ABSTRACT

INTRODUCTION OF THE COMPANY

Pantaloon Retail (India) Limited, is a large Indian retailer, which is part of the Future
Group, and operates multiple retail formats in both the value and lifestyle segment of the Indian consumer market. Headquartered in Mumbai, the company has over 1,000 stores across 71 cities in India and employs over 30,000 people,and as of 2010, it was the country's largest listed retailer by market capitalization and revenue. With effect from 1 January 2010 the company separated its discount store business, which includes the Big Bazaar hypermarket and the Food Bazaar supermarket businesses, into Future Value Retail Ltd., its wholly owned subsidiary, so that the company may be listed independently. The companys brands include Pantaloons, a chain of fashion outlets, Big Bazaar, a hypermarket chain and Food Bazaar, a supermarket chain. Some of the company's other regional brands include, Depot, Shoe Factory, Brand Factory, Blue Sky. A subsidiary company, Home Solutions Retail (India) Limited, operates Home Town, a largeformat home solutions store, Collection i, selling home furniture products and E-Zone focussed on catering to the consumer electronics segment.

Company Timeline

1987 Company incorporated as Mens Wear Private Limited. Launch of Pantaloons trouser, Indias first formal trouser brand. 1992 Initial public offer (IPO) was made in the month of May. 1997 Pantaloons Indias family store launched in Kolkata. 2001 Big Bazaar, Is se sasta aur accha kahi nahin - Indias first hypermarket chain launched. 2002 Food Bazaar, the supermarket chain is launched. 2007 Future Group crosses $1 billion turnover mark.

NOVARTIS

ruhama nd madhuri

Novartis Pharmaceuticals Corporation (NPC) a US affiliate of Basel, Switzerland-based Novartis AG researches, develops and markets patent-protected prescription drugs for important health needs. Novartis was created in 1996 through the merger of Ciba-Geigy and Sandoz, two companies with a rich and diverse corporate history. Throughout the years, Novartis and its predecessor companies have discovered and developed many innovative products for patients and consumers worldwide. Compensation Paying for performance is the guiding principle of the Novartis Pharmaceuticals Corporation compensation strategy, and our goal is to provide premium actual total pay (base salary, annual incentive and long-term incentive, if applicable) to employees who demonstrate sustained superior performance. We use a market-based approach to compensation. Base salaries are reviewed annually against the external market to ensure competitiveness. Annual salary increases awarded by managers are differentiated based on performance and salary position against the market reference point for each job. The Novartis Annual Incentive Plan (AIP) is designed to support our performance-oriented culture. Company performance is reflected in the business performance factor that drives the payout of the AIP. The performance modifiers vary, dependent on business unit or function, to closer correlate to the performance of that specific business or function. An additional individual performance factor further supports the differentiation for performance. For all field-based employees on sales incentive plans, incentive payouts are tied directly to territory sales performance. When territory/product sales objectives are exceeded, the incentive payouts will exceed target as well. Novartis offers the Stock Incentive Plan (SIP) as a form of long-term, equity-based incentive compensation to certain eligible participants responsible for the management, growth and success of the company. The SIP supports our performance-oriented culture and gives you the opportunity to build an ownership interest in Novartis based on your performance and potential contribution to the growth of our business. Two important features of this very unique and competitive plan are: Greater value: Tradable stock options, granted since 2004, provide recipients with an opportunity to profit from the time value of the option as well as the intrinsic value.

Compared to traditional non-tradable options, these securities retain value in depressed markets. The "Select" Choice: Recipients choose to receive their awards in 100% tradable options, 100% restricted stock units, or a 50/50 combination of both. The choice is an individual decision based on your own risk tolerance and financial situation. Benefits The company offers an attractive benefits program that is competitive with top companies in the industry. For example, a flexible summer hours schedule, which allows eligible employees to get a head start on their weekend during summer months, clearly shows the company's determination to provide an environment that fully supports work/life issues. Among its recent accolades, the company has ranked among the top "100 Best Companies" by Working Mother magazine for the last nine consecutive years. Novartis benefits program Novartis recognizes that in order to attract and retain talented and dedicated individuals, we must offer a comprehensive and innovative benefits program. Some of the features of our benefits program that set us apart from other employers you may be considering are:

Health & insurance coverage for domestic partners and their children Up to two weeks of vacation, plus personal/family days during your first year of employment An automatic 2% savings plan contribution and a dollar for dollar match up to 4%with immediate vesting Up to $1,000 per year in benefits toward child/elder care expenses through the Dependent Care Spending Account. In addition to providing comprehensive insurance programs and a generous savings plan, Novartis is committed to helping its employees achieve personal success with educational assistance and healthy lifestyle benefits. Moreover we maintain programs to help you balance your work and family obligations, that provide child and elder care subsidies, backup care, and a wide array of other options to help you find, evaluate and pay for care. Novartis Pharmaceuticals Corporation is proud to be named one of the "100 Best Companies" by Working Mother magazine for the last nine consecutive years.

