A PROJECT REPORT ON

BENCHMARKING SURVEY OF REWARDS AND RECOGNITOIN POLICIES

AT

RELIANCE INFRASTRUCTURE LIMITED (Corporate Office, Mumbai)

SUBMITTED BY

TEJASHREE M. NAKHARE MBA (HRM) 2010-2012

IN PARTIAL FUFILLMENT OF THE MASTERS DEGREE IN BUSINESS ADMINISTRATION (MBA) (HUMAN RESOURCE MANAGEMENT)

TO

UNIVERSITY OF PUNE THROUGH INDIAN INSTITUTE OF COST & MANAGEMENT STUDIES & RESEARCH (INDSEARCH) PUNE

ACKNOWLEDGEMENT

I sincerely wish to acknowledge a deep gratitude for valuable guidance; suggestions and generous help extended to me by Mr Rajeev Bhaduria and Mr Vinayak Dhonde . I thank them for being the source both of helpful criticism and of encouragement. I take this opportunity to thank all the members of Reliance Infra (mumbai) who directly and indirectly helped me in completing my report and a special thanks to:
Ms. Trina Das, Ms. Rupali Chavhan, Mr. AmitRaj Varma and Ms. Smita Shilwant.

Their encouragement during the difficult stages of this project, constructive discussions and useful interaction has proved to be core moral support behind this achievement.

Then again this acknowledgement would remain incomplete without expressing my sincere thanks to Mr. Ashok Joshi (Dean IndSearch), Mr. Rohan Sachdeo (Project Guide) and Mr. Ramrao Randive for their constant guidance in every aspect of this project.

Thanks to all those who have directly or indirectly helped me in preparation of this Project.

Tejashree M. Nakhare Date:

PREFACE
Managing human resources in todays dynamic environment is becoming more and more complex as well as important. Recognition of people as a valuable resource in the organization has led to increases trends in employee maintenance, job security, etc. My research project deals with Benchmark survey of Rewards and recognition policy. In this report, I have studied & evaluated the Rewards and recognition policies followed in different companies. The first section of my report deals with a detailed company profile. It includes the companys history: its activities and operations, organizational structure, etc. this section attempts to give detailed information about the company and the nature of its functioning. The second section deals with rewards and recognition. In this section, I have given a brief conceptual explanation to performance appraisal. It contains the definition, process and significance of performance appraisal. In the third section of my report, I have conducted a research study to evaluate the process of rewards and recognition policies followed in different companies; this section also contains my findings, conclusions and suggestions. The fourth and final section of this report consists of extra information that I related to the main contents of the report. These annexure include some graphs and diagrams relating to the company, graphs relating to the research study and important documents upon which the project is based.

TABLE OF CONTENTS

Serial no. 2 3 4 5 6 7 8 9 10 11 12

Content Chapter 1 : Introduction to the topic Chapter 2 : Executive summary Chapter 3 : Company Profile Chapter 4 : Scope of Project Chapter 5 : Objective of Study Chapter 6 : Methodology Chapter 7 : Observation and analysis Chapter 8 : Suggestions Chapter 9 : Limitations Chapter 10 : Bibliography Chapter 11 : Annexure

Page no. 1 16 17 21 22 23 25 51 52 53 54

Chapter 1 Introduction to the topic

2.1 Recognition/rewards Employees not only want good pay and benefits, they also want to be valued and appreciated for their work, treated fairly, do work that is important, have advancement opportunities, and opportunities to be involved in the agency. Recognition and rewards play an important role in work unit and agency programs to attract and retain their employees. It is the day-to-day interactions that make employees feel that their contributions are appreciated and that they are recognized for their own unique qualities. This type of recognition may contribute to high morale in the work environment. So, its extremely important that managers, who communicate the agency goals to employees, are included in the development of recognition programs. WHATS MOST IMPORTANT IN A RECOGNITION PROGRAM? TO SENIOR MANAGEMENT: Increases productivity Produces Return On Investment (ROI) Improves attitudes TO EMPLOYEES: Satisfies recognition Needs Creates positive recognition experience Provides a wide selection of attractive, personalized awards Provides timeliness of recognition Guarantees quality of award Fosters open communication of appreciation TO MANAGERS OF PROGRAM: Includes efficient administration Excites employees Creates pride

Builds loyalty and Commitment Generates positive Feedback Empowers the workforce

Pleases management

Involves all employees Develops a partnership with the workforce

Assures efficiency Source: O.C. Tanner, 2000 The organization that can differentiate between, and effectively fulfil, all three levels of concerns (senior management, employees, and managers of the program) may achieve levels of performance

they may never have thought possible. In addition, an effective recognition program should meet several essential criteria: (a) The recognition program does not exclude any employee (b) The employees know exactly what should be accomplished in order to earn recognition and rewards The managers success is tied to the employees success Recognition is a leadership tool that sends a message to employees about what is important to the leaders and the behaviors that are valued. Managers can use this tool to help employees understand how their jobs contribute to the agencys overall goals and how their performance affects the achievement of those goals. Often people have come to accept the notion that an employee is paid to do their job. So why should they be praised for doing what theyre paid to do? Praise of an employee reinforces, recognizes and motivates behaviors that you, as the manager, want to see. Recognition can be delivered in a number of ways. Think about just saying Thanks. What does praise cost? Praise is inexpensive. If it only takes a few minutes to reap days worth of increased productivity and morale, isnt it worth it? This doesnt mean that meaningless warm fuzzies are going to work, however. Use Jim Brintnalls description of What Makes a Good Reward? Its got to be SMART! That means that rewards should be: Sincere. Above all else, a good reward should reflect a genuine expression of appreciation. Token acknowledgements leave something to be desired. Meaningful. To endure a motivating influence, rewards should be aligned with the values, goals, and priorities that matter the most. Adaptable. The diverse workplace demands alternatives. Consider creative options to keep your program fresh. No single reward format works for everyone all the time. [Recognition should be adapted and valuable to the receiver.] Relevant. Some personal dimension is essential to a good reward. No matter how formal or informal, expensive or affordable, the relevance of any recognition will be improved with a personal touch - its a little thing that makes a big difference. [Recognition should be provided by someone of significance to the receiver.] Timely. It is important that rewards respond to the behavior they are intending to reinforce. Dont let too much time pass or the reward may be devalued and credibility eroded.

To ensure that employees tie recognition into the work unit or agencys strategic goals, be certain to tell employees what they did right and how it interacts with the goals. Include supervisors and employees in the development of your recognition program to represent the values and goals of a diverse cross-section of the work unit or agency. Provide the opportunity for recognition to come from a variety of sources. Peer-to-peer recognition usually is highly valued by employees. It can be used to develop a supportive work environment.

