HUMAN RESOURCE MANAGEMENT

Group Assignment
On
EMPLOYEE ENGAGEMENT AT H.G. INFRASTRUCTURE
ENGINEERING LIMITED & ADANI ROAD TRANSPORT
LIMITED.
POST GRADUATE DIPLOMA IN MANAGEMENT
(TERM - II; Batch 2021-23)
Under the Supervision of
Dr. Rahuul Singh

Submitted by
Team 3
Divyangi Singh Purawat PGMB2112
Yashi Srivastava PGMB2159
Isha Mathur PGMB2116
Prashant Kumar PGMB2132
Amay Kutariyar PGMB2105

JAIPURIA INSTITUTE OF MANAGEMENT

A-32, Sector 62, Institutional Area, Noida - 201309 (U.P.))
21ST January 2022

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 ACKNOWLEDGEMENT

We would like to express our sincere gratitude to our Subject Faculty Dr. Rahuul Singh for

his guidance and constant support to make this project report on “Employee Engagement” at

“H.G. Infrastructure Engineering Limited” & “Adani Road Transport Limited” in the

specified time frame. We would also like to express sincere thanks to Mr. Sanjeev Kumar

Sinha (HR, H.G. Infrastructure Engineering Limited), Mr. Padma Rao (HR, Adani Road

Transport Limited) for providing guidance whenever needed and valuable insights about the

company for successful completion of the project.

It was great pleasure to undertake and complete this project report which has been prepared

with utmost care and deep routed interest.

Thank You

Group 3

PGDM Marketing B (2021-23)

Jaipuria Institute of Management, Noida

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OBJECTIVE OF THE STUDY

The objective of this report was:

1. Identify different activities in “Employee Engagement” and their impact on an organization's

performance.

2. To study the challenges experienced by employees at H.G. Infrastructure & Engineering Ltd.

and Adani Road Transport Ltd.

3. To compare employee engagement of both the companies.

In order to accomplish the above objectives, we gathered and reviewed data obtained from the

Human Resource Partner of the organization.

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ABOUT THE ORGANIZATION

H.G. INFRASTRUCTURE AND ENGINEERING LIMITED (HGIEL)

H.G Infra Engineering Limited (HGIEL) is an infrastructure company which is an

infrastructure company which is promoted by Shri Hodal Singh. Mr. Hodal Singh is a man of

great experience, about 40 years, in the construction sector. H.G Infra Engineering Limited

(HGIEL) started their journey in the year 2003, with their primary focus on construction of

Highways, Roads, and Bridges.

H.G Infra Engineering Limited (HGIEL) also have executed various construction projects,

which include grading and extensions of runways and railways. They also have executed

various land development projects.

HGIEL have their presence in various states which include Rajasthan, Haryana, Uttar Pradesh,

Maharashtra, Arunachal Pradesh, Uttarakhand, etc. They have clientele which not only

includes private sector but also from government sector, including some big names such as,

National Highways Authority of India, Adani Group, Tata Projects, etc. HGIEL is an entity

which is very environmentally conscious. They take sustainability seriously at every stage of

their projects.

ADANI ROAD TRANSPORT LIMITED

The Adani Group in India is a diversified company comprising 6 publicly traded firms with a

total income of $15 billion and a market cap of $40 billion (as of Oct 28, 2020). It has built a

portfolio of world class transport and utility infrastructure that has a presence in pan-India. The

Adani Group has its headquarters in Ahmedabad, Gujarat state, India. Over the years, the Adani

Group has established itself as the industry leader in its portfolio of transport logistics and

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energy utility companies focused on large-scale construction of infrastructure in India with

O&M practices benchmarked to global standards. With four IG ranked firms, it is India's only

issuer of the Infrastructure Investment Grade.

Adani Road Transport Ltd., which is under this group, was incorporated on 16th March 2018.

The company is involved in executing projects in road, metro & rail sector by developing

national highways, expressways, tunnels, metro-rail, railways, etc. The company focuses on

nation-wide projects initiated by the National Highways Authority of India (NHAI) and

Ministry of Road Transport and Highways (MORTH), Ministry of Railways, Metro

Corporations, etc.

Adani owes its popularity and leadership position to its core ideology of 'Nation Building' - a

guiding principle for sustainable development, guided by 'Growth with Goodness.' By

realigning its companies with a focus on climate conservation and growing community

outreach through its CSR program focused on the values of sustainability, diversity and

diversity, Adani is committed to increasing its ESG footprint.

