Bank of Best Practices for Apollo Tyres EXCO Meetingerent eaten noc Name of the organization: Recognising the logistical difficulty in organising classroom training for a large proportion ofits workforce, !OC has embarked upon a ‘mammoth employee driven, self paced , e learning initiative aptly titled as Eklavya. Under the scheme, an employee can self nominate himself for upto 3 online MOOC courses a year with 100% course fee reimbursement by the Corporation upon successful course completion. These courses can be enrolled through popular platforms like Coursera, EdEx etc. as well as directly through prestigious universities like Stanford, Yale, UC Berkeley, GeorgiaTech,IIM Bangalore etc. Name of the organization: ‘We provide GETS an opportunity to pursue higher education in the management stream. The process of selection is through the All India Entrance Exam (CAT or equivalent) and on the job performance. Selected employees can join some of India’s most premium colleges for ‘management education. We support the employee with the course fee & hostel fees with a company contribution of up to a maximum limit of rupees 7.5 lakhs. In addition to the 2 year study leave employees are also entitled to a monthly stipend of Rs 10,000, company also continues to contribute to Provident Fund (PF), gratulty and coverage under the medical scheme. The graduate engineer who is transformed into a management professional is absored into various entry evel managerial role at Mahindra AFS. The scheme is highly popular among MBA aspirants and serves as a powerful attraction tool for lgniters.Name of the organization: Godrej Consumer Products individual Development Plans (1DP) ited The plan flows from the career aspiration or current level performance of the individual. Thus it clearly states the "What's in it for me" for Individuals. The plan is arrived at through a mutual discussion between the employee and supervisor, with support of the HR business partner where required. The discussion is open ended and facilitated by the manager. The onus of development rests with the employee. ‘The manager Is provided with the Talent Card which is a summary of all the development inputs avallable in SF that includes Feedback on. Performance appraisal, Aspiration, Last year Development Plan and 360 degree ~ Start, Stop & Continue. Similarly, the employee also prepares forthe discussion. Every formal learning input that an individual undergoes, is backed with an action learning project, which ‘features in the individual development plan. Progress of the development plan Is tracked every 6 months Name of the organization: Siemens Lt. CCORE (Change, Outdo, Rise and Evolve) For young leaders under the age of 35 years who exhibit a strong potential for higher leadership roles, we have at India level a potential development program called CORE. This two-year program Is designed to identify and groom potential Leaders for addressing our current and future business challenges. Acronymed CORE (Change, Outdo, ise and Evolve, the program emphasizes on development of learning agility, which is considered as atop predictor of high potentials. CORE provides the platform forthe Potentials to develop themselves. Their success depends on their commitment and perseverance towards the meticulous execution of ther Individual Development Plans and in demonstrating ther ‘readines' for taking up bigger roles and responsibilities within the organization This requires the participants to learn faster and reduce the learning curve. ors [Name of the organization: Mahindra and Mahindra Automotive and Farm Equipment Sectors “= IMITRA - "Mahindra In Time Response & Assistance This single point emergency assistance servic, is an initiative by CS, to ald registered employees in ase of: ‘Medical Emergencies 1, Crime / Assault 2. Accidents lke fire, gas leak ete. 3. Vehicle break-down or vehicle accidents 4, Police liaison requirements for any ofthe cases above ‘The MITRA team consists of a set of experienced and highly trained control room operators, and a network of reputed partners providing response services. Building up on the mobile technology, available with an average employee we have considered two options: For those having smart phones with Android, Blackberry, Apple and Windows operating systems, a user friendly mobile application developed as the ‘alert initiator For those whe do not have smart phones i.e regular feature phones, can register on the website. On successful registration & validation, the ‘employee will be provided two (02) emergency numbers which need to be saved on ‘speed dials’ on their phones. Incase of a situation, where a registered employee raises an ale [An SMS, Mail and on-screen alert is sent to the MITRA control room which is manned 24 x 7. Incase of an SOS, the application tracks the employee mobile, through GPS and GPRS, which is visible to the operator on his dashboard. The MITRA operator gets basic employee information and wil call to get further detalls, where required. ‘Based on the nature of the emergency, MITRA operator sends out an appropriate service provider to assist the person. The operator remains in touch with the person and the service provider to monitor the response.ee ‘Name of the organization: [At GCPL, all managers and above are appraised through the 360 Degree Feedback Process. This feedback process enhances leadership behaviour by providing a too! to define and communicate the key leadership traits which the company values, and to directly link employee behaviour with ‘the values ofthe organization. It helps the employee assess his strengths and weaknesses so that developmental plans can be identified to address the gaps to leadership behaviour, More importantly, it helps the company to consistently identify individuals who display desirable leadership behavioural traits. Each participant is rated on each of the expected capabilities (Godrej Capability Factors) Participants also receive verbatim comments on behaviours that he is expected to ‘Start’ ‘Stop’ and ‘Continue ‘in order to further improve on the Godrej Capability Factors in addition to the detailed report The HR team also organized capability building sessions to help employees better read and interpret thelr 360 degree feedback reports. The 360, reports are used by to do development conversation with the individual. "Name of the organization: Learning Café is an initiative to encourage senior leadership connect with young managers. The forum provides a platform which enables Informal interactions between thelr india Business head to build better connect and accessibility for young managers. [As a part ofthe session, managers from across funetions and the India Business head come together and solve real business challenges which ‘ociltates a better understanding of the business as well as team bullding Prior to every session each manager gets a pre-read to the case study ‘which sto be discussed during the session. ‘The platform provides a good opportunity for young managers to bounce off ideas / make suggestions to real business problems directly with the India Business Head, All suggestions are then shared withthe respective stakeholders for further analysis and application.ing / Direct communication between Top leaders, managers and Employees. Name of the organization: NTPC Limited - Directors at Door ‘Directors at Door (New) Directors At Door is an important tool deployed by NTPC to ensure direct and two-way communication between the top management and ‘employees of the organization. It gives the leaders an opportunity to share the plans of the company as well as the business challenges faced by the organization. It also offers a platform for the board members to seek and obtain ground level feedback from the employees, for analysing the impact of various NTPC policies and initiatives upon the people and to consider their aspirations while formulating business strategies. Thus, it facilitates better decision making besides being an important tool for inculcating the spirit of participative ‘management in the company. ‘Name of the organization: Godrej Consumer Products Limited = HMONDAY 8AM BLOG {An innovative method of connecting which started as a weekly write-up to senior leadership has now taken shape of a very popular blog amongst employees. The MD, shares learnings, new thoughts, management principles with employees through this blog. Some of these learnings have become part oftheir routine and a much awaited message each Monday. SCENE Name of the organization: Mahindra and Mahindra Automotive & Farm Equipment Sectors = EVPZones, ‘One of the most effective ways of communicating EVP is always by explaining the various offerings to employees by physically being present at their locations. It gives high reach and impact as well. An EVP Zone isa day long event at each office location in which various ‘employee offerings are explained to the employees. The model ison the lines of setting up a kiosk at every location with display of offerings and manned by HR team to talk about the offerings to employees. They have also created a pocket-sized EVP Handbook that explains the gist of each EVP offering as well as provide a call to action for the employee (an email id ora link that he can visit in order to learn more about the offering). To ensure that there sa hype created around the zone, they have designed standees that will highlight Interesting facts about the different EVP offerings to employees.Seren TAN eae ene [Name of the organization: Indian Oil Corporation - Electronic Performance Management System 10CL enabled the creation of a platform that provided for a transparent performance management system by eliminating the performance appraisal through confidential reports. This has now led to a more responsible environment where appraisers are expected to provide ‘objective and justifiable ratings and employees, in turn would strive for better performance. From concealed performance reports to an objective and transparent performance and potential assessment through PMS, Leadership Centers and 360 Degree Feedback Survey respectively, the organization has come a long way. With businesses facing intense competition, there has been a dire need to enable an on-going creation, acquisition and transfer of knowledge to employees to enable them to proactively react to unpredictable circumstances. Name of the organization: Mahindra & Mahindra Automotive & Farm Equipment Sectors Removal of forced rating-bell curve “The forced rating (bel-curve) has been source of angst for various organizations and promotes perception of inequality and injustice in minds of any employee. From this year (F18), we have removed the forced rating (bell-curve) for Executive Band and willbe subsequently ‘extending to Department Head (DH) Band, next year. So, the top 3 bands (Strategic, Executive and Department Head) have been moved from forced rating. The Talent management identification system which identifies top (green, yellow), next best (solid citizens ~ growth) and solid citizens is used for promotions and increments. The entire focus by the manager Ison steering the conversation on performance feedback and creating robust development plan during mid-year and end-year appraisal systems. Also, the forced rating (bellcurve) has been removed for Tech Ladder (RED) employees where the scoring is based on technical and behavioural competencies. The competencies are known to the employees in advance and they can work on specific Action learning projects and workshops for bridging the gap.Sener on Name of the organization: Godrej Consumer Product Ltd. = Workplace by Facebook ‘Workplace by Facebook is an excellent platform to drive thelr philosophy of “whole self”. Employees at diferent levels of the “organisation connect on business matters and diverse interests like photography, books and news events. The intuitive nature of the platform and the wide range of conversations help thelr workforce get together often. It has become an excellent way for them to acquaint themselves with