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Importance of Reward and Recognition Programme incorporate

Employee good work attracts not only job appreciation but something more than that. This something in corporate can be named as Reward. As per the latest trend employer appreciate good work done by employees in a special way. The ways of sharing their appreciation however differ. In order to have a systematic approach towards the appreciation of rewards, there is a need for reward and recognition policy.

Reward & recognition policy

Employees besides wanting a good salary, friendly environment, growth opportunity also want to be appreciated for the outstanding work performed by them. Reward and recognition play a major role in attracting and retaining talent within the organization. It not only acts as a morale booster but also promotes 3 P's i.e. Productivity, positivity, and promotion. Such kind of programme builds up motivation in the workplace. However, an effective reward and recognition programme cannot work in isolation. It needs to have collaboration from employee managers and senior management. The role each one of them plays in making reward and recognition a success is explained below.

Senior Management

Managers

Employees

Ensures implementation of policy.
Ensure efficiency in rewarding outstanding work.
Transparency.

Transparency in all process related to Reward and recognition.
Recognition of outstanding work.
Creation of positive recognition program.

Working for best productivity outcome.
To foster channel of open communication.
Generate positivity towards recognition programmer.

Recognition can be given by a large number of ways. Praising is inexpensive. A good reward and recognition programme should be.

Significant: Rewards must be based on values, goals, and priority.

Flexible: Reward programme must be flexible. It must be as per the demand of time and place.

Personal touch: Whatever is the kind of reward formal or informal, it is necessary to have a personal touch.

Timely: An employee should be rewarded on time else credibility is eroded with the passage of time.

Genuine: The appreciation must be genuine.

Disclaimer: The content prepared has been created with the greatest care. These policies have been prepared for the sample. However, for accuracy and completeness, hrhelpboard.com cannot guarantee. The user is therefore requested to professionally check or to have professionally checked the suitability of all content for its use.

Sample Policy For Reward and Recognition at Workplace

A quick Guide ,Templates for Example

Index

Aim
Purpose
Scope
Definitions
Component of reward structure
Steps for development of effective reward structure
Why reward employees
Parameters for reward programme
Most important steps for reward and recognition
Key responsibilities
Reward and incentive
Nominations
Selection
Effectiveness of policy
Review of policy.

Aim: The major aim of reward and recognition policy is to attract and retain the best talent. In order to attract and retain it becomes important to recognize the efforts put in by the employee in terms of performance, attitude, and achievements.

Purpose: The purpose of the rewarding performance is to build up an organizational culture where good work done by employees is valued and their tremendous efforts are recognized.

Scope: This policy is applicable to all the regular employees of the company.

Definitions:

Reward: Cash or noncash award given for outstanding performance by the employee.

Reward and recognition: Reward programme developed and communicated by the HR department.

An Important component of a reward programme

Behaviour to be recognized must be linked with organizational mission.
All staff members, managers, senior management must be trained well for the implementation of an effective reward programme.
The programme must be communicated well at all levels.
Analysis and evaluation of programme effectiveness.

Steps for the development of an effective reward programme:

In order to give motivation to employees in the workplace, an effective programme should be designed.

1. Target the audience: One reward programme cannot fit everywhere. It must be designed keeping in mind the audience. Every employee is different what motivates one in the workplace might not motivate the other. Though the reward programme can be customized individually, however the following need to be considered before designing an effective reward and recognition policy.

a) What are the different types of jobs done by employees?

b) The Total number of employees in the organization.

c) What motivates them individually?

d) What type of recognition is being provided by the company?

e) Does appreciation of employee’s matters for them?

f) How reward and recognition programme is communicated to employees.

2. Choose the Target:

a) In designing an effective reward programme choose your target carefully. Have a look at the type of behaviour which one wants to improve through the reward and recognition policy. The behaviour, however, should be measurable for instance decrease in cost.

b) Consider the various types of challenges being faced by your employee. How rewarding their work motivates them to do better work.

c) Be reasonable while setting the goals for employees. Too many goals do not produce any fruitful result.

d) Are the goals practically achievable?

The following type of performance can be rewarded:

1. Safety achievement

2. Long-term employment

3. Exemplary attendance

4. Productivity

5. Innovation

6. Excellent customer service

7. Outstanding performance

8. Positive attitude

9. High level of skills

10. Team player

11. Initiative to get the job done.

Carefully design what type of performance you want to reward. Once decided to communicate your programme to your employees.