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INTRODUCTION

Employee Engagement is a management concept which defines the amount of excitement and

commitment a worker feels towards his/her job. Engaged workers care about their job and the

company’s success, and believe their attempts and efforts make a difference.

Employee engagement is about being actively included as a team member, focusing on clear

goals, trusted and motivated, getting frequent and positive input, encouraged, thanked, and

appreciated for achievement in the creation of new skills.

Elements of Employee Engagement

• Employee Experience:

The employee experience is the journey with the company that an employee takes. This

includes any interaction that takes place during the life cycle of the employee, plus the

interactions that include the job, workplace, manager, and well-being of an employee.

• Performance Appreciation, Rewards & Compensation:

Appreciating the work performance of the employees and rewarding them with

financial benefits in addition to their base pay, can make the employees more

committed to the organization.

• Growth Opportunities (Personal & Professional):

One of the important predictors of employee engagement is the perception of the

employee about the growth and development opportunities in an organization.

• Feedback & Evaluation:

Employee feedback is an important part of employee experience and a tool that will

help employees to get better at their job and create a better atmosphere at the workplace.

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HR FUNCTIONS STUDIED WITH FOCUS ON REVIEW OF

LITERATURE

Importance of Employee Engagement

1. To boost productivity

Studies have shown that linked teams are much more effective. Making workers

profitable, like all other enterprises, must also be the end goal. In order to build a healthy

workforce, engaging workers may therefore be the first move.

Engaged staff enjoy what they are doing and find their job meaningful. An involved

workforce is going to work harder, quicker, and even more enthusiastically. Satisfied

workers are more efficient than unhappy staff and motivated workers are much more

efficient than satisfied staff.

2. Greater employee loyalty

A long-term advantage of keeping workers involved is that it keeps them loyal.

Engaged staff are attached to the organisation emotionally. And they will naturally be

loyal because they are emotionally linked. Well, just having them involved will not

make them loyal to you. There are several ways of winning their loyalty: respect,

autonomy, decentralized power sharing.

3. To increase customer satisfaction

Considering the ever-rising tech and self-service shopping experiences, customer

service is more important than ever. When employees are involved, customers are more

likely to be well-served.

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 Engaged employees care deeply about their company, and so they also care deeply

about their clients.

4. Best Emotional health

In the workplace, workers of best health, not just physical but emotional, bear good

spirit and energy, and show high passion towards their work. These workers not just

encourage themselves but others as well to complete their tasks.

Employees that are deliberately disengaged are actively trying to exacerbate the

working climate. Yet engaged workers work towards developing the culture of the

business.

5. Creating a proper work Culture

Studies reveal that people that are interested in what they do are simpler to deal with.

And not that they are either happier or cheerier. It is because they exemplify an

employee engagement culture.

It's the work environment that's developed, first and foremost, around its business

values. It involves checking in with their workers to build a culture of employee

involvement and ensure that the business goal aligns with the ways people operate and

the ways they want to work.

Ideally, committed workers live the ideals of your business at work every day, and are

respected for it within the organization.

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FINDINGS AND OUTCOMES BASED ON INTERVIEW

H.G INFRA ENGINEERING LIMITED (HGIEL)

An interview was conducted with the HR person from the organization, which was majorly

focused on the topic employee engagement practices at the organization.

Employee Experience

The company is making various efforts in enhancing the employee experience since the

pandemic has affected many people. Especially, the construction industry is one of the hardest

hit sectors and hence there is a lot of pressure that is being built on the employees. As the

company is a construction company work from home cannot be implemented at 100%. But still

the company has managed to have and implement a WFH policy for their corporate offices. A

proper sanitization and sitting arrangements have been made for the offices on sites. Also, the

company is implementing mandatory 15 minutes tea breaks for the employees, also games and

trainings are being conducted so that their monotonous work schedule can be broken, and this

would also help them to socialize, hence resulting less stress at work and increased

productivity.

Performance, Appreciation, Rewards & Compensation

The targets for the employees are basically set on the basis of how much work is to be

completed in a particular time period. The employees are appreciated regularly for the good

performance by awarding them titles such as ‘Best employee of the month’, ‘Best employee of

the department’, ‘Best employee of the quarter’. Also, they are given monetary benefits for

their performance to motivate them to achieve more grater targets. In non-monetary benefits,

they are being provided with allowances such as travel, medical, overtime and paid leaves.

