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Welcome

TNS releases next version of its Employee Newsletter- Udbhav, Volume-IX,

wherein we have highlighted various news Events, innovative employee

benefits, ideas, achievements and celebrations. We hope you will find it

informative.

Highlights:

• ISO 9001:2015, 14001:2004 to 1400:2015 Certification has been successfully renewed.

• TF has been registered for ZED (Zero Defect and Zero Effect).

• TNS is now approved in HVPNL, TSTRANSCO, MSETCL and APTRANSCO for sub-station structure and

transmission line tower supply.

• BPEX has launched BPEX Rewards & Recognitions and BPEX Trophy model.

• SF reduced the chemical consumption by reducing the average density of PU below 40.

• NT is getting all the Car chargers repaired now instead of purchasing the new ones which has resulted in

the annual saving of Rs.10 lakhs.

Contents

1. Articles from HR Desk.

2. Skip Level Meeting HO

& Factory.

3. TNS welcomes TSSC

Team

4. Financial Planning

Workshop

5. Environment Health &

Safety month & Other

Trainings.

6. Festive Season.

A-Vishwakarma Pooja

B-Birthday Celebration

C-Marriage Anniversary

D- Holi

7. Rewards & Recognition

8. IMS Audit

9. Corporate Social

Responsibility

Volume-IX, July-2017

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• NT has got the E-waste disposal contract freezed. Will get the certification post first lot of the disposal

submitted.

• Software dept has developed HR Software for Quality Austria and successfully launched in their business

module.

• T Bracket used by the Installation team in SF could not bear the 100mm to 150mm Panel load due to Design

of the structure. Purchasing cost of this T Bracket from supplier was Rs. 150/- per bracket. However, we

arranged it for Rs. 75/- which resulted in the annual saving of Rs. 90000/- so far.

• HR initiative are as follows-

a) 5S Training modules for the employees

b) Workshop on Income Tax and GST awareness

c) Enhanced Marriage gift worth Rs – 5000/- to each member of TNS family.

d) HR Head (Mr. Shubhankar Malakar) visited the Allenhouse Group of Colleges as a Guest Lecturer in

their Orientation Program of B.Tech students.

e) More frequent and time bound thrust on behavioral & motivational training of new entrants.

f) Reduction in accident & near miss case in factory.

• Out of Box strategy to improve the EHS adherence combining Rewards and Penalty together with

immediate feedback.

• System has decreased repair & replacement pendency from 48% to 23%.

• Due to high emphasis on EHS by HR number of accident has been reduced.

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Article: From the desk of HR

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Essential 1:

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Great managers inspire their people to achieve exceptional

outcomes by taking the time to understand what motivates them.

They also drive growth by providing a challenging workplace where

people feel comfortable enough to experiment, communicate and

support one another.

Great leaders have a rare combination of five talents: “They

motivate their employees, assert themselves to overcome

obstacles, create a culture of accountability, build trusting

relationships and make informed, unbiased decisions for the

good their team and company.”

For managers to go from good to great, they must practice these

skills. Contributors have an important responsibility to develop their

leadership abilities, particularly in organizations that require

collaboration to achieve objectives.

Essential -2

SSSeeettt gggoooaaalllsss ttthhhaaattt dddrrriiivvveee ooouuutttcccooommmeeesss The connection between an employee’s work, their value to the organization and their impact on an

outcome is a key driver of employee satisfaction and engagement. When employees know what is

expected of them and clearly see the impact they have on the organization’s success, they are motivated

to deliver results. When managers conduct frequent check-ins on quarterly goals, companies can realize

30-40% greater returns. Goal accountability focuses on 4 key activities:

1. Setting motivating goals that are linked to business outcomes

2. Reviewing and revising goals to ensure they are still aligned

3. Coaching for accountability

4. Providing feedback and recognition for what and how outcomes are achieved

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Essential 3:

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Working with great people is continually one of the top 10 reasons

employees stay at a company. True success is creating an

environment where all employees are comfortable giving and receiving

feedback about performance. By receiving continuous feedback,

employees will better understand what behaviors they should continue

and which do not support their development.

