Benchmark Survey

7/27/2019 Benchmark Survey

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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 helpextended 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 today’s 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 increasestrends 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 company’s 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. Content Page no.

2 Chapter 1 : Introduction to the topic 1

3 Chapter 2 : Executive summary 16

4 Chapter 3 : Company Profile 17

5 Chapter 4 : Scope of Project 21

6 Chapter 5 : Objective of Study 22

7 Chapter 6 : Methodology 23

8 Chapter 7 : Observation and analysis 25

9 Chapter 8 : Suggestions 51

10 Chapter 9 : Limitations 52

11 Chapter 10 : Bibliography 53

12 Chapter 11 : Annexure 54



Chapter 1

Introduction to the topic

2.1 Recognition/rewardsEmployees 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, it’s extremely

important that managers, who communicate the agency goals to employees, are included in the

development of recognition programs.

WHAT’S MOST IMPORTANT IN A RECOGNITION PROGRAM?

TO SENIOR MANAGEMENT:

TO EMPLOYEES: TO MANAGERS OFPROGRAM:

Increases productivity Satisfies recognition Needs

¨Includes efficientadministration

Produces Return On

Investment (ROI)

Creates positive

recognition experience

Excites employees

Improves attitudes Provides a wide selectionof attractive, personalizedawards

Creates pride

Builds loyalty andCommitment

Provides timeliness of recognition

Pleases management

Generates positiveFeedback

Guarantees quality of award

Involves all employees

Empowers the workforce Fosters opencommunication of appreciation

Develops a partnershipwith the workforce

Assures efficiencySource: 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 manager’s 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 a gency’s 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 they’re paid to do? Praise of an empl oyee

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, isn’t it worth it? This doesn’t mean that meaningless “warm fuzzies” are

going to work, however. Use Jim Brintnall’s description of “What Makes a Good Reward?”

It’s 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 - -

it’s 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. Don’t 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 agency’s str ategic 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





Cost / Productivity

Customer delight

Timeliness

Safety

Table 1.1

Evaluation Parameters - Paradigm Shi ft T rophy

Parameter

CategoryParameter

Overall

Weight

age

Weight

age

(W)

Score(S)

Total

Score

(WxS)

Max.

score

Min

Score

Over allUniqueness of

Idea45% 45 225 45

Inputs

Investment in

Rs

15%

5 25 5

Time Frame

for Design,

Development

and

Implementatio

n

5 25 5

No. of people

responsible

for delivering

5 25 5

Output/Res

ults

Financial

gains in Rs 40% 20 100 20

Enhancement 10 50 10



in customer

service

Process

Improvement10 50 10

TOTAL 100% 100 500 100

1.2- Criteria

SCALE Definition

Uniqueness of Idea

Score Definition

1 Never been implemented in Our Organization.

2 Never been implemented in any Similar industry across the Country

3 Never been implemented in any Similar industry

across the world

4 Never been implemented in any industry across the Country

5 Never been implemented in any industry across the world

Investment (in Rs.)

Score Definition

1 5 lacs and above

2 Between 3.5 lacs to 5 lacs



3 Between 2.1 lacs to 3.5 lacs

4 Between 1.1 lacs to 2 lacs

5 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 Definition

1 1 year and above

2 10 months to 12 months



5 6 months and below

No. of Persons responsible for delivering

Score Definition

1 more than 5

2 4

3 3

4 2

5 1



Financial gains in Rs. Per year

Score Definition

1 Less than 2 lacs / year

2 2 lacs to 4 lacs /year

3 4 to 6 lacs /year

4 6 to 8 lacs /year

5 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 Definition

1 Poor

2 Average

3 Good

4 Very Good

5 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 Shinin g Star Tr ophy

Parameter

Category

ParameterOverallWeightag

e

Weightag

eScore

TotalScore

(W*S)

Max.

score

Min

Score

Initiati

ve

Initiative taken

beyond defined

job role

25% 25 125 75

No. of

Initiative

s

No. of Initiatives

Taken and

Implemented in

last six months (

assessment

period)

25% 25 125 25

Inputs

Investment in Rs

10%

5 25 5

No. of Peopleresponsible for

delivering

5 25 5

Output

/Result

Financial gains

in Rs 40% 20 100 20



s Enhancement in

customer service10 50 10

Process

Improvement10 50 10

TOTAL 100% 100 500 150

2.2- Cr iteria:

Initiative

Score Definition

3 Responsibility given by superior in addition to defined job

role.

