A

PROJECT REPORT
ON
EMPLOYEE ENGAGEMENT ACTIVITIES TO BE CARRIED OUT IN HERO CYCLES
LTD.

MAHARSHI DAYANAND UNIVERSITY

Rohtak-124001

Submitted in Partial fulfilment of the requirement for the

Award of the Degree of
Master of Business Administration (MBA)

Name of the Candidate: PRIYA PATHRIYA

Name of Course : MBA 3 rd SEM

Registration No : 1813020127

ST. THOMAS MANAGEMENT INSTITUTE

Session 2018-2020
 DECLARATION

I hereby declare that this project report entitled “EMPLOYEE ENGAGEMENT

ACTIVITIES TO BE CARRIED OUT IN HERO CYCLES LTD.” Is done by
me is an authentic work carried out for the partial fulfilment of the requirement
for the award of the degree of Master of Business Administration (MBA) under
the guidance of college authority. The matter embodied in the project work has
not been submitted for the award of any other degree, diploma or any other
similar title or prizes to the best of my knowledge and belief.

Signature of the candidate

Name: PRIYA PATHRIYA

MBA 3rd semester

Registration no. 1813020127

 CERTIFICATE

This is to certify that the project work entitled ‘EMPLOYEE ENGAGEMENT

ACTIVITIES TO BE CARRIED OUT IN HERO CYCLES LTD. submitted to St.
Thomas Management Institute.. In partial fulfilment of the requirements for the
award of the Degree of Master of Business Administration is a record of the
original work done by Priya Pathriya. She is a bonafide of our institute.

His work has submitted for the sole purpose of academic interest.

S.T.M.I
Dept. Of Management
 CERTIFICATE

This is to certify that the project work entitled to “Employee

Engagement Activities to be Carried Out In Hero Cycles ltd.
Submitted by PRIYA PATHRIYA for the partial fulfilment of the
Degree of Masters in Business Administration from MAHARISHI
DAYDANAND UNIVERSITY, Rohtak is an authentic work
performed by the student.

This work has submitted for the sole purpose of academic interest.

External Examiner
 ACKNOWLEDGEMENT

The internship opportunity I had with Hero Motor Company (Hero Cycles) was a great
chance for learning and professional development. Therefore, I consider myself as a very
lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for
having a chance to meet so many wonderful people and professionals who led me though this
internship period.

Bearing in mind previous I am using this opportunity to express my deepest gratitude and
special thanks to MS. SHRADDHA DAS (Assistant Manager-HUMAN RESOURCES) in
Hero Cycles Ltd. who in spite of being extraordinarily busy with his duties, took time out to
hear, guide and keep me on the correct path and allowing me to carry out my project at their
esteemed organization and extending during the training.

I choose this moment to acknowledge their contribution gratefully.

I perceive as this opportunity as a big milestone in my career development. I will strive to use
gained skills and knowledge in the best possible way, and I will continue to work on their
improvement, in order to attain desired career objectives. Hope to continue cooperation with
all of you in the future.
 SYNOPSIS
As a part of my MBA curriculum, in this internship report I am going to share my experience
and learning in the company for the period of two months. During this period my role was of
a human resources management trainee. My project report is on the Yearly Planner of
Employee Engagement Activities for the Corporate Office of Hero Cycles Ltd.

The main focus of this report is on the Human resources management and Analysis under this
I worked on Recruitment(screening), Designing SOPs, Performance Management System,
Employee Engagement Activities, Employees document checklist management, MS Word,
MS Excel, PowerPoint Presentation, system in the organization.

The Hero Group has done business differently right from the inception and that is what has
helped us to achieve breakthrough in whatever product category we have ventured. The
group’s low key, but focused, style of management has earned the plaudits amidst investors,
employees, vendors and dealers as also worldwide recognition.

The experience here with Hero Cycle Ltd was great for me.
 Table of Contents

S.NO TITLE P.NO

1 DECLARATION 2

2 CERTIFICATE OF COLLEGE 3

3 CERTIFICATE UNIVERSITY 4

4 ACKNOWLEDGEMENT 5

5 SYNOPSIS 6

6 INTERNSHIP CERTIFICATE 7

7 EXECUTIVE SUMMARY 9

8 INTRODUCTION TO COMPANY 10

9 CONCEPTUAL DISCUSSION 19

10 RESEARCH METHODOLOGY 24

11 DATA ANALYSIS 27

12 DATA FINDINGS 40

13 SUGGESTIONS AND RECOMENDATIONS 42

14 CONCLUSION 43

15 BIBLOGRAPHY 44
 EXECUTIVE SUMMARY
HR policies encourage people to exercise a degree of choice on how and how well they do their job. In other
words, they help induce employee discretionary behaviour which makes people work better and improve
performance. This happens because the HR policies and practices develop positive employee attitudes or
feelings of satisfaction, commitment and motivation.

In any industry, whether manufacturing or service, we have multiple departments, which

function day in day out to achieve organizational goals. The functioning of these departments
may or may not be interdependent, but at the end of day they are linked together by one
common thread – Human resource department.

