Music Broadcast- Radio City


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Music Broadcast- Radio City

  1. 1. India’s Best Companies forRewards and Recognition 2012 Radio City 91.1 FM International Leaders and India’s Foremost in Work – Life Benefits, Rewards and Loyalty Solutions
  2. 2. Presentation FlowRC Rewards and Recognition Philosophy Transparency and fairness in assessment of Rewards and Recognition Unique Practices Practices for Creating a culture of recognition/ appreciation Measuring effectiveness of the practices 2
  3. 3. What is unique about your Rewards and Recognition philosophy?Recognizing hard work and performanceexcellence is RC’s Culture Our Rewards and Recognition schemes are built around our 4 values: - Thought Leadership and Innovation - Building best in the class Consumer experience - Process Driven Culture - People Orientation Rewards and Recognition is a formal way of communication to our employees that organization values their effort and contribution 3
  4. 4. Methods to ensure transparency and fairness in assessment of rewards and recognitionThe winner is decided by the panel of judges based on criteria and when the announcement is made, reason for winning is mentioned clearly in the email sent to all employees. This serves 2 purpose: Learning from the winners and transparency in the system The assessment of most of the awards is done by panel of judges who are Cross- functional Executive Council Members i.e Senior Leadership team The nomination form received has reasons why the person is nominated. The data is verified by HR representative before the assessment Big awards like CEO Award and City Ka Sitara Award etc. must have more than 2 nominations – The Functional Head has to present all the nominations with reasons in front of the panel of judges and then the judges decide the final winner 4
  5. 5. Methods to ensure transparency and fairness in assessment of rewards and recognitionEureka and CFT Achievers is competition between various Cross-functional teams and winning project is decided by panel of judges formed by Top Management team.Clarity of the Project Benefit to the Execution excellence objective organisationStar of the month, Sher of the Month and Special Programming Incentive is linked to the Targets 5
  6. 6. Unique Practices CFT Achievers Every year Special projects are announced which is outside the KRA of an individual. A cross functional team is formed, where the team plans, researches and presents thebusiness case to the Senior management & CEO Helps in grooming next level leaders, develop their strategic thinking and also keep themengaged Xchange and XcelXchange & Xcel is another unique programme to develop employees at all level in differentmarketsThe objective is to learn and benchmark best practices followed by other RC stationsThis is also a model to engage junior and middle level star performers 6
  7. 7. Unique Practices MentoringAll the Management Trainees and employees who join at the entry level are assignedMentors. The Mentors are typically employees with 6-7 years of experienceThey are friends, philosophers and guides for the new joinees in the Corporate World. Thementor guides his/her mentee personally and professionally Guides the Mentee in the Market Research project and also is a sounding board for thenew joinee 7
  8. 8. Unique Practices Eureka – Driving ExcellenceThis award is flexible and changes every year with business need2008-09 when this programme was launched, Monetising Creativity was a big challenge.To drive the programming and sales department to work on monetisable ideas thisscheme was launched2009-10 Driving Programming Excellence was the need of the hour.The contest was build around driving programming excellence.2012-13 Driving Collaboration between departments is the key challenge. Contest is build to ensure the same. 8
  9. 9. Practices for creating a culture of recognition/appreciation Cheers to Mentor Ringaloud Peer Mentee• Employees are • All the RC • The mentor provides encouraged to employees are guidance and appreciate their encouraged to take knowledge to new peers effort pride in their own joinees who are work and share their fresh out of college success story • An atmosphere of sharing and appreciating others is created through this relationship 9
  10. 10. On the 10th Anniversary of RC all employees were sent to Dubai for 4 days leisure trip
  11. 11. Measuring effectiveness of the practices Exit Interview Data80% of the exiting employees felt they are “always or frequently” provided due recognition at work. Biswaraj Chowdhury Durga Chakraborty Strength of the Organization : “Recognition” Strength of the Organization: “good work is recognized” Mukesh - Tech & Infra Pune “RC is a great organization. I got lots to learn and show my strength. I got well recognised every time.” 11
  12. 12. Measuring effectiveness of the practices Star of the month was launched in the year 2009-10. This initiative was planned to build accountability and sense of responsibility amongst the B2 & B3 (middle and junior level). Number of employees achieving more than 100% of their target has moved up year on year. This initiative had a direct impact on the department target achievement. 100% achievers have moved from 10% in 2009 to 23% in 2011 % of employees Year No. of stars Average HC recognized per month 2011- 2012 880 342 23% 2010 – 2011 800 332 20% 2009 - 2010 244 328 10% 12
  13. 13. Measuring effectiveness of the practices Special Programming IncentiveThis initiative was launched in the year 2010-11 where improvement of show rating and station rating was a concern.The aim was to create partnership with RJs and PDs in making our Radio City brand the No.1 Radio Channel in the country.The direct impact can be observed the improvement of the station rating of the key markets. Mumbai Bangalore Year Qtr Ahmedabad (IRS) (RAM) (RAM) FY 11-12 Q3 Rank 1 Rank 1 FY 11-12 Q2 Rank 1 Rank 1 FY 11-12 Q1 Rank 1 Rank 2 Rank 2 FY 10-11 Q4 Rank 2 Rank 3 Rank 2 FY 10-11 Q3 Rank 2 Rank 4 Rank 2 FY 10-11 Q2 Rank 3 Rank 4 Rank 2 13
  14. 14. Measuring effectiveness of the practices Eureka – Driving ExcellenceThis initiative was to ensure consistently make and deliver good programming content.RC won 8 IRF Award 2010-11 as against 2 awards in the year 2009-10. ~ Best Programme Broadcast After 11 am in Hindi - Babber Sher Ki Mehfil ~ Best Radio Programme in Gujarati - Total Timepass with RJ Nishant ~ Best Radio Programme (Non Metro Stations) in Hindi - RJ Fahad ~ RJ of the Year in Hindi - RJ Nishant ~ RJ of the Year in Kannada - Love Guru ~ Best Radio Programme (In House) in Gujarati - Non Resident Gujarati Promo ~ Best Radio Station Imaging Innovation in Hindi - Musical - E - Azam ~ Best Media Innovation in Hindi - Microsoft Hatela Hacker 14
  15. 15. Measuring effectiveness of the practices AttritionDrop in the attrition percentage from 23% LY to 18% 2011-12There is significant drop in attrition percentage across all levels %age Annualised %age Annualised Level Attrition Attrition FY 2011-12 FY 2010-11 B1 0% 13% B2 18% 25% B3 20% 22% Total 18% 23% 15
  16. 16. Thank You!