In pursuit of Excellence

V O L U M E LV I
M AY 2 0 1 2
Widest range of Solutions to the
Indian Automotive Industry
14 Joint Ventures
7 Technical Collaborations
49 Locations, 13,000 People
www.anandgroupindia.com
Interaction
In pursuit of Excellence
People Development Initiatives at Anand
Message from the CEO
Company Highlights
We aspire to excel as a world class organisation
We drive Anand as a unified corporate entity
Dear Team Anand & Friends,
Since the inception of Anand over 50 years ago, ‘People Orientation’ has been a strong pillar
of its business philosophy. Based on our belief that ‘Business is 90% people’, Anand has over
the years, taken many strong initiatives to ‘Nurture Talent’. We have covered some of these
initiatives in this issue of the ‘Interaction’.
The process of identifying talent at Anand starts right from induction and training at the
‘Anand-U’, the in-house corporate university at Anand. After observing these young
professionals, on the job, for the first few years, a selection is made based on performance and
potential, to induct them into the Anand Mentor Program, the first level of the Anand
Leadership Development Program (ALDP). From this level, they graduate to Anand Talent
and then to Anand Leader programs under ALDP.
In terms of Learning Opportunities, besides several very useful training programs conducted
by the Anand U, there are many other opportunities like the very powerful VLFM (Visionary
Leaders for Manufacturing) program, helmed by the very renowned, decorated and eminent
Japanese Professor Shoji Shiba, the KIP or Knowledge Integration Programs for VLFM
graduates, the AMP (Advanced Management Program) and the Strategic Leadership
Program at Oxford, UK, the Post Graduate Program in Industrial Engineering from NITIE,
Mumbai, 3 year Executive MBA program with MDI, Gurgaon, MIT Sloan Program in
Innovation and Global Leadership, 6 month Process Engineering Diploma for young
engineers, a program developed especially for Anand by IIT, Madras etc which are available to
Anand People.
Besides the above, so far, more than 40 Anand Managers have been sent on long term
deputation, to several of our JV partners in the US, Germany, France, Sweden, Korea and
Japan for periods ranging from 1 year to 5 years to imbibe the technology, systems, best
practices and culture of our Partners and to build lasting relationships with our associates
there.
Anand, right from the beginning, was also instrumental in bringing back to India two to
three experienced Indian managers every year from the US and Europe under the RTI
(Return to India ) program. All these managers have contributed immensely to the success of
Anand over the years, with many of them rising to the senior most Leadership positions in
the Group. This initiative continues till date.
Many of the above initiatives of Nurturing Talent at Anand, have been inspired by the Vision
of Mr. Deep C Anand, the Founder and Chief Mentor of Anand and Chairman of the Deep C Anand Foundation. Anand, with these measures, has successfully
evolved a strong process, over the years, which effectively provides the organization with a sound pipe line of home-grown leadership. Coupled with the
Operating Engineers concept (knowledge workforce of Diploma engineers on the shop floor) in almost all plants, we believe, we have a potent wealth of Human
Resource which has become a key differentiator for the group and which we need to not only sustain but strengthen. Great Places To Work organization of USA
(now in partnership with the Economic Times of India) has recognized Anand 4 times in the last 10 years as a Great Place to Work, with the latest recognition in
2012 for Anand flagship Gabriel India as a Great Place To Work in its Industry category.
We have recently concluded a second Joint Venture agreement with our long standing partner, the Valeo group of France, to set up a company, Valeo Service
India Auto Parts Private Limited which is dedicated to the After Market. This new company will distribute automotive products manufactured by both the
partner groups in the independent After Market across India, under the ‘Valeo’ brand name (with Anand copyright association). I am confident this new Joint
Venture will further strengthen the partnership between the two groups while marking a new thrust for Anand in expanding its After Market footprint.
I am pleased to welcome Jaisal Singh as a member on the Anand Supervisory Board as of February 2012. I am confident Jaisal will bring his characteristic
dynamism and energy to further enhance corporate governance matters at Anand and would like to wish him all good luck in his new role. We have also talked, in
this issue, about Dr. Markus Flik, who joined the Anand Supervisory Board in 2011 and who has already been contributing immensely to bringing the role of
ASB to guide the Group under sharp focus.
Anand continues to forge ahead on its customer orientation road map with a growing number of new products, innovations and technology being launched
across the group. The Economic scenario in India has turned a lot more challenging since the last year and we need innovative ideas and a culture of innovation
to achieve our ambitious goals in these challenging times. I am sure with the very talented human resource at Anand and with its human spirit, Team Anand will
rise to the occasion.
ANAND SIGNS NEW JOINT VENTURE WITH VALEO FRANCE
FOR THE INDIAN AFTER MARKET
‘VALEO SERVICE INDIA AUTO PARTS’
The new Joint Venture will further strengthen the partnership between the
two groups.
Anand has recently signed a new Joint Venture agreement with the Valeo
Group, France to set up a company specially dedicated to the Aftermarket:
Valeo Service India Auto Parts Private Limited. The new Company located
at Chennai, Tamil Nadu, will distribute automotive products produced by
the manufacturing companies of the two groups in the independent
Aftermarket across India, under the ‘Valeo’ brand name. This new Joint
Venture company is slated to market the largest range of automotive
components in India, deploying international best practices in marketing
and aiming to create a world class supply chain process and logistics
infrastructure.
Provider of the widest range of solutions to the Indian Automotive Industry,
Anand is among India's leading manufacturers of Automotive Systems and
Components making it the country’s leading OEM supplier. Anand has a
major presence in the Indian After Market as well, with some of its major
brands being market leaders, with a direct network of 800 distributors and
over 20,000 retail outlets and garages. The signing of this Joint Venture
marks a new thrust for Anand in expanding its After Market footprint even
further.
Valeo and Anand already have an existing Joint Venture for manufacturing
and marketing friction materials for Clutch Systems in Cars, Commercial
Vehicles and Agricultural Tractors: Valeo Friction materials India Limited.
APPOINTMENTS ON THE SUPERVISORY BOARD
DR. MARKUS FLIK & MR. JAISAL SINGH APPOINTED AS MEMBERS
DR. MARKUS FLIK,
CEO, HOMAG GROUP AG, GERMANY
JAISAL SINGH,
COO, SUJAN
LUXURY HOTELS
Warm Regards,
Deepak Chopra
EDITORIAL TEAM
Editorial Committee: Anjali Singh, Jaisal Singh, Sona Puri,
Tribhuvan Rasyara, Shveta R Singh
Editorial Co-ordinator: Shveta R Singh
Correspondents Ansysco: Pankaj Jain
Behr India: Sushil Dekate
Chang Yun India: Shweta Sharma
CY Myutec: Selva Kumar
Degrémont: Kusha Srivastava
Faurecia Emissions Control Technologies: Jyotirani Behera
Gabriel India: G.Jegapriyan (Khandsa), Col AK Ramsingh (Dewas), Prajith
Nair (Nashik), Swati Gangwani (Chakan), Senthil Kumar (Hosur)
Haldex: Anis Shaikh
Henkel Tereson India: Akhilesh Kumar
Mahle Filter Systems India: Prity Bhawtankar
Mando: J Patrick, RC Venkateesh
Perfect Circle: Braham Singh, Prachi Bhardwaj
Spicer: Thomas Kuruvilla
SUJAN: Shweta Bisht
Takata: Raghunath AC
Valeo: S Ezhilvel
Victor: Sharad Burgute
Anand U: Anil Sharma
SNSF: Damayanti Bhowmik
Dr. Flik, Member on the Anand Supervisory Board is the Chief Executive
Officer and Member of the Management Board, HOMAG Group AG,
Germany, a world leader in the manufacturing of wood working machinery.
Prior to this, Dr. Flik served for 18 years with BEHR GmbH & Co. KG of
Stuttgart, Germany, one of the world’s leading manufacturers of automotive
engine cooling and air conditioning systems and a long standing partner of
Anand.
CONTENTS
Message from CEO
Company Highlights
- Awards and Recognition
- Auto Expo 2012
- Technology Developments
- General Highlights
- Visits
Cover Story
- Driven by Talent - In Pursuit of Leadership Excellence
HR Initiatives
- General Company updates
- Training & Workshops at Anand
- Team Building
iEHS
Anand U
CSR
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2-12 & 19-24
13-18
25-29
30-31
32-33
34-37
Valeo has entered into this agreement as part of its development strategy in
high-growth countries, and particularly in India. With this Joint Venture,
Valeo’s objective is to target the fast-growing automotive independent
aftermarket business in India.
Dr. Flik was Chief Executive Officer of BEHR for seven years from 2003 to
2010. A native German, Dr. Flik is a graduate of the Swiss Federal Institute of
Technology in Zurich and received his Ph.D in Mechanical Engineering from
the University of California, Berkeley.
Dr Flik who was inducted in to the Supervisory Board last year, has been
associated with Anand for over a decade.
Mr. Deep C Anand, Founder of Anand and Chairman of the Deep C Anand
Foundation welcomed Dr. Flik's appointment and commented: “We are
very pleased to have Markus join our Board. We have known him for many
years as an executive with our trusted partner BEHR. He will be of valuable
assistance with the future growth and development of Anand, particularly
with regard to strategy, technology and management processes.”
Mr. Singh was born in New Delhi and attended The Modern, and British
Schools in New Delhi, and Collingham College, London where he studied
Politics & Government and Economics. Jaisal Singh is a scion of the family
that built New Delhi – he is the great-grandson of Sardar Bahadur Sir
Sobha Singh.
In 2000, he established his luxury hotels business by setting up ‘Sher Bagh’
in Ranthambhore, among India’s first luxury jungle camps. In 2001 Mr.
Singh signed a Joint Venture agreement with Amanresorts, the world’s
leading luxury hotel company which culminated in the setting up of the
first Amanresort - ‘Aman-i-Khás’ In India. His next hotel project was in
2008, with the creation of ‘The Serai’, Jaisalmer which opened in 2009. The
fact that both ‘Sher Bagh’ and ‘The Serai’ have been consistently
acclaimed globally as being among the best 100 hotels in the world by a
series of International rankings is testimony to his enterprise, creativity and
consistency.
A very talented and keen Polo player, Mr. Singh has played polo around the
world and has a number of tournament wins to his name both in India and
abroad. His efforts off the field have seen a continuation of this
professionalism in his own definitive work ‘Polo in India’, published by Roli
Books in 2007. He is also a renowned polo commentator. Mr. Singh is also
the co-author of “Ranthambhore- The Tiger’s Realm” along with Mrs.
Anjali Singh & Ms. Priyanka Gandhi Vadra.
Published and Edited by the Corporate Communications Department for Anand Automotive Limited, 1 Sri Aurobindo Marg, New Delhi - 110 016. www.anandgroupindia.com
For Private Circulation only
Content Support: Guy Noronha I Designed by Vishu Khanna
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Company Highlights
Company Highlights
BEHR INDIA INAUGURATES
NEW EGR TECHNOLOGY LINE
CAPACITY EXPANSION AT GABRIEL, PARWANOO
EXHAUST GAS RECIRCULATION TECHNOLOGY TO MEET EURO 4 EMISSION STANDARDS
Latest Laser Welding
technology developed
by Behr, Germany
Behr’s new EGR line was formally inaugurated In
December 2011, by Mr. Borwankar, Sr. Vice
President - Operations, Tata Motors - CVBU and Mr.
Colin Carter from Behr Gmbh. The line has a
manufacturing capacity of 2,20,000 EGR coolers per
annum. The coolers are meant primarily for the
domestic market with the potential to cater to the
global market as well. The new EGR manufacturing
process is equipped with the latest laser welding
technology developed by Behr, Germany. This
technology will successfully satisfy requirements of
customers like Tata Motors for their Trucks 1613 / 712
(497 / 697 engines), SUVs Safari, Sumo Grande and
LCVs the Ace & IRIS and their respective BS IV
variants.
A new GRC (Gabriel Ride Control) line was inaugurated at Gabriel India in November 2011 by Mr. Manoj Kolhatkar, Managing Director of Gabriel India.
With this new line, the capacity of the GRC plant has increased by an extra 50,000 units per month. The existing GRC plant has a production capacity of
2,00,000 Shock Absorbers per month. The new line has been introduced specifically catering to new applications and has been designed by Gabriel’s
central Technical Service Group.
BEHR INDIA TO SUPPLY
NEW PRODUCTS TO HONDA
BEHR introduced EGR (Exhaust Gas Recirculation)
technology for heavy trucks and ultra light
commercial vehicles in anticipation of the new Euro 4
emission standards in India. In the EGR cooling
process, exhaust gas is passed through a cooling
system and then mixed with the fresh intake air to
reduce the level of pollutants. This lowers the
oxygen concentration in the cylinder charge and the
combustion temperature drops, hence reducing the
amount of nitrogen oxides in the exhaust gas. EGR
cooling also offers the additional benefit of allowing
vehicles to comply with reduced limits for pollutant
emissions.
