Sr.Engineer/Executive/Officer
E3 Deputy Manager
E4 Manager
E5 Sr.Manager
E6 DGM
E6A Sr.DGM
E7 AGM
E8 GM
E9 Executive Director
 SUPERVISORS

S1 Assistance Engineer Grade2

S2 Assistance Engineer Grade1
S3 Deputy Engineer
S4 Additional Engineer Grade2
S5 Additional Engineer Grade1
S6 Sr.Additional Engineer Grade2
S7 Sr.Additional Engineer Grade1

WORKERS

A3/B3 Artisan Grade4

A4/B4 Artisan Grade3
A5/B5 Artisan Grade2
A6/B6 Artisan Grade1
A7/B7 Technician
A8/B8 Sr.Technician
A9/B9 Master Technician
A10/B10 General Technician
A11/B11 Chief Technician
Organizational Hierarchy of BHEL, Bhopal
BHEL’S VISION:
BHEL’s vision is to become “a world-class engineering enterprise
committed to enhancing  stakeholder value”.
Human Resource Management

Human resources is an increasingly broadening term that refers to managing

“human capital,” the people of an organization.; the field has moved from a
traditionally administrative function to a strategic one that recognizes the link
between talented and engaged people and organizational success. The field
draws upon concepts developed in Industrial/Organizational Psychology and
System Theory. Human resources have at least two related interpretations
depending on context. The original usage derives from political economy and
economics, where it was traditionally called labor, one of four factors of
production although this perspective is changing as a function of new and
ongoing research into more strategic approaches at national levels. This firs
usage is used more in terms of ‘human resources development’, and can go
beyond just organizations to the level of nations. The more traditional usage
within corporations and business refers to the individuals within a firm or
agency, and to the portion of the organization that deals with hiring, firing,
training, and other personnel issues, typically referred to as ‘human
resources.
Human resource management (HRM) is the strategic and coherent
approach to the management of an organization’s most valued assets the
people working there who individually and collectively contribute to the
achievement of the objectives of the business. The terms “human resource
management” and “human resources” (HR) have involved in managing
people in organizations. In simple sense, HRM mans employing people,
developing their resources, utilizing, maintaining and compensating their
services in tune with the job and organizational requirement.

Functions

The Human Resources Management (HRM) function includes a variety of

activities, and key among them is deciding what staffing needs you have and
whether to use independent contractors or hire employees to fill these needs,
recruiting and training the best employees, ensuring they are high performers,
dealing with performance issues, and ensuring your personnel and
management practices conform to various regulations. Activities also include
managing your approach to employee benefits and compensation, employee
records and personnel policies. Usually small businesses (for-profit or
nonprofit) have to carry out these activities themselves because they can’t yet
afford part-or full-time help. However, they should always ensure that
employees have—and are aware of – personnel policies which conform to
current regulations. These policies are often in the form of employee
manuals, which all employees have.

Some people distinguish a difference between HRM (a manor management

activity) and HRD (Human Resource Development, a profession). Those
people might include HRM in HRD, explaining that HRD includes the
broader range of activities to develop personnel inside of organizations,
including, e.g., career development, training, organization development etc.
 The HRM function and HRD profession have undergone tremendous
change over the past 20-30 year. Mammy year ago, large organization looked
to the “personal Department”, mostly to manage the paperwork around hiring
and paying people. More recently, organizations role in staffing, training and
helping to manage people so that people and the organization are performing
at maximum capability in highly fulfilling manner.

Human resources management surprises several processes, these processes can

be performed in an HR department, but some takes can also be out sources or
performed by line managers or other departments. When effectively integrated
they provide significant economic benefit to the company.

 Strategic workforce planning

 Recruitment
 Training and development
 Performance appraisal
 Promotion Transfer
 Industrial Relation
 Compensation
 Skills management
 Employee benefits administration
 Salary/ pay grades
 CHAPTER- II
INTRODUCTION OF TOPIC

REWARD & RECOGNITION

Introduction:-There is a whole new world order today, new technology, new

workers, new workplace, new environment etc. The traditional incentive
systems linked to productivity alone are not in pace with these changes. Either
the existing structure of recognizing and rewarding employees needs rethinking
or redesigning or newer methods need to be explored and implemented.

Reward:- Employee reward systems refer to programs set up by a company to

reward performance and motivate employees on individual and / or team levels.
They are normally considered separate from salary but may be monetary in
nature or otherwise and have a cost to the company. Reward is in return for a
valuable contribution an employee has made and is usually based on a
demonstration of desired behavior. The allocation of a reward is directly related
to achieving/ surpassing the expected level of performance.

Recognition:- Recognition programs are generally not monetary in nature

though they may have a cost to the company. Recognition is given as a token of
acknowledgement or gratitude where the individual who is to be recognized is
not aware of him being recognized i.e. an element of surprise always exists.
Employee recognition is a simple, immediate and powerful communication tool
that reinforces and rewards the most important outcomes people create for the
business. When employees are recognized as per chosen recognition means by
an organization, reinforcement of desired behavior and actions takes place as
they feel important and appreciated which ultimately leads to better work.

Source:- For an efficient and effective Reward and Recognition scheme, basic
source of motivation of an individual has to be identified based on which the
organization can plan its Reward and Recognition scheme. As it is known that
every person is different, so is his reasons for working. Some people work for
love; others work for personal fulfillment. Others like to accomplish goals and
feel as if they are contributing to something larger than themselves, something
important. Some people have personal missions they accomplish through
meaningful work. Others truly love what they do or the clients they serve. Some
like the companionship and interaction with customers and coworkers. Other
people like to fill their time with activity. Some workers like change, challenge,
and diverse problems to solve. Through this very reason of working the
individual tries to fulfill his desired / implied need which ultimately impacts his
morale, motivation and quality of life.

