HRAI
Recognizing exceptional dedication to creating an nvironment.
EDITOR'S HRAI TEAM'S NOTE
HRAI firmly believes in the power of teamwork and the value it brings. When diverse talents and perspectives come together, something extraordinary happens. The collective synergy we create goes beyond what any individual can achieve alone and together we see the potential to make a lasting impact on the world.
Welcome to this special edition of our magazine, dedicated to celebrating the winners of the prestigious People Workplace Awards. These awards recognize organizations that excel in creating exceptional workplaces, fostering a culture of inclusivity, innovation, and excellence.
In this edition, we delve into the minds and strategies of the leaders who have driven their organizations to the pinnacle of workplace success Through in-depth interviews, these visionary leaders share their insights, experiences, and the values that underpin their leadership They reveal the initiatives that have transformed their workplaces and the challenges they have overcome to build thriving, dynamic environments
Our goal with this magazine is to provide you with not just stories of success, but also actionable insights and inspiration that can be applied in your own organizations Each interview offers a unique perspective on leadership, employee engagement, and the future of work.
We hope that these stories will not only inform and inspire you but also ignite a passion for continuous improvement in your own workplace Congratulations to all the winners, and thank you for setting the benchmark for what a great workplace can be
Enjoy the read!
Workplace Trends in Focus
18 30
Sharad Sinha
Yogita Samadhan Sushir
Head of HR, Admin, and EHS
DANA TM4 INDIA PVT. LTD.
36
Avinash Pesaramelli
SR. Manager HR & ADMIN
MERIDIAN IT INDIA PVT LTD
Venkat J Swaroop
Associate Director TEKWISSEN
DGM & Corporate Head HR
SHYAM METALICS AND ENERGY LIMITED
e HR Association of India (HRAI), founded in 2020 is an esteemed non-profit organization that has been playing a pivotal role in shaping the HR landscape in India. Their primary focus is on exploring, discussing, and promoting the latest business scenarios, market trends, change management, and leadership in the HR industry. HRAI is dedicated to creating a community of professionals, learners, and mentors who share their insights and learn from each other to elevate the standard of HR practices in the country.
HRAI's success is attributed to its commitment to excellence and tireless efforts in facilitating interactions between HR professionals and subject matter experts. Through its initiatives such as panel discussions, masterclasses, one-on-one talk shows, and Q&A sessions with thought leaders, HRAI provides a platform for professionals to gain in-depth knowledge and practical solutions that can be applied in real-time.
In addition to their educational initiatives, HRAI also recognizes organizations' best practices and individual contributions through awards and conferences. These events celebrate the achievements of exceptional professionals and organizations that have made significant contributions to the HR industry in India Over the years, HRAI has featured more than 1,000 experts and leading minds in the fields of HR, IT, Marketing, Finance, and more, making it a hub for learning and networking
For HR professionals in India, HRAI offers unparalleled opportunities to connect with like-minded peers, learn from experts, and gain recognition for their hard work and achievements. By joining HRAI, HR professionals can stay updated on the latest trends, best practices, and strategies that can help them take their careers to the next level.
HIGHLIGHTS:
HRAI, founded by Dr Ankita Singh, drives industry initiatives and organizes prestigious awards for organizations, emerging leaders, and trailblazing women leaders Notable participants include Blue Star Limited, Reliance Retail, Landmark Group, Oracle, Birlasoft, Vedanta and more.
Our commitment to excellence is reinforced through partnerships with the Great Managers Institute and top 100 great managers, who have taken masterclasses and featured in Forbes Magazine.
Elite leaders like Dr. TV Rao, Harjeet Khanduja, and Prasenjit Bhattacharya have graced our one-on-one talk shows, enhancing our members' knowledge base.
Our article initiative showcases thought-provoking articles by eminent leaders from organizations like BCCL, Bajaj Energy, TimesPro, Jio, Welspun Group, Great place to work and Accolite Digital.
The 23 Of 2023 Initiative recognizes exceptional leaders and entrepreneurs based on a predetermined theme Featured leaders include those from Adani, Reliance, IBM, Infosys, KPMG, as well as notable celebrities.
POINT OF VIEW
Workplace Trends in Focus
Culture
Employee Engagement: Recent studies have shown a slight increase in global employee engagement, with current estimates indicating around 24% engagement levels.
Diversity and Inclusion: Reports highlight that companies with high ethnic diversity continue to outperform on profitability, with some estimates suggesting a 36% higher likelihood compared to less diverse companies.
Remote Work Preferences: Surveys indicate that nearly all remote workers (around 99%) prefer to continue working remotely at least part of the time, demonstrating a strong preference for remote-friendly work cultures.
Leadership
Leadership Trust: Trust in corporate leadership appears to be on the rise, with surveys suggesting that up to 68% of employees trust their company ' s CEO to do what is right.
Leadership Development: Many executives (approximately 89%) prioritize leadership development, although only a small percentage (around 15%) feel confident in their current leadership pipelines.
Effective Leadership: Studies indicate that companies with highly effective leadership are significantly more likely to be high-performing organizations.
People Management
Employee Well-being: Investments in mental health and wellbeing programs are shown to yield high returns on investment, with some studies suggesting a 5-fold return through increased productivity and reduced absenteeism.
Talent Retention: Career development remains a key factor in employee retention, with reports indicating that 96% of employees would stay longer at companies that invest in their development.
Performance Management: There is a growing trend towards continuous performance management, with over half of organizations adopting more dynamic feedback systems instead of traditional annual reviews.
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BOUT THE PEOPLE WORKPLACE AWARDS
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ward winner
CONGRATULATION TEAM, YOU ARE NOW CERTIFIED
Dana TM4 is a joint venture between Dana Incorporated and Hydro-Québec. The company designs and manufactures low- to high-voltage electric motors, generators, inverters and control systems suitable for the automotive, commercial, off-highway, marine, rail, motorsports, and recreational vehicle markets. Dana TM4 contributes to the highest possible energy conversion efficiencies through its expertise in permanent magnet and induction motors, power electronics, thermal management, coil winding, and motor and inverter control algorithms. Dana TM4 is headquartered in Boucherville, Québec, Canada, and includes operations in Italy, Germany, the U.K., India and China.
Award winner
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M A T E L L I O
Matellio is a software engineering studio with a decade of experience, providing innovative solutions to clients worldwide, from startups to large enterprises As a full-stack team, we specialize in designing, developing, and creating cutting-edge technology. Our expertise has led to over 500 successful projects, demonstrating our commitment to excellence. Headquartered in the USA with a global presence in the UK, France, and Germany, we are proud partners of GE Digital, AWS, and HPE. Our services include web and mobile application development, data science, AI & ML, GIS and enterprise application development, embedded solutions, IoT, cloud implementation, engineering skills augmentation, and startup support.
