Why Work with Us - Future Generali General Insurance

TALENT
MANAGEMENT

Enhancing skills

Want to unlock your skill potential? Join Us!

We are in a continuous endeavour to upskill our employees with the skills to succeed in achieving organisational objectives. We provide mixed learnings in the form of webinars, byte size learnings, group learning, E-Learning & digital learning for development.

Career growth

Want to be a part of a company that not just builds careers but builds stories of success? Join Us!

We strive to build stories of success by helping our resources in charting a road map for career growth within the company through various modes. We guide them along the journey at each step through talent development projects, internal and external training programs, job rotation platforms, cross functional projects and coaching.

International assignments

Want to be a part of a company that not just builds careers but builds stories of success? Join Us!

We provide opportunities for international assignments within the Generali Group. This enables to strengthen skills and provides global business opportunities.

Journey of a new employee

1
Employee Induction Program:
- Revisiting basics of insurance.
- Knowing about Future Generali India Insurance.
- Our business processes.
- GI industry updates.
- Compliance training and product information
2

Business Process Training: Process and systems training to support performance in job role.
3

Retail Product Training: Coverage of different products in retail segment.
4

Skill & Behavior: All skills & behavior trainings are aligned with life time partner approach of future Generali India.
5

Advanced commercial product training: Based on training need analysis, you will receive training on commercial products i.e. Fire, Marine, Liability & WC etc.
6

Pit Stop learning assessment: Based on periodic evaluation of individual learning, we provide coaching & mentoring to ensure performance.
7

Saksham: Structured learning program for individual learning and career growth.

LEARNING
& DEVELOPMENT

We focus on building a profitable business by developing and upgrading relevant skills of our employees. Our learning programs focus on Skill Development and Leadership Excellence.

Our Learning & Development team works closely with business and develops a mix of digital, byte sized and AV learnings on "moments of truth", to have successful behaviours for Front Line sales employees. All programs emphasises on enhancing skill set for new/ first time manager, developing women managers for critical roles, etc.

Our programs are developed across Levels starting from executive grades to higher grades basis the training need identified through in-house Competency Assessments. Individual Development Programs are shared with the employees and are encouraged to enhance knowledge and sharpen skills in their respective domains through various Education Programs that are run in-house and also supported by the organisation. We have structured learning and development programs that strengthen Functional and General Management Competencies.

BECOMING
LIFE TIME PARTNER

We aim at becoming Life Time Partner for our
internal as well as external customer.

LEADERSHIP
DEVELOPMENT

To sustain our Future Leadership Pipeline, we are investing in our talent. The way we leverage on our Leaders & Talent is key to implement the Business and Cultural transformation successfully. Generali Leaders are expected to believe in Diversity in terms of Gender, Generation, Culture and Background. As a role-model, they should have a Global Mind-set and ability to understand the future of insurance business with a capability to drive LTP transformation.

Our leadership development programs revolves around Life Time Partner Behaviour competency model. As a part of this journey, leaders undergo rigorous development programs. The key flagship programs that we have for our Leadership team:

Strategic Leadership Development Program:

It is in partnership with the IIM’s and designed for business executives who will further take on greater leadership responsibilities.

Key highlights:

Profile understanding post 360 degree feedback
Experiential learning by working on Transformational Business Impact Project
Frequent coaching sessions
Advanced Leadership Workshops at the IIM’s
Leader Connect sessions
Final presentations on chosen business project measuring ROIs
Final Valedictory session

Building Agile Leaders:

To build on Senior Leadership and Sponsorship of Agile Methodology & Individual Agility, we are developing Agile behaviours in our Leaders and teams. They are involved in Agile transformation projects such as Innovation and other digital initiatives, legacy projects related to New Technology & Data Strategy stream, Mobility Platforms, Agency Channel Transformation, etc.

