Non-monetary rewards and benefits

Industry: Telecommunication

Submitted by: Group 3Anjum Thobani 2012195Priyanka Kane 2012228Rahul Gupta 2012229Stephanie Fernandez 2012243Tanvi Naik 2012245

Ericsson

ACE Award

Purpose

ACE Award is a planned recognition for individuals/teams for their contributions that impact at the Unit Level or are specific to a particular unit

FrequencyQuarterly for all employees working in India

Nature of award

Gift Voucher worth Rs. 3000 and an e- certificate/ e-appreciation letter; mention of employee on intranet

Maximum Number of AwardsAwarded to a maximum of 10% of the eligible employees annually

Approval LevelsInitiating Line Manager + Business Unit/ Functional Head

Power Award• Power Award is a planned recognition for Individual/ team

contribution towards the Unit's or Department's objectives or goals

• Frequency : Monthly

• Maximum Number of Awards: Awarded to a maximum of 10% of the eligible employees annually

• Criteria for the Award: Power Award is used to award employees for exceptional performance or achievements that has added value to the company above and beyond what would normally be expected. To receive this award, an employee should meet any of the listed criteria:– Exhibition of Company's values– Extraordinary achievements or efforts – Completion of project within the scope, time and budget which

saves money or creates value– Recommendations from Internal customers• Approval Levels : Initiating Line Manager + Department Head

Nature of Award:

•Category 1: Value Card - Gift Voucher of INR 1,000 and an e- certificate

•Category 2: Star Performer - Gift Voucher of INR 2,000 and an e- certificate

•Category 3: Start Team Award (Inter/ Intra Department) - Cash Reward of upto a maximum value of INR 20,000 (maximum team size of 10 members)

•Process flow:

Other Benefits• Mobile handset for every employee, once in 2 years,

depending on the job level

• Movie screening for all employees every year

• On clearing any certification under ETCP (Ericsson Technical Certification Program), photos are displayed on the Bulletin Boards of the department and names of successful candidates are published on the ETCP portal

• Out Bound Trip (OBT) : A trip of 3 days sponsored by Ericsson for employees of a department every year. Approximate budget per employee: Rs. 6000

Bharti Airtel Limited(Airtel)

FlexibilityFollowing benefits are given to the employees:

Flexible work timings

Flexibility to work from home

Work from a remote location

Work part time for a specific period of time

Sabbatical

Employees can opt for a 6-month sabbatical for personal reasons

Leave upto one year may be granted for pursuing higher education

Other Non-Monetary Benefits

Maternity leaves

Maternity leave may be extended upto 6 months

Mentoring program for women employees

Designed for high potential middle level women employees, which involves mentor-mentee sessions to encourage them to focus on higher level roles in the organization

IDEA CELLULAR

LEAD (Leadership Program for the Experienced)

•Launched in January 2007, with the aim to groom exceptional individuals to be future leaders.

•It is an intensive six month , on the job training program

•Program Structure includes Rotational Training for 6 months with 2 or 3 intensive assignments, Assignment matches based on business, goals & the participants interests, strengths and development needs, Final review by senior management and role change and or movement within group every 2 or 3 years

Gyanodaya:

•The Gyanodaya program is an intellectually stimulating, innovative focused training program aimed at globalization, leadership and innovation. Gyanodaya conducts more than 80 programs a year and to date as many as 7000 managers have successfully completed the program.

•To provide quality programs it collaborates with some of the best learning institutions and experts across the world

Flexible Time Policy

•Employees are recognized in this program by means of the company expressing that they realize the importance of the employees out of work commitments. Employees have to log in 9 hours per day from 9 a.m. to 6 p.m. Under the Flexible Timings program an employee can start at any time up to 9:45 a.m.

Development assessment centres (DACs)

•DACs have been designed to support managers in assessing and developing their capabilities. Over 1,200 managers across all management levels have participated in the DACs since 2003

Individual Development Plan (IDP)

•The developmental goal for an individual, in terms of priorities for learning and development experiences to move to the next career stage, is captured through the individual development plan (IDP). These are monitored on a real time basis for tracking implementation on the PeopleSoft platform

Benefits Offered to Families of Employees

• Education: Network of 41 Aditya Birla Public Schools (ABPS) across India, are affiliated to the CBSE and State Boards. The schools impart quality education to over 40,000 children . In addition to schools, the Group also has instituted "The Sarala Birla Academy". This is a boarding school for boys situated at Bannerghata, Bangalore.

• Scholarships: Beyond schooling, Pratibha, ABG’s scholarship scheme is open to employees’ children for professional education in India and abroad.

• Insurance: ABG’s Death/Disability in Service Insurance plan, Nischint, provides monetary relief to employees’ families in the event of the employees’ death/permanent disability while they are still working with the Group.

