Induction Programme

1. Welcome to e-Nxt Family Induction Programme February 2013

2. Welcome to e-Nxt! Dear colleague, It is with great pleasure that we welcome you to be part of e-Nxt Financials Ltd. We are indeed glad that you have chosen to accept our offer and join us here. You are important in fulfilling the mission of our company. This will be the beginning of a new mutually beneficial & fulfilling relationship. You are requested to go through this ‘HR Induction Manual’ and understand the company and its policies so that we can together maintain its high standards of discipline and workflow. This induction manual covers everything you need to know for your day-to-day office activity. Once again, a warm welcome from everyone at e-Nxt Financials Ltd. Warm regards, Naozer Dalal, CEO, e-Nxt Financials Ltd.

3. The TATA Group Group Purpose Attain Leadership through business excellence in the sectors we operate in, while upholding our values and integrity, to improve the quality of life of the communities we serve.

4. Visionaries “In a free enterprise, the community is notjust another stakeholder in the business butin fact the very purpose of its existence”Jamsetji Tata, Founder – Tata Group(1839 – 1904) “The Cycle is Complete; what came fromthe People has gone back to the People,many times over.”Jehangir Ratanji Dadabhoy Tata(1904-1993)

5. TATA Group Snapshot India’s Diverse businesses in Operations in Products and Services Largest Private Sector Employer Group Revenue (FY 2012) Largest Business Group 7 Sectors Over 80 countries Available in over 85 countries Almost 456,000 employees Approx. Rs. 4.75 crores (USD 100.09 bn)

6. Seven Key Business Sectors Information Systems & Communications Consumer Products Energy • TCS • Tata Interactive • Tata Sky • Tata Teleservices • Tata • Telecommunications • Infiniti Retail • Tata Tea • Tata McGraw Hill • Trent • Titan Industries • Tata Power • Tata Petrodyne • Tata BP Solar India Materials Services Chemicals Engineering • Indian Hotels • Tata Capital • Tata AIG • Tata Quality • Managements Services • Tata Strategic • Management Group • Tata Motors • Voltas • Telco • Tata Steel • Tata Advanced • Materials • Tata Chemicals • Rallis India

7. Pioneering a Nation’s Future Largest employers India’s first luxury hotel India’s first iron and steel plant Birth of India’s Aviation sector India’s first indigenously designed car World’s smallest and cheapest car Recent global acquisitions 456,000 employees TajMahal Palace and Towers TATA Steel TATA Airlines Indica NANO Corus Jaguar and Land Rover

8. Titans of the Group India’s first indigenous motor car, Indica, was rolled out by Tata Motors in 1991 The world’s smallest car, Nano, showcases the excellent engineering and design skills of the company It is the fifth largest steel company in the world. It was Asia’s first integrated steel plant, founded in 1907 and is today recognized as one of world’s Best Steel producers. Titan Industries is a manufacturing company that produces India's largest and best-known range of personal accessories – watches, jewellery, sunglasses and prescription eye wear. It is India’s largest power utility with installed power generation capacity of 2,300 MW Its one of world’s largest provider of IT and BPO Services The company is world’s second largest producer of tea

9. Values that Define Us

10. Tata Code of Conduct (TCoC) Foreword The values and principles which have governed the manner in which the Tata Group of companies and their employees have conducted themselves were first formally articulated as the Tata Code of Conduct in 1998.This Code was intended to serve as a guide to each employee on the values, ethics and business-principles expected of him or her with regards to their personal and professional conduct. It is however important to consider the effect of the rapidly increasing footprint of Tata Group companies across nationalities and geographical boundaries on the Code, whilst retaining the ethos of the Tata brand and reputation. This emergent global presence requires an appropriate modification of the Code to ensure that it addresses and encompasses diverse cultural, business and related issues universally across our Group. I urge each employee to read the current version of the Tata Code of Conduct and take pride in upholding the high standards of corporate and personal behavior on which the Tata Group’s reputation and respectability have been built over the past 140 years. Ratan N. Tata

11. About us e-Nxt Financials Limited (e-Nxt), an Enterprise Solutions Company, provides end-to-end services to domestic and international clients for back - office as well as front office activities. We believe in partnering with our clients in providing innovative solutions to meet their business needs. Stakeholders of e-Nxt Financials Tata Sons (50%) Tata Capital Financial Services Ltd. (50%) Being part of the TATA Group, our actions are governed by the following values of the Tata Family : Our staff strength of more than 4,500 employees spread across 180 locations in India gives us an unmatched footprint across the country which is leveraged for client facing activities with back-office support being provided by our processing centers in Mumbai (Deonar) & Thane. • Integrity • Understanding • Excellence • Unity and • Responsibility

