HR Practices
HR personnel provide orientation to the new entrants emphasizing the organization vision and expectations for agility. We encourage and assist leaders to communicate the vision, and design a work environment that removes barriers, de-emphasizes hierarchical control, emphasizes empowerment, and puts people directly in contact with customers. All our people can expect opportunities to work on cross-functional, even virtual, teams that solve a problem or approach a new opportunity.
The four pillars of our HR strategy and practices are:
- Strategic goals and Objectives.
- Harnessing Knowledge and talent.
- Rewarding career path.
- Motivation.
Our efforts in our human assets development are focused on making the business value addition by all associates more meaningful, development strategies, motivation, career planning and rewards. We coach managers and team leads to handle their own “people” issues, instead of handling them for them. We build their capability and that of the organization as a whole.
Strategic goals and Objectives: The organization’s vision, mission, core values and the business plans are explained to all the associates. All the associates discuss with their team leaders their individual weekly activities and these discussions form the basis for performance reviews. The weaknesses, threats recorded in the business plan and the process problems are open for innovative solutions of the associates. This approach gives room for the economic value addition of the associates and helps the Human Resource function to be aligned with overall business goals and priorities and to be organized for effective service delivery. This gives organization wide acceptance of HR initiatives and policies. HR is viewed as a line function by the executive management.
Harnessing Knowledge and talent: We give a high priority to facilitation of learning and knowledge sharing within the organization. Domain Knowledge transfers and exploitation of technical training opportunities in the IT industry are planned and encouraged. We plan and organize the deployment of new technologies to harness corporate knowledge and convert it into a major component for strategic growth and for creating a learning organization. Our internal IT applications development is focused on knowledge management, to better utilize information and the intellectual assets of the company. The knowledge and information are available to all the associates as and when they need and are not burdened with information overload.
Everyone is coached personally to bring out their leadership qualities and to hone their soft skills. These activities are tailored to the individual’s needs on a one on one basis and on our forecast of business needs as part of growth planning.
Rewarding career path: Rewarding and challenging career options are planned for all associates that show promise and desire. We do provide structured development pathways in which individuals can achieve their personal goals and potential. The benefits and compensation plans are better than most in the industry. To manage the organizational growth, the Compensation Management System is designed, to increase organizational flexibility, to emphasize career development, and to foster a flatter organizational structure. The business group and departmental structure is designed to provide for many career paths. Many of our associates are encouraged to do multitasking and are rewarded with compensation for innovative activities. Our promotional policy considers the entire skill set of an associate and the contributions made to Taksheel.
Motivation: We believe that everyone is motivated and the key is in defining the jobs so that the right person is given the right job and the work priorities are properly communicated and explained to the individuals. We listen to our professionals associated with the company and continuously upgrade the tools that help people do their jobs. We practice informal get-togethers in small teams with the Business heads. All the associates will have the opportunity to be mentored and provide mentorship to others, whether on a formal or on an informal basis. These informal meetings facilitate communication among team members and have often resulted in moving ideas through the organization.
We acknowledge that our culture is reflected in the values demonstrated at the workplace. We work on actions and behaviors by which these values are demonstrated. We hold a series of values alignment sessions in which all members of the organization will participate.
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