4 Initiative taken by individual as part of small group.

5 Initiative completely taken by self

No. of Initiatives

Score No. of Initiatives Taken & Implemented in Last 6months

1 2 nos

2 3 nos

3 4 nos

4 5 nos

5 More than 5nos

Investment (in Rs. )

Score Definition



1 Above 5 lacs

2 3.5 lacs to 5lacs

3 2.1 lacs to 3.5 lacs

4 1.1 lac to 2 lacs

5 Below 1 lac

Note : Manpower cost invested shall also be included.


Score Definition

1 more than 5

2 4

3 3

4 2

5 1


Score Definition

1 Less than 2 lacs / year


3 4 to 6 lacs /year

4 6 to 8 lacs /year





Business / Function Specific Parameter for Enhancement in customer service eg :

reduction of Waiting time, cycle time, Complaints ,Defect, Turn Around Time

Score Definition

1 Poor

2 Average

3 Good

4 Very Good

5 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 accomplishmentsand 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 A chievement Award

Parameter

CategoryParameter

Overall

WeightageWeightage Score

TotalScore(W*S)

Max.

score

Min

Score



Initiative

Initiativetaken beyonddefined jobrole

15% 15 75 45

Inputs

Investment in

Rs

15%

5 25 5

Time Frame

from Idea to

Implementatio

n

5 25 5

No. of Persons

involved

5 25 5

Output/R

esults

Financial

gains in Rs70% 70 350 70

TOTAL 100% 100 500 130

3.2- Cr iteria:

Initiative

Score Definition

3Responsibility given by superior in addition to defined job

role.



Investment (in Rs. )

Score Definition



1 Above 12 lacs

2 8.1 lacs to 12lacs

3 5.1 lacs to 8 lacs

4 3.1 lac to 5 lacs

5 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 Definition

1 1 year and above






Score Definition

1 more than 5

2 4

3 3

4 2

5 1




Score Definition

1 10 lacs to 20 lacs / year


3 30 to 40 lacs /year

4 40lacs to 50 lacs / year



Commendation Certificates:

Objective: To recognize the exemplary contributions of the nominations which does not qualify for theaward 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 INFRALIMITED 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.





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.

VisionTo 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 world’s to p 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 respond ents’ 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) ExperimentalThus, 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

Criteria Reward Periodi

city

Platfor

m

Process Remarks

ATTENDAN

CE AWARD

consist

ent

attenda

nce

All

Employe

e

Not a

single

leave

except

PL

Rs 1000/-

as cash and

a certificate

Annual HCC

day

(Diwa

li

Functi

on)

HR

finalises

on

attendanc

e record

system

Not

followed

in R-

Inf ra

MISCELLA

NEOUS

AWARD

Rewar

d and

recogni

ze the

employ

ees

abovetheir

tenure

All

employe

e

Contrib

ution

should

be

beyond

mere

appreciation

letter.

Training

sessions

Cash prize

Cash

vouchers

Free

holidaysPromotions

(at times)

Increments

in salary

etc.

Annual HCC

day

(Diwa

li

Functi

on)

Nominati

on

invited

online

and

approved

by acommitte

e through

rigorous

screening

.

Followed

at R-Infra



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

Criteria Reward Periodici

ty

Process Remarks

BEST

ATTEND

ANCE

AWARD

Consistent

attendance

All

employee

Not a

single

leave

except PL

Rs 1000/-

as cash

and a

certificate

Annual HR finalises

on attendance

record system

Not

followed

at R-

Inf ra

LONG

SERVICEAWARD

S

To

recognisehonour

and

loyalty

All

employee

Employee

whocompleted

above 20

years

Gifts such

as watchescoupons

silver

trophy

based on

tenure

Annual Decided by

HR based onthe tenure of

employee

Not

followed

at R-

Inf ra

SUGGES

TIONSCHEME

To

recognisecreative

and

innovative

ideas

All

employee

Safety

Customer delight,

Cost /

Productivi

ty,

Timeliness

, Creative,

problem

solving

The award

winnersare given

some

monetary

reward in

accordanc

e to the

outcome

of their

ideas and

certificate

Not

mentioned

Separate

panelconsisting of

GM and

above

designation

that evaluates

the

nominations

and decides

upon the

recipients of

the award.

