Final employee welfare schemes
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Transcript of 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
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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
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PROCESS
04/12/2023
ZONE
HO - HR
AME REGION
GROUP HQ FOR FINAL APPROVAL
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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
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NATURE OF GRIEVANCES COVERED
Administrative Financial Behavior related
Policy
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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..
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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 !!!