Task:- Organization should aim to properly and timely recognize its employees
for developing a positive and productive organizational climate. Creating
opportunities to reward and recognize its employees and foster an environment
in which people feel important and appreciated are mutually beneficial both for
the organization and its employees. Appropriate Reward and Recognition helps
in creating the right employee & team environment and an atmosphere that is
encouraging and favourable to achieving the organization’s vision and mission.

Types of reward and recognition:-

 RE
WARD & RECOGNITION IN BHEL, BHOPAL

Reward & Recognition Management in BHEL, Bhopal is about the design &
development, communication, implementation and periodic evaluation of
reward processes. It is also concerned with the development of appropriate
organizational culture, underpinning core values and increasing the motivation
and commitment of employees. It covers both financial and non-financial
rewards/ awards.

Reward & Recognition Management system in BHEL, Bhopal aims at the

following:

1. To support achievement of the organization’s strategic and short term

objectives
2. To support culture management and change
3. To develop the creative potential of employees through their involvement
and participation
4. To drive and support desired behavior in employees by indicating what
sort of behavior will be rewarded and the means of doing it
5. To encourage value added performance and promote continuous
development
6. To motivate all members of the organization through judicious use of a
combination of financial and non-financial rewards/ awards
7. To provide value for money by evaluating the costs as well as the benefits
of reward management practices

To achieve the above aims and objectives, BHEL, Bhopal Unit has adopted
the following steps:

1. Aligning reward strategies with the business strategy

2. Aligning reward policies with the culture of the organization
3. Valuing employees according to their competence, skill and contribution
4. Ensuring reward processes are transparent
5. Providing line managers with the authority and skills needed to use
rewards to help achieve their goals
6. Concentrating overall on developing reward management as a strategic,
innovative and integrative process designed to meet the evolving needs of
organization and the employees.

Development of Reward & Recognition Management policies, structures and

practices in BHEL, Bhopal are based on how employees can best be motivated
to deliver high levels of performance. The cardinal point of the scheme is
enabling employee participation, involvement, motivation and development
while achieving organizational excellence. In this regard, in case of financial
rewards, criteria like internally equitable as well as externally competitive
rewards, pay for performance etc. are considered. In case of non-financial
rewards, achievement, recognition, responsibility, personal growth etc. are taken
into account.

REWARD AND RECOGNITION STRATEGY

Reward and Recognition Strategy in BHEL, Bhopal aims as how to design and
develop programmes which encourages and reward the desired behaviors in
employees that in turn support the achievement of business goals.
Thus, while designing various schemes, primary objective is to align the
individual and team excellence with the culture of the organization which is
based on its core values. Further, the individual and team excellence shall be
complimentary and supportive to the business strategy of the company which in
turn depends on the technological changes and advancements and also the
domestic and global business environments.

This Reward strategy deals with:

1. The demands of the business strategy, including cost constraints

2. How the performance can be driven by influencing important individual
and organizational behaviors
3. Helping to achieve culture change
4. Ensuring that the organization attracts and keeps high quality employees
5. Achieving the right balance between rewards for individual, team and
organizational performance
6. Fitting reward processes to the individual needs and expectations of
employees
7. Evolving total reward processes which incorporate the best mix of
financial and non-financial rewards and employee benefits

While developing reward strategy, basic questions which were answered were:

1. Where BHEL, Bhopal would like to go?

2. How can Reward & Recognition programmes help it to go there and
sustain success?
3. What sort of behavior do we want to reinforce in our employees?
4. How can reward processes promote and provide recognition for that
behavior?

Based on the above questions, following steps were taken to design and develop
Reward & Recognition strategy:

1. Analysis of the existing context – work culture, circumstances and

environment of the organization and relevance & effectiveness of existing
reward processes
2. Assessment of what changes needed to be initiated
3. Listing down of all options and choices and evaluation
 REWARDS & RECOGNITION MODEL

The Reward and Recognition Model in BHEL, Bhopal is aimed at creating an

atmosphere of excellence which will enable the organization to realize its
Vision, Mission and Values. Through the Model, the company is encouraging its
employees to develop and display behavior which are in tune with the ‘Values’
of the organization. These ‘Values’ and resulting desired behavior will enable
Personal Excellence which in turn will lead to Team Excellence and
Organizational Excellence.

Business
Excellenc
e

Team Excellence

Individual Excellence

Spiritual Excellence

V A L U E S

The purpose of the Model is to bring about a standard approach by the

supervisors and officers for selection and recognition of employees for their
outstanding contributions. Through this Model, the company is envisaging to
fulfill the aspirations of employees and achieve organizational excellence
through the same.
Objectives of the Model:

1. Positively reinforce excellence in behavior and performance

2. Recognize the achievements and contributions of employees in various
fields
3. Increase job satisfaction, motivation and participation level of employees
4. Encourage employees to explore innovative approaches at their work
place
5. Support culture of excellence and promote continuous development to
become a world class engineering enterprise.

Applicability:

The Reward and Recognition scheme is applicable to all sections of company

employees in general. Any specific criterion in a particular field is detailed at
appropriate place.