NEW MACHINE
INSTALLATION AT
MAHLE PUNE
Mahle Filter Systems, Pune upgraded its facility with
the installation of a new Media Folding Machine.
This was set up in the HEPA Filter Section in
December 2011. Mr. Ramneek Jain, VP Operations,
MAHLE India inaugurated the equipment and
wished the team all the very best.
Behr India acquired a new HONDA India X61A dCAC project approval in February 2012. The company will manufacture CAC (Charger Cooler) products for
Honda’s Brio, Jazz and City models. Prototypes were delivered to HONDA, followed by several technical meetings with HGT (Honda GT) and BEHR India has
already received the agreement for each test item.
GABRIEL PUNE COMMISSIONS NEW HEATER LESS VAPOURISER
Gabriel’s innovation practices received a boost with the installation and commissioning of a Heater less Vapouriser for the LPG Casting Plant in February
2012. This is the first of its kind in the state of Maharashtra. The new system creates a diabatic expansion by using the thermodynamic principle. The efficiency
of the new system is reflected in the energy savings of 5,100 units per month resulting in financial savings as well.
This new line will allow Media marking & folding to
be undertaken by PU Rollers instead of manually as
was the case earlier.
It is expected to improve productivity by up to 30
filters for every two workers in each shift. Hence with
no bottlenecks, a capacity for new business has also
been generated as an outcome of this new
installation.
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Company Highlights
Company Highlights
AWARDS AND RECOGNITION
GABRIEL WINS SUZUKI MOTORCYCLE PERFORMANCE AWARD
FICCI AWARDS FOR ANAND
The Federation of Indian Chambers of Commerce and Industry (FICCI) is an association of business organizations in India, headquartered in the national
capital New Delhi. Anand Companies were honoured with awards at FICCI’s Quality System Excellence awards 2011 held at Federation House, Delhi in
January 2012. Mr. Arun Maira, Member of the Planning Commission and Chairman of QCI was the chief guest.
PLATINUM AWARD FOR GABRIEL, NASHIK & CHANG YUN INDIA
Gabriel won the Quality
Performance Award from Suzuki
Motorcycle India Ltd at the SMIL
Vendor Meet.
L - R:
Mr. Manoj Kolhatkar, Managing
Director, Gabriel India
Mr. T. Sankai, Chairman SMIL
Mr. C. K. Dave,
Sr. Advisor, Purchase SMIL and
Rajeev Gera, SCM Head,
Gabriel India
Gabriel Nashik won the prestigious “PLATINUM PRIZE (FIRST)” in the
medium scale category of FICCI’s quality system excellence awards 2011.
This prestigious honour was bestowed upon Gabriel Nashik for
effectively exercising best quality practices.
Chang Yun India was given the highly coveted Quality System
Excellence Award for 2011 by FICCI. The premier trade institution
presented the company the Platinum Prize for “Good Practices in
Quality Systems” in the small size category.
BAJAJ HONOURS GABRIEL PLANTS WITH QUALITY AWARDS
PIAGGIO VEHICLES AWARD FOR GABRIEL NASHIK
Gabriel Nashik was presented with the ‘Best
Supplier Award’ for Excellence in Supply from
Piaggio Vehicles Pvt. Ltd., Pune in December
2011. The prize was in the Proprietary Category.
The ceremony was held at the Pune premises of
Piaggio Vehicles.
GOLD AWARDS FOR
GABRIEL NASHIK
Gabriel Nashik won the coveted Bajaj Auto Quality Gold
and TPM Excellence Awards. The Awards were handed out
by Mr. Ranganathan, GM Purchase - Bajaj Auto.
The presentation was made at the Bajaj Auto Vendor
Association Convention held in Aurangabad.
SILVER AWARD FOR
GABRIEL CHAKAN
The Gabriel Chakan CV Line was awarded the prestigious
Bajaj Quality Silver Award at the Bajaj Auto Vendor
Association ceremony held in Pune .
L-R:
Mr. Brajendra Das Director QA &
Business Excellence, Piaggio Vehicles
Mr. Praveen Agrawal, Director Finance, Piaggio Vehicles
Mr. C. S. Subramanian Director Mktg., Gabriel India
Mr. M. K. Singh Plant Head Gabriel Nashik,
Mr. N. V. Patani DGM, Gabriel Nashik and others.
CHANG YUN INDIA GETS EXCELLENCE
AWARD FROM AVTEC INDIA
CHANG YUN INDIA was recognised by Avtec India Ltd.
YAMAHA MOTORS INDIA VENDOR MEET
Gabriel India was invited to participate in the Yamaha
Motors, India Annual Vendor Meet held in Delhi in the last
quarter of 2011.
(A Ford India Company) through its Excellent Ratings in
Delivery Excellence Award for the period
August 2011 – January 2012.
GABRIEL, HOSUR REWARDED FOR QUALITY
L – R:
Mr. Manoj Kolhatkar, MD, Gabriel India Ltd.,
Mr. Yanagi, President, CEO & Rep Director, YMC,
Mr. Sanjeev Paul, Group Head Purchase, Yamaha India and
Mr. Rajeev Gera, SCM Head, Gabriel India.
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Gabriel, Hosur was rewarded by Honda
Motorcycle and Scooter India Pvt. Ltd for
achieving Quality and Delivery targets for the
year 2010-11.
Gabriel, Hosur received an award from TVS
Motor Company for completion of the Quality
Improvement Project and securing 2nd position
in the competition held in 2011-12 (Third
Quarter).
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Company Highlights
Company Highlights
KAIZEN AWARDS
TAKATA CHENNAI WINS
THE HONDA SIEL CARS INDIA (HSCI)
COMPETITION
Takata Chennai’s Kaizen team won the Honda Siel Cars India Ltd. (HSCI)
sponsored Southern Region competition in November 2011. The event was
conducted at the premises of Denso Kirloskar Industries, Bangalore.
BAJAJ KAIZEN AWARD FOR
GABRIEL NASIK
Gabriel Nashik had another reason for celebrating. The welding cell won the 2nd runner up Kaizen
prize for ‘Manpower Reduction Through Automation’. This is a commendable achievement
considering there was a strong field of 35 kaizen teams belonging to the Bajaj Auto Vendors
Association. The award was conferred upon Gabriel Nashik by Mr. Zanjhree GM BAL, Mr. Rangnathan
GM Purchase and accepted by Mr. Nikhil Patani and Mr. Sudesh Deshpande of Gabriel Nashik
GABRIEL CHAKAN RECEIVES
ACMA KAIZEN AWARD
LEAN AWARDS NITE
ANAND UNIVERSITY RECOGNIZES STAR PERFORMERS
The 'Lean Awards Nite' is an annual affair at Anand that seeks to recognise
and reward Lean implementation and manufacturing excellence across
the group. This year, the Graduation Ceremony of the 'Anand Leadership
Development Program' was also held earlier on in the day.
Awards were presented to recognise outstanding efforts and ideas that
underlined the Anand Philosophy, as well as to those who had graduated
from various Anand learning programs.
The event was attended by a large number of people from across the
group and senior management from Anand including Mr. Deep C Anand,
Chairman, Deep C Anand Foundation and Chief Mentor of the group, Mrs.
Anjali Singh, Chairperson of the Anand Supervisory Board, Chief Guest,
Mr. H.R. Prasad-Advisor, Anand, Mr. C.S. Patel-Member Anand
Supervisory Board, Mr. Deepak Chopra -Group CEO, Anand, Mr. P.K.
Srivastava-Group President, Excellence in Manufacturing, Mr. K.S. BhullarPresident, Group HR and Mr. S.C.V. Rathnam -President and Dean, Anand
University.
Events included presentation of graduation certificates to all members of
the ALDP (Anand Leadership Development Program) Batch 1, including
all Anand Talent and Mentees. This was followed by awards to the 17
'Kaizen Stars' for 2010. The awardees from across Anand will carry forward
attempts to improve in all areas of operation with a special focus on
Productivity, Quality, Cost, Delivery Safety and Morale.
Further, awards were presented to the nine 'Lean Coaches' of Wave 2.
They are now tasked with advocating and implementing Lean
Manufacturing processes across the Group. The seven young engineers
who had been selected to help, educate, develop and improve suppliers’
quality processes were also lauded for their efforts in this area of
achievement. This year three people successfully mastered the Statistical,
Project Management and Leadership skills required to obtain Six Sigma
Master Black Belts and 19 young engineers were facilitated with Six Sigma
Green Belts.
Later, The 'President's Award for the Best Supplier' and The 'CEO’s Award
for Best Work Unit' were also handed out.
The evening also saw the felicitation of Prof. Furuhashi, JICA Expert (Japan
International Co-operative Agency) by Mr. Deep C. Anand for his
significant contribution in helping Anand create a valuable pool of
manufacturing talent through Manufacturing Excellence programs like the
VSME / VLFM.
Gabriel Chakan garnered yet another award -second prize at the ACMA
(Western Region) sponsored 2nd Kaizen Contest and Conference. The event
was held in December 2011.
Gabriel Kaizen Team receiving their award from the ACMA organisers
MANDO INDIA IS 2ND RUNNER UP AT
ACMA KAIZEN CONTEST
Mando India won the 2nd runner up Award at the ACMA Kaizen Contest in Productivity Improvement
held in December 2011. Totally, 30 companies participated in the event and 95 projects were
considered. Mando presented 5 projects for which it won awards for 2 special projects carried out by
the Operating and Junior Engineers along side the Mando Kaizen Team.
GABRIEL PARWANOO
CAPTURES TVSM’s BEST SUPPLIER
KAIZEN AWARD
Gabriel Parwanoo’s team won the Best Supplier Kaizen trophy from TVS
Motors for the month of November 2011. The trophy was awarded at the
Quality Month Celebration at TVSM’s premises.
MAHLE CHENNAI AWARDED AT CII KAIZEN
COMPETITION
Mahle Chennai’s team of freshers bravely competed in the 6th CII Kaizen competition held in the last
quarter of 2011 at Hotel Le Meridien, Chennai and took a deserved and creditable 3rd place. They
were pitted against experienced veterans from giants such as Toyota, Ford, Caterpillar, Tata, BEML,
TVS, Cognizant and Ashok-Leyland. The award was presented to the team by Mr. Ramesh, Vice
President – Toyota-Kirloskar India Ltd.
KAIZEN AWARD
FOR GABRIEL AMBAD BY BAJAJ AUTO
The Gabriel Ambad Plant bagged the coveted Kaizen Award
bestowed by Bajaj Auto. This award was presented to the plant at the Bajaj
Auto Vendor Association Convention held in Aurangabad.
Glimpses of the Events
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Company Highlights
Te c h n o l o g y H i g h l i g h t s
NEW SENIOR APPOINTMENTS
MR. KIM JEONG MIN
NEW HEAD OF MANDO
TECHNOLOGY HIGHLIGHTS
MR. NIPPI KOCHHAR
NEW LAUNCHES AT SPICER INDIA
PRESIDENT - CORPORATE STRATEGY & PLANNING
Mr. Kim Jeong Min has taken charge as the
new Managing Director of Mando India. He
takes over from Mr. Yeong Bok Yoon who has
moved on to a new and challenging
assignment as Executive Director of the
Mando’s Pyeongtaek Plant, Korea.
Mr. Min has been with Mando for over 27
years. He started his career with the
company in 1985 in Research and
Development and went on to become Team
Leader, Production and subsequently Plant
Director of Mando Korea in 2005.
In February 2011, Mr. Min took over as Managing Director of Mando
China and subsequently moved to India in October 2011 as Managing
Director of Mando India.
Mr. Nippi Kochhar has joined Anand at the
Corporate Headquarters as President Group
Corporate Strategy and Planning as of
March, 2012. He also holds the position of
Managing Director of Asia Investments
Private Ltd (The Holding Company of Anand)
and Member of the Anand Management
Committee.
Mr. Kochhar comes to Anand with 35 years of
experience, a major part of which has been in
Banking and Financial Services. His last
assignment was as Chief Executive Officer of Societe Generale’s Global
Solution Centre in Bangalore, where he was honoured with the
prestigious Asia Pacific Entrepreneurship Award in November 2011 in
recognition of his contribution to developing a successful business at
Societe Generale. He has also worked as Managing Director of ABN
AMRO in Singapore and been with Citibank in Switzerland, the National
Commercial Bank in Saudi Arabia and the ABN AMRO Bank in
Switzerland.
GABRIEL NASHIK’S
PRODUCT ENGINEERING CELL
RECOGNISED AS R&D CENTRE
The Department of Scientific Instrument & Research has recognized the Product
Engineering Cell of Gabriel Nashik as an in-house Research & Development center.
This will help the facility in stepping up further investment in Research &
Development, due to special exemptions on capital expenditure and consumable
expenses incurred on R&D from the total taxable revenue.