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Meridian IT helps medium and enterprise businesses solve complex IT problems with strategic expertise and a personalized approach As a top IT solutions provider, Meridian IT offers cloud, hybrid, and on-premises data storage, backup and recovery, security, hyperconverged infrastructure, contact center solutions, flexible pricing models, and managed services. Each client receives a customized plan to address their IT challenges. Part of Meridian Group International, a leading IT service provider and equipment leasing company since 1979, Meridian IT operates globally from its headquarters in Deerfield, IL.
ward winner
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Founded in 2019 by Vijay and Shubham Kankariya in Raipur, Chhattisgarh, Shubham K Mart aims to provide a world-class shopping experience. In just five years, Shubham K Mart has experienced rapid growth, expanding to 33 stores across Chhattisgarh, Gujarat, and Rajasthan We are excited to announce the launch of an additional 20 stores within the next 18 months. Our large-format stores span nearly 1.5 million square feet of retail space, allowing us to offer an extensive selection of products and a comfortable shopping environment. Despite the pandemic, Shubham K Mart retained all 750 employees without salary cuts. Serving over 5 million customers with a network of 30,000 manufacturers and vendors, it has significantly boosted employment Shubham K Mart offers all household products under one roof at competitive prices. Joining the company promises growth opportunities as it expands nationwide Official communications are made through "@shubhamkmart.com" only, with no charges for job offers or interviews.
Award winner
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Shyam Metalics is a leading integrated metal producer in India, specializing in Long Steel Products and Ferro Alloys, with a consistent record of positive EBITDA since 2005. As a top player in long steel and Ferro Alloys, and the fourth largest in Sponge Iron, Shyam Metalics operates three plants in Odisha and West Bengal, boasting a combined metal capacity of 2.90 MTPA and a power capacity of 164 MW. The Odisha plant serves Southern and Western India, while the West Bengal plants cater to Northern and Eastern India The company’s two integrated "Ore to metal" plants in Sambalpur and Jamuria include captive power and railway sidings, producing a range of products that insulate it from price volatility and allow for market adaptability Shyam Metalics’ primary products include iron pellets, sponge iron, steel billets, TMT, structural products, and high-margin Ferro Alloys.
Award winner
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PIXIS
Pixis is a global tech company that develops accessible codeless AI technology to help brands scale all aspects of their marketing and augment their decision-making in a world of infinitely complex consumer behavior. The company’s codeless AI infrastructure currently comprises 200+ proprietary AI models that provide marketers with robust plug-and-play AI products without having to write a single line of code.
Award winner
CONGRATULATION TEAM, YOU ARE NOW CERTIFIED
TEKWISSEN
TekWissen is a premier partner in technology consulting, workforce solutions, payroll services, procurement, managed services, global capability centers, and venture capital support, particularly for startups in the human capital sector. With over 15 years of industry experience and a presence in more than six countries, TekWissen’s world-class team serves clients globally. At the forefront of the fourth industrial revolution, TekWissen's leadership is committed to driving innovation and excellence The company guides and supports clients through digital transformation, ensuring sustainable success in a rapidly evolving global landscape. TekWissen is dedicated to paving the way to the future, together with its clients.
Q. Can you describe the initiatives or strategies your HR team implemented that contributed to winning the People Workplace Award?
Here are some of the key initiatives and strategies our HR team implemented that contributed to winning the People Workplace Award:
Flexible Work Arrangements:
Implemented flexible working hours and remote work options to promote work-life balance and accommodate diverse employee needs
Introduced a hybrid work model to support employees in managing their personal and professional commitments effectively.
Professional Development:
Launched continuous learning programs and funded certifications to help employees advance their careers
Inclusive Workplace Culture:
Celebrated cultural events and recognized diverse backgrounds, creating an inclusive environment where every employee feels valued
Employee Recognition Programs:
Created rewards & recognition programs to celebrate employee achievements, such as ‘Employee of the Month’, ‘Star Performer of the Quarter’, ‘Super Star of the Year’, and milestone celebrations with a reward system to motivate and appreciate employees.
Transparent Communication:
Maintained open lines of communication between leadership and employees through regular weekly/ monthly meetings, surveys, and feedback sessions.
Ensured transparency in decision-making processes and kept employees informed about company goals, changes, and performance
Workplace Environment Improvements:
Invested in modern and ergonomic office spaces to create a comfortable and productive work environment. Provided resources for remote work setups to ensure employees have the tools they need to work efficiently from home.
Feedback and Continuous Improvement:
Regularly collected and acted on employee feedback to identify areas for improvement and implement necessary changes.
Established a culture of continuous improvement by encouraging employees to share their ideas and suggestions.
The HR team has evolved significantly to meet the changing needs of the organization, adapting and implementing various successful practices to enhance overall employee experience and organizational efficiency.
Q: How has the HR team evolved to meet the changing needs of the organization, and what lessons have you learned from implementing successful HR practices?
The HR team has evolved significantly to meet the changing needs of the organization, adapting and implementing various successful practices to enhance overall employee experience and organizational efficiency Here are the key areas of evolution and the lessons learned:
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Evolution of the HR Team
Embracing Technology:
HR Management Systems: Streamlined recruitment, onboarding, payroll, and performance management.
Enhancing Employee Experience:
Employee Engagement Initiatives: Developed comprehensive employee engagement programs to boost morale, including virtual teambuilding activities, wellness programs, and Health camps.
Supporting Work-Life Balance:
Flexible Work Policies: Introduced flexible work arrangements, including remote work options and flexible hours, to help employees achieve a better work-life balance
Continuous Learning and Development:
Professional Development Programs: Launched certification programs to help employees enhance their skills and advance their careers.
Leadership Development: Implemented leadership development initiatives to nurture future leaders within the organization.
Lessons Learned from Implementing Successful HR Practices
1. Adaptability is Key:
Flexibility: Being adaptable and flexible in HR policies and practices is crucial to meet the evolving needs of employees and the organization.
Proactive Approach: Anticipating changes and proactively addressing them helps in staying ahead of potential challenges.
2. Employee-Centric Approach:
Listening to Employees: Regularly seeking and
Listening to Employees: Regularly seeking and acting on employee feedback ensures that HR initiatives are aligned with employee needs and expectations.
acting on employee feedback ensures that HR initiatives are aligned with employee needs and expectations.
Employee Well-Being: Prioritizing employee well-being leads to higher engagement, productivity, and retention
3. Importance of Diversity and Inclusion: Inclusive Culture: Fostering an inclusive culture not only enhances employee satisfaction but also drives innovation and better business outcomes.
Broad Talent Pool: Inclusive hiring practices help attract a diverse range of talent, contributing to a more dynamic and creative workforce
4. Continuous Improvement: Regular Evaluation: Continuously evaluating and improving HR practices ensures they remain effective and relevant
Learning from Mistakes: Embracing a culture of learning from mistakes helps in refining processes and implementing better solutions.
Q: What measures has your HR team taken to support employee well-being
Measures to Support Employee Well-Being
1. Health Programs:
Regular Health Camps: Organized annual health check-ups
2 Flexible Work Arrangements:
Remote Work Options: Allowed employees to work from home to reduce stress and improve work-life balance.
Flexible Hours: Implemented flexible working hours to accommodate diverse employee needs
3 Physical Wellness Initiatives:
Activity Challenges: Conducted company-wide fitness challenges and step-count competitions.
4. Work Environment Improvements:
Ergonomic Workspaces: Invested in ergonomic office furniture and equipment.
Safe Workspaces: Ensured safety measures and protocols are in place for a healthy work environment.
5. Community and Social Support:
Team-Building Activities: Organized virtual and in-person team-building events to foster a sense of community.
Social Gatherings: Encouraged social interactions through company events and celebrations.
