Annual Report 2010-2011 - Colombo Stock Exchange

Our People
Another key factor in the training aspect is the RPC Training
School which primarily focuses on the training of the retail
sector staff. It continuously carries out skills and leadership
training to front liners and the operational staff of the business.
Performance Based Rewards
Richard Pieris believes in recognising, appreciating and valuing
employees for their sincere contribution and this is made
possible with the transparent, comprehensive Performance
Management System which is in existence in the Group for
all executive staff together with detailed customized score
cards carried out for non executive staff. The objective of the
evaluations will be carried out biannually and the outcome
is used as a base for employee bonus payouts and the
increments.
Further to the above our team enjoys facilities such as
subsidized lunch, discounts on Super Centre purchases,
holiday bungalow facilities, enrolment in a 24 hour medical
service, in-house medical centre, reimbursement of medical
expenses, surgical and hospitalization schemes, vehicle loans
at concessionary rates etc. for being members of the big family.
The PMS is carried out with a top down approach across
the group and we truly believe that it increases performance,
productivity, quality, innovations, decision making process
which in return enables Richard Pieris Group to succeed in its
endeavors on a day to day basis. We as a Group continuously
thrive towards building and maintaining a high-performance
culture in all aspects whilst encouraging a work life balance
to employees through its integrated rewards and recognition
scheme applied for different sectors to appreciate the
contribution of the employees at different levels. The Process
begins with a predetermined set of Goals and objectives
between the leader and the team member (Appraiser and the
Appraisee) beginning of each financial year with subsequent
evaluations agreed at the beginning of the year.
Employees Recreational Activities
We believe that all in the ARPICO family should posses and
advocate a work life balance within the Group. This induces
us at Group HR to plan, organize and carry out recreational
activities in every possible way not disturbing the on going
operations but facilitating an increase in the employees
satisfaction and delighting them with opportunities and benefits
whilst extending the same to their immediate families too.
The corporate Human Resources Division of the Group takes
initiatives in organizing monthly movie nights, employee’s trade
exhibitions, employees eye clinics, sports festivals, providing
club memberships, organising staff health camps etc as
ongoing projects to sustain the staff momentum of belonging to
a balanced culture.
Richard Pieris and Company PLC | Annual Report 2010/2011 46