3. Know your budget :

In case reward and recognition programme is very fancy you might not be able to run it for a long time. So before communicating your reward programme to your employees define your budget. Following should be considered in designing your budget:

a) What kind of advertisement /Promotion you plan for reward programme.

b) How many recipients for your reward and recognition programme.

c) What is going to be the cost of the reward programme?

d) Is it going to be formal or informal reward programme?

e) What is going to be the cost of administration?

f) The cost of training managers and supervisors.

4. Determining the criterion:

a) The criteria must be chosen with due consideration.

b) The timeframe in which the target to be achieved must be communicated to employees.

c) The criterion chosen for employees must be viewed as fair and quantifiable.

5. Choose the type of award:

Choose the type of award you want to give your employees. The Success of the programme depends majorly on how you want to reward performance. Choosing the type of reward is an important step.

6. Communicate how your company is rewarding employees?

The communication must be from the top to the bottom of the organizational structure.

7. Evaluate the programme: In order to know the effectiveness of the programme. Try to understand

a) The employee’s reaction towards the reward and recognition programme.

b) How well is the programme understood?

c) How has the behaviour changed

d) Overall effectiveness of reward programme.

Why reward Employees?

The reasons to reward employees can be explained as follows:

1. Boost employee morale: Appreciation of staff boost up employee morale. They tend to work with better efforts and sincerity.

2. Increase in productivity: Rewarded employees are dedicated to working with utmost efficiency thus result in increased productivity.

3. More engaged employees: Employee engagement increases when their efforts are recognized.

4. Reduces wastage: This is another advantage of the reward programme that it results in the reduction of wastage.

5. Better retention: Recognizing and rewarding employee performances attract and retain quality talent.

6. Greater employee satisfaction: When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work.

7. Reduce stress: Good reward programme Increases positivity in the environment and can also be called one of the stress busters.

8. Higher Loyalty: Employee loyalty towards an organization increases if the good work done by employees is appreciated and rewarded.

9. Better Teamwork: Boosting up employee morale by rewarding their performance increases employees spirit to work together in a team.

10.Lesser absenteeism: Good reward programme reduces absenteeism.

Parameters for reward programmed:

The various parameters to be taken into consideration for rewarding performance are as follows:

1. Level of job performance ability of an individual thereby rewarding performance of an individual.

2. Extraordinary efforts put in by an employee in a given task.

3. The Longer stay in service of the company.

4. The Individual with special skills is recognized and rewarded.

5. The Employee who has done a job well despite being complex such employees are appreciated and awarded.

6. Exhibition of skills that helps in getting work done more effectively.

7. Exhibition of leadership skills is another way to reward employees. Leadership skills used in getting the complex job done demand rewards.

8. Contribution to process improvement.

9. Doing service above the normal routine.

10. One time outstanding effort which helped the company as a whole.

11. Initiative to work on special projects.

12. Initiative in wastage reduction.

13. Helping colleagues even after fulfilling one’s own duty.

14. Higher quality works consistently.

15. Exceptional dependability.

16. Any extraordinary work is done which has increased the image of the department.

17. Exhibition of team spirit.

18. Exceptional work was done by the team as a whole.

19. The Exceptional contribution of the entire team to get the work done.

20. Outstanding work by going an extra mile.

21. Innovation in work done in routine.

22. Excellent response to customer care.

23. Perfect attendance.

24. High level of extraordinary work is rewarded.

25. Education, training, and development.

Most important steps for reward and recognition:

1. Make all regular employee of the organization eligible under the reward and recognition programme.

2. Clearly choose the parameters with specific information that will be rewarded and recognized.

3. Knowing the parameters clearly will let the employee do work with more effectiveness and sincerity.

4. Meeting the reward criterion is a tough task and the employer must consider all factors that affect the performance of the employee. However, all the employees cannot be shortlisted for reward in such case random picks and choose to be done.

5. The recognition must occur as close to the performance of actions as possible so that the behaviour that attract reward is reinforced. Such behaviour brings in Motivation in the workplace.

6. The criterion for choosing employees should have a mix of Peers, immediate managers, HOD, and director said.

7. The communication of effective reward and recognition policy plays a very important role. It must be communicated well to the employees.

