1 W hat are some of the pros and cons of combining global company policy with locally specifi c practices? Genpact India is India’s largest business process outsourcing firm and offers customer service support to Indian restaurants, hotel chains and e‑commerce websites (Genpact, 2013). Genpact International, headquartered in India, has over 50,000 employees with operations in 13 countries. Given the diversity in these economies, Genpact has developed rewards practices to ensure employees are treated fairly and consistently in every country.

The HR approach to rewards combines standard global practices and region-

specific practices.

The macro-

level HR agenda and operating plan are set at the beginning of each year.

This includes the ‘Genpact common minimum practice framework’, which is implemented internationally. These practices lay out the required output metrics such as employee attrition and satisfaction. However, the rewards policies are kept in line with law and practice in those specific geographies. Piyush Mehta, Head of Global HR Function at Genpact, comments on the use of locally specific practices, saying, ‘what remains constant is the philosophy – strong variable pay culture and broad banding. So the total value proposition to employees globally remains comparable, i.

e. compensation, benefits’ (quoted in Aon Hewlitt, 2011).