Final employee welfare schemes

04/12/2023 EMPLOYEE WELFARE SCHEME AND PERFORMANCE MANAGEMENT,HRM

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Employee Welfare Schemes

and Performance Management


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PRESENTED BY

• Aditya Suresh – 186• Akash Gupta – 188• Alankar Das – 190• Asad Ahmed – 193• Chandrakant Sharma – 201• Gourab Banerjee - 206


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COMPANY PROFILE

TYPE : PUBLIC COMPANY

FOUNDED : 2004

HEADQUARTERS : CRAWLEY, UNITED KINGDOM

KEY PEOPLE : JOHN CONNOLLY ( CHAIRMAN ),NICK BUCKLES ( CEO )

REVENUE : $ 7,522 Million

EMPLOYEES : 6,57,125


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WHAT IS EMPLOYEE WELFARE ?

Relates to taking care of well being of workers, trade unions, governmental & non-governmental org.

Referred to as betterment work for employees


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EMPLOYEE WELFARE SCHEME

GPAIP WELFARE GRIEVANCES

EMPLOYEE TRUSTMEDICLAIM


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INSURANCE OF EMPLOYEES

• Majority of employees are covered

under Government run Employee State

Insurance up to a fixed salary

• Employees are also covered for

Accident Insurance apart from

Employees State Insurance (ESI)

• Other employees are covered under

Company’s Mediclaim Insurance Policy

through National Insurance Company


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GPAIP

• GPAIP – Group Personal Accident Insurance Policy for Direct & Indirect Employee’s

• This is a benefit policy where Accident, Death or Disability is covered

• To provide wage loss during period of his/her accident & also cover death of insured

• Insurance Policy is provided through ICICI Lombard General Insurance.

• Natural Death, Heart Attack, Malaria, Brain Hemorrhage, Sun Stroke & Paralysis etc, are not covered under this policy


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MEDICLAIM

• Policy coverage of Rs. 2,00,000/- for self, spouse & two children

• Benefit policy in case of sickness / hospitalization (min. of 24

hrs.)

• Premium paid by company of Rs.5589/- p.a. per employee

• It’s a cashless/reimbursement policy but does not include pre-

existing diseases

• Presently with National Insurance Company with TPA is Vipul

Medcorp

• This policy get renewed every year on 01st February

EMPLOYEE WELFARE SCHEME AND PERFORMANCE MANAGEMENT,HRM

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G4S Employee Trust Fund is a charitable trust fund

set up for G4S employees & their families who are

experiencing severe financial difficulty

Employees Trust Fund is available for:-

– Financial Grant

– Assistance for medical consultations / treatment

– Assistance towards rehabilitation

G4S EMPLOYEE TRUST FUND

04/12/2023


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PROCESS

04/12/2023

ZONE

HO - HR

AME REGION

GROUP HQ FOR FINAL APPROVAL

EMPLOYEE WELFARE SCHEME AND PERFORMANCE MANAGEMENT,HRM 11

To provide a forum for employees to raise their grievance

To resolve grievance at the lowest level possible in the organization

To develop congenial working environment in order to remove IR situations

OBJECTIVE

04/12/2023

EMPLOYEE WELFARE SCHEME AND PERFORMANCE MANAGEMENT,HRM 12

NATURE OF GRIEVANCES COVERED

Administrative Financial Behavior related

Policy

04/12/2023

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Delhi

Gurgaon

Mumbai

Bangalore

Chennai

Kolkata

Hyderabad

NoidaChandigarh

Cochin

S. No. City

1 Delhi

2 Chandigarh

3 Noida

4 Gurgaon

5 Kolkata

6 Hyderabad

7Hyderabad (Protex)

8 Chennai

9 Bangalore

10 Cochin

11 Bhubaneshwar

12 Mumbai

13 Pune

14 Ahmedabad

BhubaneshwarPune

Ahmedabad

GRIEVANCE CELLS - LOCATIONS

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S. No. Zone Region Location Phone Number

1 East East Region – I New Alipore, Kolkata Regional Office 1800 345 3380

2 East East Region - II Bhubaneshwar, Jamshedpur, Raipur 1800 345 6763

3 North Chandigarh Chandigarh Region, Jalandhar, Ludhiana 1800 180 2024

4 North Delhi Delhi Regional Office 1800 113 231

5 North Gurgaon Dharuhera, Gurgaon, Jaipur 1800 180 2207

6 North NoidaBhopal, Faridabad, Ghaziabad, Lucknow, Noida

1800 180 3595

7 South Andhra Pradesh Hyderabad Region 1800 425 2959

8 South Karnataka Bellary, Bangalore, Hubli, Mysore 1800 425 7673

9 South Kerala Calicut, Kochi, Trivandrum 1800 425 8821

10 Protex Hyderabad Hyderabad 040 23555051

11 South South EastCoimbatore, Chennai, Madurai, Pondicherry

1800 425 4205

12 West Mumbai (G4) Mumbai 1800 226 162

13 West Pune Pune 1800 233 7311

14 West Ahmedabad Ahmedabad 1800 233 7932

HOT LINE NUMBERS


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Dial Toll Free Number or fill up grievance form

(Timings: 1000 hrs to 1600 hrs)

WO registers the grievance and assigns a registration no.

