Recruitment
At RPG, recruitment is a robust process at
- Entry Level
- Lateral Level
Employee Referrals
This unique concept encourages employees to recommend professionals, through their
personal network, for recruitment within the organisation. Not only do employees
feel involved in the selection process, but should the person recommended by them get selected, they stand to gain a handsome reward for their effort!
Compensation & Benefits
Compensation
We have a high-performance culture which empowers employees to deliver their best,
and we ensure that star performers are awarded.
At RPG we understand that benefits to employees enhance their work experience and
enrich their lives. Thus, RPG believes in extending the following staff benefits:
The various companies within RPG operate on high variable pay parameters, taking
into account the principle that high performance has to be rewarded accordingly.
Typically, the compensation structure has the following heads: Basic, Management
Allowance, CAP, Retirals, other benefits.
Keeping personal requirements in mind, our Customised Allowance Pool (CAP) affords
employees the flexibility of allocating their total allowance as per individual
preferences in line with the tax laws.
CAP includes LTA, HRA, Medical Reimbursement, Reimbursement of petrol & car maintenance
and any other allowances
To ensure fair wage practices RPG continually strives to be a competitive pay master
and participates in the yearly compensation surveys conducted by a global consulting
firm.
Benefits
At RPG we understand that benefits to employees enhance their work experience and
enrich their lives. Thus, RPG believes in extending the following staff benefits:
- Flexible Salary Structure
- Hospitalisation Insurance
- Term Life Insurance
- Partial Flexibility of Work
- Recreation – Library, Yoga, Dance classes etc.
- Guest Houses
- Club Membership
- Car Policy
Performance Management System
To assist an employee in charting a dynamic career course through the organisation,
RPG has put into place a Performance Appraisal Rating, consisting of two major dimensions:
Key Responsibility Areas(KRAs) and Competencies.
A Balanced Business Score Card lists the KRAs, which are in 4 areas – Financial,
Customer, Innovation and Process. These KRAs are then given weightage based on multiple
criteria decided jointly by the employee and his or her superior.
Technology has been leveraged to automate the PMS process that has helped make it
transparent and user friendly.
The career aspirations of individuals are recorded followed by career recommendation
with a time frame. The appraisal form also clearly draws out the concerns, issues
and suggestions that the incumbent might have, to facilitate his or her growth.
Succession Planning & Career Planning
Leadership is not necessarily inherent but can be inculcated. At RPG, considerable
effort goes into leadership development. Immense efforts are made towards the overall
development of employees.
Organisation Management Review (OMR)
Bringing fresh talent into the upper echelons of the Group is a challenging exercise.
The OMR Process ensures that RPG has the organizational capabilities it needs to
meet all goals and objectives. Based on the Business Objectives and Strategies,
two annual meetings are held to identify critical talent. An adequate career and
succession plan is drawn up for these employees, who are encouraged to grow to their
full potential.
Development Centres(DC)
Measuring an employee’s abilities against desired competencies is an important part
of internal assessment at RPG. DCs are typically held over three days. A series
of exercises, case discussions, simulations and personality tests are conducted.
These help measure existing ability against desired competency, and show the areas
where individuals measure up and where they may need to focus for further career
realisation.
The objective of the DCs is:
- To provide career growth graphs to people based on objective assessment
- To establish a leadership pipeline by spotting budding talents early in their careers
and then fast tracking them to senior leadership positions
- To ensure that increasingly more vacancies are filled from within the Group
The assessors are all internal and trained by globally renowned SHL.
Young Executive Board
The future lies with the youth and at RPG, at some of the group companies a Young
Executive Board, comprising of high performing young individuals, below the age
of 40, are informally integrated into the management.
The companies top management gives them the freedom to access any information and
debate with the CEO directly. They also observe the Chairman’s Business Review Board
Meetings. This makes bright young employees feel part of the strategic decision
making process.
Awards & Recognition
Accolades are the fuel of achievement. In order to encourage excellence at every
level within the Group RPG has several awards ceremonies in place.
Top Gear Performance Awards:
All employees in the managerial cadre are eligible for nomination, and winners receive
a holiday package for two to a South East Asian destination.
Group Chairman’s Outstanding Achiever Award:
All employees in the General Manager cadre, and above, are eligible for nomination.
Winners receive a holiday package for two to London, or an equivalent destination.