In today's rapidly changing business environment, organizations have to respond quickly to

requirements for people. Hence, it is important to have a well-defined recruitment policy in
place, which can be executed effectively to get the best fits for the vacant positions. Selecting
the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for
the organization. Selection is one area where the interference of external factors is minimal.
Hence the HR department can use its discretion in framing its selection policy and using
various selection tools for the best results. The basic functions of Human Resource
Management: planning and forecasting human resource requirements, recruitment and
selection, appraisal, evaluation and employee motivation. This case lets discuss the
importance of having an effective recruitment and selection policy.

The report is a brief synopsis of recruitment of TSE’s for HERO CYCLES, SOP’s for
recruitment, on-boarding, performance appraisal system of the corporate office and employee
engagement activities.
 CHAPTER – 1
INTRODUCTION

Company Overview

HERO MOTORS COMPANY (HMC)

Hero Motors Company, is group identity of businesses controlled by Pankaj M Munjal. The
HMC family is made up of organizations such as Hero Cycles Ltd., Avocet Sports (UK),
BSH, Firefox, Spur, HGD, Hero Motors, Munjal Hospitality, Munjal Kiriu, ZF Hero and
OMA.
Type- Private Company

Founded- 2007

Head Quarters- Gurugram, Haryana, India

Key People- Pankaj M Munjal

Revenue- 26 billion INR (US $360 million) 2017-18

Total Assets- 76.40 billion INR (US $1.1 billion) 2017-18

HERO CYCLES LTD.:

Established in 1956 in Ludhiana, Hero Cycles started with manufacturing cycle components
slowly paying its way onto becoming the one of the ‘Best Cycle Brand’ in India. Today, Hero
Cycle is undoubtedly the largest manufacturer of bicycles in India producing 5.2 million
cycles per annum.

Starting from a small unit to creating a huge global footprint, Hero Cycles production unit in
Ludhiana is fully equipped with an in-house R&D facility producing major bicycles
components within its premise under stringent quality parameters complying with all global
standards.

At present, Hero Cycles exports to over 70 countries including Germany, Poland, Africa and
Finland with an approximate network of over 250 suppliers and 2800 dealerships. Moreover,
Hero Cycles is ISO14001Certified from BVC of UK and recognized by the Govt. of India.
Hero Cycles has also entered into Mid Premium, Premium & Super Premium segment under
the brand names Hero Sprint, Hero Sprint Pro & UT (formerly called Urbantrail). As part of
strategy to further cement its position in the fast-growing premium cycling segment in India,
Hero Cycles also acquired Firefox Bikes- India’s largest premium bicycle brand. Firefox
Bikes has an established presence Pan-India through a network of 160 outlets, has been
growing at 3-year CAGR of 35 %.

Hero Cycles Ltd has recently acquired a majority stake in Avocet Sports Ltd to mark its entry
into the high-value cycle market in Europe as part of its aggressive growth plans. Avocet is
one of the top three distributors of bicycles, e-bikes, bicycle parts and accessories in the UK.
The most recent addition to the company’s portfolio has been Sri Lanka’s leading bicycle
manufacturer BSH Venture, boosting its manufacturing capacity. Hero Cycles has also
recently launched its new brand insync in UK which is focussed for reaching out to
the consumers of UK and Europe. 

Hero’s unwavering passion of setting higher standards for itself and delivering simply the
best, has found itself a place not only in Guinness Book of World Records but also in the
hearts of many-million satisfied bikers.

Over the course of time, Hero Cycles has not only won the hearts of its million satisfied
bikers but has also registered a spot for itself in the Guinness Book of World Records for its
unwavering passion and excellence. From being a small-town success story to becoming on
od the world’s largest bicycles manufacturers, Hero Cycles has exponentially grown by
exploring the segment of basic as well as the premium bike segment across the world.
 Milestones

1956

Started manufacturing key components of bicycles and assembling the entire at Ludhiana
Manufacturing Plant.

1975

Manufacturing 7500 cycles per day. Hero cycles becomes the largest manufactures of
bicycles in India.

1986

With 48% market share the company received Guinness Book of World Records for
manufacturing less then18500 cycles per day.

2007

Incorporation of Munjal Kiru, a joint venture between Hero Motors and Kiru Corporation

2010

Incorporation of ZF Hero Chassis system, a joint venture between Hero Motors and Hero
Chassis Systems Pvt Ltd.

2012

Hero Cycles crossed 130 million cycles, launched Urban Trail- light weight and high
performance lifestyle bicycle with 17 models.
2014

General Motors Supplier’s quality excellence award to Munjal Kiru.

2015

Acquired Firefox premium lifestyle bicycle segment in India. ZF Hero inaugurated new plant
in Chennai. Launch of Hero Avenue outlets to enhance customer experience.

2016

First overseas acquisition of Avocet- enters European market. Acquired Sri Lankan Bicycle
manufacturers BSH Ventures to strengthen global presence and enhance its manufacturing
capacity.