6. Financial Wellness: Assistance Programs: Offered financial assistance and support during crises.
7 Recognition and Rewards:
Employee Recognition Programs: Implemented programs to recognize and reward employee contributions regularly.
Milestone Celebrations: Celebrated work anniversaries and personal milestones.
Q: How do you plan to build on this success and continue fostering a positive and effective HR environment within your organization?
Building on Success: Fostering a Positive and Effective HR Environment
1. Continuous Improvement in Employee Engagement:
Feedback Mechanisms: Regularly collect employee feedback through surveys and focus groups to identify areas for improvement
1. Engagement Programs: Enhance existing engagement programs and introduce new initiatives to keep employees motivated and connected 2.
2. Strengthening Diversity and Inclusion: Inclusive Policies: Review and update policies to ensure they promote diversity and inclusion. Awareness Programs: Conduct ongoing training and workshops to raise awareness and educate employees on diversity and inclusion.
3. Expanding Learning and Development: Career Development Plans: Develop personalized career development plans for employees.
Upskilling Opportunities: Offer more opportunities for upskilling and reskilling to meet changing business needs
4. Leveraging Technology: Advanced HR Tools: Invest in advanced HR tools and technologies to streamline processes and improve efficiency
Data Analytics: Utilize data analytics to drive HR decisions and strategies.
5 Fostering Leadership Development:
Leadership Programs: Expand leadership development programs to nurture future leaders
Mentorship Opportunities: Create more mentorship opportunities to support employee growth.
6 Promoting Transparent Communication:
Open Dialogue: Maintain open lines of communication between leadership and employees.
Regular Updates: Provide regular updates on company performance, goals, and initiatives.
7 Recognizing and Rewarding Excellence:
Recognition Programs: Continue to recognize and reward employee achievements through structured programs.
By focusing on these areas, we aim to build on our success and create a dynamic and supportive HR environment that fosters employee satisfaction and organizational growth.
Q: What advice do you have for other HR leaders aiming to achieve similar recognition and impact within their respective organizations?
Advice for HR Leaders Aiming for Recognition and Impact
1. Prioritize Employee Experience: Engage Actively: Regularly engage with employees to understand their needs and concerns
Enhance Well-Being: Implement programs that address physical, mental, and emotional wellbeing
2. Foster a Culture of Inclusivity: Promote Diversity: Develop and support diversity and inclusion initiatives.
Utilize modern HR systems to streamline processes and improve efficiency.
Train Continuously: Provide ongoing training to build a more inclusive workplace
3 Implement Effective Communication: Be Transparent: Maintain transparency in decision-making and organizational changes. Encourage Feedback: Create channels for open feedback and act on it promptly.
4. Leverage Technology and Data: Adopt HR Tech: Utilize modern HR systems to streamline processes and improve efficiency. Data-Driven Insights: Use data analytics to inform HR decisions and measure impact
5. Focus on Professional Development: Support Growth: Invest in continuous learning and development opportunities for employees. Nurture Leaders: Develop leadership programs to prepare future leaders.
6. Promote Work-Life Balance: Flexible Policies: Offer flexible work arrangements to support work-life balance
Encourage Flexibility: Be adaptable to individual needs and changing circumstances.
7 Recognize and Reward Contributions: Celebrate Achievements: Implement recognition programs to celebrate employee successes.
Provide Incentives: Use performance-based incentives to motivate and retain top talent.
8 Build Strong Relationships: Collaborate: Work closely with other departments to align HR strategies with organizational goals.
Listen and Adapt: Be responsive to feedback and willing to adapt strategies as needed.
9 Demonstrate Leadership:
Lead by Example: Exhibit the values and behaviors you wish to see in your organization Champion Change: Advocate for and lead initiatives that drive organizational improvement.
By focusing on these strategies, HR leaders can create a positive and impactful HR environment, driving recognition and success within their organizations.
Dr. Reena Bhansali is a seasoned HR professional with over 20 years of experience in the field. Holding a doctorate in Human Development and certified in Human Capital Analytics, she has led transformative initiatives at Matellio as the Head of People and Culture. Dr. Bhansali is known for her innovative approach to HR practices, emphasizing employee well-being, diversity, and continuous learning. Her strategic vision and commitment to fostering a positive workplace environment have earned her numerous accolades, including awards for her contributions to HR and organizational development.
Q. Can you describe the initiatives or strategies your HR team implemented that contributed to winning the People Workplace Award?
At Matellio, our HR department has spearheaded several transformative initiatives that were instrumental in securing the People Workplace Award Central to our success is a commitment to fostering an inclusive workplace culture that celebrates diversity.
Inclusive Culture and Celebrations: Matellio fosters inclusivity by celebrating diverse cultural festivals such as Holi, Diwali, Christmas, and Eid, alongside professional milestones like QA Day and Engineers Day. These events promote unity and cultural appreciation among employees Annual activities like hackathons and sports tournaments further strengthen team spirit and camaraderie
Transparency and Communication: Regular town hall meetings ensure transparency in company goals and strategies, empowering employees to contribute effectively. Open communication channels align team efforts with organizational objectives, fostering a shared vision and enhancing engagement.
Data-Driven Decision-Making: Utilizing advanced analytics and technology, HR at Matellio optimizes processes and gains strategic insights. Data guides decisions in areas such as recruitment, retention, training, and enhancing employee satisfaction, ensuring efficient operations and informed decision-making.
Employee Experience: Matellio prioritizes holistic employee wellness and mental health initiatives, going beyond traditional rewards to
Matellio prioritizes holistic employee wellness and mental health initiatives, going beyond traditional rewards to create a supportive work environment.
create a supportive work environment. These efforts aim to enhance job satisfaction, reduce turnover rates, and promote overall well-being.
Diversity, Equity, and Inclusion (DEI): The implementation of robust DEI policies ensures equal opportunities for all employees, fostering a workplace culture of fairness, respect, and inclusiveness.
Automation in HR Practices: Automation enhances accuracy and efficiency in HR procedures such as recruitment and performance management, streamlining operations and enabling HR to focus more on strategic initiatives.
These initiatives collectively earned Matellio the People Workplace Award, showcasing the HR team's commitment to innovation, and inclusivity, and fostering a supportive workplace culture where every team member can thrive and contribute effectively.
Q: How has the HR team evolved to meet the changing needs of the organization, and what lessons have you learned from implementing successful HR practices?
Under the visionary leadership at Matellio, the HR team has undergone a significant transformation, evolving from traditional HR functions to strategic HR initiatives that align closely with the company’s overarching business objectives This shift has enabled the team to play a proactive role in shaping organizational success
By integrating data analytics and technology, Matellio’s HR team has revolutionized its practices, allowing for data-driven decision-making in recruitment, retention, and employee development This approach has markedly enhanced operational efficiency and effectiveness.
A key focus on the employee experience has led to the creation of a supportive and engaging workplace environment, resulting in increased job satisfaction and a notable reduction in attrition rates Embracing automation and innovation, such as AI-driven recruitment and virtual onboarding, has streamlined HR operations, improved process efficiency, accuracy, and enriched the overall employee lifecycle experience.
