Roles and Responsibilities of HR in creating a Healthy, Harmonious and Best Work Culture at work...

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A SUMMER INTERNSHIP PROGRAM

FINAL REPORT ON

IDENTIFYING THE ROLES AND RESPONSIBILITIES OF

HR IN CREATING A HEALTHY, HARMONIOUS AND THE

BEST WORK CULTURE AT HAAILAND

Submitted by

K. Venkata Vihari 11251004

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A SUMMER INTERNSHIP PROGRAM

FINAL REPORT ON

IDENTIFYING THE ROLES AND RESPONSIBILITIES OF

HR IN CREATING A HEALTHY, HARMONIOUS AND THE

BEST WORK CULTURE AT HAAILAND

By

K. Venkata Vihari

MBA, KLUBS

A report submitted in partial fulfillment of the

requirements of the MBA program (Class of 2014)

KLU Business School

Copies marked List:

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ACKNOWLEDGEMENT

I owe a deep sense of gratitude to all those who have contributed for the successful

completion of this endeavor.

It is my privilege and honor to extend my respect, regards and gratitude to

Mr. M. Bhaskar Rao, the Director of KL University Business School, Guntur and

Mr. M. Kishore Babu, the Head of the Department , KL University Business School,

Guntur, for their valuable suggestion, constructive advice and loving support throughout the

SIP. I am grateful to SIP Coordinator, Mr. Surya Kumar Sir for giving me the opportunity

to do my SIP in a reputed organization like “AgriGold HAAILAND”, Guntur.

My sincere expression of gratitude and respect to Mr. D.S. Raju Sir, AGM, HR

department, Haailand, for his guidance, and valuable advice. I am ever grateful to his

generosity in spending his precious time whenever I approached.

I extend my sincere gratitude to our faculty guide, Mr. MVAL Narasimharao Sir,

Assistant Professor, KL University Business School, for his constant guidance,

encouragement and valuable advice throughout the project.

Finally I owe a debt of gratitude to all the staff members of HR department, Haailand

who helped and guided me during this internship program. I will always be obliged to my

company guide and faculty guide who have given their precious support and guidance in

every step of the project, otherwise which, it would have been difficult on my part to bring

this project work to completion. I am sure that the knowledge imparted will go in a long way

in enriching my career.

K. VENKATA VIHARI

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TABLE OF CONTENTS

COVER PAGE ………………………………………………………………………….. 1

TITLE PAGE ……………………………………………………………………………. 2

ACKNOWLEDGEMENT ………………………………………………………………. 3

TABLE OF CONTENTS ………………………………………………………….......... 4

ABSTRACT……………………………………………………………………………... 6

1.INDUSTRY PROFILE……………………………………………………………….. 7

1.1 BACKGROUND…………………………………………………………………….. 7

1.2 HISTORY OF AMUSEMENT PARKS…………………………………………...... 8

1.3 GLOBAL PERSPECTIVE ………………………………………………………..… 9

1.4 INDIAN AMUSEMENT PARKS ……………………………………………….…. 10

1.5 LIST OF AMUSEMENT PARKS …………………………………………….……. 12

1.6 CURRENT TRENDS ……………………………………………………….………. 15

2.COMPANY PROFILE ………………………………………………………………. 17

2.1 AGRIGOLD GROUP ……………………………………………………………….. 17

2.2 VARIOUS PRODUCTS OF AGRIGOLD GROUP[BUSINESS MODELS] ……… 19

3.HAAILAND PROFILE [3CET REPORT] …………………………………………. 21

3.1 COMPANY ………………………………………………………………………….. 21

3.1.1 PHASE I ……………………………………………………………………..... 23

3.1.1.1 ZONES …………………………………………………………………. 23

3.1.1.2 FOOD COURTS ……………………………………………………….. 29

3.1.1.3 SHOPPING …………………………………………………………….. 30

3.1.1.4 MUSEUM ……………………………………………………………… 30

3.1.1.5 BANQUETS …………………………………………………………… 31

3.1.2 PHASE II

3.1.2.1 GYM & FITNESS …………………………………………………….. 32

3.1.2.2 SPA ……………………………………………………………………. 33

3.1.2.3 RESORTS ……………………………………………………………… 34

3.2 CUSTOMER …………………………………………………………………………. 37

3.3 COMPETITOR …………………………………………………………………........ 38

3.4 BUSINESS ENVIRONMENT ………………………………………………………. 39

3.5 TECHNOLOGY ……………………………………………………………………… 40

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4. SWOT ANALYSIS ……………………………………………………………………. 41

5. ORGANIZATIONAL CHARTS OF HAAILAND …………………………………… 43

6. HRM IN HAAILAND …………………………………………………………….…. 53

6.1 TYPES OF RECORDS MAINTAINED …………………………………………….. 53

6.2 HR TASKS …………………………………………………………………………… 54

7. THEORETICAL FRAMEWORK ………………………………………………….. 56

7.1 DEFINITIONS ……………………………………………………………………..... 56

7.2 WHAT IS WORK CULTURE ………………………………………………………. 57

7.3 CHARACTERISTICS OF HEALTHY WORK CULTURE ………………………… 58

7.4 TYPES OF WORK CULTURE ……………………………………………………… 59

7.5 WAYS TO CREATE A HEALTHY WORK CULTURE …………………………… 64

7.6 HEALTHY WORK CULTURE FRAMEWORK & MODEL ……………………….. 66

8. OBJECTIVES ………………………………………………………………………….. 68

9. TASKS ASSIGNED ……………………………………………………………………. 69

10. STRATEGIES …………………………………………………………………….… 69

10.1 TOOLS ………………………………………………………………………………. 70

10.2 QUESTIONNAIRE ………………………………………………………………….. 70

10.3 RESEARCH DESIGN ……………………………………………………………….. 72

10.4 SAMPLING …………………………………………………………………………. 72

11 ACHIEVEMENTS ……………………………………………………………….….. 74

11.1 THEORETICAL STUDY ……………………………………………………………. 74

11.2 PRACTICALITY …………………………………………………………………….. 75

12. LEARNINGS ………………………………………………………………………….. 76

13. RESULTS ……………………………………………………………………………... 77

14. FINDINGS …………………………………………………………………………..... 90

15. SUGGESTIONS ………………………………………………………………………. 91

16. CONCLUSION ……………………………………………………………………….. 92

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ABSTRACT

This study is done under the obligation for the fulfilment of SIP [Summer Internship

Program] by KLU Business School, for MBA students during summer, 2013, with the title of

the project being ‘Identifying the Roles and Responsibilities of HR in creating a healthy,

harmonious, and the best work culture for the employees at workplace in Haailand’.

Work culture is of levels of interaction among organizational factors (boundaries,

goals, objective, technology, managerial practices, material and human resources, and the

constraints) and organismic factors (skills, knowledge, needs, and expectations) interact

among themselves at various levels. Over a period of time they develop roles, norms and

values focusing work and is called Work Culture.

This study consists of the aspects which are to be kept in mind while the HR tries to

manage a work culture at his organization, different types of work cultures, how the work

culture affects the employee behavior and his attitude towards the organization, how a work

culture helps develop the organization’s overall growth and progress.

The methodology for my study is a Prescribed Structured Questionnaire with a sample

of 16 employees of Haailand, and categorizing the elements of work culture into 5 categories,

I have studies their behavior on various aspects of these categories. I could come to

understand that the work culture at Haailand is at the best levels, and the efficiency of HR in

creating such work culture has been quite remarkable for an organization of such high level

of employees and operations.

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INDUSTRY PROFILE

Background:

An amusement park is the more generic term for a collection of rides and other leisure

attractions assembled for the purpose of entertaining a large number of people. an amusement

park is more elaborate than a simple city park or playground, as it is meant to cater to adults,

teenagers and small children alike.

Amusement parks are the historical precursors to modern theme parks as well as the

more traditional midway arcades and rides at country and state fairs (in the US). Today,

amusement parks have largely been replaced by theme parks, and the two terms are often

used interchangeably. Theme parks are either based on a central theme or, divided into

several distinctly themed areas, or ‘spaces’ as often called. Large resorts, such as Walt

Disney World in Florida (US), actually house several different theme parks in their confines.

Amusement parks evolved from European fairs and pleasure gardens, which were

created for people’s recreation. The oldest amusement park in the world is Bakken(“The

Hill”), at Klampenborg, north of Copenhagen, Denmark, which opened in 1583. In the united

states, the world’s fairs and expositions were another influence on development of the

amusement industry.

The industry is generally divided into five groups: ride parks, themed attractions,

water parks, family entertainment centers and theme parks. Ride parks are similar to the early

amusement parks and are often directed toward teenagers because of their extensive use of

thrill rides. Themed attractions are centered around a principal attraction such as a safari or a

historical site and are targeted toward all ages.

Water parks are parks where water rides and amusements are the primary focus. The

newest segment, family entertainment centers, are games, amusements and attractions

oriented and situated as anchors in retail developments such as malls. And finally there are

theme parks, which are ride and show parks that offer other activities within or around a

specific theme (or multiple themes) like Disney, Six Flags, and the Universal Studios.

Themed parks, a specific type of amusement park, are usually much more intricately themed

to a certain subject or group of subjects than normal amusement parks.

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History of Amusement Parks (from various periods)

S. No History of Amusement Parks Years of Establishment/

Period

1 Bartholomew Fair, England 1133

2 Bakken [The Hill], Denmark 1583

3 Vauxhall Gardens, London 1661

4 Prater, Vienna, Austria 1776

5 Coney Island, New York 1829

6 Tivoli Island, Copenhagen 1843

7 Crystal Palace 1851

8 First Ferry Wheel, World’s Columbian Exposition 1893

9 Sea Lion Park, Brooklyn 1895

10 Golden Age 1890-1920

11 Depression & World War II 1930-1940

12 Disney Land 1955

13 Magic Mountain, California 1960

14 Great America, Illinois 1970

Industry Leaders:

Leading names operating in the global amusement and theme park industry

Magic

Kingdom

Yokahama Hakkeijima

Sea Paradise

Cedar Fair

Entertainment

Six Flags Universal Studios

Hollywood

Disneyland Tokyo Disneyland The

Adventuredome

Disneyland

Paris

Samsung Everland

Tokyo

DisneySea

Disney’s Animal

Kingdom

Universal

Studios

Lotte

World

Islands of Adventure

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Market Outlook:

Over the coming years, Global Industry analysis predicts the park within a park

concept will become a more evident trend in the global theme parks industry. The majority of

theme parks are expanding to include more hotel rooms and add secondary attractions to

attract more visitors.

Parks are upgrading with investments in new rides, wireless and interactive

technology services for guests (such as RFID badges, Wii, kiosks, etc) and by adding new

zones. These efforts are expected to continue to adopt for virtual reality and simulation

technologies to replicate natural scenarios.

Global Perspective:

It is commonly acknowledged, that Disneyland in Anaheim, California, which opened

in 1955, was the first real theme park. Since then, the theme park industry in the United

States has grown dramatically. Amusement park sales in the US are forecast to grow from

$10.8 billion to $12.9 billion between 2005 and 2009, according to a recent study by Prince

Water House Coopers. That is an average annual growth rate of 3.9 percent, although less

than the 5.5 percent that the industry experienced between 1999 and 2000. More than 328

million people visited amusement parks and attractions in the US in 2004.

The growth of the theme park industry in the US has been followed by development

of the industry elsewhere, in particular Asia, Europe, Middle East and Africa. Europe has

grown in size to approximately $2 billion in current revenue coming from approximately 19

major parks. For instance in the UK some 49.7 million tourists visited theme parks in 2003,

up by 3% on the year before, according to statistics from researcher Euromonitor. The

industry in Europe combined with Middle East and Africa will grow at the rate of about 5

percent per year, reaching $5 billion by 2009, as predicted by Forbes.

The theme park industry in Asia is also in a growth mode. It is estimated that a total

of approximately 35 large parks attract about 71 million visitors, generating a total of nearly

$1.5 billion in revenue. An additional 49 moderate-sized parks generate $350 million in

annual revenue. The total industry has roughly $1.8 billion in annual revenue. Although these

figures are dominated by parks in Japan, there is high growth potential in other parts of the

region, including Korea, Taiwan, Indonesia, and Malaysia. Figures for the Peoples Republic

of China are not included, but China does respect a substantial growth area of developing

themed amusement parks as well.