12. e-Nxt Vision and Mission

13. Raise the Bar! As an organization, we aim to achieve the following in 2012-13 - People - • Improved benefits and Performance linked employee compensation. • Improved office infrastructure and working environment. • Support functions - to operate as true business partners - agility in execution & completing the loop. Service – • Speed-to-market & customer delight - deliver what we promise - on time and to desired quality. • Swift progress in Quality journey - TBEM ready in 2013-14. Business - • Revenues and Profitability to be generated in line with the budgeted nos. • Developing new business revenues as per the budgeted nos. Let us work together towards these goals, Challenge Yourself and Raise the Bar!

14. Lines of Business of e-Nxt

15. Quality Policy • We are committed to become the service provider of choice by creating customer delight in all our service offerings. • We shall – • Strive to proactively understand and deliver on customer needs and expectations. • Strive for innovation and excellence in processes and delivery models. • Deliver robust and effective solutions supported by processes, systems and data integrity. • Strive towards creating a learning organization and continually improve the skill levels of our employees. • We shall follow fair practices as governed by Tata Group Companies for e-Nxt Financials Ltd.

16. Organisational Chart – wef 1st Dec 2012 SonalParvatkar AM, Client Services Dinshaw Battiwala Sr Manager-HRSS Raees Pinjari AM, BD Sonia Salvi AM, BD Lalima Thakur AM, Business Development, Tata Group AnkitMaheshwari AM, BD Sanjay Lembhe Sr Manager, Accounts Rupali Nagvanshi Manager, Transitions Ivan Lobo AVP, Collections Sudhir Thakur Head, Stressed Assets Management Rakshit Mehta AVP, CPA Sunil Joshi Head, PDC & Quality Ruby Pinto Sr Manager, Quality Subhash Mohanty Sr Manager, MIS ParagPawar Manager AshishGhiya Sr Manager, Voice Support Anil Kulkarni Sr Manager Investigation Sunil Bhojwani Manager, BD Ritu Bansal AM, Legal Chitra Thalanki Sr Manager, F&A Domestic Swaroop Nambiar Sr Manager, International F&A • Note- • Maneesh Mittal has additional responsibilities for Business Development (Tata Group) & Transition Management • Gitesh Karnik, Bhanubhai Sharma and Chittaranjan Datar will report into Mayukh Maiti for their HRSS, F&A (Domestic) & LPO responsibilities respectively

17. Gitesh Karnik (CPO and Head, HR Shared services) Carlos Murzello (Sr Manager) Sandeep Palodkar, AVP - HR Triveni Sharma[Executive) NeetuBharadwaj[Manager](Delhi) Shobha Baindoor [Manager]Employee relations & Compliance Siddhesh Lendhe[Executive] TBH[Executive) Poonam Dhiman Asst Manager Shashank Mukne[Manager]C&B, PE, MIS, Insurance Thriveni Shetty[Executive] Ashok G[Manager](Hyderabad) Gopi[Executive] TBH[Manager]L&D, ISO, TBEM Lingam Verma[Sr. Executive] Kathiravan Asst. Manager(Chennai) SudhansuBehera[Executive] PrithaRaha[Asst.Manager](Kolkata) Kanchan Gurnani [Manager] Employee Engagement SangeethaSrimani [Executive] Wasim Khan [Executive] Antara Gupta[Asst. Manager](Guwahati) ShraddhaPalav[Executive] Tushar Patel[Asst. Manager](Mumbai) Yohun Lobo[Executive] Nitu Singh [Sr. Executive] HarikrishnaMistry [Sr. Executive]

18. Grade System Grade Indicates dimension of the role being performed and measured against characteristics. Designation Indicates the job being performed in a particular grade and measured against job description. (E.g.: Grade = Sr.Manager and Designation = Regional Sales Manager).