Moreover, the implementation of robust Diversity, Equity, and Inclusion (DEI) policies and practices reflects Matellio’s commitment to fostering a diverse and inclusive workplace culture These initiatives ensure fair representation and equal opportunities for all employees, promoting a harmonious and equitable work environment
Lessons Learned:
Technology Integration: Embracing technology and data analytics is crucial for making informed HR decisions and adapting swiftly to changing organizational needs.
Employee-Centric Approach: Prioritizing employee well-being and fostering a positive work environment is key to enhancing job satisfaction and reducing turnover rates
Continuous Innovation: Continuously innovating HR practices allows Matellio to stay ahead in a competitive market and meet evolving employee expectations effectively. Promoting Diversity and Inclusion: Promoting diversity not only strengthens organizational culture but also enhances team dynamics and overall productivity.
Efficiency through Automation: Leveraging automation optimizes HR processes, improves efficiency, and enables HR professionals at Matellio to focus more on strategic initiatives that drive company growth.
Overall, Matellio's HR team's evolution towards strategic, data-driven, and employee-centric practices has positioned them as instrumental in driving organizational success and fostering a thriving workplace environment
Matellio encourages work-life balance through activities like nature walks and monthly workplace events.
Q: What measures has your HR team taken to support employee well-being
Matellio's HR team has implemented a comprehensive approach to employee well-being that emphasizes holistic development, work-life balance, and inclusivity.
1.Holistic Employee Development: Matellio's HR team, led by Dr. Reena Bhansali, prioritizes holistic employee development through initiatives such as yoga, meditation, creative activities, and peer-topeer interactive programs These initiatives promote physical, mental, and emotional health among employees, fostering a well-rounded approach to well-being
2.Wellness and Mental Health Initiatives: The HR team implements diverse wellness programs including virtual wellness challenges, personalized health plans, and mindfulness applications These initiatives cater to individual needs, enhancing overall employee satisfaction and effectiveness by addressing holistic well-being.
3.Support for Work-Life Balance: Matellio: encourages work-life balance through activities like nature walks and monthly workplace events These activities are integral to employees' routines, aiding in rejuvenation and maintaining equilibrium between professional and personal lives
4.Diversity, Equity, and Inclusion (DEI) Practices: Matellio's HR team fosters inclusivity across all organizational levels through robust DEI policies and practices. By creating an equitable workplace, the team ensures every employee can thrive, contributing positively to overall well-being.
5. Prevention of Sexual Harassment (POSH) Training: Mandatory POSH training underscores Matellio's commitment to maintaining a safe and respectful work environment This initiative supports employee well-being by cultivating a culture of respect and safety within the organization.
6. Employee Engagement Initiatives: Matellio promotes employee engagement through recognition programs, technical and sports events, and cultural celebrations. These initiatives enhance morale, strengthen team cohesion, and contribute to overall job satisfaction
7. Learning and Development Opportunities: The HR team provides continuous learning opportunities such as the Tech Genius Program (TGP) and Personality Management Program (PMP). These programs not only upskill employees but also contribute to their personal growth and job satisfaction.
These initiatives collectively reflect Matellio HR team's comprehensive approach to enhancing employee well-being, encompassing physical,
mental, emotional, and social dimensions to foster a positive and healthy workplace environment
Q: How do you plan to build on this success and continue fostering a positive and effective HR environment within your organization?
Matellio's HR team has strategically aligned initiatives to drive organizational success Emphasizing continuous improvement, enhanced communication, professional development, personalized well-being, innovative HR technologies, and diversity initiatives, they aim to foster a supportive and resilient workplace culture
1. Strategic Alignment and Continuous Improvement: Matellio's HR team has evolved to strategically align human capital strategies with business objectives. This approach ensures HR plays a proactive role in driving organizational success, constantly refining initiatives through regular feedback sessions with employees.
2. Enhanced Communication: Transparent communication channels will be established to inform employees about HR initiatives, ensuring clarity and active engagement. This includes regular updates on programs supporting well-being, aligned with the organization's commitment to openness and inclusivity.
3. Professional Development: The HR team will prioritize continuous learning opportunities tailored to enhance employees' skills and knowledge Programs such as the Tech Genius Program (TGP) and Management Based Training (MBT) reflect Matellio's commitment to nurturing talent and fostering career growth
4. Personalized Well-Being Programs: Recognizing diverse employee needs, Matellio will introduce
customized well-being initiatives. These include mental health support, physical wellness activities, and personalized development plans, catering to individual preferences and promoting holistic employee wellness.
5.Innovative HR Technologies: Leveraging advanced HR technologies like AI-driven recruitment tools and virtual onboarding processes will streamline operations and enhance employee experiences These innovations underscore Matellio's commitment to efficiency and modern HR practices.
6.Diversity, Equity, and Inclusion (DEI): Building on existing DEI initiatives, Matellio will further foster an inclusive workplace culture. Emphasizing celebrations of cultural diversity, professional milestones, and implementing mandatory POSH training underscores the company's dedication to equity and respect
By implementing these strategies, Matellio's HR team aims to sustain and enhance a positive, supportive, and effective HR environment. These
Innovation should be a cornerstone of HR strategies.
Leveraging HR analytics, AI-driven tools, and creative wellbeing programs can distinguish HR practices and enhance recruitment, performance management, and overall employee satisfaction.
efforts are designed not only to bolster employee well-being and engagement but also to drive organizational resilience and long-term success.
Q: What advice do you have for other HR leaders aiming to achieve similar recognition and impact within their respective organizations?
The advice Dr. Reena Bhansali of Matellio aims to impart to other HR leaders centers around adapting to the evolving post-COVID landscape. She emphasizes that the traditional face-to-face culture-building practices of HR have significantly shifted towards virtual engagement in the wake of the pandemic Therefore, it's imperative for HR leaders to unlearn conventional approaches and embrace virtual engagement strategies such as remote onboarding, virtual team-building activities, and regular online interactions to foster team cohesion and sustain organizational culture.
Moreover, innovation should be a cornerstone of HR strategies. Leveraging HR analytics, AI-driven
tools, and creative well-being programs can distinguish HR practices and enhance recruitment, performance management, and overall employee satisfaction. Dr. Bhansali stresses the critical importance of prioritizing holistic employee wellbeing, advocating for mental health support, physical wellness initiatives, and robust work-life balance programs to create a supportive environment that boosts engagement and productivity Continuous professional development remains pivotal, promoting a culture of lifelong learning that empowers employees and maintains organizational competitiveness.
Transparent communication is also highlighted as fundamental for building trust and engagement. Keeping employees informed about HR initiatives, changes, and resources fosters alignment and active participation. Finally, Dr. Bhansali advises HR leaders to regularly seek feedback from employees to refine strategies. Being agile and responsive to employee insights ensures that HR practices evolve to meet the dynamic needs of the organization.
Q. Can you describe the initiatives or strategies your HR team implemented that contributed to winning the People Workplace Award?
Shyam Metalics is synonymous with change and organizational excellence The company started with a small DRI plant in Odisha and has now become a leading manufacturer of Ferro Chrome, Sponge Iron, and Pellets in India. The transformation is evident in the diverse business portfolios and innovative approach Currently, we are involved in producing long products such as TMT, Wire Rods, Structural Beams, Angles, and Aluminium Flat Rolled Products, including Foils and Coils (in project). We are also engaged in natural resources, Titanium Pigment & Slag Manufacturing, and the production of flat rolled products like Colour Coated Sheets, Plates & Pipes under project expansion, as well as special alloy steel and stainless-steel production units.
