ROOP 14 Edition
th
VAARTALAP
RAFPL-Gurugram RAFPL-
Regd. & Corporate IMT- Manesar Unit I IMT-Manesar Chennai
Office PLOT NO. 439-440, Unit II PLOT G-31 & H-22, 116, Udyog Vihar, Dharuhera
19, ROZ KA MEO SECTOR-8, IMT- PLOT 212, SIPCOT INDUSTRIAL Phase 1, Sector 22A Plot No. 14, HUDA
INDUSTRIAL AREA, MANESAR, SECTOR-4, PARK, VALLAM VADGAL, & 20, Gurugram Industrial Area,
(122016)
NUH-122107 (INDIA) GURUGRAM-122050 IMT-MANESAR, SRIPERUMBUDUR Haryana, India Dharuhera,
Rewari –
PH: 91 124 2362138, (INDIA) GURUGRAM – 122050 TALUK, KANCHIPURAM- Ph.: +91 124 (123106),
2363611, PH: 91 124 4959800 (INDIA) 603002 (INDIA) 4518000-99
+91 8396969522-26 FAX: +91 124 4959639 PH: 91 8929540200-02 PH: 91 44 67103600-620 Haryana, India
#ROOPAUTOKIJAI
#ROOPAUTOLIFE
1
Table of Contents
1. Message from Management…………………………………………………………………………………………………………2-4
1. Mr. Mohit Oswal, MD………………………………………………………………………………………………………………………..2
2. Mr. P K Salhotra, Director…………………………………………………………….......................................................3
3. Mr. Gaurav Jain, Director………………………………………………………………………….………..……………………………..4
2. Letter from Editor…………………………………………………………………………………............................................5
3. Business Facts at Glance……………………………………………………………………….………………………………………….6
4. From Desk of QA Head…………………………………………………………………………………………………….……………….7
5. From Desk of Plant Head-RAFPL………………………………………………………………………………………………………..8
6. Industry update……………………………………………………………………………………………………………………….….………….9-10
7. HR Trend………………………………………………………………………………………...…………………………………………11-12
8. Our Achievements 2020-2021…………………………………………………………………………………………………….13-14
9. HR Corner-New Sailors……………………………………………………………………………………………………………….15-18
10. Employee Spotlight-HR Corner…………………………………………………………………………………………………..19-24
1. Interview with Mr. Ashutosh Datta.……………………….…………………………………………………………………………19
2. Interview with Mr. Pankaj Garg……………………………………………………..…………………………………………………20
3. Interview with Ms. Surbhi Sinha…………………………………………………………………………….…………………………21
4. Interview with Mr. Sandeep Kulkarni……………………………………………………………………………………………….22
5. Interview with Mr. Mohammad Sharik….………………………………………………………………………………………...23
6. Interview with Mr. Hariprashanth E …………………………………………………………………………………………………24
11. Focus on Employee Connect…………………………………………………………………………………………………………..25
12. Cherished Moments……………………………………………………………………………………………………………………26-27
1. Annual Day, Pongal Celebration @ Chennai, Women’s Day Celebration.……………………………………….…26
2. Quality Month, Independence day Celebration, Safety Month..……………………………………………............27
13. Poem, Couplets & Facts……………………………………………………………………………………………………………..28-32
14. Covid-19 relief activities………………………………………………………………………………………………………………….33
15. CSR-Corporate Social Responsibility…………………………………………………………………………………………..34-35
Message from Managing 2
Director
Dear colleagues,
We are today living in an atmosphere of fear and uncertainty however let
me remind you how all of us were able to handle the first wave and worked
without compromising either the health of our teams or the needs of the
customer.
I am very confident that with the same level of dedication and teamwork
we will get over this wave as well.
During the first wave our customers shutdown for 2 months and that was
a saving grace however the current situation is very different. You have
Mr. Mohit Oswal
Managing Director seen that from January to April we have seen highest sales ever and our
schedules remain the same.
USA market is booming and demand is at the highest, we have ever seen, so there is no dearth of
business. The only problem is how to ensure that customers line don't stop under the current situation
while ensuring that all of us remain healthy.
Our acquisition of Logwell has been smooth and integration is nearly complete. The sales there have
also been robust but for the month of April where we have seen a lot of Manpower shortage.
Your company not only has a full order book for the current year but has rfq awards even for 2022 and
2023. We are also very close to finalising new businesses with existing customers.
But for Covid, Outlook is very positive.
However, at this time I must stress that all of you to be very careful and follow all protocols religiously
not only at work but also at home. This is also the time to extend help to those Who need it. However
small or big it is, it will make a difference. We must be responsible citizens of our country and our
communities.
I wish you the very best.
Message from Director 3
Dear All,
Further to my last communication in Roop Vartalap about setting up of
IMT-Unit 2.
Last time I explained about :
-Equipment Inspection.
-Follow the rule for laid down procedures.
This bulletin I will write briefly on :
-Equipment integration to the whole set up.
-Safety/Security for operators working in plant.
Regarding equipment integration it was an arrangement between three
agencies viz., Roop/Gudel/Supplier of machines and equipment. It seems
that machinery and equipment manufacturers specially the Indian compa
-nies and Gudel had no experience of such an end to end automation.
Integration of Indian and overseas machinery and equipment was primarily Mr. P.K. Salhotra
the responsibility of Gudel so as to meet the target timeline of production. Director- Technical
Due to lack of such an experience Gudel were not prepared. Regular interaction between three stakeholders
could not take place resulting into delays. The machine builders and Gudel Teams had to work in Roop premises,
to bridge the gap, for almost one year to integrate machinery, equipment and automation. We had huge issues
on integration because Gudel could not interact with machine builders and lot of features were either not
activated by supplier or Gudel had not conveyed them in writing with Roop involvement. Going forward we may
use such agencies who are specialized in integration work. In this Gudel was to play a major role between Roop
& equipment supplier to get the required time of production by working on parameters like gantary speeds &
Robots sequence of operation & also Gudel were to integrate with overseas suppliers with their agencies in that
country. Here we missed a regular interaction between three of us which was very important & Roop believed that
Gudel will be able to interact properly with suppliers which was a total miss & on arrival equipment, we had huge
issues of integration on site as lot of features were either not activated by supplier or Gudel has not conveyed them
in writing with Roop involvement. To overcome that we had to keep all suppliers & Gudel team in our premises for
over a year to bridge that gap. Going forward we came to know that there are agencies who are specialized to
integra te between Automation & equipment suppliers.
-Regarding safety security of operators & staff, after the installation of plant, All working areas of robots and
gantries were closed with cages/barricading. The entry gates were provided with electronic locks so that whenever
any gate was opened, robots and gantries will automatically stop providing the safety to the working
maintenance/operator personnel. This has never taken seriously by our working team & we had tough time to
explain and gave them helmets & explained not to enter in critical areas when machine & Robots in operation.
Further to ensure & to avoid negligence we put interlocks as & when maintenance/production staff opens safety
cage the machine & robots will stop & after necessary work the concerned has to reset back the sequence of
operation. Further safety we will be doing by Zonning of Robots working where in any person working in robots
operating area & if someone from outside try to run operation, it will not happen until person come out of the
working area
In next bulletin I will further give you how Team 212 IMT worked on theory of evolution to further automation,
reduce cycle time & operator fatigue.
Lastly in current pandemic everyone should stay safe & stay healthy, wear Mask & keep Safe distance.
Wish everyone safety & long-live India & we should all fight together in this current National Crisis.
Best Wishes !!!