Step-by-step guideline: Step One Target Your Audience Step Two Choose the Goal Step Three Build a Budget Step Four Develop Criteria Step Five Choose the Awards Step Six Communicate the Program Step Seven Present the Award(s) Step Eight Evaluate the Program

2.2 Rewards and Recognition Policies at R-Infra

Scope & Criteria: Applicable to all businesses of Reliance Infrastructure and associated group companies. All regular employees of the company up to Grade A6. (Excluding Thank You Slips) Not applicable to Business Heads, Functional Heads, Divisional Heads, Plant Heads and EPC project Heads.

Recognition & Rewards Categories: Individual Level - Thank You Slips Silver Level Recognition - Appreciation Letter Golden Level Recognition & Reward Paradigm Shift Trophy

The Shining Star Trophy Platinum Level Recognition and Reward The Platinum Star Achievement Award

General Guidelines: Nominations should be given only for work done beyond ones defined job role Only five awards can be given under each category for every year. Recognition and Silver Recognition.) One employee can be nominated only under one category for a particular achievement in a quarter for Golden Recognition & Reward or a year for Platinum Recognition & Reward. An employee can be nominated under different categories of awards for the same period but for different achievements. There is no limit to the number that an employee can be rewarded in a particular year. (excluding the Individual

Golden Recognition & Reward: Paradigm Shift Trophy (Annual Q4) To recognise creative and innovative ideas implemented by an employee The Shining Star Trophy (Annual Q4) To recognise the consistency of initiative and enterprise by an employee

Platinum Recognition & Reward (annual): Platinum Star Achievement Award To recognize outstanding and original unique contributions by an individual or a team (not more than 3 people) which resulted in a considerable financial impact on the business. The reward will be a Platinum Star Trophy and gift hampers worth Rs. 25000/person.

The Paradigm Shift: To recognize creative and innovative ideas implemented by an employee which has brought substantial benefits to the business/organization. Following areas are considering any for the reward. Creative problem solving

Cost / Productivity Customer delight Timeliness Safety

Table 1.1 Evaluation Parameters - Paradigm Shift Trophy Overall Parameter Weight age Uniqueness of Idea Investment in Rs Time Frame for Design, Development Inputs and Implementatio n No. of people responsible for delivering Financial Output/Res ults Enhancement gains in Rs 40% 10 50 10 20 100 20 5 25 5 15% 5 25 5 45% Weight age (W) 45 Score(S) Total Score (WxS)

Parameter Category

Max. score

Min Score

Over all

225

45

25

in

customer

service Process Improvement TOTAL 100% 10 100 50 500 10 100

1.2-Criteria SCALE Definition Uniqueness of Idea Score 1 2 3 4 5 Definition Never been implemented in Our Organization. Never been implemented in any Similar industry across the Country Never been implemented in any Similar industry across the world Never been implemented in any industry across the Country Never been implemented in any industry across the world

Investment (in Rs.) Score 1 2 Definition 5 lacs and above Between 3.5 lacs to 5 lacs

3 4 5

Between 2.1 lacs to 3.5 lacs Between 1.1 lacs to 2 lacs Below 1 lac

Note: Manpower cost invested shall also be included.

Time Frame for Design, Development and Implementation ( In terms of Man Hrs. / Man days) Score 1 2 3 4 5 Definition 1 year and above 10 months to 12 months 8 months to 10 months 6 months to 8 months 6 months and below

No. of Persons responsible for delivering Score 1 2 3 4 5 Definition more than 5 4 3 2 1

Financial gains in Rs. Per year Score 1 2 3 4 5 Definition Less than 2 lacs / year 2 lacs to 4 lacs /year 4 to 6 lacs /year 6 to 8 lacs /year 8 lacs and above / year

Note: Manpower cost saved shall also be included.

Business / Function Specific Parameter for Enhancement in customer service eg : reduction of Waiting time, cycle time, Complaints ,Defect, Turn Around Time Score 1 2 3 4 5 Definition Poor Average Good Very Good Excellent

The Shining Star Award: To recognize the consistency of initiative and enterprise displayed by an employee in taking up new projects or assignments beyond his defined job role to improve processes/services which result in

improving the functional/business/organizational performance at large by considering any of the following areas: Creative problem solving Cost / Productivity Customer delight Timeliness Safety

Table 2.1 Evaluation Parameters -The Shining Star Trophy Paramete r Category Initiati ve Initiative beyond job role No. of Initiatives No. of Initiative s Taken Implemented and in 25% 25 125 25 taken defined 25% 25 125 75 Parameter Overall Weightag e Total Score Score (W*S)

Weightag e

Max. score

Min Score

last six months ( assessment period) Investment in Rs

5 10% 5

25

Inputs

No.

of

People for

responsible delivering Output /Result Financial in Rs

25

gains

40%

20

100

20

Enhancement in customer service Process Improvement TOTAL 100%

10

50

10

10 100

50 500

10 150

2.2- Criteria: Initiative Score 3 4 5 No. of Initiatives Score 1 2 3 4 5 No. of Initiatives Taken & Implemented in Last 6 months 2 nos 3 nos 4 nos 5 nos More than 5nos Investment (in Rs. ) Score Definition Definition Responsibility given by superior in addition to defined job role. Initiative taken by individual as part of small group. Initiative completely taken by self

1 2 3 4 5

Above 5 lacs 3.5 lacs to 5lacs 2.1 lacs to 3.5 lacs 1.1 lac to 2 lacs Below 1 lac Note : Manpower cost invested shall also be included. No. of Persons responsible for delivering

Score 1 2 3 4 5

Definition more than 5 4 3 2 1

Financial gains in Rs. Per year Score 1 2 3 4 5 Definition Less than 2 lacs / year 2 lacs to 4 lacs /year 4 to 6 lacs /year 6 to 8 lacs /year 8 lacs and above / year

Note: Manpower cost saved shall also be included. Business / Function Specific Parameter for Enhancement in customer service eg : reduction of Waiting time, cycle time, Complaints ,Defect, Turn Around Time Score 1 2 3 4 5 Definition Poor Average Good Very Good Excellent

The Platinum Star Award: The Platinum Star Achievement Award - To recognize outstanding and original unique contributions by an individual or a team (not more than 3 people) beyond the defined job role, which resulted in increasing the net income of its business or caused business growth through successful introduction of new products/ processes / practices/ new business/customers and major functional accomplishments and critical accomplishments that far exceed the set objectives and have a considerable financial impact on the business. The accomplishment shall be a major and critical one that far exceeds the set objectives.

Table 3.1 Evaluation Parameters - The Platinum Star Achievement Award Parameter Category Overall Weightage Total Score (W*S) Max. score Min Score

Parameter

Weightage

Score

Initiative

Initiative taken beyond defined job role Investment in Rs Time Frame from Idea to

15%

15

75

45

25

Inputs

Implementatio n No. Persons involved of

15%

25

25

Output/R esults

Financial gains in Rs TOTAL

70% 100%

70 100

350 500

70 130

3.2- Criteria: Initiative Score 3 4 5 Investment (in Rs. ) Score Definition Definition Responsibility given by superior in addition to defined job role. Initiative taken by individual as part of small group. Initiative completely taken by self

1 2 3 4 5

Above 12 lacs 8.1 lacs to 12lacs 5.1 lacs to 8 lacs 3.1 lac to 5 lacs Below 3 lacs

Note: Manpower cost invested shall also be included.

