1

A PROJECT REPORT ON
“ Research on Godrej Industries Limited (GIL) ”
A PROJECT SUBMITTED TO

UNIVERSITY OF MUMBAI FOR PARTIAL COMPLETION OF

THE DEGREE OF BACHELOR OF MANAGEMENT STUDIES

UNDER THE FACULTY OF

COMMERCE BY

Aashika Pramod Kedare

UNDER THE GUIDENCE OF

Tejas Pednekar

D.S.P. M’s

K. V. PENDHARKAR COLLEGE OF ARTS,

SCIENCE AND COMMERCE,

DOMBIVLI (EAST).

(AUTONOMOUS)

MONTH AND YEAR

March 2022
2

DECLARATION

I the undersigned Aashika Pramod Kedare hereby declare that the work
embodied in this project work titled “Research on Godrej Industries
Limited (GIL)”, forms my own contribution to the research work carried
out under the guidance of Tejas Pednekar is a result of my own research
work and has not been previously submitted to any other University for
any other Degree

Wherever reference has been made to previous works of others, it has

been clearly indicated as such and included in the bibliography.

I, here by further declare that all information of this document has been
obtained and presented in accordance with academic rules and ethical
conduct.

Aashika P. Kedare

Certified by

Tejas Pednekar
3

Dombivli Shikshan Prasarak Mandal’s

[Link] COLLEGE OF ARTS,

SCIENCE AND COMMERCE.
(Autonomous)
Dombivli (East) 421203, Dist.
Thane.

CERTIFICATE

This is to certify that Aashika Pramod Kedare has worked and duly completed his
project work for the degree of Bachelor of Management Studies under the Faculty of
Commerce in the subject of Human Resource and his project is entitled, “Research on
Godrej Industries Limited (GIL)”, under my supervision.
I further certify that the entire work has been done by learner under my
guidance and that no part of it has been submitted previously for any Degree
of any university.

It is her own work and facts reported by her personal findings and
investigations.

(Tejas Pednekar)
Research Guide

Seal of the college

Date of submission _______

External Guide
4

ACKNOWLEDGEMENT

To list who all have helped me is difficult because they are so numerous and
depth is so enormous.

I would like to acknowledge the following as being idealistic channel and

dimensions in the completion of this project.

I take this opportunity to thank the University of Mumbai for giving me chance
to do this project.

I would like to thank my Principal, Dr. Suryakant Lasune for providing the
necessary facilities required for completion of this project.

I take this opportunity to thank our Coordinator Prof. Sangeeta Hirlekar, for
her moral support and guidance.

I would also like to express my sincere gratitude towards my project guide Prof.
Tejas Pednekar whose guidance and care made the project successful.
I would like to thank my College Library, for having provided various reference
books and magazines related to my project.

Lastly, I would like to thank each and every person who directly or indirectly
helped me in the completion of the project especially my Parents and Peers who
supported me throughout my project.
 5

INDEX
SR. NO. CONTENT PAGE
CHAPTER-1 INTRODUCTION
1.1 Company profile 8
1.2 Vision and Mission of the company 10
1.3 Supply chain analysis 12
1.4 Code of conduct 15
1.5 Organisation timeline 16
1.6 Award’s 17
1.7 Strength, weakness and goals 18
1.8 Services product of the company 19
1.9 Competitors of Godrej 22
1.10 Environment of company 23
1.11 Recruitment, Selection and Interview of 24
candidate
1.12 Objective and limitations of study 27
CHAPTER-2
Literature review 29