19. On boarding Documents required along with Joining Kit to complete joining formalities:

20. Leave Policy Synopsis

21. eXpress Express is a platform and forum where all employees @e-nxt can come together. It to enhance Employee engagement through interactive activities. Through Express we intend to bring together Pan India employees with varied cultures and geographies and work under different verticals under one roof. The link for the intranet is as follows:  Intranet:   http://192.168.15.75/IntranetTwo/ Internet:  http://203.201.252.134/intranettwo/ 21

22. Employee Self Service • One stop HR portal ! • To access – Pay slip, Tax computation, Attendance, Leaves, PMS, Query Management, etc. • To make ESS a complete source of information, • we request you to upload correct information about yourself along with a recent photograph. • Currently, the following are live on the website - • Payslip • Helpdesk management • My Dossier (basic information) • Query Management • Activation of other sections will be informed in due course of time. • How to access ESS? • Employees can login through eXpress. Detailed user manual for using the new portal is uploaded on eXpress under e-Nxt policies. • In case of any queries about the site, please send an email to askhr@e-nxt.com along with your employee code.

23. Attendance System and Leave Application • Steps to mark attendance: • Logon to eXpress, click on Employee Self Service (ESS) • Click on Attendance Management • Click on Punch In/Out screen. • Mark your attendance by clicking on “Punch In” • Process Steps to apply for Leave: • In ESS, click on ‘Leave Management System’. • Go to ‘Leave Application’ • Enter the dates from when you want the leaves, simultaneously enter From and To date • Enter the reason and Number for taking leave(s); • Click on ‘Save and Apply’ to register your leave for approval. • Absenteeism - • 3 (three) Consecutive absenteeism will be considered Absconding; • Warning Letter is issued on the 4th day and the candidate needs to report within 48 hours; • If the employee still doesn’t report, strict action will be taken.

24. Confirmation • When? • On completion of 6 months probation (180 days) from the Date of joining. • How? • The Reporting Superior gets appraisal notification in the attendance module. • If reporting supervisor appraises and confirms: • HR will issue confirmation letter • If he/she disapproves: • The confirmation period gets extended for 3 months. After 3 months, the appraisal notification is sent to the superior again. • How long is the extension period? • 3 months • How many times can an employee’s probation be extended? • Only once • Will there be any salary increments on Confirmation? • NO

25. Performance Management System (PMS) • Objective • The purpose of PMS is to integrate the process of objective setting, assessment and evaluation that will support growth of – employee, department & organization as a whole. The objective of this policy is: • To align individual objectives to that of the organizations. • To ensure an objective evaluation of an employee’s performance. • To assess the organization capability to deliver on the set objectives • To identify gaps in performance and take necessary actions to ensure the achievement of organizational and individual goals. • Eligibility • Employees who have joined on or before 31st December will be a part of the appraisal process. • Appraisal Cycle • Ensure within 20 days of joining you have your KRAs finalized with your Manager. • Mid-year Appraisal cycle (October), no performance ratings given, only revaluation. • Yearly - following Financial year • Methodology • Normalization method (5 Point Rating Scale: A, B+, B, C, D) • Outcome • Career planning process. • Determining the Compensation, Rewards & Recognition. • Create a culture of meritocracy.

26. evOlve - Internal Job Opportunity • Objective • The purpose of evOlve is to encourage and provide equal opportunity to internal talent which would aim at providing career opportunities and growth which in turn will result in employee retention. • Eligibility • All employees who have completed 18 months in existing role. • Applying for an IJP • Information about internal opportunities will be emailed to all • To apply for an IJP, the candidate does not need to seek approval or signature of the immediate Supervisor/ AVP or the Business Head. The HR SPoC verifies the lock-in period with the applicant's regional HR. • An application received after the due date will not be accepted under any circumstances.

27. empoweR • Objective • Our people are representatives of our culture and the best source for introducing talent as per the organization’s requirements. • With the employee referral program, we empower you to turn your friends into your colleagues! Refer your friends for the following vacancies at e-Nxt and earn referral bonus. • How to refer? • HR communication advertises the vacancies. • Employee sends the resume of his referred friend to the concerned HR. • Each successful referral earns Rs. 2000. • In case of CSA, each successful referral earns Rs. 1000. • The new joinee must mention your employee code on his resume as source of reference.