4
Message from Director
Dear Roop Auto Family,
Unique times continue since I last addressed you all through Vaartalap.
Many of us are still continuing to WFH. At this point, I want to express my
heartfelt gratitude to all our Roop Family members on shopfloors who
ensure our plants are running all the time. This is commendable.
My sincere thanks also goes out to “Corona Warriors” who have been
working so diligently since the last one year to make sure all of us are safe
at work. Mind you, none of these warriors got official
training to handle such unique times. They learnt on the job, much before
you and me.
Mr. Gaurav Jain I want to take a moment and welcome members of “Roop Auto Forge” into
Director- HR & P&A Roop Auto family. I am very excited to see our Roop family grow, even in
times of adversity. We all musty welcome RAFPL members with open
arms and hearts.
2020-21 has been not just unique but different in all possible ways. I am glad that we all adjusted
overnight and adopted new ways of working.
I am grateful to Roop Vaartalap to help us in reminding just how unique this year was. I am also hoping
that Normalcy shall return to workplace and to our lives soon.
On a personal front, I invested my energy into soul searching, reading about successful organizations
& new methods of management, focused on fitness (both physical & mental) and realized how “The
more we give, the more we receive”.
On a professional front, my aim for this year is to bring more Diversity & Inclusion into Roop Auto.
Happy to share that Roop Auto has more than 200 women working across all areas of organization. This
number is only a beginning. We also have differently abled colleagues across our plants. We need to
treat each other with mutual respect and remind ourselves that “We all are in this together. Our goal
is same and we must work together towards its achievement. “
From an engineering sector/ auto component manufacturer, we are now a solutions Provider. Our
customers not just appreciate the quality of products but also the seamless experience we provide
them. Let’s continue to do that.
2021 is also the year when we turn “30 years young”. Let’s all make this year the best one that Roop
Auto has seen. I am sure with your contributions, this is not asking for much.
I request you all to Get vaccinated, follow all Covid Protocols, be sensible & not be careless and in turn
spread awareness by being an example that people can follow.
Look forward to seeing you all in person soon.
#RoopAutokiJai
5
Letter from Editor
Dear Readers,
Last Year was quite challenging for all of us amid this Pandemic. But a big round of applause
to all of you for making Business continuity happen. Although we were not able to achieve
our original sales target, but still the achievement is commendable in the prevailing
scenario. I just hope that situation gets to Normal at earliest.
I am overwhelmed to share the 14th Edition of ROOP VAARTALAP with all of you, especially
the new Family members of Roop Auto Forge Pvt.Ltd.
A piece of advice by Industry expert and our Technical advisor is worth taking by all of us.
In next section QA heads spokes about his priorities to reduce the customer complaints by
Mr. Satyajeet Singh engaging teams in various Quality improvement activities and by following Quality
DGM, HR standards followed by a strong motivational article by Mr. Ashutosh Datta (VP Operations,
RAFPL).
Customer returns at Roop Auto sees an improvement as compared to last year, and we can also see few lines in shop floor
as ZERO DEFECT line. The aim is to move towards producing Zero defect component . A Glimpse of update on Auto industry
in this pandemic situation is highlighted in next article. This edition also covers the challenges to address the Changing
Expectations of the New – Age Workforce, post pandemic. The scenario is forcing stakeholders and policy makers to devise
the mechanism over Reskilling, Employee Experiences, FTE vs Gig workforce culture, WFO/WFH/HYBRID modes of working
and so on.
FY20-21 also sees many awards in different areas from the recognized industry associations and other bodies and we all
should be very proud of our accomplishments.
In HR corner, the awesome experience of new sailors shared and let us join hand once again to welcome them into Roop
family. The section that has always been my favorite are cherished moments and poem and couplets by the employees,
clearly shows the enthusiasm of employees in participation.
CSR has been the biggest highlight of the year 20-21. Roop Auto under the aegis of Roop VK Jain Foundation has come up
very strongly amid this pandemic to help and support the people in need.
Happy Reading
#roopautokijai
Get Vaccinated, Stay Safe !
Business Facts at Glance 6
RAFPL Sales 2020-21
16
14 f
12 12.8 14.03
10 11.31 11.11 11.11
8 10.19 10.19 9.61 9.61 10.38
6 7.48 8.43
4
0.95 0.93 1.23
2
0 0 0 Sales updates
0
Oct'20 Nov'20 Dec'20 Jan'21 Feb'21 Mar'21 By Nakul Chaskar,
EXPORT DOMESTIC TOTAL
F&A
RAL Domestic Customer Return
RAL Export Customer Return PPM FY20-21
PPM FY20-21
20 80 70
59
15 60
Customer PPM 10 9 Customer PPM 40 23 16 29
5 2 2 4 20 4 3 9 5 4 5
Quality Updates 0 0 0 0 1 0 0 1 0 0 0 1
0
(Quality Rejection Jun Jul Aug Sep Oct Nov Dec Feb Mar Apr'20 May Jun Jul Aug Sep Oct Nov Dec Jan'21 Feb Mar
PPM) Apr'20 May Jan'21 Cumm FY 19~20 Cumm FY 20~21
By Dheeraj Khanna, Cumm FY 19~20 Cumm FY 20~21
Q.A.
RAFPL Export Customer Return PPM
RAFPL Domestic Customer Return PPM FY20-21
FY20-21
5 15000
5
4
12000
4
3
Customer PPM 3 Customer PPM 9000 7588
2
6000
2
1 3228 3359 4029
1
0 0 0 0 0 3000 1792 1555
0 1197
0
Cumm FY Cumm FY Nov Dec Jan'21 Feb Mar
19-20 20~21
From Desk of QA Head 7
Dear Roop Auto Family,
In this 14 Edition of Roop Vaartalap, I am overwhelmed & excited to share & express my views
th
& journey for the year 2020-21 which has been one of the most challenging, memorable &
tough year for all of us both Professionally & personally. But even after lot of hardships &
resilience, we have excelled throughout the year in QUALITY PILLAR.
FY 2021 started with one of the most unfortunate incident of Corona Virus pandemic where
the entire world & our nation came to a pause & future was unpredictable. But we should
always see the positive side & this pandemic has made us stronger mentally, has taught us new
Mr. Dheeraj Khanna tools & techniques of communicating within the teams, Work from Home became an integral
SGM, QA & new normal for functioning & operating, we were able to spend quality time with our families
& parallelly we learnt how to manage Office activities.
The entire Roop Team worked relentlessly as a family for achieving Organizational goals & objectives in Sales, Quality, Safety,
Deliveries & Corporate social responsibility.
Our 1st priority was that during this difficult phase, we should minimize flow of any Quality complaints at our customers. We all
as a team exceeded the expectations & worked diligently, proactively & efficiently and avoided any major customer issue at any
of our customers. We also managed to control our internal rejections & rework and avoided any alarming situation. Safety is
another key area where complete Management focus was there & through their support & guidance, we managed all situations
including Covid-19. We still need to be careful & responsible.
2020-21 was a year where we have won maximum no. of Quality Awards. We participated in various events organized by CII,
ACMA, NCQC & we excelled & won 9 awards in various categories like Quality Circle competition, Kaizen competition, 3M
competition, SMED competition. The most prestigious award which Roop Automotives Ltd. Won is ‘SILVER AWARD’ in ‘Excellence
in Exports’ category in 6th ‘Excellence Awards’ from ACMA for year 2020. We participated in this esteemed competition for the
first time & won Accolades out of 305 applicants. This award was won by IMT unit-1 plant. It was the result of exceptional Team
effort.