The manpower size has grown almost threefold in the last five years, making a significant impact across India. The implementation of HR policies and SOPs has structured every process, while IT and digitalization have automated processes, reducing manual intervention. Digital advancements in HR, such as the implementation of HRMS, CLMS, and AI, have made the workforce more adept at using technology, simplifying their lives
We have created wealth for key and loyal employees through ESOPs, which have seen significant growth in the last year post-listing. Shyam Metalics has been certified as a "Great Place to Work" two times in a row.
Q: How has the HR team evolved to meet the changing needs of the organization, and what lessons have you learned from implementing successful HR practices?
At Shyam Group, we treat our employees as family members, which is encapsulated in our group punch line, "SHYAM PARIVAAR." Our people practices are aligned with the philosophy and guidelines set by our VC & MD, who places special emphasis on HR practices and fostering a diverse and inclusive work environment. He regularly celebrates various festivals and occasions with employees across all our plants
We have a unique review mechanism where the VC & MD meets with key personnel to discuss bottlenecks and make on-the-spot decisions. He anticipates solutions and empowers employees to make decisions. He has developed many leaders across all fronts, giving them full accountability for driving the business. His efforts have inspired the next line of reportees to promote a friendly and cohesive work environment.
Our VC & MD is known for his famous punch line in all his meetings: "Uljhoge nahi to Suljoge kaise" ("If you do not get entangled, how will you unravel?").
We have created wealth for key and loyal employees through ESOPs, which have seen significant growth in the last year postlisting.
Sharad Sinha is the DGM & Corporate Head HR at Shyam Metalics and Energy Limited. With over 17 years of experience in people management, Sharad is a seasoned HR professional who has previously worked with JSPL, ESL, and Vedanta. He is a CII-certified assessor, recognized for his expertise in talent acquisition, management, and development. His top skills include vendor management, employee engagement, review and feedback mechanisms, manpower control, productivity enhancement, team building, and value addition. Sharad is known for his strategic approach to HR and his commitment to driving organizational success through effective people management.
Q: What measures has your HR team taken to support employee well-being?
Competency framework developed for the Executive and above categories
360-degree feedback mechanism implemented for AGM and above categories.
Structured GET, DET, and MT training and learning modules.
Leadership and change management programs designed for senior leadership and key management personnel
Compensation benchmarking and incentive plan development are ongoing with Deloitte and are expected to go live by May 2024.
National Pension Scheme, superannuation fund, and car lease rental programs introduced for employees.
Employee stock option plan available for highpotential employees and top performers.
Retention schemes established for GETs, DETs, and MTs
Q: How do you plan to build on this success and continue fostering a positive and effective HR environment within your organization?
Shyam Metalics is undergoing a change management transition from a secondary steel manufacturing setup to an aggressive, diversified product manufacturer The culture is evolving, which is essential at this juncture. The key strategies behind this change management are:
Fostering internal talent to take on elevated roles and responsibilities
Empowering the new generation of promoters and directors to incorporate fresh approaches and manage high levels of work absorption.
Engaging management consultants and creating SOPs to familiarize employees with change management and the growth journey.
Onboarding and associating with professionals from primary steel and top-tier, structured companies
Implementing Management Trainee campus placement programs to elevate the business with new approaches and perspectives.
Engaging professionals to explore new business dimensions and leverage internal strengths to stabilize processes
Developing Learning and Development modules for long-standing employees to identify gaps and manage the change.
Implementing digitalization and automation for more accurate results
As a result, Shyam Metalics has achieved a growth rate of over 20% year-over-year and added significant value to the entire ecosystem.
Q: What advice do you have for other HR leaders aiming to achieve similar recognition and impact within their respective organizations?
Here’s some advice for HR leaders aiming to achieve similar recognition and impact within their organizations:
Embrace Change Management: Be proactive in guiding your organization through transformation Develop and implement strategies that align with the company's evolving needs and goals, and ensure that change management is embedded in the company culture.
Foster Internal Talent: Invest in developing your internal talent by providing opportunities for growth and elevated roles. Recognize and promote individuals who show potential and are committed to the organization's success.
Empower New Leadership: Give the next generation of leaders the autonomy to bring fresh perspectives and innovative approaches Empowering new leaders helps infuse the organization with new energy and ideas.
Leverage External Expertise: Engage management consultants and experts to help create and implement effective strategies and processes. Their external perspective can provide valuable insights and drive successful change.
Onboard Experienced Professionals: Consider hiring professionals from reputable organizations and industries to bring in best practices and stabilize processes. Their experience can help elevate the organization to new heights.
Implement Training and Development Programs: Develop comprehensive learning
Give the next generation of leaders the autonomy to bring fresh perspectives and innovative approaches.
and development modules to address gaps and support continuous improvement Tailor these programs to meet the needs of both new and longstanding employees
Promote Digitalization and Automation: Invest in digital tools and automation to enhance accuracy, efficiency, and decision-making. Embracing technology can drive significant improvements and support organizational growth.
Drive Organizational Growth: Focus on strategies that contribute to measurable growth and value creation. Track progress and celebrate successes to maintain momentum and demonstrate the impact of your HR initiatives
By following these principles, HR leaders can drive meaningful change and achieve significant recognition and impact within their organizations.
Soumyakant Singh is the Global Head of Human Resources at Pixis, a global tech leader in codeless AI technology that empowers brands to scale their marketing and decision-making efforts. Previously, he led the HR function at LeadSquared, a SAAS unicorn known for CRM solutions. His career spans services, captives, and GCC organizations, where he has held leadership roles in various HR functions and Centers of Excellence for Fortune 500 companies. He specializes in building strong business partnerships, implementing effective leadership interventions, and creating high-performing, value-driven organizations. His expertise lies in fostering meritocracy and driving strategic HR initiatives for growth and success.
Q. Can you describe the initiatives or strategies your HR team implemented that contributed to winning the People Workplace Award?
Pixis is a fast growing tech organisation with people at the heart of its operations Keeping that in mind the HR team created a robust structure around the people agenda, which was distributed into:
A) Health and Wellness
B) Employee Engagement
C) Rewards and recognition
D) Communication and Transparency
Dedicated programs under these 4 banners contributed immensely to greater workplace satisfaction amongst our employees and thus win this award
Q: How has the HR team evolved to meet the changing needs of the organization, and what lessons have you learned from implementing successful HR practices?
The HR team over a period of time has transitioned into a more agile outfit, taking up newer challenges and assignments in India and globally
The lessons learned from this have been to never discount the ground work required for taking up new projects and work together as a team, playing to each other's strengths to manage successful delivery.
Q: What measures has your HR team taken to support employee well-being
A) Open houses with support functions to get feedback on workplace hygiene and improvement
B) Enhanced insurance benefits
C) Enhanced health offerings including mental
health measures for all employees
D) Market research to check upon latest benefits and implementation in C&B policies
E) Frequent Webinars on employee well being
Never discount the ground work required for taking up new projects and work together as a team, playing to each other's strengths to manage successful delivery.
Q: How do you plan to build on this success and continue fostering a positive and effective HR environment within your organization?