2017

Launch of Octane– Lightest bike of segment. New Corporate Office at Two Horizon Centre,
Gurugram.
 National Mainstream & CSR

Maintaining a Human World

Hero Group’s compassionate approach has been manifested in all aspects of its commercial
capacity. Consequently, the group undertakes several projects to contribute to the National
Mainstream in a socio-humanitarian manner.

The Group undertakes various projects and activities of socio-humanitarian nature to

contribute to the National Mainstream. In this respect, Hero Cycles Limited and Hero
MotoCorp have been pioneers within the Group undertaking socially productive work of
myriad nature.

Health Care

The Group has established Raman Munjal Memorial Hospital in Gurgaon which is a 100-bed
hospital with a well-equipped laboratory. The hospital has a fully functional operation
theatre, an outpatient department as well as a casualty section to provide stellar healthcare
service to the masses.

Additionally, a fully equipped mobile clinic provides comprehensive health care to the rural
masses in Dharuhera.

Other efforts, under the auspices of Hero Cycles Limited include:

Eye Camps: With over 15,000 patients examined and about 1700 cataract operations
performed so far, these Eye Camps have also aided patients with free accommodation, food
and medicines.

Family Planning Camps: Held since 1993 at the Civil Hospital at Rewari and Bawal, these
camps offer monetary incentives to the masses to adopt family planning measures thus
helping to regulate the population crisis of India at the rural level.

Blood Donations Camps: These camps are being organized by the group on a regular basis
since 1992. 464 units have been donated to Indian Red Cross Society in the last camps.
NT Check-up Camps: Conducted by specialists from AIIMS, these camps have been
organized since November 1997 to promote good health practices.

Heart Check-up Camps: Since July 1988, free camps are being organized in collaboration
with Escorts Heart Institute and Research Centre, where specialized diagnosis methods like
Echocardiography and ECG are used.

Rehabilitation Camps: Conducted with the assistance of the District Rehabilitation Centre,

Red Cross Society, Rewari, these camps help physically-challenged villagers to rehabilitate
and re-employ themselves. Many patients have found a new lease of life on account of the
physical aids given to them.
 Research & Development

Of Hero Cycles Ltd

1. Specific areas in which R&D carried out by the company: - Increasing competition in
the market place has brought into sharp focus importance of differentiation. Our in-house
Research & Development Centre, which is recognized by DSIR Govt. of India, plays a
pivotal role in launch of innovative product models on continuous basis. Our product
models excel in meeting expectations from extremely demanding customers of today’s
modern era.
2. Benefits derived as a result of the above R&D activities: - This brought the concept of
high quality low cost/fancy bicycles.
3. Future plan of action: - Though the domestic market of standard bicycles is shrinking
since last three years but the fancy segment has shown a significant upsurge in the
demand. Moreover India has a very small share of the global market. The upgradation of
technology through in-house research will assist the company in design development to
capture the vast untapped market potential.
Major Products

The Hero Cycles Ltd manufactures cycles, rims, free wheels, hubs and chains and cold rolled
strips as a main product. Company has long portfolio of different range of cycles. Company
covers all the three section- gents, ladies and kids. It also manufactures cycle parts for its own
requirements. After fulfilling the requirements of company, it can exports its remaining
quantity.

Products:-
1. Cycles
2. Rims
3. Free Wheels
4. Hubs and Chains
5. Cold Rolled Strips
6. E-bikes

Competitors
1. Atlas Cycles Ltd
2. Avon Cycles Ltd
3. Eastman Industries Ltd
4. S K Bikes Pvt Ltd
5. TI Cycles of India

Hero Cycles Plants

1. Hero Cycles, Ludhiana, Punjab
2. Hero Cycles, Gaziabad, Uttar Pradesh
3. Hero Cycles, Bihta, Bihar
4. BSH Venture Pvt Ltd, Sri Lanka
5. ZF Hero Chasis Systems, Pune, Maharashtra
6. ZF Hero Chasis Systems, Chennai, Tamil Nadu
7. Munjal Kiriu, Manesar, Haryana

Munjal Kiriu, Ahmedabad, Gujarat

 CHAPTER -2
CONCEPTUAL DISCUSSION

HRM stands for Human Resource Management. All organizations have people they have
human resources. Regardless of the size of an organization or the extent of its resources, the
organization survives and thrives because of the capabilities and performance of its people.
The activities to maximize those capabilities and that performance are necessary regardless of
whether the organization refers to them as Human Resource Management, Human Resource
Development or Human Resources or has no formal name for those activities but now days it
being called as Employee Engagement Activities. Those activities are the responsibility of all
people in the organization.

Companies want to engage their employees for a variety of reasons and with a range of goals,
but improving productivity is certainly a common purpose. Over recent years, a number of
studies have illustrated how an engaged workforce can positively contribute to a company’s
business and financial success. Towers Watson in its 2012 Global Workforce Study1 found
that engaged employees lost only eight days in productivity per year against the 14 days of
disengaged employees. Earlier Gallup research revealed that high levels of employee
engagement were clearly linked to increased productivity and profitability.

