Career Enhancement Programme (SH1)

(SB1) GREEN. believes the continuous enhancement in the employee skills which is much needed in current faster changing digital industries. We are providing Job Description (CEP) to prepare and enhance the young developers with the necessary trending and competing skills to get ahead in today’s world of Technology. Our programme reflects the commitment of organization to create a diverse workforce that will better meet the challenges of changing demographics and global perspectives in IT. We follow flipped model training programme for the developers to bring their own ideas by discussing with other developers and experts. It always starts with analysing the current skills the workforce has and diversity of the talents involved in several projects. This not only aims to develop the individual talent to the next level. It also builds up the team to next level implementation with the support of experts from the team. CEP enables the junior level developers to get appropriate learning path to achieve targeted skills required to competent with the latest cutting edge technologies in IT industries. Industrial revolutions happening in every moment, CEP will provide the opportunity to enhance skills to create versatile products in world class level.

Key Objectives:

1. To make the developers in-demand with highly skilled digital enterprise solution providers.
2. To build up next level development team with the ability to provide digital infrastructure solution best in the Industry.
3. To make our developers ready to face industrial revolution and providing world class solutions.

Expected Outcomes:

1. At the end of this program the junior level developers/developers will be raised up with knowledge and skills to work in next generation technology.
2. After completing this programme the developers can have different perspective of production level implementations.
3. Building the team to face any challenges in the Industry can be achieved.
4. Identifying the new technology which can adopted current working environment to enhance the ability can be achieved.

Career Initiation Programme (SH2)

(SB2) The GREEN. Career Initiation Programme (CIP) aims to create an environment for all to become a solution based approach to solve any project. CIP follows the adaptive strategy in order to achieve the goal of highest growth of trainees in no time. Programme is basically focused to fill the gap between traditional college practices for learning to the corporate practices. This is a kind of fast-track program to bring the out the skill of individual and understanding their strengths and weakness. The program will provide full-fledged hands-on based training to brush up the known concepts and developing applications. It has a different level based approach to find out the individual performance in the technological area as well as professional activities. This program aims to create a translational phase of technological enablement program from the scratch. To start with of it has the predefined objectives that have been curated from the subject matter expertise and it is approved by management before delivery to the trainees. This program provides the opportunities to the trainees to learn fundamentals technical skills that are primarily required to participate in any kind of development projects. This will help them to know the basic technology to use in real time practices. By developing fundamentals knowledge from all the domains will help them to build applications in a holistic perspective. Finally, this programmes provides the trainees how to bring up the concepts to implementation and development.

Key Objectives:

1. To transition the trainees from campus mode to professional mode.
2. To model the trainees to become absolute problem solver in world class level.
3. To make the trainees be an in-demand professional developers in current industry.

Expected Outcomes:

1. At the end of this program the trainees will be raised up with knowledge and skills to work in multi-dimensional platform.
2. After completing this program, the trainees will be able to collaborate with real time projects without any hassle.
3. Trainees will be a replaceable delivery force in an organization.

Corporate Wellness Programme (SH3)

(SB3) GREEN. strongly trust that our employees are our greatest asset, and we have faith in that by investing in their health, we are investing in the success of our business. our people to be better able to take care of themselves and their loved ones. For us, the healthiest employees are those who:

1. Actively invest in their health and well-being to achieve their own personal best
2. Work in an environment that fosters and supports healthy choices
3. Achieve balance in body, mind, and spirit igniting full engagement and purpose at work, at home, and in their communities

Employee wellness is fast emerging as one of the key components of a holistic approach that organization are exploring to not only manage the benefits costs, but also to improve company culture, employee engagement, and productivity.

We want to drive healthy habits when it comes to good nutrition, physical activities and mental well-being. For this, GREEN. provides a lot of personalized healthcare choices to its employees, to reinforce and enable healthy behaviour. Building a wellness programem for employees based on data regarding their health and well-being means they are more likely to be engaged in the wellness activities and services made available to them. It gives you the opportunity to develop a wellness program that is based on the needs of your employees, rather than ticking a few usual boxes.

