e-nxt financials limited induction programme january 2012 e-nxt family welcome to

e-Nxt Financials Limited

Induction ProgrammeJanuary 2012

e-Nxt FamilyWelcome to


Attain Leadership through business excellence in the sectors we operate in, while upholding our values and integrity, to improve the quality of life of the communities we serve.

Group Purpose

The TATA Group


Visionaries

“In a free enterprise, the community is notjust another stakeholder in the business but

in fact the very purpose of its existence”Jamsetji Tata,

Founder – Tata Group(1839 – 1904)

“The Cycle is Complete; what came fromthe People has gone back to the People,

many times over.”Jehangir Ratanji Dadabhoy Tata

(1904-1993)


TATA Group Snapshot

India’s

Diverse businesses in

Operations in

Products and Services

Largest Private Sector Employer

Group Revenue (FY 2009)

Largest Business Group

7 Sectors

Over 80 countries

Exported to 85 countries

Almost 350,000 employees

Approx. Rs 325,334 crores (USD 70.8bn)


- Tata Motors- Voltas- Telco

Engineering

- Tata Steel - Tata Advanced Materials

Materials

- Indian Hotels - Tata Capital- Tata AIG - Tata Quality Managements Services- Tata Strategic Management Group

Services

- Tata Chemicals - Rallis India

Chemicals

- TCS - Tata Interactive - Tata Sky- Tata Teleservices- Tata Telecommunications

Information Systems & Communications

- Infiniti Retail - Tata Tea- Tata McGraw Hill- Trent - Titan Industries

Consumer Products

- Tata Power - Tata Petrodyne- Tata BP Solar India

Energy

Seven Key Business Sectors


Pioneering a Nation’s Future

Largest employers

India’s first luxury hotel

India’s first iron and steel plant

Birth of India’s Aviation sector

India’s first indigenously designed car

World’s smallest and cheapest car

Recent global acquisitions

350,000 employees

Taj Mahal Palace and Towers

TATA Steel

TATA Airlines

Indica

NANO

Corus Jaguar and Land Rover


Titans of the Group

It 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 company

Titan Industries is a manufacturing company that produces India's largest and best-known range of personal accessories – watches, jewellery, sunglasses and prescription eye wear.

It is India’s largest power utility with installed power generation capacity of 2,300 MW

Its one of world’s largest provider of IT and BPO Services

The company is world’s second largest producer of tea


Values that Define Us


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


Foreword

The 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.

Tata Code of Conduct (TCoC)

Ratan N. Tata


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.

e-Nxt Financials Limited 12

About us

Stakeholders of e-Nxt Financials

Tata Sons (50%)

Tata Capital (40%)

Original promoters (10%)

e-Nxt Financials Limited (e-Nxt), an Enterprise Solutions Company, provides end-to-end services to domestic and international clients for back - office as well as front office activities.We believe in partnering with our clients in providing innovative solutions to meet their business needs.

Our staff strength of more than 4,500 employees spread across 180 locations in India gives us an unmatched footprint across the country which is leveraged for client facing activities with back-office support being provided by our processing centers in Mumbai (Deonar) & Thane.

IntegrityUnderstandingExcellenceUnity and Responsibility

Being part of the TATA Group, our actions are governed by the following values of the Tata Family :


Lines of Business of e-Nxt


We 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.

Quality Policy


Organisational Chart


HR Org Chart


Documents required along with Joining Kit to complete joining formalities:

On boarding


Leave Policy Synopsis Type of Leave Casual Leave Sick Leave Privilege Leave Marriage Leave Maternity Leave

Eligibility All employees All employees

All employees on completing probation period, However will accrue from the date of joining

Marriage Leave may be availed by an employee for self marriage

Female employees who are not covered under ESI will be eligible

Days entitled

6 days on prorata basis from the date of joining in calendar year

4 days in a calendar year from the date of joining

15 days on confirmation at prorated basis. Employee is entitled to 1.25 days of leave for a month.

Maximum of 7 days once in his/her employment with the Company. May be combined with Privilege Leave.

