2The 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.
3Founder – 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 ( )
4TATA Group Snapshot India’s Diverse businesses in Operations in Products and ServicesLargest Private Sector EmployerGroup Revenue (FY 2009)Largest Business Group7 SectorsOver 80 countriesExported to 85 countriesAlmost 350,000 employeesApprox. Rs 325,334 crores (USD 70.8bn)
5Seven Key Business Sectors Information Systems &CommunicationsConsumer ProductsEnergyTCSTata InteractiveTata SkyTata TeleservicesTataTelecommunicationsInfiniti RetailTata TeaTata McGraw HillTrentTitan IndustriesTata PowerTata PetrodyneTata BP Solar IndiaEngineeringMaterialsServicesChemicalsIndian HotelsTata CapitalTata AIGTata QualityManagements ServicesTata StrategicManagement GroupTata MotorsVoltasTelcoTata SteelTata AdvancedMaterialsTata ChemicalsRallis India
6Pioneering a Nation’s Future Largest employersIndia’s first luxury hotelIndia’s first iron and steel plantBirth of India’s Aviation sectorIndia’s first indigenously designed carWorld’s smallest and cheapest carRecent global acquisitions350,000 employeesTaj Mahal Palace and TowersTATA SteelTATA AirlinesIndicaNANOCorus Jaguar and Land Rover
7Titans of the GroupIt is the fifth largest steel company in the world. It was Asia’s first integratedsteel 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 1991The world’s smallest car, Nano, showcases the excellent engineering and design skills of the companyTitan 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 ServicesIt is India’s largest power utility with installed power generation capacity of 2,300 MWThe company is world’s second largest producer of tea
9Tatas – 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
10Tata Code of Conduct (TCoC) ForewordThe 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
11Welcome 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 thebeginning 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.
12Stakeholders of e-Nxt Financials Original promoters (10%) About usStakeholders of e-Nxt Financialse-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.IntegrityUnderstandingExcellenceUnity andResponsibility1212
14Quality PolicyWe 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.
15Internal Audit & Investigations Head – Direct Sales Marketing Organisational ChartChief Executive Officer Naozer DalalChief Operating Officer Mayukh MaitiCollections Avadhut ThaliChief People Officer & Head HRSS Gitesh KarnikAVP – Corp.HR Sandeep PalodkarHead -IT Sanjay NagpalInternal Audit & InvestigationsS.V DeodharInternal Audit & Operational Risk Rakshit MehtaChief Financial Officer Susmit SenLegal, Compliance & Company Secretary (Vacant)Head-Sales & Marketing Maneesh MittalHead – Direct Sales MarketingSunil ShahF&A Shared Services (Vacant)Head - BD(Vacant)AVP- BD Satyajeet MandalSr. Manager – BDMandeep NihalaniHead Administration Tarun TanejaExecutive Assistant Christine ShaikhAnalyst, CEO’s Office Manas KarmarkarCPA, Operation and Data Support Bhanu SharmaVoice Support C’na MathewStressed Asset Management Sudhir ThakurPDC, BOS and QualitySunil Joshi
17On boardingDocuments required along with Joining Kit to complete joining formalities:Proof for date of birthAddress Proof (Passport, Voter ID)Class X mark sheetClass XII mark sheetGraduation / Degree certificatePost Graduation CertificateLast salary-slip from the previous employerRelieving letter from the previous employer or a mail copy of the employee’s resignation to his/her reporting manager.PAN CardExperience Certificate (Till Date)Blood Group (Pathological Proof)For Bank Account Number from either HDFC or ICICI Bank - One Cancelled ChequeSEVEN color PhotographsPostcard Size Family photo (Two) If Applicable for ESIC
18Leave Policy Synopsis Type of Leave Casual Leave Sick Leave Privilege LeaveMarriage LeaveMaternity LeaveEligibilityAll employeesAll employees on completing probation period, However will accrue from the date of joiningMarriage Leave may be availed by an employee for self marriageFemale employees who are not covered under ESI will be eligibleDays entitled6 days on prorata basis from the date of joining in calendar year4 days in a calendar year from the date of joining15 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)AccumulationBalance at the end of the calendar year will Lapse. No encashmentBalance 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 AccumulationRulesCan 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.
19Online 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.
20Leave 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.
21ConfirmationWhen?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 letterIf 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 monthsHow many times can an employee’s probation be extended?Only onceWill there be any salary increments on Confirmation?NO
22Performance Management System (PMS) ObjectiveThe 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 objectivesTo identify gaps in performance and take necessary actions to ensure the achievement of organizational and individual goals.EligibilityEmployees who have joined on or before 31st December will be a part of the appraisal process.Appraisal CycleMid-year Appraisal cycle(October), no performance ratings given, only revaluation.Yearly - following Financial yearMethodologyBell curve method (6 Point Rating Scale: A, B+, B, C+, C, D)OutcomeCareer planning process.Determining the Compensation, Rewards & Recognition.Create a culture of meritocracy.