28. Transfer/Relocation • Transfers can be through : • Internal Job Posting (IJP) •  Voluntary transfer - Employee can send a written request for voluntary transfer only after completing 12 months of service at the original location •  Other Business requirements. • General Guidelines • Taking into consideration the cost of living allowance and business exigencies, the business head will revise the compensation on case to case basis, if so needed. •  Before re location, handover of current role should be completed. • Relocation outside city - Maximum period of 4 working days transit leave shall be allowed, Leave has to be availed within two weeks of moving to the new location. •  Relocation within the city limits - no joining time shall be permissible • All transfers in the system will be effective 1st of the month only. • Once accepted the transfer you cannot deny moving to the position. • Failure to accept transfer will lead to disciplinary action which may lead to termination of services. • Any type of transfer is subject to availability of vacancy. • Company will provide the accommodation, for a period of 15 days. • The quote for movers & Packers expenses has to be approved by Business head/ Functional head.

29. Transfer/Relocation Relocation benefits i) Relocation allowance: will be given to the employee in case of permanent relocation. This amount will not exceed one month’s Basic salary. ii) Disturbance allowance: up to Rs. 5,000 per school/ college going child, subject to a maximum of two children iii) Brokerage: The employee will be paid one time brokerage which will be equivalent to one month rental, subject to submission of necessary documents. This is applicable to level of AVP and above. iv) Travel Allowance: As per Travel Policy.   v) Movers and Packers allowance as per the policy

30. Mobilepolicy Coverage and Scope Employees on field - Sales and collections team Employees who are Assistant Manager and Above. Employees who are covered under mobile allowance in their CTC will not be eligible for reimbursement • Handset & Reimbursements: • Employee to procure the handset • AVP and above need to procure a PDA (Blackberry Services) • If billing exceeds ceiling, the same will be recovered from salary. • Guidelines: • The mobile phone is ‘switched on’ throughout the day. • All employees will have to opt for TATA CDMA/GSM. • Cost of Repairs and Maintenance will be borne by user. • Handset will be replaced after 3 years, and old handset can be retained without any recovery. • In case of loss of handset, the same will be replenished by employee himself.

31. Travel Policy Collections - X-Bucket and 1-4 Bucket, SAM (LPO), Sales & Marketing • Reservation (through authorised agent)/ Cancellation charges may be reimbursed with approval. •  Conveyance / Travel reimbursement claims needs to be submitted before 15th of the month. •  Claims older than 30 days will require Regional Manager’s approval. • Claims older than 90 days will not be entertained unless approved by the Business head and COO. •  Business head/ Functional head can approve tour advance of an employee which can later be settled against bills • If the bills are not submitted within 15 days after completion of travel, the advance amount will be recovered from the salary. • Local Conveyance, Travel requisition and expenses for all employees of the level from Executive to State Head has to be recommended by reporting Manager and approved by the respective verticals as per amounts mentioned below. Executives and Sr. Executives - B1 Team Leaders and Asst. Managers - B2

32. Travel Policy Corporate, Support Functions, PDC, CPA, FAO, HRSS, Voice Support • Reservation (through authorised agent)/ Cancellation charges may be reimbursed with approval. •  Conveyance / Travel reimbursement claims needs to be submitted before 15th of the month. •   Business head/ Functional head can approve tour advance of an employee which can later be settled against bills • If the bills are not submitted within 15 days after completion of travel, the advance amount will be recovered from the salary. • Ground transportation for female employees will be provided from their residence/ hotel to the point of departure and from the point of arrival to the hotel/ residence/ office/ place of visit for travel before 6:00 am and after 8:30 pm. Tour Expenses – Ceiling Per day Executives and Sr. Executives - B1 Team Leaders and Asst. Managers B2

33. Travel Policy Corporate, Support Functions, PDC, CPA, FAO, HRSS, Voice Support Manager to Sr. Manager – B3 & B4 Personal vehicle for official Travel • Four Wheeler: Rs. 9 per km.(Car capacity of 1.6 L and above, entitlement will be Rs. 12 per km). • Two Wheeler: Rs. 1.75 per km.