CHAPTER-3
Research methodology 32

CHAPTER-4
Data analysis & interpretation 34

CHAPTER-5
5.1 Suggestions 48

5.2 Learning’s 49

5.3 Conclusion 50
 6

CHAPTER-6 6.1 References 52

6.2 Bibliography 53
6.3 Annexure 54
7

CHAPTER :1
8

Company profile
Established in 1897, the Godrej group has grown in India from the days of the charkha to
nights at the call centers . Founder, Ardeshir Godrej, lawyer-turned-locksmith, was a
persistent inventor and a strong visionary who could see the spark in the future. His
inventions, manufactured by his brother Pirojsha Godrej, were the foundation of today’s
Godrej empire.
Godrej group has its root in India’s Independence and Swadeshi movement. The company’s
geographic segments include within India as well as outside India with presence in more than
60countries and Godrej ensures that their customers are at home with Godrej no matter where
they go. Company operates in sectors as real estate, consumer products (FMCG), industrial
engineering, appliances, furniture, security and agricultural products. The Godrej Group is
firmly entrenched in diverse businesses. Security Systems and Safes, Typewriters and Word
processors, Rocket Launchers, Refrigerators and Furniture, Outsourcing Services, Machine
Tools and Process Equipment, Cosmetics and Detergents, Engineering Workstations, Medical
Diagnostics and Aerospace Equipment, Edible Oils and Chemical, Mosquito Repellents, Car
perfumes, Chicken and Agriculture products.
Some of Godrej’s firsts:
• In 1897, Godrej introduced the first lock with lever technology in India.
• In 1902, Godrej made the first Indian safe.• In 1920, Godrej made soap using vegetable oil,
which was a huge hit with the vegetarian community in India
• In 1955, Godrej produced India’s first indigenous typewriter• In 1989, Godrej became the
first company to introduce PUF (Polyurethane Foam)• Introduced India’s first and only 100%
CFC, HCFC, HFC free refrigerators.
9
10

Vision of Company
Godrej Consumer Products Limited Vision is:
“We are dedicated to deliver superior stakeholder value by providing solutions to existing
and emerging consumer needs in the Household & personal care [Link] will achieve
this through enduring trust and relentless innovation delivered with passion and
entrepreneurial spirit.”
Some of the core and corporate shared value of Godrej:
Commitment to Quality
Customer Orientation
Dedication & Commitment
Discipline
Honesty & Integrity
Openness & Transparency
Respect/Care and Concern for People
Working in Team work format
Trust

Mission of company
Godrej Mission is to operate in existing and new businesses which capitalize on the Godrej
brand and corporate image of reliability and integrity.
Godrej objective is to delight its customer both in India and abroad.
Godrej shall strive for excellence by nurturing, developing and empowering its employees
and suppliers.
Godrej encourages an open atmosphere, conducive to learning and teamwork.
Accelerate the growth of Indian household insecticides market.
To globalize the business rapidly.
Enriching Quality of Life Everyday Everywhere.
11
12

SUPPLY CHAIN ANALYSIS

(CONSUMPTION OF PRODUCTS)
The market is very versatile today and we are moving from unorganised
market scenario towards the organised market. The customers are managed enough
that they require the best product at the cheaper rate . This enhances the competition
over a product by different companies whether it is a domestic or an International
company.
Looking into the demand of the consumer product in the South Delhi it has
shown a great potentiality and great demand of the products in the market. Many
companies are existing in the Delhi consumer market, from Hindustan Unilever,
Neha, Garnier, L’Oreal and some of the local brands.

All the national and international players are doing good business in the market; along
with them local manufacturers like Neha Mehendi, Jo are also doing very good
business holding a good market share along with big One. All these companies are
concentrated to the need of the consumers in Delhi market and supplying their
products among the consumers.

Local unorganized players are also holding a major portion of the market share.
Demand is very good in the market so all these local companies have been able to do
good business where big giants like HUL,ITC, Godrej exists.
On the other hand, companies fight for the maximum market and by different means
they try to penetrate into the market and try to make the most possible reach that can
be in terms of Sales Promotion, Discounts, Promotional Schemes and others.

The customer of today is divided where we have a customer of the urban area and the
other side the customer of the rural area. The needs, wants and demands of both the
customers are very much different, where on the customer of the Urban area requires
products in a lot and on the other hand the rural market customer needs things in
loose. As per the area given i.e. the area of the South Delhi.
13

The Supply Chain process of GODREJ CCONSUMER PRODUCTS Ltd. follows in the
order,
The markets are known as the Beat and the followed beats are as follows,

New Friends Colony (NFC) Chattarpur

Madangir Malviya Nagar

Bhogal Badarpur

Okhla Ashram

Mehrauli Sangam Vihar

Devli Mithapur

Sarita Vihar Neb Sarai

Dakshin puri Khirki

Jaitpur Jasola

Sri Niwaspuri Seikh Sarai

Ali gaon.
14

The beats (markets) as given above are having different kinds of points that are Whole

seller, Retailers and the Retail outlets with different kinds of customers. The

customers of the areas in villages are a little literate who ask the product by its name

but educated people in some areas ask the product with its features.

The above markets are divided into categories that are,

A-class – Malviya Nagar, NFC, Sarita Vihar, Ashram, and others where the usage of

products are on the frequent basis

B-class – Madangir, Mithapur/Jaitpur, Bhogal, Badarpur, etc.

C-class – Sangam Vihar, Khanpur, Devli, Neb Sarai, etc.

