Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
Scribd Logo
Upload

Welcome to Scribd!

  • 35 views

    Colgate Palmolive Case Study: - Monal Tandon

    Uploaded by

    Archana Lenka
    Colgate Palmolive has set up a new plant in Sri City, Andhra Pradesh with a capacity of 150,000 tonnes of product annually. The plant plans to hire 500 local workers, with 70% of the workforce from the local area. There were several challenges involved, including a lack of educational qualifications and language barriers amongst workers, poor local infrastructure, and a competitive labor market with workers lacking technical and communication skills. The compensation policy aims to attract, motivate and retain talent while maintaining transparency and legal compliance. Remuneration includes fixed salaries as well as variable bonuses and profit sharing determined based on performance and market competitiveness. Benefit plans also include rewards, recognition, vacations and allowances for managers, plant

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd

    Colgate Palmolive Case Study: - Monal Tandon

    Uploaded by

    Archana Lenka
    35 views9 pages
    Colgate Palmolive has set up a new plant in Sri City, Andhra Pradesh with a capacity of 150,000 tonnes of product annually. The plant plans to hire 500 local workers, with 70% of the workforce from the local area. There were several challenges involved, including a lack of educational qualifications and language barriers amongst workers, poor local infrastructure, and a competitive labor market with workers lacking technical and communication skills. The compensation policy aims to attract, motivate and retain talent while maintaining transparency and legal compliance. Remuneration includes fixed salaries as well as variable bonuses and profit sharing determined based on performance and market competitiveness. Benefit plans also include rewards, recognition, vacations and allowances for managers, plant

    Original Title

    COMPENSATION_COLGATE

    Copyright

    © © All Rights Reserved

    Available Formats

    PPTX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Colgate Palmolive has set up a new plant in Sri City, Andhra Pradesh with a capacity of 150,000 tonnes of product annually. The plant plans to hire 500 local workers, with 70% of the workforce from the local area. There were several challenges involved, including a lack of educational qualifications and language barriers amongst workers, poor local infrastructure, and a competitive labor market with workers lacking technical and communication skills. The compensation policy aims to attract, motivate and retain talent while maintaining transparency and legal compliance. Remuneration includes fixed salaries as well as variable bonuses and profit sharing determined based on performance and market competitiveness. Benefit plans also include rewards, recognition, vacations and allowances for managers, plant

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    35 views9 pages

    Colgate Palmolive Case Study: - Monal Tandon

    Uploaded by

    Archana Lenka
    Colgate Palmolive has set up a new plant in Sri City, Andhra Pradesh with a capacity of 150,000 tonnes of product annually. The plant plans to hire 500 local workers, with 70% of the workforce from the local area. There were several challenges involved, including a lack of educational qualifications and language barriers amongst workers, poor local infrastructure, and a competitive labor market with workers lacking technical and communication skills. The compensation policy aims to attract, motivate and retain talent while maintaining transparency and legal compliance. Remuneration includes fixed salaries as well as variable bonuses and profit sharing determined based on performance and market competitiveness. Benefit plans also include rewards, recognition, vacations and allowances for managers, plant

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 9

    COLGATE PALMOLIVE CASE

    STUDY
    -MONAL TANDON
    COLGATE PALMOLIVE SRI PLANT

    Based on the growth


    projection, company • Projects
    Most trusted brand in decided to setup a The production is done .
    • Operations
    India and a leading new plant in Sri City in six stages- • Technical
    FMCG Brand . It has with the capacity of horizontal moulding, • Quality assurance
    wide ranging sales and 1,50,000 tones of vertical moulding , • Human resources
    distribution network product. tufting, end rounding, • commercial
    packing and sealing.

    Colgate palmolive has The factory planned to The workers were also
    57.8% market share hire 500 workers and divided into 6
    in toothpaste market atleast 70% of the categories-
    and 42.1% share in workforce from the
    toothbrush market local area
    CHALLENGES INVOLVED
    3
    Lack of proper 5
    educational qualification To determine a
    amongst worker. competitive pay structure

    2
    Language barrier amongst
    workers due to the location 4
    of plant . Poor infrastructure and
    challenge to attract
    talented workforce

    1
    Competitive Labor market
    and lack of technical and
    communication skills in
    workers.
    COMPENSATION
    POLICY FOR
    COLGATE
     Compensation policies are designed in way manner for protection and the
    interest pertaining to employees, customers and the stakeholders

     company always tries its maximum maintain transparency while


    implementing any policy so that there leaves no room for any kind of
    ambiguity in the organization

     Get a modern PowerPoint Presentation that is beautifully designed.

    OBJECTIVE OF POLICY
    •The prime objective of the policy is to adhere to the legal
    compliance related to the remuneration of the employees

    •To attract, motivate and retain the high performers and the
    talent pool of the organization in order to build a competitive
    workforce
    REMUNERATION POLICY FOR PLANT HEAD AND MANAGERS
    • remuneration rewards paid to the plant head and managers can pay only with approval shareholders,
    board of directors annual general meeting

    • Preceding to providing remuneration, legal framework shall be consideration along with remuneration of
    the. plant head and managers shall subject
    . to competitiveness, performance .of employees, financial
    position

    • Permanent remuneration - salary, Provident fund and gratuity, shall be a variable component. It can
    include bonus; profit share whatever company thinks suitable

    • If, the plant generates super normal profits, then the plant head and managers shall be eligible to get at
    least 1% of it in the form of bonus or commission as the case maybe according to the lawful guidelines
    . .

    .
    REMUNERATION POLICY FOR TOP MANAGEMENT PERSONNEL AND
    STAFF

    • The
    compensation for key management personnel and staff depends upon the
    market competitiveness and the funds with the company
    . . .

    •Salary is divided into two parts- fixed and variable. The fixed components
    include salary, PF and allowances. The variable components include perks shall
    depends upon the individual performance and the market competitiveness

    •The
    .
    remuneration is reviewed
    .
    and revised every year as per the market trends.

    .
    BENEFIT PLAN FOR MANAGERS AND PLANT HEAD

    MONTHLY
    REWARDS AND
    RECOGNITION
    PROFIT
    FREE SHARING
    VACATIONS PLANS
    RELOADABLE
    GIFT CARDS
    CONVEYANCE
    ALLOWANCE
    BENEFIT PLAN FOR LEADERS

    MONTHLY
    REWARDS AND
    RECOGNITION
    WEEKLY DAY
    BONUS OFF

    SODEXO
    COUPONS
    CONVEYANCE
    ALLOWANCE
    Thank You

    You might also like