Transcript Slide 1

Welcome to
e-Nxt Family
Induction Programme
February 2013
e-Nxt Financials Limited
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Welcome to e-Nxt!
Dear colleague,
It is with great pleasure that we welcome you to be part of e-Nxt Financials Ltd. We are
indeed glad that you have chosen to accept our offer and join us here.
You are important in fulfilling the mission of our company. This will be the
beginning of a new mutually beneficial & fulfilling relationship.
You are requested to go through this ‘HR Induction Manual’ and understand the company
and its policies so that we can together maintain its high standards of discipline and
workflow. This induction manual covers everything you need to know for your day-to-day
office activity.
Once again, a warm welcome from everyone at e-Nxt Financials Ltd.
Warm regards,
Naozer Dalal,
CEO, e-Nxt Financials Ltd.
e-Nxt Financials Limited
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The TATA Group
Group Purpose
Attain Leadership through business
excellence in the sectors we operate in,
while upholding our values and integrity,
to improve the quality of life of the
communities we serve.
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Visionaries
“In a free enterprise, the community is not
just another stakeholder in the business but
in fact the very purpose of its existence”
Jamsetji Tata,
Founder – Tata Group
(1839 – 1904)
e-Nxt Financials Limited
“The Cycle is Complete; what came from
the People has gone back to the People,
many times over.”
Jehangir Ratanji Dadabhoy Tata
(1904-1993)
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TATA Group Snapshot
India’s Largest Business Group
Diverse businesses in 7 Sectors
Operations in Over 80 countries
Products and Services Available in over 85 countries
Largest Private Sector Employer Almost 456,000 employees
Group Revenue (FY 2012) Approx. Rs. 4.75 crores (USD 100.09 bn)
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Seven Key Business Sectors
Information Systems &
Communications
- TCS
- Tata Interactive
- Tata Sky
- Tata Teleservices
- Tata
Telecommunications
Engineering
- Tata Motors
- Voltas
- Telco
e-Nxt Financials Limited
Consumer Products
Energy
- Infiniti Retail
- Tata Tea
- Tata McGraw Hill
- Trent
- Titan Industries
Materials
- Tata Steel
- Tata Advanced
Materials
- Tata Power
- Tata Petrodyne
- Tata BP Solar India
Services
- Indian Hotels
- Tata Capital
- Tata AIG
- Tata Quality
Managements Services
- Tata Strategic
Management Group
Chemicals
- Tata Chemicals
- Rallis India
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Pioneering a Nation’s Future
Largest employers
456,000 employees
India’s first luxury hotel
Taj Mahal Palace and Towers
India’s first iron and steel plant
TATA Steel
Birth of India’s Aviation sector
TATA Airlines
India’s first indigenously designed car Indica
World’s smallest and cheapest car
NANO
Recent global acquisitions
Corus Jaguar and Land Rover
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Titans of the Group
It is the fifth largest steel
company in the world. It
was Asia’s first integrated
steel plant, founded in
1907 and is today
recognized as one of
world’s
Best
Steel
producers.
Its one of world’s largest
provider of IT and BPO
Services
e-Nxt Financials Limited
India’s first indigenous
motor car, Indica, was
rolled out by Tata Motors
in 1991
The world’s smallest car,
Nano, showcases the
excellent engineering and
design skills of the
company
Titan Industries is a
manufacturing company
that produces India's
largest and best-known
range
of
personal
accessories – watches,
jewellery, sunglasses and
prescription eye wear.
It is India’s largest power
utility with installed
power
generation
capacity of 2,300 MW
The company is world’s
second largest producer
of tea
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Values that Define Us
e-Nxt Financials Limited
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Tata Code of Conduct (TCoC)
Foreword
The values and principles which have governed the manner in which the Tata Group of
companies and their employees have conducted themselves were first formally articulated as
the Tata Code of Conduct in 1998.This Code was intended to serve as a guide to each
employee on the values, ethics and business-principles expected of him or her with regards
to their personal and professional conduct.
It is however important to consider the effect of the rapidly increasing footprint of Tata
Group companies across nationalities and geographical boundaries on the Code, whilst
retaining the ethos of the Tata brand and reputation. This emergent global presence requires
an appropriate modification of the Code to ensure that it addresses and encompasses
diverse cultural, business and related issues universally across our Group.
I urge each employee to read the current version of the Tata Code of Conduct and take pride
in upholding the high standards of corporate and personal behavior on which the Tata
Group’s reputation and respectability have been built over the past 140 years.
Ratan N. Tata
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About us
e-Nxt Financials Limited (e-Nxt), an Enterprise Solutions
Company, provides end-to-end services to domestic and
international clients for back - office as well as front
office activities.
We believe in partnering with our clients in providing
innovative solutions to meet their business needs.
Our staff strength of more than 4,500 employees spread
across 180 locations in India gives us an unmatched
footprint across the country which is leveraged for client
facing activities with back-office support being provided
by our processing centers in Mumbai (Deonar) & Thane.
e-Nxt Financials Limited
Stakeholders of e-Nxt
Financials
Tata Sons (50%)
Tata Capital Financial
Services Ltd. (50%)
Being part of the TATA
Group, our actions are
governed by the following
values of the Tata Family :
 Integrity
 Understanding
 Excellence
 Unity and
 Responsibility
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e-Nxt Vision and Mission
e-Nxt Financials Limited
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Raise the Bar!
As an organization, we aim to achieve the following in 2012-13 People • Improved benefits and Performance linked employee compensation.
• Improved office infrastructure and working environment.
• Support functions - to operate as true business partners - agility in execution & completing the loop.
Service –
• Speed-to-market & customer delight - deliver what we promise - on time and to desired quality.
• Swift progress in Quality journey - TBEM ready in 2013-14.
Business • Revenues and Profitability to be generated in line with the budgeted nos.
• Developing new business revenues as per the budgeted nos.
Let us work together towards these goals, Challenge Yourself and Raise the Bar!
e-Nxt Financials Limited
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Lines of Business of e-Nxt
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Quality Policy
We are committed to become the service provider of choice by creating customer delight
in all our service offerings.
We shall –
• Strive to proactively understand and deliver on customer needs and expectations.
• Strive for innovation and excellence in processes and delivery models.
• Deliver robust and effective solutions supported by processes, systems and data
integrity.
• Strive towards creating a learning organization and continually improve the skill levels
of our employees.
• We shall follow fair practices as governed by Tata Group Companies for e-Nxt
Financials Ltd.
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Organisational Chart – wef 1st Dec 2012
Naozer Dalal
Chief Executive Officer
Manas Karmarkar
Christine Shaikh
Business Analyst,
CEO’s Office
Personal Assistant
Mayukh Maiti
Chief Operating
Officer – BPO
Services
Avadhut Thali
Chief Operating
Officer – Collections
& Stressed Assets
Management
Sudhir Thakur
Head, Stressed
Assets
Management
Ivan Lobo
AVP,
Collections
Sunil Joshi
Head, PDC & Quality
Gitesh Karnik
Chief People
Officer
AVP, HR
Sanjay
Nagpal
Head, IT
Sanjay Lembhe
Sr Manager, Accounts
Carlos Murzello
Sr Manager,
Recruitment
Subhash Mohanty
Sr Manager, MIS
Dinshaw Battiwala
Sr Manager-HRSS
Chitra Thalanki
Sr Manager, F&A
Domestic
Ruby Pinto
Sr Manager,
Quality
Maneesh Mittal
Mukesh Panchal
Tarun Taneja
Head, Sales &
Marketing
Head, Business
Development
Head, Administration
and Procurement
Sunil Shah
Head, Direct Sales
Management
Mandeep Nihalani
Parag Pawar
Manager
Sunil Bhojwani
Manager, BD
Sr Manager,
Transitions
Rupali Nagvanshi
Manager,
Transitions
Lalima Thakur
AM, Business
Development,
Tata Group
Ashish Ghiya
Sr Manager, Voice
Support
Chittaranjan
Datar
Head, Legal &
Compliance
Anil Kulkarni
Sr Manager
Investigation
Ritu Bansal
AM, Legal
Sonal Parvatkar
AM, Client
Services
Raees Pinjari
AM, BD
Sonia Salvi
AM, BD
Ankit
Maheshwari
AM, BD
Note1.
2.
e-Nxt Financials Limited
Chief Financial Officer
and Company
Secretary
Sandeep Palodkar
Rakshit Mehta
AVP, CPA
Swaroop Nambiar
Sr Manager,
International F&A
Bhanubhai Sharma
Maneesh Mittal has additional responsibilities for Business Development (Tata Group) & Transition Management
Gitesh Karnik, Bhanubhai Sharma and Chittaranjan Datar will report into Mayukh Maiti for their HRSS, F&A (Domestic) &
LPO responsibilities respectively
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Gitesh Karnik
(CPO and Head, HR Shared services)
Carlos Murzello (Sr Manager)
Neetu Bharadwaj
[Manager]
(Delhi)
Poonam Dhiman
Asst Manager
Ashok G
[Manager]
(Hyderabad)
Kathiravan
Asst. Manager
(Chennai)
Pritha Raha
[Asst.Manager]
(Kolkata)
Antara Gupta
[Asst. Manager]
(Guwahati)
Tushar Patel
[Asst. Manager]
(Mumbai)
Triveni Sharma
[Executive)
TBH
[Executive)
Thriveni Shetty
[Executive]
Gopi
[Executive]
Lingam Verma
[Sr. Executive]
Sandeep Palodkar, AVP - HR
Shobha Baindoor
[Manager]
Employee relations &
Compliance
Shashank Mukne
[Manager]
C&B, PE, MIS,
Insurance
TBH
[Manager]
L&D, ISO, TBEM
Sudhansu Behera
[Executive]
Sangeetha Srimani
Kanchan Gurnani
[Executive]
[Manager]
Wasim Khan
[Executive]
Siddhesh
Lendhe
[Executive]
Employee Engagement
Shraddha Palav
[Executive]
Yohun Lobo
[Executive]
Nitu Singh
[Sr. Executive]
Harikrishna Mistry
e-Nxt Financials Limited
[Sr. Executive]
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Grade System
B6 (VP)
B5 (AVP)
B4 (Sr. Manager)
B3 (Manager/ State Head)
B2 (Team Leader/ Assistant Manager)
B1 (Executive/ Sr. Executive)
Grade
Indicates dimension of the role being performed and measured against characteristics.
Designation
Indicates the job being performed in a particular grade and measured against job description. (E.g.: Grade =
Sr.Manager and Designation = Regional Sales Manager).
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On boarding
Documents required along with Joining Kit to complete joining formalities:
•
Address Proof (Passport, Voter ID, Electricity Bill, Driving License, UID Card, Telephone Bills, Rent
agreement)
•
Education Qualification Details (Certificates and Mark sheets)
•
Last salary-slip from the previous employer
•
Relieving letter from the previous employer or a mail copy of the acceptance of employee’s
resignation to his/her reporting manager.
•
PAN Card
•
Cancelled Cheque ( HDFC bank or ICICI bank)
•
Experience Certificate (Till Date)
•
4 color Photographs
•
Medical Certificate (If handicapped)
•
Marriage Certificate (If applicable)
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Leave Policy Synopsis
Type of Leave
Casual Leave
Sick Leave
Eligibility
All employees
Days entitled
6 days on prorata
6 days in a
basis from the
calendar year from
date of joining in
the date of joining
calendar year
Balance at the
end of the
Accumulation calendar year will
Lapse. No
encashment
Rules
All intervening
holidays and
weekly offs are
included in
Casual Leave.
Maximum up to 2
CLs in a month
e-Nxt Financials Limited
All employees
Balance Carried
forward maximum
upto 30 days after
which it will lapse.
No encashment.
All intervening
holidays and
weekly offs are
included in Sick
Leave.
Privilege Leave
Marriage Leave
Maternity Leave
Paternity Leave
All employees on completing
probation period, However
will accrue from the date of
joining
Marriage Leave may
be availed by an
employee for self
marriage
Female employees who
are not covered under ESI
will be eligible
All employees
18 days on confirmation at
prorated basis. Employee is
entitled to 1.5 days of leave
for a month.
Maximum of 7 days
once in his/her
employment with
the Company. May
be combined with
Privilege Leave.
12 weeks - 6 weeks prior
and 6 weeks post delivery.
Flexibility to avail a month
prior to the birth of the
child.
7 days
Maximum of 30 days
accumulation. Only 10 days
can be carried forward, 8
days will lapse. Any leave
balance over and above the
carry forward or
accumulation will be
automatically credited to the
salary after necessary tax
deductions.
No Accumulation/
No encashment
No Accumulation/ No
encashment
No
Accumulation/
No encashment
It is inclusive of weekends &
all holidays. Privilege Leave
can be preceded or
succeeded by a holiday/
weekly off. Has to be
sanctioned 15 days in
advance.
Paid leave maximum upto
2 children.
Employee is eligible
Employee has to have
once in his/her
worked for a period of not
employment with
less than 6 months, in the
the Company. The
twelve months
Allowed upto a
leave application for
immediately preceding the maximum of 2
the same should be
date of expected delivery. children
supported with the
Leave of 6 weeks can be
wedding card and/
availed in case of a
or relevant
miscarriage. Medical
documents
Certificate needs to be
submitted
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eXpress
Express is a platform and forum where all employees @e-nxt can come together. It to enhance
Employee engagement through interactive activities. Through Express we intend to bring together
Pan India employees with varied cultures and geographies and work under different verticals under
one roof.
The link for the intranet is as follows:
Intranet: http://192.168.15.75/IntranetTwo/
Internet: http://203.201.252.134/intranettwo/
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Employee Self Service
One stop HR portal !
To access – Pay slip, Tax computation, Attendance, Leaves, PMS, Query Management, etc.
To make ESS a complete source of information,
we request you to upload correct information about yourself along with a recent photograph.
Currently, the following are live on the website  Payslip
 Helpdesk management
 My Dossier (basic information)
 Query Management
Activation of other sections will be informed in due course of time.
How to access ESS?
Employees can login through eXpress. Detailed user manual for using the new portal is uploaded
on eXpress under e-Nxt policies.
In case of any queries about the site, please send an email to [email protected] along with your
employee code.
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Attendance System and Leave Application
Steps to mark attendance:
• Logon to eXpress, click on Employee Self Service (ESS)
• Click on Attendance Management
• Click on Punch In/Out screen.
• Mark your attendance by clicking on “Punch In”
Process Steps to apply for Leave:
• In ESS, click on ‘Leave Management System’.
• Go to ‘Leave Application’
• Enter the dates from when you want the leaves, simultaneously enter From and To date
• Enter the reason and Number for taking leave(s);
• Click on ‘Save and Apply’ to register your leave for approval.
Absenteeism • 3 (three) Consecutive absenteeism will be considered Absconding;
• Warning Letter is issued on the 4th day and the candidate needs to report within 48 hours;
• If the employee still doesn’t report, strict action will be taken.
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Confirmation

When?
On completion of 6 months probation (180 days) from the Date of joining.

How?
The Reporting Superior gets appraisal notification in the attendance module.

If reporting supervisor appraises and confirms:
HR will issue confirmation letter

If he/she disapproves:
The confirmation period gets extended for 3 months. After 3 months, the appraisal notification is
sent to the superior again.

How long is the extension period?
3 months

How many times can an employee’s probation be extended?
Only once

Will there be any salary increments on Confirmation?
NO
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Performance Management System (PMS)
Objective
 The purpose of PMS is to integrate the process of objective setting, assessment and evaluation that will
support growth of – employee, department & organization as a whole. The objective of this policy is:
 To align individual objectives to that of the organizations.
 To ensure an objective evaluation of an employee’s performance.
 To assess the organization capability to deliver on the set objectives
 To identify gaps in performance and take necessary actions to ensure the achievement of organizational and
individual goals.
Eligibility
Employees who have joined on or before 31st December will be a part of the appraisal process.
Appraisal Cycle
Ensure within 20 days of joining you have your KRAs finalized with your Manager.
Mid-year Appraisal cycle (October), no performance ratings given, only revaluation.
Yearly - following Financial year
Methodology
Normalization method (5 Point Rating Scale: A, B+, B, C, D)
Outcome
 Career planning process.
 Determining the Compensation, Rewards & Recognition.
 Create a culture of meritocracy.
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evOlve - Internal Job Opportunity
Objective
The purpose of evOlve is to encourage and provide equal
opportunity to internal talent which would aim at providing career
opportunities and growth which in turn will result in employee
retention.
Eligibility
All employees who have completed 18 months in existing role.
Applying for an IJP

Information about internal opportunities will be emailed to all

To apply for an IJP, the candidate does not need to seek
approval or signature of the immediate Supervisor/ AVP or the
Business Head. The HR SPoC verifies the lock-in period with the
applicant's regional HR.

An application received after the due date will not be accepted
under any circumstances.
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empoweR
Objective
Our people are representatives of our culture and the best
source for introducing talent as per the organization’s
requirements.
With the employee referral program, we empower you to turn
your friends into your colleagues! Refer your friends for the
following vacancies at e-Nxt and earn referral bonus.
How to refer?

HR communication advertises the vacancies.

Employee sends the resume of his referred friend to the
concerned HR.

Each successful referral earns Rs. 2000.

In case of CSA, each successful referral earns Rs. 1000.

The new joinee must mention your employee code on
his resume as source of reference.
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Transfer/Relocation
Transfers can be through :
 Internal Job Posting (IJP)
 Voluntary transfer - Employee can send a written request for
voluntary transfer only after completing 12 months of
service at the original location
 Other Business requirements.
General Guidelines
 Taking into consideration the cost of living allowance and business exigencies, the business head will
revise the compensation on case to case basis, if so needed.
 Before re location, handover of current role should be completed.
 Relocation outside city - Maximum period of 4 working days transit leave shall be allowed, Leave has
to be availed within two weeks of moving to the new location.
 Relocation within the city limits - no joining time shall be permissible
 All transfers in the system will be effective 1st of the month only.
 Once accepted the transfer you cannot deny moving to the position.
 Failure to accept transfer will lead to disciplinary action which may lead to termination of services.
 Any type of transfer is subject to availability of vacancy.
 Company will provide the accommodation, for a period of 15 days.
 The quote for movers & Packers expenses has to be approved by Business head/ Functional head.
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Transfer/Relocation
Relocation benefits
i) Relocation allowance: will be given to the employee in case of permanent relocation. This
amount will not exceed one month’s Basic salary.
ii) Disturbance allowance: up to Rs. 5,000 per school/ college going child, subject to a
maximum of two children
iii) Brokerage: The employee will be paid one time brokerage which will be equivalent to one
month rental, subject to submission of necessary documents. This is applicable to level of
AVP and above.
iv) Travel Allowance: As per Travel Policy.
v) Movers and Packers allowance as per the policy
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Mobile policy
Coverage and Scope
Employees on field - Sales and collections team
Employees who are Assistant Manager and Above.
Employees who are covered under mobile allowance in their CTC will not be eligible for reimbursement
Handset & Reimbursements:
Employee to procure the handset
AVP and above need to procure a PDA (Blackberry Services)
If billing exceeds ceiling, the same will be recovered from salary.
Level
Grades
Max Reimbursement
For Handset
Max Reimbursement
For Call Charges
Executives
B1
Rs. 1,500
Rs. 500
Team Leaders to Asst. Managers
B2
Rs. 3,000
Rs. 750
Managers
Sr. Managers
B3
B4
Rs. 5,000
Rs. 10,000
Rs. 1,000
Rs. 1,500
Guidelines:
The mobile phone is ‘switched on’ throughout the day.
All employees will have to opt for TATA CDMA/GSM.
Cost of Repairs and Maintenance will be borne by user.
Handset will be replaced after 3 years, and old handset can be retained without any recovery.
In case of loss of handset, the same will be replenished by employee himself.
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Travel Policy
Collections - X-Bucket and 1-4 Bucket, SAM (LPO), Sales & Marketing
 Reservation (through authorised agent)/ Cancellation charges may be reimbursed with approval.
 Conveyance / Travel reimbursement claims needs to be submitted before 15th of the month.
 Claims older than 30 days will require Regional Manager’s approval.
 Claims older than 90 days will not be entertained unless approved by the Business head and COO.
 Business head/ Functional head can approve tour advance of an employee which can later be settled against bills
 If the bills are not submitted within 15 days after completion of travel, the advance amount will be recovered from
the salary.
 Local Conveyance, Travel requisition and expenses for all employees of the level from Executive to State Head has to
be recommended by reporting Manager and approved by the respective verticals as per amounts mentioned below.
Executives and Sr. Executives - B1
Particulars
Entitlement for Hotel*
Meals
(Applicable for same day
return travel)
Travel Allowance - No bills
required
(Employee makes
arrangement for lodging and
boarding)
e-Nxt Financials Limited
Tier 1
Tier 2
Team Leaders and Asst. Managers - B2
Tier 3
Actuals
upto
Rs. 1,500
Actuals
upto
Rs. 1100
Actuals
upto
Rs. 600
Rs. 350
Rs. 300
Rs. 250
Rs. 375
Rs. 300
Rs. 150
Particulars
Entitlement for Hotel*
Meals
(Applicable for same day
return travel)
Travel Allowance - No
bills required
(Employee makes own
arrangement for lodging
and boarding)
Tier 1
Tier 2
Tier 3
Actuals
upto
Rs. 3,000
Actuals
upto
Rs. 2,250
Actuals upto
Rs. 1,250
Rs. 600
Rs. 450
Rs. 300
Rs. 750
Rs. 600
Rs. 300
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Travel Policy
Corporate, Support Functions, PDC, CPA, FAO, HRSS, Voice Support
 Reservation (through authorised agent)/ Cancellation charges may be reimbursed with approval.
 Conveyance / Travel reimbursement claims needs to be submitted before 15th of the month.
 Business head/ Functional head can approve tour advance of an employee which can later be settled against bills
 If the bills are not submitted within 15 days after completion of travel, the advance amount will be recovered from
the salary.
 Ground transportation for female employees will be provided from their residence/ hotel to the point of departure
and from the point of arrival to the hotel/ residence/ office/ place of visit for travel before 6:00 am and after 8:30 pm.
Tour Expenses – Ceiling Per day
Executives and Sr. Executives - B1
Particulars
Entitlement for Hotel*
Team Leaders and Asst. Managers B2
Tier 1
Tier 2
Tier 3
Actuals
upto
Rs. 1,500
Actuals
upto
Rs. 1100
Actuals
upto
Rs. 600/-
Meals
(Applicable for same day
Rs. 350/return travel)
Travel Allowance - No bills
required
(Employee makes
Rs. 375/arrangement for lodging
and boarding)
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Rs. 300/-
Rs. 250/-
Rs. 300/-
Rs. 150/-
Particulars
Entitlement for Hotel*
Meals
(Applicable for same day
return travel)
Travel Allowance - No bills
required
(Employee makes
arrangement for lodging and
boarding)
Tier 1
Tier 2
Tier 3
Actuals
upto
Rs. 3,000/-
Actuals
upto
Rs. 2,250/-
Actuals upto
Rs. 1,250/-
Rs. 600/-
Rs. 450/-
Rs. 300/-
Rs. 750/-
Rs. 600/-
Rs. 300/-
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Travel Policy
Corporate, Support Functions, PDC, CPA, FAO, HRSS, Voice Support
Manager to Sr. Manager – B3 & B4
Particulars
Tier 1
Tier 2
Tier 3
Entitlement for Hotel*
Actuals up to
Rs. 6,000/-
Actuals up to
Rs. 4,500/-
Actuals up to
Rs. 2,500/-
Meals
(Applicable for same day return travel)
Actuals upto
Rs. 1,200/-
Actuals up to
Rs. 900/-
Actuals upto
Rs. 500/-
Rs. 1,125/-
Rs. 625/-
Travel Allowance - No bills required
(Employee makes own arrangement for lodging Rs. 1,500/and boarding)
Personal vehicle for official Travel
Four Wheeler: Rs. 9 per km.(Car capacity of 1.6 L and above, entitlement will be Rs. 12 per km).
Two Wheeler: Rs. 1.75 per km.
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Travel Policy
Personal vehicle for official Travel
Four Wheeler: Rs. 9 per km.(Car capacity of 1.6 L and above, entitlement will be Rs. 12 per km).
Two Wheeler: Rs. 1.75 per km.
Employees in Stressed Asset Management vertical will not be eligible for local conveyance within their
territory limits (25 km from their base location).
The amount given below is a ceiling of Local conveyance and Travel expenses combined together.
Combined Ceiling (Amount in Rs.) per month
Approver
Executive (CRE/ LRE)
Team Leader
State Head
Regional Manager
Up to 3,000
Up to 3,500
Up to 4,000
Local conveyance and Travel expense limits (pm)
Position
Travel
Conveyance
Approval Matrix – Sales and Marketing
Level
Approver
Rs. 30,000/-
Rs. 5,000/-
Regional Sales Manager
Head-Sales and Marketing
State Head
Rs. 6,500/-
Rs. 3,500/-
State Head
Regional Sales Manager
Team Leader
Rs. 3,000/-
Rs. 3,000/-
State Head
-
Rs. 2,000/-
Team Leader, Business
Development Manager
Regional Sales Manager
Business Development Manager
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Policy against Sexual Harassment
Objective:
Provide employees a work environment free of harassment at the workplace. Harassment and sexual
harassment in particular, vitiates the environment "any unwanted and unwelcome sexually oriented
behavior."
It includes (but is not limited to) such unwelcome conduct with sexual overtones (whether direct or by
implication)
What you need to do:
• Each manager/ supervisor must contact any member of the Redressal Committee immediately upon
receipt of a complaint and must be alert to retaliatory action or reprisals.
• Where individuals believe they have been a victim of harassment, they should record the following
details relating to the incident:
1. Date
2. Time
3. Place
4. Names of any witnesses
5. Details of behavior complained against
Redressal can be formal or informal.
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Policy against Sexual Harassment (contd.)
What happens after your redressal:
• The Redressal Committee will then carry out a hearing
• The Redressal Committee's conclusions will be communicated to the parties in writing with the recommended action
for the Head of Human Resources.
• Formal action on the basis of the recommendation will be decided by the Head of Human Resources after discussing
the Redressal Committee's recommendations with the Managing Director of the Company.
Who is Redressal Committee & what is their role:
The Redressal Committee, with a composition of at least 50% women members, will be headed by a woman and will
include an external woman member conversant with the issue of sexual harassment
The e-Nxt custodian of these matters is Mr. Chittaranjan Datar (Head – Legal & Compliance).
He can be contacted at [email protected]
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Whistle Blower Policy
“Every employee of a Tata Company shall promptly report to the management any actual or
possible violation of the Code or an event he becomes aware of that could affect the
business or reputation of his or any other Tata Company.”
Accordingly, this Whistle Blower Policy ("the Policy") has been formulated with a view to
provide a mechanism for employees of the Company to approach the Chairman of the Audit
Committee of the Company. All Protected Disclosures should be addressed to the Chairman
of the Audit Committee of the Company.
The contact details of the are as under:
Chairman of the Audit Committee
Mr. Govind Sankaranarayanan,
‘152’ Palm Court, 2nd Floor, Flat No 6,
Opposite Oval Maidan, Maharshi Karve Road,
Churchgate, Mumbai – 400 020
Tel.: 267459063 /9223332933.
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Reward and Recognition
Star Awards
Objective
• To reward and recognise achievements of our employees
• Create a recognition platform across verticals and locations.
• To provide guidelines to recognize specific, unique, value
added and critical performance incidents within or beyond
expected & predefined performance objectives.
• To reward these performances through monetary or nonmonetary terms indicating organisational recognition and
appreciation towards the employees.
• Create a sustainable and practical R&R.
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Star Awards – synopsis
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Reward and Recognition (contd.)
Objective
•
Kudos! is e-Nxt’s non-monetary recognition platform.
•
Employees should be recognized immediately for behaviors and performance
that represent/ build the organizational culture. It could be –
• A job well done/ Performance
• Support provided/ Team work
• Display of Integrity or Excellence
• Innovation
• Going beyond the call of duty/ Customer Service
Objective
•
We appreciate the invaluable contribution made by
employees towards the growth and success of e-Nxt.
•
To reward dependability, motivation and experience of
employees who have completed 5 years in the
organization, we present them with Long Service Awards.
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Health Care Programme
The Group Healthcare Program at e-Nxt includes the following •
•
•
Group Mediclaim Benefits (GMC)
Group Personal Accident Policy (GPA)
Group Term Life insurance (GTL)
Policy Period :
1st April 2012 to 31st March 2013
Grade wise coverage & premium amount that would be deducted monthly from the employee’s
salary is as below –
Sum Insured (GPA )
Sum Insured
(GTL)
Premium
amount p.m.
CRE/Executive/Sr.Executive/
1,00,000
TL/Asst. Manager
3,00,000
3,00,000
230
B3
Manager/State Head
2,00,000
6,00,000
6,00,000
350
B4
Sr. Manager/Regional
Manager
5,00,000
6,00,000
6,00,000
350
B5 - B6
AVP/VP/Business Head
10,00,000
12,00,000
12,00,000
500
Grade
Designations
B1 - B2
Sum Insured
(GMC)
- Please update your family details on the Online Attendance System
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Team Bonding
Team leader / Manager of a department can spend
an amount of Rs. 75/- per employee per month on
employee engagement activities like picnic, movie,
lunch/ Dinner, etc.
Rules for spending:
 An Employee will be eligible for Rs. 75 per month.
 The team can spend it monthly or can accumulate
upto March and celebrate a large event.
 No spending in advance.
 The expense must be approved by Business head.
 Company does not take any responsibility of such arrangements/ event.
 The leader is advised to take full precaution and keep business sensitivity in
mind.
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Snapshot – e-Nxt day celebration 2012
Theme for e-Nxt Day 2012 – Raise the Bar
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Contact List
Region/ Department
Point of Contact Email Id
Contact Number
Region/ Department Point of Contact
Email Id
Contact Number
FAO, Collections & LPO Retail Mumbai, Rest of Maharashtra, Nitu Singh
Goa, Chhattisgarh
[email protected]/
02261317859
Bank Account
Yogesh Salvi
[email protected]
02267627446
CPC, CPA, Branch Operations,
Call Center, PDC
Shraddha Palav
[email protected]
02261317859
Attendance, Email
and Domain
generation
Rinkel Serrao
[email protected]
02267627539
North Region
Poonam Dhiman [email protected]
9250002804
Conveyance/ Travel Madhuri Naik
[email protected]
022-67627440/ 7433
West Region and Corporate
Recruitments
Tushar Patel
02267627410
Confirmation Letter Subhash Kharat
[email protected] 02267627466
[email protected]
Full and Final
Settlement
[email protected]
022-67627414
[email protected]
02267627507
[email protected]
FAO, Collections & LPO Retail - Harikrishna
Madhya Pradesh, Gujarat
Mistry
[email protected]
Udayshankar Mankan
East Region
Pritha Raha
[email protected]
033-64511745
Temporary Id Card
for West Region
(except Thane-Wagle
Nitin More
and Thane-Lodha
Location) and
Permanent ID Card
JLR and Sales & Marketing –
West (except Gujarat)
Yohun Lobo
[email protected]
022 67627470
E-code, transfer and
Appointment letter
South Region
Ashok G
[email protected]
9246332177
IT Helpdesk
Central Team at
Hyderabad
[email protected]
Sales & Marketing - Gujarat, MP
Harikrishna
Mistry
[email protected]
Medi-Claim/
Insurance
Ms. Geeta/ Swati
Tawade
intimationmumbai@mediass 9321988258/022istindia.com
67627436
Queries Related to HR
Ask HR
[email protected]
Mobile
Reimbursements
Ameeta Nadkani
[email protected]
Salary slips/ Salary issues
Payroll team
[email protected]
02267627444/6
Joining Kit
[email protected]
For any query or issue related to joining formalities, please contact your concerned HR person. For other specific queries, please follow these
numbers. It is a good practice to resolve any query through proper channel. Follow these contacts by keeping your Line Manager and HR informed.
* Contacts may vary during the course of time. Details can always be obtained through the board line number - +91-22-67627400
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Thank You!
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