Strategic HR and reinforcement techniques in Verizon to get best outcome from employees

1. Strategic HR and Reinforcement
Verizon India

2. Company Profile
 Largest wireless and fixed telephone line service
provider company. Started in 1983
 Fortune 15 company and headquartered in New york
 Services
Voice and Data
Info./Dir Publishing
 Products
Handsets
Accessories
Calling cards

3. Balanced score Card

4. Balance score card and Employees
 How Verizon implemented
this balance score card to
get the desired behavior
from the employees..??
 The Scorecard was
designed to integrate HR
policies with that of the
business strategy

5. Balance score card and Employees
Balance Score
Card and
Employees
Total Reward
Concept
Reward System
Baisc Pay
Performance
Pay
Indirect Pay
Motivations and
Enforcements Other Benefits

6. Total Reward Concept
Non Monetary
People own their
Career
Training and
Development
Flexibility
Work Life
balance
Open Culture &
Security
Job Enrichment
Accountability
Awards &
Recognition
Belongingness
Safety
Monetary
Basic Pay
Performance
bonuses
Profit Sharing
Overtime
Payments
Other Benefits

7. Total Reward Concept(Non Monetary factors)
 Employees Own Their Career
- IDP (Internal development Plan )
Employees decides how they want to develop in the
organization on their own.
- Company wants workforce to have careers not just
jobs
 Job Enrichment
It includes more challenging task to be included in day to
day task performed by the employee. Lack of interest of
employee due to monotonous job can be avoided by this
method. "CHANGE ENERGIZES US” widely used quotes in
Verizon
 Accountability

8. Total Reward Concept(Non Monetary factors)
 Training and Development
 Amongst 80 hours of
mandatory training, 40
hours is for technical training
and 40 hours training is up to
an employee what they
want to learn
 Invested more than $280
million in 2012 for learning
and development
 Offered more than 11,000
courses in a variety of
formats, from collaborative
learning in a classroom to
self-directed learning online.
0
10
20
30
40
50
60
70
80
2010 2011 2012
Avg. Training hours
Avg.
Training
hours

9. Total Reward Concept(Non Monetary factors)
 Flexibility It enables an employee to work as per their
convenience and employees are responsible enough that they
plan in such a way that deliverables will not exceed
timelines.Exm: Work from home facility
 Awards and Recognition
This can be monetary or non monetary.
Few of the awards and recognitions given by
Verizon to its employees are as follows
 On the spot Award
 Credo award
 Best Learner Award
 Best Team Award
 Five years completion Award

10. Total Reward Concept(Non Monetary factors)
 Diversity
Verizon is improving in terms
of maintaining diversity. It
seeks diversity in terms of
gender, skills etc. So that all
people will get equal
employment opportunity
 Work Life balance
Fun Friday – Every Friday
some games, experience
sharing etc.
Day Care support for Mother
having small Child, Largest
leave provider in Industries

11. Total Reward Concept(Non Monetary factors)
 Belongingness
 Punch line of Verizon is “WE ARE
VERIZON” from the name itself it gives a
feeling of belongingness
 Verizon seeks advice from its employees
to become a better organization, When
employee take part in this kind of things
they felt proud
 Open Culture and Security
 Verizon prefers open culture in the
organization, any person can meet any
other subordinates, peers of bosses at
any point of time.
 No need to take prior permission or

12. Total Reward Concept(Non Monetary factors)
 Safety
 Safety is a top priority at Verizon.
They are committed to ensuring
that all employees have a safe
and productive work
environment.
 BE SAFE
 The focus is on raising safety
awareness, encouraging safe
behaviours and creating
personal accountability for safety.
 Ahead in safety across industries
with a standard of 1.35 which is
far better than 2.10 industry
standard
0 5
2010
2011
2012
Injuries and
Illness rate(Per
100 employee)
Injuries
and
Illness
rate(Pe
r 100
employ
ee)

13. Total Reward Concept(Monetary Factors)
 Basic Pay
A fixed pay that constitutes a standard rate for the job
defined by market pricing
and job evaluation. It helps to establish mutual
commitment in the employment
relationship
 Performance or variable Pay :
 A component of pay that is directly related to work
related behavior of an employee.
Two types of variable pay in Verizon :
 Performance related pay(PRP) – Based on individual
or team performance
 Organization performance pay – Based on the
profitability of the firm like employee

14. Total Reward Concept(Monetary Factors)
Overtime payments
For employees coming on weekends, regular
payment plus some additional amount of
payment is given by the company
Leave Compensation
Verizon provides highest number of leaves in
the industries. It provides total of 32 leaves.
Leave breakup is as follows
Earned Leaves 18 EL, Casual Leave
12, Floating leave 2
An employee can use this as per the
convenience and they may use it for monetary
benefits if there is some leave available at the

15. Impact of Total reward Concept
Through Total reward Concept Verizon is
able to integrate Business strategy with HRM
strategy and below results is a proof for the
same..!!  Price
Quality

16. Last but Surely Not the Least..!!
 Apart from following best practices Verizon is
also doing things which is creating awareness
in society and making the brand value more
credible, more famous. Below is one of such
activities :
Internet Safety Month : Verizon supports
the Family Online Safety Institute's mission to
promote a culture of responsibility online and
encourage a sense of digital citizenship for all.
Watch the Video and Enjoy..!