Time Frame for Design, Development and Implementation ( In terms of Man Hrs. / Man days) Score 1 2 3 4 5 Definition 1 year and above 10 months to 12 months 8 months to 10 months 6 months to 8 months 6 months and below

No. of Persons responsible for delivering Score 1 2 3 4 5 Definition more than 5 4 3 2 1

Financial gains in Rs. Per year Score 1 2 3 4 5 Definition 10 lacs to 20 lacs / year 20 lacs to 30 lacs /year 30 to 40 lacs /year 40lacs to 50 lacs / year 50 lacs and above / year

Note: Manpower cost saved shall also be included.

Commendation Certificates: Objective: To recognize the exemplary contributions of the nominations which does not qualify for the award in the Golden or Platinum recognition category or completely fit in the existing frame work of the rewards and recognition policy but are worth of being acknowledged and recognized by the organization. The contribution needs to be at a higher level than the one which calls for recognition under the Individual Level or Silver Level.

Type of Award: Individual and Team award.

Number of Awards: There shall not be any ceiling on the number of certificates to be given in this category. All the employees who are selected by the committee shall receive the certificates.

Periodicity: Annual.

Chapter 2 Executive summary

In spite of theoretical knowledge gained through classroom study, a person is incomplete if not subjected to practical exposure of real corporate world and the challenges and problems that one has to face at the actual work place. In this context the study has been taken to make the person aware of happening of the real business world. The project entitled BENCHMARKING SURVEY OF REWARDS AND RECOGNITION with the special reference to RELIANCE INFRA LIMITED has been done in Mumbai as a summer training part of MBA program and it helped me in understanding about the policies and procedures of a company and how these should be formulate together so that they solve the real purpose. It also gave me a chance to have an interaction with people at real workplace who are working at different positions with different authorities and responsibilities. The generosity & the patience of these people for spending their valuable time for having discussions and interactions has also been a rich experience for me. The study was made to formulate a manual by collecting relevant information about the contents with the help of Questionnaire survey and face to face interaction with the HR MANAGERS & HR OFFICERS of 9 other companies as well as from the valuable information & suggestions provided by the members of R-INFRA itself. Secondary data was collected from the other manuals provided by the HR department and website of the company. The final outcome of the study is various schemes of rewards and recognitions for staff and officers of R-INFRA, which will help them in getting motivated and improvising their performances at work place.

Chapter 3 Company Profile

Introduction
Reliance Infrastructure, a part of Reliance - Anil Dhirubhai Ambani Group, is India's largest infrastructure company with turnover of over Rs.15,690 crore and market capitalization of over Rs. 24,450 crore as on March 31, 2010. Reliance Infrastructure Limited is Indias leading utility company having presence in across the value chain of power business i.e. Generation, Transmission, Distribution, EPC and Trading and the largest infrastructure company by developing projects in all high growth areas in infrastructure sector i.e. Roads, Highways, Metro Rails, Airports and Speciality Real Estate.

Presence spans across three verticals: - Engineering, Procurement and Construction - Energy - Infrastructure

Engineering, Procurement and Construction: EPC offers a single point solution to the execution of power plants including project engineering, procurement, construction & commissioning for its clients. The world of tomorrow will feature abundant energy that will spark a million smiles and dreams. EPC division is ushering this energy revolution with power plant projects. Along with full service project advisory capabilities, we manage power plants on a turnkey basis and provide industry specialist services such as fuel management advice and fiscal advice. The turnover of the division was Rs 557 crore (US$ 120 million) and order book position of over Rs 18,530 crore (US$ 4 billion) as on June 30, 2010.

Energy: The core competency in energy extends to generation, transmission, distribution and trading. This comprehensive sphere of influence extends our vision of a highly developed India within our realms. We distributed more than 36 billion units of electricity to 30 million consumers and generate 941 MW

of electricity from our power stations. Our transmission division is developing 5 transmission projects, with total project outlay of Rs 6,640 crore (US$ 1.4 billion).

Infrastructure: RInfra has a significant presence in the construction of roads, metros, airports and real estate. Infrastructure is decidedly the most visible and important form of development in a nation. RInfra signify this with 11 road projects of 970 kms worth about Rs 12,000 crore (US$ 2.6 billion). We are currently implementing 3 metro rail projects in Mumbai and Delhi worth around Rs 16,000 crore (US$ 3.4 billion).In the real estate space, they are in various stages of bidding/negotiation/planning with over 400 million sq. feet of mixed use built up potential.

Vision To be amongst the most admired and most trusted integrated utility companies in the world, delivering reliable and quality products and services to all customers at competitive costs, with international standards of customer care- thereby creating superior value for all stakeholders. To set new benchmarks in standards of corporate performance and governance through the pursuit of operational and financial excellence, responsible citizenship and profitable growth.

Mission

To attain global best practices and become a world-class utility. To create world-class assets and infrastructure to provide the platform for faster, consistent growth for India to become a major world economic power.

To achieve excellence in service, quality, reliability, safety and customer care. To earn the trust and confidence of all customers and stakeholders, exceeding their expectations and make the Company a respected household name.

To work with vigor, dedication and innovation with total customer satisfaction as the ultimate goal. To consistently achieve high growth with the highest levels of productivity. To be a technology driven, efficient and financially sound organisation. To be a responsible corporate citizen nurturing human values and concern for society, the environment and above all people.

To contribute towards community development and nation building.

To promote a work culture that fosters individual growth, team spirit and creativity to overcome challenges and attain goals.

To encourage ideas, talent and value systems. To uphold the guiding principles of trust, integrity and transparency in all aspects of interactions and dealings.

Awards Efforts, Recognition, Awards The company has continuously been recognized with numerous awards of national and international repute. Environmental Awards

2006 - Greentech Award for Environmental Excellence" for the year 2006 2005 - Greentech Award for Environmental Excellence" for the year 2004-2005 2001 - Indo-German Award for Environmental Excellence" by Greentech Foundation 2000 - Indo-German Award for Environmental Excellence" by Greentech Foundation 2000 - Federation of Indian Chambers of Commerce & Industry (FICCI) Award. 2000 - Millennium Business Award for Environmental Achievement" by United Nations (UN) and International Chamber of Commerce (ICC) at BUDAPEST.

1999 - Environment Performance Award" by Council of Power Utilities (CPU ) as a part of Thermal Centenary Celebration-1999.

