The document discusses employee welfare schemes and performance management at G4S, a global security company. It provides details on the company's insurance policies for employees, which include a group personal accident policy and mediclaim. It also describes an employee trust fund for financial assistance. The document outlines G4S's grievance process and performance review system, which rates employees as excellent, very good, good, average or below average based on factors like quality of work, initiative, and skills. It provides guidance on correctly completing performance development reports.

1. EMPLOYEE WELFARE SCHEME AND
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2. PRESENTED BY
• Aditya Suresh – 186
• Akash Gupta – 188
• Alankar Das – 190
• Asad Ahmed – 193
• Chandrakant Sharma – 201
• Gourab Banerjee - 206
EMPLOYEE WELFARE SCHEME AND
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3. TYPE : PUBLIC COMPANY
FOUNDED : 2004
HEADQUARTERS : CRAWLEY, UNITED KINGDOM
KEY PEOPLE : JOHN CONNOLLY ( CHAIRMAN ),NICK BUCKLES ( CEO )
REVENUE : $ 7,522 Million
EMPLOYEES : 6,57,125
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4. WHAT IS EMPLOYEE WELFARE ?
Relates to taking care of
well being of
workers, trade
unions, governmental &
non-governmental org.
Referred to as betterment
work for employees
EMPLOYEE WELFARE SCHEME AND
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5. EMPLOYEE WELFARE SCHEME
GPAIP WELFARE GRIEVANCES
MEDICLAIM
EMPLOYEE TRUST
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6. INSURANCE OF EMPLOYEES
• Majority of employees are covered
under Government run Employee State
Insurance up to a fixed salary
• Employees are also covered for Accident
Insurance apart from Employees State
Insurance (ESI)
• Other employees are covered under
Company’s Mediclaim Insurance Policy
through National Insurance Company
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7. GPAIP
• GPAIP – Group Personal Accident Insurance Policy for Direct
& Indirect Employee’s
• This is a benefit policy where Accident, Death or Disability is
covered
• To provide wage loss during period of his/her accident & also
cover death of insured
• Insurance Policy is provided through ICICI Lombard General
Insurance.
• Natural Death, Heart Attack, Malaria, Brain Hemorrhage, Sun
Stroke & Paralysis etc, are not covered under this policy
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8. MEDICLAIM
• Policy coverage of Rs. 2,00,000/- for self, spouse & two children
• Benefit policy in case of sickness / hospitalization (min. of 24 hrs.)
• Premium paid by company of Rs.5589/- p.a. per employee
• It’s a cashless/reimbursement policy but does not include pre-
existing diseases
• Presently with National Insurance Company with TPA is Vipul
Medcorp
• This policy get renewed every year on 01st February
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9. G4S EMPLOYEE TRUST FUND
G4S Employee Trust Fund is a charitable trust fund
set up for G4S employees & their families who are
experiencing severe financial difficulty
Employees Trust Fund is available for:-
– Financial Grant
– Assistance for medical consultations / treatment
– Assistance towards rehabilitation
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10. PROCESS
ZONE
HO - HR
AME REGION
GROUP HQ FOR
FINAL APPROVAL
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11. OBJECTIVE
To provide a forum for employees to
raise their grievance
To resolve grievance at the lowest
level possible in the organization
To develop congenial working
environment in order to remove IR
situations
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12. NATURE OF
GRIEVANCES COVERED
Administrative Financial Behavior Policy
related
EMPLOYEE WELFARE SCHEME AND
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13. 13
S. No. City
1 Delhi
2 Chandigarh
3 Noida Chandigarh
Delhi
4 Gurgaon Noida
5 Kolkata
Gurgaon
6 Hyderabad
7
Hyderabad Ahmedabad
(Protex) Kolkata
8 Chennai Mumbai
9 Bangalore Hyderabad Bhubaneshwar
Pune
10 Cochin
11 Bhubaneshwar Chennai
12 Mumbai Bangalore
13 Pune
14 Ahmedabad Cochin

14. 14
S. No. Zone Region Location Phone Number
1 East East Region – I New Alipore, Kolkata Regional Office 1800 345 3380
2 East East Region - II Bhubaneshwar, Jamshedpur, Raipur 1800 345 6763
3 North Chandigarh Chandigarh Region, Jalandhar, Ludhiana 1800 180 2024
4 North Delhi Delhi Regional Office 1800 113 231
5 North Gurgaon Dharuhera, Gurgaon, Jaipur 1800 180 2207
Bhopal, Faridabad, Ghaziabad, Lucknow,
6 North Noida 1800 180 3595
Noida
7 South Andhra Pradesh Hyderabad Region 1800 425 2959
8 South Karnataka Bellary, Bangalore, Hubli, Mysore 1800 425 7673
9 South Kerala Calicut, Kochi, Trivandrum 1800 425 8821
10 Protex Hyderabad Hyderabad 040 23555051
Coimbatore, Chennai, Madurai,
11 South South East 1800 425 4205
Pondicherry
12 West Mumbai (G4) Mumbai 1800 226 162
13 West Pune Pune 1800 233 7311
14 West Ahmedabad Ahmedabad 1800 233 7932