Followed

at R-Infra



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.

DemeritsThe 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 st art 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


ty

Platform Process Remarks

SUGGE

STOR

OF THE

DAY

To obtain

new and

better

ideas form

employee

All the

employe

es below

the level

of a

manager.

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 R-

Inf ra

EMPLO

YEE OF

THE

MONTH

To reward

good

performan

ce

All the

employe

es.

Effectiv

e

perform

ance

Award Rs

1000/- as

cash.

monthly In the

morning

meetings

.

The HR

departme

nt does

the

facilitati

on

Not

followed

in R-

Inf ra

SELF

DIRECT

ED

TEAM(SDT)

OF THE

MONTH

To

appreciate

good team

performance

All the

workmen

who are

supervised by

facilitato

rs

Perfor

mance

of the

team

Certificate

trophy and

learning

sessions

monthly In the

morning

meetings

.

Nominati

ons send

by the

Functional

Heads/H

OD/Proc

essing

Not

consider

ed for

suggestion



Unit

Head are

evaluate

d by a

panel of

4 judges

AWARD

FOR

EXEMP

LARY

WORK

Appreciat

e work

done over

and above

the job.

All the

employe

es

Fire

fighting

Social

cause

Accide

ntPrevent

ion etc.

Name

displayed

on the

intranet

and

internalmagazine.

As per

occurren

ces of act

Morning

meetings

. Intranet

&

Internal

Magazine

The

Plant

Head

takes the

decision

on theannounc

ement

and

mode of

the

recogniti

on.

Not

consider

ed for

suggestio

n

FULL

ATTEN

DANCE

DURIN

G THE

YEAR

Consistent

attendance

All the

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 R-

Inf ra



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 employee’s 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 Objective

Applicability

Criteria Reward Periodicity

Platfor m

Process Remarks

APPRECIATIONLETTER

To placeon recordgoodwork done byan

employee/groupof employees

Allemployees up tothe levelof E7

Good performance

Appreciation letter highlighting thecontribution/instance

Asfrequently as

possible

Noformal

platfor m

The sectionor departmentthat wantstoappreciate

the goodwork done

by itsemployee(s)may presenta letter of appreciationin case of amember of a Team,

FollowedAt R-Infra

STAR OF

THEMONTH

To

recognizeconsistent goodwork done bytheemployees.

All non-

executives

Non-

Executive,whohasshownconsistent

punctuality,discipline,

team playingetc.

A small

Star of themonthBadge,name and

photo of theemployeeon notice

board.

Monthl

y

No

formal platfor m

concerned

Head of thedepartmentshallevaluate therecommendationsreceivedfrom thereportingofficer andselects the

bestemployee

Not

followed at R- Inf ra



EMPLOYEE OFTHEYEAR

Torecognize andrewardexemplar

y performance for creatingrolemodelsand a

performanceculture.

Non-Executives

Non-Executives,whohave

got aminimum of two“STAR of themonth”awardsandfour “Appre

ciationLetter s”in ayear

Gift of upto Rs.2000/- andletter of appreciati

onconferringon them“Arun /Abha of the Unit”

Annual Allnominationsof eligibleemployeesreceived

from eachdepartmentwill beevaluated

by acommitteeof fiveHODs.

Not followed at R- Inf ra

VIDHYUTAWARDS

Torecognize &rewardmeritorious Nonexecutiv

eemployees

Theentriesfor Shramawardssubmitted to

Govt. of India, but werenotawarded.

Such of thoseentries,whichdid notgetShram

Award,would beconsidered for thisaward.

Letter of appreciation under thesignatureof Director

(HR) andCashRewardupto15,000

Annual thecommitteeconsistingof CorporateOS, HR & Finance

whoevaluatesthenominationssent for Shramaward

Notfollowedat R-Infra.