Executive Coaching for Change:

Senior Leaders go through executive one-on-one coaching where along with the organization, the executive coach works in partnership to achieve maximum impact. Coaches help individuals to increase their Leadership Effectiveness through Change. It is an experiential and individualized development process that builds a leader’s capability to manage their individual career and achieve organizational goals effectively in the future.

EMPLOYEE
ENGAGEMENT

Employee Wellbeing & Assistance Program

At FGII, we believe in keeping the wellness of our employees as a top priority and it is never out of our sight. In this direction, we have put in place the Employee Wellbeing & Assistance Program for all our employees. The program aims to address any mental/emotional wellbeing issues that employees might be facing due to any professional/personal circumstances.

The program is company-funded and offers support and resources that our employees might need to address any personal or work challenges that may affect their well-being and work performance.

It is a 24*7, confidential and free of cost service to all our employees.

This offering provides access to professional counsellors who are readily available to help employee who are in need of emotional support. The program also offers several proactive programs to help cope with day to day stressful challenges in life.

The offering can be accessed through Phone Counselling, WhatsApp Chat and Email service and also have access to a premium version Tranquil Mindfulness App which has several guided and unguided mindfulness session to help emps. Feel relaxed and calm in the daily humdrum of life.

During the Pandemic, we took several initiative to engage with our employees. We believe that employee’s safety is our top priority even in a remote work environment. Employee Wellbeing is never out of our sign. We provide regular employee communication on safety protocols, social distancing, and preventive steps to be taken to avoid contacting the virus. We ensure our Human Resources team are in constant touch with our employees who need any assistance.

We put across a series of communication on WFH Discipline that can come in handy to help all employees in managing the work life balance smoothly and respectfully. There is immense focus on Health & Wellness Initiatives like Yoga, Fitness Quizzes, and High Intensity Interval Training etc. to ensure that our employees stay healthy & have the required support even in a virtual environment. We launched a Covid helpline in partnership with a vendor to cater to any emotional/mental anxiety or stress that our employees might be going through due to the pandemic. The service is strictly confidential & it is made available not just for our employees but their families as well.

Employee Communication Forums

We at FGII, utilize every opportunity to connect with our employees even in a virtual/remote set up whether it is through Employee engagement activities, Reach HR, Manthan, HR Dashboard, Town halls, etc.

It is an open platform for employees to reach out and connect with HR on various relevant topics covering policies, processes and initiatives. Employee queries and suggestions on HR are encouraged and the same are addressed on the call as possible. Unattended queries are responded to the concerned immediately after the call. This forum leads to employee alignment to the objectives and goals of the company and creates a sense of trust amongst the employees.

It is a platform where the Leaders take the responsibility to give visibility on the overall business performance, industry dynamics, customer service parameters and other critical initiatives in progress to all the employees. The opportunities and challenges regarding the Company’s performance is discussed to get larger level of participation and alignment among the employees. It is conducted at every location by the respective leader and here again the queries and ideas are captured and addressed on the spot or immediately thereafter.

It is an open forum for effectively addressing employees across geographies and time zones. This helps disseminate management decisions and plans for the future with the employees, thereby helping employees understand the expectations and business goals. It also touches upon the current business situation along with the company’s action plans to deal with it. Town hall also provides opportunity for employees to communicate with the management with any questions, suggestions or grievances that they might have. It acts as both – Top Down and Bottom Up approach.

This is an initiative where we publish a bi monthly newsletter summarising the activities and achievements during the last 2 months. It captures recent updates regards the organization, as also updates on the Learning and development activities, Organization Development and Employee Engagement interventions, Awareness pills on Employee Wellness and Mental Health besides some activity Quiz on relevant areas. The newsletter also has a note from the CPO highlighting the major events during the period and some refreshing, thought provoking messages to acknowledge and internalise by the employees.

Mauj

At FGII, we believe in creating a workplace around with fun and informality for everyone. Every month there are fun filled activities during birthdays and festival celebrations arranged at the zones to connect and enjoy the moments with fellow colleagues.