SPICER - LUBE FOR LIFE
Spicer India has developed the new ‘Lube for Life’ (LFL) Drive Shaft
technology, which promises a smooth drive, besides being a Fit and
Forget maintenance free product, as the Drive Shafts need not be
greased every 5000 kms. Other advantages are factory fitted grease
which provides life time lubrication. This is made possible through
superior sealing systems and high quality grease which can withstand
higher temperatures. The new Monotron Drive shaft provides low
vibration levels compared to traditional Drive shafts, hence enhancing
the overall ride comfort experience for bus passengers.
SPICER LAUNCHES NEW
COMMERCIAL VEHICLE AXLE PARTS
Spicer India launched a new and original CV axle designed and
manufactured by Dana India Pvt. Ltd., Chennai in February 2012. The
axle and its component parts are meant for vehicles manufactured by
large HCV manufacturers like Ashok Leyland, Mahindra Navistar and
John Deere. Spicer India will handle the promotion and sales of this
product in the Aftermarket segment.
TECHNOLOGY ADVANCEMENTS AT HALDEX
INTEGRATED LIFT AXLE SYSTEM
Using compressed air and novel electrical controls, the Haldex Lift
Axle System is specifically designed for steel suspended vehicles. It
can lower and lift one or more lift axles. It enables better reverse
driving and traction assistance.
This efficient and forward looking product from Haldex incorporates
automatic control functions. The ILAS-MS can easily replace older lift
axle systems.
CERTIFICATION FOR CY MYUTEC AUTOMOTIVE INDIA
Cy Myutec Gets ISO/TS Certifications
Cy Myutec Automotive India achieved two outstanding landmarks in 2011. The first was the ISO 14001: 2004 certification for “Manufacture and
Supply of Transmission Parts for Automotive Application by TUV SUD Management Services GmbH and TUV SUD South Asia Private Limited,
Mumbai. The other certification awarded to the company in October 2011 was the ISO/TS: 16949:2009 Certification for “Manufacture of
Transmission Parts for Automotive Application.” This prestigious recognition came from the Certification Body of TUV SUD Management Service
GmbH of Germany. These certificates were awarded only after a thorough audit, of CY Myutec, that included interviews, observation of activities
and reviews of documentation and records.
GABRIEL NASHIK
SAP ECC 6.0
GOES LIVE
Gabriel, Nashik achieved another milestone. The unit
took SAP ECC 6.0 live from December 2011. All the
modules, including MM, PP, QM, PM, SD and FICO
were successfully implemented.
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LINING WEAR INDICATOR
The Haldex Lining Wear Sensor continuously measures the angle of
the S-cam shaft on the drum brake, which has a direct relation to
lining wear. It continuously displays the life of the liner with an analog
signal on the dashboard.
The Haldex Lining Wear Indicator has a zero setting mechanism that
can be mounted on any S-cam. It has a high precision tolerance, LED
warning and alarm indicator that can be customized
and is easy to install.
TK+ (Antilock Brake)
The TK+ is a new system developed especially for Truck/ Bus applications. This
new system operates by analysing individual wheel speeds and takes anti-lock
action by removing the brake from a wheel or wheels when a predetermined level
of wheel deceleration and slip has been achieved.
The TK+ system features as an optional fit and external brake apply valve. This will
lessen loss of torque to the driven wheels by selectively braking the slipping
wheel. The TK+ system is also available with a standalone PC based diagnostic
system. This is a custom application which provides a simple easy to use interface
to the TK+ ABS unit for system configuration, diagnostics and fault monitoring.
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Company Highlights
Company Highlights
Anand Events and Awards
We Drive Anand as a Unified Corporate Entity
The
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AUTO EXPO 2012
12
DRIVEN BY TALENT
In pursuit of leadership excellence
Anand considers its people to be its greatest asset. It is this fundamental belief that has made the development of its people central to its core philosophy.
Interaction presents some of the key education initiatives at Anand.
THE FOUNDATION OF A CULTURE - For fifty years, we have consistently, doggedly persevered in the quest to be the best in whatever we do. Very early on Anand realised that to be the best requires a work force trained, motivated and committed to continually improving their skills and striving to reach their full potential as leaders. Consequently, one of the
strongest pillars of Anand has been the achievement of leadership excellence. And finding, nurturing and developing the talent to attain that state of grace is at the heart of all our actions. It is also the force – as a philosophy and practicality – that drives our people, businesses, products and process decisions. Achieving leadership excellence - be it in
manufacturing, innovation, technology or HR practices – is a never ending quest. As a corporate entity and as individuals, we at Anand understand this. And this awareness has seen Anand create its home-grown methodology of developing talent and led to a culture of education and training across the whole group. The size and spread of the Group requires
a process that encourages personal and professional growth. The growth, though, cannot be random but focused on and continually striving for excellence, necessary for the Group to maintain its leadership role in the many areas of its presence.
PEOPLE DEVELOPMENT PROGRAMS AT ANAND
Anand
Leadership
Development
Program
Anand Heijunka
Production
System
‘ALDP’ - THE ANAND LEADERSHIP DEVELOPMENT PROGRAM
NURTURING TALENT THE ”ANAND WAY”
Oxford
University, UK
Anand seeks out talent right from the day the employee enters the fold – regardless of what level they may come in. They are mentored,
observed and constantly evaluated on performance, behaviour and abilities. In other words their roots are set in Anand soil, which will go on
to nurture and develop their talent in order to grow a future workforce of trained global managers. Succession Planning and ‘Growth from
Within’ is an integral part of Anand’s Philosophy. To sustain this philosophy, Anand is committed to developing a Talent Pool by educating,
training and developing a chain of managers who are slated to take over the baton of future leadership. Driven by the intention of developing
and maintaining a Talent Pool of potentially high performance Managers and Leaders, equipped to assume positions of higher responsibility,
Anand has instituted ‘The Anand Leadership Development Program (ALDP)’. ALDP is an in-house program that selects and nurtures talent at
all levels by way of a comprehensive and rigorous process of training, coaching, mentoring and learning through high impact project
implementation. When employees display early signs of leadership potential they are given opportunities to step up the organisational tree
into lower management via this program. Many ALDP graduates have gone on to top management positions in Anand and even outside.
Managers inducted into this program are assigned Coaches/Mentors from within the organisation. The mentors help them to successfully
address the transitional changes required to assume positions of higher responsibility.
ALDP addresses the coaching needs of Managers at three levels of management:
Mr. Deep C Anand
Chairman - DCA Foundation
MR. DEEP C. ANAND
CHAIRMAN OF THE DEEP C. ANAND FOUNDATION
AND CHIEF MENTOR OF
THE ANAND GROUP OF COMPANIES,
HAS BEEN AT THE FOREFRONT OF DRIVING
EDUCATION INITIATIVES AT ANAND.
HE COMMENTS ON HIS VISION FOR HIS PEOPLE
"I have always believed that a solid organisation is only built on the
foundation of a strong, committed and talented team of people.
Hence, the true measure of its success can only be judged by the
barometer of an organisation’s people practices and its willingness
to invest in their growth and future. It is this deep conviction that
gave birth to our core value system – ‘The Anand Way’ that has
defined Anand ever since I started out on this journey over 50
years ago and has brought us to where we are today.
Today, it gives me a great sense of personal happiness to see what
we have achieved and continue to achieve in terms of our people
development initiatives. I am confident we are moving in the right
direction but I also know that there are still challenges to overcome
in the years ahead. As always, our people will continue to remain
our greatest asset and our most important focus."
13
LEVEL 1 - THE ANAND
MENTEE (AM) STAGE
LEVEL 2 - THE ANAND
TALENT (AT) STAGE
LEVEL 3 - THE ANAND LEADER
(AL) STAGE
The Anand Mentee (AM) Program, since
its inception in 1998, has
been one of the most successful Talent
Programs at Anand. At this
stage, the focus is on guiding and
managing the transition of junior
Managers from “Managing Self” to the
ro l e o f “ M a n a g i n g O t h e r s . ” To
assist the Mentoring process, the Anand U
creates a Caliper Profile
(development report on traits and
behaviours) for each Mentee.
The emphasis is on transitioning from the role of
“Supervisor” to that of an effective “Functional
Manager.” This is done by providing Skill
Development through Classroom Learning
Events, Workshops and Coaching by top Anand
Leadership and/or Independent Directors. To
assist the coaching process, a dossier is prepared
by Anand U on each candidate comprising of a
Caliper Profile, a 360 degree feedback report and
the supervisor’s inputs.
The focus of the coaching process is to assist Managers
in transitioning from the role of “Functional Head” to
that of a “Business Manager” or to a corporate position.
The development components at this level also
comprise of Skill Development through Classroom
Learning Events and Workshops. The Leadership
Development process involves Coaching and Mentoring
by top Anand Leadership/Independent Directors. Here
again, the coaching goals for each prospective
manager are derived from the Coaching Dossier
comprising the Caliper Profile, 360 degree feedback,
J o h a r i W i n d o w a n d S u p e r v i s o r ’s i n p u t s .
THE COACHING PROCESS
The Coaching Process at Anand is two pronged – personal interaction with
the Coach and Learning Events (LEs) conducted by Anand U. The ‘LE’s are
structured classroom events, which provide learning in the areas of “Five
Step Discovery Process”, “Inspired Communication”, “Innovation”,
“Transactional Analysis”, “Emotional Intelligence” and “Financial
Thinking”. Once the selection process is completed, each Candidate is
assigned a Coach.
PROGRESS REVIEW & FEEDBACK SESSIONS
The progress of the Coaching Process is monitored and periodically
reviewed by Mr. HR Prasad, Director, Gabriel India Ltd and Head of the
Anand Leadership Development Program, assisted by Geeta Nanda,
Executive Assistant to the Chairman at the various hubs of Anand.
ENCOURAGING OUTCOME
Without exception, all the Candidates and Mentees from this program were
of the conviction that the Coaching/Mentoring system is a great boost to
their personal and professional growth, both as individuals and as
managers - and that the learning they gain from the rich experience of their
respective Coaches/Mentors is invaluable. The three-tiered approach to
ALDP provides Anand with a talent pipeline that is regenerative, selfsustaining and in tune with the company’s ethos. However, the success of
this initiative depends greatly on the crucial roles played by individuals
IN
EX
TE
TE
Visionary Leaders for
Manufacturing
Program
across the value-chain, i.e. COOs, Direct/Skip level Supervisors, HR Managers,
Anand University, Corporate HR and most importantly, the Coaches and Mentors.
So rewarding has the coaching experience been for the junior and middle
management levels, that from 2011, Mr. Deep C. Anand, has extended the facility
of “Mentoring” to the top management at Anand as well. They include the Anand
Policy Committee Members, Anand Management Committee Members and
Business Heads. The Anand Supervisory Board Members and Independent
Directors act as Mentors to the top Management.
RN
A
AL L PR
PR OG
O
G RAM
RA
M S
S
RN
Visionary
Small & Medium
Enterprise
Development
STOE Program
Anand OE
Growth Model
Overseas
Deputations
Sloan School
of Management,
USA
Mr. H R Prasad, advisor
education, Anand leads the aldp program
for the group along with
Mr. Saideep Rathnam, President &
Dean Anand University
“It is said leadership cannot be defined, but can
be detected in its absence. We believe
leadership should not be confused as a
requirement only for top management
positions. At Anand, our goal is the
development of the unique capacities and
potentialities of each individual, captured from
the Caliper Profile Development Report and the
360 degree feedback. The objective is achieved
through a variety of initiatives: coaching and
mentoring, learning events organized by Anand
university, management development
programs at reputed institutions at home and abroad, overseas
assignments at foreign partner companies, and rotation between the
group companies. The high success of Anand Leadership Development
Program, designed to fulfill the group’s future needs of leaders, is
attributed to our recognition that leadership consists of a complex
relationship between the characteristics of the leader, his followers, the
Anand Way and the social, economic and political milieu.”
Ms. Geeta Nanda,
Coordinator
ALDP Program Anand
“Being associated with the Anand Mentor
Program since 1998 and more recently with
ALDP, it has been very rewarding to see young
Managers grow into positions of increasing
responsibility at Anand over the years. ALDP is a
very special initiative that equips our young
Managers to develop into future Leaders.
Through effective Coaching, Mentoring and
Classroom Learning Events, these young Managers get an opportunity
to enhance and hone their functional skill sets, soft skills, confidence and
personality – all essential characteristics of a Leader!”
14
In pursuit of leadership excellence
DRIVEN BY TALENT
EXTERNAL
EDUCATION
PROGRAMS FOR DRIVING
MANUFACTURING EXCELLENCE
2006 APS (Anand Production System)
2007
VLFM
2010
VSME
2011 AHPS (Anand Heijunka Production System)
2011
OVERSEAS
Progression of Time-line
for Manufacturing Excellence
programs at Anand
Even at the top of the tree senior management personnel are supported
and encouraged to gain a global business world view. They are given
opportunities under the Advanced Management Program (AMP) to attend
special courses at prestigious institutions like Oxford University, UK and
the MIT Sloan school of Management, USA.
