Article: How does Reliance Nippon's SOUL initiative makes it a winner

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How does Reliance Nippon's SOUL initiative makes it a winner

Reliance Nippon Life AMC firmly believes that people are at the core of the business and their people strategy is one of the biggest differentiators, leading to consistently high business growth.
How does Reliance Nippon's SOUL initiative makes it a winner

Facts box:

Company Name: Reliance Nippon Life Asset Management Limited
Established: 1995
Total number of employees: 1168
HQ: Mumbai, Maharashtra 

Reliance Nippon Life Asset Management Limited (RNAM), one of the largest asset managers in India, not only attributes its growth and success to its people, but they consider employees as their primary assets and offers them a symbiotic environment of trust, value, and growth.

The organization functions on two core values: trust, and helping people achieve their dreams. Every employee undergoes psychometric assessment tests during the selection process, which helps the company gauge the emotional and intelligence quotients of individuals. This intervention helps identify candidates who are willing to learn and adapt, display a high level of commitment, are passionate about what they do, and who want to challenge the status quo. The company has a SOUL (Sharing, Outperformance, Understanding, and Listening) initiative to strengthen its culture of meritocracy through a robust Performance Management & Feedback System. For the leaders, the performance discussions are focused more around the softer aspects like their ability to lead effectively, groom talent, keep the team motivated and engaged, and ensure their teams deliver at their peak.

Integrating technology with HR processes is given key priority to enable every employee to achieve organizational objectives.

By digitizing Learning, Performance Management, and Employee Engagement activities, the organization runs highly effective engagement programs. Even for the health and wellness initiatives, RNAM extensively uses gamification through mobile apps. The company is using Workplace by Facebook very effectively for a strong leadership connect and engage with people across 300 locations on a regular basis. Through its flagship talent management program, CEOs Club the organization has groomed a significant number of leaders who have taken key positions in the organization like Business Heads, Fund Managers, and National Leads. More than 78 percent leaders are homegrown. Every year over 10 percent employees are moved across geographies, functions, and segments to enrich their learnings and make them future ready. 

Annual R&R events are organized by the company to felicitate the outperforming teams and individual achievers from various businesses and functions. Employees are encouraged to pursue their interests by joining the various clubs like trekking, photography, sports and music clubs. Also, with flexi-timing, five-day work, casual dressing throughout the week, employees enjoy a great work-life balance.

Topics: Best Practices, HR Industry, AON Best Employer, Employer Branding

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