8. There must be an alignment of organizational culture with the reward programme.

9. Recognition is most effective when it takes place regularly.

10. The immediate managers are requested to be aware of their responsibility to provide effective feedback to employees and they must also give positive reinforcement t the employees.

11. The immediate manager must have clarity on the ways to reward employees. They should know how and when to reward employees?

12. Managers must be able to motivate and inspire their employees.

13. The art of communicating or communication expectations and goals must be known to the managers.

14. Clarity on explanation regarding how the programme works and how the employee can receive recognition.

15. Clear communication to employees with an understanding of how they impact organization goals, mission, and success.

Key Responsibilities

Employees

To exhibit the values of the organization in their day to day work.

Meetings targets assigned to them.

Managers

Proper and fair treatment for all team members.

Efficiently recognizing team and individual employee efforts.

Monitoring employees performance

HR Department

To ensure the policy is followed in a fair and equitable manner

Monitoring of effectiveness and cost of the policy

Communication of policy

Coordination for nominees assessment

Supporting values and embedding them in everyday’s life.

Senior Management

Effective implementation of policy

Rewards and incentives:

Rewards and incentives are beneficial both for the employee as well as the employer. When employees are recognized for their best performance and productivity employees have increased morale, job satisfaction and increased involvement in the organization. With the help of workplace rewards and incentives, both employer and employee enjoy a productive and positive work environment.

What does incentive mean?

a) Incentive means something which encourages a person to do something.

b) the Incentive is a performance linked reward to improve motivation and productivity of the employee.

c) Incentive includes the extra pay for exceptionally good rewarding work in addition to regular wages of the job.

Types of Incentive:

The types of incentive include the monetary incentive and Non- monetary incentive.

Monetary Incentive: Monetary incentive means a kind of incentive that pays for good performance of employee through Money. Monetary incentive includes Merit Pay, profit sharing plan, Pay and allowance, commission, stock option, bonus, suggestion plan and perks, fringe benefits and perquisites.

• Non-Monetary Incentive: Non-monetary incentive is given to an employee for best performance through perks and opportunities. These are valuable to the employee as they result in the increased morale of the employee as they get to learn new skills and can pursue the advance opportunity. It is not necessary that only money is the motivator, when the Non-monetary incentive is rewarded to the employee it results in satisfaction of self-actualization and self-esteem needs.

Rewarding work is always a strong motivator.

Non-monetary incentives include 2 types of rewards

Formal and Informal rewards

• Formal rewards: Formal rewards are being used for rewarding employee performance within set defined guidelines. There are various ways to recognize employees work in formal ways. For example Career advancement, job enrichment, employees participation, diamond star, Year of service award, peer to peer recognition, Celebration chart, Formal letter of appreciation, team trophy, one dedicated corner in company's newsletter etc. Formal rewards are an alternative to the spontaneous rewards which are given on an immediate basis, formal rewards are more planned as compared to non-formal rewards.

• In Formal Rewards:This is the most effective means of rewarding and recognizing the efforts of employees on an immediate basis. It is generally given in the form of Personal or verbal thank you, an email or personal note to the individual, sharing achievement in team meetings, a day off for a job

• well done, Give an employee more autonomy, Offer flexible work schedules or work options, Giving employees with a computer upgrade, mentor other colleagues etc.

Types of Monetary incentive/Reward	The Process to be followed	Parameter basis which reward is given	Approval	No. of rewards
Merit Pay	It depends upon the job assigned. Higher the performances better the reward.	Rewarding performance of an employee	HOD, Director, Finance, and HR.	5
Profit sharing Plan	Company offer share in the profits to the employee as a common incentive for giving motivation in the workplace.	High level of extraordinary work is rewarded.	HOD, Director, Finance, and HR.	2
Pay and allowance	Pay hike and allowance are linked with the performance of the employee.	Extraordinary efforts put in by an employee in a given task.	HOD, Director, Finance, and HR.	Depends on the individual to individual
Commission	The Commission is offered to employees generally working under the sales dept. More order means more commission.	The Individual with special skills is recognized and rewarded.	HOD, Director, finance, and HR.	Top 5 performers in the sales department
Stock option	Many companies that offer a share in management or participation in management along with the share in profit as an incentive to get efficient working from the employees.	Exhibition of leadership skill is another way to reward employees. Leadership skills used in getting the complex job done demands reward.	Management decision in consultation with Director finance and HR.	Depends on the company to company setup. However, the number cannot exceed 10% of total employee strength
Bonus	When an employee reaches the target or exceed the target then they are paid the extra amount, this extra amount is known as the bonus.	Extraordinary efforts put in by an employee in a given task.	Management discretion	Depends upon the employee strength
Suggestion Plan	This is another type of incentive in which an employee is rewarded if any suggestion given by employee gives gains to an organization.	One time outstanding idea which helped the company as a whole.	Director, HOD, HR.	1
Extra benefits like medical facility, free education, housing facility.	These are related to the performance of an employee	The Employee has done a job well despite being complex; such employees are appreciated and awarded.	Director, HOD, Finance, and HR.	5