Anand Heijunka Production System
Anand has been driving manufacturing excellence across the group through
the Anand Production System(APS). This has helped Anand plants move away
from the traditional manufacturing paradigm to the application of world class
manufacturing practices.
VLFM GRADUATES SPEAK
With the advent of the VLFM program, Anand was introduced to the concept of
Heijun’ka production. This knowledge was integrated into the Anand
Production System & is now being driven as the ‘Anand Heijunka Production
System’ (AHPS).
Tribhuvan Rasyara,
Vice President iEHS, Anand
VLFM ‘Visionary Leaders For Manufacturing’
The Visionary Leader for Manufacturing (VLFM), a program for Senior
Managers from the Indian Manufacturing sector, is a joint effort by the
Confederation of Indian Industry (CII) and the Governments of India and Japan.
This program is mentored by Prof. Shoji Shiba – a very renowned and
experienced Japanese consultant – who apart from receiving great recognition
by his own Government, was awarded a Padma Shree by the Government of
India in 2012 for his contribution to raising quality standards and improving
efficiencies in Indian Companies.
The 1st Batch of VLFM began in 2007. Each year, one batch of Senior Managers
is trained. The course has a total of 6 Modules, of one week each, spread over
12 months. The first 5 modules are conducted in India and the sixth in Japan.
The course is structured to give a unique leadership perspective and covers
Horizontal, Vertical and Strategic exploration of Business. Anand has 43
managers trained in this program. As a part of the Graduation Ceremony, the
VLFM have to demonstrate their learnings in project form and explain the
breakthrough they achieved in their particular business context. The graduate
‘VLFMs’ are involved in driving many change initiatives in their respective
companies.
DR. SHOJI SHIBA, CHIEF ADVISOR TO THE VLFM
PROGRAM IN INDIA COMMENTS ON HIS EXPERIENCES
AT ANAND.
I am very happy that the Anand group has come
forward to work along with CII to develop this new
activity. Under this activity a Tier 1 company (i.e.
Anand) is going to develop the Tier 2 and Tier 3
companies who are suppliers to them. Till now
this has never happened in the Indian Industry and
thus the Anand Group along with CII is creating
history.
(At 1st VSME Communique)
‘Visionary Small And
Medium Enterprises’
The Visionary Small and Medium Enterprises (VSME) is a program to improve
all aspects of manufacturing at our Plants. It is also aimed at helping our
suppliers attain World Class manufacturing status through the application of
Heijunka practices. The VSME concept was jointly initiated by CII and Anand in
2009. It is a part of the VLFM program, mentored by Prof. Shoji Shiba and Prof.
Furuhashi. The Heijunka practice has been applied to 8 Anand Plants in the
Chakan, Gurgaon and Parwanoo Hubs. This has helped to evolve a process that
meets customers’ fluctuating demands through the smooth flow of material
and information.
The 1st Batch of VSME was implemented in 2009 in five Anand plants of the
Chakan Hub and involved 21 strategic suppliers. The Program consists of 11
Modules spread over a year and involves transforming the suppliers’ old
manufacturing paradigm of producing to capacity, to a more responsive
Partner by synchronising with the changing needs of the market. A dedicated
team of 27 Anand engineers, under the guidance of top Anand Management,
known as the Visionary Task Force (VTF) have been trained to work jointly with
Suppliers. The team works to implement best manufacturing practices. The
15
CS PATEL, MEMBER ANAND SUPERVISORY
BOARD IS ACTIVELY INVOLVED IN THE
MANUFACTURING EXCELLENCE PROGRAMS
AT ANAND.
“The VSME Course, being implemented at the Anand
plants in Pune, is an experiment that will become a model
for the Indian manufacturing sector to replicate...”
Mr. C S Patel, Member Anand Supervisory Board & ExCEO of the group has made a tremendous contribution
to Anand’s beliefs of educating, developing and
training its managers. The rewards reaped through
important corporate initiatives such as VLFM, VSME and
Innovation are a direct result of his vision and foresight.
THE STOE (Specialized Training for
Operating Engineers) Program
The Specialized Training for Operating Engineers started at Anand in 2005 as
a part of the growth plan for Operating Engineers. Under this program, 15
percent of Operating Engineers from across all group companies are selected
through a special aptitude test - ATMAC (Anand Test for Mental Ability and
Compatibility), conducted quarterly in each Anand hub. These Operating
Engineers are then sent to various training programs with various modules
covering Maintenance Engineers, Quality Engineers Tool Engineers, Supply
RESULTS BY 2015
Tool
Engr.,
47
S/ Chain
Engr.,
48
Quality
Engr.,
90
Maint.
Engr,
181
Safety
Engr, 44
Plant
Tech
Trainer,
32
Cell Ldr
(ASTEP),
555
Chain Engineers, Safety
Engineers, Cell Leaders and Plant
Technical Trainers. These STOE
programs are spread over a period
of 150 days with a Total training
duration of 60 days. When an
Operating Engineer completes
the STOE program successfully, he
is assigned a higher job
responsibility in the area of his
specialisation and further
promoted depending on his
performance.
PRAVESH K SRIVASTAVA, GROUP PRESIDENT,
EXCELLENCE IN MANUFACTURING IS
ACTIVELY SPEAR HEADING MANUFACTURING
EXCELLENCE PROGRAMS AT ANAND.
“Unlearning the old way of working is more difficult than
learning the Heijunka way of planning. Therefore it is
important to only do things in line with the new highway - the
Heijunka highway!
At Anand, the AHPS ( Anand Heijunka Production System)
is where our new manufacturing focus lies.”
VSME program, currently in its 3rd year, covers 9 plants in Pune, Gurgaon
and Parwanoo. A total of 69 suppliers have been inducted. The program will
be extended to 9 more Anand Plants, in Satara, Nasik, Chennai and Jodalli,
in 2012.
The VLFM program changed our
mindset towards manufacturing. More
than that it helped us to see beyond the
obvious and understand the needs of the
customer.
The VLFM program has helped me
truly believe that a noble mind is a
MUST to sustain a business
proposition.
Umesh Shah, Plant Head, GabrielDewas
Batch 5 - VLFM program The VLFM program
gave me an opportunity to reflect on my
journey within Anand. The 5-Step discovery
process “Jump in the fish-bowl and collect
factual data”, inspired me to take up the challenge of leading the
Gabriel-Dewas plant located in a remote district. Most importantly,
VLFM has given me a methodology to synthesise my experience to
create a profitable and sustainable business model for Gabriel-Dewas.
It also gave me a unique opportunity to meet and share experiences
with people from wide and varied industries.
VLFM is a unique learning program
that moulds us into future leaders of the
manufacturing sector.
OXFORD UNIVERSITY, UK
‘The Advanced Management Program’ (Duration: Three Weeks) & ‘The Strategic
Leadership Program’ (Duration: One Week) At The Said Business School,
University Of Oxford, UK. The Strategic Leadership Program has sessions on practical
leadership and how to address immediate leadership challenges. Managers are
encouraged to see their role in the context of the ever-changing global environment. It
aims to re-energise these leaders through exposure to new ideas, view points,
challenging experiences and peer to peer learning. Additionally it provides them with
the opportunity to mix with people from across the globe. An average class comprises of
35 people. So far 12 senior Anand managers have attended these two programs; two
more have been selected to attend the 2012 sessions.
Sudhir Srivastava
Chang Yun India, Gurgaon
I am proud to be a part of the VLFM community
and very fortunate to get the opportunity to
convert my learning into skills by implementing
them at Chang Yun India. I was able to sustain
this while changing my roles and responsibilities - from Functional
Head to Plant Head to Business Head during/after completion of the
VLFM program. I am really grateful to Anand for giving me a once in
lifetime opportunity to learn in a highly disciplined environment. It also
helped me to develop personally and improve overall operational
efficiency.
EXPERIENCES OF THE VSME PROGRAM
Shrikant Padhye, CMD SMP Engineers &
Electricals Pvt. Ltd.
(Tier 2 supplier to Anand) VSME batch 2 program - Jan - Dec 2011
My experience of the VSME, Batch 2 during January and December
2011 is that of it being one of the best programs I ever attended. It
provides training in leadership and achieving goals, going to the source,
observing, analysis of observations, creating new plans and
implementing them in a systematic manner. During the program I saw
the impact of our Guides, on the entire team which was amazing. Tier
structure, standardisation of production, smooth flow of materials has
helped improve our delivery to every customer. I have since begun
feeling like a family member rather than a Supplier to Anand. I am proud
of being associated with Mr. Anand who has injected a great sense of
satisfaction from giving rather than taking.
MASSACHUSETTS INSTITUTE OF TECHNOLOGY
SLOAN SCHOOL OF MANAGEMENT, USA
Anand has tied up with the Massachusetts Institute of Technology’s Sloan School
of Management, USA to send managers each year to learn how to deal with the
dynamics of constantly evolving business challenges in a seamless world. The
course starts in June 2013. It is a one year residential program on Innovation and Global
Leadership. The focus of this program is to develop outstanding mid-level managers
(age group 32 – 48) to take on increased responsibility and leadership roles. Managers
nominated to this program will be future leaders, ready to undergo intense study for one
year and at the same time transform their thinking so that they can become
“Transformational Leaders” and “Champions for Innovation” at Anand. An additional
objective is to enable the families of these managers/future leaders to learn from,
imbibe, share and interact with different cultures.
16
EXTERNAL
EDUCATIONAL
TIE-UPS
DOMESTIC
impact in areas of influence, develop Innovation Champions
besides creating opportunities for breakthroughs.
Erehwon Innovation Consulting was brought on board to
support the Focus Team in order to drive innovative practices
across the Group.
The innovation drive has achieved quantum success in
improving material yield, order fill rate for the Aftermarket
business, increased productivity by over 100%, developed
concepts for low cost and new value products in single
plant/location companies. The movement is now being
rolled out at multi-locations and larger companies. The focus
will now extend to the areas of energy and electricity
consumption, reduction in raw material costs and variable
overheads. It will also attempt to increase capacity at a
reduced rate of investment.
OVERSEAS DEPUTATION
Every year, in addition to all the above development
programs, 4 to 6 Anand Managers are sent on long-term
deputation to the facilities of our Joint Venture Partners
located in America, Germany, France, Sweden, Korea and
Japan. The deputation period is from 2 to 3 years. This
enables, a mutually rewarding, cross fertilisation of ideas and
best practices. So far 40 Anand Managers have been sent on
overseas deputation.
NITIE MUMBAI
Anand has a long-standing relationship with NITIE Mumbai, a top Indian Business
School, specialising in Operations. Anand sponsors 4 to 6 Managers every year to
undertake the two year PGDIE program. The eligibility criterion for selection is: A
minimum educational qualification of a Bachelor’s Degree in Engineering/Technology in
the first division; Age < 30 years; Grade: Level 1; Appraisal rating of “Outstanding” or
“Very Good”; Minimum two years experience at Anand.
After successfully completing this program, the sponsored managers are elevated to
Level 2. They could then be deputed to another Anand company or return to their
original company. There are currently 4 sponsored managers doing their PGDIE at NIT IE
in the 2011-13 Batch. Four managers who were sponsored earlier have completed the
PGDIE Program and are now working at various Anand locations. Anand encourages its
Operating Engineers (Oes), who are typically Diploma holders, to acquire a Degree in
Engineering while working. Two OEs have been sponsored by Anand for the PGDIE
Program at NITIE in the recent past. Additionally three other OEs have risen to become
Plant Managers. In addition to sponsoring its managers to the PGDIE Program at NITIE,
Mumbai, Anand also participates in their summer and final placements. Summer
internship projects are provided to first year students at various Anand Companies.
Depending upon performance, Pre-placement offers are given to some of the summer
interns. Anand also hires many of the second year students during final placements from,
the Post Graduate in Industrial Management and Post Graduate in Industrial
Engineering streams.
FORGING BONDS- ‘THE ANAND
RETREATS’
The size and spread of the Group requires a process that
encourages networking and bonding amongst the managers
in the Talent Pool, spread across various locations and
companies of the Group. The Anand Retreat fulfils this need.
Thrice a year, a group of managers from the Anand Talent
Pool, along with their spouses, are invited to attend the
Retreat at either of the two exotic locations of Sujan Luxury
Hotels of ‘Sher Bagh’ in Ranthambore or ‘The Serai’ in
Jaisalmer. Besides the opportunity to make new friends, the
managers get to interact with Members of the Anand
Supervisory Board and Anand Policy Committee.
ANAND
TALENT SHARES
EXPERIENCES
We Nurture Talent
Anand U - The Corporate
University at Anand
For me, attending the Oxford Advanced
Management and Leadership program was a
once in a lifetime opportunity.