Users of the Model and its documentation:

The Reward and Recognition model and its documentation are aimed for the
benefit of:

1. Product/ Functional Group Heads

2. Head of Departments and Head of Sections
3. HR Executives
4. Employees in all categories and grades
 REWARDS & RECOGNITION MODEL

Rewards &
Efforts towards Results
Recognition
Excellence

Career
Employee
Development
Individual Level Development
Higher
Responsibility

Employee
Team Level Monetary Benefits involvement &
Motivation

Delighted
Department / customers & other
Public Recognition
Function Wide stake holders

Opportunities to
represent Dept /
Organization Organizational
Function /
Wide Excellence
Company at
different Forums
 REWARD AND RECOGNITION PROCESS

Reward & Recognition programme in BHEL, Bhopal is based on the following

steps:
1. Identification of company goals that the reward program will support
2. Identification of the desired employee performance or behaviors that will
reinforce the company’s goals
3. Determination of key measurements of the performance or behavior,
based on the individual or group’s previous achievements
4. Determination of appropriate rewards
5. Communication of program to employees
6. Evaluation of program through review and feedback
BHEL, Bhopal believes in recognizing employees’ dedication, commitment and
results which help in boosting their morale, increasing productivity &
enthusiasm and creating powerful motivators.
Reward and Recognition strategy of BHEL, Bhopal serves the following
purposes:
1. It is intended to support and value employees, to positively reinforce their
initiative and creativity and to enhance business performance
2. It is available for a wide variety of achievements and contributions, such
as innovations and improvements, excellent performance and other
meritorious actions, and length of service etc.
3. It is presented at different levels depending on the significance of the
accomplishment, e.g. the individual work level, the Department level, or
the Unit / Corporation level and even at the national level.
4. It is aimed at developing greater satisfaction and motivation amongst the
employees thereby improving their performance.
For effective implementation of Reward & Recognition strategies, reward
policies provide guidelines, which are focused on:

1. The level of rewards

2. The relationship of rewards to business performance
3. The degree of flexibility required in the system
4. The need to communicate reward policies to employees
 COMMUNICATION / PROPAGATION OF SCHEMES

Any Reward & Recognition scheme is as good as its implementation. Hence,

propagation of the scheme and encouraging all sections of employees to
participate in it assumes at most significance.

To make employees aware of the Reward and Recognition scheme and to ensure
its successful implementation, the following measures are suggested:

1. Different Reward and Recognition awareness programs for various

categories of employees
2. Departmental level presentations on a quarterly / half yearly basis
reinforcing the benefits and importance of various schemes.
3. Inputs to newly inducted engineers / executives / supervisors / DR artisans
through Common Induction training programmes.
4. Through posters / banners etc.
5. Periodic review at appropriate levels.
 LEVELS OF REWARDS & RECOGNITION AT BHEL

The Reward and Recognition Model in BHEL encourages excellence at different

levels of the organization. It promotes the individual excellence, team level
excellence, department & product / functional level excellence, the entire
organization level and also at Regional and National levels. Thus the Reward
and Recognition Model of BHEL, Bhopal consists of the following levels:

No. Level of Reward & Description

Recognition
1 Individual Excellence Promote individual level
excellence in all fields of
operations at the workplace
2 Team Level Excellence Encourage Team level excellence
fostering team work
3 Department Level Excellence Enable individual employees and
teams to excel at the Department /
Product / Function level
4 Plant Level Excellence Foster excellence across Product /
Function levels in the Unit
5 Corporation wide Excellence Encourage individual and team
level excellence which are best in
the entire corporation
6 Regional / National Level Promote excellence which are best
Excellence in the industry / region / all India
level
 REWARD & RECOGNITION SCHEMES

BHEL, Bhopal acknowledges that excellence in behaviour and performance are

required to be encouraged and recognized at all areas and levels of operations of
the company. Accordingly, a number of areas / fields have been identified where
thrust is given for promoting excellence. These areas / fields are reviewed and
modified from time to time depending on the changing business scenarios and
also the expectations / aspirations of the employees.

Different kinds of Reward & Recognition identified for promoting excellence at

various levels are detailed below:

Reward & Recognition in BHEL, Bhopal

No. Level of Reward & Recognition Objective
A. Individual Level Excellence
1. Swasth Karamchari Samman Healthy Employee
2. Gunta Karmi Award Special contribution in the area
of Quality
3. Reward Scheme Enhance quantity of output
4. Suggestion Scheme Improvements in the processes
& systems
5. Shabash Scheme Immediate recognition of
employees at the work place
6. Best new inductee award Learning and assimilation of
knowledge
7. Rajbhasha Awards Implementation of official
language
8. Improvement Projects Rewards Improvements in the processes
Scheme (IMPRESS) & systems
9. IPR Scheme (Patent) Thrust on technological
innovations
10. Safety Awards Promote safe working practices
11. Cash Award for acquiring higher Encouragement for acquiring
 qualifications higher / additional qualifications
with higher level of body of
knowledge & skill set
12. Promotions Opportunities for career
advancements, higher
responsibilities etc.
B. Team Level Excellence
1. Quality Circle Awards Enable excellence in quality
through team work at unit level
2. IPR Scheme (Patent) Technological innovations by
teams
3. Improvement Projects Rewards Improvements in the processes
Scheme (IMPRESS) & systems
4. Reward Scheme Team’s contribution for higher
output
C. Unit Level Excellence
1. BEAT Awards Promotion of awareness on
Business Excellence Model
2. Productivity shield Promotion of excellent
productivity
3. Best Shop Council award Promotion of participatory way
of work
4. Quality Circle awards Enable excellence in quality
through team work at
organization level
5. Best Jhanki Award Award for excellent group
creativity on theme based
display
D. Corporation Wide Excellence
1. Promotion of organization wide
BHEL Excel Awards
excellence on various counts
E. Regional / National Awards
1. MP Shram Kalyan Awards Distinguished performances,
innovative abilities, outstanding
 contribution in the field of
productivity at State level
2. Best Physically Handicapped Outstanding contribution by
Employee physically challenged
employees
3. Vishwakarma Rashtriya Puraskar Outstanding contributions
towards improvement in
Productivity, Safety, Health &
Environment Conditions at
National level
4. Prime Minister Shram Awards Distinguished performances,
innovative abilities, outstanding
contribution in the field of
productivity at National level
 REWARD SCHEMES CURRENTLY AVAILABLE WITH BHEL, BHOPAL