During this period (2020-21), our IMT Unit-2 got certified for IATF 16949:2016 Quality Management System. Our Sohna units &
IMT Unit-1 locations got certified for ISO 45001:2018 Occupational Health & Safety Management System. In FY22, we have re-
certification audits for IATF 16949 for Sohna & IMT Unit-1 locations & also we are planning for ISO 45001 & ISO 14001
certifications for IMT Unit-2, Chennai & RAFPL Dharuhera Locations.
We celebrated November Month as ‘Quality Month’ & this time all the events were organized through virtual platform. We
received an overwhelming response from all plants & this clearly indicates our dedication, hard work & determination for Quality.
This time both plants of RAFPL also participated in all the events. All Roop Plants selected one model line in the month of
Nov’2020 in their plants & have targeted for ‘ZERO DEFECT’ by June’2021. The teams should speed up their activities as we are
still far away from target. In addition, lot of efforts & agility is required in areas of rejection & rework control, 5S enhancement,
System adherence, System & Process audits, 4M Change management, Safety etc.
Friends, I would like to close on a note that the next year FY22 will be even more testing, demanding & exciting for Quality as
customer demands & schedules are increasing, the Automotive sector is back to normal & we have the challenge to enhance &
sustain our Quality & Cost both for International & Domestic Customers & make Roop Automotives a preferred & selected
Supplier by Choice.
Together we can excel, All the Best!
From Desk of VP, 8
Operations-RAFPL
Article: How to be successful: a compilation from various sources and experiences.
Often people wonder why some are so successful in whatever they lay hands on and some others
do not do that well. This question cannot be answered straight at once and at times not at all
possible to explain.
Still this subject is debatable, and some thoughts can be shared.
Let us begin with a short story. One evening kids of age group 5 to 10 were playing in a park and
a balloon seller was standing outside the park. He was filling the balloons of various colours with
gas and tying to the rim of his cycle. Kids rush to him and start buying from him. One of the kids
asked him: what will happen to blue balloons if I let it free? “Dear kid it will fly and g high” came
Mr. Ashutosh Datta
the answer. And uncle, will the green one also go the same way? Yes baby, said the balloon
VP, Operations
wala. The answer has a lesson: all balloons of all various colours can fly the same provided gas is
filled inside. Colour and size and shape of balloons will not matter. Same way all humans can go
high with the gas. The gas inside all humans is same, irrespective of size shape and colour. The gas or the fire in belly is essential
for success. All have it the same, but it must be ignited.
Another one now: A farmer used to work in his field near by a river daily and used to take rest after work near the riverbank. One
day he saw, some stones were shining in the riverbed under sunshine and the reflection was coming to his eyes. He ignored the
shine and slept as this was his daily routine. He picked one such stone and kept on the shelf as this was very beautiful. Next day a
traveller Sadhu visited that area. During discussions after some rest, Sadhu told him that this river flows from highly precious
diamond quarry and sometimes few can flow down the river by mistake of labourers. Even one such diamond would make you
millionaire. The farmer got up and rushed to his home. He sold everything and threw the stone back into river. Next day he started
his journey up the river stream to look for such diamond pieces which accidently might have fallen. He lost all his money during
his three months long pursuit but found nothing. Started back to his earlier place and returned empty handed after total of six
months. Nothing left to his savings, he started working as a daily labourer in his own fields under new owner. One day he met the
same Sadhu, who was now very rich and came in imported car and he did not look like a Sadhu anymore. The person asked him,
“how did you become so rich?” Sadhu informed him, “I saw you throwing a stone into the river that day and I lifted that. It was
diamond and I am a now millionaire.” Was the reply.
The ability to recognize the talent available around you and to utilize it, is the key to success.
And few more points >
Think positive and right attitude We come across many examples in life where a person is very knowledgeable and highly
educated but still not so successful. And on the other hand, we come across another person who is not very high on education and
knowledge but still very successful. Why so? In fact, many school dropouts are now world’s richest people and under whom many
highly educated scholars and experts are employees. There definitely some things different must be present.
Attitude building and positive approach.
Persistence is a big attribute for success. Thomas Edison was working on his research on creating light from electric energy. He
was working 20 hours a day and for many years. He did not taste success in his project for nearly 10000 times. But he continued
his research. Just imagine if he had left his research then, would the world be able to see electric bulb. Similarly, Alexander G Bell
would not have been able to develop telephone if he had called a day at his first failure.
Plan Do Check Act is a wonderful tool. The simplest yet the most powerful tool which can be very helpful in almost all the works
and projects. Most people while working on some important project do not plan or pen down the chart of actions. Just 30 minutes
thinking on planning can easily solve most problems of missing out on dates, on commitments. Writing down with target dates is
simplest yet very effective method.
Avoid Procrastination. It is a big no for any work or project or task. Doing the work at stipulated time gives more satisfaction than
anything. Procrastination is a big pitfall for failure.
And last but not the least, spend time for you and yours whenever you get a chance. Family is the one for whom we all work.
Success is measured by their happiness.
Thanks for your patience in reading above. Have tried to keep it precise as far as possible.
All the best.
Industry Updates 9
MANAGEMENT OF CHIPS
One of the serious drawbacks in an Indian Project Management Team, specially the small
and medium scale companies, is to ignore the requirement of Chip/Scrap handling. Their
thoughts are limited to Chip Trollies behind the Machines and carrying these manually to
the central storage place without any consideration to the requirement of large manpower
and number of trollies. Additional space is required for alleys to move these. The Thumb
rule is about 20 percent additional space requirement. The movement of these trollies By: Mr. R.S. Kundi
create issues of cleanliness and 5S. Technical Advisor, R&D
Off course the issue cannot be attributed only to the lack of planning as most
of the small-scale companies increase their capacities on demand basis and expansion takes place as and how the space is
available for add on machinery and equipment.
But in case of ROOP AUTO IMT Unit 2, the full capacity was planned with limited scope for expansion in the first go. A complete
lay out with total machinery and equipment was done with as many as 6/8 reiterations. The space constraint brought in the
concept of full automation. The HANDLING of about 12 TONS of Chips per day at the peak of production capacity was a huge
task. The project team Conceptualized the idea of automatic handling of chips. Since80 to 85 percent of the stock is removed
in rough machining of the shafts, A centralised chip conveyer common to roughing machines was designed, discussed and
finalized. The chips from finishing machines are processed through chip broker and transferred to main conveyer. The system
will manage about 12 tons of chips directly into the trucks outside the machining area without storage. A very high level of
cleanliness and 5S is being maintained. The system effectively saves about 15 percent space, movement of 25 to 30 additional
trollies, 8 to 10 manpower and will save about Rs. 2 to 2.5 crores in the life span of 10 years of the project.
Industry Updates 10
Indian auto industry expected to see stronger growth in 2021-22:
The Indian auto industry is expected to see stronger growth in 2021-22, after recovering from
Nomura
the devastating effects of the COVID-19 pandemic, with electric vehicle sales, especially two-
wheelers, also likely to see positive movements, according to Nomura Research Institute
Consulting & Solutions India.
However, in the personal vehicles segment, the levels reached in 2018-19 would be reached
only in 2023-24, it added. By: Mr. Prashant Sharma
In 2018-19, passenger vehicle sales rose 2.7 per cent to 33,77,436 units from 32,88,581 units AGM, PRC
in 2017-18, according to the Society of Indian Automobile Manufacturers (SIAM).
"After the devastating effects of the COVID-19 pandemic, it is expected that the auto industry will see stronger growth in
2021-22," Ashim Sharma, partner and group head (business performance improvement consulting-auto, engineering and
logistics) at NRI Consulting & Solutions India, said.