Anand Sontakke (Oxford)
Head – Commercials, BEHR India
During the course of three
weeks I got an excellent
overview of various business
a s p e c t s l i k e S t r a t e g y,
Finance, Marketing, Talent
Management, and
Leadership in a Crisis, Radical
Change Management and
Communication. The faculty,
of distinguished professors
helped me to reflect on my
strengths, values and goals. I
got to make friends with 30
participants from 22
countries.
ALDP greatly helped me to adapt to my new
work area, of hospitality, and to move out of
my comfort zone, which was manufacturing.
Jitin Sahni (ALDP)
Resident Manager - The Serai
I was used to the processes and control limits in quasi
manufacturing. I had to quickly adjust to the direct
human contact service industry where the customer
feedback from the “service encounters” is instant with
no scope of “rework”. The coaching sessions assisted
me in the challenging task of planning and building The
Serai, from scratch, into one of the best hotels in the
world. It also gave me the courage to take over responsibilities of Hotel
Operations in SUJAN.
I am honoured to learn business
principles from some of the best brains in
the country.
FOCUS ON INNOVATION
With the intention of breeding a culture of Innovation across Anand companies, a
focus team was set up in 2010 to inspire and empower people to take on challenges
beyond normal levels in a systematic manner. This was envisioned to create a quantum
17
Anand has always been driven by the belief that Training
& Learning has to be a continuous effort and not a
sporadic one. So strong has been this belief that Anand
set up its very own center of learning excellence – Anand
U. The Corporate University at Anand – ‘Anand U’ was set
up with the express task of developing a Talent Pool, by
educating, training and developing a chain of managers
who are slated to take over the baton of future leadership.
Anand U with its in-house developed programs and
activities is now a presence that is woven into the very
fabric of the entire Group. It is at the centre of gravity of
every learning initiative that has taken shape at Anand
today. Anand U has conceptualised, designed and
developed a whole spectrum of training programs,
learning regimes and tools. These cover every employee
at every level of every Anand Company.
Kusum Sharma (NITIE)
Manager-Corporate Supply chain
Thanks to Anand for “Giving wings to my
dreams”
NITIE is an innovative program that encourages
employees to take a leap in their career while
enabling the organisation to grow at the same
time. NITIE gave me the opportunity to nourish a
learning environment conducive to innovations in
productivity, business development and to being
a leader in the knowledge led productivity
movement.
OTHER
DEVELOPMENT
INITIATIVES
MR. SAIDEEP RATHNAM,
PRESIDENT & DEAN,
ANAND UNIVERSITY, AND
THE DRIVING FORCE
BEHIND ALL EDUCATION
INITIATIVES AT ANAND
COMMENTS ON THE
INTENSE FOCUS ON
TALENT DEVELOPMENT
AT ANAND
Anand strives to ensure that each of its managers imbibes a
sense of ‘belonging.’ The company imparts the education,
training and development necessary for both personal and
professional growth through the various programs
highlighted above. Anand hopes that the training and
development received by its managers will help them
transform not only their respective companies and the Anand
organisation but also become better corporate leaders and
human beings who will contribute to the needs of society.
The Future Beckons- Driving Towards 10000 Crores
To move forward, change and growth is essential and a natural
principle for all living things – and Anand is a dynamic, living,
breathing entity. Everyone at Anand wants to be innovative,
forward looking, globally competitive and leaders in what they
do. They understand that to get there they have to be excellent.
At Anand there is an ongoing effort to bridge the gap between
this glorious vision and the constant pursuit of excellence in all
that the group undertakes to do – starting with the development
of its people.
In my opinion, AMP is the noble way to create a
learning environment for aspiring employees
like me.
Mohit Srivastava (AMP)
Psychometric tests helped to understand my traits and the
mentor helped to build on the strengths and work on my
weaknesses. For a youngster, it cannot be a bigger honor
than to be coached by his idol while heading a
department under the most challenging situations. My
biggest achievement is my team who have helped me to
taste success at a very young age. My heart-filled thanks to the group. I feel
proud to be called an “Anand Executive”.
For me that first step to my personal growth
was joining Anand...
Shital Mane (AMP)
I have always been motivated by the axiom, "A journey
of a thousand miles begins with a single step." For me
that first step to my personal growth was joining the
Anand Group where I have been given the opportunity
to explore my potential through the AMP program. I'm
thankful to all the seniors for this opportunity!
The Anand Management gave me
the opportunity of a life time to study
at Oxford University, which I had
never dreamed of...
Mahendra Goyal (Oxford Program)
Group CFO, Anand & Managing Director
Anand Automotive Limited
It gave me an insight into how other activities
are equally important in life. There is time for
everything, if one wants to do it. I learned
how very difficult it is to sustain success,
which requires continuous and consistent
effort. In addition to class room studies, I
became heath conscious. I am proud to have
had this educational stint at Oxford and will
always be grateful to Anand for this
opportunity.
My mindset change from small “m” to BIG “M” has been one of
the biggest changes of my life.
Atul Jaggi
(VLFM/VSME)
Professor Shiba’ 5 Steps is a scientific approach
towards problem solving. Leadership behavior, the
principle of the fish bowl, understanding customer
needs and how to build strategy were other great
learning’s from the program. Seeing the Japanese
manufacturing practices during various plant visits
was an eye opener. The basic concept of
manufacturing in all aspects of Japanese culture
demonstrates their strengths, which motivated us
to implement them in our plants to make them
better and more productive.
18
Company Highlights
Company Highlights
VISITS
PROF. DR. HEINZ K. JUNKER, CEO MAHLE GROUP ON VISIT TO INDIA
VISITS
DANA HOLDING PRESIDENT & CEO VISITS SPICER INDIA
BEHR India Shop Floor, Chakan
Anand Stall, Auto Expo 2012
Prof. Dr. Heinz K. Junker, Chairman of the Management Board and
CEO of the MAHLE Group, Germany visited India in Jan 2012. Prof
Junker paid a visit to the Auto Expo 2012 in Delhi, before moving on to
Pune. The MAHLE Pune plant had the honour of hosting Prof. Junker
on his first visit to this facility. Mr. Sunil Kaul, Managing Director, BEHR
India & Group President, Technology, Innovation & Automation,
Anand, Mr. Ramesh Sunderarajan and Mr. Ramneek Jain, VP,
Operations, MAHLE Filter Systems India welcomed and accompanied
Prof. Junker on his tour of the facility.
Mr. Roger Wood, President and CEO, DANA Holding Corporation, USA along with Mr. Mark Wallace,
President, Highway Technologies and Mr. Aziz Aghili, President Off-Highway Technologies of Dana
Holding Corporation visited Spicer India in January 2012.Welcomed by a warm reception, Mr. Wood
unveiled a plaque to inaugurate the new Gear Plant office complex. He also addressed the Spicer
team on his visit.
The guests were then taken on a tour of
the facility and briefed on its operations
and that of the company. Mr. Deepak
Chopra, Group CEO,Anand and
Managing Director, Spicer India and Mr.
B.D. Singh, Managing Director, Dana
India were also present at the occasion.
Prof. Dr. Junker was introduced to the Mahle Pune team and also given
a comprehensive picture of the plant’s growth plans, products,
capacities and its capabilities. He also visited BEHR India and was
apprised of its products & engineering capabilities.
MAHLE Filter Systems India, Pune Facility
MRS. AKIKO TAKADA, DIRECTOR & ADVISOR – TAKATA CORPORATION
VISITS ANAND CORPORATE HEADQUARTERS AND TAKATA CHENNAI FACILITY
HEAD OF MANDO EUROPE VISITS MANDO INDIA
Mr. Yoon Sik Lee, MDE and Head of Mando Europe
visited Mando India in the last quarter of 2011.Since this
was his first visit to the Mando India facility, it was a great
honour for the company. He was also taken on a tour of
the facility on his visit.
JAPAN EMBASSY DELEGATES VISIT TAKATA NEEMRANA
Mrs. Akiko Takada honoured Takata India by visiting the Chennai plant in January
2012. She was given a hearty welcome by the Chennai team. The Director inspected
the shop floor, interacted with employees and participated in a tree planting
ceremony. She was accompanied by Toyoji-Iwane, MD Takata India. Mrs. Takada
also visited the Anand Corporate Headquarters while in Delhi and met with Mr.
Deep C Anand, Chairman DCA Foundation & Chief Mentor, Anand and other senior
members of the Anand management.
December 2011 saw the arrival of seven delegates from the Japanese
Embassy at the Takata Neemrana facility. The delegates toured the
facility, inspected the shop floor and had interesting interaction
sessions with the employees at the facility. Mr. Itaru Kado, Chairman,
Takata India was also actively involved through the visit.
19
20
Company Highlights
Company Highlights
VISITS
DR. MARTIN THIER, DIRECTOR - CORPORATE QUALITY
MAHLE GmbH VISITS CHENNAI PLANT
VISITS
VOLKSWAGEN TEAM VISITS TAKATA CHENNAI
A Team from Volkswagen visited the Takata
Chennai plant in the last quarter of 2011.
The visiting team toured the shop floor,
reviewed and later audited the facilities.
Dr. Martin Thier, Director Corporate Quality of Mahle GmbH visited the
MAHLE Chennai facility in the last quarter of 2011. He was taken on a
tour of the facilities and was briefed on the workings of the unit.
GENERAL MOTORS DELEGATES CALL ON MANDO
Mando India had the privilege of hosting Ms.
Wen and Mr. Liu Jun of General Motors in
December 2011. The two General Motors
representatives had come to discuss
technical matters and new business
development. They were also keen to learn
more about the production processes
deployed at Mando India.
TECHNICAL HEAD OF BEHR GmbH VISITS INDIA
Mr. Klemens Schmiederer, Technical Head, Behr GmbH & Co. KG visited Behr India in January 2012. During the course of his visit, Mr. Schmiederer
discussed strategies for 2012-2016. The discussions focused on Sales & Marketing strategies, the manufacturing footprint and supplies among other
topics.
MAHLE GmbH TEAM VISITS PERFECT CIRCLE, NASHIK
PEUGEOT CITROËN DELEGATES VISIT MANDO
Delegates from the reputed Peugeot Citroen
Company visited Mando India in December
2011. Their objective was to explore new
business opportunities and discuss
upcoming projects.
A team from MAHLE GmbH including Mr. Arnd Franz, Corporate Executive Vice President and GM Aftermarket - MAHLE GmbH visited Perfect Circle India
in November 11.
CY MYUTEC, INDIA HOSTS VISITORS FROM RENAULT-NISSAN
RENAULT NISSAN DELEGATES VISIT BEHR INDIA
CY Myutec India played host to
important technical teams from
Renault-Nissan on two occasions.
Their objective was to carry out
technical observations of the plant’s
workings and processes.
BEHR India had visitors from the reputed
Renault Nissan Company to their Chennai
facility. The visiting team made a tour of the
facilities and was briefed on the workings of
the unit.
FORD ASIA TEAM VISITS MANDO CHENNAI
The Mando Chennai facility had the
honour of welcoming and hosting
delegates from Ford Asia in
November 2011. The distinguished
visitors who represented Ford India
and Ford Global were on a New
Business Development mission.
GABRIEL COLOMBIA TEAM VISITS GABRIEL HOSUR
A team from Gabriel, Colombia visited Gabriel, Hosur in December 2011 to establish a new
relationship and obtain a better understanding of the operations of 06G & 03R, Apache Rtr, 5JM &
the Activa line of products.
The delegates had a detailed
discussion with the Mando team on
t h e c o m p a n y ’s p r o d u c t i o n
processes, quality systems and
practices.
21
22
Company Highlights
Company Highlights
TAKATA CHENNAI CAPTURES SECOND PLACE AT 16TH SAE EXHIBITION
Takata Chennai participated in the 16th SAE Exhibition held in the last quarter
of 2011 at the Chennai Trade Centre. The theme of the event was ‘Improving
Sustainable Technologies; Safe and Smart Mobility’.
There were a total of 132 participants at the exhibition. Takata’s stall
showcased its range of products including Seat Belts, Airbags, Steering
Wheels and Child Seats.
RECENT INTERNATIONAL ACCOLADES
FOR SUJÁN PROPERTIES
Takata won the second prize for hospitality, excellence in display, and overall
presentation Mr. Shimizu (Director Engineering) accepted the prize on behalf
of the company at the presentation ceremony. The Takata stall attracted
many senior level visitors from OEM companies. Guests were welcomed and
their queries answered by Mr. R. Ravindhran (GM, Business Development),
Mr. S Raghavan (Head, Marketing), Mr. Hideki Shimizu (Director,
Engineering), Mr. Hiroaki Fuji (Director, Emerging Markets) and Mr.
Raghunath A.C. (Deputy General Manager, HR).