The idea is always to first create a bouquet of fantastic HR services to all our employees and then improve upon it every month/quarter and year. There are also other agendas and priority areas we look to cover in the coming period in terms of being more holistic in our approach.
Q: What advice do you have for other HR leaders aiming to achieve similar recognition and impact within their respective organizations?
Do not focus on awards. Focus on good work and your employees will be the advocates of your success. You can then try showcase your success more meaningfully and any award won will strengthen your employer branding further
Q. Can you describe the initiatives or strategies your HR team implemented that contributed to winning the People Workplace Award?
Our HR team at Tekwissen has adopted a multifaceted approach to creating a supportive and engaging workplace, which has been instrumental in winning the People Workplace Award Key initiatives include:
Employee Engagement Programs: We regularly conduct surveys and hold town hall meetings to gather employee feedback and address concerns. This ensures that our employees feel heard and valued.
Professional Development: We offer a variety of training programs, workshops and online courses to help employees grow their skills and advance their careers. Our programs pair employees with experienced trainers, coaches and leaders to provide guidance and support Diversity and Inclusion: We have implemented policies and practices to promote diversity and inclusion at all levels of the organization. This includes unconscious bias training, diverse hiring practices and employee resource groups.
Wellness Programs: Recognizing the importance of employee well-being, we have introduced wellness programs that include mental health resources, fitness challenges and nutrition workshops. We also provide access to counseling and stress management sessions.
Recognition and Rewards: We have established a robust recognition program to celebrate employee achievements This includes monthly/quarterly awards, peer-to-peer recognition platforms and performance-based bonuses
These initiatives have collectively created a positive, supportive and dynamic workplace culture, leading to our outstanding overall score of 96.3% across all evaluation indexes and earning us the People Workplace Award.
Venkat J Swaroop, Associate Director at Tekwissen Group, is a seasoned Talent Acquisition Professional with over a decade of experience. He leads global teams and partners with Fortune 500 clients, emphasizing empowerment, collaboration, and growth. Passionate about prompt engineering and continuous learning, he excels in corporate training, market research, and key account management. His accolades include "Top 100 Influential Leaders 2023" by Leadify India and "Top 100 Great People Managers" by Forbes India in 2022.
Q: How has the HR team evolved to meet the changing needs of the organization, and what lessons have you learned from implementing successful HR practices?
At Tekwissen, our HR team has evolved significantly to meet the changing needs of our organization, reflecting our commitment to fostering a dynamic and supportive workplace. This evolution is marked by several key strategies:
Adopting Advanced HR Technologies: We have integrated cutting-edge HR software (HRMS/ATS) to streamline processes such as recruitment, onboarding, performance management and employee engagement This has improved efficiency and allowed us to make data-driven decisions
Emphasizing Continuous Learning: We have established a culture of continuous learning by encouraging our HR team to attend industry seminars, workshops and training sessions. This ensures that our team stays current with the latest trends and best practices.
Enhancing Communication Channels: Recognizing the importance of open communication, we have implemented regular
We have placed a strong emphasis on empathy in our leadership and HR practices. This approach has helped us create a supportive environment where employees feel valued and understood.
feedback mechanisms, including quarterly surveys and open forums. These channels allow us to understand employee needs and respond promptly.
Promoting Flexibility and Adaptability: Our HR policies have become more flexible to accommodate the diverse needs of our workforce. This includes flexible work hours, remote work options and career development plans.
Fostering a Culture of Empathy: We have placed a strong emphasis on empathy in our leadership and HR practices. This approach has helped us create a supportive environment where employees feel valued and understood.
Lessons Learned:
Open Communication is Crucial: Maintaining open communication channels has been vital in understanding and addressing employee concerns effectively
Adaptability is Key: Being flexible and adaptable in our HR practices has allowed us to meet the evolving needs of our workforce.
Data-Driven Decision Making: Leveraging HR analytics has enabled us to make informed decisions that positively impact our employees.
Empathy and Support: Leading with empathy and providing robust support systems have been instrumental in fostering a positive workplace culture
These strategies and lessons have enabled our HR team to evolve and meet the changing needs of Tekwissen, ensuring continued success and employee satisfaction.
Q: What measures has your HR team taken to support employee well-being
Supporting employee well-being is a cornerstone of our HR strategy at Tekwissen. We recognize that a healthy, happy workforce is essential for both individual and organizational success To this end, we have implemented several comprehensive measures:
Mental Health Support: We provide access to professional counseling services, mental health workshops and stress management seminars. We also offer mental health days, allowing employees to take time off specifically for mental health care.
Physical Wellness Programs: Our wellness initiatives include gym memberships, on-site fitness classes such as yoga and pilates and regular health screenings. We also organize fitness challenges and encourage participation in local sporting events.
Flexible Work Arrangements: To help employees achieve a better work-life balance, we offer flexible remote work options. This flexibility allows employees to manage their personal and professional lives more effectively.
Employee Assistance Programs (EAP): Our EAP offers confidential support for a wide range of issues, including financial advice, legal assistance and personal counseling. This program is designed to help employees navigate both personal and professional challenges
Work-Life Balance Initiatives: We promote a culture that values work-life balance by encouraging employees to take their vacation days, offering generous parental leave policies and organizing family-friendly events and activities
Community Building and Social Activities: We organize regular social events, team-building activities and community service projects to foster a sense of belonging and camaraderie among employees These activities help build strong relationships and support networks within the workplace. These measures are designed to create a holistic well-being framework that addresses the mental, physical and emotional health of our employees By prioritizing well-being, we aim to cultivate a supportive and thriving work environment at Tekwissen
Q: How do you plan to build on this success and continue fostering a positive and effective HR environment within your organization?
At Tekwissen, building on our current success and continuing to foster a positive and effective HR environment involves a commitment to continuous improvement and innovation Our plans include:
Enhanced Professional Development Programs: We aim to expand our training and development offerings by introducing more personalized career pathing and mentorship opportunities. This includes creating tailored development plans for employees at different stages of their careers and providing access to external training resources and certifications
Advanced HR Technology Integration: We plan to further integrate advanced HR technologies, such as AI-driven analytics and employee experience platforms to gain deeper insights into employee needs and enhance our decisionmaking processes. This will allow us to proactively address issues and identify opportunities for improvement.
We aim to expand our training and development offerings by introducing more personalized career pathing and mentorship opportunities.
Strengthening Diversity and Inclusion Initiatives: We will continue to promote diversity and inclusion by implementing additional training programs, enhancing our recruitment strategies to attract a diverse talent pool, and fostering an inclusive workplace culture We plan to establish more employee resource groups and provide platforms for underrepresented voices.
Employee Engagement and Feedback: To ensure we remain attuned to employee needs, we will enhance our feedback mechanisms by conducting more frequent surveys and focus groups We will use this feedback to inform our HR strategies and create action plans that address employee concerns and suggestions
Wellness Program Expansion: Building on our current wellness initiatives, we plan to introduce new programs that focus on holistic well-being, including financial wellness workshops, mindfulness sessions, and initiatives to promote healthy lifestyle choices.
Recognition and Reward Systems: We will refine our recognition programs to ensure they are
inclusive and reflective of our diverse workforce This includes introducing new awards, enhancing our peer-to-peer recognition platform, and regularly reviewing our reward structures to ensure they remain competitive and motivating.