As far as personal vehicles are concerned, the 2018-19 levels would be reached only in 2023-24 whereas for two-wheelers,
it will be achieved maybe a year after that, he added.
"In addition, price hikes expected with introduction of new regulations could delay the recovery even further," Sharma said.
In 2018-19, total two-wheeler sales rose 4.86 per cent to 2,11,81,390 units as compared with 2,02,00,117 units in 2017-18.
As far as electric vehicles (EVs) are concerned, Sharma said 2021-22 would also see positive movements, especially in the
two-wheeler EV segment, with new players like Ola Electric getting into the fray.
"In addition, on the EV components side, we could finally see cell level manufacturing starting off in India with technological
collaborations focusing on cutting-edge technologies such as LTO (lithium titanium oxide) batteries," he said.
The LTO batteries can be fast charged at high temperatures as well as last for 10,000-plus cycles and other enhanced
chemistries like NMC811, he said. NMC811 is a cathode composition with 80 per cent nickel, 10 per cent manganese and 10
per cent cobalt.
In case of other EV components such as motors and controllers, Sharma said, "We could see a wider participation by local
component players and also the entry of some new players especially to cater to the rise in domestic EV two-wheeler and
three-wheeler demand."
In addition, export opportunities for EV components as well as batteries could certainly emerge for domestic players as the
world struggles to find alternative sources for supply chain resilience, he added.
Sharma said players that show preparedness for this can certainly capitalise on the opportunities.
Source : www.business-standard.com/article/automobile/
11
HR Trend
The Indian workforce is a dynamic group. It comprises people belonging to varied
demographics and with differences in age, skills and work experience. With this diversity, it
becomes important to understand the nuances of this market. In the wake of the Covid-19
pandemic, overnight the physical interactions and collaborations underwent changes and
were reduced to virtual meetings and calls.
In addition, the conventional employer-employee relationship is undergoing a major shift.
When sourcing talent, employers can now explore the potential of different economic
models more flexibly. Planning and devising solutions for managing such a workforce has
now been made a mandate of both the HR and business leaders.
By: Mr. Satyajeet Singh On top of it, the pressure to pivot faster to find new skills, especially on-demand, means
DGM, HR that the policies and procedures must be made more agile to absorb the new-age contract
workforce.
Evolving Expectations of the New Age workforce
In this tech-driven era, a new set of employees have emerged who are required to constantly evolve with the changing
business terrain that experiences a constant flux of expectations, needs and wants. The HR then faces the challenge of
managing this set of employees in the wake of new business paradigms and technologies.
Major workplace concerns that new age HRs need to solve are:
1. Upskilling and Reskilling Challenges
Skilling, reskilling and upskilling have become the norm in the changing work scenario. Investment in human
capital through quality education, internships, apprenticeships, jobs and skilling, upskilling and reskilling all lead to
economic growth, as these help people become more productive in their work. In today’s digital age, HR managers
& top management need to make strategies with more focus on reskilling those already in the job to make them
adept at technology as well as provide upskilling to those being brought in as new hires.
2. Employee retention & Satisfaction
Employees are stressed about managing work with family life during the ongoing global pandemic. Therefore, HR
professionals need to survey employees regularly to understand how they feel about the ‘new’ work dynamics and
then use these results to proactively address the needs of their employees, mitigate their stress levels and help
them safely do their jobs. This will also help in building employee trust, satisfaction and loyalty towards the
company. HR can consult employees and make them a part of culture building to ensure it remains positive,
resulting in employee satisfaction.
3. Full-Time Equivalent Workforce & Culture
Alongside the full-time employees, organisations now have to make arrangements to incorporate gig economy
workforce. Gig economy refers to creating a workforce environment that includes short-term engagements, short-
term contracts, and independent contracting. The rapid growth of the gig economy and the number of workers
involved in it is an indicator of how the nature of work is changing. It has, thus, become necessary for companies to
re-design their strategies and business models to align them with the expectations of this new category of workers.
As remote workers and freelancers will be called in on a need-basis, HR will have to come up with a structure
HR Trend (Cont..) 12
wherein the gig workers are on the same page
as the full-time employees with regard to the
goals and objectives of the company. Also,
when new people are onboarded, it
becomes important to induct them in a
way that they can connect well with
others in the workplace and be clear about
their role. Also, it needs to be ensured that
they have the necessary hardware and
software required to work seamlessly, if
hiring is remote.
4. Rise & Continuation of Remote working
When the lockdowns were announced, not all companies were ready to have their employees work
remotely. Many had to pivot in order to set up the mechanism for smooth functioning of their teams.
However, eventually individuals and their enterprises realized the positive aspects and advantages of
remote working. As a result, people now expect that there will be changes in policies and practices of
their organisations which will foster a new culture of work-life balance. Remote working enabled
employees to spend more time with their families and so they would want to continue with that. Work-
from-home has also enhanced employee productivity. Keeping this in mind, going forward, HR and the
organisations will have to adopt a hybrid work culture, wherein they have people working out of office
and out of their homes on a rotational basis.
5. More Flexibility
The Millennial population needs more flexibility with their work hours, their place of work and what they
work on. In other words, employees don’t want to be pigeon-holed, rather be recognized for their efforts
and be asked for their ideas and opinions on a wide range of tasks. When a company offers a job, they
are not merely creating an employment opportunity, but building the career of a person. Agile learners,
hence, expect that their company provides a work ecosystem that will be conducive for exploring
multiple paths through workshops, e-learning, mentoring, webinars and networking. HR managers need
to create such opportunities in the workplace so that employees feel motivated.
Summing Up
To end, HR leaders and organisations need to comprehend these newly evolved set of expectations. They
need to review their existing set of policies, practices, and programmes. They need to realign these with
the revised guidelines laid down by local and central authorities regarding employee health and safety.
Thus, companies are required to be aware of the new dimensions and rework their business models to
incorporate them.
Our Achievements 2020- 13
2021
Excellence in Exports
IMT Unit-1 plant won ‘SILVER AWARD’ for
‘Excellence in Exports’ category from ACMA for the
year 2020.
13th National Kaizen competition &
Cluster Summit
nd
th
IMT Unit-2 won 2 position in 13 National Kaizen
competition & Cluster Summit organized by CII on
th
19 Dec-2020.
National Challengers Trophy Kaizen
competition
Chennai plant won ‘Silver Award’ in National
Challengers Trophy Kaizen competition organized
by CII on 10th Dec-2020.
33rd Haryana Quality Circle
competition
rd
st
IMT Unit-1 won 1 position in 33 Haryana Quality
th
Circle competition organized by CII on 26 Nov-
2020.
9th Edition of CII National 3M
competition held on 22nd Jan-2021
• Sohna plant Standards Room team won
‘Gold Award’
• Chennai plant team won ‘Gold Award’
• Sohna plant-31 Team won ‘Silver Award’
True success is not done for
individual glory,
But for the commitment to
and love of the team.
Our Achievements 2020- 14
2021
7th SMED Northern Region
competition
IMT Unit-1 won 1st position in 7th SMED Northern
Region competition organized by ACMA on 09th
Feb-2021.
10th SMED Southern Region
competition
th
rd
Chennai plant won 3 position in 10 SMED
Southern Region competition organized by ACMA
th
on 26 Feb-2021.
CII 33rd Quality Circle competition
Regional Final
• IMT Unit-1 won Gold Award in Quality Quiz
competition organized by CII on 10th March-2021.