Organizations that nurture a feedback-rich culture and encourage all

employees to share feedback have more highly engaged workforces.

Building an engaged workforce through ongoing feedback and

recognition is the entire organization’s responsibility and should no

longer be viewed as an HR priority but rather an overall business

priority.

The stronger the recognition practices, the stronger they feel their

relationship is with their direct manager. Among the 512 US

employees who say their company has strong recognition practices,

87% feel a strong relationship with their direct manager. That number

dips to 51% among those who reported a lack of such practices at

their companies

Essential 4:

EEEssstttaaabbbllliiissshhh aaa cccuuullltttuuurrreee ooofff fffooorrrwwwaaarrrddd---fffooocccuuussseeeddd gggrrrooowwwttthhh aaannnddd dddeeevvveeelllooopppmmmeeennnttt Learning opportunities and employee development are top drivers of employee satisfaction, which means learning and development should no longer be just a once-in-a-while activity. It has become a business-critical priority for increasing skills, staying competitive and improving employee engagement. Employees expect their organizations to invest in their development and provide them with the skills they need to succeed. Without a commitment to developing employees, companies risk losing key talent and not having the skills they need to compete. When it comes to staff development, direct managers have the largest role to play in providing employees with an opportunity to apply and grow their skills and abilities. Managers must proactively facilitate employee development by enabling employees to learn though stretch assignments, team collaboration, and regular coaching and feedback. In addition to identifying areas for improvement and development, great managers can build engagement through strengths-based development. While focusing on strengths does not mean ignoring weaknesses, being aware of limitations provides a great opportunity for collaboration to further develop and learn

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Essential 5:

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Building strong manager-employee relationships drives employee

engagement. One of the ways to improve the manager-employee

relationship and establish the trust needed for engagement is through

consistent communication and meaningful ongoing performance

conversations. Employees whose managers hold regular meetings with

them are almost 3X as likely to be engaged.

Employees want their managers to be open and approachable.

Consistent two-way communication helps employees feel safe and

supported, and it builds a productive workplace in which people feel comfortable enough to experiment, to

challenge, to share information and to support one another. To make ongoing performance discussions

meaningful to the employee and improve performance, these conversations should:

• Focus on employee contributions

• Clarify expectations and accountability around goals and development

• Discuss what motivates employees and what can drive greater job satisfaction

• Provide opportunities for feedback, recognition and coaching

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• Recruiting and Onboarding A major reason people leave an organization within their first 90

days is that there is disconnect between what they thought the role

was going to be and what they experience when they start the job.

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Attracting the people with the right “fit” means

understanding your performance culture and

the mission, vision and values that define

success.

Failure to engage employees early increases

the risk of turnover. Ongoing performance

management supports all aspects of an

effective onboarding program, helping

companies to quickly engage new employees

and embed them into their culture through:

• The setting and communicating of clear

goals and expectations

• Ongoing dialogue between manager and

new hire about how they are progressing

• Development discussions about activities

to enhance employee effectiveness and

drive career progression

Having “face time” with their manager,

receiving clarity on role and expectations, and

understanding how their work fits into the

bigger picture helps employees become more

engaged, higher performing and less of a

retention risk.

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Skilled and motivated employees are critical to the performance outcomes for any business. However, when learning and

development is not part of an ongoing performance model that is clearly connected to an employee’s role and

demonstrates a path for personal growth, it will have a negligible impact on employee engagement or outcomes.

Managers play a key role in empowering employees to “own” their own development but must also provide ongoing

support, feedback and coaching. Managers who are engaged in these ongoing development discussions have a huge

influence in adoption, employee engagement and productivity and in reinforcing the learning culture – not something that

can be achieved with a standalone learning management system.

••• CCCooommmpppeeennnsssaaatttiiiooonnn Effective managers let employees know that compensation is

based on a wide range of factors and behaviors and not limited to a

specific year-end performance score.

Market adjustments, target bonuses, stock options and other

incentives can be part of a total rewards package. Managers need

to be accountable for and confident with honest and open

conversations around how compensation and other types of

rewards are determined.