Sales as per the Cartons per month,

Products Cartons sold/week

Godrej No.1 2000

Fair Glow 150

Cinthol 150-200

Glory 2-3

Vigil 0-1

Shikakai 1-2

Ezee 15-20

Shaving cream 8-10

Talcum 60-100

Sanitizer 2-3

Hand Wash 0 (till date)

Dyes 50
15

CODE OF CONDUCT

THE BOARD OF DIRECTORS AND SENIOR MANAGEMNET

Applicability of the Code of Conduct This Code of Conduct (Code) applies to Directors of
Godrej Consumer Products Ltd. (GCPL). It also applies to the senior management of the
company i.e. one level below the executive directors, and all functional heads.
Code of Conduct
The Board of Directors and Senior Management of Godrej Consumer Products Ltd.
(GCPL) should:
• Demonstrate the highest standards of integrity, business ethics, and corporate governance.
• Perform their roles with competence, diligence, in good faith and in the best interests of the
Company.
• Provide expertise and experience in their areas of specialization and share learnings at
Board meetings with the best interests of the Company and its stakeholders in mind. They
should point the company's management in the 'right' direction based on their experience and
judgement.
• Give careful and independent consideration to the affairs of the company and all documents
placed before them to satisfy themselves with the soundness of key decisions taken by the
Management. They should call for additional information, where necessary, for making such
judgements.
• Not engage in any business, relationship or activity which detrimentally conflicts with the
interest of the Company / Godrej Group or bring discredit to it. Any situation that creates a
conflict of interest between personal interests and the Company and its stakeholders' interests
must be avoided at all costs.
• Follow all the guidelines put forth in the Insider Trading Code of Conduct.
16

ORGANISATION TIMELINE
 1897 - Godrej & Boyce Mfg. Co. Ltd established

 1918 - Godrej Soaps Limited incorporated

 1961- Godrej Started Manufacturing Forklift Trucks in India

 1971- Godrej Agrovet Limited began as an Animal Feeds division of Godrej Soaps

 1974 - Veg oils division in Wadala, Mumbai acquired

 1990 - Godrej Properties Limited, another subsidiary, established

 1991 - Foods business started

 1991 - Godrej Agrovet Limited incorporated

 1994 - Transelektra Domestic Products acquired

 1995 - Transelektra forged a strategic alliance with Sara Lee USA

 1999 - Transelektra renamed Godrej Sara Lee Limited

 2001 - Godrej Consumer Products was formed as a result of the demerger of Godrej

Soaps Limited. Godrej Soaps renamed Godrej Industries Ltd.

 2002 - Godrej Tea Limited set up

 2003 - Entered the BPO solutions and services space with Godrej Global Solutions

Limited

 2004 - Godrej Hi Care Limited set up to provide a Safe Healthy Environmen to

customers by providing professional pest management services

 2006 - Foods business was merged with Godrej Tea and Godrej Tea renamed Godrej

Beverages & Foods Limited

17

AWARDS
 GCPL, the Highest Ranked Indian FMCG in Asia's Hot Growth Companies' List by
Business Week
 Godrej Consumer Products Ltd. has been ranked 14th in The Best Companies to
Work For study. This study was jointly conducted by Business Today, Mercer and
Taylor Nelson Sofres (TNS)
 Godrej Consumer Products Ranks 6th in ET-Hewitt Best Employers of India survey
 GCPL ranked 15th in Great Places to Work 2006 survey
 The Corporate Citizen of the Year Award given by Economic Times.
 Flagship brands Goodknight, Cinthol and Ezee selected Super brands by the
Superbrands Council
 Godrej Sara Lee, the JV between the Godrej Group and Sara lee Corporation, USA is
acknowledged the World's largest mat manufacturers and South Asia's largest
manufacturers of Coils.
 Godrej Consumer Products Limited, adjudged as a Business Superbrand by
the Super Brands Council.
 The Return on Capital Employed and Return on Net Worth ratios of Godrej
Consumer Products - the highest in corporate India.
 Godrej Consumer Products was awarded the "Best Managed Workforce" award
given by Hewitt Associates and CNBC TV18.
 Godrej Consumer Products features in the Top 25 list of Great Places to Work
(survey conducted by Grow Talent in association with Business World) for four years
in a row.
 Lifetime Achievement Award for Godrej Industries from CHEMEXCIL, the
Basic Chemicals Pharmaceuticals and Cosmetics Exports Promotion Council.
 All India best FMCG company to work with- Business Today
18

Strength, Weakness and Goals

Various strengths of the company are:
The Company has got wide range of branches within the country.
The Company has wide range of product line.
Godrej is having better Sales after services.
The Company has there respectable and believable brand name.
Company is having large number of customer with higher satisfaction.
The management is trained and efficient & the network of service centers is good in all
states.
Various weakness of the company is:
The Company does not go for advertising, which is one of the biggest disadvantages of
Godrej.
Its emphasis more on the advertising of office automation & prima division.
Manpower is less at sale officer level so that it affecting directly on the way of sale
The company is focusing many security products at a same time.
The effective selling schemes are not available like payment on installments.
Goals of company are:
“ Godrej in Every Home and Work place”
19

Services/Product of the company

AEROSPACE
Godrej Aerospace, engaged in hi-tech aerospace manufacturing activities, started in 1985
with development of critical, high-precision spacecraft components, made out of exotic
alloys. Currently, they make systems for land, air and outer space application equipment.