Notrecommended

POWER EXCELAWARDS

Torecognizeexcellenc

e indischargingofficialduties &demonstr ation of

NTPC

Allexecutives uptoE6,

excluding HODs

Innovationsandimprov

ementsin areaof work Contributiontowardsgroupeffortsa

Letter of appreciation under the

signatureof BHU/GMCashreward of 5,000 andtranning inIndia

Annual nominationsmade byHODs. Thecommittee

wouldevaluate allthenominations

based on thecriteria.

Followedat R-Infradifferentl

y



corevalues

nddemonstratingcorevalues

atwork.

PEARLAWARDS(PerformanceExcellence AwardFor RegionalLeadershi

p

Torecogniseexcellence inleadershi

p &demonstr ation of

NTPCcorevalues

AllHODsand E7& E7Aat units&RegioanlHqrs andatCC.(ExcludingHead of Project /Station)

Leadershipqualities,excellence inhis areaof responsibilitie,demonstrationof corevalues,creativity,innovation, etc.

Tranningupto 10days inIndia Cashrewardupto10,000andappreciation letter signed byconcernedED.

Annual Committeeconsistingof ED of the regionand allBUH of the regionwouldevaluatethenominations

Not followed at R- Inf ra .

ACEAWARDS (Awardsfor corporateexcellence)

Torecognizeexcellence inleadershi

p &demonstr ation of

NTPCCoreValues

AllHeads of Project/Stations,GMs inRegionsandCorporate Centre

Excellence inStrategicLeadershipinnovation,creativity,knowledgemanagement

Letter of Appreciation to be

presentedin ECM

byCMD/Specialfunctionsin Delhi,tranningof 7 days,Cash prizeof 15,000

Annual Acommitteeof FunctionalDirectorswith CMDasChairpersonwillevaluate thenominations

Not followed at R- Infra.

MANVEEYATAPURASK AR

Torecognise goodvaluesexhibited

by

Allemployees uptoE7 areeligiblefor this

Shouldhaveexhibited anexemplary

Appreciation letter and a cash

prize upto1000/-

Doneimmediatelyuponnoticing such

Recommended by thesenior

person.




employees inofficial& sociallife.

award. Value behaviour

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


ty

Platform Process Remark

s

R.E.A.P

(RECO

GNITIO

N FOR

EXCEL

LENCE&

APPRE

CIATIO

N IN

PRIMA)

To create

an

environ

ment /

culture

of commit

ment and

engagem

ent

towards

the

company

.

All the

employees

on

company

pay roll

Innovati

ve,

creativity

,

customer

orientation ,

process

orientati

on, etc.

A

personalised

letter of

appreciation

from the

H.R. Head& Sodexo

meal

voucher of

Rs 1000/-

winner’s

name &

picture

displayed in

their

respective

work place.

Monthly On the

floor in

front of

all the

other

employees.

Nominatio

ns are sent

via e-mail

by 10th of

next

month tothe HR at

the HO

(Mumbai).

Follow

ed at R-

Infra

(annual

)



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 AwardsAwards Objective Applic

abilityCriteria Reward Periodic

ityPlatform Process Remarks

CELEBR ATINGPERFOR MANCEAWARD

Toformallyandinstantlyrecognizehigh

performance whenithappens-any dayany time,

All theemployees

Demonstrated

performance asdescribed in

Accenture’s

performancefactors.

credit pointswhichcan beredeemed for

differenttypes of gifts as

per thewish of anemployee.(min25, max1000)

Anytimeas per

performance

No formal platform

The immediatesupervisor onthe performancedelivered by hisimmediatesubordinate

would take adecision to allotthese points tohis subordinates.

Followed atR-Infrathoughdifferently

ABOVE&

BEYONDAWARD

Aimed atrecognizi

ngindividuals whosework,commitment andenthusiasm lead tooutstandingcontribution

All theemploy

ees

Employees in

thiscasehavegonetheextramile tocontribute over andabovetheir

area of work impacthave

performed in anexemplarymanner.