Pay-for-performance can take many forms and, like feedback,

employees should not have to wait until the end of the year to be

recognized. Spot bonuses, gift cards and other rewards and

recognition can be awarded at any time to complete an employee’s total rewards. Organizations can increase employee

pay perceptions by 50% through more effective pay communication, positively impacting intent to stay by 34% and

boosting employee effort by 15%.

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Traditional succession planning has been used to ensure

continuity at the top levels of business, but that isn’t enough

anymore.

There is a generational shift in the workplace, including a mass

exodus of older, experienced workers and an ongoing influx of

younger employees who expect a work experience that includes

accelerated responsibility and a clear career progression path.

It might be HR that is tasked with implementing and managing

a succession planning program, but it’s the managers and

stakeholders who need to champion it to make it work. It’s not

good enough to simply identify high-potential candidates; an

organization must also invest in coaching, developing and

guiding employees toward future roles that align with business strategy.

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On regular intervals we conduct employee satisfaction surveys; the primary purpose of the skip-level meeting within an

organization is to determine the organization's effectiveness -- by getting an honest assessment from employees at all levels.

The advantage to using the skip-level meeting is that it allows HR to ask and interview employees about their feelings

regarding their company. This process allows each employee to speak freely without worrying about backlash from his

supervisor.

Secrecy is the key to the skip-level meeting. HR managers call these meetings because they want the employees to be able

to speak their minds without fear of retribution. Employees are typically assured of their safety from any backlash for any

comments they make. HR calls these types of meetings to learn as much as they can from the perspective of the lower level

employee. In some cases, they may wish to learn about the effectiveness of mid-level managers and supervisors.

Survey Methods

We are using two methods of Survey Methodologies i.e. by Interview or Questionnaire. With an Interview Survey, we discuss

with the employee to get verbal feedback & in Questionnaire survey we ask problems personally. Data extracted from above

both methods are collated for analysis. Data & Analysis further presented to concern department & management for

resolution of the problems to increase the satisfaction level of employees.

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HO Factory

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The Telecom Sector Skill Council (TSSC) is a Non-Profit Organization, registered under the Societies Registration Act, 1860.

We are an industry led apex body, jointly set up by The Cellular Operators Association of India (COAI), Indian Cellular

Association (ICA) & Telecom Centre of Excellence (TCOE) to ensure adequate availability of skilled manpower to boost

growth and productivity in the Telecom Sector. Telecom Network Solutions Pvt Ltd. is an associate member of TSSC.

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HR has conducted workshop on income tax planning at HO on 1st July 2017.

Workshop Objectives:

• Need of Financial Planning

• Know your Financial Fitness

• Money Management & Bad Money Habits

• Wealth Creation strategies

• Asset Allocation

• Investment Products like Equities, Bonds, Mutual funds etc

• Tax saving

• Tax planning strategies

• How to Plan to achieve financial Goals

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Environmental, health & Safety (EHS) is at the core of TNS sustainability work in across all sites and factories. Through

various activities in our plants and facilities we have been able to reduce accidents, reduce waste and incorporate a global

management system (ISO 9001, ISO 14001 & OHSAS 18001) to continually and ensuring health and safety.

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EHS audits were done by HR Head to ensure PPE’s are being used by the field teams & in Factory and all safety guidelines

are also been followed by them

ERECTOR TRAINING HELD ON 21-Apr-2017 at Kastiwal, Gurdaspur site (IN-1322791)

Point of discussion:-

1. Proper PPE carrying to site. 2. Safety violence zero. 3. Check safety by them. 4. FTR process. 5. Tower Erection done within timeline declared by customer. 6. Timely reached on site. 7. Best erector award provide by TNS in each quarter. 8. Indus warring show to tower team and TSP person. 9. Award given to Tower team for using proper PPE at site.

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ERECTOR TRAINING HELD ON 10-May-17 at Factory

Point of discussion:-

1. Proper PPE carrying to site.

2. Safety violence zero.

3. Check safety by them.

4. FTR process.

5. Tower Erection done within timeline declared by customer.

6. Timely reached on site.

7. Best erector award provide by TNS in each quarter.

8. Last year Indus warring show to tower team and TSP person.

9. Award given to Tower team for using proper PPE at site.

10. 6SLR process.