Employee Benefits (SH4)

(SB4) Employees are the essential system reinforcement of the organizations ability to develop and succeed. So it is very essential on how the employees benefits to accomplishing the organization goals and objectives. Employee benefits also known as perks, which are provided to employees above the salary and benefits includes Employee Provident fund, Employees State Insurance.

Contributing the benefits to the employees is very essential and it proves them that the organization is invested in for the future also. Best employee benefits plan will attract and retain the talent of the employees. The employee benefits helps in order to distinguish your organization from other competitors and also improves the organization.

In organization, there is no one size fits all when it comes to the employee benefits initiatives, programs and policies. The needs of the every organization and individual employees are different. By tailoring policies and programs to connect employee’s interests and increased awareness to drive program, organizations realize improved outcomes and increased performance.

Popular employee benefits

Benefits include:

Too often, employers have valuable benefits that go unused because employees are overwhelmed by the volume of information. Our GREEN solution provides the perfect platform for providing a personalized benefit experience that presents options based on each of your employees individual needs, interests and eligibility.

Employee Engagement (SH5)

(SB5) GREEN. encourages and rewards the employees where appropriate, the profile of the people recruited to these roles, their role specifications and training need to be adapted to reflect this crucial aspect of the job. We often provide organization-wide awareness training and worker involvement programmes. We carefully implement the worker involvement programmes to facilitate engagement, for example, involvement in health and safety to ensure employees become engaged in the safety aspects of their work, thereby facilitating improvements, and promoting the company’s safety programme. The full review of communication to develop strategies and tactics that serve to enhance engagement, we provide employee awards events, recognition stories, case studies, and recognising employee achievements.

Employee Engagement is an important perception in the effort to understand and describe, both qualitatively and quantitatively, the nature of the association between an organization and its employees. Continuously encourage employees to do better, practice and also encourage employees to come forward with feedback, suggestions to improve their work engagement. We arrange for mentoring and guidance to employees on a continuous basis for performance related issues. When employees know that they are being highly motivated and guided the confidence levels would always stay at healthy levels. We follow the best practices to make the employee engaged with organization culture. Engaged employees look at the whole of the company and understand their purpose, where, and how they fit in. This leads to better decision-making. Organizations with an engaged workforce outperform their competition. We promote value-driven engagement with employee-centric activities.

Organizational Culture (SH7)

(SB7) The GREEN. Organization which values the cultural as essential in the development of an organization. Cultural is inspired and innovated by empowerment team of organization. Organizational empowerment team has defined the underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization. That team collaboratively works together to frame the ways to create and sustain the smart work culture. Based on their experiences and ideas organization cultural activities has been initiated.

Empowerment team has holistic view of organizational culture from the perspectives of vision and mission of organization. That team will identify and setup the guidelines and policies to adopt with organization culture. It is a continuous process of adopting various strategies to empower the enablement team members and attaining team members who are the executors of the organization culture. This team will keep track of other stockholders of organization such as customers, vendors and consultancies. Based on the changes in business strategies organizational culture can be redefined.

Key Objectives:

1. To create and sustain a smart organizational culture that supports to achieve the vision and mission of organization.
2. To help new organizational members to adopt to its culture by which participants learn the culturally accepted beliefs, values and behaviours, so that they are able to act as effective members of the group.
3. To make existing employees to improve and support to develop more productive environments.
4. To incorporate the purpose and values of their investments of time in an organization.

Expected Outcomes:

1. After the complete understanding of organization culture the employee are well known about purpose and value of working in this organization.
2. The employee will be more enriched on their knowledge and behaviour in organizational culture.
3. They can able to understand the value of their own.