Overall health and well-being benefits Health and well-being benefits include medical, dental, and vision insurance as well as a health care flexible spending account. These benefits, which include domestic partner coverage, become effective on the employee's date of hire and include an annual reenrollment during which time changes may be made to benefit options. Options for medical insurance include PPO, Traditional Indemnity and two Consumer Driven Health Plans. Work/life benefits

The benefits included within the area of Work/Life are intended to create a satisfying and productive work environment and can help employees meet their daily professional and personal responsibilities. These include: Paid time-off, including vacations, holidays, personal days, parental leave Tuition Reimbursement for eligible expenses at 100% Healthy Lifestyle Benefits Reimbursement toward health club membership, smoking cessation, or nutritional counseling programs Employee Assistance Program provides confidential counseling on such problems as every day stress, substance abuse, and financial issues Subsidized Child and Elder Care Dependent Care Spending Account with company match up to $1000 per year Adoption Reimbursement for adoption-related expenses up to $5,000 per adoption Child/Elder care resource and referral services Back-up child and elder care Matching Gift program through the Novartis US Foundation provides up to $5,000 per year to eligible institutions and organizations. To help employees manage their valuable time, Novartis also provides convenient on-site services, including a fitness center, cafeteria, take-home meals, medical services, lactation rooms, federal credit union, ATM, company store, dry cleaning and film developing. In addition, most departments permit casual attire every day. Financial protection benefits Disability Coverage Short-term Disability replaces all or a percentage of base pay for up to 26 weeks Long-term Disability after 26-week period provides monthly benefits equal to 50% of total pay with flexibility to increase level of coverage Life Insurance: Company paid and supplemental with flexibility to increase coverage at group rates. Survivor Income Plan provides a monthly benefit to surviving spouses and children. Financial and retirement planning benefits Investment Savings 401(k) Enrollment at any time Employee contributions up to 25% with Automatic 2% company contribution Dollar-for-dollar company match up to 4%, Immediate vesting on company match dollars Loan/withdrawal provision Novartis stock investment option Changes to investment elections/contributions daily Defined Contribution Retirement Program annual contribution after one year of service

Group/Legal Financial Planning Services is an optional program that gives you access to financial and legal advisors for issues including estate planning, budgeting, car lease/purchase, insurance and retirement planning, will preparation, and property transfer/closings. Financial Education program includes access to on-site and e-Learning workshops. One-onone counseling sessions for eligible associates with dependents needing assistance with the college savings/search process is also available.

Employee referral program Nobody knows Novartis better than its employees. By identifying talented friends, relatives, and acquaintances who meet the qualifications for available positions, eligible Novartis employees may receive a $2000 referral bonus if a referred candidate is hired.

Pooja nd akshta
NPCIL
Nuclear Power Corporation of India Limited is a Public Sector Enterprise under the administrative control of the Department of Atomic Energy (DAE), Government of India. The Company was registered as a Public Limited Company under the Companies Act, 1956 in September 1987 with the objective of operating the atomic power stations and implementing the atomic power projects for generation of electricity in pursuance of the schemes and programmes of the Government of India under the Atomic Energy Act, 1962.

The Company provides structured career growth by means of adopting merit promotions scheme for all bright engineers and officeres. Company also has several development programmes, for example, schemes for pursuing higher studies and various awards & recognition schemes for motivations of employees.

Minimum Eligibility period (MEP) for promotion

Designation

MEP

Pay Band

Corresponding Band Pay

Grade Pay

Scientific Officer/C Scientific Officer/C to Scientific Officer/D Scientific Officer/D toScientific Officer/E Scientific Officer/E to Scientific Officer/F Scientific Officer/F to Scientific Officer/G Scientific Officer/G to Scientific Officer/H

Entry 2 Yrs

PB3 PB-3

15600 39100 15600 39100

5400 6600

4 Yrs

PB3

15600 39100

7600

5 Yrs

PB4

37400 67000

8700

5 Yrs

PB4

37400 67000

8900

5 Yrs

PB4

37400 67000

10000

Developmental Programmes

Scheme for pursuing higher studies. Company can sponsor also borne by Company. employees. During sponsorship full pay. Cost of education

