At Brown and Company, PLC, Corporate Social Responsibility is rated highly, since a sustainable business is built not only on sound principles and values, but must also live up to its commitment to stakeholders and the community it operates in. In keeping with this belief, Browns has stepped in to revive and uplift local industries that have gone into decline. As a significant example: by strategically investing in the Gal Oya Plantations(Pvt) Ltd, Browns hope to revive the Sri Lanka Sugar Industry and create employment for 5000 farmers in the Ampara district.
Ensuring customer satisfaction beyond the point of sale is another commitment to society. The novel concept of the Battmobile, a free battery charging service for motorists in distress, regardless of whether they are Browns customers or not, will soon be extended island wide.
Free training and educating on the use of related machinery and equipment have been a great boon to the farmers in Welikanda, Siripura and Sevanapitiya, and fishermen in the coastal areas. Trade associations, chambers of commerce and industrialists have benefited from free service camps on the correct selection and use of power-tools to improve their businesses.
The Group also supports students in schools, technical colleges and universities by giving them internships with the possibility of jobs to follow, based on their performance..
'In keeping with its "Protect the Environment " policy, the Group markets safe water, and sewage disposal units to large manufacturing concerns, and setting the example, Browns vehicle batteries are regularly recycled, using 50% of the lead in the process.
When the Maligawa tusker carries the relic casket in the Kandy Perehara, it is lit up by Exide batteries donated by Browns, who have also distributed lighting equipment and energy saving bulbs to temples in Dambulla and Negombo., while a service camp was held at the Madhu church.
Providing meals and medicines to the Cancer hospital at Maharagama, and spectacles for the visually impaired at Orugodawatte, in collaboration with the Lions Club, are community services carried out by Browns.
A Positive Work Environment.
Browns' care and concern for their own staff is another facet of CSR. Long Service Awards for those who have served 15 to 20 years, scholarship schemes, and financial assistance to employees' children who have done well at public exams are ways in which the Browns Group "takes care of its own". Holidays and excursions are organized, for the manual grade employees and their families as an appreciation of their work, and "in house" training programs are conducted to help employees realize their potential, and deliver the best results for themselves and the company.
Human Resources
There are 825 employees working at Browns and Company. To explore and encourage their potential to the fullest, the Human Resources division has been organized upon three key principles:
Employee Engagement,
Employee Alignment,
Employee Development,
This, and a Safe environment where professional growth is encouraged and supported, urges the staff towards new levels of dynamism towards their job. A strong emphasis has always been placed on leadership and competency of employees, which in turn has resulted in the sustainable growth of the company.
The dynamics of a rapidly growing industry will bring many challenges to the Human Resources department - to streamline systems, policies and procedures. For example, by applying the Performance Management System to the clerical and allied staff, the company was able to identify those with high potential and who could be promoted, and those with a need for further training. The PMS has been revised to incorporate the Balanced Scorecard perspective, to align business activities to the vision and strategies of the organization. A total of 342 employees underwent training in the year 2010-2011.
A collective agreement with the Ceylon Mercantile Union through the Employees Federation of Ceylon is anticipated in the new financial year.
The out sourcing of jobs which were outside the core business of Browns, and a Voluntary Retirement scheme, extended to all grades of employees, resulted in a greater stream -lining of the internal structure.
Communication and integration between departments was strengthened through the publication of the Newsletter, and the various group activities that encouraged company-wide attitudes.
The needs of the staff are identified through discussion and negotiation, while taking into consideration the inputs from the two trade unions recognized by the company. A continuous dialogue with all levels of staff ensures that all common problems and grievances are ironed out.
Staff health is supported by an in- house doctor and dispensary, and hospitalization benefits are available to most of the employees, The HR division also conducts the support for educational excellence among staff children, as well as the Long Service Awards, including a special package of greatly discounted items which are given to those who retire, so that they can continue to be gainfully employed if they wish.
In the strong belief that training and development of employees is fundamental to the betterment of the organization, a needs analysis was conducted to identify areas of further development. Most of the training is conducted by the Browns Trainer Circle, consisting of talented senior employees. A special program on Financial Management conducted for Senior Executives also served as a forum to clarify the numerous approaches to managing costs.
The Human Resources division is earmarked for a larger sphere of activity in the near future, with a specialized training unit, a Training manager, and the involvement of external trainers. Programs will be designed focusing on Sales and Marketing, Finance Management, Effective Communication, Strategic Leadership, and Teamwork
Plans are underway to ensure the highest degree of occupational safety and health, and other matters conducive to a sound working environment.