Informal Rewards:

Type of reward	Process	Approval	No of rewards	Parameter is chosen
Personal or Verbal thank you	The immediate manager say a thank you or send a thank you card	No Approval	No Limit but should be done only for extraordinary work.	Work was done above normal duty
An email or personal note to an individual	Sends an email appreciating employee work with a cc to the whole team	No approval	Same as above	The Outstanding effort which benefited department as a whole
Sharing achievement in team meetings	Achievement shared in Team meeting generally shared by the department head.	No approval	Same as above	Higher quality work consistently
A day off for a job well done	Extraordinary work done by the employee, a day off given to the employee	HOD approval	Same as above	Any extraordinary work is done which has increased the image of the department
Flexible work schedule	Flexible work timings are given to the employee for a period of one month.	HOD approval	Same as above	Exceptional contribution in getting the work done

Formal Recognition:

Level	Types of Reward	Norms to be followed	Approval	Duration	No. of rewards	Parameter basis which reward is given
Pan India	Career advancement	Manager motivates employees to give their best performance so they can be promoted to the next level.	Immediate manager and HOD	Yearly	Manager need to confirm names of employees for promotion however it can be given only to a few employees depending on extraordinary work	Doing service above the normal routine with good performance track
Pan India	Job enrichment	Challenging assignment given	Immediate manager, HOD, and director	Yearly	Only too few ones	Doing work more than own duty
Pan India	Employee Participation in decision making	Having a say in decision making encourage employees to work more sincerely	Management and director decision	Yearly	Very rare, only to one or two employee	only to exceptional extraordinary talented employee
Pan India	Diamond star	Employee recognition by giving mementos	Immediate manager, HOD, and director	Yearly	The Employee who has done the job well despite being complex	5
Pan India	Year of service award	Award is given when an employee completes the certain number of years in service	HOD and director	Yearly	Long service stay	As per demand
Branch level	Peer to peer recognition	Award is given to the employee by an employee	Immediate manager and HOD	Yearly	Helping others even after fulfilling one's own duty	As per demand
Branch level	Celebration chart	Post it pasted, extraordinary work recognized by writing notes on celebration chart	Immediate manager and HOD	Monthly	Extraordinary work performed by an employee/team	As and when required
Branch level	Framed letter of appreciation	The Formal letter of recognition, duly signed by senior mgmt.	HOD and senior management	As and when required	Higher quality work consistently	As and when required
Pan India	Team Trophy	The Trophy is given to a team	HOD, Director	In a yearly event	Exceptional work by the team	5
Branch level	The dedicated corner in company's newsletter	Monthly space in the wall of fame	Immediate manager, HOD	Monthly chosen for each branch	Outstanding performance by an employee	1
Branch level	Team training	Special training session organized for the team	Immediate manager, HOD, Director	Yearly event	The Initiative was taken by the team to work on special projects	5
Branch Level	Team lunch with CEO	The Team has overachieved targets assigned to it	HOD/CEO	Yearly	Overachievement of target	Best 3 teams
Pan India	Achievement published in the employee newsletter	Exceptional performance by an employee which has benefited department as a whole	Immediate manager and HOD	Monthly	Work that has benefited the department as a whole	1
Branch level	Team Jersey	The Special task performed by the team, details mentioned at the back of the jersey	Immediate manager, HOD, and HR	Yearly	The Special task performed by the team,	Best 3 teams

Budget: Budget will be allocated by the finance department. The finance department is responsible for allocation of budget in a fair and equitable manner that all employees have equal opportunity to benefit from the reward. The Budget may be reallocated as appropriate.

