40 Building a High Performance Culture We continue to benchmark and target pay, based on role-based performance. As an outcome of an external benchmarking exercise, over the last year, we have addressed employees’ compensation to match industry standards. Delivery Linked Performance Pay, External Compensation Benchmarking Introduction of DLPP, effective FY 22, for employees level 3 and above, initiating the move towards a performance based culture. Market corrections undertaken for Saimers in line with study findings from external benchmarking by Mercer. Role Based Rewards and Recognition Framework Provide more clarity on career progression and compensation in line with comparable roles in the industry. Career Counselling Cell Counselling cell targeted at ensuring every Saimer progressively reaches their full potential. Type of reward programs offered • Instant Recognition: To recognize instantly A job well Done • Team Recognition (SWAT) : To recognize teams exemplifying spirit of collaboration. • Project/department recognitions: SFTI awards, Project delivery awards, Customer delight awards, etc. Reward and Recognition Programs We launched multiple initiatives across our sites to energize, incentivize and channel the talents of our workforce. We aim to promote a culture of recognition in the organization with specific linkages to our organizational values and therefore engage and retain our talent. Through our R&R programs we also aim to reinforce particular behaviours, practices, or activities that result in better performance and positive business results. Features • Digital Platform • Point Based System • Recognition on the go, available on mobile • Flexi-rewarding % Split by gender of employees who received performance review and career development Percentage of total employees who received performance review and career development % Split by Employee category of employees who received performance review and career development Executive Level (Level 0, A, 1) Mid Management (Level 2&3) Top Management (Level 4,5,6) 46% 47% 7% *The % is calculated on the basis of total employee count at the end of the FY. The cut-off date for inclusion in annual appraisal for a given FY, is 1 Oct of that year. Employees who join after Oct 1st, shall be included in appraisal for next FY. Also, employees who are in notice period at the time of performance review are not included in the appraisal. Male 93% Female 7% * 59%
RkJQdWJsaXNoZXIy MTIwMDc4NQ==