Growth Opportunities

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The employees are being regularly trained for new equipment and softwares which are

upcoming trends in the industry. Also, regular workshops are being conducted so as to keep

employees updated with the changing work methods of the industry. Moreover this, the

employees are being provided with the opportunities to take higher education by sponsoring

them and also give them paid leaves for the same. For the personal growth of the employees,

the company also hosts various family events and parties which include get together of the

employees and their families.

Feedback & Evaluation

They employees are asked to fill monthly feedback forms and surveys, which include various

points, right from how they feel about office environment to the food & hygiene facilities

provided in the mess. This helps the organization to further improve employee experience and

also the employee feel their suggestions are being valued. They employees are also given

feedbacks for their performance, which would further help them to know about points they are

lacking in and help them to improve the same next time.

ADANI ROAD TRANSPORT LIMITED

Employee Experience

1. Work from Home (WFH) Policy

During the COVID-19 pandemic, the company had made those employees who are

working for the corporate office follow the WFH policy so that they would remain safe.

They would ensure that all the employees strictly follow this rule in order for not just

ensuring their proper health but also that the company’s productivity doesn’t get

hampered and would only allow everyone to come back to work offline when

government permits.

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 2. Sanitization and proper sitting arrangements at offices and mess considering

social distancing

They would ensure to put hygiene as a top priority in their work environment. The

company would heavily ensure that all employees use the sanitizers before starting

work and also that they maintain proper social distancing so that no one would get

infected.

3. Halftime breaks

The company allows their employees take good number of breaks so that the employees

feel comfortable, energetic and by which able to perform their tasks with good quality.

4. Measures to minimize communication gaps

The company ensures to maintain a good communication bridge not just between the

employees but also with their seniors.

Performance, Appreciation, Rewards & Compensation

1. Target Based

They would set target deadlines for all the employees to reach and try to ensure that all

the employees complete the target without any problem.

2. Best employee of the month, Best employee of the department, etc.

They would ensure to provide reward and recognition to all those employees who

perform well in the company.

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 3. Monetary benefits for good performance and presentations

The company provides good monetary compensation mostly cash for all employees

who performed and present their given tasks with good quality.

4. Medical allowances, insurances, overtime allowances, leaves, etc.

All basic type of requirements like leaves, overtime payment etc. are provided to all the

employees of the company.

5. Paid sick leaves

They would ensure to provide any sort of medical leaves to those employees whose

health is poor and for that reason not able to focus on their work.

Learning & Development

1. Career planning

The company strongly focuses for their employee’s career development. So, through

career planning they allow the all the employees to evaluate themselves by which it

would help them to make proper decisions regarding their future in the company.

2. Workshops

The company ensure to host qualitative workshops almost on many intervals in relation

to the tasks so that employees would not just get to learn new things but also get a

chance to apply the knowledge acquired on trial basis before implementing it on the

main tasks.

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3. Training Sessions

All the employees are provided with good training regarding not just about their work

but also about the company’s policies and procedures which is very important for their

development.

4. Sponsored education with paid leaves

They always ensure to provide their study leaves to those employees who plan to pursue

some course or education in the future.

5. Get-togethers and parties

The company on many intervals would host parties and arrange many recreational

activities as it brings all the employees together and by which it motivates to perform

their tasks with great dedication.

Feedback and Evaluation

1. Monthly feedback and evaluation

After the end of every month, all the employees are for evaluated and graded. Also,

the management ensures to collect feedback from everybody regarding their

feelings towards their work, company’s policies etc.

2. Surveys

The company would ensure to collect surveys on the basis of which they can

understand not just regarding the performance of their employees but also regarding

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 what mistakes the management could correct so that it does not hamper productivity

from both sides.

3. Feedback for work environment and employee satisfaction

The management would ensure to always collect feedback from all the employees

for evaluating the level of satisfaction in the company’s work culture and provide

immediate support to those who show discomfort.

CONCLUSION AND SUGGESTION

It can be concluded that both HGIEL and Adani have almost similar type of employee

engagement structure, but Adani has its focus more on holistic development of the employee

as it offers better learning and development opportunities along with better compensation and

reward structure to its employees.

Suggestion

HGIEL can try to focus more on implementing the career development approach in their work

environment by which their level of employee engagement would increase.

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