------------------------------------------------------------------------DID YOU KNOW?

Hi-Po or High Potential employees are extraordinary performers identified in SAP Labs who are then
exposed to innovative, experiential learning through sailing, theatre workshops, Neuro-Linguistic
Programming, etc.
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Marico conducts a values survey, designed and deployed internally, periodically to gauge the practice of Marico
values.
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Marriott sends individual appreciation letters to the family of the associate, telling them about the associates
dedication and efforts to their work, and sometimes even sharing specific guest recognition and feedback.
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At METRO, the entire organization has been divided into 4 cross functional teams - Passion, Pace,
Performance & Innovation. Each house maintains its own unique identity and organizes several fun activities.
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Marico Limited uses a system of customized recognition and appreciation called Personalized Appreciation
Tips (PATs) to enable employees to be recognized for their work in the manner they want.
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Eureka Forbes Ltd. has a highly effective way of marshalling knowledge called the Knowledge Management
portal. Tacit knowledge is captured by setting up Mind Stores and Mind Circles in different domain areas of
the business.
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Eureka Forbes Ltd. has set up EuroAble, a customer call center, fully manned by the physically challenged with
a specially customized premises to suit their needs- all on the company's payroll.
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At DHL Express, The Certified International Manager (CIM) Program is a flagship development program for
all managers worldwide. This helps drive their FOCUS Strategy forward; developing a culture of RESPECT
and RESULT.
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At Encore Capital Group, new hires are introduced to the History Wall a specially designed wall that
photographically represents the companys history, evolution of values and their definitions. New joinees also
build using 'Value Blocks'.
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At Equitas, the managing director sends e-mails to all the employees to assess the fairness and transparency of
the Performance Review Process and is open to suggestions and feedback.
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Eureka Forbes Ltd. launched the Jagrut Mumbaikar initiative in collaboration with the Mumbai Police and
Fire Brigade in order to create awareness of the importance of security and caution in the wake of the terror
attacks.
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At Future Retail, STAR - Standard Assessment and Rewards Programme, a joint effort in association with
National Skills Development Corporation, Sector Skills Councils and Government of India offers a unique
proposition of 'earning while learning'.
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At Future Retail, Sa Re Ga Ma is a program which promotes Learning is sharing. Each Sa Re Ga Ma session
gives an opportunity to learn a about a new community each time. The whole function is designed according
to the community theme
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The Godrej Fellows Program is a special one year program that aims to select the brightest young minds under
the age of 30. The fellows are given a platform to express their ideas, as well as resources which they can use
to prototype their ideas and then present them.
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The Godrej India Culture Lab is a fluid experimental space that cross-pollinates ideas and people to explore
what it means to be modern and Indian. The Labs interactions are free and open to all (even general public).
Create diverse and unique experiences for your employees.
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At Apollo Tyres Ltd., unit heads meet and have lunch with meritorious children of their employees in the 10th,
12th, degree and PG programs.
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All employees at DHL are provided with My mum and dad work at DHL-book - a simple story about the
way DHL operates with colorful illustrations and simple words.
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At Apollo Tyres, employees can send their testimony on value adherence and nominate other employees who
adhere to values over the years. The best employees based on stories of their peers are recognized and
appreciated.
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At Apollo Tyres, dinners are organized after reviews. This helps the senior management to meet and informally
interact with employees to capture their feedback.
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Aspire Systems introduces the new entrants after Mergers &Acquisitions by creating an internal website where
existing employees posted welcome messages.
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Bajaj Finance identifies a few company projects as strategic and encourages a cross functional team of
employees to give their best on these projects. The best project team receives a cash reward and certificate.
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ValueLabs uses its Fun-Index to measure how much employees enjoy their jobs, indicated through a
downward or an upward trend.
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Taj, through its Joy At Work - a core value runs initiatives to promote fun and camaraderie. These initiatives
are customized depending on the individual hotel requirements.