• IMT Unit-1 won ‘Best Holding the Gains & Best
Teamwork’ award organized by CII on 9th-10th
March-2021
MILESTONES IN MANAGEMENT SYSTEM CERTIFICATIONS
• IMT Unit-2 got certified for IATF 16949:2016 Quality Management System in June-2020.
• Sohna plants got certified for ISO 45001:2018 Occupational Health & Safety Management System in Feb-2021.
• IMT Unit-1 plant got certified for ISO 45001:2018 Occupational Health & Safety Management System in March-2021.
Our Achievements 2020- 15
2021
India CSR Award for Best Education
Project in Haryana
Sohna, IMT and Chennai Plant won CSR award for best
education project organized by India CSR in Haryana on
th
14 -16 Jan-2021
th
The Machinist Super Shopfloor
Excellence Awards 2020
• Sohna Plant won Excellence Award in HR
• Sohna Plant won Excellence Award in CSR
• Chennai Plant won Excellence Award in
Productivity
organized by ACE Micromatic group on 4 Nov-2020.
th
CSR Times Awards
Roop V K Jain Foundation won silver award in
Covid-19 Relief Work organized by First Step
th
Foundation on 28 Nov-2020.
HR Corner-New 16
Sailors 2020-21
By: Durga Sharma, HR
New Sailors @ Central
Surbhi Sinha Abhishek Medhavi Mahesh
Sr. Manager-QA Asst. Manager-Purchase Asst. Engineer-PE
Rahul Bajaj Darshan Kumar Jha Chetan Kumar
Sr. Engineer-NPD Asst. Executive-F&A Assistant-P&A
New Sailors @ Sohna
Ravi Prashant Negi Mordhwaj
Asst. Manager-Production Asst. Engineer- Production
HR Corner-New Sailors 17
2020-21
New Sailors @ IMT Unit-1
Neha Gupta Amit Bhardwaj Akshay Kumar
Sr. Engineer-Purchase Asst. Engineer-Maint. Asst. Engineer-Production
New Sailors @ IMT Unit-2
Sandeep Kumar Varun Yadav Ravi Kumar
Sr. Engineer-Maint. Asst. Engineer-QA Asst. Engineer-QA
New Sailors @ Chennai
Kamatchi M Hariprashanth E
Asst. Engineer-Maint. Asst. Engineer-PE
HR Corner-New Sailors 18
2020-21
By: Renu Kamboj, HR
Trainees Absorbed @ Roop
Shubham Sharma Ravi Mishra
Engineer-NPD Engineer-QA
Vibhaw Srivastava Upendra Kumar Saw
Engineer-Production Engineer-Maint.
Mohammad Sharik Komal Bargujar
Engineer-Production Engineer-QA
HR Corner-New Sailors 19
2020-21
By: Vandana, HR
New Sailors @ RAFPL
Dharmender Yadav
Sandeep Shreeram Kulkarni Manwinder Singh
Sr. Manager-Maint. Sr. Manager-QA Asst. Manager-F&A
Narender Kumar
Sr. Engineer-QA
New Sailors @ VK Jain Foundation
Saurabh Dwivedi
Project Manager-CSR
Employee Spotlight-HR 20
Corner
By: Jagbir Dhull,
Assistant Manager-HR
Meet
Mr. Ashutosh
Interaction with Mr. Ashutosh Datta, Vice President,
Datta Operations-RAFPL.
Jagbir Dhull (HR): What are the most important values you
demonstrate as a leader?
Ashutosh Datta (AD): As a leader of the team to lead from
the front and getting to basics of the issues by detailing is
the key. Discipline and time management of daily routine
of self is another key element. Developing juniors for future
by delegation of more responsibility plays a key role in
leadership.
HR: What have you done in the past to prevent a situation
from becoming too stressful for you and your colleagues to
handle?
AD: We had a big problem of unused billet pieces of Reduce
rolls and un trim pieces at forging stage, running into excess
of 40000. The situation was beyond control and more piling
up daily. This was very alarming and whole team was under
lot of stress. By making a project to clear these in next 2
month, a process was set up and daily monitoring and not
allowing these to grow, solved this problem and now we
have these in control.
HR: What, in your opinion, are the key ingredients in
Introduction of Mr. Ashutosh Datta guiding and maintaining successful business relationships?
AD: 3 Ts namely Trust, Truthfulness and Transparency.
Mr. Ashutosh Datta hails from Yamunanagar
(Haryana).
HR: As per you, what is your most significant leadership
He has done B.E. Mechanical from Regional
achievement in workplace? What can we learn from it?
Engineering College, Kurukshetra and having more
than 35 years of work experience with different AD: Piles of old inventory and team was not being able to
industries like Machine building, Forging, White clear it, resulting in lots of rework and unnecessary
movement of materials. We modified the layout of whole
Goods, Auto Components etc.
finishing shop as per process flow and easy straight
th
He got married with Ms. Neelam on 20 Nov 1989 movement of inventory. Now the team is comfortable and
and has two kids. He believes in people & social most of old slow inventory is finished. We can learn to be
development. persistent, logical thinker and go-getter.
Employee Spotlight- 21
HR Corner
By: Jagbir Dhull,
Assistant Manager-HR Meet
Mr. Pankaj
Interact ion with Mr. Pankaj Garg, General Manager, Purchase. Garg
Jagbir Dhull (HR): What are the most important values you demonstrate as a leader?
Pankaj Garg (PG): As a leader I always prefer to demonstrate work ethics,
Integrity, respect for self & others. I also consider myself accountable for all my
decisions and actions.
HR: What have you done in the past to prevent a situation from becoming too
stressful for you and your colleagues to handle?
PG: In case of stress, I prefer to take a pause from the situation and re-think to
find better suitable solution. Find the root cause of stressful situation and work
on this to ensure not repeat in future.
HR: What, in your opinion, are the key ingredients in guiding and maintaining
successful business relationships?
PG: I have to offer the other person and share my knowledge and services
whenever possible- rather than only focusing on what the individual can do for
me.
• Open communication
• One should have Managerial courage – Share his/her opinion with Introduction of Mr. Pankaj Garg
internal and external stake holders without any hitch
• Good listening skill to understand the situation. Mr. Pankaj Garg hails from Faridabad
(Haryana).
HR: As per you, what is your most significant leadership achievement in workplace?
What can we learn from it? He is B.Tech Mechanical having a total of
26 years of work experience with
PG: Timely finalize capital equipment – Under plant capacity expansion different industries.
projects He got married with Ms. Rekha Garg on
rd
23 February 1993 and has two kids. He
• During previous assignment, the state Govt. suddenly had announced a believes in Team Work.
policy which was impacting the organisation with an additional tax liability of
5% on direct procurement of forging product. This policy could disrupt our
supply chain for machining Job work especially or we had to bear extra
burden of direct tax which may impact profitability adversely. To turn around
the situation we hold strategic meetings amongst all stakeholders involved in
the process. I had to settle down multiple resistant that come to reach a win-
win situation for all. To overcome this loss strategically we engaged both
forging & machining suppliers which had resulted following benefits:
• Reduction of additional tax from 1.0 Cr to 20 lacs
• Won confidence of forging and machining suppliers as their business was not
affected. This was done without increasing the cost.
Employee Spotlight-HR 22
Corner
By: Jagbir Dhull,
Assistant Manager-HR
Meet
Ms. Surbhi Interaction with Ms. Surbhi Sinha, Sr. Manager,
Sinha QA.
Jagbir Dhull (HR): When did you join Roop
Automotives Limited and in which department?