12 weeks of Maternity Leave with Salary for delivery. (90 days - 6 weeks prior and 6 weeks post delivery)

AccumulationBalance at the end of the calendar year will Lapse. No encashment

Balance Carried forward maximum upto 15 days after which it will lapse. No encashment.

Maximum of 30 days accumulation. Only 10 days can be carried forward. 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 Accumulation

Rules

Can avail Maximum of 2 days & min 1 day. All intervening holidays and weekly offs are included in Casual Leave. Cannot be combined with any other leave.

All intervening holidays and weekly offs are included. Sick Leave cannot be combined with any other type of leave, but it may be succeeded (not preceded) by a Privilege Leave in case the person is not able to recover during the course of the sick leave.

It is inclusive of weekends & all holidays. Privilege Leave can be preceded or succeeded by a holiday/ weekly off. To be taken for a minimum of 3 days at a stretch. Has to be sanctioned 1 week in advance.

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.

Employee has to have worked for a period of not less than 6 months, in the twelve months immediately proceeding the date of expected delivery. Leave of 2 weeks can be availed in case of a miscarriage. Medical Certificate needs to be submitted.


Online Attendance System

• Attendance can be marked online at:– Intranet: http://192.168.15.39/intranet/index.asp– Internet: http://203.201.252.149/intranet/index.asp

• Attendance cycle is from 21st of the previous month till 20th of Current working month, (e.g., 21-Sep-2010 till 20-Oct-2010).

• First time users of Online Attendance System (OAS) should mark their attendance starting from Date of Joining (DOJ) before 20th of the month.

• On any given day, please mark the attendance as soon you enter the office premises.

• All leave [SL, CL, PL, ML, CO, LOP] needs to be approved by your reporting manager through the Online Attendance System, before 20th of the month.

• Note that an absent in the record will lead to Salary Hold. – If a candidate is on probation, and CL and SL are consumed, mark it as LOP

with the approval of reporting manager.


Leave Application

Step One: Log in to your ‘Attendance System’.

Step Two: Go to ‘Register Leave Request’• Enter the dates from when you want the leaves, simultaneously enter if it is a full day or half day leave;• Select the ‘Type of leave’ you want;• Enter the reason for taking leave(s);• Click on ‘Make Leave Request’ to register your leave for approval.

Absenteeism -• 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.


When?On completion of 6 months probation (180 days) from the Date of joining.

How?The Reporting Superior gets appraisal notification in the attendance module.

If reporting supervisor appraises and confirms:HR will issue confirmation letter

If he/she disapproves:The confirmation period gets extended for 3 months .Post 3 months the appraisal notification comes again to the superior.

How long is the extension period?3 months

How many times can an employee’s probation be extended?Only once

Will there be any salary increments on Confirmation?NO

Confirmation


Performance Management System (PMS)ObjectiveThe purpose of PMS is to integrate the process of objective setting, assessment and evaluation that will support growth of – employee, department & organization as a whole. The objective of this policy is:To align individual objectives to that of the organizations.To ensure an objective evaluation of an employee’s performance.To assess the organization capability to deliver on the set objectivesTo identify gaps in performance and take necessary actions to ensure the achievement of organizational and individual goals.EligibilityEmployees who have joined on or before 31st December will be a part of the appraisal process.Appraisal CycleMid-year Appraisal cycle(October), no performance ratings given, only revaluation.Yearly - following Financial yearMethodologyBell curve method (6 Point Rating Scale: A, B+, B, C+, C, D)OutcomeCareer planning process.Determining the Compensation, Rewards & Recognition.Create a culture of meritocracy.


Employee Reporting Supervisor Reviewer Corporate HR

Start the AppraisalProcess

Discuss and Lock - KRA& KBQ, also, weight thesame in percentage.*

Fill the online form foractual performance

mapped against each KRA/KBQ

(Appraisee's Reflections)

Plot KRA and KBQ

Initiate a discussion andscore his KRA and KBQ'saccordingly. Discuss TNI ,process of achieving goals

along with strength and areasof improvement.

Additional/ 2nd appraiserto provide his/ her

comments on Appraisee(Where applicable)

Input the data and Rate theAppraisee

(Rating is not shared)

Study KRAs, Selfappraisal and appraisal

conducted. Study inputsfrom Additional

Appraiser.

