Mahindra Holidays & Resorts India Limited
Why Mahindra Holidays & Resorts India Limited is a Great Place To Work
Mahindra Holidays & Resorts India Limited is a Great Place to Work-Certified™ organization. The company has created a Great Place to Work FOR ALL its employees by excelling on the 5 dimensions of a High-Trust, High-Performance Culture™ – Credibility, Respect, Fairness, Pride, and Camaraderie. Every year, Great Place to Work® identifies India's 100 Best Companies to Work For (with employee strength more than 500) through an objective and rigorous workplace culture assessment process.
Mahindra Holidays & Resorts India Ltd. (MHRIL), a part of the Leisure and Hospitality sector of the Mahindra Group, offers quality family holidays primarily through vacation ownership memberships and brings to the industry values such as reliability, trust, and customer satisfaction. The work culture at Mahindra Holidays & Resorts India Ltd. is built on transparency, respect, and trust, thus inspiring empowerment at the workplace and ethos of the workplace leads to a performance-driven culture and inculcates the strive for excellence maintaining the base of employee care.
Some of the Best People Practices and Initiatives at Mahindra Holidays & Resorts India Limited include -
ESOPs (Employee Social Options Program):
ESOPs is a program that enables employees to volunteer for social and environmental causes. The number of person-hours that are put into volunteering initiatives is tracked. The type of information tracked also includes the name of employee volunteer, department of employee volunteer, number of volunteer hours, number of employees volunteered per project, names of non-profit organizations served, types of volunteer activities, location of the volunteers, number of beneficiaries, etc. These are tracked, recorded, and shared at appropriate forums. ESOPs provide employees with team-building opportunities, thus increasing company loyalty and employee morale.
Development for under-performed RMs:
An initiative to revive the Relationship Managers who are identified with no sales for the month, with an objective to make them “active” and enable them to make a sale. The relationship managers who have not been able to sell even one membership, are nominated for the intervention of zero clubbers by the manager. The nomination is clearly on the basis if there is potential and can improve his/her performance post coaching and intervention. Sessions are carried out by the manager and training manager to assist the relationship manager to start performing, to improvise product knowledge, how to generate leads, how to meet members, pitch effectively, handle objections, and how to close and follow up with prospects. Feedback is shared individually, and hand holding is done by trainers and managers on live calls and joint field visits. This ensures they meet their productivity targets and do not lose out on the opportunity to earn incentives for the month and qualify for future rewards from time to time.