Surbhi Sinha (SS): I joined Roop Automotives
st
Limited on 1 June’ 2020.
HR: What is the best part of being at Roop Auto?
SS: The best part is the good ambience of the
organization. The positive work culture here is a
great source of motivation and enables the
employee to perform better. The company thinks
for the wellbeing of the employees and hence the
feeling of belongingness comes naturally to the
employees.
HR: Tell us something about yourself that we don't
know.
SS: I believe in spirituality and a great follower of
Sadguru & Sister B K Shivani. I meditate everyday
& love to read books on spirituality whenever I get
time.
Introduction of Ms. Surbhi Sinha
HR: What was your motivation for choosing or
accepting this position?
Ms. Surbhi Sinha belongs from Faridabad (Haryana).
She has done B.E. in Electrical & Electronics and has SS: The interactions during the interview process
more than 28 years of work experience with many with the Top & Senior Management of RAL was
industries majorly in Quality Management System. wonderful. I was truly impressed by their clarity of
th
She got married with Mr. K M Sahay on 27 January thought process regarding the CSR activity and
gender equality which motivated me for accepting
1992 and has one daughter. Her faith in spirituality
this position.
motivates her to be a good human being.
Employee Spotlight-HR 23
Corner
Meet
Mr. Sandeep
By: Jagbir Dhull,
Kulkarni
Assistant Manager-HR
Interaction with Mr. Sandeep Kulkarni, Sr. Manager,
Maintenance-RAFPL.
Jagbir Dhull (HR): When did you join Roop Auto Forge
Private Limited and in which department?
San deep Kulkarni (SK): I joined Roop Auto Forge Private
Limited on 28 Dec. 2020 in Maintenance department.
th
HR: What is the best part of being at Roop Auto?
SK: Roop auto is like family. In Roop auto, we have entire
freedom for doing our best, implementing new ideas,
getting world best technology. There is always support from
seniors & management.
HR: Tell us something about yourself that we don't know.
SK: Apart from maintenance, I love to cook, watch food
shows & trying various cuisines from various parts of
country. I have been raised & taught by my mother on her
own philosophy that those who want to enjoy meal they
must help in kitchen. So cooking is my passion after
maintenance. Every Sunday, I shoulder responsibility of Introduction of Mr. Sandeep Kulkarni
kitchen. I have been blessed with daughter, Sanyukta.
Sanyukta at age of 20 is real patriot. In spite of her physical Mr. Sandeep Kulkarni hails from Pune, Maharashtra.
limitations, Sanyukta has decided to dedicate her life to He had done Diploma in Mechanical Engineering from
country by working in defence sector for India. This is best Bharti Vidyapeeth’s JNIT, Pune. Having more than 25
part of my life.
years of work experience in many industries but majorly
HR: What was your motivation for choosing or accepting of Forging.
th
this position? He got married with Ms. Pallavi on 15 December 1998
and has one daughter.
SK: Expansion plans of Roop Auto Forge Pvt Ltd & work He believes in Team Work and People Development.
opportunity offered by management has motivated for
accepting this position. Also, RAL is very Ethical group which
works on best in industry principals.
Employee Spotlight-HR 24
Corner
By: Jagbir Dhull,
Assistant Manager-HR
Meet
Mr. Mohammad Interaction with Mr. Mohammad Sharik, Production.
Sharik Jagbir Dhull (HR): When did you join Roop Automotives
Limited and in which department?
Mohammad Sharik (MS): I had joined Roop
Automotives Ltd. on 1st of June 2019, as a
graduate engineer trainee in production
department.
HR: What is the best part of being at Roop Auto?
MS: The best part of being at Roop Automotives
Ltd. is that I can learn while working at the same
time.
HR: Tell us something about yourself that we don't
know.
MS: I like to repair and service my own bike and go
for a long ride with my friends.
HR: What was your motivation for choosing or
accepting this position?
Introduction of Mr. Mohammad Sharik
MS: I always wanted to be an engineer in
production department because I like challenges
Mr. Mohammad Sharik hails from Kanpur, Uttar
and as per my experience production is very
Pradesh. challenging because we have to take care of many
He has done B.Tech in Mechanical Engineering from things like manpower, tooling, rejection control
Kanpur Institute of Technology, Kanpur. He has 1.4 etc.
years of work experience.
He likes to listen music and go for long rides.
Employee Spotlight-HR 25
Corner
Meet
By: Jagbir Dhull,
Mr. Hariprashanth E
Assistant Manager-HR
Interaction with Mr. Hariprashanth E, Asst. Engineer-PE.
Jagbir Dhull (HR): When did you join Roop Automotives
Limited and in which department?
Hariprashanth (HP): I joined Product Engineering department
th
on January 4 , 2021 at Roop Automotives Limited.
HR: What is the best part of being at Roop Auto?
HP: The best part in Roop auto is work culture and ample
opportunity for leveraging.
HR: Tell us something about yourself that we don't know.
HP: I am always energetic and eager to learn new skills.
HR: What was your motivation for choosing or accepting this Introduction of Mr. Hariprashanth E
position?
Mr. Hariprashanth hails from Triuppur,
HP: Getting an opportunity where I can demonstrate my skills
and further having many opportunities to learn and grow. Tamilnadu.
Motivates me to accept this position. He has done Diploma in Mechanical Engineering
and has 3.6 years of work experience.
He is Single.
His hobby is to read books.
Focus on Employee 26
Connect
Amid the pandemic many of the physical activities had
shifted to Virtual, especially the Trainings. We had
organized multiple training programs across the
organization throughout the year. Six Sigma Green
Belt, Personal Mastery Classes on Change
Manage ment, Accountability & Delegation, Building
Inclusive Workforce, Implementation Course for
ISO14001:2015 & ISO45001:2018, Sensitization on
Gender Diversity, Motivational sessions for Female
colleagues, were some of key programs of the year.
Townhall: Employee Connect has always been a USP of ROOP
and it prevails in its culture as well. Amid the Pandemic the
management had met the employees through virtual townhall
sessions across the locations to motivate, & convey them the
future plan. These were interactive meetings where Top Mgt.
answered the queries of employees.
By: Vandana, By: Naveen
HR Chandra, P&A
Cherished Moments 27
By: Bhuvaneswari D, HR
Virtual Annual Day Celebration:
Roop Annual Day was celebrated on Sept 17, 2020 at Sohna Plant, Dec
17, 2020 at IMT Unit-1 & Feb 8, 2021 at Chennai plant. Hawan Pooja was
conducted in the Plants followed by cultural events. Amid COVID19
outbreak all these events were broadcasted on RAL official YouTube
channel. The events has viewership of more than 8K in totality.
Pongal Celebration:
Pongal was celebrated on 12 January 2021
th
in our Chennai Plant. All employees wore in
traditional clothes and lot of games were
organized like cooking, Rangoli, etc.
Women’s Day Celebration:
th
Women’s day was organized on 8 March
2021 across all locations. Organised leaders
talk on “Equal pay for equal work”, “No
discrimination Policy”, “opportunities same for
all” and “Skill and hard work matters”. Games
and quiz competition were also organized.
Cherished Moments 28
Quality Month Celebration:
Nov, 2020 was celebrated as Quality month across
all Roop’s locations. To enhance the culture of
Quality, various activities were organized for each
location such as:
Quality educational posters & banners displayed
Quality pledge by all staff and operators.
1S & 2S audit were executed.
Awareness session was conducted.
Organized Slogan, Idea & Kaizen and Quality quiz
Competition.