1998 - The G-51 Millennium Award in the field of Mother Earth protection. 1998 - Dr.R.J.Rathi Environmental Award. 1997 - International Greenland Society National Award. Safety Awards

2006 - NSC- Maharastra Chapter - Safety Awards - 2005 for "Lowest Accident frequency rate" during the year 2005

2005 - NSC - Maharashtra Chapter - Safety Awards - 2004 2004 - Four Stars" Ranking by British Safety Council, UK for Occupational Health and Safety Management System.

2004 - National Safety Council-Maharashtra Chapter.

2004 - National Safety Award-2003" by Govt. of India. 2001 - Safety Award-2001- Yogyata Pramanpatra" by "National Safety Council of India" for good performance in OSH for 1998 to 2000

1999 - National Safety Council-Maharashtra Chapter" for longest accident free period during 1999 . For longest accident free period and . For lowest accident frequency Operational Performance Awards

2006 - 2006 - International Quality Crown Award (IQC Award) in Gold Category" by Business Initiative Directions (BID), Spain.

2006 - CII - National Award for Excellence in Energy Management" for 2006 - by Confederation of Indian Industry(C I I ).

2006 - First Prize - National Award for Meritorious Performance by Central Electricity Authority (CEA), Govt. of India for its Excellent PERFORMANCE amongst Indian Thermal Power Plants in the year 2004-05.

2005 - Maharastra Energy Development Agency (MEDA) Award for Excellence in Energy Conservation & Management in Thermal Power Station sector for the year 2005.

2005 - Vishwakarma Rashtriya Purasakar - 2004 (Eight Employees) - by Ministry of Labour and Employment., Govt. of India,

2005 - CII - National Award for excellence in Water Management" for 2005 - by Confederation of Indian Industry(C I I )

2004 - Reliance Energy was presented the prestigious "QIMPRO Benchmark 2004" award by the QIMPRO Foundation in the "Service Category" on the basis of its performance in 15 parameters including attributes such as Leadership, Strategic planning, Communication, Quality Management System, and Customer Interaction Management, among others - by QIMPRO Foundation.

2004 - Dahanu TPS was named as one of the worlds top 12 power plants of 2004 by Platts Power Magazine, in its July/August 2004 edition based on several selection criteria such as operational efficiency, minimal environmental impact, technology use, financing structure, etc.

Chapter 4 Scope of Project Work

This study helps to have access to the company for conducting any further research. This study helps to gain knowledge about the topic and also facilitates study of the various related aspects. The study is also helpful in finding out the respondents opinion towards certain attributes It is also helpful in finding out the importance of an effective rewards system in attracting and retaining the best performers. Through this study we come to know about the various rewards schemes that are used by the companies and also the current trends in the schemes. The study also helps in finding out the views of the employee about the current schemes of the Organization. It gives an idea about the reward and the various factors associated with it which are rewarded.

Chapter 5 Objective of the Study

The working force of a company plays a significant role in the continuous progress of the company. Hence it is essential to keep them motivated and keep their spirits high. The broad objective of the project was to study the recent trends in the rewards and recognition policy in different companies and suggest changes (if any) in the current rewards policy of Reliance. This is important to improve their performance and efficiency. The schemes prepared are prepared keeping various important things in mind like: the employee class, tenure of the schemes (monthly, quarterly etc.),the criterion of judgment etc. The target employees are the ones working within Reliance Infra, Mumbai. The numbers of employees are approximately 110. These employees are at the officers and the staff level .The criterion followed for measuring these schemes are: performances, creativity/ innovation, potential etc. Therefore in order to have a deep knowledge and understanding about what should constitute the Reward and Recognition schemes for the working force, a study was conducted (with the help of questionnaires) in 10 other companies, which is well known as benchmarking So the overall/primary objective was to suggest any changes in the Reward and Recognition Scheme of the company so as to enhance the current policies.

Chapter 6 Methodology Research design:

Research Design refers to "framework or plan for a study that guides the collection and analysis of data". A typical research design of a company basically tries to resolve the following issues: a) Determining Data Collection Design b) Determining Data Methods c) Determining Data Sources d) Determining Primary Data Collection Methods e) Developing Questionnaires f) Determining Sampling Plan

(1) Explorative Research Design: Explorative studies are undertaken with a view to know more about the problem. These studies help in a proper definition of the problem, and development of specific hypothesis is to be tested later by more conclusive research designs. Its basic purpose is to identify factors underlying a problem and to determine which one of them need to be further researched by using rigorous conclusive research designs.

(2) Conclusive Research Design: Conclusive Research Studies are more formal in nature and are conducted with a view to eliciting more precise information for purpose of making marketing decisions. These studies can be either: a) Descriptive or b) Experimental Thus, it was mix of both the tools of Research Design that is, Explorative as well as Conclusive

Sample Size: 10 companies

Data Collection: Data Sources: Secondary Data Internet, books and company manual Primary Data through Questionnaire

Contact Method Personal Interaction Through e-mail

Chapter 7 Observation and analysis

COMPANIES STUDIED FOR BENCHMARKING:

Companies from similar sector HCC L&T

Companies from other sector ONGC TATA MOTORS NTPC GODREJ ACCENTURE GLAXSOSMITHKLINE HSBC

HINDUSTAN CONSTRUCTION COMPANY

Awards

Objecti ve

Applica bility All

Criteria

Reward

Periodi city

Platfor Process m HR finalises on attendanc e record system Nominati on invited online and approved by a committe e through rigorous screening .

Remarks

ATTENDAN CE AWARD

consist ent attenda nce

Not a

Rs 1000/as cash and a certificate

Annual HCC day (Diwa li Functi on)

Not followed in RInfra

Employe single e leave except PL

MISCELLA NEOUS AWARD

Rewar d and

All employe

Contrib ution should be beyond mere apprecia tion letter.

Training sessions Cash prize Cash vouchers Free holidays Promotions (at times) Increments in salary etc.

Annual HCC day (Diwa li Functi on)

Followed at R-Infra

recogni e ze the employ ees above their tenure

HCC Merits 1. The awards are not confined to a particular frame. 2. All the employees get an equal chance to do a presentation. This reduces ambiguity 3. Primary selection is done on the complete discretion of the panel who takes the final call.

Demerits 1. There is a lack of transparency. 2. The nominations cannot be done for a specific category of award. The nominations are generic. The panel fits the employee into a category they think he is best suited for. 3. The scale of evaluation is not known.