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Indian Amusement Park Industry:

Amusement parks industry in India is more than two decades old and is still at nascent

stage. India’s stint with amusement parks started with opening of Appu Ghar, the first

amusement Park, in 1984. Major expansion happened in 1990s with opening of Essel World

in Mumbai, Nicco park in Chennai, Ramoji Film City in Hyderabad, etc. Segmental pyramid

of amusement parks in India is substantially flatter with a preference for smaller parks. This

industry is capital as well as land intensive as large parks require an investment above Rs.

700 million and land of more than 40 acres.

This industry found its roots in India during mid and late 1980s when a few

innovative entrepreneurs took challenge of pioneering few amusement parks in Delhi,

Kolkata, Mumbai and Chennai. The growth in this industry started only in the last decade and

that happened possibly during the advent of globalization when economic potential of the

social capital began to be perceived.

Facts of Indian Amusement Park Industry:

The amusement industry in India is at a growing state currently with more and more

developments happening in this industry all across the country.

The size of the Indian Amusement Park business is estimated to be around Rs. 4000

crores and is estimated to grow by 10% per annum in next couple of years.

The amusement and theme park industry is deemed to be worth Rs. 10000 crores in

India by 2020.

Currently for a population of 1.15 billion in the country, there are only 120

amusement parks and 45 family entertainment centers. This indicates that the growth

of Indian Amusement and Theme Park industry is substantial.

Global leaders in entertainment parks and attractions like Universal Studios, Disney,

Sony and Ripley Entertainment are mulling over investments of billions of dollars in

India considering the vast potential in this region.

The Indian small and big players in the Amusement Industry are looking at the

tremendous growth potential of this Industry in the next 5 years.

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Growth of India’s retail sector had been the main driving force for the amusement

industry in India.

Globally, domestic and international tourists comprise more than 50% of the total

football at popular amusement parks.

Transport corridors like expressways and the Metro line are bringing an increasing

number of people closer to entertainment hubs.

The high growth potential of the industry in highly populated India will boost tourism,

social infrastructural development as well as employment generation. The success and

growth potential of this industry is resulting into the advent of new manufacturers of

amusement parks rides in India.

Robert E Masterson, Chairman of Ripley Entertainment Inc, who visited India for the 13th

IAAPI Amusement Expo said the world’s leading players would set up bases in India within

the next five years.

“The opportunities and challenges are probably the greatest here. All leading players are

quietly planning to enter India, a market where the rate of growth is five times of that of

North America. India is the fastest growing region in the world,” Masterson said.

The Indian Association of Amusement Parks and Industries (IAAPI) shall organize the

Amusement Expo every year, the 14th edition being scheduled from 5th to 7th February 2014,

at Goregaon, Mumbai, India, which is a three day event to see participation of over 50

exhibitors from Argentina, Belgium, Canada, China, Dubai, Germany, Hong Kong, Italy,

Japan, Singapore, Switzerland, Thailand, the US and the UK.

IAAPI is the only platform in the country, which recognizes and facilities the small and

big players in the Amusement Industry looking at the tremendous growth potential of this

industry in the next 5 years.

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Retail- Amusement parks

Growth of India's retail sector had been the main driving force for the amusement Industry in

India.

Major players in India:

1. Veegaland Park

Situated at Pallikkara, this state of art Amusement Park is just 14kms away from

Kochi/Cochin. Spread over a whooping 24 acres of land, its 7 storey high Vintage Castle and

Caterpillar Village give a Fairy Tale atmosphere. The musical Fountains, flower

2. Ocean Park

Ocean Park is situated at Gandipet, 20 km. from Hyderabad, in 20 acres of

landscaped gardens, an amusement park that you haven't seen the likes of yet in India. It is

one of the first theme parks started in twin-cities and continues to be a great hit especially

with children. But it is not the young ones alone who enjoy, even adults can have lots of fun

here. It is a family amusement park offering a good mix of fun and thrills for people of all

ages with water rides kiddies pool, wave pool, water slides, dry rides- super loop, the 60 feet

high ride, bumping cars, slam bomb etc. gardens, water pool and water slides add to the

attraction of the Veegaland Amusement Park.

3. Ramoji Film City

Ramoji Film City is the ultimate leisure destination for holidays, honeymooners,

corporate conferences, events, theme parties, adventure camps, family picnics and grand

weddings. This world s largest integrated film studio complex spread over 2000 acres of land.

It was opened by the Film Producer RamojiRao in the year 1996. It’s about 25 kms from the

main city of Hyderabad and is open the 7 days of a week. The Film City Complex has urban

landscapes of US and Australia as well as India. They have the Amazon Army Base as the

newest additions to the attractions of the Film City.

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4. Fun n food Village

Fun 'N' Food Village at Delhi were set up in the year 1993. Fun 'N' Food Village

is situated at Old Delhi-Gurgaon Highway which is just 3 kilometres away from the Delhi

international airport. Fun 'N' Food Village is for all ages of people. Fun 'N' Food Village in

Delhi were inaugurated by former President of India Giani Zail Singh.

5. Essel World

Pan India Paryatan Pvt. Ltd. (PIPPL) is the company holding EsselWorld – India’s

Largest Amusement Park and Water Kingdom – Asia’s Largest Theme Water Park. Pioneers

in the entertainment and leisure industry, it was EsselWorld that pulled people out of the staid

environment of conventional pleasure trips and unfolded before them the exciting new

scenario of a complete leisure destination. A sprawling complex on the coastal Gorai village

in northwest Mumbai, “The Island of Fun” is sprawled over 64 acres and is a refreshing

gateway to a whole new world of excitement and fun. It’s never-before seen attractions set

amidst unique architecture with international standard amenities and hygiene; catapult Water

Kingdom into a different league. It is the only, truly international water park experience in

India.

6. Adventure Island

Sprawling over an area of 62 acres in North West Delhi, it has been made with the

venture of Unitech Ltd and International Amusement Ltd. It’s a 164 crore project with a

water park and Planet Pogo. There are 26 rides in all and all of them have been imported -

supplied by leading European manufacturers such as Intamin, Moser and Zamperla, who

supply rides to Disney, Universal Studios and Six Flags. The park is especially popular

amongst children and teenagers. The entire Island consists of world class amusement Park, an

adventure island and a water park. Retail Environment - Metro Walk (Delhi) is spread across

2.21 lakh sq ft and is anchored to the park. It overlooks a large lake which acts as a separator

between the mall and the park. The Park has 26 rides spreading in an area of 3.5acres.

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7. Entertainment City

It is thought of as Disney Land of India - the Entertainment City in Noida.

Unveiled by former cricket captain and entrepreneur Kapil Dev, it spreads over a whooping

147 acre land with an investment of Rs 10 billion. Built over an area of 100 acres of land, the

park has more than 30 rides, supplied from European manufacturers. The Entertainment City

Park has three entertainment zones, one for kids, one for teenagers and one for families each

with its own separate rides, attractions and food courts. In addition to this it also has a

Shopping complex known as the Great India the Entertainment City is a is a joint venture

between Unitech and International Amusement Limited, the promoters of Appu Ghar (Delhi).

8. Nicco Park

It is situated in the heart of the main City of Calcutta in Salt Lake - it’s one of the

most happening places for the kids and teenagers. The elders simply love to be here.

Covering an area of 40 acres, it was opened in the year 1991. Jheel Meel was the previous

name of the park. It was renamed in the year 1990 with the restructuring of the park. It’s the

only Amusing Park in the world which has got ISO 9002 certification. It draws a whopping

1.5 million people every year.

9. Gujarat Science City

Gujarat Science City has been made with a view of imparting education in the

form of entertainment. On one of its side, it has small village while on other side the

suburban urban area reflects technological atmosphere. The Gujarat Science City has

something different from others in the country. Visited by the former Indian President and

Scientist Dr. J P Abdul Kalam it exhibits, mind blowing experience, models which can be

worked upon, a showcase of virtual reality, activity corners, hands on labs and live

demonstrations to provide an understanding of science and technology to the common man.

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10. Platinum Resorts

The silent yet beautiful theme park of West Delhi is spreading at 14 acres of

land. Big lawns here and the greenery calls people to view the scenery beauty amongst the

screaming voice of the city lights. It’s a Resort cum Water Park. The beauty of the Park can

be seen from the entrance itself. It has a huge big entrance - with the hugeness it looks more

magnificent.

Current trends:-

Amusement parks seek uniform entertainment tax:

The Indian Association of Amusement Parks and Industries, apex body of the

amusement parks, has sought uniformity in the entertainment tax being imposed by different

states. The Association rules that the exorbitantly charged entertainment tax by some states is

a major impediment in the growth of the industry in these regions. “West Bengal, Punjab and

Gujarat charge entertainment tax at 20%, 40% and 25% respectively, whereas the

entertainment tax rate hovers around 5-15% in majority of the states.

Real Estate companies plans to enter into this market:

Though the unorganized players hold a majority share in the market, the

organized players are also expanding their base. Groups like Nicco Parks, Zee group, Unitech

& Turner and various real estate companies are developing amusement parks in different

regions. The foreign developers are also stepping into the Indian amusement industry through

collaborations with Indian companies.

Growing transportation facilities:

Transport corridors like expressways and the Metro line are bringing an increasing number of

people closer to entertainment hubs. To that extent, they trigger growth of formal means of

entertainment. One major development witnessed in National Capital Region (NCR) over the

last 4-5 years has been the expansion of Delhi Metro line. This process started in central and

western parts of the city and is now on course to link South Delhi and Gurgaon. This has

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provided common man with a mode of transport that is both economical and convenient.

While daily journeys like the ones to college or workplace have been simplified the

occasional weekend outing too has been made much simpler as a result of enhanced

connectivity to popular entertainment destinations.

Loyalty Program:

Loyalty programs are structured marketing efforts that rewards, and therefore encourage,

loyal buying behavior – behavior which is potentially beneficial to the firm. Loyalty cards

and membership cards with personalized information add tremendous value to customer

service and strengthen a company’s brand recognition. The plastic card adds prestige to the

card holder and confer benefits to him. Both seller and customer profit from these programs.

V Guard group entered into amusement parks:

V Guard Group of companies, based in Cochin in Kerala, is negotiating with

property owners in Mumbai and Chennai for starting amusement parks. The group, which is

running Veegaland in Cochin and Wonderland near Bangalore, has identified a place near

Chennai to start a water theme and amusement park, but negotiations were still on.

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Agrigold Group of Industries

Agri Gold Group:

One of the most respected business houses in the country, the Agri Gold Group is

playing a leading role in generating opportunities and promoting prosperity in rural and semi

urban areas. With emphasis on catalyzing economic growth through use of environment

friendly technologies,

The Agri gold group of companies, since 1996 has been making forays into different

sectors with its visionary approach. Team drive and conceptualized business. The success of

the group is based on its ability to build on Forward and Backward Integration.

Power, Tourism, Infrastructure and Agri Business are the core segments of the Group.

Thus the turnover of this company is 5000crores. The success dossier ''AGRI GOLD'' has

added another leaf by unfolding the strategic diversification into Leisure and Entertainment

Industries by establishing cultural and entertainment destinations. In these destinations, where

Temple Tourism of India with Buddhism and Hinduism comes alive, culture and

entertainment will have the central focus in the thrilling and natural environs. Architects from

Australia, creating the theme, will adopt the Traditional Temples and Buddhism architecture

to recreate the past glories that give you an insight into the rich legacy. Strategically these

destinations of Culture, Entertainment, Spirituality and Traditional Healing and Rejuvenation

will be developed closer to the heritage places.

Thus the group is emerging as a conglomerate tower on a strong foundation of its

principles and concepts. Thus the turnover of this company is 5000crores.

The Group started its operations with the flagship company, ―AGRI GOLD FARMS

LIMITED‖. Farming was the objective then but the activities expanded into every system of

Agriculture, adopting scientific methods and the company gradually graduated into corporate

cultivator.

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The Agri Gold group has its firm faith in agriculture and agro based industries, which

play a pivotal role in furthering and strengthening the economy of India. With the objectives

clearly envisioned and defined, the group has begun its activities to promote corporate

cultivation. In the words of Sri.V.R.RaoAvvas, CMD who has taken up the corporate

objective as a mission to be fulfilled, My team and I will build this company as a dynamic

and diversified conglomerate, which shall be ever growing empire‖, to promote evergreen

revolution, in sectors, that are the catalysts for economic growth, which have multiplier effect

on employment generation and socio-economic development of the rural and Semi-urban

areas, adopting environment friendly technologies Agrigold Group expanded the activities

into every system of agriculture and industry which sustain on another. ― “Everything gets

recycled and becomes a Valuable Product Somewhere.”