24Internal 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.EligibilityAll employees who have completed 18 months in existing role.Applying for an IJPA 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.
25Internal 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.DesignationsInterview PanelExecutive to Asst. ManagerRHR and Operation ManagerManagerRHR or AVP and Sr. Operation ManagerSr. Manager and AboveHR Head/ AVP and Business Head
26Payroll Payroll Link : https://pay.paysquare.com/login.aspx 2626 Bank Accounts- HDFC/ICICI2626
27Star Awards – R&R Programme ObjectiveCreate 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
29Max Reimbursement For Handset Max Reimbursement For Call Charges Mobile policyCoverage and ScopeEmployees on field - Sales and collections teamEmployees who are Assistant Manager and Above.Employees who are covered under mobile allowance in their ctc, they will not be eligible for reimbursementHandset & Reimbursements:Employee to procure the handsetAVP and Above need to procure a PDA(Blackberry Services)If billing exceeds ceiling, the same will be recovered from salary.LevelMax Reimbursement For HandsetMax Reimbursement For Call ChargesExecutivesRs. 1,500Rs. 500Team Leaders to Asst. ManagersRs. 3,000Rs. 750ManagersRs. 5,000Rs. 1,000Sr. ManagersRs. 10,000Guidelines: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.
30Collections - x-Bucket and 1-4 Bucket, SAM (LPO), Sales & Marketing Travel PolicyCollections - x-Bucket and 1-4 Bucket, SAM (LPO), Sales & MarketingReservation (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. ExecutivesTeam Leaders and Asst. ManagersParticularsTier 1Tier 2Tier 3Entitlement for Hotel*Actuals uptoRs. 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/-ParticularsTier 1Tier 2Tier 3Entitlement for Hotel*Actuals uptoRs. 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/-
31Combined Ceiling for levels (Amount in Rs.) per month Travel PolicyPersonal vehicle for official TravelFour 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 monthApproverExecutive (CRE/ LRE)Team LeaderState HeadRegional ManagerUp to 3,000Up to 3,500Up to 4,000Local conveyance and Travel expense limits (pm)Approval Matrix – Sales and MarketingPositionTravelConveyanceRegional Sales ManagerRs. 30,000/-Rs. 5,000/-State HeadRs. 6,500/-Rs. 3,500/-Team LeaderRs. 3,000/-Business Development Manager-Rs. 2,000/-LevelApproverRegional Sales ManagerHead-Sales and MarketingState HeadTeam Leader, Business Development Manager
32Tour Expenses – Ceiling Per day Travel PolicyCorporate, Support Functions, PDC, CPA, FAO, HRSS, Voice SupportReservation (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 dayExecutives and Sr. ExecutivesTeam Leaders and Asst. ManagersParticularsTier 1Tier 2Tier 3Entitlement for Hotel*Actuals uptoRs. 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/-ParticularsTier 1Tier 2Tier 3Entitlement for Hotel*Actuals uptoRs. 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/-
33Travel Policy Manager to Sr Manager Corporate, Support Functions, PDC, CPA, FAO, HRSS, Voice SupportManager to Sr ManagerParticularsTier 1Tier 2Tier 3Entitlement for Hotel*Actuals up toRs. 6,000/-Actuals up to Rs. 4,500/-Rs. 2,500/-Meals(Applicable for same day return travel)Actuals uptoRs. 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 TravelFour 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.
34Team BondingTeam 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.
35Snapshot – e-Nxt day celebration Our first Annual day was held on 15th December 2011.3535
36Intranet - eXpressExpress 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
37Contact ListContactRegion/ DepartmentIdContact NumberDelphine FernandesCorporate RecruitmentsAsk HRQueries Related to HRPavitra ShettyMaharashtra, Goa & FAOBank AccountYogesh SalviPadmaja NavaleCPA and Branch Ops- WestAttendance,Business Card, and Domain generationRinkel SerraoNeetu BhardwajNorthConveyance/ TravelMadhuri Naik/ Sonal Bhaskar,/ 7433Prachi VanmaliGujarat,Confirmation LetterSubhash KharatShraddha PalavMP, ChhattisgarhFull and Final SettlementSwati TawdeMustafa LaskarAssam, North East, Orissa– 76ID-CardNitin MorePritha RahaWest Bengal ,BiharInternal Ethics Audit TeamMr. S V DeodharSangeetha SrimaniJharkhandIT HelpdeskCentral Team at HyderabadVaraprasad DasariKarnataka, KeralaMedi-Claim/ InsuranceMs. GeetaAshok GAndhra Pradesh,Tamil NaduMobile ReimbursementsVenkatesh Kounder/1Carlos MurzelloCPCPF & ESIC (Creation, Transfer, Withdrawal)Geeta / Shobha/ 7406Prasad PingulkarVoice Support and PDCSalary slips/ Salary issuesPayroll team/6For 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