APPLIANCES
Godrej Appliances began its journey in 1958 with the very first refrigerator in India. Today, it
has a market presence in white goods such as refrigerators, air-conditioners, washing
machines and microwave ovens.

AV SOLUTIONS
Godrej AV Solutions provides AV (audio/visual) products and solutions that seamlessly
integrate audio, video, display, lighting equipment and system controls .Pan India presence,
reliable after-sales support and innovative designs give them a differentiating edge

BATTERIES
Godrej has an international range of consumer batteries and allied products in
partnership with GP Batteries, one of the world’s largest manufacturers of
consumer batteries. The product range includes zinc chloride, alkaline and rechargeable
batteries, a range of chargers and torches.

CONSTRUCTION
The Construction business of Godrej & Boyce Manufacturing Company Limited began in
1948. Godrej Construction has complete in-house capacities for architectural and structural
design and construction of industrial and residential projects. It has also constructed
warehouses, offices and Godrej Bhavans in metropolitan cities like Delhi, Kolkata, Chennai
and Hyderabad.

ELECTRICALS & ELECTRONICS

Godrej Electricals and Electronics cater to the needs of customers in the areas of energy and
environment. They provide all types of engineering services in electrical, electronics,
compressed air technology, busbar systems, instrumentation and telecommunication and
automation technology.

INTERIO
Godrej Interio is India’s largest furniture brand. They design products, set up
processes and use raw materials that are eco-friendly to ensure preservation of natural
resources. The product offerings include home and office furniture, along with solutions for
laboratories hospitals and healthcare establishments, education and training institutes,
shipyards and naval requirements, auditoriums and stadiums.
20

LAWKIM MOTORS
Lawkim is a specialist motor manufacturer, in business since 1961. Lawkim joined Godrej in
October 2008. Along with the calibration laboratories in Mumbai, Pune and Vapi, it has now
has started a new laboratory in Chennai.

LOCKS
The Godrej story began in 1897 with the manufacture of locks. Godrej Locking Solutions &
Systems provides locking solutions that reach homes, offices ,industries and the hearts of
millions of people in India and around the world for
whom ‘locks’ means Godrej.
MATERIAL HANDLING
Godrej Material Handling has a state-of-the-art manufacturing facility at Vikhroli, Mumbai
with a capacity to manufacture over 200 forklifts and completely overhaul12 trucks every
month. Godrej is possibly the only material handling equipment manufacturer in the country
today to develop new models and attachments to suit market requirements in an
extraordinarily short time.
PRECISION ENGINEERING
Godrej Precision Engineering delivers customized solutions meeting exacting quality
requirements for high technology applications in nuclear power, defense ,wind and other
engineering sectors. It has a legacy of over five decades of machine tool building experience.
It has built on this unique experience for developed capabilities for system integration.
PROCESS EQUIPMENT
Godrej Process Equipment is a leader in fabricating unit static equipment for process
industries. Established in 1976, Godrej Process Equipment manufactures the entire range of
process equipment for end-users in core industry segments like refineries, petrochemicals,
fertilizers, oil and gas, chemicals, pharmaceuticals and power around the world.
SECURITY SOLUTIONS
Godrej Security Solutions offers diverse security product solutions including technologically
advanced sphere-like cameras with analytics, substance detectors(bomb, bullets and
narcotics), X-ray baggage scanners, biometrics and access control systems, burglary and fire-
resistant safes, road blockers and marine solutions.
STORAGE SOLUTIONS
Godrej Storage Solutions are pioneers, visionaries and market leaders for over five decades in
India in the field of storage and material handling with products ranging from slotted angle
shelving, selective pallet racking to integrated man-less intelligent warehousing solutions.
21

TOOLING
Godrej Tooling is among the country’s most advanced tool rooms. Since inception,
it has emerged as a key player in design, manufacture and proving of tools. The product range
includes pressure dies, casting dies, thermo-compression moulds, complex and large sheet
metal tooling for auto panels and progressive dies.
VENDING
Godrej Vending produces high-quality table-top beverage vending machines for the world
market in collaboration with Veromatic International BV of the Netherlands. The latest
technologies, stringent quality control and excellent aftersales service are the key ingredients
that have made Godrej Vending a trusted name.
22