15. PROCESS
Dial Toll Free WO registers the WO initiates
Number or fill grievance and grievance handling
up grievance assigns a within the
form registration no. organization
(Timings: 1000 hrs
to 1600 hrs)
Aggrieved Grievance to be
Grievance
employee handled within
resolved
informed 7 days
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16. WAY FORWARD..
State of the Art - Welfare Cell 24x7 Helpline: HO
 Dedicated Toll Free
Numbers to facilitate all
locations and ease of
contact.
 Multi-linguist
 Located at Head Office.
 Operation supported by
robust ERP module.
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17. EXISTING WELFARE SCHEME
• Commendation Certificate – Commendation Certificate issued
along with watch & cash depend on commendable job done
(quarterly basis)
• Guard of the Month- For outstanding work of employees for their
Honesty, Disciplined & Alertness’ etc. Certificate to be issued
• Long Service Award- Certificate is being issued to employee who
has worked atleast 5yrs or more
• Painting Competition – Organized in all Region for Children of
Guard staff
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18. EXISTING WELFARE SCHEME
• Honoring and Meritorious Award - Cash & Certificate to be issued
for children of Direct staff who scored highest marks in HSC & SSC
board exam( for first three candidate)
• Sports and Games Competitions- Sports & Games Competition are
organized at the Regional level
• Festival Celebration- Celebrated across PAN INDIA
• Blood donation Camp- Blood donation Camp is organized jointly with
Lions Club
• Free Health Check-up – Organized by company for
employees(quarterly basis)
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19. Its enabling & encouraging
right people to do right
things at right time.
It focusses on performance
of an organization, a
department, employee, or
even processes to build a
product or service, as well
as many other areas.
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20. • Step 1 : Performance planning
& communication
• Step 2 : Coaching/feedback
• Step 3 : Performance review
• Step 4 : Staff development
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21. • Promote communication
• Assure employee goals are
aligned with supervisor’s &
company’s goals
• Assess past performance
• Assure position description
is up to date
• Set objectives & goals
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22. Excellent:
• Exceptional performance
• Takes initiatives & is a self
starter, quality thinking horizon
• Has demonstrated leadership skills &
effective team player – great
motivator
• Constantly reviews work priorities &
delivers on schedule – multi-tasker
• Always willing & has demonstrated
proven performance while
shouldering additional responsibility
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23. Very Good:
• Consistently delivers high quality
& range of quantity of work
output
• Reliable & committed– task &
target focused
• Needs minimal supervision –
appreciably manages his
assignments
• Has a good inter-personal relation
– quality soft skills
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24. Good:
• Delivers acceptable quality &
quantity of work output
• Needs supervision from time to
time
• Does what he/she is assigned on
time
• Thinks through the job
requirements & is eager to
expand his contribution base –
eager learner
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25. Average:
• Only does what he/she is
assigned to do – no
initiatives beyond this
• Does not demonstrate
skills and is not able to
shoulder larger
responsibilities
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26. Below Average:
• Consistently unacceptable
quantity & quality of work
output
• Unwillingness / inability to
learn
• Poor interpersonal relations
• Poor attendance / regularity
• Undependable
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27. • PDR must be initiated & endorsed by appraiser &
reviewer as prescribed in channel of reporting
• Any deviations will render impugned report
technically invalid
• Validation to be checked & confirmed by Zonal
HR
• Eraser, use of whitener & paper slips pasted for
purpose of revising original assessment are not
acceptable
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28. • Such reports may be technically invalid
• Mistakes must be scored out neatly & signed
in full
• Rating scale as given below will be used for
assessment of Personal Qualities,
Demonstrated Performance Variables,
Qualities of Assess Potential, Technical
Performance & Box Grading
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29. Overall Grade Rating to be filled in box
available on basis of derived percentile in
Section – VII. Procedure for deriving Grade
Rating is as follows:-
Obtained marks of Section I + Section II = Overall
60 Percentile Received
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30. Below
Average Good Very Good Excellent
Average
1 2 3 4 5
10 – 20% 21 – 40% 41 – 60% 61 – 80% 81 – 100%
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31. • Parameters for Ratings are attached as Clarificatory
Communiqué Annexure - A
• Report must be initiated in present designation if an
employee has served for a period of 90 days duration
under the appraiser. Otherwise, same to be generated
by reviewer
• In case, Appraisee was involved in a disciplinary
case, same to be endorsed
• In any case, report must not contain reference to any
disciplinary case(s) under investigation
• Promotion should be recommended under excellent
rating & upgradation on Very Good
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32. • To be reflected in Section IX in case of
recommendations for Promotions. HR Heads
to endorse eligibility criteria whether he is
meeting it or not before being put up to MD
• In case of Below Average
recommendations, you are advised to
substantiate it with adequate warning letters/
counseling done by organization
• Each page of PDR is to be initialed by
Appraisee
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33. REFERENCE
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34. How Far Can You Go?
THANK
THANK YOU !!!
YOU !!!
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