Management Development Programmes. Training & Retraining

Awards & Recognitions : For Engineers / Scientists / Executives Award Title Composition of award Age Limit

Young Scientist / Engineers / Executive Award

Citation Medal (Silver 50 gm) Rs. 50,000 each Citation Medal (Silver 50 gm) Rs.1,00,000 each

Below 35 yrs

NPCIL Excellence Award (with minimum 10 yrs of service)

Below 50 yrs

For Engineers / Scientists / Technologists

Life Time Achievement Award (by DAE)

Citation Medal Rs.10 Lakhs

No age limit

For all category of employees Award Title Composition of award Age Limit

Special Contribution Award

Citation Medal (Silver 50 gm) Rs. 50,000 each Citation Medal (Silver 50 gm) To individual members of the group in three levels : G-1 : Rs.50000 G-2 : Rs.20000 G-3 : Rs.10000

No age limit

Group Achievement Award

No age limit

For all category of employees

Award Title

Composition of award

Age Limit

Leadership Award

Citation Medal (Silver 50 gm) Two levels of award L-1 : Rs. 5 Lacs L-2 : Rs.2 Lacs

No age limit

NPCIL Millennium Award (Once in a decade)

Citation Rs.1 Lac Citation Rs.5000 each

No age limit

Unit Recognition Award (Other than executives)

No age limit

Compensation Structure Broad Outline

Fixed Components Allowances and Perquisites Performance Related Pay Welfare Facilities Superannuation Benefits Awards and Recognitions

Fixed Components: Pay6th CPC Revised pay scales. Four Pay Bands - PB-1, PB-2, PB-3 and PB-4 and three scales, HAG, HAG+ and Apex. Engineers will be inducted in PB-3. Pay structure includes Band Pay & Grade Pay. The sum is "Basic Pay". Grade pay functions as basis for Classification, determination of allowances, perks, etc.

Pay scales for Scientific Officers / Engineers in NPCIL

Grade

Pay Band (PB)

Band Pay

Grade Pay

Scientific Officer/ C Scientific Officer/ D Scientific Officer/ E

PB 3 PB 3 PB 3

15600 39100 15600 39100 15600 39100

5400 6600 7600

Scientific Officer/ F Scientific Officer/ G Scientific Officer/ H Scientific Officer/ H+ OS (Outstanding scientist) DS (Distinguished Scientist) CMD

PB 4 PB 4 PB 4 PB 4 HAG Scale HAG+ Scale Apex Scale

37400 67000 37400 67000 37400 67000 37400 67000 67000 79000 75500 80000 80000 (Fixed)

8700 8900 10000 10000 + 4000 (SP) Nil Nil Nil

Dearness Allowance (DA) on Pay

Central Government DA DA is revised every six months, i.e. on 1st Jan and 1st July DA Rate is 35% of Basic Pay w.e.f. 01 Jan 2010 Expected DA from 1st July 2010 44%

Increment

Increment granted annually Uniform date for all 1st July Rate 3% of "Basic Pay"

Employee Welfare and Facilities

Housing

Well developed, secure, self-contained residential townships. 100% housing satisfaction in Projects and Stations.

Leased Accommodation Facility

Executives can avail house leasing scheme where accommodation not provided. At Green Field Sites Scheme applies to all employees.

Medical facilities

Contributory Health Services Scheme (CHSS) available at all Projects, Stations & HQ of NPCIL. Coverage for employees as well as dependent family members. In-house, full fledged hospitals and dispensaries. Tie up arrangement with specialty and super specialty hospitals Nominal contribution @ 1% of Basic Pay

Medical facilities Post Retirement Post-retirement medical care is also OR NPCIL Post Retirement Medical Scheme, at any place in India. provided under CHSS

Leave

Earned Leave (Full Pay) 30 days in a year, credited in advance @ 15 days on 1st Jan and 1st July. Can be accumulated up to 300 days. Half Pay Leave 20 days in a year credited in advance @ 10 days on 1st Jan and 1st July. Can be accumulated without limit.

Other kinds of Leave

Fully paid Maternity Leave 180 days Fully paid Child Adoption Leave (child below 1 yr) to Female Employees. Child Care Leave for women employees having minor children below the age of 18 years for a maximum period of 2 years (730 days) during their entire service. Fully paid Paternity leave 15 days Disability Leave to cover any work accidents Extraordinary Leave Casual Leave 8 days in a year

Leave Encashment

While in service - EL to the extent of 25% of balance at credit or maximum of 30 days once in a calendar year. Entire Earned Leave balance at credit can be en-cashed at the time of retirement. HPL to the extent of 240 days can also be encashed at the time of retirement.