LARSEN & TOUBRO LIMITED Awards Objective Applicabil ity BEST ATTEND ANCE AWARD LONG SERVICE AWARD S To recognise honour and loyalty All employee Consistent attendance All employee Not a single leave except PL Employee who completed above 20 years Rs 1000/as cash and a certificate Gifts such as watches coupons silver trophy based on tenure SUGGES TION SCHEME To recognise creative and innovative ideas All employee Safety Customer delight, Cost / Productivi ty, The award winners are given some monetary reward in Not mentione d Separate panel consisting of GM and above designation that evaluates the nominations and decides upon the recipients of the award. Followed at RInfra Annual Decided by HR based on the tenure of employee Criteria Reward Periodici ty Annual HR finalises Not Process Remarks

on attendance followed record system at RInfra Not followed at RInfra

Timeliness accordanc , Creative, problem solving e to the outcome of their ideas and certificate

L&T Merits 1. There is no ceiling on the number of employees applicable for the awards amongst all the awards listed above. All the employees at least see their self-receiving the above award at some or the other time during their work tenure. Majority of the people feel a part of the group. This kind of applicability influences majority of the crowd. The employees feel motivated and have a sense of engagement with the organization. 2. When the consistent attendance of the employees is recognized and rewarded, they feel valued by the organization which in turn would create a sense of belongingness within the employees for the organization. The types of awards clearly reflect that the organization respects and rewards the loyalty of the employees. The organization values time and preserves discipline. 3. The suggestions are invited from all the level of the organization ranging from top to the bottom level. This gives a feeling of sense of consideration among the employees . it avoids discrimination and gives encouragement. Usually the suggestions are encouraged only from the top level. 4. A team can also be awarded for suggestion scheme category. Motivating team performance helps to increase the productivity of the company. A cumulative performance matters a lot to the organization.

Demerits The awards seem to be generic in nature which caters to a large group. It is good to recognize large population, but elite group recognition is also necessary which is missing in L & T. The longevity of the Long Service Award starts from 20 years. This may be too long to start with. People working in this organization for above 10 years and below 20 years may feel left out considering the business of the organization. This may create a sense of disappointment within certain employees.

TATA MOTORS

Awards

Objective

Applicab ility

Criteria

Reward

Periodici ty

Platform

Process

Remarks

SUGGE STOR OF THE DAY

To obtain new and better

All the employe es below

Quality Cost Reducti on Safety etc.

Rs 200/for the idea and vary for implement ation of the idea.

monthly

On the floor, in front of all the employe es

Employe e is evaluate d by the Manager

Not followed in RInfra

ideas form the level employee of a manager.

EMPLO YEE OF THE MONTH

To reward good performan ce

All the employe es.

Effectiv Award Rs e 1000/- as

monthly

In the morning meetings .

The HR departme nt does the facilitati on

Not followed in RInfra

perform cash. ance

SELF DIRECT ED TEAM (SDT) OF THE MONTH

To appreciate good team performan ce

All the

Perfor

Certificate trophy and learning sessions

monthly

In the morning meetings .

Nominati Not ons send by the Function al Heads/H OD/Proc essing consider ed for suggestio n

workmen mance who are of the

supervise team d by facilitato rs

Unit Head are evaluate d by a panel of 4 judges AWARD Appreciat FOR EXEMP LARY WORK e All the Fire Name As per occurren Morning meetings The Plant Head takes the decision on the announc ement and mode of the recogniti on. FULL ATTEN DANCE DURIN G THE YEAR Consistent All the attendance employe es Not a single leave except PL Cash Prize of Rs 4000. Annual No formal platform Data is extracted from the system Not followed at RInfra Not consider ed for suggestio n

work employe

fighting displayed Social cause Accide nt Prevent ion etc. on the intranet and internal magazine.

done over es and above the job.

ces of act . Intranet & Internal Magazin e

TATA Motors Merits 1. The reward and recognition practice of Tata Motors seems to encompass whole lot of categories of awards. Consideration of individual as well as team efforts is appreciable. 2. The award categories cater for a larger population which is commendable. 3. The frequency of awards is well in place ranging from a day award to monthly award to quarterly till the year which helps to keep the employees on a high morale. 4. Immediate recognition frequency of efforts contributed is high. 5. The organizations also seems to value discipline and consistency which can be seen in the award category named Award for full attendance during the year 6. The awards are not confined to any particular boundaries. All sorts of contributions can be considered for nomination.

Demerits 1. It can be noted that there is not much scope for executive category to receive an award though there is a wide range of award category. 2. The recognition to the employees in the award category Award for Exemplary Performance does not seem to be lucrative. Better options like a cash award or a trophy could prove to be of worth to the employees. 3. The awards seem to be confined to the job role of the employees.

NTPC

Awards APPRECI ATION LETTER

Objectiv e To place on record good work done by an employe e/group of employe es

Applicab ility All employe es up to the level of E7

Criteria

Periodi city Good Appreciati As perform on letter frequen ance highlightin tly as g the possibl contributio e n/instance

Reward

Platfor m No formal platfor m

Process The section or department that wants to appreciate the good work done by its employee(s) may present a letter of appreciation in case of a member of a Team, concerned Head of the department shall evaluate the recommend ations received from the reporting officer and selects the best employee

Remarks Followed At RInfra

STAR OF THE MONTH

To recogniz e consisten t good work done by the employe es.

All nonexecutiv es

NonExecuti ve, who has shown consiste nt punctua lity, discipli ne, team playing etc.

A small Star of the month Badge, name and photo of the employee on notice board.

Monthl y

No formal platfor m

Not followed at RInfra

EMPLOY EE OF THE YEAR

To recogniz e and reward exemplar y performa nce for creating role models and a performa nce culture.

NonExecutiv es

VIDHYU T AWARD S

To recogniz e& reward meritorio us Non executiv e employe es

The entries for Shram awards submitte d to Govt. of India, but were not awarded.

POWER EXCEL AWARD S

To recogniz e excellenc e in dischargi ng official duties & demonstr ation of NTPC

All executiv es upto E6, excludin g HODs

NonExecuti ves, who have got a minimu m of two STAR of the month awards and four Appre ciation Letters in a year Such of those entries, which did not get Shram Award, would be conside red for this award. Innovat ions and improv ements in area of work Contrib ution towards group effortsa

Gift of up to Rs. 2000/- and letter of appreciati on conferring on them Arun / Abha of the Unit

Annual

All nominations of eligible employees received from each department will be evaluated by a committee of five HODs.

Not followed at RInfra

Letter of appreciati on under the signature of Director (HR) and Cash Reward upto 15,000

Annual

Letter of Annual appreciati on under the signature of BHU/GM Cash reward of 5,000 and tranning in India

the committee consisting of Corporate OS, HR & Finance who evaluates the nominations sent for Shram award nominations made by HODs. The committee would evaluate all the nominations based on the criteria.

Not followed at RInfra. Not recomme nded

Followed at RInfra differentl y

core values

nd demons trating core values at work. All HODs and E7 & E7A at units & Regioanl Hqrs and at CC.(Excl uding Head of Project / Station) Leaders hip qualitie s, excelle nce in his area of respons ibilitie, demons tration of core values, creativi ty, innovat ion, etc. Excelle nce in Strategi c Leaders hip innovat ion, creativi ty, knowle dge manage ment Should have exhibite d an exempl ary Tranning upto 10 days in India Cash reward upto 10,000 and appreciati on letter signed by concerned ED. Annual Committee consisting of ED of the region and all BUH of the region would evaluate the nominations Not followed at RInfra.