Eachsenior

manager hascertain

budgetout of which hecanrewardtheemployee in formof Cash,

giftvoucher

Quarterly

There isno

particular platformfor thisaward

Senior Managers in

India Businesscan award toany employees.

Followed atR-Infra

thoughdifferently



PEOPLEDEVELOPER AWARD

Rewardandrecogniseemployee/s whohave

beendeveloping peoplewithinthesystem/or ganization/company.

All theemployees

Leader,guide,connectto

peoplewell,

personalitydevelopment,work life

balance,etc.

Congratulationsmail.Giftvoucher worthRs.40000 for senior manager s. 1000CP for non-executive

Quarterly

QuarterlyAwardfunctions

Every employeecan nominatehimself as wellas any of hiscolleagues for this award. TheHR keeps atrack of thenominations andis responsible toget approvalsfrom the Senior Managers for the nominations.

Local AwardsPRACTI

TIONAR OF THEYEAR

To

recognizesupplychainmanagement

practitioners whohavedisplayedexceptional

performa

nce.

All the

employees inSupplyChainManagement.

Excepti

onal performance intheareasof:Valuecreator Peopledeveloper Busines

soperator Contributedsignificantly totheserviceline

Cash

prize

Quarte

rly

Quar

terlyAwardfunctions

Not known Not considered for

suggestion

TENUER AWARD

Torecognizeand

honour theloyalty of theemployees

All theemployees in

thecompany

Employees whohave

completedabove 5years intheorganization.

Receivegiftvoucher

up to10,000depending onthetenureof their service.

Quarterly

Quar terlyheld

AwardFunctions

HR departmentmakes the

selectiondependingon the datathey have.

Not f ollowed at R- In f ra .



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 Objective Applicability


Process Remarks

BRAVOCARD

To recognisethe supportan employeereceives for his senior or

peers for completion of assignment.

All theemployees

Theemployeegives a“BravoCard” tothecolleaguein person

or via e-mail.

Anytime

Whenever anyemployee feelsfor recognisinghis/her colleagues for their effort/support, s/hemay fill the

card.

Followedat R-Infra.

SITEAWARD

Outstanding performancesdelivered bytheemployees(individual &team) on thework siteover a

particular project

All theemployees atwork site.

The siteshould be

particularly

benefited by thework.

Cash of upto 2000for individualand 10000for team +Certificate

Biannual

Can benominated bythe project team,superiors or individualsthemselves.Approval,evaluation andthe final call is

taken by panelconsisting of theDepartmentHead, HR Headand the SiteHead

Followedat R-Infradifferently.

WORK AREAAWARD

To recognisework done bytheemployees atfunctional

anddepartmentallevel.

All theemployees

Theexemplarywork doneshould

benefit the

department/function.

Cash +CertificatesIndividual:

Rs500/eachTeam: Rs2000

Biannual

Nominated bysuperior throughintranet.Approval,evaluation and

the final call istaken by panelconsisting of theDepartmentHead, HR Headand the SiteHead

Notfollowedat R-Infra.

Not

consider ed for suggestion.



DIVISIO

NALAWARD

To recognisethe bestoutcome of the projectsmainly in

case of anyinventions.

Projectsof all the

businesses acrossGlaxoSm

ithKline

Customer delightCost /Productivity

TimelinessCreative problemsolving,SafetyInventions, etc.

Cash +CertificatesIndividual:Rs 5000

Team: Rs40,000

Biannual

Divisional headnominates a

person. The HR collates andsends

nominationsoverseas for theapproval andevaluation. Thefinal call istaken by acommittee.

Followedat R-Infradifferently.

PRESIDE NT ROLEOFHONOU

R

recognizeoutstandingwork/task done by any

employee/team that has proven to beof the biggestadvantage tothe company

All theemployees

There areno specific

parameterslisted for

this award.

Cash +CertificatesIndividual:

Rs 10,000Team: Rs75000

Annual Nominated bysuperior approved byDept. head that

send it to HR.Which is thensend by HR overseas for approval


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

Awards

Objective

Applicability


Platform Process Remark s

THANKSAWARDPROGRAMME

Torecognisecreative andinnovativeideas

whichwhenimplemented byanemployee

beyond hisdefine

d jobrole

Applicable toall theemployeesworking in theClient

ManagementUnitexceptfor theHeadof theUnitand theSenior VP.