34. Travel Policy Personal vehicle for official Travel • Four Wheeler: Rs. 9 per km.(Car capacity of 1.6 L and above, entitlement will be Rs. 12 per km). • Two Wheeler: Rs. 1.75 per km. Employees in Stressed Asset Management vertical will not be eligible for local conveyance within their territory limits (25 km from their base location). The amount given below is a ceiling of Local conveyance and Travel expensescombined together. Local conveyance and Travel expense limits (pm) Approval Matrix – Sales and Marketing

35. Policy against Sexual Harassment Objective: Provide employees a work environment free of harassment at the workplace. Harassment and sexual harassment in particular, vitiates the environment "any unwanted and unwelcome sexually oriented behavior." It includes (but is not limited to) such unwelcome conduct with sexual overtones (whether direct or by implication) • What you need to do: • Each manager/ supervisor must contact any member of the Redressal Committee immediately upon receipt of a complaint and must be alert to retaliatory action or reprisals. • Where individuals believe they have been a victim of harassment, they should record the following details relating to the incident: • Date • Time • Place • Names of any witnesses • Details of behavior complained against • Redressal can be formal or informal.

36. Policy against Sexual Harassment (contd.) • What happens after your redressal: • The Redressal Committee will then carry out a hearing • The Redressal Committee's conclusions will be communicated to the parties in writing with the recommended action for the Head of Human Resources. • Formal action on the basis of the recommendation will be decided by the Head of Human Resources after discussing the Redressal Committee's recommendations with the Managing Director of the Company. • Who is Redressal Committee & what is their role: • The Redressal Committee, with a composition of at least 50% women members, will be headed by a woman and will include an external woman member conversant with the issue of sexual harassment • The e-Nxt custodian of these matters is Mr. ChittaranjanDatar (Head – Legal & Compliance). He can be contacted at c.datar@e-nxt.com

37. Whistle Blower Policy “Every employee of a Tata Company shall promptly report to the management any actual or possible violation of the Code or an event he becomes aware of that could affect the business or reputation of his or any other Tata Company.” Accordingly, this Whistle Blower Policy ("the Policy") has been formulated with a view to provide a mechanism for employees of the Company to approach the Chairman of the Audit Committee of the Company. All Protected Disclosures should be addressed to the Chairman of the Audit Committee of the Company. The contact details of the are as under: Chairman of the Audit Committee Mr.GovindSankaranarayanan, ‘152’ Palm Court, 2nd Floor, Flat No 6, Opposite Oval Maidan, MaharshiKarve Road, Churchgate, Mumbai – 400 020 Tel.: 267459063 /9223332933.

38. Reward and Recognition Star Awards • Objective • To reward and recognise achievements of our employees • Create a recognition platform across verticals and locations. • To provide guidelines to recognize specific, unique, value added and critical performance incidents within or beyond expected & predefined performance objectives. • To reward these performances through monetary or non-monetary terms indicating organisational recognition and appreciation towards the employees. • Create a sustainable and practical R&R. 38

39. Star Awards – synopsis

40. Reward and Recognition (contd.) • Objective • Kudos! is e-Nxt’s non-monetary recognition platform. • Employees should be recognized immediately for behaviors and performance that represent/ build the organizational culture. It could be – • A job well done/ Performance • Support provided/ Team work • Display of Integrity or Excellence • Innovation • Going beyond the call of duty/ Customer Service • Objective • We appreciate the invaluable contribution made by employees towards the growth and success of e-Nxt. • To reward dependability, motivation and experience of employees who have completed 5 years in the organization, we present them with Long Service Awards. 40

41. Health Care Programme The Group Healthcare Program at e-Nxt includes the following - • Group Mediclaim Benefits (GMC) • Group Personal Accident Policy (GPA) • Group Term Life insurance (GTL) • Policy Period : 1st April 2012 to 31st March 2013 • Grade wise coverage & premium amount that would be deducted monthly from the employee’s salary is as below – • - Please update your family details on the Online Attendance System Important

42. Team Bonding • Team leader / Manager of a department can spend an amount of Rs. 75/- per employee per month on employee engagement activities like picnic, movie, lunch/ Dinner, etc. • Rules for spending: • An Employee will be eligible for Rs. 75 per month. • The team can spend it monthly or can accumulate upto March and celebrate a large event. • No spending in advance. • The expense must be approved by Business head. • Company does not take any responsibility of such arrangements/ event. • The leader is advised to take full precaution and keep business sensitivity in mind.

43. Snapshot – e-Nxt day celebration 2012 Theme for e-Nxt Day 2012 – Raise the Bar 43

44. Contact List For any query or issue related to joining formalities, please contact your concerned HR person. For other specific queries, please follow these numbers. It is a good practice to resolve any query through proper channel. Follow these contacts by keeping your Line Manager and HR informed. * Contacts may vary during the course of time. Details can always be obtained through the board line number - +91-22-67627400

45. Thank You!