Sl. Scheme Objective of the Scheme Award Type of Award Coordinating

No. Category Agency /
Awarding
Award For
Authority
Individual Level Awards
1. Swasth To promote the concept Individual award Cash award ranging HR
Karmachari ‘HealthyEmployee’ from Rs. 1000/- to
Samman 2500/- and Certificate
from Head of Group
2. Gunta Karmi This award is given in Individual level Certificate and Cash Quality
Award Quality month every year award for Department
for contributions in the field Workmen and
of quality Supervisors
3. Reward To increase efficiency of Individual as Individual Level HR & Dept
Scheme workman directly involved well as Team maximum Rs 3500/- concerned
in production aimed at level award for per month
higher production/ Workmen and
productivity and share the Supervisors
gains resulting so Group level Maximum
upto Rs 1000/- per
employee per month
4. Suggestion To enhance Productivity, to Individual level Cash award ranging CSC/U-PEG and
develop creative potential of award for from Rs 100 to Rs D-PEG
 Scheme employees, to increase Workmen, 7,500/-
business opportunities of Supervisors and
Unit, to enhance customers Executives
satisfaction, to make
improvement in every
sphere of the Units
activities, to enhance
belongingness of the
employees through their
participation, to identify
suggestors for forwarding
their suggestions for
Vishwakarma Rashtriya
Puraskars (VRPs) and
other suggestion-related
competitions at regional/
national levels
5. Shabash Immediate recognition of Individual level Gift Item ranging from Dept concerned
Scheme excellence of employees in award, mainly Rs 100 to Rs 500
their area of work. for non
executives
6. New inductee Awarding the best new ET Individual level Certificate & Rs 10,000, HRD (ET scheme
Award and award. Rs 7500 and Rs 5000 at is Monitored at
Corporate Level)
Best Award for ST for ETs (Unit and Corporate Level (For
 acquiring the training inputs Corporate Level) ETs)
STs at Unit level Rs 5000, Rs 4500 & Rs
3000 at Unit Level (For
ETs)
Rs 1000 for STs at Unit
Level
7. Rajbhasha To promote use of Official Individual and Cash Award, Gift Rajbhasha
Awards Language in day to day Team level Vibhag (HR)
working awards for
Workers,
Supervisors and
Executives
8. IMPRESS
Awards

9. IPR Scheme To motivate Individual as Rs 250 to Rs 40000/- Engineering Co-

(patent) employees/teams to file well as team Ordination
patent, copyrights , design award for
registrations whenever they Workmen,
make a patentable invention Supervisors and
or do a copyrightable work Executives
10. Safety Awards To promote safe work Individual and Certificate plus gift Safety Dept
practices and creating safe Team level
working conditions awards for
 Workers,
Supervisors and
Executives
11. Cash Award Encourage employees to Individual level Rs. 2000/- to 10000/- HR
for acquiring strive and acquire extra / Award plus reimbursement of
higher additional qualification and examination fees
qualifications thereby enhance their body
of knowledge / skill
12. Promotions Opportunities for career For all Promotion – Normal & DPC
advancements, higher employees House Change
responsibilities etc
13. Photo display Immediate recognition of Individual level Photo of the employee Dept concerned
excellence of employees in award, mainly displayed prominently
acquiring additional skills for non at their work place
executives
Team Level Excellence
1. Quality Circle Rewarding excellence in Team level Certificate plus gift Quality
Awards quality achieved by the award Department
group Workmen,
Supervisors and
Executives
2. IPR scheme To motivate Individual as Rs 250 to Rs 40000/- Engineering Co-
(patent) employees/teams to file well as team Ordinatio
patent, copyrights , design award for
 registrations whenever they Workmen,
make a patentable invention Supervisors and
or do a copyrightable work Executives
3. IMPRESS
Awards

4. Reward To increase efficiency of Individual as Individual Level HR & Dept

Scheme direct workman, group well as Team maximum Rs 3500/- concerned
dynamics, commitment on level award for per month
the part of the employee, Workmen and
foster spirit of team work Supervisors
aimed at higher production/ Group level Maximum
productivity and share the upto Rs 1000/- per
gains resulting so employee per month

Unit Level Excellence

1. BEAT Promoting awareness of the Product /  BEAT Trophy BEX
Awards Business Excellence Model, Functional level
aligning the organizational award
approaches and
Recognizing all round
 excellence
2. Productivity Excellent productivity or Group at Unit Trophy Unit DPEG
shield such initiatives shown by level – for
the department / group Workers,
Supervisors and
Executives
3. Best Shop To award excellent Best Council at Trophy HR
Council performance in Unit level - for
award participatory way of work all members of
for resolving issues and Shop Council
enhancing productivity,
safety etc
4. Rajbhasha To promote use of Official Best Trophy Rajbhasha
Awards Language in day to day implementing Vibhag (HR)
working Department

