Bajaj Auto is not a good choice for a Professional who believes on career growth on quality performance only. - werkgeversreview Area Manager-Service bij Bajaj Auto

Greetings to you. Your review is well taken. We wish your experience would have been during your tenure here. The principle that Bajaj Auto has been following for career growth, is based not on employee’s experience level, but their individual performance, skills required, and the ability to learn and grow in the role. We follow a standardized, fair, and inclusive approach to talent management across all levels, even having some exceptionally capable joinees grow to divisional manager roles within some years of joining. Bajaj Auto has, each year, fast-tracked campus talent by giving them early responsibilities, which has contributed to high scores in the annual employee survey, and developed future leaders. Differentiated increment, differentiated variable pay, employee stock options, talent mobility, and special projects are some ways in which differentiated performance is rewarded with career growth. Over the years, we have evolved our performance management system. The performance reward, consequently, has evolved as well. Performance reward is a variable pay component tied to individual performance, applicable to managerial staff (individual contributors and above), with payout percentages increasing significantly based on performance levels. The at-risk component of CTC (fixed to variable ratio) increases as the level of the employee increases. Recently, we revamped the payout scheme, allowing top performers to earn performance reward payout up to 150% of the target. In 2016, under the quarterly appraisal system, only ~40% of the employees received performance rewards, but with the new system, 90% received PR payouts in 2021.