Reviewer to then provideFinal inputs on:1. Overall KRA & KBQrating.2. Recommendation onpromotion.

Collate Data andgenerate Appraisal

letter

End of AppraisalProcess

PMS – Process Flow


Internal Job Posting

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.

Applying for an IJPA candidate can apply for IJP by attaching their resume through email.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. The HR SPOC verifies the lock-in period with the applicant's regional HR.An application received after the due date will not be accepted under any circumstances.


Internal Job Posting

Interview ProcessInterview will be conducted by the following panel:

The feedback will be communicated, within 5 days to all candidates who have been through the interview process, by the HR IJP SPOC.An employee, once selected through an IJP must immediately be issued a Letter of Appointment/Transfer to the new position by the Corporate HR. After the acceptance, the applicant cannot deny moving to the new position and will not be assessed for any other position even if eligible.

Designations Interview Panel

Executive to Asst. Manager RHR and Operation Manager

Manager RHR or AVP and Sr. Operation Manager

Sr. Manager and Above HR Head/ AVP and Business Head


Payroll

Payroll Link : https://pay.paysquare.com/login.aspxBank Accounts- HDFC/ICICI

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Star Awards – R&R Programme

Objective• Create a recognition platform across the verticals and

geographies.• To provide guidelines to recognize specific, unique,

value added and critical performance incidents within or beyond expected & predefined performance objectives.

• To reward these performances through monetary or non-monetary terms indicating organisational recognition and appreciation towards the employees.

• Create a sustainable and practical R&R.

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Star Awards – R&R Programme


Mobile policy

Handset & Reimbursements: Employee to procure the handset AVP and Above need to procure a PDA(Blackberry Services) If billing exceeds ceiling, the same will be recovered from salary.

Coverage 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 reimbursement

Guidelines: 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.

Level Max Reimbursement For Handset

Max Reimbursement For Call Charges

Executives Rs. 1,500 Rs. 500

Team Leaders to Asst. Managers Rs. 3,000 Rs. 750

Managers Rs. 5,000 Rs. 1,000 Sr. Managers Rs. 10,000 Rs. 1,500


Travel Policy

Reservation (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.

Particulars Tier 1 Tier 2 Tier 3

Entitlement for Hotel*

Actuals uptoRs. 3,000/-


Actuals upto 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/-Rs. 600/-

Rs. 300/-

Team Leaders and Asst. ManagersExecutives and Sr. Executives


Entitlement for Hotel*Actuals uptoRs. 1,500/-

Actuals uptoRs. 1100/-

Actuals upto Rs. 600/-


Rs. 350/- Rs. 300/- Rs. 250/-

Travel Allowance - No bills required(Employee makes arrangement for lodging and boarding)

Rs. 375/- Rs. 300/- Rs. 150/-

Collections - x-Bucket and 1-4 Bucket, SAM (LPO), Sales & MarketingCollections - x-Bucket and 1-4 Bucket, SAM (LPO), Sales & Marketing


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 month

Approver Executive (CRE/ LRE) Team Leader State HeadRegional Manager Up to 3,000 Up to 3,500 Up to 4,000

Approval Matrix – Sales and MarketingApproval Matrix – Sales and MarketingPosition Travel Conveyance

Regional Sales Manager Rs. 30,000/- Rs. 5,000/-

State Head Rs. 6,500/- Rs. 3,500/-

Team Leader Rs. 3,000/- Rs. 3,000/-

Business Development Manager

- Rs. 2,000/-

Level ApproverRegional Sales Manager Head-Sales and Marketing

State Head Regional Sales Manager

Team Leader, Business Development Manager

State Head

Local conveyance and Travel expense limits (pm)Local conveyance and Travel expense limits (pm)

Personal vehicle for official TravelPersonal vehicle for official Travel

Four Wheeler: Rs. 9 per km.(Car capacity of 1.6 L and above, entitlement will be Rs. 12 per km).Two Wheeler: Rs. 1.75 per km.

Travel Policy


Corporate, Support Functions, PDC, CPA, FAO, HRSS, Voice SupportCorporate, Support Functions, PDC, CPA, FAO, HRSS, Voice Support

Reservation (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.