Performance Reward Programe (SH8)

(SB8) The GREEN. philosophy for employee performance recognition is aimed at continuously recognising valuable contribution and also motivating employees to perform better. We value the real participation of each employee performance based rewards. With greatest enthusiasm towards achieving the goal of organization, rewarding programme has been well defined and aligned with the vision and mission. As technology continues to grow by leaps and bounds, opportunities in the software development field are scaling right along with it. Performance rewarding programme always tries to keep clear and transparent performance based assessment to reward the employee. Envisaging the future of financial plan along with career enhancements is the main focused in rewards. All those planning will be done clear set of goals and objectives. We always go with the vertical growth based approach to improve the employee performance towards achieving the financial returns which is expected from them. We consider the demonstration of employee in the workplace with factors technical ability, internal drive, critical-thinking and communication skills to provide the appropriate and best value to them.

While assessing the performance of the employee multiple factors will be considered. This is known as professional assessment criteria which has the well clear intention to enrich the employee participation. The following are the assessment criteria used to evaluate the performance:

• Innovation - Using intellectual capital to Added Value to the product.
• Performance Engineering - Complying to Non-functional requirements.
• Security Engineering - Governing the security aspects and standards.
• Process Compliance - Complying both development as well as operational guidelines.
• On Time Delivery - Governs the product effectiveness - Effort & Schedule Variance.
• Technical Leadership - Attain required skill & Align consistently to Achieve defined goal.
• Functional Leadership - Conceptual & Business requirement understanding.
• Team Collaboration - Working towards common goals & delivering quality product.
• Employee Engagement - Perception & Clarity of the Task/Product.
• Commercial Viability - Ability to compete globally and adding commercial edge for GREEN.
• Customer Satisfaction - Customer experience & Business associationship.

We create the performance reward plan for every levels of employee roles. Focusing on the performance will make them to feel best reward they are getting out of effort. Competitive salaries against the normal industry standards would be remain a key to fulfil basic needs of employees to earn the best for the work they do. Attractive incentive and bonus components in the salary would also add extra motivation to employees to perform well and look forward to earning more with additional tasks. Additional benefits like gratuity, loyalty bonus, paid-vacations, sponsored education and insurance schemes for employees would be provided in due time to bolster the relationship between organization and employee.

Work Life Balance (SH9)

(SB9) The IT industry is booming globally and offers widespread opportunities for the people. The industry is lucrative and thriving. On the other side, it has its own pitfalls. People working in the IT sector are facing lifestyle disorders and are most prone to chronic diseases. The nature of work, tight-deadlines, targets, long hours, stress can take a toll on the physical and mental health of the employees. Due to the modern lifestyle and the sedentary kind of job, employees face numerous health problems and are unaware of the consequences. Physical inactivity, wrong body posture, bad food habits, and work stress negatively affects the productivity of an employee. As an outcome, employees suffer from peptic ulcer, hypertension, depression, insomnia, and other chronic diseases. Occupational lifestyle disease and other lifestyle disorders are an emerging issue which impacts the work-life balance of an employee and should be immediately addressed to end the stigma of physical and mental illness.

NEXT, takes account of these health problems faced by the IT employees as a primary factor to frame "employee-friendly" policies and procedures and advocates work-life balance. High priority is given for the employee's health and other issues in order to maintain the work-life balance. Any impediments affecting the work-life balance of an employee is immediately rectified. To improve mood swings, energy, and concentration we serve healthy nutritious snacks to the employees. "Happy hours" are given to interact with co-workers and to combat stress & depression. Employees have the liberty to communicate and raise concerns which will be overlooked by the Human Capital Management Team. The team ensures stringent work-life balance for all the workers for the sake of employee wellbeing and to improve productivity.

1. Stress level reduction at work and at home
2. Attainment in focusing without getting diverted
3. Augmented levels of competence and engagement at work
4. Contribute more fully in family and social life
5. Extra time to chase personal goals and hobbies
6. Overall Health Improvisation