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

Employee engagement is a complex, broad construct that subsumes many well researched
ideas such as commitment, satisfaction, loyalty and extra role behaviour. An engaged
employee extends themselves to meet the organization’s needs, takes initiative, reinforces
and supports the organization’s culture and values, stays focused Page | 31 and vigilant, and
believes he/she can make a difference (Macey, 2006). In practice, organizations typically
define engagement as being a part of the organization, having pride and loyalty in the
company, being committed, and going “above and beyond the call of duty”. In engagement,
people employ and express themselves physically, cognitively, and emotionally during role
performances.

The physical aspect of employee engagement concerns the physical energies exerted by
individuals to accomplish their roles. Thus, according to Kahn (1990), engagement means to
be psychologically as well as physically present when occupying and performing an
organizational role. Engaged employees work with passion and feel a profound connection to
their company. They drive innovation and move the organization forward (Gallup, 2004).

Most often employee engagement has been defined as emotional and intellectual commitment
to the organization (Baumruk, 2004; Richman, 2006; and Shaw, 2005) or the amount of
discretionary effort exhibited by employees in their job (Frank et al. 2004).

The term employee engagement relates to the level of an employee's commitment and

connection to an organization. Employee engagement has emerged as a critical driver of
business success in today's competitive marketplace. High levels of engagement promote
retention of talent, foster customer loyalty and improve organizational performance and
stakeholder value.

Extensive research has been conducted to determine the factors that influence employee
engagement levels. The research has indicated that there are both organizational drivers and
managerial drivers.

In today's digital age, less person-to-person interaction and increasing on-demand technology
from chats and texts to social media updates and news feeds, is eroding employee
engagement.

Organizational drivers

Some of the research identifies organization wide drivers of employee engagement.

Quantum Workplace (the research firm behind the "Best Places to Work" programs in more
than 47 metro areas) has identified six drivers of employee engagement that have the greatest
impact:
 1. The leaders of their organization are committed to making it a great place to work.
2. Trust in the leaders of the organization to set the right course.
3. Belief that the organization will be successful in the future.
4. Understanding of how I fit into the organization's future plans.
5. The leaders of the organization value people as their most important resource.
6. The organization makes investments to make employees more successful.

Management drivers

Employee engagement increases dramatically when the daily experiences of employees

include positive relationships with their direct supervisors or managers. Behaviours of an
employee's direct supervisors that have been correlated with employee engagement include:

 The Gallup "Q12," which are 12 core elements that link strongly to key business
outcomes. These elements relate to what the employee gets (e.g., clear expectations,
resources), what the employee gives (e.g., the employee's individual contributions),
whether the individual fits in the organization (e.g., based on the company mission
and co-workers) and whether the employee has the opportunity to grow (e.g., by
getting feedback about work and opportunities to learn). 
 Employees enjoy a good relationship with their supervisor.
 Employees have the necessary equipment to do the job well.
 Employees have authority necessary to accomplish their job well.
 Employees have freedom to make work decisions

Some of the most valuable and direct benefits of employee engagement are:

Increased Employee Productivity: Engaged employees are more productive because they

know their job enables them to utilize their strengths. Why does this matter? If employees are
encouraged to complete work that utilizes their strengths, they are set up for immediate
success. Enabling employees to do what they do well not only gives them a sense of
satisfaction, but makes it easier for them to meet - and exceed - targets, goals, and quotas.
Employee’s rewards & Recognition: A recent study shows that the sentiment ‘If I
contribute to the organization’s success, I know I will be recognized’ was a top driver of
employee engagement in 2018. Highly engaged employees know they will be commended
and rewarded for being productive and are therefore more likely to go above and beyond.

Decreased Turnover: Engaged employees’ turnover less often for three core reasons. First,
engaged employees know that if they contribute to the organization’s success, they will be
recognized. Second, they see professional growth and career development opportunities for
themselves within the organization. And third, transparency throughout the organization
means that when the organization makes changes, they understand why. These three pillars
enable employees to connect emotionally and mentally to the present and future.

Increased Innovation: Engaged employees foster innovation because they know that their
opinions matter. They are given the resources they need to develop and nurture new ideas.
Consistent feedback allows them to challenge themselves and their peers to innovate with
new ideas, solutions, and products. Engaged employees are not afraid to fail when attempting
new initiatives. That’s because a highly engaged organization treats failure as an opportunity
to grow and learn. Instead of fearing failure, engaged employees feel as though their job is
challenging and interesting. Trackable feedback allows them to see how they have grown
over the course of their tenure with the company.

Decreased Absenteeism: Engaged employees show up to work more because they know that
the leaders of their organization value employees as the most important resource. This means
that employers take necessary steps to listen to and transform the ways that their employees
work best. Whether it’s providing resources to work remotely, or accommodating flexible
work schedules, employees show up because work aligns with their lifestyle.

Decreased Workplace Injury: Engaged employees are less likely to get hurt because their
work environment is predictable, stable, and managed effectively. Gallup reports that highly
engaged, top-quartile work units demonstrate 70% fewer safety incidents. Why? Because
organizational leaders recognize employees as their most valuable asset, they actively work
to ensure and promote workplace safety. When employees aren’t concerned for their safety in
the workplace, they become more engaged, more productive, and more likely to stay with the
company.
Friendly Work Environment: Instead of going mindlessly through daily motions,
employees recognize the importance of their individual contribution - and they are held
accountable when necessary. Employees are rewarded for taking proactive steps to improve
the workplace environment and are recognized by peers and management for their
contributions. If employees have concerns about workplace safety, their opinions are heard,
respected, and addressed.

Better communicators: Employees who care about their jobs are more effective
communicators with their co-workers, leaders, and customers alike. Disengaged workers may
mindlessly go through their day without remembering any of the conversations that they had
(if they had any at all!).

Engaged employees, however, will engage each other in stimulating discussions that could
turn into productive brainstorming sessions. Incorporating a culture of employee engagement
can not only help employees connect with one another, but it can also help create new
innovations and ideas.

More philanthropically minded: Employees who are engaged at work want to know that
the company they work for cares about the community. If the company encourages
volunteerism or provides matching gift or volunteer grant programs, engaged employees are
more likely to take advantage of these opportunities to donate their time and money toward
worthy causes.
 CHAPTER-3
RESEARCH METHODOLOGY
PROPOSING THE YEARLY PLANNER OF ENGAGEMENT
ACTIVITIES

The task that is been assigned to me is to design the employee engagement activities calendar
where the organization does not follow the engagement activities for employee to stay
energetic and active and have positive attitude towards the work and organization. That will
keep them live and happy during the working hours and have good atmosphere in the
organization. Employees can build the communication among themselves and have a strong
bond among the different departments.

Objectives of study

 To know about HERO CYCLES Ltd.

 To understand the true meaning of employee engagement in context with Human
Resource Management
 To find out activities that can be performed as within the premises of the corporate
office and some events that may take place outside and within a short period of time.
 To help the managers to make their meetings, training sessions and other events a lot
more interesting and hence enhance the productivity of the employees.
 To find out the effects of such activities on the employees.

Research methodology

The research is exploratory, descriptive and qualitative in nature.

Exploratory research is a research conducted for a problem that has not been studied more
clearly, intended to establish priorities, develop operational definitions and improve the
final research design. Exploratory research helps determine the best research design, data-
collection method and selection of subjects.
The research is exploratory because we have explored the idea of initiating the engagement
thing without having the previous background of having these kind of activities in the office.
And I have explored the various ideas with different employees and analyses situations.
Where it is being the new initiative that is Human Resources looking forward for the
beneficiary for employees and organization both.
The research is qualitative in nature as Qualitative Research is primarily exploratory research.
Descriptive research is defined as a research method that describes the characteristics of the
population or phenomenon that is being studied. It is used to gain an understanding of
underlying reasons, opinions, and motivations. It provides insights into the problem or helps
to develop ideas or hypotheses for potential quantitative research.

Having descriptive research gives an information of the barriers that need to consider while
finding out the ideas of activities, games, events, talk sessions, training & development etc.
where I got to know about the mind sets of the different employees of different age-groups.

Qualitative research is a scientific method of observation to gather non-numerical data.

Research "refers to the meanings, concepts, definitions, characteristics, metaphors, symbols,
and description of things" and not to their "counts or measures".

Research design:

Exploratory Research
Exploratory research is used in this project, as the name implies, intends merely to explore
the research questions and does not intend to offer final and conclusive solutions to existing
problems. This type of research is usually conducted to study a problem that has not been
clearly defined yet.
Exploratory research design does not aim to provide the final and conclusive answers to the
research questions, but merely explores the research topic with varying levels of depth. It has
been noted that “exploratory research is the initial research, which forms the basis of more
conclusive research. 
As I was exploring towards the new programme in the organization, I was looking to various
aspects of the programme that needs to be considered for the exploring things.
Observation plays a very important role when I was doing this project where I have observing
employees in the corporate office, their behaviour, their activities, their age group etc. also
observing the surroundings of the office that helps me in finding more activities to done in
the office premises without troubling the other resources and optimising the available
resources.
Data Collection:
For the purpose of carrying out this study both primary data as well as secondary data is used.

Primary Data:
Taking feedbacks from employees by talking to them about the project and the activities that
are being I am looking for to be added to it.
Opinions of different age group has been taken, so that interest of each should be considered.
Interactions with different departments has been done so that their working hours are known.
And activities should not missed by any department.
Secondary Data:
 Internet
 Reference books: Aswathappa, K., (2010), Human Resource Management, McGraw
Hill Education;
 Monappa, A. and Saiyadin, M., (2001), Personnel Management, McGraw Hill
Education.
 Chawla D and Sondhi N, (2011), Research Methodology, Vikas Publishing House;
 Newspaper, magazines articles helped in getting the recent information

Sampling Design:

Population: The target population included all the employees of Feedback Infra Pvt. Ltd.
Gurgaon of different age groups, level of experience, different educational qualifications,
working in different departments.