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Viacom 18 Media Pvt. Ltd. celebrates important events like a new birth in the family or an employees marriage
by extending best wishes through monetary vouchers.
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At Classic Stripes Private Limited, the creative talents of employees' children are recognized through a drawing
competition and the best one is used on company greeting cards.
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MindTree provides differently abled people wheelchairs and methods to easily access all possible locations.
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Marriott gifts a one night guest experience to their employee on their birthday and his/her family members at
the property where he/she works.
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NTPC uses slogans to instill pride. One of the popular slogans is Powering Indias Growth, and the very
famous We light every third light bulb in the country.
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SCOPE, provides optimum work life balance to its employees, through programs like Work@Home; Smart
Work Smart Reward. Every extra hour of work over the stipulated guideline is penalized, reducing the incentive
earned by the employee.
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American Express provides the option of ''Compressed Work Weeks''. Through this option, they enable
flexibility by reducing work hours for determined periods of time when the employees need it.
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Aviva life insurance has a policy of Mandatory leave wherein employees are required to take a minimum of 15
days leave per annum.
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Qualcomm India Pvt Ltd. uses techniques where a variety of activities and services are dedicated to shaping a
distinctive culture by helping employees achieve balance between their professional and personal lives.
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Hardcastle Restaurants ensures flexibility to employees by enabling logging of attendance from any restaurant,
in times of need.
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Cadbury has a People Care Index which measures the extent of care and excitement within the organization.
Care Champions are nominated across functions to help enhance the People Care Index.
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Ajuba Solutions uses the Svasth program which provides health information on the intranet to maximize
awareness and also have a physicians examination room in each of its offices for employees and families.
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Sasken has a home coming policy wherein employees can rejoin the organization with the same perks, position
and pay they had before they left the organization.
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Tasty Bite has a Credit Co-operative Society, where employees gain membership and contribute a small sum of
money each month to build up a co-operative fund. Employees in need of financial assistance can draw out
loans from this co-operative fund.
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Monsanto promotes ethnic and cultural diversity through its Diversity and Inclusiveness training programme.
A must at Monsanto, employers should follow suit to ensure respect and value for all people.
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In Johnson and Johnson, through its Adopt-A-School project, Johnson-ians interact with trainees from
different schools which helps raise awareness about the trainees condition and creates sensitivity.
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Intelenet provides its visually challenged and differently abled employees a comfortable work life through a
unique customized software and other aids like wheelchairs.
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Cadbury makes shop floors more vibrant through its Food Festivals where employees and their family
members enjoy a variety of cuisines from around the world.
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Kotak Mahindra Bank has a unique performance based incentive program/contest for each business division.
It challenges employees to stretch targets and deliver beyond the ordinary.
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Youve been Tagged' is a weeklong celebration of the five core values of Pitney Bowes. Managers and
employees tag each other with the value that they demonstrate in their job.
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New employees at Habanero Consulting Group Canada are invited to "interview" everyone in their department,
asking them to tell one thing about themselves that others may not know and this is shared with rest of the
organization.
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At Google, new employees introduce themselves in innovative ways, wearing their Noogler caps. Google has a
'Know Your Noogler Wall' where interesting trivia about a Noogler is put up to help everyone get to know
each other.
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Viacom uses a fun way to enliven the journey of their new joiners by mapping their first 90 days on a Game
Board Track. The kit also includes presentations, information about various benefits and development
programs available.
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Phillips Software's values are explained to employees through interactive and participative workshops that
focuses on how these values are not optional but mandatory.
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At Becton Dickinson Canada Inc., each new hire is assigned a 'buddy' and benefit packages are sent out in order
to facilitate a bonding process. New hires also complete an online survey about their work experience thus far.
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FedEx organizes a 2 day Competency Based Recruitment & Selection workshop for their managers and
employees. Each shortlisted candidate spends time with an existing employee to gain a better understanding of
the role.
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FedEx follows a strong 'promotion from within' philosophy ensuring career progression for employees with
necessary skills, knowledge and behavioral competence.
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