Organized Training to suppliers
Inter division Quality Circle competition
Independence Day Virtual
Celebration:
To increase the likelihood that employee & their
family will establish a positive emotional
connection with the organization during the
pandemic situation, a virtual drawing/painting
competition has been observed on Independence
Day along with Flag Hosting. Overwhelming
participation were evident, and kids were
rewarded suitably.
Safety Month Celebration:
“Safety isn’t expensive, it’s priceless.” To spread
th
th
awareness Safety week (4 March to 10 March)
has been observed across all ROOP locations.
29
Poem, Couplets & Facts
By: Vandana, HR
मुझे तो अँधेरों में जलना भी आता है
करोना काल धमाल
मुझे तो अँधेरों में जलना भी आता है गजब करोना आया भाई , हो गय सार डर म ें
े
े
राह कितनी भी मुककिल हो पर चलना भी आता है।।
े
कितने भी पत्थर किछा दो तुम राहों में िोई फि नहीं पती पत्नी बच्चे बंद हो गय, एक साथ सब घर म ें
क
इधर पती की Meeting उधर बच्चों की class, िुरू हो गई घर म ें
पड़ता
क्योंकि मुझ किरिर संभलना भी आता है।। क ु छ ही ददन म दद हो गया , पत्नी जी क सर म,
े
े
ें
े
द
हम नहीं मानते कि ये सि किस्मत में कलखा था
े
पती दव पोच्छा मार पत्नी जी क डर म ें
े
े
इरादे ि े पक्ि हैं हमें किस्मत िदलना भी आता है।। रोज नये पकवान बनाते , दोनों शमलकर घर म
े
तुम्हें क्या लिता है हम य ही रिते रहेंिे जमीन पर ें
ँ
ें
थोड़ी दम तो भरने दो हमें उछलना भी आता है।। थी तो यह बडी आपदा, पर बना ददया इसे अवसर,
ै
त ने ये िस सोच कलया कि हम भी पत्थर कदल हैं तेरी बना बना क Video , डाल रह Tik Tok पर
े
े
े
तरह श्रवण क ु मार चौबे, P&A
अर त ुम नज़रें तो झुिाओ हमें कपघलना भी आता है।।
े
By-Shyam Kumar, NPD
बचपन का खजाना
एक बचपन का जमाना था
जजस म खुशिय़ो का खजाना
ें
था
चाहत चााँद को पाने की थी
पर ददल तततली का ददवाना
था
मााँ की कहानी थी
परीयो का फसाना था
बाररि मे कागज की नाव थी
हर मौसम सुहाना था
क्यों हो गए हम इतने बडे
इससे अच्छा तो वो बचपन का
जमाना था
By-Renu, PE
By-Vandana, HR
Poem, Couplets & Facts 30
Family
Family is the one who encourages us POEM
And it is the one who changes us,
It is the one who gives us care Life is not found in a hooked to your time clock.
And teaches us how to become a player, It is not found in the paper debt we chase.
It teaches us how to walk Life is heart’s Mirror.
And makes us know how to talk, The substance of fascination found in moments that pause time.
It asks us to be mature By-Saran A S, Production
So that when we grow
We can do all our household chores,
It teaches us loyalty
And teaches us the world’s reality,
It teaches us how to drive on the roads
And teaches us how to be bold when life is
turning modes,
It teaches us how to care
And teaches us how to share.
By- Mr. Shaurya s/o Mr. Navin Kumar, QA
Dreams
Dreams come when we sleep
In our dreams sometimes we get a jeep, By- Komal Bargujar, QA By- Durga, HR
Or sometimes we take a great leap
Sometimes dreams become our solution
Or sometimes we are able to see Earth’s
revolution,
In our dreams we can become want
And we can do all those things that we can’t,
Some dreams are bad
For example, we lost our dad,
Some dreams are good
For example, we get a lot of food,
So, we should enjoy our dreams
By taking a sound sleep.
By- Mr. Navin Kumar, QA
By- Mohan, P&A
31
Poem, Couplets & Facts
Poem Motivational story:
Forgetting the tribulations of youth,
My pleasure trip just started here! There are three type people in this world. The first type learns by
Climb to the height of heights mistake; the second type keeps making mistakes but never learns;
The day, I set my feet - December 8! and finally, third is the most intelligent type –they learn from the
The seasons slowly moves on, mistakes of others.
Lots of lessons taught!
Days goes by slowly, Article: Chanakya in you.
Humorous times a lot! By-Dinesh Kumar G, IT
Roop Auto!!!
Sprouts like little plant,
Spreads its tentacles,
Without slipping at all,
Create history itself!
By his personal talent -
By the quality of the materials
Found itself a separate place!
Corona!!!
The entire world is in its hut
Even our relative
To ambush;
But Roop Auto,
Went from town to town
Regardless of the biocide -
Outstretched her helping hands! By- Bhajan Lal, P&A
Roop Auto!!!
Friend to the worker
Who sought himself,
And to the customer
Acts as God -
Be a gem in the mind - for yourself
Received seperate value and respect from all!
Roop Auto!!!
Germinate as firefly,
Gonna become soon
By- Maninder Pandey, Prod
The stars of the sky!
Let's be loud and proud
Roop auto ki jai!!!
Roop auto ki jai!!!
Roop auto ki jai!!!
By- Karthik Kandaswamy, QA
By- Renu Kamboj, HR
32
Poem, Couplets & Facts
Intensity of Hard work defines the value of success
What defines the value of water? The intensity of thirst. I am currently having a glass of water right now so for me the value of
water is something else and for someone who is in the desert then the value of water for that person is different. So, intensity
of thirst decides the value of this water.
That also goes with food. Someone is not hungry, the value of a particular food for him is different and for someone who is
hungry, for say 2 days, his value for the same food is different. So, like the intensity of thirst defines the value of water, intensity
of hunger defines the value of food. Likewise, the intensity of struggle defines the value of success.
Many people will say that the intensity of hard work defines the value of success, but this is not the point. Many people are
working hard and the meaning of the word "hard" differs from person to person. Everyone is trying as hard as possible to earn
his living. You will never find someone who says, “No, I am not working as hard in my life.” But not everyone is ready to struggle.
Do you know when you struggle? When we try new things or doing something for the first time, when you stretch or go beyond
our limits when you push yourself out of your comfort zone, that's the time when you struggle. So, it needs to be repeated that
the intensity of your struggle defines the value of your success.
After succeeding, no one will know whether you have done the work or not or whether you have struggled or not, but deep
within you will know your struggles and that will enhance the value of your success.
So, to summaries all the above, this is a good thing for us in that no one wants to struggle. The world's lazy. Everyone will talk
about struggle, but no one wants to roll up their sleeves and jump into the field. NO ONE, and that's the good thing for us. It
means that we don't have to be the most talented or most qualified one. We're surely going to separate ourselves from the
crowd just by going beyond our limits and getting after the dreams, whatever it takes.
By-Renu Sehra, Purchase-RAFPL
THE SECRET TO SUCCESS
Once a young man asked the wise man, Socrates, the Secret to success. Socrates patiently listened to the man’s question and
told him to meet him near the river the next morning for the answer. The next morning Socrates asked the young man to walk
him towards the river. As they went in the river the water got up to their neck. But to the young man’s surprise Socrates ducked
him into the water. The young man struggled to get out of the water, but Socrates was strong and kept him there until the boy
started turning blue. Socrates pulled the man’s head out of the water. The young man gasps and took a deep breath of air
Socrates asked, ‘what did you want most when your head was in the water?” the young man replied, “Air” Socrates said, “That
is the secret to success. When you want success as badly as you wanted the air while you were in the water, then you will get
it. There is no other secret.”