PEARL AWARD S (Performa nce Excellenc e Award For Regional Leadershi p

To recognis e excellenc e in leadershi p& demonstr ation of NTPC core values

ACE AWARD S (Awards for corporate excellence )

To recogniz e excellenc e in leadershi p& demonstr ation of NTPC Core Values

All Heads of Project/S tations, GMs in Regions and Corporat e Centre

MANVE EYATA PURASK AR

To recognis e good values exhibited by

All employe es upto E7 are eligible for this

Letter of Appreciati on to be presented in ECM by CMD/Spe cial functions in Delhi, tranning of 7 days, Cash prize of 15,000 Appreciati on letter and a cash prize upto 1000/-

Annual

A committee of Functional Directors with CMD as Chairperson will evaluate the nominations

Not followed at RInfra.

Done immedi ately upon noticin g such

Recommen ded by the senior person.

Not followed at RInfra.

employe es in official & social life.

award.

Value

behavio ur

NTPC Merits 1. The award categories cater to executive as well as non-executive class. 2. There is a clear bifurcation of individual and group awards. 3. The Reward and recognition practice seems to be highly structured. 4. The rewards given to the employees come across as lucrative awards. 5. There is a uniform distribution of awards across various businesses.

Demerits 1. Due to a highly structured policy, the implementation and processing may take time.

2. Collogue to collogue recognition is lacking.

GODREJ

Awards

Objectiv e

Applicabil ity

Criteria

Reward

Periodici ty

Platform

Process

Remark s

R.E.A.P (RECO GNITIO N FOR EXCEL LENCE & APPRE CIATIO N IN PRIMA)

To create All the an environ ment / culture of commit ment and engagem ent towards the company . employees on company pay roll

Innovati ve,

A personalised

Monthly

On the floor in front of all the other employe es.

Nominatio ns are sent via e-mail by 10th of next month to the HR at the HO (Mumbai).

Follow ed at RInfra (annual )

creativity letter of , customer orientati on , process orientati on, etc. appreciation from the H.R. Head & Sodexo meal voucher of Rs 1000/winners name & picture displayed in their respective work place.

GODREJ Merits 1. There is no structured framework about the rewards and recognition practise. Exception in work done can be easily identified without any boundaries.

2. There is a lot of scope for participation in the nomination the reason being, there is no strict format. This would improve employee engagement to a great extent.

Demerits 1. The rewards and recognition practice is highly unstructured. There are no specifications. 2. The evaluation and selection is highly subjective. The transparency may be questioned. 3. The absence of tenure awards shows a lack of mass appeal.

ACCENTURE

Global Awards Awards Objective CELEBR ATING PERFOR MANCE AWARD To formally and instantly recognize high performa nce when it happensany day any time,

Applic ability All the employ ees

Criteria Demons trated perform ance as describe d in Accentu res perform ance factors.

Reward credit points which can be redeeme d for different types of gifts as per the wish of an employe e.(min 25, max 1000) Each senior manager has certain budget out of which he can reward the employe e in form of Cash, gift voucher

Periodic ity Anytime as per perform ance

Platform No formal platform

Process The immediate supervisor on the performance delivered by his immediate subordinate would take a decision to allot these points to his subordinates.

Remarks Followed at R-Infra though differently

ABOVE & BEYON D AWARD

Aimed at recognizi ng individua ls whose work, commitm ent and enthusias m lead to outstandi ng contributi on

All the Employ employ ees in ees this case have gone the extra mile to contribu te over and above their area of work impact have perform ed in an exempla ry manner.

Quarterl y

There is no particular platform for this award

Senior Managers in India Business can award to any employees.

Followed at R-Infra though differently

PEOPLE DEVEL OPER AWARD

Reward All the and employ recognise ees employee /s who have been developin g people within the system/or ganizatio n/compan y. All the employ ees in Supply Chain Manag ement.

Leader, guide, connect to people well, personal ity develop ment, work life balance, etc.

Congratu lations mail. Gift voucher worth Rs.4000 0 for senior manager s. 1000 CP for nonexecutiv e Cash prize

Quarterl y

Quarterly Award functions

Every employee can nominate himself as well as any of his colleagues for this award. The HR keeps a track of the nominations and is responsible to get approvals from the Senior Managers for the nominations.

Local Awards PRACTI To TIONAR recognize OF THE supply YEAR chain managem ent practition ers who have displayed exception al performa nce.

TENUER To AWARD recognize and honour the loyalty of the employee s

Excepti onal perform ance in the areas of: Value creator People develop er Busines s operator Contrib uted signific antly to the service line All the Employ employ ees who ees in have the complet compa ed ny above 5 years in the organiz ation.

Quarte rly

Quar terly Awa rd funct ions

Not known

Not considered for suggestion

Receive gift voucher up to 10,000 dependi ng on the tenure of their service.

Quarte rly

Quar terly held Awa rd Func tions

HR department makes the selection depending on the data they have.

Not followed at RInfra.

Accenture
Merits 1. There is an existence of collogue to collogue recognition in one of the award categories. 2. All the employees are applicable for most of the award categories. 3. The rewards are in the form of points which gives the employees a flexibility to redeem the points online for some gifts at the convenience of the rewardee. 4. There persists high range of flexibility in the periodicity. 5. The existence of tenure award reflects that the company considers the loyalty and discipline of the employees. 6. The process seems to be structured for some of the awards.

Demerits 1. There seems to be a lot of ambiguity in the process of evaluation. Transparency is what is lacking. 2. The distribution of points can be questionable.

GLAXOSMITHKLINE

Awards BRAVO CARD

Objective To recognise the support an employee receives for his senior or peers for completion of assignment.

Applicab ility All the employe es

Criteria

Reward

SITE AWARD

Outstanding performances delivered by the employees (individual & team) on the work site over a particular project

All the employe es at work site.

The site should be particularl y benefited by the work.

The employee gives a Bravo Card to the colleague in person or via email. Cash of up Biannu to 2000for al individual and 10000 for team + Certificate

Periodi city Anytim e

Process Whenever any employee feels for recognising his/her colleagues for their effort/ support, s/he may fill the card. Can be nominated by the project team, superiors or individuals themselves. Approval, evaluation and the final call is taken by panel consisting of the Department Head, HR Head and the Site Head Nominated by superior through intranet. Approval, evaluation and the final call is taken by panel consisting of the Department Head, HR Head and the Site Head

Remarks Followed at RInfra.

Followed at RInfra differentl y.

WORK AREA AWARD

To recognise All the work done by employe the es employees at functional and departmental level.

The exemplary work done should benefit the departmen t/function.