• Recreation: Clubs, Auditoriums, Super Markets and Walking Tracks

RecognitionIndividual Awards

Chairman's Awards for Individual Excellence

This prestigious award felicitates individual efforts at all levels. Each year, the Chairman personally selects the winners and presents the awards amidst much pomp and splendour at the Group’s awards ceremony

Team Awards

Aditya Birla Awards for Outstanding Achievement

These awards presented biennially, recognise superior teamwork, outstanding achievement (benchmarked internationally), and the long-term inspirational value exhibited

VODAFONE INDIA

Vodafone“We reward employees based on their performance, potential and contribution to the success of the business and we aim to provide competitive and fair rates of pay and benefits in every country where we operate. We also offer competitive retirement and other benefit provisions which vary depending on conditions and practices in local markets.

Global short-term incentive plans are offered to a large percentage of employees and global long-term incentive plans are offered to our senior managers. Both plans are paid according to individual and company performance.”

Development and Training Program

•Vodafone provides both development and training opportunities to their employees who perform exceptionally well. An employee is provided with the choice to choose the area he would like to develop his skills in

Inclusive Leadership workshops for managers

•An employee with high potential is groomed via development journeys that enable the management to fast-track his/her career within the function Some of the flagship talent management programmes are:

Senior Leadership Acceleration Series Building Leaders of Tomorrow Young Leaders Program

Special programs for women employees 1 year mentoring programme for high potential women

employees “Leading Ladies” for women employees interested in making

career in general management Self-empowerment career series ‘Pathways to Success’

Employee RecognitionVodafone Global Heroes

The Vodafone Way is about a consistent way of working, with Speed, Simplicity and Trust. Vodafone Global Heroes is a quarterly initiative that identifies and recognises employees (in band G and below) who contribute to and embody “The Vodafone Way”.

Vodafone SStars

A SSTar is someone who operates with Speed, Simplicity and Trust. This programme recognises the employees’ contribution at three different levels:

Level 1: SSTars - Any employee can recognise a colleague or team member across functions and circles through an instant SSTars e-card, any number of times.

Level 2: SuperSSTars - The chosen employee is awarded points from the functional kitty that can be redeemed against gifts. Any functional or cross-functional colleague or Line Manager across circles can nominate an employee with a proper justification, any number of times during the month.

Level 3: MegaSSTars - The MegaSSTar finalist is shortlisted by the Recognition Board comprising Business Head, HR Head and Functional Heads, every quarter in every circle. The winner is awarded a lapel pin, a certificate and points that can be redeemed against a pre-decided gift voucher.

Health Check-up Program:

•Periodic health check-ups and workshops are conducted for employees and their families

Extended Vacations and Holidays Program:

Normally, 28 days yearly vacation is provided to employees. However, to recognize the value of their senior employees, holiday time awarded to employees increases with the number of years an employee has worked at Vodafone

‘Maternity Transition Note’ outlining activities like planning, communicating maternity leave to the line manager, holding a discussion of promotion cycles, transferring the responsibility and other activities for a smooth transition before and after the leave

They also have the option to exchange vacation time for other benefits such as reduced retail vouchers and dental insurance

Pioneer Awards

•The pioneer awards sole purpose is to celebrate the people who make a big difference at work. ‘Pioneers’ are rewarded one of the latest phones or a netbook.

Annual Day Celebrations

•Families are invited for company visit and rewards are given to employees in front of the whole company and their families, for their exceptional performance

ReferencesEricssonhttp://rnr.accentivrewards.com/ERI01/AboutProgramme.aspxhttp://www.ericsson.com/inSource: http://rnr.accentivrewards.com/ERI01/AboutProgramme.aspxSource: http://rnr.accentivrewards.com/ERI01/AboutProgramme.aspx

Bharti Airtel Limitedhttp://www.airtel.in/careers-files/my-life-airtel.htmlhttp://www.airtel.in/careers-files/benefits-for-women.htmlhttp://www.airtel.inSource: http://www.airtel.in/careers-files/benefits-for-women.html

IDEA cellularhttp://www.slideshare.net/manish201306/hr-policies-of-aditya-birla-group-ppt?from_search=1http://www.abglp.com/http://www.abglp.com/section_level2.aspx?cont_id=i6eUTkvtRos=#.UlwstVBgdDA

Vodafonehttp://microsite.vodafone.in/sustainability/pdfs/sustainability_report2013.pdfhttp://www.vodafone.com/content/annualreport/annual_report11/business-review/people.htmlhttp://www.vodafone.co.uk/about-us/careers-with-vodafone/why-work-for-vodafone/rewards-and-benefits/

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