1. India’s Best Companies for
Rewards and Recognition 2012
Radio City 91.1 FM
International Leaders and India’s Foremost in Work – Life Benefits, Rewards and Loyalty Solutions

2. Presentation Flow
RC 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
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3. What is unique about your Rewards and Recognition
philosophy?
Recognizing hard work and performance
excellence 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
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4. Methods to ensure transparency and fairness in
assessment of rewards and recognition
The 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
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5. Methods to ensure transparency and fairness in
assessment of rewards and recognition
Eureka 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 organisation
Star of the month, Sher of the Month and Special Programming Incentive is
linked to the Targets
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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 the
business case to the Senior management & CEO
 Helps in grooming next level leaders, develop their strategic thinking and also keep them
engaged
Xchange and Xcel
Xchange & Xcel is another unique programme to develop employees at all level in different
markets
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
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7. Unique Practices
Mentoring
All the Management Trainees and employees who join at the entry level are assigned
Mentors. 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. The
mentor guides his/her mentee personally and professionally
 Guides the Mentee in the Market Research project and also is a sounding board for the
new joinee
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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 this
scheme 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.
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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
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10. On the 10th Anniversary of RC all employees were sent to Dubai for 4 days
leisure trip

11. Measuring effectiveness of the practices
Exit Interview Data
80% 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.”
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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%
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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
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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
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15. Measuring effectiveness of the practices
Attrition
Drop in the attrition percentage from 23% LY to 18% 2011-12
There 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%
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16. Thank
You!