1. Welcome to
e-Nxt Family
Induction Programme
January 2012

2. 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.

3. Founder – Tata Group (1839 – 1904)
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)
“The Cycle is Complete; what came from the People has gone back to the People, many times over.” Jehangir Ratanji Dadabhoy Tata ( )

4. TATA Group Snapshot India’s Diverse businesses in Operations in
Products and Services
Largest Private Sector Employer
Group Revenue (FY 2009)
Largest Business Group
7 Sectors
Over 80 countries
Exported to 85 countries
Almost 350,000 employees
Approx. Rs 325,334 crores (USD 70.8bn)

5. Seven Key Business Sectors
Information Systems &
Communications
Consumer Products
Energy
TCS
Tata Interactive
Tata Sky
Tata Teleservices
Tata
Telecommunications
Infiniti Retail
Tata Tea
Tata McGraw Hill
Trent
Titan Industries
Tata Power
Tata Petrodyne
Tata BP Solar India
Engineering
Materials
Services
Chemicals
Indian Hotels
Tata Capital
Tata AIG
Tata Quality
Managements Services
Tata Strategic
Management Group
Tata Motors
Voltas
Telco
Tata Steel
Tata Advanced
Materials
Tata Chemicals
Rallis India

6. Pioneering a Nation’s Future
Largest employers
India’s first luxury hotel
India’s first iron and steel plant
Birth of India’s Aviation sector
India’s first indigenously designed car
World’s smallest and cheapest car
Recent global acquisitions
350,000 employees
Taj Mahal Palace and Towers
TATA Steel
TATA Airlines
Indica
NANO
Corus Jaguar and Land Rover

7. 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.
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.
Its one of world’s largest provider of IT and BPO Services
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

8. Values that Define Us

9. Tatas – The Way Forward
“We have two guiding arrows. One points overseas, where we want to expand markets for our existing products. The other points right here, to India, where we want to explore the large mass market that is emerging – not by following but by breaking new ground in product development and seeing how we can do something that hasn’t been done before.”
Ratan Tata,
Group Chairman

10. 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 behaviour on which the Tata Group’s reputation and respectability have been built over the past 140 years.
Ratan N. Tata

11. 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.

12. Stakeholders of e-Nxt Financials Original promoters (10%)
About us
Stakeholders of e-Nxt Financials
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.
Tata Sons (50%)
Tata Capital (40%)
Original promoters (10%)
Being part of the TATA Group, our actions are governed by the following values of the Tata Family :
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.
Integrity
Understanding
Excellence
Unity and
Responsibility
1212

13. Lines of Business of e-Nxt

14. 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.

15. Internal Audit & Investigations Head – Direct Sales Marketing
Organisational Chart
Chief Executive Officer Naozer Dalal
Chief Operating Officer Mayukh Maiti
Collections Avadhut Thali
Chief People Officer & Head HRSS Gitesh Karnik
AVP – Corp.HR Sandeep Palodkar
Head -IT Sanjay Nagpal
Internal Audit & Investigations
S.V Deodhar
Internal Audit & Operational Risk Rakshit Mehta
Chief Financial Officer Susmit Sen
Legal, Compliance & Company Secretary (Vacant)
Head-Sales & Marketing Maneesh Mittal
Head – Direct Sales Marketing
Sunil Shah
F&A Shared Services (Vacant)
Head - BD
(Vacant)
AVP- BD Satyajeet Mandal
Sr. Manager – BD
Mandeep Nihalani
Head Administration Tarun Taneja
Executive Assistant Christine Shaikh
Analyst, CEO’s Office Manas Karmarkar
CPA, Operation and Data Support Bhanu Sharma
Voice Support C’na Mathew
Stressed Asset Management Sudhir Thakur
PDC, BOS and Quality
Sunil Joshi

16. HR Org Chart

17. On boarding
Documents required along with Joining Kit to complete joining formalities:
Proof for date of birth
Address Proof (Passport, Voter ID)
Class X mark sheet
Class XII mark sheet
Graduation / Degree certificate
Post Graduation Certificate
Last salary-slip from the previous employer
Relieving letter from the previous employer or a mail copy of the employee’s resignation to his/her reporting manager.
PAN Card
Experience Certificate (Till Date)
Blood Group (Pathological Proof)
For Bank Account Number from either HDFC or ICICI Bank - One Cancelled Cheque
SEVEN color Photographs
Postcard Size Family photo (Two) If Applicable for ESIC

18. Leave Policy Synopsis Type of Leave Casual Leave Sick Leave
Privilege Leave
Marriage Leave
Maternity Leave
Eligibility
All employees
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
Days entitled
6 days on prorata basis from the date of joining in calendar year
4 days in a calendar year from the date of joining
15 days on confirmation at prorated basis. Employee is entitled to 1.25 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 of Maternity Leave with Salary for delivery. (90 days - 6 weeks prior and 6 weeks post delivery)
Accumulation
Balance at the end of the calendar year will Lapse. No encashment
Balance Carried forward maximum upto 15 days after which it will lapse. No encashment.
Maximum of 30 days accumulation. Only 10 days can be carried forward. Any leave balance over and above the carry forward or accumulation will be automatically credited to the salary after necessary tax deductions.
No Accumulation
Rules
Can avail Maximum of 2 days & min 1 day. All intervening holidays and weekly offs are included in Casual Leave. Cannot be combined with any other leave.
All intervening holidays and weekly offs are included. Sick Leave cannot be combined with any other type of leave, but it may be succeeded (not preceded) by a Privilege Leave in case the person is not able to recover during the course of the sick leave.
It is inclusive of weekends & all holidays. Privilege Leave can be preceded or succeeded by a holiday/ weekly off. To be taken for a minimum of 3 days at a stretch. Has to be sanctioned 1 week in advance.
Employee is eligible once in his/her employment with the Company. The leave application for the same should be supported with the wedding card and/ or relevant documents.
Employee has to have worked for a period of not less than 6 months, in the twelve months immediately proceeding the date of expected delivery. Leave of 2 weeks can be availed in case of a miscarriage. Medical Certificate needs to be submitted.

19. Online Attendance System
Attendance can be marked online at:
Intranet:
Internet:
Attendance cycle is from 21st of the previous month till 20th of Current working month, (e.g., 21-Sep-2010 till 20-Oct-2010). 
First time users of Online Attendance System (OAS) should mark their attendance starting from Date of Joining (DOJ) before 20th of the month.
On any given day, please mark the attendance as soon you enter the office premises.
All leave [SL, CL, PL, ML, CO, LOP] needs to be approved by your reporting manager through the Online Attendance System, before 20th of the month.
Note that an absent in the record will lead to Salary Hold.
If a candidate is on probation, and CL and SL are consumed, mark it as LOP with the approval of reporting manager.

20. Leave Application Step One: Log in to your ‘Attendance System’.
Step Two: Go to ‘Register Leave Request’
Enter the dates from when you want the leaves, simultaneously enter if it is a full day or half day leave;
Select the ‘Type of leave’ you want;
Enter the reason for taking leave(s);
Click on ‘Make Leave Request’ 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.

21. 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 .
Post 3 months the appraisal notification comes again to the superior.
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

22. 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
Mid-year Appraisal cycle(October), no performance ratings given, only revaluation.
Yearly - following Financial year
Methodology
Bell curve method (6 Point Rating Scale: A, B+, B, C+, C, D)
Outcome
Career planning process.
Determining the Compensation, Rewards & Recognition.
Create a culture of meritocracy.

23. PMS – Process Flow

24. Internal Job Posting Objective
The purpose IJP 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
A candidate can apply for IJP by attaching their resume through .
To apply for an IJP the candidate does not need to seek the approval or the 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.

25. Internal Job Posting Interview Process
Interview will be conducted by the following panel:
The feedback will be communicated, within 5 days to all candidates who have been through the interview process, by the HR IJP SPOC.
An employee, once selected through an IJP must immediately be issued a Letter of Appointment/Transfer to the new position by the Corporate HR.
After the acceptance, the applicant cannot deny moving to the new position and will not be assessed for any other position even if eligible.
Designations
Interview Panel
Executive to Asst. Manager
RHR and Operation Manager
Manager
RHR or AVP and Sr. Operation Manager
Sr. Manager and Above
HR Head/ AVP and Business Head

26. Payroll Payroll Link : https://pay.paysquare.com/login.aspx 2626
Bank Accounts- HDFC/ICICI
2626

27. Star Awards – R&R Programme
Objective
Create a recognition platform across the verticals and geographies.
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 non-monetary terms indicating organisational recognition and appreciation towards the employees.
Create a sustainable and practical R&R.
2727

28. Star Awards – R&R Programme

29. Max Reimbursement For Handset Max Reimbursement For Call Charges
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, they 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
Max Reimbursement For Handset
Max Reimbursement For Call Charges
Executives
Rs. 1,500
Rs. 500
Team Leaders to Asst. Managers
Rs. 3,000
Rs. 750
Managers
Rs. 5,000
Rs. 1,000
Sr. Managers
Rs. 10,000
Guidelines:
The mobile phones ‘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.

30. Collections - x-Bucket and 1-4 Bucket, SAM (LPO), Sales & Marketing
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 the bills of the same.
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 as per annexure (appended below) provided by the respective verticals.
Executives and Sr. Executives
Team Leaders and Asst. Managers
Particulars
Tier 1
Tier 2
Tier 3
Entitlement for Hotel*
Actuals upto
Rs. 1,500/-
Rs. 1100/-
Rs. 600/-
Meals
(Applicable for same day return travel)
Rs. 350/-
Rs. 300/-
Rs. 250/-
Travel Allowance - No bills required
(Employee makes arrangement for lodging and boarding)
Rs. 375/-
Rs. 150/-
Particulars
Tier 1
Tier 2
Tier 3
Entitlement for Hotel*
Actuals upto
Rs. 3,000/-
Rs. 2,250/-
Rs. 1,250/-
Meals
(Applicable for same day return travel)
Rs. 600/-
Rs. 450/-
Rs. 300/-
Travel Allowance - No bills required
(Employee makes own arrangement for lodging and boarding)
Rs. 750/-

31. Combined Ceiling for levels (Amount in Rs.) per month
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 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 is a ceiling of Local conveyance and Travel expenses combined together.
Combined Ceiling for levels (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)
Approval Matrix – Sales and Marketing
Position
Travel
Conveyance
Regional Sales Manager
Rs. 30,000/-
Rs. 5,000/-
State Head
Rs. 6,500/-
Rs. 3,500/-
Team Leader
Rs. 3,000/-
Business Development Manager -
Rs. 2,000/-
Level
Approver
Regional Sales Manager
Head-Sales and Marketing
State Head
Team Leader, Business Development Manager

32. Tour Expenses – Ceiling Per day
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 the bills of the same.
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
Team Leaders and Asst. Managers
Particulars
Tier 1
Tier 2
Tier 3
Entitlement for Hotel*
Actuals upto
Rs. 1,500/-
Rs. 1100/-
Rs. 600/-
Meals
(Applicable for same day return travel)
Rs. 350/-
Rs. 300/-
Rs. 250/-
Travel Allowance - No bills required
(Employee makes arrangement for lodging and boarding)
Rs. 375/-
Rs. 150/-
Particulars
Tier 1
Tier 2
Tier 3
Entitlement for Hotel*
Actuals upto
Rs. 3,000/-
Rs. 2,250/-
Rs. 1,250/-
Meals
(Applicable for same day return travel)
Rs. 600/-
Rs. 450/-
Rs. 300/-
Travel Allowance - No bills required
(Employee makes own arrangement for lodging and boarding)
Rs. 750/-

33. Travel Policy Manager to Sr Manager
Corporate, Support Functions, PDC, CPA, FAO, HRSS, Voice Support
Manager to Sr Manager
Particulars
Tier 1
Tier 2
Tier 3
Entitlement for Hotel*
Actuals up to
Rs. 6,000/-
Actuals up to Rs. 4,500/-
Rs. 2,500/-
Meals
(Applicable for same day return travel)
Actuals upto
Rs. 1,200/-
Actuals upto Rs. 900/-
Rs. 500/-
Travel Allowance - No bills required
(Employee makes own arrangement for lodging and boarding)
Rs. 1,500/-
Rs. 1,125/-
Rs. 625/-
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 per km.

34. 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.

35. Snapshot – e-Nxt day celebration
Our first Annual day was held on 15th December 2011.
3535

36. Intranet - eXpress
Express is a platform and forum where all 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:  
Internet: 
3636

37. Contact List
Contact
Region/ Department Id
Contact Number
Delphine Fernandes
Corporate Recruitments
Ask HR
Queries Related to HR
Pavitra Shetty
Maharashtra, Goa & FAO
Bank Account
Yogesh Salvi
Padmaja Navale
CPA and Branch Ops- West
Attendance,Business Card, and Domain generation
Rinkel Serrao
Neetu Bhardwaj
North
Conveyance/ Travel
Madhuri Naik/ Sonal Bhaskar ,
/ 7433
Prachi Vanmali
Gujarat,
Confirmation Letter
Subhash Kharat
Shraddha Palav
MP, Chhattisgarh
Full and Final Settlement
Swati Tawde
Mustafa Laskar
Assam, North East, Orissa
– 76
ID-Card
Nitin More
Pritha Raha
West Bengal ,Bihar
Internal Ethics Audit Team
Mr. S V Deodhar
Sangeetha Srimani
Jharkhand
IT Helpdesk
Central Team at Hyderabad
Varaprasad Dasari
Karnataka, Kerala
Medi-Claim/ Insurance
Ms. Geeta
Ashok G
Andhra Pradesh,Tamil Nadu
Mobile Reimbursements
Venkatesh Kounder /1
Carlos Murzello
CPC
PF & ESIC (Creation, Transfer, Withdrawal)
Geeta / Shobha
/ 7406
Prasad Pingulkar
Voice Support and PDC
Salary slips/ Salary issues
Payroll team /6
For any query or issue related to joining formalities please contact your concerned HR person. 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

38. Thank You!