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    Employee Development & Reward

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    amitwestro
    IEISL has a performance management system to evaluate employee performance levels and encourage innovation, quality improvement, and organizational growth. The PMS aims to assess current performance, identify areas for improvement, assess training needs, and identify potential for higher roles. Salary increments and promotions are decided based on annual performance appraisals. NDPL provides job rotation, enrichment, and mentoring for employee development. It also has a rewards and recognition scheme that gives awards quarterly or annually for individual, team, and departmental excellence.

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    Employee Development & Reward

    Uploaded by

    amitwestro
    96 views4 pages
    IEISL has a performance management system to evaluate employee performance levels and encourage innovation, quality improvement, and organizational growth. The PMS aims to assess current performance, identify areas for improvement, assess training needs, and identify potential for higher roles. Salary increments and promotions are decided based on annual performance appraisals. NDPL provides job rotation, enrichment, and mentoring for employee development. It also has a rewards and recognition scheme that gives awards quarterly or annually for individual, team, and departmental excellence.

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    IEISL has a performance management system to evaluate employee performance levels and encourage innovation, quality improvement, and organizational growth. The PMS aims to assess current performance, identify areas for improvement, assess training needs, and identify potential for higher roles. Salary increments and promotions are decided based on annual performance appraisals. NDPL provides job rotation, enrichment, and mentoring for employee development. It also has a rewards and recognition scheme that gives awards quarterly or annually for individual, team, and departmental excellence.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as RTF, PDF, TXT or read online from Scribd
    Download as rtf, pdf, or txt
    96 views4 pages

    Employee Development & Reward

    Uploaded by

    amitwestro
    IEISL has a performance management system to evaluate employee performance levels and encourage innovation, quality improvement, and organizational growth. The PMS aims to assess current performance, identify areas for improvement, assess training needs, and identify potential for higher roles. Salary increments and promotions are decided based on annual performance appraisals. NDPL provides job rotation, enrichment, and mentoring for employee development. It also has a rewards and recognition scheme that gives awards quarterly or annually for individual, team, and departmental excellence.

    Copyright:

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    Download as RTF, PDF, TXT or read online from Scribd
    Download as rtf, pdf, or txt
    of 4

    Performance MANAGEMENT System

    IEISL has a performance management system (PMS) in place to effectively evaluate and measure current performance levels of an employee in a way that will encourage innovation, cost consciousness, quality improvement and promote organizational growth, development & harmony. The PMS of IEISL seeks to fulfill the following objectives: Assess the current level of job performance. Counsel the officer on areas for improvement and ways to address them. Assess the training and development needs. Identify potential for undertaking higher responsibility. Develop a system of increment and rewards based on performance.

    Productivity improvement resulting in value addition


    The Corporate Human Resources Department initiates the administration of the annual performance appraisal. The time frame for completion of various procedures in the appraisal process is conveyed to the appraisees, appraisers and the reviewing officers along with the distribution of performance appraisal forms. Salary increments of employees under IEISL structure are considered based on performance and decided by the management once in a year effective from 1st of April of every financial year. Promotion The guidelines for awarding promotions in NDPL are based on the following objectives: . To provide opportunity to personnel, from within aspiring to grow with the company, provide a clear career ladder that enthuses employees to seek high level of leadership, ownership and business acumen. . To ensure consistency, fairness, uniformity and transparency.

    To

    . To provide internal growth to the aspirants possessing requisite business acumen,


    leadership traits, suitability, take ownership and have a high merit order for taking up senior positions. .
    I n context of the above objectives, promotion in respect of employees in NDPL -FRSR structure' is regulated as per the R&P rules. In respect of NDPL structure, employees promotions are purely on merit and based on vacancies.

    The ultimate gaal af training is to' improve custamer satisfactian through reductian in cost of delivered pawer, supply af reliable & quality pawer and improving levels of efficiency and accauntability.

    Job Rotation & Job Enrichment


    Job Rotation is a taal to' develap individuals by providing an all round expasure to' variausdepartments and functians. NDPL provides maximum passible exposure to' all emplayees far their averall deveiapment and growth. While carrying aut :emplayees' job rotatian, the desires expressed by individuals far jab rotation through their appraisals is alsO' cansidered when a particular pasitian is vacant. Emplayees are assigned tasks in additian to' their narmal jab descriptian as a part of jab enrichment, sa as to' make their jab more fulfilling and meaningful and alsO' to' equip them to cape with future challenges.

