Employee Engagement and Total Rewards Strategy, by Mr. Govind Ramachandran, HR Leader, Avaya (India & SAARC Region)


Mr. Govind Ramachandran, AVAYA was at his eloquent best at the recent guest lecture concluded at TAPMI, Manipal on July 11, 2013. The HR Leader (SAARC region) explained in detail the ‘Employee Engagement and Total Rewards Strategy’ by AVAYA for motivation and productivity of an employee.

The enriching experience for the students started with a brief introduction of AVAYA. The telecom multinational has 16000 employees in 54 countries with more than 30 million small and medium size users. Its offices are across the globe with customers as hotel groups, airlines, educational institutions and banks to name a few.

Beginning with the topic Mr. Ramachandran explained that the health of a business rests on the health of HR practices. The HR practices that he discussed were

  • Employee Engagement Survey
  • Revenue per employee

Both factors are litmus to test if the employee is engaged and productive which is analogous to the company’s growth as a business.

Citing the reference of Corporate Executive Board he said

“High engagement capital drives 23% high business performance.”

A business performance he said is the key metric for company’s growth.

He further provided the key to improve Engagement ratio and productivity of the company with some easy steps. They involve to

  • Know the employee at personal level
  • Grow the individual with challenging opportunities
  • Inspire to do the job with knowledge and acumen
  • Involve in the process. If a person see a value in the work done, it produces better results
  • Reward, for the commendable effort put in the success

The interactive lecture filled with interesting questions from Mr. Ramachandran and positive response from the students stayed captivating from start to finish for the excited minds eager to learn the knowledge Mr. Ramachandran had to offer.

He discussed that rewards and recognition is much more diverse than just the numbers in the salary slip. He elucidated that compensation is just one-fourth of the total rewards. The other three are health and welfare benefits, talent management and retirement benefits which are equally as essential for the growth and inspiration of the employee as the salary itself.

He added that the cultural transformation of rewards is a continuous process. The expected rewards are turning into earned rewards, absolute ratings changing to relative contribution and limited differentiation shifting to high impacts and high rewards.

The session received an overwhelming response with students asking questions with invigorated interest which the guest was happy to answer. To mark the end of the session, the student body thanked him for taking time off his busy schedule to give an insight to the students about the HR practices and reward strategy.


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