5. Best Jhanki Award for excellent group Dept level Trophy BHECNICS
Award creativity on theme based award
display on the occasion of
26th January and
Vishwakarma Jayanti
6. Quality Circle Rewarding excellence in Team level Certificate plus gift Quality
Awards quality achieved by the award Department
 group Workmen,
Supervisors and
Executives
7. Insaan Productivity Improvement Team level Productivity
Awards Projects (PIPs) for: award for Department
a) Improving existing work Workmen,
practices, systems, norms, Supervisors and
procedures; or Executives
b) Developing new
methods, systems
D Corporation Wide Excellence
1. BHEL Excel Promotion of organization Individual and Cash Award & HR
Awards wide excellence on various Team level Certificate
counts awards
E. Regional / National Level Awards
1. Vishwakarma To recognize the Individual as Class ‘A’: 3 awards of Government of
Rashtriya outstanding contributions well as a Team Rs 50,000 each, India, Ministry of
Labour &
Puraskar made by a Worker or a level award Class ‘B’: 5 awards of
Employment /
group of Workers in an Rs 25,000 each & Minister of
Organization through For Workmen Class ‘C’:10 awards of Labour &
his/their suggestions to and Supervisors Rs 10000 each Employment
improve Productivity,
Safety, Health &
Environment Conditions
2. Prime Workers employed in he Individual level 1. SHRAM RATNA: Government of
Minister’s public and private sectors award for cash award of Rs. India, Ministry of
Labour &
Shram share the 32 awards in Workmen 2,00,000/- and a ‘Sanad’.
Employment /
Awards recognition of their Minister of
distinguished performances, SHRAM BHUSHAN Labour &
innovative abilities, cash award of Employment
outstanding contribution in Rs.1,00,000/- and a
the field of productivity and ‘Sanad
exhibition of exceptional
courage and presence of SHRAM VIR/SHRAM
mind VEERANGANA: cash
award of Rs. 60,000/-
and a ‘Sanad’.

SHRAM
SHREE/SHRAM
DEVI : cash award of
Rs.40,000/- and a
‘Sanad’
3. MP Shram For distinguished Individual level • Uttam Shramik Award: BEX Department
Kalyan performances, innovative award for • Shramik Sahitya
Awards abilities, outstanding Workmen Award:
contribution in the field of • Uttam Shramik Award:
productivity and exhibition Rs 5000 (given to 1 or 2
 of exceptional courage and persons)
presence of mind • Shramik Award: Rs
1500,Rs 1000 and Rs
500 category
(in form of cash,
memento & certificate)

Other schemes / practices of employee reward and recognition

1 Birthday wishes by ED/GMs/HoD
2 Nomination to training and development programmes
3 Job Rotation (better placement as desired by the individual)
Recognition Ways at BHEL, Bhopal are detailed below:

Sl. Scheme Purpose of the Scheme Mode of Recognition

No.
1 Vishwakarma To recognize the outstanding contributions Award by Minister of Labor in Public
Rashtriya made by a Worker or a group of Workers in Forum, Newspaper Coverage, Newsletter
Puraskar an Organization through his/their Coverage
suggestions to improve Productivity,
Safety, Health & Environment Conditions
2 Prime Minister Workers employed in he public and private Award by Minister of Labor in Public
Shram Awards sectors share the 32 awards in recognition Forum, Newspaper Coverage, Newsletter
of their distinguished performances, Coverage
innovative abilities, outstanding
 contribution in the field of productivity and
exhibition of exceptional courage and
presence of mind
3 MP Shram Kalyan For distinguished performances, innovative Public Forum, Local Newspaper
Awards abilities, outstanding contribution in the Coverage, Newsletter Coverage
field of productivity and exhibition of
exceptional courage and presence of mind
4 Suggestion To enhance Productivity, to develop Local Newspaper Coverage, Newsletter
Scheme creative potential of employees, to increase Coverage
business opportunities of Unit, to enhance
customers satisfaction, to make
improvement in every sphere of the Units
activities, to enhance belongingness of the
employees through their participation, to
identify suggestors for forwarding their
suggestions for Vishwakarma Rashtriya
Puraskars (VRPs) and other suggestion-
related competitions at regional/ national
levels
5 Gunta Karmi This award is given in Quality month every Public Forum, Local Newspaper
award year for contributions in the field of quality Coverage, Newsletter Coverage
6 Shabash Scheme Immediate recognition of excellence of Given by GM
employees in their area of work.
7 New inductee Awarding the best new ET and ST for Given by Unit Head in Public forum
 award acquiring the training in puts (HRD day), Local Newspaper Coverage,
Newsletter Coverage
8 Photo display Immediate recognition of excellence of Individual level award.
employees in acquiring additional skills Mainly for non executives
9 Improvement To encourage continuous improvement in Public forum, Local Newspaper
Projects Rewards every sphere of Unit’s activities, To Coverage, Newsletter Coverage
Scheme develop and tap the creative potential of the
(IMPRESS) employees for achieving business
excellence, To encourage employees to take
up projects for improvement of processes
and systems to enhance capability for better
results, To provide for an objective system
for assessment of Improvement Projects,
To recognize individual contribution for
Improvement Projects by providing suitable
rewards, To create a competitive
environment of striving for excellence.
10 Reward Scheme To increase workman efficiency, group Public forum, Local Newspaper
dynamics, commitment on the part of the Coverage, Newsletter Coverage
employee, foster spirit of team work aimed
at higher production/ productivity and
share the gains resulting so.
11 IPR scheme To motivate BHL employees to file patent, Public forum, Local Newspaper
(patent) copyrights , design registrations whenever Coverage, Newsletter Coverage
 they make a patentable invention or do a
copyrightable work
12 Insaan Awards Productivity Improvement Projects (PIPs) Public forum, Local Newspaper
for: Coverage, Newsletter Coverage
a) Improving existing work practices,
systems, norms, procedures; or
b) Developing new methods, systems
13 BEAT Awards Promoting awareness of the Business  Public forum, Local Newspaper
Excellence Model, Aligning the Coverage, Newsletter Coverage
organizational approaches, thinking and the
vocabulary and Recognizing all round
excellence
14 Quality circle Rewarding excellence in quality achieved Public forum, Local Newspaper
awards by the group Coverage, Newsletter Coverage
15 Productivity Excellent productivity or such initiatives Public forum, Local Newspaper
shield shown by the department / group Coverage, Newsletter Coverage
16 Best Shop Council To award excellent group performance in Public forum, Local Newspaper
award their day to day all round work related Coverage, Newsletter Coverage
activities
17 Best Jhanki To award excellent group creativity Public forum, Local Newspaper
Award on 26 th
Coverage, Newsletter Coverage
January and
Vishwakarma
Jayanti
18 Rajbhasha Awards To promote use of Hindi language in day to Public forum, Local Newspaper
day working activities Coverage, Newsletter Coverage
 EVALUATION OF REWARD &RECOGNITION
EFFECTIVENESS
For successful implementation of Reward and Recognition Schemes in
BHEL Bhopal, proper and timely feedback from respective category of
employees is essential. The effectiveness of Reward and Recognition
processes may be measured on following dimensions:

1. Benefit to Organization:
a. More productive, efficient, effective and motivated employees
b. Performance Improvement and Enhancement
c. Reinforcement of values, desired behavior and working culture
d. Alignment with Company’s existing and future goals and
strategies
e. Implementing New Technological Developments
f. Developing more Cost effective methods and processes
2. Benefit to Employees:
a. Highly motivated and satisfied employees
b. Participation and involvement of employees
c. Increase in awareness
d. Feeling of recognized and important to organization

The effectiveness of Reward and Recognition scheme is assessed by using

the following methods (every 4 months/6 months/yearly):

1. Survey: Carrying out a survey to gauge the perception of employees

regarding the existing schemes. This helps us in knowing the
satisfaction levels of employees in different categories. It also helps
us in identifying sources of motivation for different categories and
levels of employees.
2. Focused Group Discussions: These also help us in knowing “what
motivates a particular set of employees and to what extent”. This
helps us in creating more awareness amongst employees.
3. Benchmarking with sister units/other companies: This helps us in
knowing “where we stand and where we want to be”. Trends
followed in other units/companies help us in improving further.

Once evaluation of existing Reward and Recognition scheme is done,

methods/processes/ systems are deployed to further improve the scheme.
 CHAPTER-III
Research methodology
(a) objective
 To assist the usefulness of implementing Reward and
Recognition at the BHEL.

 To assess various ways of presenting ‘Reward and

recognition Scheme’ in BHEL.

 To ensure smooth and efficient working of a department.

. Learning more about BHEL

RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research

problem or it is the systematic method of discovering new facts or verifying
old facts, their sequences, inter-relationships, casual explanations and the
natural laws that govern them. The primary object of research methodology
is to get true and intimate knowledge of research methodology is to get true
and intimate knowledge of human society, organization and its functioning
to & understand the laws that are operating behind various social activities
of man.

SAMPLE SIZE:

For carrying out any research or study on any subject it is very difficult to
cover each 100% of employee. Therefore sample size has tok be decided for
meaningful conclusion for designing the sample size, it was thought to
prepare an interview schedule and the questions in the interview schedule
were asked by the HR manager in BHEL. This method was adopted because
of the constraint of time. The sample size are 100 candidate.

SOURCES OF INFORMATION:  

The task of collecting information or data would get achieved by two main
sources i.e. Primary data and Secondary data. The Primary data are those,
which are afresh and for the first time and thus happen to be original in
character. While Secondary Data are those which have already being
collected by someone else and which have already been passed through the
statistical process. Thus, Primary data is surely has to be given more
importance  and that’s why I have made my report on the basis of Primary
data  as much as possible but secondary data was also used  for accuracy
and theoretical aspects of the Reward and Recognition.

Primary data

Primary data are the data which is collected by new research. They are in
the form of:

 Data collected from the employees

 Questionnaire
 Close observation
 Survey conduction
 Group Discussion

Secondary data

Secondary data are the already existing data. In this project I collected the

secondary data by the following method:

 Internet
 Books
 Published source

TOOLS FOR DATA COLLECTION

We have used two important methods for collection of data:

 BY OBSERVATION:  Some of the information is collected by the

way of observation, without intervening the employees and
workers of the organization.
 THROUGH QUESTIONNAIRE:   The method of collecting data
by mailing the questionnaire to respondents is most extensively
employed in various economic and business surveys.
 Questionnaires are prepared and distributed to all the selected
employees with a request to return after completing the same.
Employees consisting executives , supervisors and workers were
contacted. Dichotomous (yes or no answers) , multiple choice
(alternative answers listed) and open questions have been used in
the questionnaire .

We use the this method in research

TOOLS USED

 To know about BHEL I have used internet Websites which is

useful for preparing report.
 To know the response I have used the questionnaire schedule
method.
 Some of the software use Microsoft word and excel for
preparing report through the graphical methods.
 I have used some data and bar charts and T graphs are used to
explain.
 CHAPTER - IV
DATA ANAIYSIS & INTERPRETATION

Q.1 Have you ever received a reward from your organization?

Option No. of Respondent

Yes 68
No 20
Can’t say 12
Total 100

cant say; 12

no; 20

yes; 68

Interpretation: The pie chart shows the distribution of 100 employees, out
of which 68% of the employees have received reward from the organization
for their performances. The data reveals that the Organization believes in
the reward & recognition policy.
Q.2 What is the best reward and recognition you have received?