Leave

Travel

Concession

(LTC)

For Fresh Recruits BLOCK I (FIRST YEAR YEAR II YEAR III YEAR IV (ANYWHERE IN INDIA-ONCE) 4 YRS I OF SERVICE) (NIL) TWICE) ONCE)

(HOMETOWN (HOMETOWN-

BLOCK II (NEXT YEAR YEAR YEAR YEAR VIII Available to dependant family members also.

4 V VI VII (ANYWHERE

YRS

OF

IN

SERVICE) (HOMETOWN-ONCE) (HOMETOWN-ONCE) (HOMETOWN-ONCE) INDIA-ONCE)

After 8 years of service BLOCK YEAR YEAR II I Either I Home (2 Town OR Any YRS Where BLOCK) India

in

BLOCK YEAR YEAR

I Either

II Home

(2 Town availed only OR Any

YRS Where

in

BLOCK) India II years.

Any Where in India Current Block 2010-2013

LTC

can

be

once

in

block

of

four

Schools

Central Schools Upto XII Standard at all places, within the residential townships. Schools run by the Atomic Energy Education Society in a highly professional way.

Loans & Advances

House Building Advance (HBA) upto Rs.20 lacs General Purpose Advance (GPA) Rs.3 lacs Motor Car Advance (MCA) upto Rs.5 lacs Motor Cycle / Scooter Advance upto Rs.60,000 Festival Advance Rs.3000 once a year Bicycle Advance Rs.3000

Social Security and Superannuation Benefits Provident Fund (PF)

Subscription @ 10% of Basic Pay + DA

Equal Employers contribution Interest payable on contribution (Presently @ 8%) Advances / Withdrawals could be drawn for certain purposes e.g. for education, medical treatment, purchase of plot / house / consumer durable goods etc. Withdrawals after 15 years

Gratuity

15 days salary (Basic Pay + DA) for each completed year of service. Maximum Rs.10 lakhs. Minimum five years service to be rendered for gratuity.

Insurance Coverage of Rs.10 Lacs available to all Group A employees on a nominal subscription of Rs.1000/- per month.

ALLOWANCES AND OTHER BENEFITS:

House Rent Allowance (HRA)

30% of Basic Pay in Class X cities (Mumbai, Chennai, Delhi, Kolkata, Bangalore&Hyderabad) 20% in Class Y cities. 10% in Class Z cities. Applicable where accommodation is not provided.

Site Location Allowance

Applicable to employees posted at sites. Rate - 10 % of Basic Pay

Conveyance Allowance For SO/C Grade

Rate of conveyance allowance Category Employees not availing company transport At HQ Rs. 4500 Employees availing company transport At HQ Rs. 2100 At Sites Rs. 1600

Employees drawing Grade Pay of Rs. 5400 & above

At Sites Rs. 4000

Family Planning Allowance

Grade Pay 10000 8900 8700 7600 6600 5400

Rate Per Month Rs. 1000/Rs. 900/Rs. 800/Rs. 750/Rs. 650/Rs. 550/-

Perquisites Updation Allowance Designation Scientific Officer/ C, Scientific Officer/ D & Scientific Officer / E Scientific Officer/ F, Scientific Officer/ G & Scientific Officer / H Scientific Officer / H+ & above Amount Rs. 10,000 Per Annum

Rs. 20,000 Per Annum Rs. 30,000 Per Annum

Children Education Allowance (CEA) Category Amount

From Nursery class to First Degree / Diploma under 10+2+3 pattern

Rs.1000 Per month

From Nursery class to First Degree / diploma under 10+2+3 pattern where child stays in a hostel

Rs.3000 Per month

Membership of Professional Bodies

You can become member of two professional bodies as per identified list. Annual Membership or Life Membership Membership fee will be reimbursed

Scholarship for Children

Scholarship For Meritorious Students who pass out from X Std. Scholarship amount ranges from Rs.600 to Rs.1500

Other Perquisites For Scientific Officer/C

Canteen Subsidy Rs.750 per month Cable TV Reimbursement Rs. 150 per month Newspapers reimbursement Rs.150 per month Free Units of Electricity 60 units at sites and Rs.160 at HQ per month

Performance Performance Linked Proposed PLIS based on performance of :

Related Incentive

Scheme

Payments (PLIS)

Company meeting pre-determined MOU targets Stations in generation of electricity Projects in meeting mile-stones Individual employee performance

Qualification Incentive

On qualifying for licensed positions in an operating station. Amount ranges from Rs.600 to Rs.1000 per month. (Level 3 to Level 1) for officers. This amount revision is under consideration