Nomination Process:

rewards -hrhelpboard

prize in company - hrhelpboard

Selection Criteria:

Selection criteria must be documented as part of the Employee Reward and Recognition Program. The Finance department may designate an individual or committee, working in conjunction with the Human Resources Representative, to develop specific award standards and selection criteria, and to nominate or select award recipients.

The Effectiveness of policy:

The effectiveness of policy is monitored by the HR team to ensure the policy is applied fairly.

Review of the policy:

The policy may be reviewed at any time on request of staff or management but will be reviewed yearly automatically.

Sample Policy - II

Reward and Recognition Policy Sample

Employee Reward and Recognition Policy for Employees

Purpose: reward and recognition policy is designed to encourage employees whose performance is outstanding either individually or through teams that contribute to the overall objective of the organisation and also to lay down guidelines regarding” how to reward employees”.

purpose of reward and recognition

Objective: The objective of reward and recognition policy is to promote motivation in the workplace and to build up culture that is conducive for achieving organisational objective and to make employees feel valued and appreciated for their good work done. It is meant

To promote reward and recognition of the employees
To appreciate and recognize value added contribution of the employees.
To acknowledge individual and team contribution.
Timely appreciation to foster work quality.
To award staff appreciation for the good work done

reward and recognition -principle-hrhelpboard

Principle:

Basic principle followed for reward and recognition policy is mentioned below:

To promote Staff appreciation
To enhance motivation in the workplace
To design an effective Incentive Programme
To value the effective work done by rewarding work
Consistent reward and incentive scheme with a defined objective.
Empowering employees by rewarding performance
Reward to nurture a sense of ownership amidst employees.

Eligibility for Reward and Recognition

Following criteria must be fulfilled before an employee become eligible for reward and recognition

Employee must be a regular employee of the company
Should be in service of the company for last 6 months

reward and recognition - eligibility-hrhelpboard

Qualifying outcome for reward and recognition

Exhibition of organisational mission and goals while performing the duty
Exceptional contribution in increasing motivation in the workplace
Efficiency in Process and Practice which leads to rewarding work
Exceptional team building skills
Innovative approach towards problem solving based on organisational values
Cost reduction which is essential for an effective incentive programme
Increment in revenue generation
Excellent customer service
Contribution in building team members competencies
Excellence in all spheres of work done which results in Staff appreciation
Contribution in employee engagement initiative
Contribution in achieving organisational objective by performing service above normal duty
Going out of ways to form positive and inclusive work environment
Exceptional contribution in CSR related activities
Developing new work methods that reduce waste
Individual possessing highest talent are rewarded
Going the extra mile by performing duties when department is short staffed.
Highly efficient in process and practice

reward and recognition -qualifying outcome -hrhelpboard

reward and recognition at workplace

Reward and Incentives at the workplace

Reward and incentives are beneficial both for the employee and the employer. It not only increase motivation in workplace but also energises employee to work with proficiency. Generally this question do occupy minds of managers that how to reward employee? Rewarding performance is an art. This reward and recognition policy is designed for employee rewards and recognition programme. Such Staff appreciation results in increasing employee efficiency and an increase in sales and productivity. An effective incentive programme must include both monetary as well as non monetary incentives. .With rewards and incentive employer and employee enjoy a positive and productive work environment. An incentive programme which recognizes individual achievement in addition to team performance can provide extra incentive for employees.

Ways or Types of reward & incentives:

Monetary Incentive Reward - Various types of monetary incentive reward includes Variable pay, bonus, profit sharing and Stock Option. Details on the same are mentioned below.

Ways /types of reward - hrhelpboard

Variable Pay: Variable pay can be tied to the performance of the company, any organisational accomplishment or an individual performance or both. It is given as one time reward. Still it is one of the motivational programmes for reward and recognition. Details of variable pay can be referred in Compensation and benefits policy.

Bonuses: Bonus is used to reward individual accomplishment. It is one of the most commonly used types of incentive. By rewarding performance of an employee for previous year, bonus gives motivation in workplace.

Profit Sharing: In this money is disbursed by taking a certain percentage of employee salary. This is credited to employee account at the end of financial year. It is given in Cash form. This employee reward motivates an employee to work beyond normal duty to improve upon business performance. However these types of incentive require an employee to vest certain number of years with the organisation before receiving any money.