Sampling Frame: A sampling frame is the source of material of from where sample would
be drawn the sampling frame consisted in this study would be the recent list of employees of
different departments, different age groups, my senior mentor of my department (Human
Resources) who handles the whole management of all the activities of Hero Cycles Ltd;
Gurgaon region.

Sampling Element: Employees of Hero Cycles Ltd. were observed and interviewed while
going through the making of the project and listing out the activities from various sources and
asking about the same to employees about the feedback and observing them while the
interaction going on.

Sample Size: The sample size is used will be approximately 20 employees of the corporate
office.
 CHAPTER-4
DATA ANALYSIS

So here are the number of activities that have been decided and can be keep on weekly basis
for the one whole year.
It includes all the activities like fun activities, learning activities, sports activities, health
related activities, social activities, charity thing and problem solving sessions, motivational
sessions, stress busters and etc.

1) Meditation time to manage work-life stress:

Type: Indoor

Duration: 5 minutes

Group Size: Every employee

Materials: Not required

Frequency: Everyday

Budget: Not required

Stress among the employees is at an all-time high. The effects of stress play out differently in
different persons. Some feel that stress is the best motivator to work while some can’t cope
up with stress.
Hence, stress will act as a hindrance while planning activities for employee engagement
activities.
Whatever be the outcome, stress should be learned to be effectively managed.
One of the best ways to relieve stress is through meditation. To clarify, meditation is not
about monk-like focus or chanting “om”.
Meditation is about taking a moment to sit still, reflect upon your thoughts and simply
breathe.
Practicing meditation for even 5 minutes control stress, decrease anxiety, improve
cardiovascular health, and achieve a greater capacity for relaxation.
Thus, at the start of each day, encourage your employees to meditate for at least 5 minutes
before resuming any of their work. It will enable them to keep stress at bay, focus better
and perform better throughout the day.

2) Take weekly song requests:

Type: Indoor

Duration: Last half an hour of the weekend

Group size: Everyone is involved

Materials: Connectivity to speakers

Frequency: Weekly

Budget: Not required

It’s weekend and your whole office is united by one thought: going home. Reinvigorate the
team by taking song requests to blast over the PA system in the final hour of the workweek.
Employees will love sharing their favourite songs to boost morale.
3) Send out some Monday Motivation:
Type: Indoor

Duration: Required 2-3 minutes

Group Size: All employees are included

Materials: Internet connection

Frequency: Every Monday

Budget: Not applicable

Find an inspirational quote or page from a book and send it out to your team on Monday
mornings. It’s a super easy way to get people motivated and inspired and a day that’s
typically slow to start.

4) Have themed office days on birthday bash:

Type: Indoor

Duration: Not required

Group Size: Every Individual

Materials: Not required

Frequency: Monthly

We can plan monthly themed days for dressing. That can be of monthly occasions for
different months. Or we can do it on colour themes. That builds the enthusiasm in employees
and brings the change in the monotonous life of the employees. With the help of these
planned themes days employees can have group photographs together and we can add it into
our newsletters or magazines.
5) Create your own internal magazine/ newsletter:

Type: Indoor

Duration: Not Defined

Group Size: Not defined

Materials: Information from different departments

Frequency: Yearly / Half yearly

Budget: 250 / copy

Create your internal employee-focused magazine with fun columns, news, featured stories
and opportunities. Who wouldn’t like to be featured on the magazines or newsletters of the
organization?

It can be an online or a printed one. Or, it can be both, a half yearly or yearly basis.

But instead of having the “head honchos” or even Human Resources send it, form a
committee of employees who want to coordinate it. The volunteers will love the chance to
share what they find important and the readers will love getting company news from their
peers.
6) Conduct frequent excel training development sessions:

Type: Indoor

Duration: 2 hours

Group Size: 15-20 people

Materials required: Outside trainer

Frequency: Monthly

Budget: 70k for one group

To stay updated with the features of Microsoft office gives an immense knowledge and
confidence for work and growth. It helps the employee to do their work with different way
and in a new style, reduces the time and effort to give good result.
We will ask employees to participate in the sessions and learn.
7) Host an Anxiety Party:

Type: Indoor

Duration: 1 hour

Group Size: 50 employees

Materials required: paper and pen

Frequency: quarterly

Budget: Not applicable

Host a party. Everyone gathers around and shares their anxieties.

The idea was formed when the team members started having doubts and work-related
anxieties. Also, they were rather hesitant to discuss these anxieties with the other teammates.
So, threw an Anxiety Party.

How to successfully throw an Anxiety Party:

• The first step is to actually convince everyone to attend.