Cash + Certificate s Individual: Rs 500/each Team: Rs 2000

Biannu al

Not followed at RInfra. Not consider ed for suggestio n.

DIVISIO NAL AWARD

To recognise the best outcome of the projects mainly in case of any inventions.

Projects of all the business es across GlaxoSm ithKline

PRESIDE NT ROLE OF HONOU R

recognize outstanding work/task done by any employee/tea m that has proven to be of the biggest advantage to the company

All the employe es

Customer delight Cost / Productivi ty Timeliness Creative problem solving, Safety Inventions , etc. There are no specific parameters listed for this award.

Cash + Biannu Certificate al s Individual: Rs 5000 Team: Rs 40,000

Cash + Annual Certificate s Individual: Rs 10,000 Team: Rs 75000

Divisional head nominates a person. The HR collates and sends nominations overseas for the approval and evaluation. The final call is taken by a committee. Nominated by superior approved by Dept. head that send it to HR. Which is then send by HR overseas for approval

Followed at RInfra differentl y.

Not followed at RInfra.

GLAXOSMITHKLINE Merits 4. Presenting Bravo Card is an excellent tool to promote collogues to collogues recognition. This is a kind of instant recognition that shots up the motivation of an employee on the spot. 5. Identification of individual as well as team awards encourages people to work individually as well as in teams. 6. The recognition is done at various levels be it site or divisional level. The award policy has been formed by taking hierarchy into consideration to avoid injustice. 7. Huge amount of cash is involved as a reward. Money is always a good motivator.

Demerits 1. There is no methodology for smaller contribution. Minute contributions are not covered. 2. All the awards except Bravo Card require a bigger platform to honor. There is no such award category to recognize and reward smaller contribution which require smaller platform.

HSBC

Award s THAN KS AWA RD PROG RAM ME

Object ive To recogn ise creativ e and innova tive ideas which when imple mente d by an emplo yee beyon d his define d job role

Applic ability Applic able to all the employ ees workin g in the Client Manag ement Unit except for the Head of the Unit and the Senior VP.

Criteria

Periodici ty Implem Individual: Quarterl entation Rs 2500/- y of each comple Team: Rs x deals 50,000/in The quicker amount is times. given in 2 Achiev forms: ement 1. Sodexo in gift manage voucher. ment 2. Amount relation directly excelle credited to nce. the Custom employee er s credit feedbac card k Excelle nt solution

Reward

Platform The employees are awarded in a formal award function that is held at a five star hotel within the city.

Process Nomination by superior or by the individual themselves. The approval, evaluation and the final call is taken by the Business Head/ Unit Head.

Remark s Follow ed at RInfra differen tly.

Comments: This is the one and only award category which is practiced at this bank in this particular unit which is called the Client Management unit. The HR allocates the budget to the unit and gives a framework to operate. There are individual awards as well as team awards which are given on quarterly basis in the whole year. 5 individual awards and 2 team awards are given in every quarter.

Merits 1. Their existence of team and individual awards shows that the organization recognizes individual as well as team awards. 2. The awards are very lucrative. 3. The periodicity of the awards is substantial.

Demerits 1. There is no peer recognition. 2. There doesnt seem to be a scope for smaller recognition. 3. Recognition for loyalty, discipline and consistency is missing. 4. A small population will be recognized and impacted.

Chapter 8 Suggestion Policy made easy to understand Timely reminders to present the Thank You slips Awards for small contributions Introduce On the Floor Awards A survey to be done among the employees of the company to know the level of satisfaction of the policy Employee to choose their reward and the way Celebrate years of service award. Introduce informal type of rewards.

Chapter 9 Limitations
While doing this project, a few problems were faced which are mentioned below. While conducting survey, respondents were very reluctant to hand out correct information. Also they were not interested to give out information, as it was company specific and confidential. In many cases, they just refused to spare any time. In many cases, respondents just filled the questionnaire hastily without giving proper thoughts to the questions to save their time; therefore, information provided might be biased. All expenses of the project are born by the students, which become heavy on their pocket. Since the project duration was only two months, time constraint limits the area of study. As the information about the work plans of employees was to be collected from the employees themselves, to use it for making the rewards and milestones, therefore to get the information from the people on work was another limitation. The people from whom the information was collected were always busy in their work, so time was a major constraint. To get the appointments from the HR personnel of different companies was a time consuming and a difficult task.

Chapter 10 Bibliography Books: Company manual

1001 ways to reward and recognize your employee By: Bob Nelson

Websites: www.rinfra.com www.citehr.com

www.scibd.com

Chapter 9 Annexure Questionnaire:

Rewards & Recognition

Name of the Company: Location: Designation: Department: Number of Employees: Various other locations: Number of years in business:

1. What kind of Reward policy is implemented in your organization? Formal Informal

2. What are various rewards provided by your company?

3. What are the objectives of the various rewards provided?

4. To whom are the rewards applicable?

5. What are the criteria considered while nominating a person for the reward?

6. Who evaluates the person for the award?

5. What percentage of revenue is earmarked for the reward in the financial year?

6. In which form do you provide the reward?

7. What is the periodicity of the reward?

8. What is the platform for the reward?

9. What is the procedure followed for nominating a person for the reward?

10. The Reward system in your organization is Monetary Non-monetary Both

11. What are the behaviors that you are trying to encourage in your employees?

12. How frequently do you bring changes in the Reward system practiced in the organization?

13. Are the employee suggestions considered while reviewing the Reward program? Yes No 14. What one features of your companys rewards program makes it most successful? Why?

15. What is the upper and lower limit in case of monetary rewards for recognition?

16. What is the approximate value of the non-monetary rewards given by your organization?

NOMINATION FORM FOR

PARADIGM SHIFT TROPHY

(Note: Please type the descriptive part in Word Document only & then take a print of the form for filling up the objective part and for the signatures)

Name of the Nominee:Employee no: Grade: Function/Business: Achievement Period: Date of Application: Department: Location:

1. Please describe the nominees accomplishments in the space below

(This should be presented as a speaking statement incorporating facts and exhibiting total objectivity and transparency in the analysis so presented)

2. Please explain how the idea is unique and innovative. Explain w.r.t the following:

1) 2) 3) 4) 5)

Never been implemented in Our Organization. Never been implemented in any similar industry across the Country Never been implemented in any similar industry across the world. Never been implemented in any industry across the Country Never been implemented in any industry across the world

2. a. Give substantial data and information for the option selected above

3. What have been the inputs for the implementation of the idea?
(Give quantified data in terms of the investment, time taken from design to implementation and the no. of people involved)

3. a. Investment in Rs. (Note: Manpower cost invested shall also be included.)

