2 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 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
3 TATA Group India’s Diverse businesses in Operations in Products and ServicesLargest Private Sector EmployerGroup Revenue (FY 11)Largest Business Group7 SectorsOver 85 countriesExported to 85 countriesOver 425,000 employeesRs 379,675 cr / USD 83.3bn
4 Founder – Tata Group (1839 – 1904) Founder – Jamsetji TataLaid Group Foundation with 1868 training firmEstablished modern textile mills 1874 onwardsStrong proponent of India’s IndustrialisationCommitted groups entry into steel, power and hotels and creation of Indian Institute of ScienceEmbedded Group ethos of values and Nation BuildingJamsetji Tata,Founder – Tata Group (1839 – 1904)
5 Jehangir Ratanji Dadabhoy Tata (1904-1993) J R D TataLed Group into New businesses Including:Chemicals and fertilisers, civil aviation, locomotive and trucks, tea and coffee, computer software, financial services and watched.Eminent Public PersonalityCivil aviation pioneer; founder of Air IndiaArdent Spokesman of liberal economic regimeAdvocate of family planningAwarded with Bharat Ratna, nations highest civilian honourJehangir Ratanji Dadabhoy Tata ( )
6 Seven Key Business Sectors Information Systems &CommunicationsConsumer ProductsEnergyTCSTata InteractiveTata SkyTata TeleservicesTataTelecommunicationsInfiniti RetailTata TeaTata McGraw HillTrentTitan IndustriesTata PowerTata PetrodyneTata BP Solar IndiaEngineeringMaterialsServicesChemicalsIndian HotelsTata CapitalTata AIGTata QualityManagements Services- e-Nxt Financials LtdTata MotorsVoltasTelcoTata SteelTata AdvancedMaterialsTata ChemicalsRallis IndiaTata Pigments
7 Pioneering 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 acquisitionsOver 425,000 employeesTaj Mahal Palace and TowersTATA SteelTATA AirlinesIndicaNANOCorus, Jaguar and Land Rover
8 Titans 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
9 Values that Define Us Integrity: Understanding: Excellence: Unity: We must conduct our business fairly, with honesty and transparency.Understanding:Be caring, show respect, compassion and humanity for our colleagues and customers around the world, and always work for the benefit of the communities we serve.Excellence:Constantly strive to achieve the highest possible standards at work and in the quality of the goods and services we provide.Unity:Work cohesively with our colleagues across the group and with our customers and partners around the world, building strong relationships based on tolerance, understanding and mutual cooperation.Responsibility:Be responsible, sensitive to the countries, communities and environments in which we work, always ensuring that what comes from the people goes back to the people many times over
10 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
11 Tata 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
12 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 CommitteeMr. Govind Sankaranarayanan,‘152’ Palm Court, 2nd Floor, Flat No 6,Opposite Oval Maidan, Maharshi Karve Road,Churchgate, Mumbai –Tel.: /
13 Violation of Code of Conduct Dear Colleagues,I urge you to read and understand the clauses of TATA CODE OF CONDUCT (“TCoC”), which is available for viewing online on Express (Intranet) .As a Tata employee you are expected to comply with the guidelines described therein in TCoC. TCoC is a comprehensive document which serves as the ethical road map for you providing easy to follow guidelines by which the group conducts its businesses.In the past we have had instances where due to non-compliance we have been constrained to take disciplinary action, up to and including termination of services and if found warranted, Criminal or Civil proceedings.Should you have any concern/clarification about a violation or even a potential violation of the TCoC, you must promptly report the violation to the ethics counselor of our company - Mr. S V Deodhar.Mr. Shailesh RajadhyakshaContact Number –Id –Gitesh Karnik Chief People Officer
14 About us Quality Policy We are an Enterprise Solutions Company, providing end-to-end services to domestic and international clients for back - office as well as front office activities, providing innovative solutions to meet their business needs.Our staff strength of more than 4,500 employees spread across more than 250 locations in India.Our share holding pattern is as below :- TATA Sons – 50%TATA Capital – 50%We are an ISO (9000:2008) certified OrganisationWe 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 e-nxt offers end to end solutions covering entire gamut of Operations Lines of Business of e-Nxte-nxt offers end to end solutions covering entire gamut of OperationsEnd-to-end credit processing solutions and disbursal operations for the BFSI sector. Basis findings from CPA, a credit appraisal memo (CAM) is provided to the client for each and every loan application which helps in final decision making.E-Nxt provides solution in sales of both Financial as well as non financial products.PDC Management manages entire life cycle of a post dated cheque(PDC); with vault storage capacity. It also managesbounce cheque management & Bank ReconciliationsStressed Asset Management Team focuses mainly on cases of (23+ Bkts),or if there’s a loss from the sale of assets (LSA) and Time- matured cases (TMC) where the customer’s loan tenure has elapsed but still if there’s some overdue against those contracts.Through our inbound and outbound voice services, voice support caters to all our verticals across the entire customer life cycle.Collections from the customers is done in all modes of payment like cash, cheque or demand draft.Portfolios that we cover:“0” Bucket, “1 to 4” bucket,”5 to 10 bucket and “11+ bucket”.
16 Lines of Business of e-Nxt The processes under FAO, ranges from transactional processes like Procure-to- Pay, Order-to-Cash, partial decision making process like Tax Accounting , entity management right up to high end processes covering Business Planning and consolidation.HR Shared services provides solutions for entire employee life cycle management which includes Sourcing, Onboarding, Attendance Management, PMS, Payroll Management, PF & Gratuity, and Full and Final Settlement.IT Services caters to application development for different processes, call center configurations, CRM and facilities management servicesLPO services offer Litigation Support, Legal documentation and compliance support, contract management, other legal and paralegal Services to corporates, law firms and clientele of diverse businessIn Outlet we offer the following services:SalesAddressing customer queriesMortgagesHandling outlet operationsCoordination with backend supportOutlet MIS and status updates
18 HR Org Chart Gitesh Karnik (Chief People Officer and Head- HR Shared Services)Carlos Murzello Sr. Manager – (Recruitment)Sandeep Palodkar AVP- Corporate HR(PMS, C&B, InsuranceL&D, Employee Engagement, Statutory Compliance)Rizwan SayedAsst. Manager – HRSS(On boarding, Payroll, Data management, Full and Final SettlementDelphine FernandesWestNeetu BhardwajNorthPritha RahaEastAshok GSouth
19 Grades B8 (CEO) B7 (COO) B6 (VP) B5 ( AVP) B4 (Sr Manager) B3 ( Manager/ State Head)B2 (Team Leader/ Assistant Manager)B1 (Executive/ Sr Executive)GradeIndicates dimension of the role being performed and measured against characteristics.DesignationIndicates the job being performed in a particular grade and measured against job description. (E.g.: Grade = Sr.Manager and Designation = Regional Sales Manager).
20 On boardingDocuments 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 employerRelieving letter from the previous employer or a mail copy of the acceptance of employee’s resignation to his/her reporting manager.PAN CardCancelled Cheque ( HDFC bank or ICICI bank)Experience Certificate (Till Date)4 color PhotographsMedical Certificate (If differently abled)Marriage Certificate (If applicable)
21 Leave Policy Synopsis Casual Leave Sick Leave Privilege Leave Marriage LeaveMaternity LeavePaternity leaveEligibilityAll employeesMarriage Leave may be availed by an employee for self marriageFemale employees who are not covered under ESI will be eligible.All male employees (post birth of his child)Days entitled6 days on prorata basis from the date of joining in calendar year18 days in a year, accumulated at the rate of 1.5 per month.Maximum of 7 days once in his/her employment with the Company.12 weeks - 6 weeks prior and 6 weeks post delivery. 6 weeks in case of miscarriage / medical termination of pregnancy7 daysAccumulationBalance at the end of the year will Lapse. No encashmentBalance Carried forward maximum upto 30 days after which it will lapse.No encashment.Maximum of 30 days accumulation. 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 encashmentRulesAll intervening holidays and weekly offs are included in Casual Leave.Maximum up to 2 CLs in a month.All intervening holidays and weekly offs are included in Sick Leave.It is inclusive of weekends & all holidays. Privilege Leave can be preceded or succeeded by a holiday/ weekly off. Has to be sanctioned and approved 15 days in advance by reporting supervisor.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.Paid leave maximum upto 2 children.Employee has to have worked for a period of not less than 6 months, in the twelve months immediately preceding the date of expected delivery. Leave of 2 weeks can be availed in case of a miscarriage. Medical Certificate needs to be submitted.Allowed upto a maximum of 2 children
22 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:
23 Employee Self Service One stop HR portal ! In ESS you can access : Pay slipTax computationAttendanceLeavesPerformance Management SystemQuery ManagementE-SeparationTo make ESS a complete source of information, we request you to upload correct information about yourself along with a recent photograph.How to access ESS?Employees can login through eXpress, the links are as follows: Intranet: Internet: In case of any queries about the site, please send an to along with your employee code.
24 Attendance System and Leave Application Steps to Register in Online attendance System:Logon to following linkIntranet :-Internet :-Click on New user RegisterType your Employee CodeEnter you Date of BirthCreate a password for selfRe – enter the passwordClick on “Register Me Now”Once you have registered go to the Express(Intranet).Links Below:Intranet :Internet:
25 Attendance System and Leave Application Steps to Daily mark attendance:Logon to the Employee Self Service (ESS)Click on Attendance ManagementMark your attendance by clicking on “Punch In”Steps to Regularize the attendance:Logon to the Employee Self Service (ESS)Click on Attendance ManagementClick on Bulk employee RegularisationClick on the checkbox and click apply button. Back dated regularisation of attendance will be sent to your Reporting Manager for approval
26 Attendance System and Leave Application Steps to approve attendance:Logon to the Employee Self Service (ESS)Click on Attendance ManagementClick on Bulk Manger Approver.Click on the checkbox and press either approve or reject button.
27 Attendance System and Leave Application Process Steps to apply for Leave:Log in to your ‘Leave Management System’.Go to ‘Leave Application’Click on the type of leave that you would intend to apply for(Eg PL, CL or SL etc)Enter the dates from when you want the leaves, simultaneously enter From and To dateEnter the reason and Number for taking leave(s);Click on ‘Save and Apply’ to register your leave for approval.The intimation will to Reporting boss for approval.Approving Leave:Reporting boss can approve the same by clicking on Leave ApproverAbsenteeism -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.IMPORTANTYou need to ensure that you mark your attendance for the month before the 20th of the month.3 days of continuous failure to mark attendance will lead to Salary HOLD.Ensure that your reporting superior also approves attendance and leaves by the 20th
28 Confirmation Eligibility: Process: Note: All employees who have completed 6 months probation (180 days) from the Date of joining all eligible for confirmation.Process:On completion of 180 days, reporting manager will get a notification Online.If the Reporting Manager approves the confirmation, HR will issue Confirmation Letter.If the Reporting Manager disapproves the confirmation, the Confirmation gets extended.The confirmation period gets extended for 3 months .Post 3 months the appraisal notification is sent to the superior, for confirmation approval.Note:The probation is extended only once.There are no Salary increments on Confirmation.
29 Performance Management System (PMS) EligibilityEmployees who have joined on or before 31st December will be a part of the appraisal process.Key Performance Indicators (KPI):To be set within a month from your Date of joining, and to be uploaded online in ESS.Needs to be done in consensus with the reporting superior.Appraisal CycleAnnual Appraisal - In March, Ratings as per 5 point rating scale.Mid-year Appraisal - In October, Performance ratings are not given, only evaluation.MethodologyBell curve method ( Point 5 Rating Scale: A, B+, B, C, D)OutcomeCareer planning process.Determining the Compensation, Rewards & Recognition.Create a culture of meritocracy.
30 evOlve - Internal Job Opportunity ObjectiveThe 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.Lockin Period:18 months in existing role.Applying for an IJPYou can apply 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.An application received after the due date will not be accepted under any circumstances.Job opportunities under evolve are available online on Express
31 empoweRReferral Scheme With e-Nxt, empoweR’s you to choose your own colleagues.Process:HR communication advertises the open positions.Employee sends the resume of the his referred friend to the concerned HR.Each successful referral earns RsIncase of Customer Service Associate(Voice support Vertical), each successful referral earns Rs. 1000/-Your Friend must mention your employee code on his resume at the time of interview
32 Max 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.LevelGradesMax Reimbursement For HandsetMax Reimbursement For Call ChargesExecutivesB1Rs. 1,500Rs. 500Team Leaders to Asst. ManagersB2Rs. 3,000Rs. 750ManagersB3Rs. 5,000Rs. 1,000Sr. ManagersB4Rs. 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.
33 Executives and Sr. Executives - B1 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. Executives - B1Team Leaders and Asst. Managers - B2ParticularsTier 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/-
34 Combined 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
35 Tour 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. Executives - B1Team Leaders and Asst. Managers B2ParticularsTier 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/-
36 Travel Policy Manager to Sr Manager – B3 & B4 Corporate, Support Functions, PDC, CPA, FAO, HRSS, Voice SupportManager to Sr Manager – B3 & B4ParticularsTier 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.
37 Redressal can be formal or informal. Policy against Sexual HarassmentObjective: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:DateTimePlaceNames of any witnessesDetails of behavior complained againstRedressal can be formal or informal.
38 Policy against Sexual Harassment(contd) What happens after your redressal:The Redressal Committee will then carry out a hearingThe 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 Chief People Office(CPO) after discussing the Redressal Committee's recommendations with the Chief Executive Officer(CEO) 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 harassmentBroad roles of the five committee members are indicated below:PositionRoleIncumbentContact DetailsChairpersonChair Of HearingC’na MathewRedressal AdvisorSingle Point of ContactShobha BaindoorHR ManagerCommittee MemberSandeep PalodkarEthics CounsellorShailesh RajadhyakshaExternal MemberExternal Expert Member on CommitteeKashmira Mewawala
39 Health Care ProgrammeThe Group Healthcare Program at e-Nxt includes the following -Group Mediclaim Benefits (GMC)Group Personal Accident Policy (GPA)Group Term Life insurance (GTL)Coverage of Mediclaim Benefits is extended to Parents, Spouse , and 2 ChildrenPolicy Period :1st April 2012 to 31st March 2013Grade wise coverage & premium amount that would be deducted monthly from the employee’s salary is as below –GradeDesignationsSum Insured (GMC)Sum Insured (GPA )Sum Insured (GTL)Premium amount p.m.B1 - B2CRE/Executive/Sr.Executive/TL/Asst. Manager1,00,0003,00,000230B3Manager/State Head2,00,0006,00,000350B4Sr. Manager/Regional Manager5,00,000B5 - B6AVP/VP/Business Head10,00,00012,00,000500Important – Plz update your family details on ESS
40 Team 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.
41 Learning programs @ e-Nxt e-Nxt provides a learning platform for its employees across Pan India to equip them with knowledge, skills and attitudes required to meet job objectives and developing their potential.To know more, you may write to
43 5 K U D O S Reward and Recognition Kudos Star Awards KUDOS5yearsKudosStar AwardsLong Service AwardKudos! is a recognition platform used by immediate supervisors or Business Heads to recognize their team members.e-Nxt Star Awards recognizes top performers of the company on monthly, quarterly and yearly basis.Long Service Award – for employees who complete 5 years of service.
44 Rendezvous with CEO e-Nxt Engagements “Rendezvous with CEO” is a communication platform through which our CEO – Mr. Naozer Dalal interacts with employees and answers their queries.e-Nxt has partnered with Give India to implement a Payroll Giving programme for our employees. Give India is a not-for-profit organization dedicated to raising funds for good NGOs.This voluntary programme, you can contribute Rs 200, 500 etc every month, from your salary, to a cause of your choice.Give India ensures you get a feedback report on how your donation has been utilized.e-Nxt with an NGO-GOONJ, whose initiative revolve around making creative and optimum use of donated material, right from old clothes to furniture.
45 e-Nxt day celebrationEvery year we celebrate our success, on our Annual Day, on 15th December.Snapshots of our celebration in the year 2011, in Mumbai and Delhi
46 Contact ListFor 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