QUALITY MONTH CELEBRATIONS
‘The Top 25 New Hotels for Couples’ - Romance List 2011 - Holidays for Couples
Readers’ Travel Awards- Conde Nast Traveler US October 2011
Gabriel’s ‘Par Excellence’ Team with their QCFI
Award (Dec, 2011)
Takata’s Team Emerald with their QCFI Award along
with the Judges (Dec, 2011)
Takata’s Team Victory with the HSCI (Honda Siel Cars
India Ltd.,) Judge and Mr. Itaru Kado , Chairman,
Takata India. ( Nov, 2011)
‘35 Most Romantic Hotels in the World’ - Travel & Leisure, South Asia Feb 2011
‘30 Stylish Eco Resorts’ - Conde Nast Traveller India Oct-Nov 2011
‘101 Best Hotels in the World’- Tatler Travel Guide 2012
GABRIEL DEWAS TEAM IN
AIRTEL DELHI MARATHON
ACTIVITIES AT GABRIEL
A team from Gabriel Dewas participated in the Airtel Delhi Marathon held in the last quarter of
2011 in New Delhi. The participating team comprised of Mr. Umesh Shah, Plant Head Dewas
and his wife Ms. Priti Arawade, along with a member of the employees union from the PlantMr.Sher Singh and Mr. Soma Lal Meena, a shop floor worker - a perfect example of team spirit
and harmony. Mr. Nakul Gupta from Gabriel, Khandsa was also part of the team that ran the
Marathon. He completed the 21km Delhi Airtel Half- Marathon in two hours.
Gabriel Manthan - Quality Circle conference
at Gabriel Pune
Outdoor session at Gabriel Hosur
Quiz in progress at Gabriel Parwanoo
Winners of QCC Competition at
Takata - Neemrana
Quality Quiz Session at Takata - Neemrana
The team was extremely enthusiastic about the event and had travelled all the way from Dewas
just to be a part of it. They were further encouraged in their endeavour with the participation of
Mr. Gurdeep Sawhney, Advisor, Education, Anand and the presence of Mr. PK Srivastava,
Group President, Excellence in Manufacturing, Anand and Col. Satya Bhargava, General
Manager, HR, Anand.
ACTIVITIES AT TAKATA
Employees presenting their QCC Projects to Mr.
Yokoyama Kaoru, Plant Head - Chennai. (Nov 2011)
23
24
HR Initiatives
HR Initiatives
We build trust and empower people
ANAND WELCOMES ITS NEW TALENT
ANAND TALENT
ACQUISITION (ATA)
Anand has always believed in creating a
organisation of talented, committed people. A
prime key to its success has been predicting the
need and planning well ahead for it. A pipeline
of talent is a crucial ingredient that just can’t be
missed out in the brew of success. The ATA
(Anand Talent Acquisition) program embodies
this effort.
The new Batch of 2011, ATA is an entourage of
young professionals who have taken their first
step onto a trajectory of leadership. The new
recruits are a part of the succession pipeline for
Anand. From being Graduate Engineer
trainees, Management Trainees and Young professionals they are being groomed into becoming seasoned leaders of the group, over the years.
The initiation of the batch of twenty-one took place in August 2011 at the Gabriel Head Office, Chakan. The first day of ATA started with a workshop
focusing on individuals and the challenges they face as they enter corporate life. The workshop was aimed at facilitating this change. It dealt with the cycle
of accountability, which revolved around 3 pillars: Responsibility, Empowerment & Accountability.
Thereafter the session of corporate
induction began with a presentation
by Mr. Deepak Chopra, Group CEO,
Anand on the group's growth over the
years and the way forward till 2015.
The session on ALDP by Mr. KS
Bhullar, President - Group HR, Anand
enlightened the young Managers on
the career path and the group's focus
on talent development. Linked to
ALDP was Mr. Gopal's session on the
functions of Anand U.
ANAND SPONSORS ‘THE AIMA NATIONAL COMPETITION
FOR YOUNG MANAGERS’
The AIMA (All India Management Association) has
been conducting a national competition for young
managers annually. Competition has been the key
factor in AIMA's thinking to attain excellence. To
promote this excellence in Young Managers, Anand
was the principal sponsor of the 37th National
Competition for Young Managers - 2011, that got
the young managers together to exhibit their views
on the theme - 'Building Sustainable Indian
Multinationals: Agenda for Action'.
A team from Gabriel Khandsa comprising of Mohit
Srivastava, Arvind Jetwal and Gaurav Munjal
participated in the competition and fared
reasonably well on the overall scale.
The Corporate Sector sees this competition as an
important and keenly anticipated training tool for
their Young Managers. It provides an excellent
platform to young managers to exhibit their talent,
leadership skills, knowledge, experience,
professional prowess and creativity in preparing
them to become “Leaders of Tomorrow’ and thereby
win recognition of excellence.
The Regional and National winners are awarded
prizes and trophies instituted by various corporates.
The presence of senior management
members from the group made the
new recruits feel both excited and
valued.
NHRD (National Human Resource Development) AWARD FOR GABRIEL, HOSUR
ANAND SCHOLARS AT NITIE
NITIE has been a constant feeder to the Anand Group’s talent pool
since 2005. The Group has multiple entry routes for NITIE scholars.
Anand has also been sponsoring its employees for a two year program
in Industrial Engineering under the Anand Scholar initiative as part of
the Career Planning for budding talent. So far four employees
graduated in 2010 and 2011. Four more will be graduating during 2013.
The current batch of Anand Scholars (Vishal, Navruti and Gyan) at NITIE,
Mumbai were invited for dinner at the Willingdon Club.
Anand has been giving internship opportunities to NITIE Scholars and
good performers are given an opportunity to work with the group.
Mr. M. Senthil Kumar, Manger – HR, Gabriel, Hosur was
awarded the ‘Best NHRD’ by the NHRD Network for
2011. He achieved this honour for his role in inducting
new members into the forum, organising sponsors and
coordinating meetings.
Mr. R Dinesh, Sr. Officer – also from the HR team
was recognized as Best Volunteer for 2011.
LOYOLA COLLEGE MANAGEMENT STUDENTS VISIT GABRIEL KHANDSA
A group of students from the prestigious Loyola College of Management, Chennai visited the Gabriel,
Khandsa plant. They were given a tour of the facilities after which they were addressed by Mr. Sumit
Bhatnagar, Plant Head. The students were enlightened about manufacturing processes and systems, as
well as given insights into Ride Control technology.
ANAND DAY AT SOIL
25
Anand Day was celebrated at the School of Inspired Leadership (SOIL) in
the last quarter of 2011. Team Anand gave the students of the school an
overview of the company’s values, culture and innovative practices.
BEHR INDIA HR ACQUIRES AUTOMATION PROCESSES
The Anand Day at SOIL was an interactive session where students learned,
in detail about the group and gained insights into experiences about life at
Anand. To keep the momentum going, teams from the school gave several
presentations on the ‘Secret of Anand’s success in building and sustaining
JV’s, where most others have failed.’ There were awards and rewards for the
winning teams at the end of the session.
As a part of the Behr Global Project, the India division implemented SAP and SAP Light (OM and PA
Module). SAP HR – Light went live in November 2011. The special feature of this system gives details of the
manpower status, the organisation of the unit and costs as per their departments, which is linked to ERO &
Lotus Notes. The New Ascent Payroll was also implemented in January 2011.
26
HR Initiatives
HR Initiatives
TRAINING & WORKSHOPS AT ANAND
MANDO ORGANIZES ‘STAR’ TRAINING PROGRAM
A STAR Training Program was conducted by Mr. J.R.
Patrick DGM – HR, for all the companies of the Chennai
Hub in the last quarter of 2011.
TEAM BUILDING
'BEST 2000'
BUILDING ENERGETIC SPICER TEAM
The program involved role playing and group discussions.
Cell coordinators and potential cell coordinators of the
Chennai Hub companies were selected to participate in
the training that proved to be a very productive and
rewarding experience for all concerned.
STANDARDIZATION WORKSHOPS AT SPICER
SPICER PANTNAGAR
SPICER JODALLI
Spicer organized an "Outbound Experiential Program" - A 3 Day Residential Program on "Building Personal Leadership" in January 2012 at the Empower
Activity Camp, Kolad, Raigad.
It was a good mix of outdoor and indoor activities followed by de-briefing sessions, reflecting on the day’s learnings and small group discussions.
Participants were also administered an “Extended DISC” - Psychometric test to understand the team capability profiling. The sessions concluded with
formulation of an "Action Plan."
MAKING GOOD
BETTER:
Spicer Pantnagar conducted a standardisation workshop on the Centre
Section line. The results were extremely satisfying as it resulted in many
savings. The participating Operating Engineers were rewarded with a day
trip to Corbett Park, Ramnagar.
AN HR TEAM BUILDING
INITIATIVE AT BEHR
SPECIAL TRAINING WORKSHOP
FOR TAKATA CHENNAI TEAM
During 2011, Spicer Jodalli initiated many process
improvement workshops. One such initiative was taken up
on Standardised Work under the able guidance of Mr. NG
Deshpande (GM, Lean Manufacturing, Spicer). These
workshops have been instrumental in streamlining shop floor
processes.
Takata Chennai organised a ‘Special Welding Process’ training in November 2011 for
12 members of the plant. Mr. V. Muralidharan (Regional Director, South) of the Indian
Institute of Welding, trained Operating Engineers on the robotic welding process.
The sessions included key topics such as types of welding, basic welding, how to affect
weld quality by current and volt, trouble shooting and other related topics. The
participants found the course to be highly interesting and a valuable experience.
SPICER’S ‘STAR’ – PROGRAM
FOR PEOPLE DEVELOPMENT
A workshop involving the top management of Behr
India was held in the last quarter of 2011 based on
the theme - “We are good but how can we be
better?” The workshop looked at the huge
challenges and risks of high engineering. It also
discussed close collaboration in product designing,
restructuring, better team work and other areas of
improvement.
The sessions tried to work out ways of bringing in an
atmosphere of openness with honesty, building trust
and commitment amongst team members. To aid
this process - the Conflict Management Model was
used. The entire effort was toward finding methods
of improvement in all spheres of activity.
BEHR INDIA’S ‘SPRINT’
SPRINT is a people empowered project that Behr India undertook during the last quarter of 2011
with the motto that states“Not only distance but Speed is equally important”. The team decided
to reduce the BEP target from Rs. 310 million to Rs. 250 million by utilising resources in the most
efficient manner possible. The SPRINT program was run with regular overviews, achievement
registrations and recognition of successes. The project involved all employees and successfully
concluded with the meeting of all targets. Optimisation of resources has been at the forefront of
the company’s business direction.
The ‘SPRINT’ initiative at BEHR India stands for:
S - SOB, Supplier Quality, Sales Return
/Warranty Cost Recovery
P - PCO & Overhead Reduction
R - Receivables recovery
I - Inventory Control
N - Negotiation & Localisation
T - Team Building
GABRIEL HOSUR’S
NEW INITIATIVE - ‘GAME’
FAMILY TRAINING PROGRAMME AT PERFECT CIRCLE INDIA
Spicer Pantnagar organised a 2-day ‘STAR’ training program at Rudrapur with the
objective of developing people handling, problem identification and resolution skills
among staff, team leaders, cell co-ordinators from the Production and HR
departments. The workshop was extremely well received by all participants.
27
Perfect Circle India has initiated a ‘Family Training
Program’ for its employees and their spouses, being
conducted every month. The training seeks to
enlighten participants on the importance of
maintaining a ‘work-life’ balance. This ongoing training
also seeks to help them cope better under various
circumstances at work and home.
28
HR Initiatives
iEHS
PERFECT CIRCLE INDIA ORGANIZES OUTBOUND LEARNING
FOR OPERATING ENGINEERS
An ‘Out Bound Learning’ program for Operating
Engineers is conducted every month by Perfect
Circle, India. The program has resulted in uniting
them into cohesive and closely knit teams, ready to
face any challenge whether on the shop floor or
personally.
During the course of the training, the Operating
engineers are taken off- site to make the program
fun and interesting. One such event happened near
Trimbakeshwar nearly 40 km away from Nashik. The
OEs enjoyed themselves thoroughly amidst the
beautiful Sahyadri hills.
iEHS
EHS MANUAL RELEASED
Mr. Tribhuvan Rasyara, Vice President, iEHS, Anand has created a common
platform for a better understanding of iEHS norms across the group, with
the launch of the EHS manual.
Lt. Col. Braham Singh, Head-HR, Perfect Circle India along with Operating Engineers, during an
Out Bound training program in the beautiful Sahyadri hills.
TEAM BUILDING INITIATIVES AT MAHLE INDIA
TEAM BUILDING & STRATEGY SESSIONS
In recognition of the present EHS status among group companies and an
analysis of trends, close coordination is sought to achieve Anand’s primary
aim of a zero accident rate. This manual-cum-guidelines on EHS is a
stepping stone towards that aim. The manual seeks to provide knowledge
and understanding combined with inherent expertise to achieve the
required competency by the group’s manufacturing facilities. It also
delivers a clear road map to continuous improvements in shop floor EHS
systems and focuses on a risk/ hazard management approach.
Mrs. Anjali Singh, Chairperson,
Anand Supervisory Board releases the
manual with Mr. Tribhuvan Rasyara,
Vice President iEHS, Anand.
The manual is divided into three main parts namely, environment, health,
and safety, with respective guidelines for clear understanding.
PERFORMANCE MANAGEMENT WORKSHOPS
SPICER PANTNAGAR’S
COMPREHENSIVE SAFETY REGIME
In a matter of just six months,
Spicer, Pantnagar conducted
seven safety workshops!
As a part of continuous employee interaction, MAHLE organised an offsite
Aftermarket Sales Conference in December 2011 in Gurgaon. The
company also held a two day conference for the OEM Marketing team in
January 2012 in Pune.
Keeping the objective of developing a performance based MAHLE
culture and taking existing best practices to the next level, the concept of
‘Bell Curve’ was integrated into the existing Performance Management
System.
These interactive events were meant for sharing and discussing business
objectives. They were also intended to provide a better understanding of
the financial and strategic aspects of the aftermarket business.
Three workshops were organised in order to shape the Company’s
strategy for the coming year and also the next 3 years. They were linked to
Employee Performance and future potential using the Bell Curve
concept.
The sessions were then livened up by interesting Team Building Exercises.
Similar spirited and cheerful events were organised for the other teams at
the MAHLE Head office in Khandsa, Gurgaon.
The objective of these
workshops was to emphasise
safety in every value stream.
Te a m L e a d e r s , G r o u p
Leaders, Operating
Engineers and other staff
participated in the safety
sessions. Several mock
emergency safety drills were
also conducted as part of the
program.
ANSYSCO MARKS
POLLUTION PREVENTION WEEK
HR HIGHLIGHTS AT SPICER
Ansysco joined hands with the Parwanoo Pollution Control Board in
December 2011 to observe Pollution Prevention Week. The Ansysco
team went around picking up and collecting plastic and polythene
bags littering the Parwanoo area. Their backbreaking effort resulted
in the gathering of 94 kgs of plastic garbage that was deposited at
designated collection centres.
SPICER JODALLI PROVIDES BUSES FOR EMPLOYEES
Spicer Jodalli has acquired three new Tata Marco Polo 41-seater buses for its employees - an initiative that
was extremely well received and welcomed by all employees of the plant.
SPICER PANTNAGAR OPENS A LIBRARY
In another move to keep the employees abreast of current trends and practices, Spicer Pantnagar opened a Library in
the last quarter of 2011.This initiative is in sync with the overall objective of continuous education, and it is intended that
the library will substantially expand access to learning opportunities for employees. The library is currently stocked with
books and publications relating to Functional and Motivational Development.
SPICER GEAR PLANT FORMS SPORTS CLUB
The New Gear Plant at Spicer India has set up a Sports Club for its employees The club has facilities for volleyball,
badminton, chess and cricket. This is another Spicer step towards developing a culture of ‘Effective Team
Building’ and ‘Fun at Work.’ The club is run by a committee of seven members (OEs and staff). This team will
organise sporting activities and ensure the availability and upkeep of necessary equipment and facilities.
29
GABRIEL CHAKAN CONDUCTS
FIRE EMERGENCY MOCK DRILL
The Gabriel Chakan plant conducted a mock fire emergency fire drill in January 2012.
Mr. Mokashe (Safety Officer), Mr. Dighe (Safety Manager), Mr. PLR Reddy (Plant Head), Mr. Jaini (Corporate HR Head), Mr. Patankar (Admin Manager) gave
some pointers on how to handle an emergency situation.
30
iEHS
Anand U
Anand U
iEHS
THE CORPORATE UNIVERSITY AT ANAND
‘STOE’ & ‘BLI’- ANAND’S INCLUSIVE
ADVANCEMENT PROGRAMS
VICTOR GASKETS FOCUSES ON SAFETY AND ENVIRONMENT
Victor Gaskets India has undertaken several farsighted measures to make the plant safer and more environmentally friendly. The measures also take into
consideration the health and welfare of the employees.
Safety trolley acquired to
protect those working at heights
PPE signage installed outside
the HT Yard to ensure safety
A new rainwater harvesting system was
installed. This brought about savings
of 779 cubic meters of water
MAHLE, KHANDSA CELEBRATES SAFETY WEEK
‘Safety Week’ and ‘Idea week’ were observed at Mahle, Khandsa in the last quarter of 2011 with an intense
schedule of activities. The Safety Training and Awareness Picture and Poster Competition inspired the staff to
come out with original and creative ideas of safety awareness. Activities included Safety Skits; Idea Sessions
on Productivity, Quality, Costs, Delivery, Safety and Morals.
AFTERMARKET
SPICER INDIA HOLDS ALL INDIA DEALERS
CONFERENCE 2012
Spicer India organised an All India Dealers’ Meet in
February, 2012 at Hotel Citrus, Goa. This was a special event,
as the company intended to actively involve its dealers in
achieving a growth target of 41% in 2012.
The Spicer team utilized this platform to get closer to the
dealers - hear and understand their issues. The team also
shared the companies plans for 2012 for value and brand
promotion activities.
Dealers were recognised for their performance and a
number of well deserved awards were given out.
STOE (Specially Trained Operating Engineers) and BLI (Behavioural Leadership Initiative)
PROGRAMS FOR OPERATING ENGINEERS
Safety barricades erected around
electric installations to
prevent accidents
We support continuous education
The Specially Trained Operating Engineers (STOE) program is proof of
Anand’s belief in fostering and developing talent within the organisation.
STOE candidates are selected by the in-house developed Anand Test for
Mental Aptitude & Compatibility (ATMAC).
Anand U organised various graduation ceremonies at the Chennai, Hosur,
Jodalli, Pune and Parwanoo hubs for 150 STOE and 13 BLI graduates. The
functions honoured those who had graduated under the various STOE and
BLI programs.
Those scoring 85 percent or more are shortlisted for the Specially Trained
Operating Engineers (STOE) programs. OEs train under various categories
such as Maintenance, Engineering, Quality Engineering, Tool Engineering,
Safety Engineering, and Team Leader (ASTEP). The duration for each
course is 5 months. After the training they are allowed to acquire skills in
fields of their interest.
All participants expressed pleasure for the program and were sure that it
would enhance their capabilities on the shop floor.
In a similar vein the other staff also has courses designed for their needs.
Grouped under the Behavioural Leadership Initiative (BLI), the various
avenues explored are Interpersonal Relations and Leadership Skills. Meant
for staff across the hierarchy, it is intended to build Team Spirit.
The BLI is divided into 3-tiers:
BLI - Silver:
covering team building
BLI - Gold:
covering team dynamics
BLI - Platinum:
covering team leadership.
Through such initiatives Anand ensures that staff and engineers are
constantly challenged to enhance their capabilities sustain their personal
growth.
Spicer India Ltd. – First Batch
The first batch of 14 STOEs was facilitated on 29th November 2011 at a
grand ceremony. The graduates were presented with certificates and
mementoes by Mr. Arul Kumar, COO, Spicer India Ltd.
Mando India Ltd. – 2nd Batch
In September 2011, Mr. Y.B. Yoon, Managing Director, Mando India Ltd. had
launched the 2nd Quality Engineering STOE batch at the OMNEX
Academy, Chennai.
The batch consisted of 15 participants. Module 1 was conducted in
September and the program concluded in November with the completion
of Module 2. Mr. Naresh Moily, Mr. P. S. Gopal and Mr. Subhash Anandan
presided over the function and congratulated the STOEs on their
achievement and encouraged them to implement their new learning into
daily routines and work processes.
After the serious business was completed, a group of Spicer employees
gave a folk dance performance. It livened up the evening and cheered all
those present.
ASTEr – AN ESSENTIAL PROGRAM FOR OPERATING ENGINEERS
In a recent survey, Anand U, identified the need to train operating engineers who do
not qualify under the Special Training for Operating Engineers (STOE) program.
The findings provoked Anand University into launching a new program for these
Operating Engineers - ASTEr (Advanced Skill Training for Engineers).
The objectives of this program are to:
• Enhance Employability,
• Update Skills and
• Sustain and Improve Human Productivity Levels.
The first program was launched by Mr. SCV Rathnam President and Dean, Anand
University on 26th September 2011, at Anand University, Pune. The course is spread
over 5 days and covers topics such as, Lean (40%), Machine, Quality, WPO, Safety (10%
each) and Soft Skills (20%). Sixteen participants from the West Zone attended the
course.
The program requires each participant to complete one project after the training. This reinforces their learning. Post-training, the now skilled Operating
Engineers support the implementation of Lean initiatives at their plants. The feedback from the trainees was enthusiastic. They were glad for the
opportunity to learn and gain new knowledge and skills. An added benefit is that the newly trained workforce enhances manufacturing excellence in the
plant.
SIX SIGMA GREEN
BELT WAVE 4 PROGRAM
The Six Sigma Green Belt Wave 4 program launched in
November 2011 was inaugurated by Mr. Arul Kumar,
COO of Spicer India Ltd. This is a milestone project with
savings and quality as its guiding objective.
The first Module of November 2011 had 19 participants
from companies across the group. Module 2 was
conducted in December of 2011. The entire Green Belt
Project is scheduled to be completed by March 2012.
The most direct consequence of the Project is an
expected saving of INR 38 lacs.
31
32
Anand U
Corporate Social Responsibility
ANAND U LEADERSHIP
LEARNING EVENTS
SNS FOUNDATION – THE CSR WING OF ANAND
PROBLEM SOLVING:
Par Excellence
by Saideep Rathnam
President & Dean, Anand U
The Anand U campus at Pune was the scene of two intensive learning events.
They focused on Innovation and Financial Thinking for Batch 2 of the Anand
Leaders and Talent Program.
INNOVATION
The two day workshop for this learning event for Anand Leaders was
facilitated by Mr. M.S. Shankar. The program objectives were:
• Understanding Transformation using Breakthrough Learning Processes
and Methodologies of Innovation
• Developing skills for Embedding Culture of Innovation
FINANCIAL THINKING
This two day workshop, for Anand Talent, on Financial Thinking was
facilitated by Mr. Jagdeep Oberoi, Group Controller, Anand and Mr. Sachin
Jain, financial Controller, MAHLE India. The program objectives were:
• Understanding the Balance Sheet
• Understanding Profit & Loss and Cash Flow Statements
• Learning Ratio Analysis to understand the effectiveness of the above.
KNOWLEDGE INTEGRATION
PROGRAM ENTERS THIRD YEAR
Knowledge Integration Program (KIP) launched in 2009 has entered its 3rd
successful year. KIP-Quality Maintenance Wave 3 was launched in
November, 2011. Prior to this two waves of the Knowledge Integration
Program were completed in the year 2009-10, 2010-11 respectively, making
it an annual event. Learning from these KIP programs was shared with some
of the customers. They were also impressed with the process of knowledge
sharing and integration. A total of 160 practices from within the group
companies were shared in last two waves.
This third wave of the KIP on Quality Maintenance was conducted from 28th
to 30th November, 2011 at Hotel Matrix Inn, Pune. A total of 20 best practices
were shared by the Quality Heads of Anand plants. The Program was
inaugurated by Mr. Manoj Kolhatkar Managing Director- Gabriel India Ltd.
The program was managed by two of VLFM Graduates Mr. Atul Jaggi and Mr.
Dayanand Deshmukh. A Souvenir of best practice abstract was also released
by Mr. Manoj Kolhatkar during the inauguration. Mr. Arul Kumar, COO Spicer
India Ltd. awarded the Top best practices in each category.
33
We live in an era where technology is our primary
tool, knowledge is the strategic asset and
problem solving is the critical skill. Today,
business organizations are being challenged by
global competition, technological change and
social transformation. Therefore organizations
need to solve bigger and tougher problems, in faster, better and cheaper
ways. The traditional approach to problem solving is based on the old
cookbook approach viz.: small scale, linear, deficiency oriented and
tactical. However, in the era of bio-technology, the web, the smart
materials and the global economy, the new paradigm of problem solving
has four critical characteristic viz.:
• Large scale: the change has to be encompassing a much wider
horizon than traditionally envisaged
• Non linear: the parameters (in real life) are rarely linear and therefore
their interrelationships too are complex
• Opportunity oriented: proactive as against the deficiency or reactive
approach
• Strategic: longer term focus rather than the tactical or short term
focus
As recently surveyed by Caliper associates and reported in the Wall Street
Journal, understanding these critical characteristic of the new paradigm
of problem solving is important for all leaders, especially the up and
coming executives. However, there are only six essential skills that are
involved in problem solving. These skills and their interrelationship are
discussed in the paragraphs below:
Generating the mind set involves moving from self-doubt to innovation by
developing ideas and activities and seeking alternative points of view.
The ability to do this improves your effectiveness in moving creatively
through the problem solving process. The main characteristic of an
innovator includes combination of commitment and open mindedness
which helps to generate the widest possible field of opportunities.