• Once you get everyone to gather around, give everyone a piece of paper.
• Instruct everyone to write any work-related anxieties or worries that have been
keeping them up at night.
• Spend about 10 minutes to write down worries such as “I am worried that my work is
not stellar”
 • Collect the sheets of papers and ask the participants to rank them. A rank 0 would
mean that “I didn’t know it was an issue”. A rank 10 would mean that “Yes, I have
been facing the same problem”
• Then, address each issue starting with the highest ranked anxiety. Discuss upon ways
to counteract these anxieties with actionable goals.
• Throw Anxiety Parties whenever necessary. Personally, I think hosting an Anxiety
Party will be one of the most effective among all of the employee engagement
activities.

8) Feedback/ content ideas:

Type: Indoor

Duration: Monthly or Once in a 2 months

Group size: Individual

Material required: Not applicable

Budget: Not required

Ask each employee or voluntary employees to write their good experiences and good
thoughts, instances, points, one liners, etc. and submitted at the end of the month. Out of
submitted responses best one is selected and uploaded on the company’s website. This can be
done with the help of the digital marketing team which continuously works upon the
development of the company’s website. This activity motivates employee as employee name
will displays on the websites.
9) Charity Day:

Type: Outdoor

Duration: Half day

Group size: 10 People

Materials required: food, stationary, old clothes, books

Frequency: twice a year

Budget: 10k-20k

Charity days are a great time bring employees together for the common good. Often these
causes affect your employees, so give them the opportunity to organize events for causes they
are excited about.

We can select the 10-20 people from different teams and different departments and divide
them in 2 groups for every visits to different locations.

Time duration will be half day or full day that can be decided on the basis of the frequency of
the activity to be happened. This can be performed quarterly or monthly basis. Where we will
be deciding the budget and helping out the needy ones.
10) TREASURE HUNT:

Type: Indoor

Duration: 20 to 30 minutes

Group size: Suitable for all group sizes.

Material required: Prize, small slips of paper for clues.

Frequency: one time

Budget: Not applicable

Procedure:

 Pick a prize and find a hiding place for it.

 Create your clues to that prize. Use riddles, drawings, mathematical problems etc.
 Hide your clues.
 Hand over the first clue and set the wheels in motion.
 The main task is to find the prize using the clues. The first clue must lead to the place
where the second clue is and so on.
 The team which will be able to find the prize using those clues is the winner.
 The players must be made aware of the rules and what the prize is.
11) Have problem-solving meetings and sometimes with CEO & HOD:
Type: Indoor

Duration: 1 hour

Group Size: Every individual

Materials required: Not required

Frequency: Twice a year

Budget: Not applicable

Everyone takes a different approach to problem-solving. Schedule meetings where you reveal
a big problem facing the company with complete transparency. Let employees take a crack at
explaining how they would solve it. Employees will feel more engaged in company outcomes
and they might just solve a few problems while they’re at it. Have your CEO and/or
presidents in the office. Where our employees have opportunity to ask questions live
during the 30 min Q&A.

12) Bring in an in-office motivational speaker:

Type: Indoor

Duration: 1 hour

Group Size: Every individual

Materials required: Speaker

Frequency: once

Budget: Depends upon the speaker to speaker

To shake up the work, or to kick off with some inspiration, we recommends hiring a
motivational speaker to come into the office. Maybe our team would benefit from a creativity
workshop or team-building seminar to improve in-office relationships. Employees will be
grateful for the opportunity to grow and learn from experts and will come out of these
experiences more energized and focused.
Where we will include half of the employees who will attend the session of the speaker. Or
we can hire some place where we collect and attend the session.

13) Card pyramid:

Type - Indoor

Duration - 20mins in total

Group size - Group of 4-8 people

Materials needed - A set of 52cards

Frequency: monthly

Budget: 50 rs.

 Select 2 cards from the deck. Place them so that they are about 2 inches (5 cm) apart
from each other at the base, and lean them together into an upside-down “V”. The
“/\”, or apex, should balance independently when placed down on the surface.

 Construct another apex beside the first; place about 1cm of space between them.

 Place a card horizontally on top of the two points.

 Construct another apex on top of the card laid horizontally.

 Add another apex next to the two existing points and repeat the process. Make the
base three points wide and you will have the potential of going three stories tall, make
your base four points wide for going four stories tall, and so on.
14) People's bingo:

Type - Indoor

Duration - 30mins

Group size - medium size

Materials required - bingo cards, pens and pencils

Frequency: quarterly

Budget: Not applicable

Procedure - Continue playing until one player has covered a vertical, horizontal, or diagonal
pattern of five grid spaces on their card. As soon as you have marked five consecutive
squares on your card, call out "Bingo!" The first player to get Bingo wins the game.
15) Act and react:

Type - indoor

Duration- 10-15mins

Group size - any size

Materials required: Paper and Pen

Frequency: Monthly

Budget: Not required

A funny game, use paper and pen to write down a funny experience or event.