11. Road safety while reaching at site.

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We organize fire drill training in the organization throughout the year to make sure that all our employees should

understand what to do during a fire emergency. For example- Employee should be aware of the designated safe

meet up location or what instant action they have to take if any emergency occurs.

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OOOvvveeerrraaallllll EEEmmmpppllloooyyyeeeeee DDDeeevvveeelllooopppmmmeeennnttt TTTrrraaaiiinnniiinnnggg MMMoooddduuullleeesss – An initiative by

HR

HR has taken the initiative of employee competency development. In this direction we have identified 9 training

modules as attached for the current Financial Year for the overall development of the employees. Strategically

these training sessions have been compressed in Q2 so that benefit and training effectiveness on performance

can be observed in Q3 and Q4 and so on

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Day's Programme Title Objectives

Day 1 5 ‘S’ and Visual Workplace

Management

a) Implement 5’S’ at their work place

b) Mange Visual Wokk Understand the importance of quality in the

current business context

Day 2 Supervisory Skills

a) Understand roles and responsibilities of a supervisor

b) Manage team at shop floor for achieving higher level of

productivity

Day 3 Business Excellence

a) Understand the importance of a business model for enhancing

overall performance of a business entity

b) develop insight into international and national business

excellence models

Day 4 Quality System

a) Understand the importance of quality in the current business

context

b) Involve themselves into implementation of Quality

Management System

Day 5 Employees Health and Safety

a) Understand the importance of health and hygiene in personal

and industrial life.

b) Appreciate their role in implementing Machine, Electrical and

Fire safety at workplace.

Day 6 Change Management a) Importance of managing change

b) Manage and stabilize the change process in the organization

Day 7 Creative Problem solving &

Time Management

a) Acquire problem solving techniques

b) Manage time in a better way enabling them to achieve higher

level of productivity.

Day 8 Waste Minimization

a) understand importance of reducing industrial waste

b) apply techniques of waste minimization to improve productivity

and profitability

Day 9 Auditing skills for Internal

Auditors

a) Understand roles and responsibilities of internal auditors

b) Conduct internal audit in effective manner

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Supervisory Skills 5 S & Visual Workplace Management

Creative Problem Solving & Time Management Business Excellence

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For New Entrants, 1 day induction program is being given by Head HR wherein introduction of the company, EHS rules,

Policies and Motivational training is imparted by him.

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A-Vishwakarma Pooja

Vishwakarma Puja is a day of celebration for Vishwakarma, a Hindu God, the divine architect, Special statues

and pictures of Vishwakarma are normally installed in factory. All workers & their families gather in factory and

perform the puja. Various activities games and activities like Kho-kho gun shooting, Ring game, Matka fod, Arm

Wrestling and kite flying were also the highlights of the celebration and winners got awarded as well.

Puja Kho-Kho

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Matka Fod Arm Wrestling

Kite Flying Gun Shooting

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Prize & Rewards Distribution

B-Birthday Celebration in HO & Factory-

TNS takes an initiative to encourage employee for their belongingness with the company and to ensure this, we celebrate birthday of

each & every employee .HR ensures that birthday of each employees is celebrated.

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C-Marriage Anniversary-

Anniversaries are special and important events in a person’s life. We celebrate employee’s anniversary. This is a way of

telling them they’re important. Anniversaries are times to remember the fun times, share some laughs, and even think

about the goals that have been accomplished.

D- Holi

The festival signifies the victory of good over evil, the arrival of spring, end of winter, and for many a festive day to meet

others, play and laugh, forget and forgive, We celebrated holi festival with full enthusiasm and enjoyed with colors & water

balloons, played music and danced on Holi songs & greet each other with sweets. A simple celebration within the office can

be great in term of promoting & developing the bonding among the colleagues.

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Rewards and recognition are considered powerful tools, which are used to motivate employees. TNS believes in

recognizing the employee’s efforts and rewarding them for their performance. Traditionally we are practicing

getting Nominations for R&R certificates for various achievements, while this year while we have taken the

appreciation approach to the newer heights wherein we have started motivating Project Managers/Coordinators &

Supervisors to appreciate their team mates through SMS, verbal, letter, patting or e-mail as well.