Competitors of Godrej
Major competitors of Godrej are:
23

Environment of company
The work culture in Godrej supports learning at every stage of one’s work life. Opportunities
in learning are available in the technical, functional, behavioral general management and
leadership areas through options like EDPs (Executive Development Programs), MDPs
(Management Development Programs), E-learning and On the Job exposure to International
Practices. Respect and recognition of performance is an inextricable part of Godrej work
culture. Consistent performance becomes the benchmark for growth opportunities, job
rotations, remuneration, reward and recognition. They provide equal opportunities to their
employees to grow both horizontally & vertically through cross functional, cross business
and cross location job rotations. This gives immense opportunities to professionals to add
value to them & to satisfy their career aspirations.
24

Recruitment– Selection– Interview of Candidate

Recruitment: Recruitment is understood as the process of searching for and obtaining
applicants for jobs, from among whom the right people can be selected. Theoretically,
recruitment process is said to end with the receipt of applications, in practice the activity
extends to the screening of applications so as to eliminate those who are not qualified for the
job. Recruitment refers to the process of receipt of application from job seekers. In reality, the
term is used to describe the entire process of employee hiring. There are recruitment boards
for railways, banks and other organizations. B school talks about campus recruitment. In
newspapers too , recruitment is frequently used to connect the process of employment.

RECRUITMENT IN GODREJ:
The requirement of work force arises when a post gets vacant that happens due to
promotion and/or when an employee leaves the organization.
There are vacancies all round the year.
In case it doesn’t have availability of human resources to meet the requirement, then it
contacts and takes help from the mother pool and in this way requirement is met. Mother pool
is a database system where all resume’s and work force is directed to the requirement. In this
procedure, semi-skilled employees can also be employed. Incase of specializations, outside
advertisement and help is sought for.
Then it is announced through websites of Godrej to all of its branch offices regarding the
vacancy, designation, work expected out of them, minimum requirements of applying, etc.
An outside applicant can also apply for the post.
Employees in the other branches can also apply for change of place or kind of work. E.g. an
employee working in Ahmadabad branch as an accounts executive can apply in Mumbai
branch for any post in only the next level, including he has capabilities.
Also there is campus recruitment. Their campus recruitment programme is geared towards
nurturing young talent and helps them make a smooth transition from B-schools and colleges
to the work place. Through the empowered internship programme as also the robust induction
which involves stimulating assignments and myriad projects across functions and business
they provide challenging and fulfilling career options to their young leaders
.Recruitment and selection are the two crucial steps in the HR process and are often used
interchangeably. There is, however, a fine distinction between the two [Link]
recruitment refers to the process of identifying and encouraging prospective employees to
apply for jobs, selection is concerned with picking the right candidates from a pool of
applicants. Recruitment is said to be positive in its approach as it seeks to attract as many
candidates as possible. Selection on the other hand is negative in its application in as much as
it seeks to eliminate as many unqualified applicants as possible in order to identify the right
candidates.
25

SELECTION IN GODREJ:
In most cases employees currently working with Godrej are given more preference if they
are qualified and fulfill the requirements needed for the post. In case of specialized services,
outside sources are sought for.
Then all of them are interviewed and the appropriate one is chosen. The other resumes are
preserved for future reference and support. The management prefers selecting an internal
employee for any vacancy. E.g. mostly subordinates working with the deputy are preferred in
case of vacancy of a deputy manager. In case of expansion also, internal employees are
sought for first. In this presently working employees get a lot of opportunities of growth.

Selection/Interview Process at Godrej:

It consists of three rounds-
[Link] Intelligence
[Link] Writing
[Link]
General Intelligence:
It doesn‘t mean General Knowledge questions but it stands for right thing at right time.
For clearing this round, there is no need for special preparations but there is the time limit.
Essay Writing:
Candidates have to write an essay of 200 words on any of the topic given:
1 – Globalization
2 – Covid -19 Pandemic and its effect on Indian Economy Interview:
This is final round consisting of simple technical and HR related questions.
Once the candidate passes all the round candidate is eligible to work for Godrej.
26

Performance Evaluation
It is the process of obtaining, analyzing, and recording information about the relative worth
of an employee to the organization.
Godrej’s expectation from employee is: “If
you are an energetic, creative professional with a burning desire to perform, learn and grow
– Godrej could well be right place to build your career.”