Option No. of Respondent

Salary Raise 16
Flower in their Birthday 3
Wellness award 22
Recognition by an senior 59
Total 100

Salary Raise; 16

Flower in their Birthday; 3

Recognition by an senior; 59 Wellness award; 22

Interpretation: 59% of the employee received reward in the form of

recognition by their seniors followed by wellness award and salary raise.
This data interprets that for an employee direct recognition by their seniors
is higher than monetary recognitions.
Q.3 How do you receive your rewards from your organization?

Option No. of Respondent

As a group 15
personally 27
Both in personally and as a group 48
other 8
Total 100

Other; 8
As a group; 15

To me personally; 27
Both in personally and as
group; 48

Interpretation: From the Pie chart we can see that . 48% of the employees
receive rewards individually and in groups and it is followed by receiving
rewards individually also i.e. 27% then as a group 15% and others 8%
respectively. The data depicts that the organization promotes an atmosphere
of Team spirit.

Q.4 How would you like to be rewarded when you have done a good work?
Option No. of Respondent
Free time 10
Monetary benefit 28
Vacation 10
Career development 52
Total 100

Free time; 10

Monetary benefit; 28
Career development; 52

Vacation; 10

Interpretation: Here we can say that most of the employees prefer and is
conscious about their career development as a reward, although monetary
benefit also pays but there is also an inclination for vacations and free time
as reward respectively.
Q.5 Do you feel that you have received enough reward for the work
you have done?

Option No. of Respondent

Not enough 30
To some extent 49
Yes always 15
Yes always 06
Total 100

Do not know; 6

Yes alwayes; 15
Not enough; 30

To some extent; 49

Interpretation: 49% of the employees say that they received enough

reward for their better performance for the company.30% employee says
that nobody recognized their performance and hence they didn’t receive any
kind of reward.15% peoples are confident of the fact of that they received
reward.
Q.6 Recognition for going above and beyond job responsibilities is
important.

Option No. of Respondent

Strongly agree 35
Agree 48
Disagree 13
Strongly Disagree 04
Total 100

Strongly Disagree; 4
Disagree; 13

Strongly agree; 35

Agree; 48

Interpretation: 48% employees agree on the fact that recognition for going
above and beyond job responsibilities is important 35% employee strongly
agree with this fact.
Q.7 Have you ever been formally recognized praised at work?

Option No. of Respondent

Strongly agree 27
Agree 54
Disagree 14
Strongly Disagree 5
Total 100

Strongly Disagree; 5
Disagree; 14 Strongly agree; 27

Agree; 54

Interpretation: 54% means most of the employees just agree with the fact
that they have been recognized praise at the work. Just half of it 27%
strongly agree i.e. confirms with this facts.
Q.8 You strive hard to get a reward.

Option No. of Respondent

Strongly agree 13
Agree 51
Disagree 30
Strongly Disagree 6
Total 100

Strongly Disagree;
Strongly agree;613

Disagree; 30

Agree; 51

Interpretation: More than half 51% employees at least agree with the facts
that have strived hard for a reward and 30% employee does not comply with
this statement. 13% employees strongly confirm that they have worked very
hard for that.
 Q.9 The reward and recognition system of a company motivates you.

Option No. of Respondent

Strongly agree 31
Agree 51
Disagree 12
Strongly Disagree 6
Total 100

Strosgly Disagree; 6
Disagree; 12
Strongly agree; 31

Agree; 51

Interpretation: More than 50% employees at least agree with the fact that
recognition motivates them. 31% employees strongly agree with this fact.
Just 18% disagree.
 Q.10 The criterion for the recognition programs has been clearly explained
to me.

Option No. of Respondent

Strongly agree 9
Agree 55
Disagree 27
Strongly Disagree 9
Total 100

Strongly
Strongly
Disagree;
agree; 99

Disagree; 27

Agree; 55

Interpretation: 55% employees agree with that fact they have been clearly
understand the criteria for recognition programs. 9% employees totally
agree with this but a big part 36% says they did not understand the criteria.
 Q.11 I am aware of the procedures of nominating an employee for an award.

Option No. of Respondent

Strongly agree 10
Agree 52
Disagree 30
Strongly Disagree 8
Total 100

Strongly
StronglyDisagree;
agree; 108

Disagree; 30

Agree; 52

Interpretation: Here again more than half 52% employees agree with the
fact that they are aware of procedure for nominating an employee for
reward. 30% totally disagree with this.
 Q.12 The recipients of the employee recognition awards are adequately
publicized.

Option No. of Respondent

Strongly agree 15
Agree 59
Disagree 21
Strongly Disagree 5
Total 100

Strongly Disagree; 5
Strongly agree ; 15

Disagree; 21

Agree; 59

Interpretation: 59% employees agree with the fact that awards have been
publicized adequately. 1/5th total employees disagree it followed by 15%
employees strongly agree with this fact.
 Q.13 The reward and recognition program are fair to all employees

Option No. of Respondent

Strongly agree 16
Agree 63
Disagree 18
Strongly Disagree 3
Total 100

Strongly Disagree; 3
Strongly agree; 16
Disagree; 18

Agree; 63

Interpretation: 63% means most of employees agree that recognition

programs is fairly conducted nearly 1/5th employees disagree with that.

Q.14 Are you satisfied with the reward and recognition provided by BHEL.
Option No. of Respondent
Strongly agree 18
Agree 46
Disagree 33
Strongly Disagree 3
Total 100

Strongly Disagree; 3
Strongly agree; 18

Disagree; 33

Agree; 46

Interpretation: Nearly 50% employees agree with reward & recognition

provided by BHEL and larger fraction 33% employees disagree with this.
Followed by 18% strongly agree, 13% strongly disagree.

