HR Initiatives And Welfare Programmes

People Process Systems
The People Process Systems (PPS) initiative, initiated in 2001, builds business competitiveness by aligning people, process and systems. It facilitates improvements in existing businesses in terms of people and processes. Its components include designing and development of organisation rejuvenation processes, as well as facilitation and implementation of new businesses and/or processes to achieve organisational goals. The approach is to closely study structures and processes:

• The organisation (system): Structure, strategy, critical success factors, critical business issues, identification of core processes and their categorisation into primary, support and management.
• The process: Which of the various functions perform independently or cross functionally to deliver outputs.
• The people: Who manages the processes, and their job descriptions.

Training and Development
As business moves into new areas or markets, new technologies are inducted and competition intensifies, training cannot remain a matter of choice; the cost of ignorance is just too high. Parry follows a robust, end-to-end training and development process that primarily focuses on the enhancement of the overall talent levels of employees, both technical and managerial. We take utmost care to identify the training needs of each and every employee, while finalising the annual training calendar. The faculty facilitating our training programmes - which are conducted through out the year - are the best trainers in the industry.

Industrial Social Work
The philosophy on which industrial social work (ISW) operates is 'Employee… employee and beyond'. The objective is to enhance the overall quality of life of the employees and to promote a positive work culture. Parry's industrial social workers take the initiative in matters that go far beyond work; to home, spouse and their children. The programme focuses on education for a better life, family economics, youth development, health, etc. It identifies and addresses serious industrial issues like absenteeism, habitual disorder and shop floor behaviours. Initiatives include quiz competitions, group sharing sessions for creating awareness and communicating messages about current developments.

Autonomous Work Teams
The Pudukottai plant is a greenfield project that was completed in a record time of 270 days. It is India's first fully automated sugar plant, with outsourced maintenance functions, and employs women on the shop floor. Autonomous work culture is a process of developing a style of work that leads to a lean and responsive work structure. It facilitates free communication and transparency in dealings. Applying the concepts of a 'multidisciplinary work force' and 'empowerment at the workplace', autonomous work teams (AWT) boost employee morale by creating an environment of trust and openness.

Aligning HR with Business
Individual Workshops for both, the Bio and Sugar Divisions, were conducted which involved core management team executives. The team worked on identifying and prioritizing the external driving forces and trends in the business environment that are influencing the business unit. In this context, key sources of competitive advantage were determined and 3 to 5 measures of success factors for each source of competitive advantage were identified. Also recognized were the cultural and technical capabilities that are required to have to win in the market place and the particular HR practices which will have the greatest influence on creating an view of an ideal human organization. Criteria for creation or changing the identified HR initiatives were decided on. And as a result action plans emerged for implementation.

Parrys Corner
The in-house quarterly journal of EID Parry, Parrys Corner, talks about the company and its people, with articles in both English and Tamil. It tries to capture the tremendous amount of life, drive, energy and spirit that defines our employees and their families, making the company what it is today. It is a platform to share business achievements and personal achievements, both official and family related. Above all, it makes everyone aware of what is happening within the organisation.

Annual Communication Day
Annual Communication Day is an institutional practice that Parry follows to share the company's business performance with the employees, who get appreciation awards and long service awards on this day. Apart from enhancing business orientation, this process encourages all categories of employees to have open interactions with the senior management team through an open question and answer session. The event includes exhibitions and a cultural programme.

Theatre Skills
A team of enthusiastic workmen create awareness and communicate messages about the company's initiatives and interventions using the medium of theatre, highlighting various issues of workplace and social importance.

Quality Systems
Our quality systems strive for continuous improvement and sustained excellence in cost effectiveness, quality of products, processes, systems, services and work life, and to eliminate waste and non-value-adding activities. We have gained the following accreditions:
Nellikuppam - ISO9001 and ISO14001, Puddukkottai - ISO18001 and ISO14001, Pettavathalai - ISO9001, Thyagavalli bio division - ISO14001, R&D centre of sugar factories and bio division - ISO9001.

Annual Retirement Function
Retiring employees of EID Parry are felicitated at a central retirement function organised by corporate HR in December each year at Chennai. Retiring employees working at factories attend the function with their factory general works managers and unit HR managers. Retiring employees based at the head office and other offices attend with their functional superiors. The function is chaired by the Mentor Director and Managing Director, in the presence of the senior management team at head office. The superiors of each retiring employee speak about his or her contribution. Retiring employees are presented a silver memento, apart from a long service award. Before the function, retiring employees go for retirement counselling, along with their spouses.

Learning and Development

R&D
Our R&D Centres are recognised by:

• Centre for Scientific and Industrial Research, New Delhi
• Ministry of Science and Technology
• Annamalai University, for PhD
• Sugar Processing Research Institute, USA
• International Consortium of Biotechnology, USA.

A number of our executives have taken advantage of these recognitions and completed doctorates in science relating to the agricultural field.

Skill Centre
We encourage unskilled workmen to become skilled workmen through the skill centre at the Nellikuppam sugar factory, which is managed by a skill master who conducts classes for different industrial trades (ITI). Workmen attend the course during their employment, appear for the examinations of the Tamil Nadu Board for Technical Education and get ITI certificates recognised by the government.

Learning Centre
To encourage employees to take up higher education, we have set up a learning centre at the Nellikuppam factory with a wide range of management and technical books. Employees in both the management and non-management categories have undertaken higher studies for career progression.

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