We have started giving Rewards & Recognition to Contractual staff as well now.

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Following Employees have been nominated for Rewards & Recognition-

Sr No.

BU Name of the Employee Sr No.

BU Name of the Employee

1 CNC Nikhil 36 NT Dipjyoti Bora

2 Dispatch Team - Dispatch 37 NT Deepak Pujari

3 Dispatch Sushil Rai 38 NT Radhe Krishna

4 F&A Team - Account 39 NT Vishwajit Kumar Nayak

5 GI Dineshwar 40 NT Ashok Kumar

6 HR Avneesh Kumar Tiwari 41 NT Ramesh Kumar

7 HR

Krishna Kumar Chaudhary

42 NT Pyare Lal Rathour

8 HR Prince Kumar Sharma 43 NT Rahul Kumar Sharma

9 HR Prerna Saxena 44 NT Mohd. Faheem Alam

10 HR Garima Sharma 45 NT NIKHIL CHOUDHARY

11 HR Deva Nath 46 NT VARUL TYAGI

12 HR Prince Kumar Sharma 47 NT Amit Kumar

13 HR & Admin Amit Kumar 48 NT DIBYAJYOTI PAL

14 Maintenance Gobind 49 NT Prashant Kumar Singh

15 NT RANJIT KUMAR 50 NT Mr.Prabhat Ranjan

16 NT HARDEEP KAMBOJ 51 NT Gaurav Gupta

17 NT Bhagirath Pandey 52 NT Amol

18 NT Raj babu soni 53 NT Praveen Panday

19 NT Sandeep 54 NT Omprakash

20 NT Himanshu 55 NT Bhagirath Pandey

21 NT Nafeesh Ahamed 56 NT Raj babu soni

22 NT Sandeep tiwari 57 NT Ravi Kumar

23 NT Abhishek Anand 58 NT Himanshu

24 NT Manish Agarwal 59 NT Nafeesh Ahamed

25 NT Jagveer Singh 60 NT Sandeep rathor

26 NT Partosh kumar 61 NT Ankit Mishra

27 NT Sanjay Kumar Singh 62 NT Lokesh

28 NT Arinjay Patel 63 NT Puneet Meena

29 NT Vibhesh Kumar Singh 64 NT Sameer Jha

30 NT Tarun Chaudhary 65 NT Manish Jha

31 NT Mudasar Ali 66 NT Balawnt kr Singh

32 NT Saty Shiv Sahoo 67 NT Lokesh

33 NT Rishove Mochihary 68 NT Amit kumar

34 NT SUBHENDU DAS 69 NT Ashok Kumar

35 NT Golamur Rashid Mollah 70 NT Arjun

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Sr No.

BU Name of the Employee Sr No.