‘Q.15 Have you receive any reward for the outstanding contribution in the
field of productivity at national level in BHEL.
Option No. of Responding
Yes 27
No 73
Total 100

Yes; 27

No; 73

Interpretation: Most of the employees have received reward for the

outstanding contribution in field of productivity at national level in BHEL.
It means BHEL recognize the employees performance & it timely rewards
their employees to motivate them for their work and perform better.
 CHAPTER-V
SUGGESTION
As per the survey of “Reward and Recognition” program in BHEL Bhopal.
Most of the employees have received reward for the outstanding
contribution in field of productivity in BHEL. It means BHEL recognize the
employee’s performance & it timely rewards their employees to motivate
them for their work and perform better.

I have some suggestion who can help to employee motivation and

organization development-

1.Lunch with the GM or Unit head and let the employee pick the
Restaurant-

Periodically invite a key employee who dosen’t normally have contact with
top executive to lunch with the GM or other senior leader this can also be
effective if the lunch is held in the GM office.

2.Feature employees in your news letter , E Magazine or your internet-

Highlighting achievements that go “above and beyond ” often gives them a
real confidence boost ,use photos if possible send articles about employees
to local news paper for extra publicity for your organization and for the
employee.

3. Non monetary benefits such as free time, movie time with department
picnics.

4.Send a hand written certificate & Appreciate letters to employees.

So that type of reward helps to improve the productivity level in

company, thus the company should have to conduct this type of reward &
recognition programs timely.
LIMITATIONS:

Here are some of the limitations found during the research:

 Time.
 Most of the employees were busy.
 Ambiguous replies and omissions of certain questions;
interpretation of omissions was difficult.
 Most of the employees did not responded.
 Many people did not take it kindly enough to being disturbed
while at work.

. The response of a few respondents was not cooperative enough to

give the information.
 CONCLUSION

Reward and recognition is a powerful tools for employee motivation and

performance improvement. Development of Reward & Recognition mgmt
policies, structures and practices in BHEL Bhopal are based on how
employees can best be motivated o deliver high level of performance.
Reward & Recognition in BHEL is about the design & development ,
communication, implementation and periodic evaluation of reward
processes . It is also concerned with the development of appropriate
organizational culture and increasing the motivation and commitment of
employees. It covers both financial and non-financial rewards .

The reward and recognition scheme is applicable to all sections of company

employees in general. Any specific criteria on in a particular field is detailed
at appropriate place. It promote the individual excellence, team level
excellence, department and product, the entire organization level and also at
regional and national levels. Thus the reward and recognition is most
important for employees motivation. BHEL provide many types of reward
scheme for employees motivation like –swasth karamachari samman ,
suggestion scheme , Quality circle award , BEAT award MP shram kalian
award etc. It was a golden opportunity to study this organization through the
project work on Reward and Recognition program in BHEL. In today’s it
was observed that the role of reward and recognition in the industry is
always very important.

Various new schemes are also being adopted like Best young Executive
identification of potential executives etc. for developing the potential of
Individual & also to retain them to groom the employees to become future
leaders. Reward & Recognition keeps the employees motivated & inspires
them to each high levels. Thus Reward & Recognition is so important for
employees motivation.

Most of the employees have received reward for the outstanding

contribution in field of productivity at national level in BHEL. It means
BHEL recognize the employee’s performance & it timely rewards their
employees to motivate them for their work and perform better.
 BIBLIOGRAPHY

 WWW.bhel.com

 BHEL PERSONNEL MANUAL

 GOOGLE

 WIKIPEDIA
 QUESTIONNIAR
Respected sir/madam I am doing summer internship training or survey on
the topic of “Reward and Recognition” in BHEL Bhopal. So kindly request
you to fill this questionnaire or your opinion about Reward and Recognition.

Employee (Respondent) Profile

EMPLOYEE NAME DESIGNATION

DEPARTMENT

NO.OF SERVICE YEAR IN BHEL

Q.1 Have you ever received an reward from your organization.

Yes { } No { } Can’t say { }

Q.2 What is the best reward and recognition you have received?
Salary Raise { } Flower in their Birthday { } Wellness award { }
Recognition by an senior { }

Q.3 How do you receive your rewards from your organization?

As a group { } To me personally { } Both in personally and as
a group { } other { }

Q.4 How would you like to be rewarded when you have done a good work?
Free time { } Monetary benefit { } Vacation { Career
development { }

Q.5 Do you feel that you have received enough reward for the work
you have done?
Not enough { } To some extent { } Yes always { } Do not know { }

Q.6 Recognition for going above and beyond job responsibilities is

important.
Strongly agree { } Agree { } Disagree { } Strongly Disagree { }

Q.7 Have you ever been formally recognized praised at work?

Strongly agree { } Agree { } Disagree { } Strongly Disagree { }
Q.8 You strive hard to get a reward.
Strongly agree { } Agree { } Disagree { } Strongly Disagree { }

Q.9 The reward and recognition system of an company motivates you.

Strongly agree { } Agree { } Disagree { } Strongly Disagree { }

Q.10 The criteria for the recognition programs has been clearly explained to
me.
Strongly agree { } Agree { } Disagree { } Strongly Disagree { }

Q.11 I am aware of the procedures of nominating an employee for an award.

Strongly agree { } Agree { } Disagree { } Strongly Disagree { }

Q.12 The recipients of the employee recognition awards are adequately

publicized.
Strongly agree { } Agree { } Disagree { } Strongly Disagree { }

Q.13 The reward and recognition program are fair to all employees
Strongly agree { } Agree { } Disagree { } Strongly Disagree { }

Q14 Are you satisfied with the reward and recognition provided by BHEL.
Strongly agree { } Agree { } Disagree { } Strongly Disagree { }

Q.15 Have you receive any reward for the outstanding contribution in the
field of productivity at national level in BHEL.
Yes { } No { }