Objective

To deliver cutting edge practices that enable Human Capital to create ownership in building a value based service organization.

Our Human Capital Philosophy

We believe people are the pivot on which both the present and the future rest. It is they, who come together as a team, collectively dream a vision and then develop plans and strategies to realize the vision; to translate ideas into reality. People are our most vital resource; they are its Human Capital.

People are our ambassadors-at-large. They represent Max, its values, and operating principles. They deliver levels of quality and service excellence, which take us closer to our vision of being "one of India's most admired corporates for service excellence". At Max India Limited, we practice a carefully developed charter, which governs our human capital. This charter is based on a simple philosophy:

· Provide Meaningful Roles to each individual
We believe in providing roles, which tap into hidden reservoirs of ability and talent. Whilst being crystal clear, roles must have enough 'playing ground' to allow individuals to grow to their fullest potential and actually evolve the role with them.

Each individual's role is clearly defined and linked to his/her responsibilities in a manner, which maximizes the individual's intrinsic worth. In addition, a 'responsibility matrix' defines responsibilities as primary, secondary, or shared responsibility. This clarifies tasks and their process owners.

· Offer an Enabling Environment
We offer what we call, an enabling environment. This means creation of optimum conditions for professional performance, and designing all work processes around employee convenience. In real terms, this means that people do what they are meant to do, they do it well, and they add to what they do, by being empowered to take carefully calibrated decisions.

· Objective Performance Measurement
We measure performance objectively. Our performance management systems run on well-defined Key Result Areas (KRAs) and Goal Sheets for each employee. These, with corresponding Measures of Success, are articulated and agreed to, at the beginning of each year, minimizing subjectivity in appraisal systems.

· Paying Fairly
Compensation is based on a total reward model that seeks to reward a person based on competency, and sustained performance. The program aims at aggressively rewarding performance, whilst recognizing and compensating the employee for growth in competencies. Compensation is determined by periodic compensation surveys. Our philosophy is to be at the mid-range on fixed pay, and stretch to top line on performance linked pay.

· Developing People
We invest heavily in people development. Training is not defined by the number of "training man-days", it is linked to business needs. Through a mix of in-house and external training activities, we ensure that employees at no point lack knowledge for facing business challenges. A structured competency template is defined for each job, and employees are assessed against these competencies. Gaps that arise are addressed immediately.

· A Compassionate Exit Process
In any relationship, separation is not looked forward to. But situations and circumstances demand it often. Our exit process is managed with compassion. We believe in upholding dignity, demonstrating magnanimity, and displaying fairness in all separation processes. As a result, severance is smooth in cases where it becomes necessary.

· Transparency in HR Functions
HR processes are managed in a transparent manner. Policies, procedures, and operating principles are work-shopped with colleagues across the organization, so that they are enriched by a cross-section of objective opinion. Debate and discussion ensure that the final set of HR practices are an evolved paradigm, and have wide acceptance. Openness towards suggestion and ideas ensures that we constantly fine-tune what we do, make it people friendly and identifiable with the team's collective vision.