    Mentoring
    .'

    The mentaring process links an experienced person (mentor) with a less experienced persan. 11 facilitates an environment in which the mentee grows both professionally and personally. The purpose is to make the mentee feel comfortable. make quickly familiar with the organizational' culture and feel wanted in the organization.
    The mentoring process requires that the mentor and mentee work together, to' reach specific goals and to provide each other with sufficient feedback to ensure that these goals are reached. Participating in a mentoring progtGm requires commitment and hard work. Mentaring is used in NDPL in canjunctian with training, special assignments, cross training, and other learning app_rtunities for integrating emplayees intO' the warkfarce.

    Reward & Recogrtition


    The Reward and Recognitian scheme recognizes individual as well as team contributiqns af the employee(s) in achieving objectives of the arganization and rewards deserving emplayees. Variaus rewards & recognitions covered under the schemes are as under: .

    Name of the Award Shining Star of the Quarter

    Description of the Award Employee of the Quarter

    Frequency

    Eligible Designations

    Award Details i Gift Coupons + Certificate

    2 per Quarter 2 per Quarter 2 per Quarter

    Managers I Asst. Managers I Exec.! Officers Supervisors Workman Workmen


    ,

    Champion Workman of the Year Champion Officer of the Year Champion Manager of the Year Samridhi Merit Award The CEO Award
    of Excellence Consumer Confidante Award

    Best Workman I Lady Workwoman Award Best Officer Award Best Manager Award Best Lady Workwoman Award The CEO Award
    Customer Service Recognition Award

    1 per Year

    Holiday for 2+2

    1 per Year 1 per Year 1 per Year 1 per Ye!3r


    1 Bi-Annually

    Officers Sr. Managers I Managers Asst. Managers Lady Workwomen All Employees
    Employees of Consumer Care Cells

    International Holiday Package for 2 Gift Voucher

    l i
    I

    Gift Coupons + Certificate


    Dinner for the employees of the cell and their Spouses. with GM (Comm.)

    i i

    Spariding

    Overall Excellence

    1+1 (Runner up)

    Departments I Zones I

    Lunch for all team members.

    WOf1q>lace

    in Discipline and
    Housekeeping .' Performing Zone

    per Quarter
    Bi-Annually

    Grids I Districts

    plus a memento

    Shining Zone

    1+1 (Runner up)

    All Zones

    Trophy for the winning zone.


    The runner's up zone will

    ., Award per Quarter Bi-Annually


    Shining Grid Power System

    All Grids

    get a medallion
    Trophy for the winning Grid.

    : i
    I

    1+1 (Runner up)

    Awatd for Business Mission Accomplished Breakthrough Idea Units Project Excellence Award Employee Suggestions Award

    per Quarter

    Project Teams

    The runner's up Grid Win get a medallion Books I CDs I Cassettes I


    I

    Bi-Annually 1 on completion of Project On merit of Suggestion(s} received

    I All Employees Flexible Scheme Awards. Commensurate with the impact of the suggestion and a CertifICate of Recognition All Employees Employees representing the Company in sports Stay for 2+2 at an adjoining resort An NDPL Sports Blazer and a Gift Voucher for Westside
    Visit to a TATA Group of

    , j j

    Valeur Award Sportsperson of the Year


    Catalyst Award

    BraveWork.Awaaf Outstanding Sports Performance Award


    ,

    1 per Year 1 per Year . events


    1 per Year

    j
    !

    I
    !

    Focus Group of

    TBEM Focus Group

    the Year Change Agents . Award Preferred Associate of the Year Sterling Performance Best Engineer Trainee (ET) I Management Trainee (MT) I Techn. Quality Initiative Award Focusing on best Vendor I Associate Impromptu Recognition Focusing on first three in overall performance As and when on merit 2 ETs. 2MTs & 2 TIs on year1y basis' All ETS, MTs & TIs Managers and below 1 per Year 1 per Year Employees who have undertaken QIP Associate Staff I Company

    Company Books I CDs I Cassettes, a Certificate and Medal Certificate of Appreciation and a plaque Dinner for two Gold and Silver Medals respectively and a letter of commendation

    Trainee (TT).of the year

    in the batch

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