Travel Policy







Rs. 350/-Rs. 300/-

Rs. 250/-

Travel Allowance - No bills required(Employee makes arrangement for lodging and boarding)

Rs. 375/-Rs. 300/-

Rs. 150/-





Actuals upto Rs. 1,250/-


Rs. 600/- Rs. 450/- Rs. 300/-


Rs. 750/- Rs. 600/- Rs. 300/-

Executives and Sr. Executives Team Leaders and Asst. Managers

Tour Expenses – Ceiling Per day


Personal vehicle for official TravelPersonal vehicle for official Travel

Four Wheeler: Rs. 9 per km.(Car capacity of 1.6 L and above, entitlement will be Rs. 12 per km).Two Wheeler: Rs. 1.75 per km.


Entitlement for Hotel*Actuals up toRs. 6,000/-

Actuals up to Rs. 4,500/-

Actuals up toRs. 2,500/-






Rs. 1,500/- Rs. 1,125/- Rs. 625/-

Manager to Sr Manager

Corporate, Support Functions, PDC, CPA, FAO, HRSS, Voice SupportCorporate, Support Functions, PDC, CPA, FAO, HRSS, Voice Support

Travel Policy


Team Bonding

Team 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.


Snapshot – e-Nxt day celebrationOur first Annual day was held on 15th December 2011.

35

e-Nxt Financials Limited 36

Intranet - eXpress

Express is a platform and forum where all employees @e-nxt 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: http://192.168.15.75/IntranetTwo/Internet: http://203.201.252.134/intranettwo/


Contact List

For 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 - +91-22-67627400

Contact Region/ Department Email Id Contact Number Contact Region/ Department Email Id Contact Number

Delphine Fernandes Corporate Recruitments Delphine.fernandes@e-

nxt.com 02267627407 Ask HR Queries Related to HR [email protected]

Pavitra Shetty Maharashtra, Goa & FAO [email protected] 02267627410 Bank Account Yogesh Salvi [email protected] 02267627536

Padmaja Navale CPA and Branch Ops- West

[email protected] 022 67627417

Attendance,Business Card, Email and

Domain generation Rinkel Serrao [email protected] 02267627536

Neetu Bhardwaj North [email protected] 9250002804 Conveyance/ Travel Madhuri Naik/ Sonal

Bhaskar

[email protected] ,

[email protected]

022-67627440/ 7433

Prachi Vanmali Gujarat, [email protected] 022 67627408 Confirmation Letter Subhash Kharat [email protected] 02267627522

Shraddha Palav MP, Chhattisgarh [email protected] 02267627438 Full and Final

Settlement Swati Tawde [email protected] 022-67627414

Mustafa Laskar Assam, North East, Orissa Mustafa.laskar@e-nxt 0361-2735275 –

76 ID-Card Nitin More [email protected] 02267627409

Pritha Raha West Bengal ,Bihar [email protected] 033-64511745 Internal Ethics Audit Team Mr. S V Deodhar [email protected]

Sangeetha Srimani Jharkhand sangeeta.srimani@e-

nxt.com 033-64511745 IT Helpdesk Central Team at Hyderabad [email protected]

Varaprasad Dasari Karnataka, Kerala varaprasad.dasari@e-

nxt.com 080-65393031 Medi-Claim/ Insurance Ms. Geeta intimationmumbai@medi

assistindia.com 9321988258

Ashok G Andhra Pradesh,Tamil Nadu [email protected] 9246332177 Mobile

Reimbursements Venkatesh Kounder [email protected] 02267627400/1

Carlos Murzello CPC [email protected] 2267627471

PF & ESIC (Creation, Transfer,

Withdrawal) Geeta / Shobha [email protected] 022-67627457/

7406

Prasad Pingulkar Voice Support and PDC [email protected] 02261317835 Salary slips/ Salary

issues Payroll team [email protected] 02267627444/6


Thank You!

e-nxt financials limited induction programme january 2012 e-nxt family welcome to

Documents

tata group slide

ratan tata

founder tata group

existence jamsetji tata

enxt financials limited

jehangir ratanji dadabhoy

largest business group

largest steel company