Moral of the story:
A burning desire is the starting point of all accomplishment. Just like a small fire cannot give much heat, a weak desire cannot
produce great results.
By-Saran A S, Production
33
Poem, Couplets & Facts
CONTROL YOUR TEMPER (ANGER):
“Stopping by Woods on a Snowy Evening”
Once a little boy had a very bad temper. His father
Whose woods these are I think I
decided to hand him a bag of nails and said that every know.
His house is in the village, though;
time the boy lost his temper, he had to hammer a nail
He will not see me stopping here
into the fence.
To watch his woods, fill up with snow.
On the first day, the boy hammered 37 nails into that My little horse must think it queer
fence. Gradually the boy began to control his temper To stop without a farmhouse near
Between the woods and frozen lake
over the next few weeks, and the number of nails he
The darkest evening of the year.
was hammering into fence also slowly decreased. He gives his harness bells a shake
He discovered it was easier to control his temper than To ask if there is some mistake.
The only other sounds the sweep
to hammer those nails into the fence.
Of easy wind and downy flake.
Finally, the day came when the boy did not lose his The woods are lovely, dark, and deep,
temper at all. He told his father the news and the But I have promises to keep,
And miles to go before I sleep,
father suggested that the boy should now pull out a
And miles to go before I sleep.
nail every day when he kept his temper under control. Robert Frost By-Priyanka Gupta, IB
By-Priyanka Gupta, IB
The day passed and the young boy was finally able to
tell his father that all the nails were gone. The father
“AURAT”
took his son by the hand and led him to the fence.
Ek Aurat ki kahani uske jubaani
You have done well my son but look at the holes in
Jante sab h, pr samjhte kuch hi hai
the fence. The Fence will never be the same. When Dekhte bhot hai, lekin pechante kuch hi
you say things in anger, they leave a scar just like this hai
one. You can put a knife in a man and draw it out. It Sochte sabhi h, pr bolte kuch hi hai,
Karta koi aur, dard sehti wahi hai
won’t matter how many times you say I’m sorry, the
Jayada bole toh itna mt cheekh,
wound is still there. kaam bole toh apne haqq ke liye bolna
Moral of the story: seekh,Kab tk doge aise ghissi pitti seekh
Control your anger and don't say things to Ab pani sir se upar ja chuka, ye 26/27
bhot ho chuka,
people in the heat of the moment, that may later Apne astitva pr itna gurur mat kro, iski
regret. Some things in life, we are unable to take it shuruwaat bhi ek aurat se hai,
back. Apne takkat ko uske kamzori mt smjo
Ye aurat h janab shuney se soh tk jayegee
By- M.Rosario Arokiaraj, Production
phir dekhna kaise apko nani yaad aayege. By-Neha Pal, IB
34
Covid-19 relief activities
Saurabh Dwivedi,
CSR
Masks, Gloves, PPE kits and Ration distribution
• Donated Masks, Gloves and Hand Sanitizers to the Local
Administration and Police in Sohna.
• Dry ration (staple food) and cooked meals distribution to
Stranded Migrant Workers.
• Donated Rs 1.00 lac to Safa Society Hyderabad working towards
Covid Relief
• One SUV to the DC Nuh for the transportation of staff for a
period of 3 months.
• RAL Employees contributed one-day salary to ‘PM CARES’ fund
and to Roop VK Jain Foundation. The contribution was matched
by RAL totaling Rs. 1.00 Lac and donated to ‘PM CARES’ Fund.
Distribution of Hygiene Kit - Mewat
• Women SHG (Self Help group) of Rozka Meo supported by Roop
Automotives Ltd. prepare washable facemask to be distributed in
the local community to prevent spread of COVID-19 and serves
as an income source for the women.
• Distributed more than 700 masks in neighboring communities
• Distributed hygiene kit to 100 women of SHG.
• The kit included a bottle of Dettol disinfectant, bar-soap and 5
washable masks
COVID 19: Awareness Campaign - Sohna
• Covers 10 high population density region at risk of infection during
the month of June and July.
• Areas include parts of Sohna – Village Jakhopur, Durga Colony,
Indri Mode, Market area etc.
• Areas include Parts of Nuh – Village Rozka Meo, Bai Ka Danda,
Barota and Kanwarsika
• Covers 30,000+ villagers and migrant workers
COVID 19: Awareness Campaign – Manesar
• Covers high population density region at risk of infection during the
month of July and August.
• Areas include – Village Kasan, Khoh, Manesar, Bhangrola, Bash,
Naharpur and IMT Manesar
• Covers 100,000+ villagers and migrant workers
CSR-Corporate Social 35
Responsibility
Saurabh Dwivedi, CSR
Mohalla Pathshala
• Due to closure of schools and limited access to digital
education in rural areas, Foundation started Mohalla
Pathshala.
• Conducting open air classes within the community to
provide access to the students to education.
• Reaching more than 300 students from class 6 to 8
th
th
at Rozka Meo and Kanwarsika @ Sohna Location.
Online Career Counselling
• Organized online career counselling session for
students who completed their sr. sec. education.
• 150 students from Kanwarsika and Bhangrola school
attended the session.
• The counsellor provided students with broad view of
different career opportunities available in different
streams viz. Science/Arts/Humanities/Commerce etc.
Digital Summer Camp - Sohna
• Conducting summer camps over WhatsApp to continue
learning of academically weak students
• Covers concepts of up to class 6 of Math, Science,
th
Hindi and co-curricular skills.
th
th
• 149 students of class 4 to 8 are covered from three
schools of Rozka Meo (Nuh), Kanwarsika (Nuh) and
Bhangrola (Manesar)
• 4 Nari ki Choupal were organized at different points in
Rozka village to create safe space for women at public
place.
• Major issues discussed were related to Dowry practice
in Mewat Region. (Gender Audit)
• PRA exercise was conducted using the snake and
ladder game to develop women friendly perspective.
• 221 women registered their presence.
CSR-Corporate Social 36
Responsibility
Nari ki Choupal
• 2 Functional Literacy groups formed consisting of 53
women from Rozka village and Takiya village.
• Indicators were developed for functional literacy such as:
• keeping HH expenses, writing mobile number, Read Bus
Name plate, Sign on Bank Slip, Reading Hindi words, Go to
public place easily, Easy to go to market, see the time in
watch, do simple day to day financial transactions in the
market, online searching through Google.
Training and Capacity Building
• Under the component “Training and Capacity Building”,
Mahila Panchayat group is formed consisting of 25 women
at Takiya Village.
• 5 training session and 5 follow-up session were conducted
with the women to build their capacities to raise their
voices against violence.
• With this intervention women have started discussing
issues on early marriage and dowry.
• Christmas celebration @ REHOBOTH
Online sessions with the students
• During the reporting period, 64 sessions were
conducted on different subjects such as economics,
social science, Chemistry, Math, physics, Spoken
English.
• Total 9 mentors are involved in conducting online
sessions with the students.
• The average attendance rate is 40%.
• Total 155 students have attended the online classes.
• Out of the total sessions: Math session are 19,
Economics session are 10, Chemistry session are 9,
Physics session are 6, Spoken English classes are 10,
SST classes are 10.
The ultimate measure of a man is not where he stands in moments of comfort
and convenience but where he stands in times of challenge and controversy.
37
Editorial
Team
Satyajeet Singh
Jagbir Dhull Renu Kamboj Vandana Bhuvaneswari D
Durga Rani
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