WO initiates grievance handling within theorganization

Grievance to behandled within 7 days

Aggrieved employee informed

Grievance resolved

PROCESS

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State of the Art - Welfare Cell 24x7 Helpline: HO

Dedicated Toll Free

Numbers to facilitate all

locations and ease of

contact.

Multi-linguist

Located at Head Office.

Operation supported by

robust ERP module.

WAY FORWARD..

04/12/2023


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• Commendation Certificate – Commendation Certificate issued

along with watch & cash depend on commendable job done (quarterly

basis)

• Guard of the Month- For outstanding work of employees for their

Honesty, Disciplined & Alertness’ etc. Certificate to be issued

• Long Service Award- Certificate is being issued to employee who

has worked atleast 5yrs or more

• Painting Competition – Organized in all Region for Children of

Guard staff

EXISTING WELFARE SCHEME

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EXISTING WELFARE SCHEME

• Honoring and Meritorious Award - Cash & Certificate to be issued

for children of Direct staff who scored highest marks in HSC & SSC

board exam( for first three candidate)

• Sports and Games Competitions- Sports & Games Competition are

organized at the Regional level

• Festival Celebration- Celebrated across PAN INDIA

• Blood donation Camp- Blood donation Camp is organized jointly

with Lions Club

• Free Health Check-up – Organized by company for

employees(quarterly basis)04/12/2023


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PERFORMANCE MANAGMENT

Its enabling & encouraging right people to do right things at right time.

It focusses on performance of an organization, a department, employee, or even processes to build a product or service, as well as many other areas.


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STEPS OF PERFORMANCE MANAGMENT

• Step 1 : Performance planning & communication

• Step 2 : Coaching/feedback

• Step 3 : Performance review

• Step 4 : Staff development


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IMPORTANCE OF PERFORMANCE MANAGMENT

• Promote communication• Assure employee goals are

aligned with supervisor’s & company’s goals

• Assess past performance• Assure position description

is up to date• Set objectives & goals


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RATING PARAMETERS FOR PERFORMANCE DEVELOPMENT

Excellent: • Exceptional performance• Takes initiatives & is a self starter,

quality thinking horizon • Has demonstrated leadership skills &

effective team player – great motivator • Constantly reviews work priorities &

delivers on schedule – multi-tasker• Always willing & has demonstrated

proven performance while shouldering additional responsibility


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CONTD..

Very Good: • Consistently delivers high quality

& range of quantity of work output • Reliable & committed– task &

target focused• Needs minimal supervision –

appreciably manages his assignments

• Has a good inter-personal relation – quality soft skills


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CONTD..

Good: • Delivers acceptable quality &

quantity of work output• Needs supervision from time to

time• Does what he/she is assigned on

time• Thinks through the job

requirements & is eager to expand his contribution base – eager learner


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CONTD..

Average: • Only does what he/she is

assigned to do – no initiatives beyond this

• Does not demonstrate skills and is not able to shoulder larger responsibilities


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CONTD..

Below Average: • Consistently unacceptable

quantity & quality of work output

• Unwillingness / inability to learn

• Poor interpersonal relations • Poor attendance / regularity • Undependable


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INSTRUCTIONS FOR FILLING UP PDR FORM OF

• PDR must be initiated & endorsed by appraiser & reviewer as prescribed in channel of reporting

• Any deviations will render impugned report technically invalid

• Validation to be checked & confirmed by Zonal HR

• Eraser, use of whitener & paper slips pasted for purpose of revising original assessment are not acceptable


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• Such reports may be technically invalid• Mistakes must be scored out neatly & signed

in full• Rating scale as given below will be used for

assessment of Personal Qualities, Demonstrated Performance Variables, Qualities of Assess Potential, Technical Performance & Box Grading

CONTD…


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CONTD…

Overall Grade Rating to be filled in box available on basis of derived percentile in Section – VII. Procedure for deriving Grade Rating is as follows:-

Obtained marks of Section I + Section II = Overall 60 Percentile Received


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Below Average Average Good Very Good Excellent

1 2 3 4 5

10 – 20% 21 – 40% 41 – 60% 61 – 80% 81 – 100%

OVERALL GRADE RATING AND DERIEVED PERCENTILE


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CONTD..

• Parameters for Ratings are attached as Clarificatory Communiqué Annexure - A

• Report must be initiated in present designation if an employee has served for a period of 90 days duration under the appraiser. Otherwise, same to be generated by reviewer

• In case, Appraisee was involved in a disciplinary case, same to be endorsed

• In any case, report must not contain reference to any disciplinary case(s) under investigation

• Promotion should be recommended under excellent rating & upgradation on Very Good


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• To be reflected in Section IX in case of recommendations for Promotions. HR Heads to endorse eligibility criteria whether he is meeting it or not before being put up to MD

• In case of Below Average recommendations, you are advised to substantiate it with adequate warning letters/ counseling done by organization

• Each page of PDR is to be initialed by Appraisee

CONTD..


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REFERENCE


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How Far Can You Go?THANK YOU !!!THANK

YOU !!!

Final employee welfare schemes

Spiritual

Transcript of Final employee welfare schemes