Stock Options: This reward and recognition method is very popular nowadays. In these types of incentive an employee has the right to buy a specified number of a company’s share at a fixed price for a specified period of time. The question does arise on how to reward employees so that they remain motivated for a long time. Stock option is the answer.

Stock options are authorised by a company’s board of directors and approved by its shareholders. This employee reward is given by a certain percentage of the company’s shares outstanding.
Non monetary type of incentive: Non cash reward programme works better than cash as it promotes improvement in team work, increasing customer satisfaction and motivation in workplace among other programmes. Reward and recognition has a timing element. It is must to occur for staff appreciation. if High
rewarding performance continues then reward & incentive can be one of the factor for it. Both reward & recognition programmes have their place in business. By rewarding performance business will have an edge in competitive market place. Non monetary incentive reward employee performance with opportunities other than related to monetary incentive. It includes flexible work hours, training opportunities and ability to work independently. Such programme motivates employee as there is learning of new skills and pursuing the advance opportunities

rewards and incentives -hrhelpboard

The Various types of non monetary rewards & incentives:

Employee rewards have been divided into following categories.

Branch Level Reward: This includes Individual level Reward and on the spot rewards and given for rewarding work.

Regional level Reward: This includes rewards given to Best Teams at regional level.

Pan India level Reward: This includes Employee of the year reward, Invention of the year award, cost saving strategy of the year, most efficient operations award, employee engagement practice of the year.

Types of Reward	Criterion	Level	Purpose	Approval Required	Timings of the Reward	Felicitation
Certificate of Recognition	Any work done by the employee exception ally well	Branch Level	To recognize individual efforts for doing work extra ordinarily	Immediate Manager HOD	As and when required quarterly basis	Event organized at branch level
Linked in Recommend action	Individual possessing the highest talent with extruding any skills	Branch Level	To recognize individual efforts for doing work extra ordinarily	Immediate Manager HOD	As and When Required	Linked in Recommendation as and when required

“ON THE SPOT “Reward

Types of Rewards

Criterion

Level

Purpose

Approval Required

Timings of the Reward

Felicitation

Company apparels

Going extra mile and performing work beyond own duty

Branch Level

To motivate and inspire the employee

Immediate Manager/HOD

Instantly

As and when required

Lunch with HOD / Senior Management Team

Any Innovative idea which has helped achieving the given task at hand

Branch Level

To recognise employee skills held

Immediate Manager/HOD

Instantly

As and When required

Regional Level Rewards

“Team of the region “

reward policy of hrm -hrhelpboard

It includes “Employee of the year award “, “Invention of the year award”, “Cost saving strategy of the year Award ”, “Most efficient operations award ”, “Employee engagement practice award “Best safety practice award”.PAN India level rewards

Types of Reward	Criterion	Level	Purpose	Approval required	Timings of the Reward	Felicitation
Employee of the year award	Excellence in all spheres of the work done	PAN India	Recognize commitment towards setting excellent benchmark by an individual	Senior Management	Annually	PAN India event
Invention of the year award	Excellent initiative to improve upon Process/ Practice	PAN India	To recognize the initiative that resulted in improvement in process/ practice	Senior Management	Annually	PAN India event
Cost Saving Strategy of the year Award	Cost reduction , Improvement in revenue generation	PAN India	To recognize the strategy that resulted in cost reduction	Senior Management	Annually	PAN India Event
Most Efficient operations award	Strategy that resulted in tangible benefits to the company in terms of operational efficiency	PAN India	To recognize the strategy that resulted in Operations efficiency	Senior Management	Annually	PAN India Event
Employee Engagement practice of the year Award	Going out of ways to form inclusive work environment	PAN India	To recognize practice that has resulted in Improved productivity due to inclusive work environment	Senior Management	Annually	PAN India Event

Process followed for Branch level Reward

Reporting manager recognize the contribution of the employee

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Reporting Manager seeks HOD approval on the same

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Approval Received

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Award Shared at an event organised at branch level also shared as and when required in case of LinkedIn recommendation

Process followed for Regional Reward

Reporting Manager Send Team nomination to HOD, (nomination to be sent in given timeline)

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HOD Consult with Regional HR committee, Regional committee takes telephonic round of interview, names of shortlisted candidates shared with Corporate HR for approval