Implementationof complex dealsinquicker times.

Achievementinmanagementrelationexcellence.Customer feedbac

k Excellentsolution

Individual:Rs 2500/-eachTeam: Rs50,000/-Theamount isgiven in 2

forms:1. Sodexogiftvoucher.2. Amountdirectlycredited totheemployee’s creditcard

Quarterly

Theemployeesare awardedin a formalawardfunctionthat is heldat a five star

hotel withinthe city.

Nomination by superior or by theindividualthemselves.The approval,evaluationand the final

call is taken by theBusinessHead/ UnitHead.

Followed at R-Infradifferently.

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 doesn’t 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 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

http://www.rinfra.com/


http://www.citehr.com/


http://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 company’s 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: Department:

Function/Business: Location:

Achievement Period: Date of Application:

1. Please describe the nominee’s accomplishments in the space below(This should be presented as a speaking statement incorporating facts and exhibiting total objectivity andtransparency in the analysis so presented)

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

1) Never been implemented in Our Organization.2) Never been implemented in any similar industry across the Country3) Never been implemented in any similar industry across the world.4) Never been implemented in any industry across the Country5) 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) 5 lacs and above2) Between 3.5 lacs to 5 lacs3) Between 2.1 lacs to 3.5 lacs4) Between 1.1 lacs to 2 lacs5) Below 1 lac

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

1) 1 year and above

2) 10 months to 12 months3) 8 months to 10 months4) 6 months to 8 months5) 6 months and below

3. c. No. of Persons responsible for delivering

1) more than 52) 43) 3

4) 25) 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) Less than 2 lacs / year 2) 2 lacs to 4 lacs /year 3) 4 to 6 lacs /year 4) 6 to 8 lacs /year 5) 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 anyother please specify _____________________________________)

1) Poor 2) Average3) Good4) Very Good5) Excellent

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

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





Any other Remarks:

Detai ls of Enclosures / Support in g docum ents / At tachm ent 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 Nominee’s 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



Grade: Department:



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

1. a. Initiative

1 Responsibility given by superior in addition to defined job role.



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 peopleinvolved)




1 Above 12 lacs

2 8.1 lacs to 12lacs

3 5.1 lacs to 8 lacs

4 3.1 lac to 5 lacs

5 Below 3 lacs

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

days)

1 1 year and above





2. c. No. of Persons responsible for delivering

1 more than 5

2 4

3 3

4 2

5 1




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 10 lacs to 20 lacs / year


3 30 to 40 lacs /year

4 40lacs to 50 lacs / year


3. b. Additional data or comments

Any other Remarks:



Detai ls of Enclosures / Support ing do cum ents / At tachm ent proofs sent :

Sr.

no.

Name of the

Document


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

Immediate Superior

1. Name: Signature:


2. Name: Signature:





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



Grade: Department:



1. Criteria for recommendation :

1. a. Initiative

1 Responsibility given by superior in addition to defined job role.



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

1 2 nos

2 3 nos

3 4 nos

4 5 nos

5 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 (Givedetails 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)


1 Above 5 lacs

2 3.5 lacs to 5lacs

3 2.1 lacs to 3.5 lacs

4 1.1 lac to 2 lacs

5 Below 1 lac

3. b. No. of Persons responsible for delivering

1 more than 5

2 4



3 3

4 2

5 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 aroundtime etc. Quantify data to the extent possible)

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

1) Less than 2 lacs / year 2) 2 lacs to 4 lacs /year 3) 4 to 6 lacs /year 4) 6 to 8 lacs /year 5) 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 anyother please specify _____________________________________)

1) Poor 2) Average3) Good



4) Very Good5) 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 _____________________________________)



Any other Remarks:

Detai ls of Enclosures / Support in g docum ents / At tachm ent proofs sent :



Sr.

no.

Name of the

Document


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

Immediate Superior

1. Name: Signature:


2. Name: Signature:



1 Name: Signature:

Benchmark Survey

Documents