work across teams and functions and learn together. Their teams collaborate better in bringing on board new joinees, celebrating their success stories, taking feedback on campaigns and activations, sharing visibility activations in retail stores across the country - the platform helps bring their entire force together and inspire each other. Name of the organization: Godrej Consumer Product Ltd. Godrej LOUD (for employees) - Live out your dream, LOUD is an initiative where employees are given the opportunity to share their dreams with the organization. The best ones are selected and sponsored (1.5 lakhs INR each) by the organization. Over the last five years, they have sponsored 16 dreams from going ‘on a solo motorcycle ride from Kanyakumari to Kashmir ,sky-diving in New Zealand, tracing family tree to document story to participating in the TCS Amsterdam International marathon! GCPL supports employees of different tastes, interests and life dreams. ‘They are on the constant look out for inspired & passionate employees who follow their dreams, think out of the box and whose rich & diverse experiences & perspectives make GCPL an inspiring place to work! A LOUD journal i also available for all employees to ‘watch stories of their colleagues living thelr dreams and getting inspired to live their own. The LOUD journal is another step in aiding the employee fulfl the ‘Leading Self journey at Godre). GCPL also did LOUD for kids in their partner schools as part of Good and Green Volunteering Day activity. ae een = Thanking Trainees All outstanding trainees are recognised for their excellent project outcome that they undertake in the organisation. An appreciation mail is sent to the college, mentioning the excellent contribution by the trainee towards the project that was assigned. They are given an additional stipend as a reward in some cases. They may also thank and reward trainees by offering them a pre-placement ‘opportunity in their organisation against an approved vacancy. Name of the organization: Bajaj Finance ~ Parent Gift First Salary of employee ‘This isa special initiative that has been launched for those employees who have started their career with BFL. As part ofthis initiative, BFL sends a gift to the parents of such employees, appreciating them for letting their son / daughter/guardian start their career with the organization. Name of the organizatio ~ Thank you Thursdays {At Intuit india, they celebrated Thank you Thursdays for three weeks with the following themes : Leaders & Managers thank their teams/ individuals Peer to peer thanking Leaders thanking across BUs Intuit Indiajahindra and Mahindra Automotive & Farm Equipment Sectors {tis essential to get customer inputs before rolling out a product to ensure that the product is well-received. What applies to customers applies to employees. Product isto a customer as polices Isto employees. Policy co-creation aims to capture the absolute employee expectations and reflect the same in the policies. ‘Themes/Policies ae put up on an online forum and employees are invited to share thelr solutions and Ideas. The best solutions may be incorporated in the final policy Thus, they are not only tapping into the creativity and experiences of employees but also identifying truly valuable solutions. Name of the organization: Mahindra and Mahindra Automotive & Farm Equipment Sectors -HRPedia A internal portal was designed where all the information about all the HR Practices are kept varying from Recruitment, Onboarding, Induction, Performance Management, Learning and development, Talent Analytics, Organizational development, Workforce planning, Employee value proposition, Career and succession planning. All he employees in AFS HR has access to this information. The portal Is open for suggestions to any of these practices, I also conduct poll to get ‘ea’ of latest initiatives. The portal also has options to take the employees to the internal blog. [Name of the organization: God) Industries Limited Young Executive Board ‘At Godrej Industries, the Young Executive Board (YEB) is a committee of young managers below the age of 35, having high leadership potential and an outstanding performance record. The YEB undertakes critical projects that can impact the entire Godrej Group. The YEB directly reports to the directors and works on areas like business strategy, corporate governance and others. eee ey Name of the organization: Godrej Consumer products Limited Learning Cafe Learning Café isan initiative to encourage senior leadership connect with our young managers. The forum provides Informal interactions between our India Business head to build better connect and accessibility for young managers. {Asa part of the session, managers from across functions and the India Business head come together and solve real business challenges which ‘facilitates a better understanding of the business as well as team building. latform which enables Prior to every session each manager gets a pre-read to the case study which sto be discussed during the session. ‘The platform provides @ good opportunity for young managers to bounce off ideas / make suggestions to real business problems directly with the India Business Head. All suggestions are then shared with the respective stakeholders for further analysis and application. [Name of the organization: Forbes Marshal = CLAP-ping our way to success CChakan Leadership Action Performance, CLAP for short, was created with the alm of investing in le performance across all functions. The CLAP group believes that they are in It to “complete each ot setting an example for collaborating. ership capabilities fora sustained and not to compete with each other’, thus ‘The project talks about a sustenance plan, that they felt is key tothe successful execution of all projects they have decided to accomplish. ‘The CLAP session gives them a platform to share their Ideas and concerns with a large group of like-minded individuals, to ensure that they reach towards strategic targets they all have defined.