Methods followed by Godrej are:

[Link] anchored rating scales
2.360 – degree appraisal
[Link] Assessment Process
[Link] System
Behaviorally Anchored Rating Scales(BARS):
The different performance levels of employees are shown by the side of the scale, with each
level described in terms of specific behavioral example, either good or bad performance.
This method specifies the various dimensions to be rated in behavioral terms and makes use
of critical incidents to explain the various levels of performance
In this method, an employee’s actual job behavior is judged against the
desired behavior by recording and comparing the behavior with BARS.
Developing and practicing BARS requires expertise knowledge.
360 Degree appraisal:
360degree feedback, is most comprehensive appraisal where the feedback
about the employee’s performance comes from all the sources that come in
contact with the employee on his job.
360degree appraisal has four integral components:
[Link] appraisal
[Link]’s appraisal
[Link] appraisal
[Link] appraisal
Self appraisal gives a chance to the employee to look at his/her strength and weaknesses,
his achievements, and judge his own performance.
27

Objective Of The Study

 To research on Godrej Company.
 To analyse the selection process, products, competitors of the company.
 To get employee reviews of the company.

Limitation Of The Study

 This research contains the study of only Godrej limited.

28

CHAPTER :2
29

Literature Review
Consumer behaviour is described by Krugman (1965) as the actions, thought process and
perceived outcome, in collaboration with environmental factors, during the course of making
a decision, which could result in a purchase. Some of the factors that are significant in
consumer behaviour are external environment, demographics and personal characteristics,
which are influenced by the consumer’s beliefs, values and attitudes.

In the literature perspective, Assael (1994) explained that consumer behaviour as
the process of perceiving and evaluating different components of a purchase. Further more,
he explains that there are two broad influences that decide consumer choice. At First, the
individual consumer’s needs, consciousness of brand characteristics and awareness to
alternatives are of significance in the matter of decision-making. Other factors that influence
the choice of brand are the consumer’s demographics, lifestyle and personal characteristics.
Secondly, the environment has importance in consumer behaviour, which consists of culture,
social class and reference groups.

Blackwell et al (2001) defined consumer behaviour as a summation of acquisition,

consumption and disposal of products or services. However, such definition falls short of the
continuity of the processes. Based on this loophole, Arnoud et al. (2004) further proposed the
circle of consumption that recognize purchasing processes as a loop, comprising acquisition
of goods and services, consumption, as well as disposal of used goods. As far as the
consumer decision process model is concerned, consumers need to go through seven steps
before reaching their final decisions. These seven steps include need recognition, search for
information, pre-purchase, evaluation, purchase, consumption, post-consumption evaluation
and divestment (Blackwell et al., 2006).

Rayport and Jaworski (2003) study revealed that most of the consumer research would
primarily base on these seven stages and how different elements affect each stage of
consumers’ decisions, regardless of the different terms and consolidation of stages. Further
they point out that the significant impact of internet on consumer purchasing decision. This
new kind of non-shop retailing format has begun replacing the fairly established catalogue
and TV shopping and its development is rapid albeit itis more recently found in comparison
with the existing non-shop retailing modes.

Porter (2004) pointed out that firms can create value by providing lower price or unique
offers to the customers so as to excel their competitive advantages over the others. Stage four
refers to the purchase decisions made by the consumers after evaluating the offers from
different retailers.
30

Kolter et al (2005) explained that the pre-purchase evaluation that consumers compare
between different products and brands to make a purchasing decision. In this stage,consumers
pay particular attention to the attributes which are most relevant to theirneeds. Attributes like
quantity, size, quality and price are commonly used to judge a brand by customers. Any
changes in these attributes can affect consumers’ decisions on brand or product choices.
Solomon et al (2006) stated that along the same lines the complexity of consumer
behaviour with regards to choice comes to our attention when we see it under the light of
consumer behaviour motivations. Consumers’ motivations are frequently originated in
underlying aspiration values. Further, consumers are not usually willingto communicate these
underlying desires or often are not aware that their productevaluation behaviour is an
extension of whom they are and who they want to be
As stated by Blackwell et al (2006) there are two phases contributing to the decisionmaking
processes, including retailer and in-store selection. Retailer selection is made by judging
which retailers to buy after investigating the attributes from the previousstage whereas in-
store selection is affected by the selling skills of salesperson, visualdisplays inside the shops,
as well as point-of-purchase advertising.
Kapferer (2008) pointed out that the brand is the ultimate personality, which
discardsatypical, dissonant elements in disagreement with its personality. A brand
providesconsumers a sense of stability and consistency. Along those lines, a brand is
lessflexible than its product categories. Once the personality image of the brand is createdin
the minds of consumers, it is very difficult to change. Thus, therein lays the importance of
understanding consumers’ rejection of products and brands.
Saravanan (2010) in his study revealed that the modern market is highly competitiveand
traditional. The prominence gained by an individual consumer in marketingdecision making
compels the marketers to look at and organize the component of themarketing mix through
the customer’s eyes. Hence, consumer behaviour research has come into existence. In the
present era, women play a vital role in all fields andwomen play a major role in taking
purchase decisions for non-durables.
According to Levitt (1983) there are four elements for building a successful brand,namely
tangible product, basic brand, augmented brand and potential brand. Tangible product refers
to the commodity which meets the basic needs of the customers. Basic brand, on the other
hand, considers the packaging of the tangible product so as toattract the attention from the
potential customers. The brand can be further augmentedwith the provision of credibility,
effective after-sales services and the like. Finally andmost importantly, a potential brand is
established through engendering customer preference and loyalty. By doing so, the image of
the brand could be well instilled in the customers’ mind.
31

CHAPTER :3
32

Research Methodology
 Scope of study
 The study was concentrated on whole Godrej and Boyce Mfg. Co. Ltd &
Godrej Industries.
 Data Collection
The project is covered primary data and secondary data. It is mainly from as
under.
 Primary data: Questionnaire/Google Form.
 Secondary data: Internet, magazine.
 Statistical Tools Used For The Study
 Bar graphs.
33

CHAPTER :4
34

Data Analysis & Interpretation

Age

12.50%

50.00%

37.50%

18-25 25-40 40-60 Above 60

As per the diagram 50% of Employees are in18 – 25 age group

and 37.50% of Employees are in 25 – 40 age group.
12.50% of Employees are in 40 – 60 age group.

Rate your level of satisfaction with the working culture of the organization.
35

25% 25%

13%

38%

very satisfied average

dis satisfied satisfied

25% of Employees are very satisfied, 25% of employees are satisfied,0.

.
37.50% of employees are Average and 12.50% of employees are dis satisfied
with the working culture of the organisation / company.
36

Since how many years you have been working in this organisation?

0.125

0.875

0-5 yrs 5-10 yrs

10-15 yrs more than 15 yrs

As per the diagram 87.50% of employees have been working 0 – 5 years in this
organisation and 12.50% of employees have been working more than 15 years.
37

Will you like to refer others to work in this

organisation/company/industry?

25%

75%

yes no

75% employees refer and 25% employees are not refer other to work n this
Organisation /company/ industry.
38

Are you satisfied with the job benefits?

25%

13% 63%

yes no nuetral

62.50% employees are satisfied, 25% employees are equal in satisfaction and
12.50% employees are not satisfied with job benefits.
39

Do you enjoy company’s culture?

13%

25%

63%

yes no neutral
62.50% employees are enjoy , 12.50% are equally enjoy and 25% of employee are not enjoy
in company’s culture.
40

Do you feel connected to your co-workers?

25%

75%

yes no
75% employees feel connected and 25% of employees not feel connected and with their co-
worker’s
41

Do your managers value your feedback?

25%

75%

yes no
75% employees get value and 25% of employees not get value their feedback.
42

How transparent do you feel the management is?

12.50%

37.50%

50.00%

0% 20%-50%
50%-80% more than 80%
50% of employees feel 50% - 80% , 37.50% are feel , 20% - 50% and 12.50%
Are feel transparent more than 80%
43

Does your company offer adequate opportunities for promotions & career
development?

37.50%

62.50%

yes no

62.50% of employees get offered and 37.50% of employees do not offered promotions.
44

Does your company gives you the tools & technologies you need to do your
job well?

25%

75%

yes no

25% employees are saying yes and 25% employees are saying no.
45

Do you feel valued?

37.50%

62.50%

yes no
62.50% employees feel valued and 37.50% employees do not feel valued.
46

How happy are you at your work?

13%

38%

25%

25%

0%-25% 25%-75% 75%-100% not happy

Many of the employees are happy at their work.

47

CHAPTER :5
48

Suggestions
The company should develop a ‘Customer Care Centre’ focusing on relation
development with retail outlets. This customer care centre will try to solve the problem faced
by the retailers. The retailers can place their order directly by Telephone in order to avoid the
shortage of supply. This thing can maintain a direct connection between company officials &
retailers.