Vision:

Agri Gold's Vision is to Promote Ever Green Revolution in these Sectors, that are the

catalysts for Economic Growth, by involving in these areas of Endeavor which have the

multiplier effect on Employment Generation and Socio- Economic Development of the Rural

and Semi urban Areas by Generating opportunities and promoting prosperity while adopting

Environmental friendly Technologies

Mission:

Agri Gold Group's "Industrious Mission" is focused on Generating Opportunities and

Promoting Prosperity in the Rural and Semi-Urban areas.Power, Tourism, Infrastructure and

Agri business are the Core Segments of the Group. The Group is emerging as a

'Conglomerate Tower' on the Strong Foundation of achieving in Togetherness and celebrating

the Success in Oneness.

Core Business Segments of Agrigold:

›› Food (Aahaaram)

›› Housing (Aavasam)

›› Health & Wellness (Aarogyam)

›› Entertainment & Recreation (Aanandam / Aahladam)

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Various Products Of AgriGold Group (Business Models)

Agri Business

o Seeds o Fertilizers

o Organics o Drip Irrigation

o Micro Nutrients o Sprayers

Dairy

The processing of Milk and Milk Products is another important

industry of the Agri Gold Group. Agrigold Milk and Dairy products are

processed on the most advanced machinery.

Energy

o Bio Mass energy o Thermal energy

o Energy Plantations o Bio Mass Pellets(Good Fire)

Exports

The group has been into exports of various food products and minerals

to the middleeast for the last three years. The division has distribution tie-ups

with sound groups in Dubai, Malasia, Thailand, Tanzania, Srilanka,

Singapore, UK, USA, and South Africa. In order to consolidate the export

operations the group has opened its overseas branches at key locations scale.

Foods

o Agrigold Pickles o Instant Mixes

o Agrigold Spice Range o Papads & Pastes

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Health care

o Ayurvedic Treatment

o Fitness Solutions o Yoga & Meditation

o Spa o Health Tourism

Infra

o Road Projects

o Earth Fillings o Bridges

o Constructions (Houses)

Media

o Print Media (Agrigold Nandi)

o Electronic Media (Travel Trendz TV)

Real Estate

o Residential Layouts o Housing & Townships

o Commercial Real Estate o Agri Real Estate

Tourism

o Theme Park (Haailand)

o Package Tours o Resorts

o Recreation Club o Health Tourism

o Beach Resort

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Haailand Profile

The Agri Gold Group and the Govt. of Andhra Pradesh through Tourism and Youth

Advance Department entered an M.O.U. in the Year 2003 to establish 2 Tourism Projects,

one at Yarada – Vizag and the second one at Chinnakakani – Guntur dist. The Group’s recent

foray into Tourism Sector was initiated with work on HAAILAND –Resort & Theme Park

Commencing in the year 2006.

Arka Leisure and Entertainments Pvt. Ltd., is a subsidiary company of Agri Gold

Estates and Entertainments Pvt. Ltd., an associate of Agri Gold Group. The well-reputed

conglomerate is now promoting the proposed Cultural, Health and Family Entertainment

Destination on the outskirts of Vijayawada.

A total investment of 300 crores has been approved for the project which was raised

by Agrigold (for land), government funds and loans from the private enterprises. The project

was designed by the Sanderson group, from Australia.

Buddhist Theme Park has been brought up on an area of 42 acres and will be a Multi

– Theme, Multi – Facility Expanse. HAAILAND, named with the Telugu word “Haai”

meaning Pleasure, provides its visitors, Physical and Spiritual happiness in the ambience of

Buddhist Theme.

Reason for selecting the Buddha theme is that there in and around 142 excavations of

Buddha around the area where the park was constructed and buddha visited that area in 2200

years back.

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Chief Minister inaugurates Haailand theme park

Chief Minister K. Rosaiah on May 9, 2010, inaugurated Haailand, a wholesome

entertainment-cum-theme park, located at Chinakakani village abutting NH-5 in Guntur

district. The park inaugurated on Mother's Day has created its own legacy showing that it will

be the perfect place for a family to come and feel all the pleasures provided to a child from its

mother.

Location:

Haailand is located at the centre of Vijayawada – Guntur Highway NH5, near Mangalagiri, at Chinakakani.

Transport:

To reach Haailand,

From Vijayawada:

Route Number 47H buses from Pandit Nehru Bus Station, Vijayawada, are available at every half an hour, and the passengers are dropped directly at the entrance gate of Haailand.

From Guntur:

Any Pallevelugu (green) buses towards Vijayawada (or) Mangalagiri, shall halt at Haailand Main road, from where service autos are available at all working hours.

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3CET REPORT

I. Company :

Products

The entire facilities (products) provided by Haailand are categorized into two (2) types,

PHASE 1:

Zones

Water Rides

Mechanical Rides

Food courts

Shopping

Events

Banquets

PHASE 2:

Resorts

Spa

Gym

Club House

ZONES

It was divided into 9 zones. They are

India, China, Cambodia, Thailand, Tibet, Burma, Indonesia, Japan, Butterfly zones

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INDIA ZONE

Visitors to HAAILAND are greeted by the spectacular Sun Plaza with the centerpiece

being the incredible Floating Buddha. This is an amazing engineering marvel with the figure

of the Buddha suspended in midair by powerful jets of water from below. Along with this, the

Bodhi Tree reaching for the sky in the middle of the Sun Plaza, is representative of the

strong Buddhist theme. That meanders through HAAILAND. Beautifully landscaped

gardens, wide open areas and the serene ambience beckon you to experience the wonders

within. Move further inside and walk down a cobbled pathway with shops on either side,

offering arts and crafts from various countries across South East Asia as well as exquisite

handicrafts sourced from different states.

CHINA ZONE

This zone is themed upon the ancient Shaolin temples of China, which are Buddhist

monasteries.

@ Rail Chase Ride: An indoor roller coaster set against the elaborate backdrop of the

archaeological remains of the fabled 'Lost City', the thrilling ride takes visitors on a

memorable trip through the legend of the last dragon in China and how Buddhist

monks planned its end through their mystical powers.

CAMBODIA ZONE

The highlight of this zone is a monumental sunken Buddhist temple that forms the

backdrop for a Wave Pool.

@ Wave Pool: You can access the roof by a spiral staircase located on either side of the

entry tower, or by a suspension bridge over the wave pool. From here, you can either

slide down to the pool or continue to explore the oriental features, including the misty

jungles of Cambodia.

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THAILAND ZONE

The zone has the ambience of a traditional royal Thai palace and offers a glimpse of the

majesty and splendor of the rich heritage of Thailand. The entire area is done up in colorful,

caricature style making it an amusing and fun-filled sight.

@ Family Train: "All aboard" the multi-hued train as it chugs its way on a journey that

runs through an impressive Thai palace.

@ Frog Jump: The only "Drop" ride at Haailand, it really takes your breath away.

@ Go – Carting: Experience the thrill of Formula One racing without the danger! Speed

freaks can jump behind the wheel and get an adrenaline rush.

@ Carousel: The Merry-Go-Round with colorfully painted animals as seats is a

perennial family favorite.

@ Flying Elephant: The vehicles in this ride are each shaped like the cute elephant and

are mounted on articulated armatures connected to a rotating hub.

@ Pirate Ship: The amusement ride takes you on a breathtaking journey in an open,

seated gondola which swings back and forth at an angle of 60 degrees either side.

@ Swing Around: An awesome combination of blazing colors and swirling motions,

this ride lets passengers sit in chairs suspended by metal chains while it gently whirls

them through the air in a fabulous flight of fun.

@ Children Network: Watch the kids have a screaming, squealing good time in a

colorful environment with slides and a host of other activities.

@ Bungee Jumping: The 'jumper' is securely harnessed by mountaineering ropes to a

unique elastic system.

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TIBET ZONE

Ancient Buddhist monasteries and the beautiful mountains of Ladakh, come together to

form an alluring backdrop in this zone. Visitors will be awe-struck by the replica of the

Potala Palace, one of the world's most extraordinary buildings, and the brilliant thangkas,

frescoes and images.

@ Ghost Hunter: For thrill seekers, this ride is an unforgettable experience. Ride in a

classic steam train through an interior that is themed on a scientist's laboratory. The

scientist has experimented with many new things, which result in his death. The pre-

show is themed as a graveyard, while the post-show is themed as the coffin area of the

scientist.

@ Visionarium: the pre-show is themed as Tibetan interiors. The post show is themed

as a wild life area.

@ Bumping Cars: Deliberately dashing your car into another has never been so much

fun! The electric powered cars are designed for absolute safety and give you the

chance to indulge in 'road rage' with no risk. Its non-stop excitement all the way for

the whole family!

@ Magic Dancer: The whirling, twirling attraction has the main platform turning even

as the individual seats rotate in the opposite direction. With spectacular lighting,

colors, music and action, the ride indeed gets you dizzy with fun!

@ Crazy Jump: Ready for 'heart in mouth' excitement? This intense thrill ride features

individual seats that go up and down even as the entire ride rotates at a dizzying

speed. Get your world to spin!

@ Bull Fight: See how long you can stay mounted on a bucking, tossing, turning,

rotating mechanical bull. Come on cowboy; show 'em you're the king of the rodeo!

@ Swing Around: Feel the air in your hair as you begin to believe you can fly!

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BURMA ZONE

In Burma you come across more Buddhist Stupas and temples than anywhere else in the

world. This zone is themed on the elements of the famous Pagan Temples that are

considered to be architectural marvels.

@ Ladies Slide Tower: Screened from the public and exclusively for ladies, this water

slide allows the fairer sex to enjoy their share of fun and privacy.

@ Children's Slide Tower: The gently sloping slide is perfect for kids who love to

make a big splash in the water.

INDONESIA ZONE

The design of this zone is influenced by the ancient Buddhist architecture of temples

and stupas found in Indonesia. It is predominantly based on the renowned Borobudur

temple, considered to be one of the Seven Wonders of the World.

Men's Slide Tower: One of the main attractions of the Water Park, this mammoth slide with

its numerous twists and turns hurtles you into the water at top speed. Certainly a ride not for

the faint hearted!

JAPAN ZONE

After all the fun and frolic, pause for a while to catch your breath. This zone has

beautifully designed picnic-resting pavilions, themed after the famed teahouses of Japan,

situated amidst a serenely peaceful Zen garden with tributaries of the Lazy River as the

backdrop. The use of materials like bamboo, wood, rocks and pebbles complete the look and

add to the ambience.

@ Lazy River

Take a relaxing raft ride on the gentle current of the meandering river, as it snakes its

way through landscaped gardens and spraying fountains. Rain Dance When the days

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grow hot, sizzle with the moves of your favorite film star as the cool water sprinkles

down.

@ Rain Dance

When the days grow hot, sizzle with the moves of your favorite film star as the cool

water sprinkles down.

@ Amphitheatre

Watch, admire and applaud the performances of renowned artistes from all over the

world at the impressive Amphitheatre, with well-designed acoustics. The venue hosts

cultural programs, folk singing & dancing, puppet & magic shows, dance-dramas,

troupes from abroad, traditional celebration of festivals etc.

BUTTERFLY ZONE

It is of 3000 member‘s capacity where functions can be taken place.

WATER RIDES

WAVE POOL

RAIN DANCE

LAZY RIVER

WATER SLIDES

THRILL RIDES OR MECHANICAL RIDES

GHOST HUNTER

FAMILY TRAIN

FLYING ELEPHANT

CAROUSEL

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RAIL CHASE RIDE

PIRATE SHIP

CRICKET

SWING AROUND

SPRING RIDES

BUMPING CARS

BULL FIGHT

GO-KARTING

BUNGY JUMP

FOOD COURTS

At the heart of the park, you come across an awesome sight. Rising spectacularly from a

water body is a huge domed structure that‘s an architectural tour de force. It houses the

impressive food court that promises culinary nirvana, offering a mélange of cuisines to satisfy

the most hardcore foodie. To indulge the gourmet in you, fine dining restaurants are located

at various points across the park, where master chefs create wonders you‘ll find impossible to

resist. Whether your taste veers towards international fare-continental, Mexican, Italian,

Chinese-or desi flavors - Punjabi, Chettinad, Andhra- you can be sure your appetite will be

fully satiated and your taste-buds memorably tickled.