By implementing these strategies, Tekwissen aims to build on our success and continue fostering a positive, supportive and effective HR environment that enables our employees to thrive and contribute to the company's ongoing success
Q: What advice do you have for other HR leaders aiming to achieve similar recognition and impact within their respective organizations?
Achieving recognition and making a significant impact as an HR leader requires a strategic, empathetic, and forward-thinking approach Here are some key pieces of advice for HR leaders aspiring to achieve similar success:
Prioritize Employee Well-Being: Invest in comprehensive wellness programs that address the mental, physical and emotional health of your employees Offer resources such as counseling services, fitness programs, flexible work arrangements, and mental health support to create a supportive environment
Foster a Culture of Continuous Learning: Encourage continuous professional development by providing access to training programs, workshops, and mentorship opportunities. Create an environment where employees are motivated to learn and grow and support their career advancement.
Embrace Diversity and Inclusion: Promote diversity and inclusion at all levels of the organization Implement policies and practices that encourage diverse hiring, provide unconscious bias training, and establish employee resource groups to support underrepresented employees.
Leverage HR Technology: Utilize advanced HR technologies to streamline processes, improve efficiency, and make data-driven decisions. Tools such as AI-driven analytics, employee experience platforms, and feedback systems can provide valuable insights and enhance HR operations
Maintain Open Communication: Establish regular feedback mechanisms, such as surveys, town hall meetings, and open forums, to understand employee needs and address concerns. Transparent communication helps build trust and ensures that employees feel heard and valued
Lead with Empathy: Demonstrate empathy and support in your leadership approach. Understand the challenges and needs of your employees and create policies that reflect a genuine concern for their well-being. Empathetic leadership fosters a positive and inclusive workplace culture.
Recognize and Reward Employees: Implement robust recognition and reward programs to celebrate employee achievements Recognition can be in the form of awards, bonuses, or peerto-peer platforms Ensuring employees feel valued and appreciated boosts morale and motivation.
Adaptability and Flexibility: Be adaptable and responsive to the changing needs of your workforce. Stay informed about industry trends and be willing to adjust your HR strategies accordingly. Flexibility in policies and practices helps accommodate the diverse needs of employees
Implement robust recognition and reward programs to celebrate employee achievements. Recognition can be in the form of awards, bonuses, or peer-to-peer platforms.
Build Strong Relationships: Develop strong relationships with employees, management and stakeholders. Collaborative relationships foster a cohesive work environment and ensure that HR initiatives are aligned with organizational goals.
By focusing on these key areas, HR leaders can create a positive, supportive and effective workplace environment that not only achieves recognition but also drives long-term organizational success.
VIJAY KANKARIYA
Mr. Vijay Kumar Kankariya, founder of Shubham K Mart, is a veteran in the Indian retail industry known for his strategic vision and 'Customer First' motto. Starting his career in a textile shop at 14, he co-founded Sumeet Bazaar in 1984, which has grown to over 40 stores. His vision expanded the business into jewellery and real estate with Sumeet Jewellers and Sumeet Infracon. Seeing customers exploited for essential items, he established Shubham K Mart to offer superior quality products affordably across India. At Shubham K Mart, he focuses on strategic planning, risk minimization, and developing a competitive advantage, ensuring smooth operations and execution.
SHUBHAM KANKARIYA
Mr. Shubham Kankariya, Director of Shubham K Mart, leads and manages the business, ensuring effective operations and growth. He inspires and guides employees, oversees the hiring process, and integrates new-age technology to enhance retail operations. His vision has positioned SKM as a rising retail business in Chhattisgarh. Shubham holds a BBA + LLB (Honours) from Jindal Global Law School and has studied at the University of Oxford, the London School of Economics, and Indiana University, Maurer School of Law.
SANYAM KANKARIYA
Mr. Sanyam Kankariya, the Managing Director of Shubham K Mart, has distinguished academic credentials, including a Bachelor's in Commerce from Mithibai College, Mumbai University, an MBA from Aston University, Birmingham, UK, and a Diamond Graduate Degree. His professional journey began at Sumeet Gems and Jewellers Private Limited, where his insights were invaluable. For the past eight years, he has served as Director at Sumeet Synfab India Private Limited, driving growth and innovation. At Shubham K Mart, his focus is on the Garments and General Merchandise divisions, where his impact is expected to be significant.
Q. Can you describe the initiatives or strategies your HR team implemented that contributed to winning the People Workplace Award?
Winning the People Workplace Awards was made possible by the unwavering support of our esteemed leaders: Chairman Mr. Vijay Kankariya, Managing Director Mr. Sanyam Kankariya, and Director Mr. Shubham Kankariya. We extend our heartfelt gratitude for their guidance and inspiration. Additionally, we are deeply appreciative of the support from all our Heads of Departments (HODs) and Clusters.
To achieve this recognition, we communicated the process to all HODs and requested their cooperation and that of their teams within the stipulated turnaround time (TAT). We were truly overwhelmed by the support and dedication exhibited by the entire SKM team, which ultimately led to this remarkable achievement
Q: How has the HR team evolved to meet the changing needs of the organization, and what lessons have you learned from implementing successful HR practices?
The HR department at SKM began their operations from scratch, personally visiting departments, meeting employees, and collaborating with HODs to understand their HR needs. This hands-on approach was crucial in building a positive culture at SKM. Our success in implementing HR practices would not have been possible without the support and guidance of our Chairman, Directors, HODs, and the entire SKM team
One of the most important lessons we learned is that HR must balance professionalism with a deep understanding of human emotions. Dealing with
manpower effectively requires empathy and emotional intelligence Additionally, staying humble and grounded should be the core principle for HR professionals.
One of the most important lessons we learned is that HR must balance professionalism with a deep understanding of human emotions.
Q: What measures has your HR team taken to support employee well-being
To support employee well-being, the HR team at SKM has implemented a comprehensive range of measures. Health check-up’s and campaigns are conducted to ensure the physical well-being of our employees. Recognizing the importance of mental health, we have also introduced various mental health initiatives, including workshops & counselling sessions.
Additionally, we understand the significance of creating a positive and enjoyable work environment. To foster this, we organize fun-loving employee engagement activities that promote teamwork and morale. These activities range from team-building exercises to social events, all aimed at creating a sense of community and belonging among employees.
Monetary incentives are another key aspect of our well-being strategy. We have developed incentive plans that reward employees for their hard work and dedication, ensuring that their contributions
are recognized and valued Furthermore, our rewards and recognition program highlights outstanding performance, motivating employees to excel in their roles.By combining health initiatives, mental wellness programs, engaging activities, and monetary rewards, the HR team at SKM is committed to supporting the overall well-being of our employees, fostering a healthy, motivated, and productive workforce.
Q: How do you plan to build on this success and continue fostering a positive and effective HR environment within your organization?
To build on our success and continue fostering a positive and effective HR environment at SKM, we plan to implement several key strategies Firstly, we will continue to prioritize employee health and well-being by expanding our health checkup campaigns and mental health initiatives. We aim to introduce new wellness programs, such as fitness challenges and mindfulness sessions, to further support our employees' physical and mental health.
