People come first at TCL
Year of people | Fun@work
| Oorja | Fun
days | Mood monitors | Clubs
People come first at Tata Chemicals. In
the recent past, the company has grown from strength to strength,
and across geographies and cultures. TCL is now also present
in the US, UK and Africa. New businesses have been developed
both in India and overseas. None of this would have been possible
without the team effort put in by our people.
In December 2007, the Tata Chemicals leadership realised that
due to the large number of business initiatives in progress
people were spending more time on meetings, travel and in front
of the computer rather than interacting with each other.
of people is programme started in 2008 as a means of
building people interactions and fostering a conducive work
environment. With the intent of connecting people, TCL introduced
a series of initiatives to keep people informed about what
is happening in the company, and to ensure that they feel
a greater sense of involvement and bonding with the company.
Friday Talkies is an initiative that declares the
first and fourth Fridays of the month as Home Station days.
Unless a person is on an extended tour, travel on these days
is to be avoided to ensure that employees can spend time with
their families. Also, meetings, seminars or training programmes
that involve outstation travel are not to be scheduled on
Home Shanti Home is a programme that encourages employees
to leave the office on time every day. All offices have a lights-off
each evening and working beyond 6.30 pm on any day because of
a work exigency must have the prior approval of the head of
These initiatives seek to ensure a harmonious
work-life balance. TCL also encourages employees are to suggest
TCL takes the concept of fun at work quite seriously. The
company provides a number of opportunities for employees and
their families to enjoy themselves and show off their soft
is an annual cultural festival aimed at enhancing learning
and development, and cementing the culture of responsiveness
and teamwork within the 3,500-strong family of TCL employees
spread across India. Introduced in 2003, the project offers
a platform for the companys employees to display their
talent while encouraging them to sharpen their competitive
spirit and sense of achievement.
The festival is spread across the TCL facilities in Mumbai,
Mithapur in Gujarat, Babrala in Uttar Pradesh, Haldia in West
Bengal and all other satellite offices.
There are three mini Oorjas and one mega Oorja event every
year. The mini Oorjas feature drawing and essay contests,
debates, quiz competitions and other activities across the
TCL locations. The mega Oorja has a theatre-based festival
as its highlight, with a theme that is of importance to the
Employees enact thematic skits based on a given topic. These
skits are presented at the regional events and at the national
function. The theme for 2008 was The human touch of
chemistry, an idea that TCL has taken to heart, and
it was one of the most successful in the Oorja series. Innovation,
globalisation, SHE (safety, health and environment), business
excellence and biodiversity have been among the other subjects
covered in this manner.
Oorja inculcates a shared sense of purpose among TCL employees.
Theatre has become a means to move beyond regular channels
of communication, such as the intranet and newsletters, and
reach a diverse audience through a more interactive and animated
medium of communication.
Cutting through organisational hierarchies, employees display
their creative skills at the Oorja events, bringing alive
the theme in focus and leaving a lasting impact on the audience.
Every year approximately 7,000 people employees and
their families get involved in Oorja initiatives. Oorja
has helped TCL fashion an environment that stimulates fresh
ideas and innovative thinking away from the routine of daily
work, and energises the entire enterprise.
Going forward, TCL will be taking Oorja to its international
family of Brunner Mond in the UK, Magadi in Kenya and General
Chemicals in USA, aligning employee thoughts across geographies.
Fun Fridays and Mazeddar Mondays
In 2010, TCL added an interesting edge to the company's
people initiatives by introducing Fun Fridays and Mazeddar
Mondays at the TCL head office and regional offices. The idea
was to drive away Monday morning blues and end the week on
a fun and exciting note.
A series of activities ranging from Friday dressing, appreciation
days, short movie screenings, contests, quizzes, online puzzles,
interactive games and competitions are planned for every Friday
and Monday. With more than 20 activities like the Ozone Day
snakes and ladders game, Independence Day quiz, Kudogram day
and Kryptic number quiz successfully executed and received
enthusiastically by the employees, TCL has added a light,
engaging twist to the regular work week.
Mood monitors both physical
and virtual are another very successful and highly
innovative initiative launched by TCL. The physical Mood monitor
is a cute, bright yellow device that allows every employee
to indicate his/her mood, by simply moving a hand. The idea
is to enable employees to help lift the spirits of a sad or
angry colleague and have them lend a helping hand when they
see someone puzzled or restless.
Today, every employee at TCL who has a workstation assigned
to him/her has a Mood monitor. This initiative has received
a phenomenal response across TCL with not just employees,
but also visitors to our offices who request Mood monitors
to carry back home.
The online Mood monitor, or K-monitor (Knowledge monitor)
as it is also known, is a programme that displays a new question
on the computer screen as soon a user logs onto the network
every morning. Topics range from issues of organisational
significance, opinion polls on organisational initiatives
and information on various aspects of the organisation, to
questions on general awareness, news, current affairs, history
and the environment.
Responses received from around 1,000 employees daily are then
analysed, and an e-mail with the results of the Mood monitor
along with the correct response and relevant informative feedback
is sent to all employees.
Employees are also invited to contribute questions to the
Mood monitor. Creating awareness about key themes like our
CoC, SHE, VMV, community initiatives, products and services,
the Tata group etc, this initiative will soon complete 100
questions since the time it was launched.
The CheerRing is a brass bell called that has been
hung at TCL offices in Mumbai, Noida, Ahmedabad and Pune.
Any employee wanting to announce any positive, good and happy
news about a personal, team or company achievement, birthday
and fun announcements etc, needs to ring the bell. As we at
TCL like to put it, the bell chimes for good times! A direct
outcome of this initiative is a surge in energy, excitement
and positivity in the office.
TCL also celebrates Diwali, the New Year, birthdays celebrations
with a palpable gusto, making the organisation a truly vibrant
and exciting place to work in.
TCL offices have several special interest clubs, wherein employees
sharing common passions and interests, get together and take
the lead in planning activities around their area of interest.
In keeping with the TCL credo of the Human touch of
chemistry, the TCL HOPE (Harnessing Opportunities for
People Empowerment) Volunteering club has been working successfully
with NGOs in several cities. With around 50 members in Mumbai
and Noida, the club works to spread awareness on themes like
health, hygiene and the environment. Donation drives aptly
titled 'TCL shares because TCL cares are conducted from
time to time to generate support for various NGOs and causes.
XPLORERS, the TCL Mumbai adventure club, was started by a
group of young, enthusiastic TCL employees with a passion
for the outdoors and adventure.