MAMAIAH (South Indian Restaurant)

THINNAI (Multi Cuisine)

MONALISA (Western)

CLEOPATRA ( Chinese Restaurant)

SAANCHI

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SHOPPING

Take a break from the fun and excitement and indulge in a spot of retail therapy, the

expansive shopping arcade, with shelf upon shelf of interesting gifts, souvenirs, handicrafts,

accessories, toys etc. in the 64000 sq. ft. area lets you enjoy hours of pleasant browsing and

bargain hunting. The best part is that you can shop at a leisurely pace, since the unique Night

Bazaar is open till the early hours of the morning to extend the pleasure even more. The

brand name given for the shopping mall is FREAKZ.

@ Apparels

@ Clothes

@ Beauticians

@ Gifts

@ Health & Skin

@ Hotels

MUSEUM

Haailand is not just about fun and games but is a destination that provides wholesome

edutainment ‘Valley of deluges-the museum, with its unique 3-d images manifesting life

takes visitors on a memorable journey through key chapters of history, stretching from the

hoary bygone era of satavahanas to the advent of India‘s independence. The story board

format traces the region history from 600 BC to the end of the British rule. The rich and

glorious history interestingly portrayed and visually related is an enlightening experience that

transports you to a wonderfully vivid path.

Different images found at BudhaPadam Museum [Tibet Zone]

Dev Ni Mori- Buddhist Heritage, Gujarat

Kandi Dungar Caves, Vadodara, Gujarat

Ratnagiri, Jaipur

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Nativity Sculpture, Lumbini

Bodhgaya, Bihar

Vishwa Shanthi Stupa, Rajgir Nalanda, Bihar

Kanheri Caves, Mumbai

Maha Stupa, Amaravati

Various other caves and sculptures from Guntur District, Tadepalli, Gudivada,

Mangalagiri, Kondapalli, Ajantha, and other such places from Andhra Pradesh.

AYUR SUKHA

To keep you into pink of health and feeling rejuvenated, the ancient science of

ayurveda has all the answers Just check-in at ayursukha at haailand, and surrender to the

ethnic, age old therapies. Traditional doctors, expert masseurs and wellness trainers, through

an effective blend of ayurveda, yoga and meditation, offer holistic cures for ailments from

head to heel‖, while soothing and relaxing the mind. The salubrious envious contribute

immeasurably to the feeling of well-being and making you feel like a whole new person

AyurSukha is a combination of two words from Sanskrit,

Ayuhu + Sukha = AyurSukha

Longevity + Happiness = Lifelong Happiness

This actually means that one should be healthy as long as one lives. With the above

doctrine in mind, M/s. Agri Gold Organics Pvt. Ltd., - Herbs and Health Care division,

started the new centres by name ‘Ayursukha’.

PanchaKarma – Five Eliminative therapy methods, Cleaning procedures for Vomiting,

purgation, enema, nasal drop and bloodletting.

Panchnama therapies are useful in treating the following ailments:

* Underweight *Back and Neck Problems

*Stress * Fear and Anxiety High Blood Pressure

*Elimination of blockages * Diabetes

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Devanagari Spa- Beauty Therapy: By undergoing beauty therapies, the person enjoys a

sense of total well being, a sense of looking good, handsome, and beautiful- all of which

provide total self confidence.

Facilities in Devanagari Spa-

Treatments for skin care

Treatments for hair care

Waxing

Hands & Nail care

Body Therapies

Mehendi and Bridal Packages

Obesity Treatments & Hydro Baths

Physiotherapy

o Ortho conditions

o Neuro conditions

o Cardio conditions

o Respiratory conditions

Fitness and Wellness, Gym: to provide individuals with total self confidence and bring a

definite change in their lifestyle. The person enjoys an upright stature and walks tall and

healthy with continued fitness workouts.

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Yogalaya: One of the most important amongst the training to control mind and the body

simultaneously. A person who undergoes this treatment will be an embodiment of peace

which will fully reflect on his face.

Yoga Packages:

Relaxation techniques

Pranayama Dhyana Sadhana

Clinical Yoga

Vinyasa Yoga

General Yoga

Banquet Halls

When you have something special to celebrate, haailand is perfect venue. The well appointed

banquet halls and conference rooms lend every occasion a sense of gracious style while the

immaculate arrangements and catering help make the hosts work much easier. Haailand is the

perfect destination for the smooth and impressive conduct of:

Birthdays: Haailand, as a party venue, adds a special touch to birthday celebrations. The

package includes use of Banquet halls as well as the facilities of the park for the young ones

to have a memorable time.

Weddings: An event that is a once in a lifetime occasion, deserves a venue that’s just as

special. The beautifully appointed Banquet Halls as well as superbly manicured lawns,

immaculate catering services and the impressive ambience make sure the wedding vows turns

into WOWS!

Private Functions: When you have something special to celebrate, Haailand is the perfect

venue. The impressive Banquet Halls lend every occasion a sense of gracious style while the

immaculate arrangements and catering help make the hosts’ work much easier.

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Corporate Outings: With well-appointed conference rooms, banquet halls and an

unparalleled ambience, Haailand is the appropriate destination for conferences and meetings

of corporate who wish to reward performers and chart the future growth of their organizations

Corporate Events: The expansive area of Haailand coupled with top-of-the-line facilities in

terms of Banquet Halls and Conference Rooms make it the perfect venue to host corporate

events.

RESORTS

The Resort is set amidst 12 acres of beautifully landscaped gardens, incomparably designed

with the architecture dating back to Buddhist era, seamlessly blending contemporary and

traditional style while offering modern facilities. The resort lends itself very well to the twin

cities I.e. Vijayawada & Guntur by offering the requisites suitable to a wide array of travelers

with over 52 well appointed cottages, 9 boat houses located around a private island of sand.

Hall Name Capacity

Rahula 50

Koliya 50

Sakhya 100

Amrapali 100

Asitha 250

Yasodhara 250

Samahitha 1200-1500

Open Party Hall 2000-3000

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The rooms are in three categories to suit the needs of discerning traveler whether it be

business or pleasure. All the rooms and boat houses will have a bedroom and a private sit out

with a Tranquil view of the beautifully landscaped lawns, theme park, bird sanctuary. Skating

rink, lawn Tennis court and the swimming pools. All the Cottages are given individual names

that are associated with the life of Gautama Buddha.

Rooms

Deluxe: 32 well appointed deluxe rooms in 8 cottages, each cottage consisting of 4 rooms.

Over 250 Sft of living area with an additional 50 Sft of private sit out area.

Business: 20 well appointed Business class rooms in 5 cottages, each cottage consisting of 4

rooms. Over 300 Sft of living area and a spacious private setout of over 60 Sft. The

bathrooms are equipped with a bath tub and a rain shower, Shaving mirror etc.

Royal Suite: 9 marvelously designed Boat houses, shaped like a boat anchored around an

island of sand with a well equipped pantry for the long staying guests, with an additional

drawing room. The ceiling is also traditionally designed like a real boat and the bathrooms

are fitted with a bathtub, shaving mirror. The rear deck of the boat will act as private setout

area.

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Room Tariff (in Rs. + Tax):

* Extra bed/Person Rs 700*/-. * Our Check in / checkout time is 12 Noon.

* 5% luxury tax & 7.42% Service charges applicable on the published tariff.

A. Privileges for the in-house guest include

Complementary breakfast

Complementary High Speed WI - FI internet connectivity

Complimentary entry in to the Theme Park

Complementary refreshment basket in the room

Complimentary In Room Coffee / Tea making facility

B. Guest Amenities/Services

Safe Deposit Lockers

Mini Bar

Bath Tub (Business class & Royal Suites)

Ample car parking

Data port on phone

Flat panel T.V with digital network

Complementary Daily News Papers

Fitness Center

Health club

In house Laundry services

All Guest Room Amenities

C. Current Affairs & Business Magazines

Category Single Double

Deluxe 4000 4500

Business - 5500

Royal Suit - 6000

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II. Customer :

Haailand has so many products and different types of entertainment, which

doesn’t allow any person, be a kid or an old man, stay bored or even idle for a

minute. All the people are customers of Haailand since the different

segmentations are easily provided with their best pastime.

Demographic : All age groups have their own different types of entertainment,

like rides, water pools, amusements, museums, etc.

Geographic : Main customers arrive from the surrounding areas, i.e.,

Vijayawada, Guntur, Mangalagiri, Tenali, etc.

Economic : All classes of people can have their money worth entertainment at

Haailand as they are provided with different schemes of tickets, with

different privileges.

Organizations : Haailand provides different packages and offers to students,

colleges, institutions, clubs, cooperative societies, Organizations,

who approach collectively to enjoy the fruits of Haailand.

Customer Flow at Haailand:

No. of Customers

Weekdays (Mon-Fri) 400-600

Weekends (Sat-Sun) 1500-200

STP:

Segmentation: Children, Youth and Families

Targeted: Families and youngsters living in and around Vijayawada, and Guntur, and also

the tourists from all over India.

Positioning: It positioned itself as the only Amusement Park in almost half the state, except

for Hyderabad.

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III. COMPETITORS:

As Haailand has different business models, its competitors can also be analyzed in

different categories, such as

Amusement Parks:

Adventure Island (Delhi)

Essel World (Mumbai)

Nicco Park (Kolkata)

Ocean Park (Hyderabad)

Veegaland (Kochi)

VGP Universal Kingdom (Chennai)

Wornderland (Bangalore)

Banquet Halls:

There are many other small and medium banquet halls in and around Haailand at

various hotels and such resorts. But the uniqueness of the Haailand, and the facilities

provided shall not be obtained at any other place.

Resorts:

The resorts or generally the hotel rooms are available to the general public at different

places, nearer to their localities, which are such as the Hotel Fortune Murali Parks,

D.V. Minor, Hotel Ilapuram, etc, which can be a little competitors to Haailand, and

also have been the most consistent in their business.

Treatment Therapies:

Various Hospitals, and the therapy specialists, are there near and around Vijayawada,

like the NRI Hospitals, Manipal Hospitals, Ramesh Hospitals, normal hospitals with

such facilities as specialists etc, who can be a competitor for Haailand in the aspect of

the treatment therapies.

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BUSINESS ENVIRONMENT

The internal environment of Haailand has already been identified, (Customers, competition,

suppliers). The external environment can be assessed through the use of PESTEL Analysis,

i.e.,

i. Political Environment

ii. Economical environment

iii. Socio-cultural environment

iv. Technological environment

v. Ecological environment

vi. Legal environment

Political environment:

The position in which Haailand is currently playing the whole market as a monopoly

in the entertainment industry, the political obligations and any further burden can be easily

cleared by the management, such that it wont be a problem to face at all.

Economical Environment:

The support provided by Agrigold and ARKA LEISURE CO. is enough for the

maintenance of the regular expenses, which is not much nearer to the gross income of Rs. 13

crores annually.

Socio-cultural environment:

As in Haailand almost all the cultures of the asia are observed clearly, there wont be

any problem regarding the discrimination of any particular culture, or creed.

Technological Environment:

In haailand, various new technologies are daily updated and all the records and data

are kept under highest modified and updated technical applications.

Ecological Environment:

The ecological environment at Haailand has been followed strictly by everyone using

its facilities. There shall be a 24*7 cleaning done by the particular department.

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Legal Environment:

The commencement of Haailand has been done properly with all the legal regulations

followed, and the current running of the park is only after the regular inspections and checks

by the designated officials.

TECHNOLOGY

Technology plays a key role in any business. It cannot view that technology replaces

man power but reduces the effort of humans and increases the productivity and efficiency.

Due to many technological changes the impact of technology increased and it began to stand

as the winning edge for the companies and gives competitive advantage to the company. This

is been using a varied technology for the benefit of organization

Technologies used:

Walky talkies are been used by the internal staff and invoice employees for the fast

communication.

Soft ware used: In the accounts section they use Java soft .

R.F.I.D.

Wi-Max

Barcode Scanners

Digital Signatures

Access Control & Biometrics

Public Announcement Systems

IP based Wireless Fire Detecting Technology

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SWOT Analysis of Haailand:

Strengths:

Monopoly in the market

Location suitable for customers to approach easily

Recurring customers

Hospitality

Exciting slides and water pools, mechanical rides for all age groups

Culture and heritage of various Asian cultures

Architecture from all over the world

Provocative attitude of the employees in marketing

Support from local authorities and state government

Situated over a massive area of 42 acres

Transport facilities

Only park and resort available in all of Andhra Pradesh

Weakness:

Not very popular outside Andhra Pradesh.

High prices.

Heavy costs on food and snacks.

Seasonal attraction for customers.

No proper guidance to the customers to navigate themselves.

Lack of regular transport.

Most of the visitors are local families, who visit mainly during the holiday

season, hence the business is slack during the rest of the year.

Opportunities:

Scope for expansion

Future modifications can be done

It is one of the very few large amusement parks in South India

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Creating more such customer grabbing games and themes

Huge area for expansion

Creating a monopoly in the entertainment sector and reigning

Specialized treatments for health problems

Space for more themes for customers

Threats:

The concept of Amusement parks is still not very developed in India and

neither in Andhra Pradesh, hence may take time find popularity with the

masses.

If the park stops adding new and innovative attractions from time to time it

may lose its popularity.

Natural hazards.

Mischievous customers causing trouble.

Oral publicity problems

Monotone - may cause negative effects of monopoly.

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Organizational Chart of ARKA

GROUP CHAIRMAN

CHAIRMAN - ARKA

MANAGING DIRECTOR

EXECUTIVE DIRECTOR

DIRECTOR

HOSPITALITY ACCOUNTS

GM – OPERATIONS (TECH)

ELECTRICAL

GM - MARKETING

MARKETING

MEDIA RELATIONS

F & B Services

Ops.

F & B Production

Sr. Corporate Chef

HOUSE KEEPING- Executive

House Keeper

TOURISM & TRAVELS

FRONT OFFICE

FACILITIES

SR.MANAGER

STORES & LOGISTICS

RIDES

HRD

AGM

CIVIL.

D.G.M

POOLS & PIPELINE

IT

P.A.SYSTEMS

ARKA ORGANISATIONAL STRUCTURE

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ORGANIZATIONAL CHART OF RIDES DEPARTMENT

ORGANIZATIONAL CHART OF EVENTS DEPARTMENT

45

ORGANIZATIONAL CHART OF ELECTRICAL DEPARTMENT

ORGANIZATIONAL CHART OF CIVIL DEPARTMENT

46

ORGANIZATIONAL CHART OF ACCOUTS DEPARTMENT

ORGANIZATIONAL CHART OF F & B CONTROL DEPARTMENT

47

ORGANIZATIONAL CHART OF F & B PRODUCTION DEPARTMENT

ORGANIZATIONAL CHART OF H.R DEPARTMENT

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ORGANIZATIONAL CHART OF IT DEPARTMENT

ORGANIZATIONAL CHART OF FACILITIES DEPARTMENT

49

ORGANIZATIONAL CHART OF FRONT OFFICE DEPARTMENT

ORGANIZATIONAL CHART OF HOUSE KEEPING DEPARTMENT

50

ORGANIZATIONAL CHART OF MAINTENANCE DEPARTMENT

51

ORGANIZATIONAL CHART OF MARKETING DEPARTMENT

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ORGANIZATIONAL CHART OF OPERATIONS DEPARTMENT

53

HUMAN RESOURCE MANAGEMENT

IN HAAILAND

Two types in H.R. Functions:

Managerial Function Operative Function

1. Planning 1. Staffing 2. Organizing 2. Development 3. Directing 3. Motivation & compensation 4. Controlling 4. Maintenance 5. Integration

Types of Personnel Records

1. Records of employment: Applicants part records, list sources, employees progress,

medical records, etc.

2. Wages and salaries records: Payroll records, methods of wages and salaries, leave

records, turnover records and other benefit records.

3. Training and development records: appraisal reports, transfer cases, training

schedules, training methods.

4. Health and safety records: sickness reports, safety provisions, medical history,

insurance reports, etc.

5. Service records: bio-data, residential and family information, academic

qualifications, marital status, past address and employment records.

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H.R.Department tasks

Time office & attendance Recruitment

1. Attendance recording 1.Man power planning

2. Leaves recording 2.Man power recruitment

3. Daily attendance report 3.Maintenance of resumes, data

4. Absentees report 4.Manpower advertising

5. Late comers report 5.Interviews

6. Cumulative man day registers 6.Call letters

7. LOP in payrolls 7. Securing of applications

8. Physical verification of staff 8. Appointments orders etc

9. Training & Development

Payrolls Processing Statutory complains

1. Setting inputs from all sources 1. PF&ESI Coverage

2. Inputs feeding & pay processing 2. Challans Preparations

3. Output generation 3. Statutory Audit

4. Report generations 4. PF Settlements

5. Statutory report 5.ESI functions

6. OT payment 6. PT Payments

7. Loans & Advances Deductions

8. Bonus Payment

9. A/c settlement

Personal Administration Rents Procedure

1. Attendance recording 1.Rent Agreements Maintenance

2. Personnel fills Maintenance 2. Rent Payment

3. Promotions, transfers and disciplinary actions 3. Rent enhancement

4. MIS Generations 4. Rent terminations

5. Man power inventory 5. Deposits refunds

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Grievances, D.R/B.R & Equipments INWORD/OUTWORD

1. Grievance Staff 1. Inward/Outward Register

2. Up keep and maintenance of office equipments 2. Dispatch records maintenances

3. T.A Bills & Staff hoists 3. Internal Courier Records

4. Dept/Area General relations 4. Rent terminations

5. General information 5. Deposits refunds

6. Stationary maintenance

House Keeping Travel Disk

1. Housekeeping of all Departments & Buildings 1. Travel arrangements

2. Sweepers attendance 2. Accommodations

3. Sanitary Equipments Maintenance 3. Transport arrangements

4. Material record Maintenance

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CULTURE : CONCEPTUAL FRAMEWORK

Basic Concepts & Definitions:

Culture has been defined differently by various scholars. According to Kroeber and

Kluckholn (1952), Culture consists of patterns, explicit and implicit, of and for behaviour

acquired and transmitted by symbols, constituting the distinctive achievement of human

groups, including their embodiment in artefacts. The essential core of culture consists of

traditional ideas and especially their attached values.

Anthropologist Symington (1983) has defined culture as, “…that complex whole

which includes knowledge, belief, art, law, morals, customs, and capabilities and habits

acquired by a man as a member of society.”

The Indian perspective of culture is given by Sinha (2000) suggests that “Culture

consists of totality of assumptions, beliefs, values, social systems and institutions, physical

artefacts and behaviour of people, reflecting their desire to maintain continuity as well as to

adapt to external demands.”

“The collection of relatively uniform and enduring values, beliefs, customs, traditions

and practices that are shared by an organization’s members, learned by the new recruits and

transmitted from one generation to the next generation.”

- Edgar Schein.

“….the elements that define a healthy work environment [include] collegiality and

sharing; recognizing employee’s contributions, having policies that are based on trust, doing

what we say we will do both individually and as an organization, [and] encouraging

employees to have a balance of life.”

-Beyond the talk: Achieving a healthy & productive work environment, 1999

“A state of complete physical, mental and social well-being.”

- WHO (World Health Organization)

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Work culture is of levels of interaction among organizational factors (boundaries,

goals, objective, technology, managerial practices, material and human resources, and the

constraints) and organismic factors (skills, knowledge, needs, and expectations) interact

among themselves at various levels. Over a period of time they develop roles, norms and

values focusing work and is called Work Culture.

Work Culture:

Work Culture plays an important role in extracting the best out of the employees and

making them stick to the organization for a longer duration. The organization must offer a

positive ambience to the employees for them to concentrate on their work rather than

interfering in each other’s work.

What is Work Culture?

Work culture is a concept which deals in the study of:

Beliefs, though processes, attitudes of the employees.

Ideologies and Principles of the organization.

It is the work culture which decides the way employees interact with each other and

how an organization functions. In layman’s language work culture refers to the mentality of

employees which further decide the ambience of the organization.

Any organization is said to have a strong work culture when the employees follow the

organization’s rules and regulations and adhere to the existing guidelines. However there are

certain organizations where employees are reluctant to follow the instructions and are made

to work only by strict procedures. Such organizations have a weak culture.

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Characteristics of a Healthy Work Culture:

Employees must be cordial with each other. One must respect his fellow worker.

Backbiting is considered strictly unprofessional and must be avoided for a healthy

work culture. One gains nothing out of conflicts and nasty politics at work.

Each employee should be treated as one. Partiality leads to de-motivated employees

and unhealthy work culture. Employees should be judged only by their work and

nothing else. Personal relationships should take a backseat at the workplace. Don’t

favour anyone just because he is your relative.

Appreciating the top performers is important. Praise the employees to expect good

work from then every time. Give them a pat on their back. Let them feel indispensible

for their organization. Don’t criticized the ones who have not performed well, instead

ask them to pull up their socks for the next time. Give them one more opportunity

rather than firing them immediately.

Encourage discussions at the workplace. Employees must discuss issues among

themselves to reach to better conclusions. Each one should have the liberty to express

his views. The team leaders and managers must interact with the subordinates

frequently. Transparency is essential at all levels for better relationships among

employees and a healthy work culture.

Organization must have employee friendly policies and practical guidelines.

Expecting an employee to work till late night is simply impractical. Rules and

regulations should be made to benefit the employees. Employees must maintain the

decorum of the organization. Discipline is important at the workplace.

The “Hitler approach” does not fit in the current scenario. Bosses should be more

like mentors to the employees. The team leaders should be a source of inspiration for

the subordinates. The superiors are expected to provide a sense of direction to the

employees and guide them whenever needed.

Promote team building activities to bind the employees together. Conduct training

programs, workshops, seminars and presentations to upgrade the existing skills of the

employee. Prepare them for the tough times. They should be ready under any odd

circumstances or change in the work culture.

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A few other characteristics for any company culture, to make it successful, as follows:

Mission clarity

Employee commitment

Fully empowered employees

High integrity workplace

Strong trust relationships

Effective systems and processes

Performance-based compensation and reward programs

Customer-focused

Effective 360 degree communications

Commitment to learning and skill development

Emphasis on recruiting and retaining outstanding employees

High degree of adaptability

High accountability standards

Demonstrated supported for innovation

Types of work culture:

Work culture can be broadly defined as how employees describe their working

environment. While some cultures will be defined naturally based on a small business

owner’s leadership style or industry type, a lot of it will also be determined by the employees

you hire and the office tone that management sets. How you implement your unique business

culture in day-to-day operations can help to attract and retain talent while ultimately

contributing to your business’ standards. Like varied personalities, there are various types of

organizational cultures that function by adhering to a stipulated method of working, best-

suited to their core business.

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The diverse organizational cultures that mold the structure of a business are as follows:

Appreciative culture: While employees value bonuses and promotions in recognition

of a job well done, there is more to creating a culture of appreciation. Studies have

shown that employee prefer an in-person ‘thank you’ or a positive report delivered to

senior management. While it may feel awkward at first, research indicates this kind of

approach motivates employees to repeat good performance and correct workplace

issues when they arise.

Innovative culture: Innovative companies tend to be fast moving and often

encourage employees at all levels of the organization to take risks. Such companies

seem to be guided by research, such as a Harvard University study, that says there is

direct correlation between an employee’s autonomy and their creative output. Senior

managers in this type of culture need to be wary of burnout, making it even more

important to communicate regularly with staff.

Merging cultures: When two companies merge, it is crucial to pay attention to

combining two distinct cultures. In fact, ignoring the issue can not only have negative

impact on the employee morale, but can ultimately undo the partnership. While in

some cases the dominant culture, prevails, it is best for merging companies to build a

new culture based on the shared values, processes and philosophies.

Family business culture: Family businesses are often multi-generational and,

therefore, have long-established norms, processes and rituals. On the plus side, they

are known for mentoring and cultivating employee’s career growth over the long haul.

On the downside, due to a family-like environment, employers may be more hesitant

to let underperforming employees go. Keeping these types of employees around could

have a negative impact on work output and office morale.

Trust-based culture: While trust is arguably important in any business setting, there

are companies that actively seek to foster this type of environment. These companies

are built on solid relationships between and among management and employees, as

well as with customers. Additionally, they are committed to an open-door policy and

transparency in their transactions and agendas.

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Normative culture: In a normative culture, the organization stresses on implementing

the organizational procedures in a correct manner, and according to the norms and

rules defined. This kind of culture is perceived to portray a high standard of business

ethics.

Pragmatic culture: In contrast to normative cultures, stress in laid on satisfying the

wish of their clients. In this type of organizational structure, the client is virtually

deified. The prime concern of every employee is to cater to the needs of the client,

attain, and retain the business they may invite through the clients.

Academy culture: In this kind of culture, employees are highly skilled, and the

organization provides an environment for the development, and honing of employee

skills. Examples of this kind of culture are hospitals, universities, and large

corporations. Employees tend to stay with the organization, and grow with(in) it.

Collaborative work culture: Often referred to as Clan culture, an organization that

adopts a collaborate work culture offers a congenial and amiable environment to work

in. the feeling one derives while working in this type of organization is that of comfort

and coercive motivation. This organization consists of superiors who provide more of

guidance, and less of governance. The organization is based on worker-welfare, where

you have the employees’ interest in the foreground with his skills valued, and

performances handsomely rewarded. Insinuating and developing teamwork is the

most vital element of the organization.

Adhocracy work culture: It is a type of organization that is altered to provide an

environment to accrue one’s creative acumen. Ideas are encouraged, and out-of-box

thinking is an appendage-cum-motto. Dynamism is defined best when the workforce

has the free will to conceive an out-of-ordinary idea; the development of which, may

lead to success; inadvertently, to higher levels of morale, and monetary incentives.

Baseball team culture: In this kind of culture, the employees are ‘free agents’, and

are highly prized. These employees find employment easily in any organization, and

are highly in demand. There is, however, a considerable amount of risk attached to

this culture, as it is very fast-paced. Examples of this kind of culture are advertising,

and investment banking, to name a few.

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Club culture: Usually, the employees stay with the organization for a long time, and

get promoted to a senior port, or level. These employees are hand-picked, and it is

imperative that they possess the specific skills required and desired, by the

organization. Examples of this kind of organization are law firms, the military, etc.

Fortress culture: Employees are not sure if the will be laid off or not by the

organization. Very often, this organization undergoes massive changes. Few examples

of this type of culture are loans and savings, large car companies etc.

Macho culture: The most important aspect of this kind of culture is big rewards, and

quick feedback. This kind of culture is mostly associated with quick financial

activities; like, brokerage, and currency trading. It can also be related to activities,

like, a sports team, a police team, or branding of an athlete. This kind of culture does

not eschew high levels of stress; instead they are known to reach the apotheosis of

efficiency. The employees are expected to possess a strong mentality for survival in

the organization.

Work hard/ Play hard culture: This type of organization does not involve much

risk, as the organizations, already, consist of a firm base coupled with a strong client

relationship. This kind of culture is predominantly opted by the large-scaled

organizations that have gained their customer’s trust and support; subsequently rolling

out a specialized jargon, and is qualified with multiple-team meetings.

Bet your company culture: In this type of culture, the company makes big, and

important decisions over high stake endeavours. It takes time to see the consequence

of these decisions. Companies that postulate experimental projects, and researches as

their core business proposition, adopt this kind of culture; for instance, a company

designing experimental military weapons may implement the said type of culture.

Process culture: This type of culture does not include the process of feedback. In this

kind of culture, the organization is extremely cautious about the adherence to laws,

and prefers to abide by them. This culture bestows consistency upon the organization,

predominantly meant for public services.

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History of Global Efforts to Improve Worker Health

The origin and evolution of efforts to improve worker health, safety and well-being

are complex, as ideas about how best to achieve the WHO’s and ILO’s goals for workers

have evolved over time. WHO and ILO joined forces very soon after WHO’s formation, in

the Joint ILO/WHO Committee on Occupational Health, recognizing the importance of these

issues. It is relatively recently, however that health promotion has specifically been linked to

work place.

A brief chronology of key events and declarations is as follows

Year Events / Declarations Main purpose

1950 Joint ILO/WHO Committee on

Occupational Health

Initialized collaboration,

continuing till date.

1978 Declaration of Alma-Ata

Healthcare brought as close as

possible to where people live

and work

1981 ILO Convention 155 Prevent accidents & injury to

health, arising out of work

1985 ILO Convention 161 Occupational health services

in public and private sectors.

1986 Ottowa Charter Enable people to increase

control over their health.

1994 Global Declaration of Occupational

Health for all

Declaration of occupational

health

1997 Jakarta Declaration of Health Promotion

Importance of social

responsibility for health,

expanding partnership for

health, securing infrastructure

for health.

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2002

Barcelona Declaration on Developing

good Workplace Health Promotion(WHP)

in Europe

No public health without good

workplace health

2005 Bangkok charter for Health Promotion in a

Globalized world.

A requirement for good

Corporate Practice

2006 Stresa Declaration on Workers Health Create better working health

conditions for all workers

What is a Healthy Work Culture?

A Healthy Work culture is one that effectively attracts, retains and engages

employees. A workplace can be considered healthy if three key elements are addressed in an

integrated manner. These three elements are:

1. Occupational Health and Safety

2. Health Promotion

3. Organizational Health

Ways to create a Healthy Work Culture:

Share the big picture:

Help people see how their individual role supports the work of your department, your

division, department, and ultimately the goals of the organization. Let them know how their

contribution makes a difference. Share information about that’s happening in the organization

that will help them understand why the your organization is such an exciting place to be.

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Have a plan and communicate:

Create opportunities for conversations about successes and what is working well, and

what we can improve. Create opportunities for people to collaboratively work on projects

together. Invite people to share their perspective and welcome their ideas about how to do

things even better. Be available to your colleagues, invite favebook, and keep communication

open from both the ends.

Provide Tools:

Streamline processes and procedures wherever possible to improve efficiency of time

and effort. Ensure people have the tools and information that will support their productivity.

Link them to the resources they need to be effective in their position, including where to get

information and advice on how to be successful.

Promote Safety and Health:

Provide training and safeguards that address workplace safety and security issues.

Encourage exercise, healthy eating, and other beneficial health habits. Remind people of the

benefits of taking breaks with heavily practices that help them recharge to improve

concentration, focus, mood, and energy. Create opportunities for colleagues to walk or do

athletic activities together.

Tend to relationships:

Create healthy work relationships and collaborative partnerships returns attention and

positive intention, careful listening, speaking up in appropriate ways, healthy and creative

resolution of conflicts, reinforcement for respectful behaviour, and mutual support for

learning and growth.

Express Appreciation:

Find creative ways to recognize people’s contributions. Take advantage of every

opportunity to express your appreciation, in public, and try to give advices of negative

attitude, in a manner that it doesn’t hurt the personal respect of the person, so that the

employees who hear such things shall not get effected by the treatment. It doesn’t take long,

and it has a great impact.

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Encourage ways to have fun at work:

We can be productive and have fun at the same time. Holding things lightly and

having a sense of play relieves stress, promotes a positive outlook, and increases creativity.

Be a good Role Model:

Sometimes our own example is the most powerful means of influence. Be aware of

and intentional about how you show up, and honour the power that you have to make a

difference in the lives of those around you.

Healthy Workplace framework & Model

Avenues of influence for a healthy workplace

1. Physical Environment

2. Psychological work environment

3. Personal health resources in workplace

4. Enterprise community involvement

Process for implementing a healthy workplace program.

Mobilize

Improve

Evaluate Do

Plan

Prioritize

Assess

Work Place

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Methodology

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Objectives

Executive Training

To understand the elements that define a healthy work environment

To define the role of HR in creating a Healthy workplace to his employees

To identify the methods of planning, managing and reinforcing the workculture as

suits best for the organization on the long run.

Learning objectives

To fully utilize an opportunity to practice in real-time scenarios the concepts learnt in

class-room.

To experience the time-bound activities, and its pressure handling

To analyze and understand personal strengths and weaknesses

To get exposed to corporate culture and acquire professional experience in

implementing the conceptual aspects in real-time activities

To improve

o Managing interpersonal relationships

o Goal orientation

o Team work

o Conceptual knowledge

o Data analysis ability

o Performance and result orientation

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Tasks Assigned

My main task is to understand “Identify the Roles and Responsibilities of HR

manager in creating a Healthy Work Culture for the employees of the organization.”

Its Sub tasks involve

Understanding the theoretical study on the elements of work culture, on the global

scenario.

Identifying the current scenario of work culture at Haailand [Practicality]

Maintaining a relationship between the theoretical study and practical applicability of

such theory which enables best output for the organization.

Preparing a complete study and assessment on the work culture adopted at Haailand

which makes sure that the employees feel more accustomed and free at work place.

Strategies

As the task assigned mainly focuses on the study regarding the subject matter, only

the theory part is being followed till now.

Various books, journals, articles, secondary data from previous such patterned reports

has been observed and analysed for further study of current tasks.

The practicality of the subject will be analysed through interacting with the HR

department and the related other members of the organization so as to understand the

level of practicality, and its usefulness (satisfaction).

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Tools

A questionnaire is prepared regarding the employee satisfaction towards the current

Work Culture at the work place.

The sample for questionnaire is obtained under the guidance of Mr. D. S. Raju sir,

AGM, HR Department.

Personal observation is also applied to understand the scenario of work culture and its

effects on the employees of the organization.

Questionnaire:

A questionnaire has been prepared for the better analysis of the employee’s satisfaction

regarding the work culture he is working in.

o The questionnaire was formed on the context with questions which clearly

mention all the aspects of the work culture of the employee and the

organization at a large extent.

o It is thought wise to make the questionnaire a long and elaborate one so as to

cover all the aspects without missing the minor aspects which also make the

greatest impact on the employee satisfaction on the culture he is working in.

o All the questions have been categorized into five categories, as under

Employee involvement in decision making.

Peer communication and Peer support

Job factors and Role Clarity

Physical Work Conditions, Infrastructure and Resources

Compensation and Benefits, Recognition and Appraisal

o To develop the questionnaire I have followed different previous such

questionnaires on work culture and also some major research reports which

have similar objectives, as the ones I am performing.

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Questionnaire on work culture by Solomon, K. Yamini

A framework for public reporting on Healthy work cultures in Ontario

Healthcare settings, 2010, by Dr. Ben Chan, Ontario Health Quality

Council

The culture in workplace questionnaire by ITAP International

Sample Survey Organizational Culture, by Question Pro

Work Culture Questionnaire by Psych Press, Talent Management

psychologists

Creating and Maintaining a healthy work culture, Ken Kraybill, 2003.

Questionnaire on the working culture, Prof. Michael Bloor, Dr.

Michelle Thomas

Healthy Work Place audit, British Heart Foundation, England and

Wales.

I have studied all these articles and questionnaires, from various authors, and other

blogs and websites, and understood the various elements of work culture and its divisions

(categories). Through these, I could easily frame a questionnaire into five groups of each with

a particular concept, and hence while analysis comes, it shall be easy to provide a clear

distinguish between each element of work culture.

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Research Design

This type of project can be put under the category of a Descriptive research design,

where the main question is, ‘What is going on?’ It is fact finding in nature. I have taken this

project to find out how the work culture proposed and followed by the company is being

actually followed, at Haailand.

It is mainly aimed at describing and measuring the characteristics of individual or a

group, describing the state of affairs of the current situation. It focuses mainly on disclosing

associations between variables, and not the causality.

It can also be categorized into a Business Research, as it is a purposeful investigation

that provides, the organization, the information required for decision-making. This allows the

decision-makers to know what is actually happening and how big is the variance between

actual and standard.

By acquiring the appropriate information the decision-makers can minimize the

probability of making a wrong choice among alternative courses of action.

Sampling

As there are more than 600 employees working in Haailand, it is quite difficult to

approach all the employees and take their opinion on the work culture they are being

involved in. It shall be more than a heavy task to perform such survey.

When I approached with a questionnaire, Mr. D.S.Raju Sir, gave me a list of 16

employees, from various departments and different designations. I can put this type of

sampling only into a “Prescribed Sample, by experts and professionals”.

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The list of Sample, ‘Prescribed Sample’, is as follows:

S.

No

Name of the

Respondent

Designation/

Department

S.

No

Name of the

Respondent

Designation/

Department

1 Mr. Kantha Rao Marketing 9 Mr. K.Shekhar Housekeeping

2 Mr. HariKrishna Accounts 10 Mr. Subbha Rao Protocol

3 Mr. Bhaskar Sr. Corporate

Chef

11 Mr. P.C. Rao F&B Services

4 Mr. Babu Rao F&B Services

Manager

12 Mr. Satyanarayana Facilities

5 Mr. Uma

MaheswarRao

Electrical

Department

13 Mr. Ramesh Designer

6 Mr. Rajeev Business Desk 14 Mr. Nageswar Rao F&B

Production

7 Mr. Yagama Reddy Manager, Rides 15 Mr. Manoj Electrical

Deaprtment

8 Mr. Kiran Kumar Accounts 16 Mr. K.Venkateswar

Rao

DGM, Civil

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Achievements

A.Theoretical study:

Theoretical has been completely understood regarding the Healthy Work environment.