Engagement Surveys

Generali Global
Engagement Survey

Generali Global Engagement Survey is a biennial survey conducted by the Generali Group. The last one was conducted in 2021 and the findings were released in Jan 2022. There are action plans drawn in regards to the areas of opportunity and there are cross functional teams working on the same to ultimately improve the employee experience in the company. It fills our heart with immense pride that FG employees’ have expressed below mentioned areas as our strengths in their survey responses:

Diversity & Inclusion
Performance Management
Career, Training & Development
Compensation & Benefits

At FGII, we continually strive to improve upon our people practices and be an employer of choice.

Engagement Surveys

Great Place to Work Survey

FGII is certified for the third year in a row as a “Great Place to Work” for the period (Nov’21-Nov’22), post a comprehensive selection process amongst 10,000 companies from various industries. The certification is extremely coveted and is sought after for its credibility, as it recognises extraordinary workplaces in India that create happy & satisfied employees by fostering a high performance and congenial, caring, safe, enjoyable, and trust-based culture.

The 1st stage is certification assessment which captures the employee perspective of the impact called Trust Index covering parameters like Management Credibility, Respect for people, Fairness at Workplace, Pride and Camaraderie. We scored 90/100 in the trust Index as against 87/100 and 81/100 in previous two years. The average Trust Index of top 100 Companies is 88. Below are some parameters which came out as areas of strength for us this year:

1 CREDIBILITY OF MANAGEMENT

The credibility dimension measures the extent to which employees see management as credible (believable, trustworthy) by assessing employees’ perceptions of management’s communication practices, competence, and integrity.

2 RESPECT FOR PEOPLE

The respect dimension measures the extent to which employees feel respected by management by assessing the levels of support, collaboration, and caring employees see expressed through management’s actions toward them.

3 PRIDE

The pride dimension measures employees’ sense of pride in their work by assessing the feelings employees have toward their jobs, team or work group, and the company.

The 1st stage is certification assessment which captures the employee perspective of the impact called Trust Index covering parameters like Management Credibility, Respect for people, Fairness at Workplace, Pride and Camaraderie. We scored 90/100 in the trust Index as against 87/100 and 81/100 in previous two years. The average Trust Index of top 100 Companies is 88. Below are some parameters which came out as areas of strength for us this year:

The 2nd stage is recognition assessment called Culture Audit that involves evaluating ‘People Processes and Practices’. 75% of our practices fell in the ‘Best Culture’ grid and 35% in the ‘High Culture of Trust’ grid last year. Based on this study, FGII has received two special recognitions this year by the Great Place to Work Institute. We are now recognized as - Top 30 India’s Best Workplaces in BFSI 2021 and Top 100 India's Best Workplaces for Women 2021. Consistent efforts towards strengthening our people practices maintaining a high trust & high-performance culture has led to these organizational achievements.

Rewards and Recognition

Lifetime Partner Behaviours

We at FGII have over the years always lived our values and ethos – to win, being simple and to be humane. In a world where differentiation is key, we operate by the 4 unique Lifetime Partner behaviours which all our employees and associates live by i.e. Human Touch, Ownership, and Simplification & Innovation. We thus seek to recognize employee who imbibe and operate through the lens of the 4 LTP behaviours into our daily lives and get our individual actions weave into an organisational identity that becomes our culture.

To build & reinforce the importance of Lifetime Partner Behaviours
To align R&R with Lifetime Partner Behaviours and recognize demonstration of the same.
Provide visibility to employees who demonstrate the desired LTP behaviours
To ensure the LTP behaviours are embedded into the overarching culture of the organization
To make recognition more aspirational and examples setting to other to follow

Long Service Awards

Employees who complete 5 years and 10 years in the organization are awarded and recognized on different platforms for their contribution by standing strong and growing with the organization. We are proud to have 998 employees who have been awarded for having completed 5-year service and 363 employees for completing 10-years.