BU Name of the Employee

71 NT Manu Kashyap 106 NT Devesh

72 NT Deepak Kumar Pandey 107 NT Rahul Anand

73 NT Ayyub 108 NT Rahul Anand

74 NT Rashid Ansari 109 NT Harish

75 NT Devendra 110 NT Navin kumar Singh

76 NT Pradeep Kumar 111 NT Jitendra

77 NT Manjit Singh 112 NT Ankit

78 NT Pradeep Kumar Dubey 113 NT Anoop

79 NT Om Prakash Singh 114 NT Arun

80 NT Mohit Sharma 115 NT Bhagirath Pandey

81 NT Gaurav Rai 116 NT Raj babu soni

82 NT Upendra Kumar Shah 117 NT Ravi Kumar

83 NT Bhagwandas 118 NT Himanshu

84 NT Peetam Singh 119 NT Nafeesh Ahamed

85 NT Virendra Kumar 120 NT Sandeep tiwari

86 NT Ramoutar 121 NT Ankit Mishra

87 NT Bhagwandas 122 NT Deependra Singh Chaudhary

88 NT Narendra Yadav 123 NT Sher Singh

89 NT Ashok Kumar Patel 124 NT Rakesh Kumar

90 NT Mohan Yadav 125 NT Amar Singh

91 NT Piyush Kumar Rai 126 NT Ankit Kumar Mishra

92 NT Praveen Kumar Yadav 127 NT Mohd Irfan

93 NT Bhagwandas 128 NT Ashish Kumar Jha

94 NT Peetam Singh 129 NT Ravi Kiran Gujarala

95 NT Virendra Kumar 130 NT Vaibhav Mittal

96 NT Ramoutar 131 NT Vasim Javed

97 NT Narendra Yadav 132 NT Vikrant Kumar

98 NT Sunny Kumar 133 NT Sher singh

99 NT Ravijeet Singh 134 NT Rakesh

100 NT Deepak Dubey 135 NT Amar Singh

101 NT Ranjit Singh 136 NT Dharminder

102 NT Bhanu Pratap Sharma 137 NT Mr.Ravi Ranjan

103 NT Punit Dadhich 138 NT Deepak Kumar Pandey

104 NT Abhishek Kumar Dubey 139 NT Bhim Singh Tomar

105 NT Sirojit 140 NT Ayyub Khan

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Sr No.

BU Name of the Employee Sr No.

BU Name of the Employee

141 NT Manoj Manral 164 NT Akhlesh Parmar

142 NT Manish Agarwal 165 NT Mahipal

143 NT Anit Kumar 166 NT Rajiv Kumar

144 NT Ashutosh Kumar Thakur 167 NT Niteesh Kumar Singh

145 NT Raghav Kumar Patel 168 NT Umesh Chand

146 NT Garima Sharma 169 NT Gajendra Singh

147 NT Punit Dadhich 170 NT Wasim Akram

148 NT Lokesh 171 NT Akhlesh Parmar

149 NT Ravi Kumar 172 NT Mahipal

150 NT Himanshu 173 NT Rajiv Kumar

151 NT Nafeesh Ahamed 174 NT Niteesh Kumar Singh

152 NT Niteesh Kumar Singh 175 NT Umesh Chand

153 NT Ankit Mishra 176 Production Vishal

154 NT Avanish Kumar 177 Production Barhampal

155 NT Deepak Dubey 178 SF Krishan Kumar

156 NT JaiPal 179 SF Dablu singh

157 NT Vijay Kumar 180 Store Dubey

158 NT Shivam Kumar 181 TF Lalit Sharma

159 NT Sunil Kumar 182 TF Brijesh Kumar

160 NT Arpit kumar singh 183 TF Vijay Pratap

161 NT Ashok Kumar Patel 184 TF Saeed Khan

162 NT Ravindra Kumar Singh 185 TF Mahesh Kumar

163 NT Mohan Yadav 186 TF Vikas Kumar Tripathi

IIIMMMSSS AAAuuudddiiittt--- IMS annual surveillance assessment conducted by Quality Austria in HO. Glad to confirm we have not received any NC,

however received some improvement areas to be worked on. Improvement areas points shared with concerned owners for

immediate action

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CCCooorrrpppooorrraaattteee SSSoooccciiiaaalll RRReeessspppooonnnsssiiibbbiiillliiitttyyy (((CCCSSSRRR))) – An initiative by HR

• Corporate social responsibility (CSR) is a broad term used to describe a company’s efforts to improve

society in some way. CSR team visited various schools & identified one School, “Tapovan Education

Foundation” Indrapuram Ghaziabad UP. TNS is providing educational books to more than 300 students of

Tapovan School.

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• HR Head (Mr. Shubhankar Malakar) visited the Allenhouse Group of Colleges as a Guest Lecturer in their

Orientation Program of B.Tech students under CSR initiative.

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• One of our Employees Mr. Manoj Kumar (SF) participated in several Marathons/races and represented TNS.

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CCCllliiieeennntttsss

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Garima Sharma (Deputy Manager- HR) Shubhankar Malakar (DGM- HR & Admn)

Manufacturing Unit

H-34, Sector-63 A-10, UPSIDC Industrial Area,

NOIDA, U.P-201301 Sikandrabad, U.P- 203205

0 1 2 0 - 4 0 9 8 200, 9958008886 0 8126094989

info@tnsworld.com

hr.helpdesk@tnsworld.com

www.tnsworld.com