1) 2) 3) 4) 5)

5 lacs and above Between 3.5 lacs to 5 lacs Between 2.1 lacs to 3.5 lacs Between 1.1 lacs to 2 lacs Below 1 lac

3. b.Time Frame for Design, Development and Implementation (In terms of Man Hrs / Man days)

1) 2) 3) 4) 5)

1 year and above 10 months to 12 months 8 months to 10 months 6 months to 8 months 6 months and below

3. c. No. of Persons responsible for delivering

1) 2) 3) 4) 5)

more than 5 4 3 2 1

3. d. Additional data or comments

4. Please mention the Benefits for the company (Give quantified data in terms of financial gains, reduction of lead time / errors / turn around time)

4. a. Financial gains in Rs. (Note: Manpower cost saved shall also be included.)
1) 2) 3) 4) 5)

Less than 2 lacs / year 2 lacs to 4 lacs /year 4 to 6 lacs /year 6 to 8 lacs /year 8 lacs and above / year

4. b. Please state any Business / Function Specific Parameter w.r.t. Enhancement in customer service due to the accomplishment. Parameter: Reduction of Waiting time, cycle time, Complaints, Defect, Turn Around Time (or if any other please specify _____________________________________)
1) 2) 3) 4) 5)

Poor Average Good Very Good Excellent

4. c. Please state any Business / Function Specific Parameter w.r.t. Process Improvement due to the accomplishment.

Parameter: Reduction of cycle time, Errors or Turn around Time (or if any other please specify _____________________________________)
1) 2) 3) 4) 5)

Poor Average Good Very Good Excellent

4. d. Additional data or comments

Any other Remarks:

Details of Enclosures / Supporting documents / Attachment proofs sent: Sr. no. Name of the Document Description of the Document No.

Recommended by (Immediate Superior of the employee or by any Executive from the Customer Department) :

Immediate Superior 1. Name : Signature:

Customer Department (If Any): 2. Name: Signature:

Approved by (Divisional Head/Project Head/Plant Head /Functional Head):

HOD of Nominees Dept: 1. Name: Signature:

HOD of Customer Dept (If Any): 2. Name: Signature:

NOMINATION FORM FOR THE

PLATINUM STAR ACHIEVEMENT AWARD

(Note: Please type the descriptive part in Word Document only & then take a print of the form for filling up the objective part and for the signatures)

Name of the Nominee:Employee no: Grade: Function/Business: Achievement Period: Date of Application: Department: Location:

1. Please describe all the accomplishments made by the nominee in the space below.

1. a. Initiative
1 2 3

Responsibility given by superior in addition to defined job role. Initiative taken by individual as part of small group. Initiative completely taken by self

2. What have been the inputs for the accomplishment?

(Give quantified data in terms of the investment, time taken for implementation and the no. of people involved)

2. a. Investment in Rs. (Note: Manpower cost invested shall also be included.)

1 2 3 4 5

Above 12 lacs 8.1 lacs to 12lacs 5.1 lacs to 8 lacs 3.1 lac to 5 lacs Below 3 lacs

2. b. Time Frame for Design, Development and Implementation (In terms of Man Hrs / Man days)

1 2 3 4 5

1 year and above 10 months to 12 months 8 months to 10 months 6 months to 8 months 6 months and below

2. c. No. of Persons responsible for delivering

1 2 3 4 5

more than 5 4 3 2 1

2. d. Additional data or comments

3. Please mention the Benefits for the company (Give details in terms of financial gains)

3. a. Financial gains in Rs (Note: Manpower cost saved shall also be included.)

1 2 3 4 5

10 lacs to 20 lacs / year 20 lacs to 30 lacs /year 30 to 40 lacs /year 40lacs to 50 lacs / year 50 lacs and above / year

3. b. Additional data or comments

Any other Remarks:

Details of Enclosures / Supporting documents / Attachment proofs sent: Sr. no. Name of the Document Description of the Document No.

Recommended by (Immediate Superior of the employee or by any Executive from the Customer Department):

Immediate Superior 1. Name: Signature:

Customer Department (If Any): 2. Name: Signature:

Approved by (Divisional Head/Project Head/Plant Head /Functional Head):

HOD of Nominees Dept: 1. Name: Signature:

HOD of Customer Dept (If Any): 2. Name: Signature:

NOMINATION FORM FOR

THE SHINING STAR TROPHY

(Note: Please type the descriptive part in Word Document only & then take a print of the form for filling up the objective part and for the signatures)

Name of the Nominee:Employee no: Grade: Function/Business: Achievement Period: Date of Application: Department: Location:

1. Criteria for recommendation: 1. a. Initiative

1 2 3

Responsibility given by superior in addition to defined job role. Initiative taken by individual as part of small group. Initiative completely taken by self

1. b. No. of Initiatives Taken & Implemented in Last 6 months

1 2 3 4 5

2 nos 3 nos 4 nos 5 nos More than 5nos

1. c. Kindly mention each initiative in one line in the space below

2. Please describe all the accomplishments made by the nominee in the space below (Give
details for all the initiatives)

3.

What have been the inputs for the implementation of the idea?

(Give quantified data in terms of the investment and the no. of people involved)

3. a. Investment in Rs. (Note: Manpower cost invested shall also be included.)

1 2 3 4 5

Above 5 lacs 3.5 lacs to 5lacs 2.1 lacs to 3.5 lacs

1.1 lac to 2 lacs

Below 1 lac

3. b. No. of Persons responsible for delivering

1 2

more than 5 4

3 4 5

3 2 1

3. c. Additional data or comments

4. Please mention the Benefits for the company (Give details for all the initiatives in terms of financial gains, reduction of lead time / errors / turn around time etc. Quantify data to the extent possible)

4. a. Financial gains in Rs. (Note: Manpower cost saved shall also be included.)
1) 2) 3) 4) 5)

Less than 2 lacs / year 2 lacs to 4 lacs /year 4 to 6 lacs /year 6 to 8 lacs /year 8 lacs and above / year

4. b. Please state any Business / Function Specific Parameter w.r.t. Enhancement in customer service due to the accomplishment.

Parameter: Reduction of waiting time, cycle time, Complaints, Defect, Turn around Time (or if any other please specify _____________________________________)
1) 2) 3)

Poor Average Good

4) 5)

Very Good Excellent

4. c. Please state any Business / Function Specific Parameter w.r.t. Process Improvement due to the accomplishment.

Parameter: Reduction of cycle time, Errors or Turn around Time (or if any other please specify _____________________________________)
1) 2) 3) 4) 5)

Poor Average Good Very Good Excellent

4. d. Additional data or comments

Any other Remarks:

Details of Enclosures / Supporting documents / Attachment proofs sent:

Sr. no.

Name of the Document

Description of the Document

No.

Recommended by (Immediate Superior of the employee or by any Executive from the Customer Department):

Immediate Superior 1. Name: Signature:

Customer Department (If Any): 2. Name: Signature:

Approved by (Divisional Head/Project Head/Plant Head /Functional Head):

HOD of Nominees Dept: 1. Name: Signature:

HOD of Customer Dept (If Any): 2. Name: Signature: