Music Broadcast- Radio City

International Leaders and India’s Foremost in Work – Life Benefits, Rewards and Loyalty Solutions

India’s Best Companies for

Rewards and Recognition 2012

Radio City 91.1 FM

Presentation Flow

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RC Rewards and Recognition Philosophy

Transparency and fairness in assessment of Rewards and Recognition

Unique Practices

Practices for Creating a culture of recognition/ appreciation

Measuring effectiveness of the practices

What is unique about your Rewards and Recognition philosophy?

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Recognizing hard work and performance excellence is RC’s Culture

Our Rewards and Recognition schemes are built around our 4 values:

- Thought Leadership and Innovation

- Building best in the class Consumer experience

- Process Driven Culture

- People Orientation

Rewards and Recognition is a formal way of communication to our employees that organization values their effort and contribution

Methods to ensure transparency and fairness in assessment of rewards and recognition

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Big awards like CEO Award and City Ka Sitara Award etc. must have more than 2 nominations – The Functional Head has to present all the nominations with reasons in

front of the panel of judges and then the judges decide the final winner

The nomination form received has reasons why the person is nominated. The data is verified by HR representative before the assessment

The assessment of most of the awards is done by panel of judges who are Cross-functional Executive Council Members i.e Senior Leadership team

The winner is decided by the panel of judges based on criteria and when the announcement

is made, reason for winning is mentioned clearly in the email sent to all employees.

This serves 2 purpose: Learning from the winners and transparency in the system

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Star of the month, Sher of the Month and Special Programming Incentive is linked to the Targets

Eureka and CFT Achievers is competition between various Cross-functional teams and winning project is decided by panel of judges formed by Top

Management team.

Clarity of the Project objective

Execution excellence Benefit to the organisation

Methods to ensure transparency and fairness in assessment of rewards and recognition

Unique Practices

Every year Special projects are announced which is outside the KRA of an individual.

A cross functional team is formed, where the team plans, researches and presents the

business case to the Senior management & CEO

Helps in grooming next level leaders, develop their strategic thinking and also keep them

engaged

Xchange & Xcel is another unique programme to develop employees at all level in different

markets

The objective is to learn and benchmark best practices followed by other RC stations

This is also a model to engage junior and middle level star performers

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CFT Achievers

Xchange and Xcel

Unique Practices

All the Management Trainees and employees who join at the entry level are assigned

Mentors. The Mentors are typically employees with 6-7 years of experience

They are friends, philosophers and guides for the new joinees in the Corporate World. The

mentor guides his/her mentee personally and professionally

Guides the Mentee in the Market Research project and also is a sounding board for the

new joinee

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Mentoring

Unique Practices

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This award is flexible and changes every year with business need

2008-09 when this programme was launched, Monetising Creativity was a big challenge.

To drive the programming and sales department to work on monetisable ideas this

scheme was launched

2009-10 Driving Programming Excellence was the need of the hour.

The contest was build around driving programming excellence.

2012-13 Driving Collaboration between departments is the key challenge.

Contest is build to ensure the same.

Eureka – Driving Excellence

Practices for creating a culture of

recognition/appreciation

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Cheers to Peer

• Employees are encouraged to appreciate their peers effort

Ringaloud

• All the RC employees are encouraged to take pride in their own work and share their success story

Mentor Mentee

• The mentor provides guidance and knowledge to new joinees who are fresh out of college

• An atmosphere of sharing and appreciating others is created through this relationship

On the 10th Anniversary of RC all employees were sent to Dubai for 4 days

leisure trip


80% of the exiting employees felt they are “always or frequently” provided due recognition at work.

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Exit Interview Data

Biswaraj Chowdhury

Strength of the Organization : “Recognition”

Durga Chakraborty

Strength of the Organization: “good work is recognized”

Mukesh - Tech & Infra Pune

“RC is a great organization. I got lots to learn and show my strength. I got well recognised every time.”


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was launched in the year 2009-10. This initiative was planned to build accountability and sense of responsibility amongst the B2 & B3 (middle and junior level). Number of employees achieving more than 100% of their target has moved up year on year. This initiative had a direct impact on the department target achievement. 100% achievers have moved from 10% in 2009 to 23% in 2011

Star of the month

Year No. of stars Average HC % of employees

recognized per month

2011- 2012 880 342 23%

2010 – 2011 800 332 20%

2009 - 2010 244 328 10%


This initiative was launched in the year 2010-11 where improvement of

show rating and station rating was a concern.

The aim was to create partnership with RJs and PDs in making our Radio City

brand the No.1 Radio Channel in the country.

The direct impact can be observed the improvement of the station rating of the

key markets.

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Year Qtr Mumbai

(RAM)

Bangalore

(RAM) Ahmedabad (IRS)

FY 11-12 Q3 Rank 1 Rank 1

FY 11-12 Q2 Rank 1 Rank 1

FY 11-12 Q1 Rank 1 Rank 2 Rank 2




Special Programming Incentive


This initiative was to ensure consistently make and deliver good programming

content.

RC won 8 IRF Award 2010-11 as against 2 awards in the year 2009-10.

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~ Best Programme Broadcast After 11 am in Hindi - Babber Sher Ki Mehfil

~ Best Radio Programme in Gujarati - Total Timepass with RJ Nishant

~ Best Radio Programme (Non Metro Stations) in Hindi - RJ Fahad

~ RJ of the Year in Hindi - RJ Nishant

~ RJ of the Year in Kannada - Love Guru

~ Best Radio Programme (In House) in Gujarati - Non Resident Gujarati Promo

~ Best Radio Station Imaging Innovation in Hindi - Musical - E - Azam

~ Best Media Innovation in Hindi - Microsoft Hatela Hacker

Eureka – Driving Excellence


There is significant drop in attrition percentage across all levels

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Level

%age Annualised

Attrition

%age Annualised

Attrition

FY 2011-12 FY 2010-11

B1 0% 13%

B2 18% 25%

B3 20% 22%

Total 18% 23%

Attrition

Drop in the attrition percentage from 23% LY to 18% 2011-12

Thank You!

Music Broadcast- Radio City

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