Examples -:

Winning the lottery

Meeting a large, aggressive bear in the woods

You just got fired from your job

Your boyfriend just broke up with you

Procedure -: Put the papers in a bag, box, or basket. Have players randomly select a piece of
paper and react to the experience using words, gestures, and facial expressions. Other Players
try to guess what happened. Set a time limit for the players to act out their event. You can
give a point for each correct guess. You can also vary the game by making players act out
their event without talking. This icebreaker can work with any group size and any age.
 This activity calendar includes all the activities which are assigned weekly for the
whole year.
 CHAPTER-5
DATA FINDINGS

Throughout my 6 weeks of industrial training period, I had got the opportunity to learn and
gain valuable experience at hero cycles ltd. today, Hero Cycles is one of the world’s largest
manufacturers of bicycles and producing 19,000 cycles per day. With having widespread
supply over 70 countries in the world I got the opportunity to work big organization and learn
new things and workings of the company related to human resource management. Besides
that, during the period of my internship I have learnt to be responsible for the time limits,
understand the priorities of the work need to be, to work with my senior mentors taught me
team player, also being independent to learn new things. In addition, the entire task given is a
challenge. Along my undergoing training, I have already solved several problem or
challenge faced. It has trained me to be more independent. In addition, all the tasks given
surely require cooperation between other colleagues. So, I have already able to work as a
team and be a team player.

1. A majority of employees agreed to the fact that training improves their skills, knowledge
and supports them in career development.

2. 60%-80% of the employees are satisfied with the recently completed training program.

3. Training is consider as a positive step towards augmentation of the knowledge base by the
respondents.

4. The objectives of the programmes or events were broadly known to the respondents prior
to attending them.

5. The programmes, events were adequately designed to cater to the development needs of
the employees

6. Some of the employees suggested that the time period of the activities were less and thus it
is needed to be increased.

7. Some of the employees also suggested that use of latest training methods will enhance the
effectiveness of the training programmes.
8. Some respondents believe that the training sessions could be made more exciting and
interactive.

9. The aids used for enhancing the working environment, job satisfaction, were helpful in
improving the overall effectiveness of the working environment.

10. The activities were helped to release stress of the employees.

11employees were excited for the various activities that make them feel more productive,
good relations with colleagues.

12. The training is given to those employees who need it.

13. Employees have good professional relations with the higher authorities.

14. Employees are very productive and producing good results for the benefit of the
company.

15. Employees are motivated towards their task.

16. The problem arises somewhere with the variations of the age groups of people where we
have and we have taken the point in consideration while proposing the activities.

17. Engagement activities have an effect on job satisfaction of the employees in the
organization.

18. Job satisfaction is correlated with the activities as those act as motivational factors for the
employees while working in an organization

19. Proper arrangement of engagement program the employees will feel a strong bond and
can get motivated through that.

20. On the contrary, absence of those may result in less productivity among the employees.

21. I face a little problem in finding the data as there is no previous data available for the
topic to have look upon.
 CHAPTER-6

SUGGESTIONS AND RECOMMENDATIONS

Management should focus more on increasing the employee active participation &
engagement to achieve the organizational goals & objectives. The line manager should work
closely with the employees for their recognition or praise for doing good work. Also the line
manager should encourage & motivate more to give importance on employees’ personal
development as well as their smooth career & organizational goal achieving activities. To do
this the line manager as well the functional manager should encourage the employees to give
their opinions & role in decision making activities.

Also the employees should be given more flexible way of delivering the best in their own
method & way. It is also important to make the employees feel that their contribution is very
important & valuable to their company. This will make them feel that they are truly an
unconditioned part & asset for the organization & will motivate them to work harder to
accomplish the ultimate goal & objective of the company. The learning & development
opportunities should be very cleared to the employees so that they have a very clear picture of
progression not only of their current career development but also in their future progression.
 CHAPTER-7

CONCLUSION

 After attending the training programme most of the workers find their attitude better
towards the job.
 Aids in understanding and carrying out organisational policies.
 Provides information for future needs in all areas of the organisation.
 Organization gets more effective in decision making and problem solving skills.
 Improves morale of the workforce.
 Improves relationship between boss and subordinate.
 Helps to create a better corporate image.
 Improves the knowledge and skills at all level of organisation.
 More stress free time during the working hours.
 Excited for doing new tasks.
 Better decision making capabilities.
 Will help to go out of the monotonous life and open up for the new things and this
helps in getting more creative towards situations.

After doing this report I would like to conclude by saying that it had been a great experience
for me. Moreover the studies that I have done, gave me a stronger and more helpful
knowledge about the entire duration of internship. This report may contain few flaws yet I
have tried my best to maintain reliable. I hope this report can be a helpful resource to use in
future.
 CHAPTER-8
BIBLOGRAPHY

 Internet
 Reference books: Aswathappa, K., (2010), Human Resource Management, McGraw
Hill Education;
 Monappa, A. and Saiyadin, M., (2001), Personnel Management, McGraw Hill
Education.
 Chawla D and Sondhi N, (2011), Research Methodology, Vikas Publishing House;
 Newspaper, magazines articles helped in getting the recent information
 http://hmcworld.co.in/about/
 https://herocycles.com/overview
 https://herocycles.com/milestone
 https://herocycles.com/csr
 https://core.ac.uk/download/pdf/61804500.pdf
 http://trap.ncirl.ie/599/1/Robert_Knight.pdf