[Link] display and the availability of the products should be proper and well managed.
2. More and more advertisements should be telecasted for attracting the consumer’s
attention.
3. Godrej Consumer Products should have more monopoly counters and key discount
outlets.
4. Company should venture into the production of hair shampoos.
5. Price and scheme information should be clear to retailer properly.
6. Company should sponsor major events.
7. Incentive should be given on each new outlet included by the market developer. This
will motivate them (M.D) to include new outlets at their route.
8. The company must organize the meetings with the distributors as well as the people of
key outlets.
49

LEARNING’S
No doubt that a field work or training can change one’s attitude and behaviour. In between
training course I have come to recognize my own potential and skills taking into mind my
dreams. Which has given me a right platform to make my career in corporate sector, there I
can utilize my skills and knowledge in a better way.
 Planning and organizing: Planning about the given task and complete it within the time
boundary and try to put optimum utilization of available resources in the work.
• Customer Focus: Understanding the customer focus planning and respond them
appropriate and satisfactory answer for making long term relationship with them.
• Negotiations: How to build internal commitment and external credibility, through
effective negation and suitable influencing styles based on a clear understanding of
organizational decision making dynamics.
• Team effectiveness: Ability to lead the team members and ability to get the work done
from them.
• Personality Development: Working under the guidance of Mr. Bhavneet Khurana has
been a rewarding experience threw picking up some charismatic points from his
personality I tried to put on the customers. It enhances my presentations skills.
• Achievement Orientation: Ambition to achieve the target within the given period
enhances my capability and helps in to overcome obstacles and give outstanding result or
outcomes.
• Corporate Exposure: The achievements which I got from this training, will be helpful in
my professional life by this I learnt how I can do smart work with minimum efforts.
• I got a project which gave me the opportunity to meet the various people in the corporate
world. I could understand the working culture of corporate. Before this I never visited
such big organizations.
• Making plan for the next day and finding the concern department and person allowed me
to increase my communication ability, written as well as verbal.
50

Conclusion

 Godrej provides diverse HR practices then all other companies which help in
developing their reach and better employee turnover.
 Some of the practices which can learned from Godrej are:
1. They provide external workshops to train their employees.
2. Flexi work environment which helps to make balance in work life and robust
talent management.
3. Godrej Fellows Program in which every year 12 candidates from entire
company are selected for future.
4. Godrej LOUD is new and creative approach which attracts talent from various
B-school campus from India.

 These all practices of Godrej make them successful and unique than other companies.
51

CHAPTER :6
52

References
 [Link]
 [Link]
 [Link]
 [Link]
 [Link]
 Notice of AGM Godrej
53

BIBLIOGRAPHY
List of references for the purpose of completing this Project are as given below;
TEXT-BOOKS
 KOTLER Philip, Marketing Management, Millenium Edition (Tenth Edition), United
States Of America, Prentice-Hall, Inc. (2000)Page No’s referred – 1-5, 7-10, 12-17
 RAMASWAMY V S and NAMAKUMARI S, Marketing Management Planning,
Implementation & Control Global Perspective Indian Context (Third dition), Delhi,
MacMillan India Limited (2007) Page No’s referred – 19-28, 37-52, 152-160, 511,524,
562
 BOYD Harper W., Marketing Research Text and Cases (Seventh Edition), Delhi, All
India Traveller Bookseller (2007) Page No’s referred - 127,130,136,321,407
NEWSPAPERS
 The Economic Times,
 Godrej Sells brand Ambi Pur for € 40 m (Three way Deal Involves
Sara Lee And P& G Too) Kala Vijayraghavan & Maulik Vyas, 13th July 2010
 Godrej Consumer Products Remains an attractive buy, Kiran Kabtta Somvanshi, 19th
April 2010
 Godrej Consumer Products acquires Indonesia’s Megasari Group, ET Team, 17th May
2010
 Godrej Consumer looks to raise $125 mn via PE: Sources,
Reuters, 11th May 2010
54

Annexure

1. Age
a) 18-25
b) 25-40
c) 40-60
d) Above 60

2. Rate your level of satisfaction with the working culture of the organization.
a) Very satisfied
b) Average
c) Dis-satisfied
d) Satisfied

3. Since how many years you have been working in this organisation?
a) 0-5yrs
b) 5-10yrs
c) 10-15yrs
d) More than 15yrs

4. Will you like to refer others to work in this organisation/company/industry?

a) Yes
b) No

5. Are you satisfied with the job benefits?

a) Yes
b) No
c) Neutral

6. Do you enjoy your company’s culture?

a) Yes
b) No
c) Neutral

7. Do you feel connected to your co-workers?

a) Yes
b) No
55

8. Do your managers value your feedback?

a) Yes
b) No

9. How transparent do you feel the management is?

a) 0%
b) 20%-50%
c) 50%-80%
d) More than 80%

10. Does your company offer adequate opportunities for promotions & career
development?
a) Yes
b) No

11. Does your company give you the tools & technologies you need to do your job
well?
a) Yes
b) No

12. Do you feel valued?

a) Yes
b) No

13. How happy are you at you work?

a) 0%-25%
b) 25%-75%
c) 75%-100%
d) Not happy