To understand the theoretical concepts, I have followed articles and reports on the

‘healthy work culture’, by various authors and experts, like

Creating healthy workplace environment by Mr. Rezaul Karim

Healthy Workplace Strategies by Graham S. Lowe

HEALTHY WORKPLACE FRAMEWORK by Joan Burton

HR Impact on Corporate Culture - The Human Resources Social Network

The relationship between Organizational Culture and Human Resource

Management by Hooman Abadi, Rouzbeh Abadi

Impact of Culture on Human Resource Management Practices by Zeynep Aycan

Role of HRM in Organisational Culture by Weber, Y. and Kabanoff,B.

What is HR’s role in developing Corporate Culture by Kim Lamoureux

Roles that Managers and Leaders play in creating and maintaining a Healthy

Work Culture by Robert Smith

WaystoCreateaHealthyWorkEnvironment_2-1-11 by Terri Werner

Healthy Work Environment-Successful practices, by Eddie Beecher

Building a Healthy Work Environment by C. Byerand and K. Ellis

Etc…..

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Through the theoretical study I have understood, the basic concepts of Work Culture, and its

elements such as,

The basic concepts and definitions,

History of work culture in the context of a global scenario

What is a healthy work culture, in general

Different elements of work culture

B.Practicality:

The practicality of the theory is being understood and analysed for the extent of its

applicability at Haailand.

To understand the practicality I have tried to approach the HR department staff to get

the basic context of work culture at Haailand

But I have understood that it is not a subject or topic which can be explained on the

paper. It shall have to be felt while on the job to get the whole understanding of the

culture of any organization.

So I have thought of approaching the employees directly and observing their own

personal feeling about the work culture at which they are working, and how far are

they satisfied regarding the various concepts.

Learnings

Internship at Haailand has provided me greatest opportunity to acquire the knowledge,

regarding the corporate business procedures and cultures at higher levels of management. I

shall carry the highest privilege of experiencing the whole procedures and actual way or work

life, before even acquiring the eligibility for such exposure, at the closest possible way, as I

have worked along with the HR department, I could have easy access to all the other

departments, and grasp the proceedings at each department individually. I have learnt all the

norms and procedures of a corporate culture, through the help of the staff at Haailand, who

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have never responded negatively or neglected me whenever I have approached them, at

anytime.

In the course of this SIP, I have learnt,

The value of time, through various time-bound activities, like preparations of reports,

timely analysis, utilizing the time when I had to prepare a questionnaire, getting the

questionnaire done before it is too late for analysis, etc.

I have understood that a job is not done without the support of a team or group, where

the employee works, may it be direct or indirect support.

I have also learnt the skills which a person of any profession, or position, shall make a

habit to keep them along with him for success, such as the interpersonal skills, with

peers and colleagues, obedience and punctuality, respect and behavior, attitude

towards both superiors and subordinates, etc.

I have also got the opportunity to learn different aspects in HR, through the projects

done by my peer group, with whom I have done the Internship. I came to know the

details and its application at organizational level, of different aspects like,

‘Recruitment and Selection’, ‘Training and Development’, ‘Talent Management’,

‘Employee Retention’, ‘handling employee grievances’, ‘Various procedures to be

followed to Establish a new enterprise’, etc.

I have adjusted my own attitude to get accustomed to the new peer group I am

working with. Earlier I never tried to approach other people and be socially active, as

I thought it is not my cup of tea. Then when I have started the SIP here, in Haailand, I

met these new people(interns), but they took no time to behave as a part of their own

family and become very close to each other in no time. I have understood that the

work stress of any employee can be relieved by the peer group he works with, if he is

ready to get involved with them, as much as he expects them to be supportive.

Finally I have analysed my own strengths and weaknesses, through the regular

feedback of my own behaviour and attitude, through my personal observation. I have

myself recognized the change in the way I speak to other people or the way I perform

my tasks.

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Results

The results from the questionnaire are each categorized into 5 categories, which shall

be a lengthy process for the analysis part, as there are total of 56 questions. Hence I have

chosen to take an average of each category, and then take the average response the total

response of the sample for that particular category. The process of calculating each

respondent’s response for the questions of that category and then taking the average of the

whole category is explained below.

s. disagree disagree neutral agree s. agree

Q. No 1 2 3 4 5

A. Organizational Decisions/Communication (manager)/ Employee's

Involvement

1 1 2 4 6 3 16

2 1 3 3 6 3 16

3 0 2 5 6 3 16

4 1 0 4 8 3 16

5 0 0 5 8 3 16

6 1 0 4 8 3 16

7 0 0 3 7 6 16

8 0 0 3 4 9 16

9 0 2 3 8 3 16

10 2 2 3 7 2 16

11 0 0 4 3 9 16

12 0 0 2 6 8 16

0.5 0.916666667 3.583333333 6.416666667 4.583333333 16

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The total number of respondents for each question are 16. Here the category 1 is

taken, which is ‘Organizaitonal decisions/ Communication (Manager’s)/ Employee’s

involvement’, where there are a total of 12 questions on different aspects of the category. The

total of the respondents who have opted for scale 1, i.e. ‘strongly agree’ is added, and then

taken average by dividing it with 12.

In the question no.1, only 3 persons have opted for strongly agree. In question no.7, 6

persons have opted for strongly agree. In question no,11, it is 9. But when we take the

average number of respondents who have opted for strongly agree, we get the total of the

responses for each question divided by the number of questions, i.e. 4.59 out of 16.

sum of responses at that option for all the questions Average = . . Total number of questions

Hence the number of respondents who have opted for the choice of ‘strongly agree’

has come to 4.59 out of 16. In this way it shall be easily categorized, and analyzed for the rest

of the categories too, and a result shall be expressed for the total number of respondents and

their levels of satisfaction for the work culture they are being treated in.

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Category I: Organizational Decisions/Communication (manager)/ Employee's

Involvement

Purpose: In this category I have tried to understand the level of involvement of an employee

in the organizational decisions and the communication between the manager/supervisor and

the employee by putting in a few questions which include:

My manager is willing to share decision making power with employees

I have input into organizational decisions

I have freedom to take decisions regarding my workplace

My manager/supervisor gives me regular feedback

I feel free to ask advice/support from my manager

Management uses the feedback for future decision making purposes

There is a two-way communication between the employer and the employee

Employees contribution is noted and respected by the organization

My personal job performance is essential for the development of my organization

By placing these questions in front of the employee, I shall try to understand how he

is being treated at the level of management perspective, and how far is his involvement in

the organizational decisions, and how an employee is being treated by the employer (or)

the immediate supervisor/manager.

Result:

Category 1 Strongly Disagree Disagree Neutral Agree Strongly Agree

No. of

respondents (16)

0.5 0.91 3.59 6.42 4.58

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Interpretation:

Out of the 16 respondents, all the options on the scale have been opted, but mainly the

response has been positive, with 9 out of 16 choosing for “agree” or “strongly agree”. This

shows that 69% of the employees are satisfied with their involvement in the organizational

decisions and the communication with the manager/supervisor is good and satisfactory.

3% 6%

22%

40%

29%

Organizational Decisions/ Employee Involvement

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

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Category II: Teamwork/ Colleagues/ Peer Communication

Purpose:

This category has been put to the employees to find out how they feel about their

colleagues and levels of satisfaction towards the teamwork and the peer communications at

Haailand. The effect of the communication levels between the employees has been tried to be

understood by the following questions:

There is a good team work and communication in my team / organization

Employees in my team cooperate with each other to get the job done

Sufficient encouragement is provided by the teammates at work

Everyone is encouraged to participate in groups/teams

Team meetings are conducted regularly

Team success is celebrated as a group achievement

I am recognized and respected [ in my team/by my team mates]

I ma happy to be working in teams than alone

All the information is shared equally in my department

Through these questions the level of the employee satisfaction with his peer group and his

supportive environment in the work place shall be analyzed.

Result:

Category. 2 Strongly Disagree Disagree Neutral Agree Strongly Agree

No. of

respondents (16)

0.37 0.19 2.45 6.36 6.63

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Interpretation:

From the above chart, it can be easily understood, that the levels of satisfaction of the

employees regarding the team work and the communication between the peer groups has

been well established and cherished among the employees of Haailand. A total of 82%

towards the positive side of the chart show that the employees are having a great time being

in teams and they enjoy the way they work with their teams or groups rather than working

alone on a desk, at a private office room or an abandoned personal chamber.

2% 1%

15%

40%

42%

Teamwork/ Colleagues/ Peer Communication

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

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Category III: Job Factors/ Control/ Demand/ Role Clarity

Purpose:

This category shall provide the information regarding the employees understanding

of his / her role in the particular team/department or the organization he/she is working in.

The different aspects such as the job factors, job control, role clarity and the job demands of

the employee are mentioned in this category and the employee is asked to furnish the levels

of satisfaction he feels in each of this aspects.

I have clear understanding of the goals and objectives of my organization

I have no doubt that what I do is important to the organization

I am encouraged to develop new and efficient methods to do the work

The amount of work I am expected to do is appropriate

There is possibility to perform multi-tasks in my department

I understand the day-to-day objectives of my department

I know what is expected of me during the job

My job/responsibility is clearly described

Result:


No. of

respondents (16)

1.5 1.2 3.7 4.8 4.8

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Interpretation:

The total of 60% on the positive side shows that the employees have certain clarity

and understanding of the job and role they have in their particular department or the whole

organization but the 23% at the ‘Neutral’ provides the management a certain responsibility to

make it a point to provide the employees a more clear and specific tasks and make the

employees understand the responsibilities and the roles of the employees in that particular

tasks and also how important the task is and how important the employee is in finishing the

task or the job given.

In this category, I have also observed that the possibility of an employee performing

multi-tasks is at a lower rate of satisfaction compared to the whole category. It is almost at

equal levels of satisfaction for all the scales which means there is the same level of

satisfaction as well as dissatisfaction, which states that the employees of all the departments

are not provided the opportunity to perform multi-tasks, which decreases the productivity of

the employee, and the utilization of a resource for the organization. Hence the organization

has to understand and recognize the abilities of the employees to perform multi-tasks and

provide them such facilities and opportunities, which shall be beneficial to both the employee

and the employer, as well as the organization as a whole.

9%8%

23%

30%

30%

Job Factors/ Control/ Demand/ Role Clarity

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

85

Category IV: Physical Work Conditions/ Infrastructure/ Resources

Purpose:

The fourth category comprises of the questions involving the physical work

environment, the facilities provided for the employee to finish the job, different aspects of the

physical environment he is surrounded by, the infrastructure which shall help the employee in

performing the his job more efficiently and effectively. For this purpose the following

questions are put forward for the employee:

Infrastructure provided to the employee

Ventilation

Hygiene

Work-space

Lighting and Fans

Cleanliness

Safety at work

Adequate resources are provided to get the job done

I can arrange my workplace as per my comfort

The shift timings of the employee are satisfactory

Concern is shown for my health and safety at workplace

My work activity involves what kind of effort

-sitting light work sitting moderate/heavy work

-standing light work standing moderate/heavy work

Result:

Question. 4 Strongly Disagree Disagree Neutral Agree Strongly Agree

No. of

respondents (16)

0.29 0.29 1.43 5.07 8.92

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Interpretation:

A total of 87% level of satisfaction under this category shows that the employees at

Haailand are very happy with the work place and the work environment they are working

under. All the facilities provided by the organization to the employees are satisfactory and the

maintenance of a hygiene and healthy environment to the employees is at a level of

excellence. But there is still that 11%, that the organization has to try to turn to positive, for

the optimum results from the employees.

2% 2%

9%

31%56%

Physical Work Conditions/ Infrastructure/ Resources

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

87

Category V: Compensation/ Benefits/ Salary/ Recognition

Purpose:

In the final category, I have included the most favorite part of an employee, i.e. the

salary and the compensational benefits to the employee. In this category I have included a

few benefit plans, levels of satisfaction towards the salary rises, evaluation of performance,

employee recognition programs etc. The following questions have been put to the employee

for the purpose of analysis of the compensational satisfaction of the employees at Haailand:

My present salary is appropriate to the work I do

The pay rises at my organization are satisfactory

The salary package at Haailand meets my needs

Benefit plans

o Retirement plans

o Life Insurance

o Medical Insurance

o DA

o HRA

o PF,ESI

o Leave Salary

I think my performance is evaluated fairly

Employee recognition programs are regularly conducted

If I feel underpaid, I can discuss it with my supervisor/manager

Result:


No. of

respondents (16)

1.2 2.5 3.4 5.1 3.8

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Interpretation:

This result shows that the employee satisfaction level, as it shall always be

considering the aspect of salary and compensation, is at a level of equal distribution at all the

scales, which means the employees are satisfied only at a level of 50% as far as the salary and

compensation benefits are considered. The organization cannot be doing more to the

employee is this aspect, but to retain the employee from other companies, it can show the

other categories effectiveness and the levels of satisfaction of the employees in those

categories.