Acquiring knowledge involves moving from innovation to insight by
asking the right questions and getting good and timely information. This
helps to not only define the problem effectively but also to choose the
best routes and identify the stakes involved. This knowledge helps
identify the most likely problems and highlights the opportunity involved.
With a little more investigation and analysis, the implication of the
problems becomes more apparent and therefore generates a solid
foundation for action.
Building relationship involves moving from insight to community building
by cultivating quality interaction and thereby creating an ever expanding
circle of relationship based on service, royalty and identification.
Communicators develop the support and human contact needed to
create and implement change effectively. These communicators quickly
understand the relationship between the journey step and their
implications for people involved. They also help address the WIIIFM (or
the “What Is In It For Me”) syndrome. Each of the community members
must be aware of whether the problem solving effect is worthwhile for
them and why. This helps to build the strong network that would support
the change effect.
Managing the journey focuses on moving from building the community to
creation of a sense of direction through a choice of destination and
strategy. This helps members of the community to foster understanding of
stages of problem solving. The key steps include setting goals, defining
success and developing effective plans.
Creating the solution shows how to move from leadership to power by
designing, building and maintaining the optional solution. This requires
the creator to identify not only the technology resources required but also
human skills needed for defining the journey and figuring out what it will
take to get the group to where they want to go.
Delivering the results concentrates on moving from power to sustainable
advantage through intuitive and disciplined implementation, which
allows one to continuously exceed expectations. The performer has to
counter complexity, friction and scale with simplicity, discipline and
competitive edge.
In conclusion, I would like to summarize that there are only six problem
solving essentials which are required as a basic skill to be complete and
competitive. The problem solver needs to conceive, organize and lead
expectations to add value to society, business, and humanity.
We are committed to social responsibility
SNS FOUNDATION – AMERICAN
INDIA FOUNDATION PARTNERSHIP (AIF)
December 2011 onwards, SNS Foundation has been
selected by AIF as one of its implementing agencies for
its Program MAST. MAST stands for ‘Market Aligned
Skills Training’ and targets training of underprivileged
youth (males and females) in vocational, work readiness
and spoken English skills, so as to facilitate their
employment. In the pilot phase, SNSF’s vocational
centres in Gurgaon, Farukh Nagar, Pataudi and
Parwanoo (Himachal Pradesh) have been included with
the target of training 800 students and placing 640 of
them.
SNSF UNDERTAKES LIFE ENRICHMENT
PROJECT(PHASE 3) FOR PUNJ LLOYD WORKERS
The construction business of the PUNJ LLOYD Company is widespread and
construction activities are carried out under harsh climatic/weather
conditions, at remote and difficult places with large numbers of migrated
contract workers working at these sites. Owing to the difficult, stressful
working and living conditions and constant exposure to health and work
related high-risks, the vulnerability of the workforce for emotional stress,
various infections and occupational hazards is maximum. Against this
backdrop the company felt the immediate need to address the emerging
issues at their work site as an important part of Life Enrichment project.
The project aims at ‘Building capacity of employees and workers to
collectively assume responsibility to set bench marks for Safety, Health,
Environmental (EHS) and Legal Compliances at their work-places’. The
training on various aspects of EHS and Legal Compliances is delivered
through a Cascading Mentor - Ambassador - Peer Educator – Peer
Coordinator Model. Life Enrichment Phase I (Medicity, Gurgaon) and Phase
II (Panipat, Haldia and Baroda) has been successfully implemented.
Currently work is underway to assess the impact of interventions under Life
Enrichment III which is operational at Mangalore, Cuddalore and Dahej.
SNSF INITIATES LIFE SKILLS TRAINING WITH
‘PROJECT SANSKAAR’
In recognition of the gap that exists in facilities of health and personality
development in the lives of government school students, Project Sanskaar
has been piloted in two government schools of Gurgaon, reaching out to
nearly 1000 students of Classes VI - XII.
In addition to general health check up, students have undergone
specialized assessments in Eye and Dental Health. Students with identified
health challenges are undergoing treatment.
A 20 hour Life-Skills Module comprising sessions on ‘How to Make a Positive
First Impression’, ‘Time Management’, ‘Listening’, ‘Building Self
Confidence, ‘Body Image’, ‘Pregnancy’, ‘Physical Changes During
Adolescence’, ‘Balanced Diet’ etc was shared with a selected group of 100
students; female students of Classes VIII and IX who are in the midst of their
adolescence. These sessions threw open in-depth discussions with students
posing questions on relations with opposite sex, physical health issues etc.
34
CSR
(I have contributed here an edited extract of the
Baccalaureate address to University of Pennsylvania’s
graduating class of 2012, delivered by Nipun Mehta.
Nipun is the founder of ServiceSpace.org, a non-profit
that works at the intersection of gift-economy,
technology and volunteerism. This address conveyed a
beautiful message that I felt would make an enriching
read for all.)
DEEP. C ANAND FOUNDATION (DCAF) SUPPORTS
INITIATIVE FOR SKILL DEVELOPMENT OF
UNDERPRIVILEGED MALE YOUTH
Aide et Action (AeA) is a non-profit
organization of French origin and
worldwide presence with
EDUCATION in its various forms of
Livelihood Education, Early
Childhood Education, Inclusive
Education, Education for child drop
outs, Education for Women as its
thrust areas.
With SNS Foundation as the
monitoring and facilitating agency,
AeA has been selected by the Deep
C Anand Foundation (DCAF) to
deliver training of underprivileged
male youth in Delhi & Gurgaon in the
trades of 2-Wheeler Auto Mechanic,
Retail, Electrical and ITeS. This
association which began in June
2011 would soon complete its first
year of partnership having achieved
the training of approx. 600 male
youth.
by Indira Varadarajan
Executive Director,
SNS Foundation
Paths Are Made By
Walking
--by Nipun Mehta, May 14, 2012
Right now each one of you is sitting on the runway of life primed for takeoff.
You are some of the world's most gifted, elite, and driven college graduates –
and you are undeniably ready to fly. So what I’m about to say next may sound
a bit crazy. I want to urge you, not to fly, but to – walk. Four years ago, you
walked into this marvelous laboratory of higher learning. Today, heads held
high, you walk to receive your diplomas. Tomorrow, you will walk into a world
of infinite possibilities. But walking, in our high-speed world, has
unfortunately fallen out of favor. The word “pedestrian” itself is used to
describe something ordinary and commonplace.
Back in 2005, six months into our marriage, my wife and I decided to “step it
up” ourselves and go on a walking pilgrimage. At the peak of our efforts with
ServiceSpace, we wondered if we had the capacity to put aside our worldly
success and seek higher truths. So we sold all our major belongings, and
bought a one-way ticket to India. For us, this walk was a pilgrimage -- and our
goal was simply to be in a space larger than our egos, and to allow that
compassion to guide us in unscripted acts of service along the way. We
ended up walking 1000 kilometers over three months. In that period, we
encountered the very best and the very worst of human nature -- not just in
others, but also within ourselves. Soon after we ended the pilgrimage, my
uncle casually popped the million dollar question at the dinner table: "So,
Nipun, what did you learn from this walk?" I didn't know where to begin. But
quite spontaneously, an acronym -- W-A-L-K -- came to mind, which
encompassed the key lessons we had learned, and continue to relearn, even
to this day. As you start the next phase of your journey, I want to share those
nuggets with the hope that it might illuminate your path in some small way
too.
And lastly, the K in WALK stands for Know Thyself.
Sages have long informed us that when we serve others unconditionally, we shift from
the me-to-the-we and connect more deeply with the other. That matrix of interconnections allows for a profound quality of mental quietude. Like a still lake
undisturbed by waves or ripples, we are then able to see clearly into who we are and
how we can live in deep harmony with the environment around us.
When one foot walks, the other rests. Doing and being have to be in balance.
As we walked -- witnessed, accepted, loved -- our vision of the world indeed grew
clearer. That clarity, paradoxically enough, blurred our previous distinctions between
me versus we, inner transformation versus external impact, and selfishness versus
selflessness. They were inextricably connected.
That’s W-A-L-K. And today, at this momentous milestone of your life, you came in
walking and you will go out walking. As you walk on into a world that is increasingly
aiming to move beyond the speed of thought, I hope you will each remember the
importance of traveling at the speed of thoughtfulness. I hope that you will take time
to witness our magnificent interconnections. That you will accept the beautiful gifts of
life even when they aren’t pretty, that you will practice loving selflessly and strive to
know your deepest nature.
On your walk, today and always, I wish you the eyes to see the anthills and the heart to
feed them with joy. May you be blessed. Change yourself -- change the world.
SPICER INDIA
LAUNCHES COMMUNITY
SKILL PROGRAMME
FOR WOMEN
The W in WALK stands for Witness. When you walk, you quite literally see
more. Your field of vision is nearly 180 degrees, compared to 40 degrees
when you’re traveling at 62 mph. Higher speeds smudge our peripheral
vision, whereas walking actually broadens your canvas and dramatically shifts
the objects of your attention. For instance, on our pilgrimage, we would
notice the sunrise everyday, and how, at sunset, the birds would congregate
for a little party of their own. Instead of adding Facebook friends online, we
were actually making friends in person, often over a cup of hot “chai”. Life
around us came alive in a new way. A walking pace is the speed of community.
Where high speeds facilitate separation, a slower pace gifts us an opportunity
to commune.
SNSF PARTNERS WITH AGILENT TECHNOLOGIES
IN TEACHING INITIATIVE
It was sheer joy to watch 46 volunteers (employees) from Agilent
Technologies totally unmindful of the fans not moving above their
heads; engage themselves selflessly over two and a half hours in
painstakingly teaching some 180 students different concepts of
science. The students were from Classes IX and X of Govt. Senior
Secondary School, Khedki Daula, Gurgaon.
The heat and sweat seemed more motivating than dampening
factors for the volunteers, who looked determined to cross every
obstacle and ensure that students for whom they were responsible,
completed and comprehended their experiments well. The
experiment kits used for conducting the various experiments had
been designed by Agilent's very own R & D wing.
This activity was part of Agilent and SNS Foundation's long
standing partnership to develop the quality of science education in
government schools of Gurgaon by developing lab infrastructure
and greater access to science text books and reference material.
35
The A in WALK stands for Accept. When walking in this way, you place yourself
in the palm of the universe, and face its realities head on. We walked at the
peak of summer, in merciless temperatures hovering above 120 degrees.
Sometimes we were hungry, exhausted and even frustrated. Our bodies
ached for just that extra drink of water, a few more moments in the shade, or
just that little spark of human kindness. Many times we received that extra bit,
and our hearts would overflow with gratitude. But sometimes we were
abruptly refused, and we had to cultivate the capacity to accept the gifts
hidden in even the most challenging of moments.
So I encourage you to cultivate equanimity and accept whatever life tosses
into your laps -- when you do that, you will be blessed with the insight of an
inner transformation that is yours to keep for all of time.
The L in WALK stands for Love. The more we learned from nature, and built a
kind of inner resilience to external circumstances, the more we fell into our
natural state -- which was to be loving. In our dominant paradigm, Hollywood
has insidiously co-opted the word, but the love I’m talking about here is the
kind of love that only knows one thing -- to give with no strings attached.
Purely. Selflessly.
On our walking pilgrimage, we noticed that those who had the least were
most readily equipped to honor the priceless. In the villages, your worth
wasn’t assessed by your business card, professional network or your salary.
That innate simplicity allowed them to love life and cherish all its connections.
Extremely poor villagers, who couldn’t even afford their own meals, would
often borrow food from their neighbors to feed us. Street vendors often gifted
us vegetables; in a very touching moment, an armless fruit-seller once insisted
on giving us a slice of watermelon. And I still remember the woman who
generously gave us water when we were extremely thirsty -- only to later
discover that she had to walk 10 kilometers at 4AM to get that one bucket of
water. These people knew how to give, not because they had a lot, but
because they knew how to love life. When you come alive in this way, you'll
realize that true generosity doesn’t start when you have some thing to give,
but rather when there’s nothing in you that’s trying to take. So I hope that you
will make all your precious moments an expression of loving life.
Spicer India, in association with the SNS Foundation and ITI Khed, launched a
Community Skills Program on 20th December 2011. The program will impart
Cutting and Tailoring training to the women of Satkarwadi village. It is aimed at
bettering the women’s lives and giving them more income options.
The program is a government certified 3 month course. The teaching staff will
be provided by ITI Khed. Twenty selected beneficiaries are part of the program
that commenced in January 2012. Initially, the fees is being sponsored by Spicer
India, as also the basic amenities required for the set up of the centre.
The villagers are very grateful
for the program and
expressed their heartfelt
thanks to all those who made it
possible.
The launch was attended by
the Zila Parishad Sabhapati Mr.
Arun Chambare, Zila Sikshan
Adhikari, the Principal of ITI
Khed, Panchayat members,
OE and staff representatives of
Spicer India and Mr. Deepak
Shinde, SNS coordinator of
the Pune Hub.
36
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