There are a few more aspects, that mainly come under the future perspective of the employee

in the organization which are as follows:

1. There is a great opportunity to learn from the work done in Haailand

2. There is an opportunity to Career Growth at Haailand

7%16%

21%

32%

24%

Compensation/ Benefits/ Salary/ Recognition

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

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3. My job gives me professional growth and advancement in future

4. As a whole, you are satisfied with the work culture being followed at Haailand

Result:

Strongly Disagree Disagree Neutral Agree Strongly Agree

No. of

respondents (16)

0 0 2.75 6 7.25

Interpretation:

The overall satisfaction levels of the employees regarding the Work Culture followed

by the management at Haailand, is at a positive note, almost constitutes to 85%, which is a

very good sign stating that the work culture developed by the management at haailand is

more than just enough as there seems to be not much problem with any aspect which can be

pointed out in the spot light.

0% 0%

17%

38%

45%

Overall Satisfaction Levels on the Work Culture at Haailand

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

90

Findings

At haailand the levels of satisfaction levels of the employees regarding the work

culture are at a very higher level, from the results of the questionnaire conducted, which

shows that this is a great practice by the management of Haailand, in creating a very good

healthy and harmonious work environment for the employees. During this study I have found

out that,

At Haailand, the work culture followed has been the best suitable for such a big

structure of employees.

The best practices are followed in the department of collegial communication and the

Physical work environment provided to the employees at the work place, which has

improved the total balance of the employee satisfaction over the work culture.

The way the employees feel about their work place shows that they are treated such

that they are working at their own place[or home], and not in an organization of such

great fame and prosperity.

The HR provides the employee all the facilities he shall require to fulfil the job he has

been assigned to, and the way the HR manages the employee makes him feel more

like the member of the Haailand Family, and a part of the organization.

The overall satisfaction level of employees at Haailand, through the study, is 83%

which is a great deal of satisfaction for the employees working in any other

organization.

The values and the customs followed at Haailand are more employee friendly and are

easily adoptable and best result oriented type which can provide best outputs to the

company.

Each employee has his own work environment but as a whole they feel that they are

all a part of the organization when it comes to the whole aspect of collectiveness and

collegiality.

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Suggestions

For a company like Haailand, there is not much to suggest, regarding the work culture

being followed, and the way the employees are treated. The main aspects of the suggestions

shall include:

a. A little more effort in the involvement of the employee in organizational decisions,

which involve the employee as a part of the decision. It shall be more useful to the

organization itself it takes the employees opinions into consideration during making

certain decisions that involve the employee himself.

b. While making a few changes in the methods, or the procedures being followed as a

part of day-to-day activities, it is advisable to make it informed to the employee to

make him feel that he is also a part of the family.

c. The more the organization makes the employee feel good, the more their results and

outputs. Hence the concentration has to be put more on the employee satisfaction,

than just the assigning of tasks to the employee.

d. Providing the employee with a socially interactive environment and a rewarding work

environment results in a better healthy work environment.

e. A little recognition from the managers and supervisors shall give the employee very

great morale to continue his good work for the organization.

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Conclusion

A great comment from the LindkedIn discussion says it best:

Director from ComCast, “First and Foremost, an identified focus of cultural change

needs to be a wakeup call to those at the top that they need to change. If the top player cannot

look in the mirror and recognize what they need to change, all of the incentive programs in

the world will not work.”

Leadership sets the tone and direction of a corporate culture, but HR could be the

mirror for our leaders and help them see both the positive and negative elements of the work

culture, and its effect of the organizational progress. Basic HR practices such as recruitment,

selection, training, etc, effect the performance and stability of an organization. Thus these

practices have the ability to influence employee behavior and create values that develop work

culture. Since the behavior change refers to how one acts or conducts oneself, if HR practices

could positively affect the behavior, developing positive thinking about organizational

initiatives towards the employees can help in creating value for the strategies and would

result in positive results for the business.

Work culture is reflected in the way people perform tasks, set objectives, and

administer the necessary resources to achieve objectives. Culture affects the way individuals

make decisions, feel, in response to the opportunities and threats affecting the organization.

Research suggests that numerous outcomes have been associated either directly or indirectly

with organizational culture. A healthy and robust work culture may provide various benefits,

such as competitive edge derived from innovation and customer service, consistent, efficient

employee performance, team cohesiveness, high employee morale, strong company

alignment towards goal achievement, etc.

Employees at Haailand at treated as intellectual capital and are looked after well. the

happy and committed employees ensure customer satisfaction and this has got them wide

acceptance across the market. The work culture at Haailand has gone through all the stages of

culture development like symbols, behavior, organizational values, attitudes, and shared

assumptions, and probably this is the reason it has been able to sustain the heavy market

competition.

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Work Culture Questionnaire Purpose: This survey is conducted to obtain information that will help my report on “The Roles and Responsibilities of HR in creating a Healthy, Harmonious and Best Work Culture” at Haailand and also the HR department of Haailand to identify the wants and needs of its employees. Instructions: Each statement is followed by a choice of responses. Please check the response that corresponds to how you feel about each statement. Please ( ■ )or Tick in the boxes provided. All information provided is strictly confidential. Now on to the survey! Please Fill in the Following Details Name of the Respondent: . Department: . Date of filling the Questionnaire: . I. Demographics of Post Occupied: a. Department Manager □ b. Lower Manager/ Executive □ c. Agents □ d. Lower staff/ clerks □ II. Length of service with the current organization a. Less than 6 months □ b. 6 -12 months □ c. 1-2 years □ d. More than 2 years □ III. Age a. Less than 25 years □ b. 25 – 40 years □ c. More than 40 years □ IV. Gender a. Male □ b. Female □ V. Educational Qualification a. Secondary school □ b. Degree/ Diploma □ c. Post-Graduation □ All the five options provided for the next questions below will count as (1) Strongly Disagree (2) Disagree (3) Neutral (4) Agree (5) Strongly Agree

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A. Organizational Decisions/Communication (Manager)/ Employee’s Involvement (1) (2) (3) (4) (5) 1. My Manager is willing to share Decision-making □ □ □ □ □ power with employees 2. I have input into Organizational decisions □ □ □ □ □ 3. I have freedom to make important decisions □ □ □ □ □ regarding my work 4. My Organization communicates effectively and □ □ □ □ □ in a timely manner to its employees 5. My Organization shares information with others □ □ □ □ □ who should know it 6. There is a Two-way communication between □ □ □ □ □ employer and employee 7. My manager/supervisor gives me regular feedback □ □ □ □ □ 8. I feel free to ask advice/support from my manager □ □ □ □ □ 9. I feel that my organization values my opinions □ □ □ □ □ 10. Everyone’s contribution is noted and respected □ □ □ □ □ by the organization 11. Management uses the employee feedback for □ □ □ □ □ continues growth & development 12. My personal job performance is important to □ □ □ □ □ the success of my organization. B. Teamwork/ Colleagues/ Peer communication (1) (2) (3) (4) (5) 13. There is good team work & cooperation in my □ □ □ □ □ organization. 14. Employees in my team cooperate with each other □ □ □ □ □ to get the job done 15. Sufficient encouragement is provided by the □ □ □ □ □ teammates at work 16. Everyone is encouraged to participate in □ □ □ □ □ groups/teams (1) (2) (3) (4) (5) 17. Team meetings are conducted regularly □ □ □ □ □

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18. Team success is celebrated as a group achievement □ □ □ □ □ 19. I am recognized & respected [in my team/ □ □ □ □ □ by my teammates] 20. I am happy to be working in team than alone. □ □ □ □ □ 21. All the staff in my department are friendly □ □ □ □ □ and supportive 22. All the information is shared equally in my □ □ □ □ □ department 23. Individual differences are respected[Age, gender, □ □ □ □ □ education, caste,..] C. Job Factors/ Control/ Demands/ Role Clarity (1) (2) (3) (4) (5) 24. I have clear understanding of the goals and □ □ □ □ □ objectives of my organization 25. I have no doubt that what I do on my job is really □ □ □ □ □ important 26. I am encouraged to develop new & more efficient □ □ □ □ □ ways to do my work 27. The amount of work I am expected to do is □ □ □ □ □ reasonable 28. The level of work responsibility given to me is □ □ □ □ □ appropriate 29. There is possibility to perform multi-tasks in □ □ □ □ □ my department 30. My job is more challenging and exciting □ □ □ □ □ 31. I know what is expected of me during my □ □ □ □ □ job/work done 32. I understand day-to-day objectives of my □ □ □ □ □ department 33. My Job/responsibility is clearly described. □ □ □ □ □ D. Physical work conditions/ Infrastructure/ Resources (1) (2) (3) (4) (5) 34. The overall infrastructure provided by the organization is satisfying

Ventilation □ □ □ □ □ Hygiene □ □ □ □ □

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Work-space □ □ □ □ □ Lighting and fans □ □ □ □ □ Protection against heat/cold □ □ □ □ □ Cleanliness and neatness □ □ □ □ □ Power-supply □ □ □ □ □ Drinking water □ □ □ □ □ Safety at work □ □ □ □ □

35. Adequate resources are provided to get the □ □ □ □ □ job done 36. I can arrange my workplace as per my comfort □ □ □ □ □ 37. My shift timings are flexible □ □ □ □ □ 38. My activity at work involves a. Sitting Light work b. Sitting Moderate/ Heavy work b. Standing Light work d. Standing Moderate/ Heavy work 39. Concern is shown for my health and safety at □ □ □ □ □ work place E. Compensation/ Salary/ Benefits/ Recognition 40. How often are you paid your salary a. Weekly b. Once every two weeks c. Once every 15days d. monthly (1) (2) (3) (4) (5) 41. My present salary is appropriate to the work □ □ □ □ □ I do 42. The pay raises at my organization are satisfactory □ □ □ □ □ 43. The salary package at Haailand meets my needs □ □ □ □ □ 44. Benefit plans

Retirement Plans □ □ □ □ □ Life Insurance □ □ □ □ □ Medical Insurance □ □ □ □ □ DA □ □ □ □ □ HRA □ □ □ □ □ PF, ESI □ □ □ □ □ Leave Salary □ □ □ □ □

(1) (2) (3) (4) (5) 45. I think my performance is evaluated fairly □ □ □ □ □ 46. Employee recognition programs are regularly □ □ □ □ □ followed 47. If I feel underpaid, I can discuss my feelings □ □ □ □ □ with my supervisor/manager 48. My organization will promote from within before □ □ □ □ □ looking for employees externally

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49. My job at current position is permanent and secure □ □ □ □ □ 50. There is regular supervision from my supervisor □ □ □ □ □ regarding my work 51. There is competition among the team members □ □ □ □ □ regarding credit and promotion 52. Healthy eating facilities

Employee canteen □ □ □ □ □ Breakfast □ □ □ □ □ Lunch □ □ □ □ □ Dinner □ □ □ □ □ Snack/tea/drinks □ □ □ □ □ Drinking water □ □ □ □ □ Sufficient seating for all employees at canteen □ □ □ □ □ Following aspects are followed accurately

o Cleanliness □ □ □ □ □ o Layout [design of seating and

food provisions] □ □ □ □ □ o Lighting and fans □ □ □ □ □ o Ventilation □ □ □ □ □ o Maintenance/ Service □ □ □ □ □ 53. There is great opportunity to learn from □ □ □ □ □ my work at Haailand 54. There is an opportunity of Career growth □ □ □ □ □ at Haailand 55. My job gives me professional growth and □ □ □ □ □ advancement in future 56. As a whole, you are satisfied with the work culture □ □ □ □ □ being followed by the management at Haailand Thank you very much for taking the time to fill out the ‘Work Culture Questionnaire’!

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www.citehr.com

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Roles and Responsibilities of HR in creating a Healthy, Harmonious and Best Work Culture at work...

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