Secondly, we will enhance our employee engagement activities by introducing more diverse and inclusive events This will include cultural celebrations, skill development workshops, and teambuilding retreats, all designed to strengthen team cohesion and create a more inclusive workplace
We will focus on continuous learning and development. By providing more opportunities for professional growth, such as training programs, mentorship schemes, and career development workshops, we aim to empower our employees to reach their full potential.
Thirdly, we plan to refine our monetary incentives and recognition programs. By regularly reviewing and updating these programs, we ensure they remain competitive and aligned with employees' needs and aspirations. We will also introduce peerto-peer recognition platforms to encourage a culture of appreciation at all levels.
Additionally, we will focus on continuous learning and development. By providing more opportunities for professional growth, such as training programs, mentorship schemes, and career development workshops, we aim to empower our employees to reach their full potential. Finally, we will maintain open lines of communication with our employees, seeking their feedback and actively involving them in decision-making processes. This will help us stay attuned to their needs and adapt our HR practices accordingly.
By implementing these strategies, we aim to sustain and enhance our positive HR environment, ensuring SKM remains a great place to work
Q: What advice do you have for other HR leaders aiming to achieve similar recognition and impact within their respective organizations?
For HR leaders aiming to achieve similar recognition and impact within their organizations, my advice centres around the principles exemplified by our respected Chairman Sir. Staying humble, grounded, and approachable is crucial It's essential to be accessible to employees, offering support and guidance personally.
Empathy should be at the heart of all HR practices. Understand the challenges employees face and approach them with kindness. This creates a supportive environment where employees feel valued and motivated
Leading by example is also vital. Be willing to do any job, no matter how small, to show that no task is beneath you This fosters a culture of respect and teamwork. Pride and arrogance should have no place in professional or personal life; they create barriers and hinder progress
Encouraging open communication and being genuinely invested in employees' well-being will help build trust
and loyalty. Recognize and reward hard work, and create opportunities for growth and development This not only motivates employees but also drives the organization forward.
In summary, humility, empathy, and approach-ability are key Leading with these qualities will help create a positive and impactfull HR environment.
At DANA TM4, employee well-being is central to our HR strategy, focusing on physical, mental, and emotional health
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Q. Can you describe the initiatives or strategies your HR team implemented that contributed to winning the People Workplace Award?
Winning the People Workplace Award with a score of 78.5% highlights our dedication to fostering an inclusive, supportive, and dynamic workplace This achievement stems from strategic initiatives, innovative programs, and a commitment to employee well-being Key initiatives include:
Q: How has the HR team evolved to meet the changing needs of the organization, and what lessons have you learned from implementing successful HR practices?
The HR team at DANA TM4 has evolved to meet our organization's changing needs, driven by flexibility, innovation, and employee well-being.
Key lessons from our journey include:
Embracing Flexibility and Agility
Evolution: Introduced flexible work arrangements, agile HR processes, and remote work options
Lesson Learned: Flexibility is essential for resilience, enabling quick adaptation to changes.
Leveraging Technology for Enhanced HR Operations
Evolution: Integrated advanced HR technology for recruitment, onboarding, performance management, and employee engagement
Lesson Learned: Technology simplifies HR tasks and provides valuable insights for better decision-making.
Fostering Continuous Learning and Development
Evolution: Established a culture of continuous learning with personalized development plans and online learning platforms
Lesson Learned: Continuous development keeps employees engaged and competitive.
Prioritizing Diversity, Equity, and Inclusion (DEI)
Evolution: Revamped hiring practices, introduced DEI training, and supported Employee Resource Groups (ERGs)
Lesson Learned: Diversity drives
innovation and enhances organizational performance
Enhancing Employee Well-Being and Work-Life Balance
Evolution: Launched wellness programs, mental health resources, and flexible work options.
Lesson Learned: Employee well-being impacts performance, reducing stress and boosting productivity.
Strengthening Communication and Feedback Mechanisms
Evolution: Developed robust communication channels, including town halls, open forums, and pulse surveys
Lesson Learned: Effective communication builds trust and engagement
Investing in Employee Recognition and Reward Programs
Evolution: Implemented a digital recognition platform and performancebased rewards, celebrating key milestones.
Lesson Learned: Recognition enhances motivation and retention, fostering a positive work environment.
Q: How has the HR team evolved to meet the changing needs of the organization, and what lessons have you learned from implementing successful HR practices?
At DANA TM4, employee well-being is central to our HR strategy, focusing on physical, mental, and emotional health Key initiatives include:
Wellness Programs
Health screenings, fitness challenges, nutrition guidance, counseling services, and
wellness webinars
Lesson Learned: Promotes a healthier, engaged workforce
Flexible Work Arrangements
Telecommuting policies, hybrid work models, staggered hours, and compressed work weeks
Lesson Learned: Enhances satisfaction and productivity, reducing stress.
Enhanced Leave Policies
Parental leave, caregiver leave, mental health days, bereavement leave, and sabbaticals.
Lesson Learned: Supports employees, fostering loyalty and reducing burnout
Supportive Work Environment
Ergonomic equipment, open communication, and inclusive policies.
Lesson Learned: Boosts well-being and job satisfaction.
Community and Social Connection
ERGs, social events, and paid time off for community service and CSR initiatives
Lesson Learned: Enhances emotional wellbeing and workplace culture
Q: How do you plan to build on this success and continue fostering a positive and effective HR environment within organization?
Building on our HR successes, our strategy focuses on five key pillars: enhancing employee experience, driving continuous improvement, leveraging technology, strengthening leadership, and promoting inclusion and engagement Here’s our implementation plan:
Enhancing Employee Experience
Personalized Journeys: Expand tailored development plans and diverse mentorship programs.
Work-Life Balance: Refine flexible work models and integrate wellness into daily routines.
Driving Continuous Improvement
Data-Driven Decisions: Enhance HR analytics and establish regular feedback loops.
Process Optimization: Streamline HR processes and benchmark best practices
Leveraging Technology
Advanced HR Tech: Integrate HRIS and incorporate AI and automation.
Digital Learning: Upgrade LMS and expand virtual collaboration tools
Strengthening Leadership
Development Programs: Invest in leadership training and robust succession planning
Empowerment: Empower managers and implement 360-degree feedback
Promoting Inclusion and Engagement
DEI Efforts: Refine inclusive hiring and expand DEI training
Employee Engagement: Introduce new programs, enhance transparent communication, and encourage active participation.
Q: What advice do you have for other HR leaders aiming to achieve similar recognition and impact within their respective organizations?
Achieving HR recognition requires a strategic approach aligned with company goals and values. Key advice includes:
Understand Organizational Needs: Align HR strategies with company culture, goals, and challenges.
Build Strong Relationships: Foster open communication and collaboration across all levels
Focus on Employee Experience: Create a supportive environment with competitive benefits
Embrace Technology: Use modern HR systems to streamline processes and enhance engagement.
Promote DEI: Ensure policies promote diversity and inclusivity
Measure and Communicate Impact: Use metrics to demonstrate HR’s value to leadership.
Continuous Learning: Stay informed and adapt to industry trends and changes
Lead with Integrity: Show care for employees’ well-being and uphold ethical standards
Celebrate Successes: Recognize achievements and learn from challenges.
Collaborate Across Functions: Align HR initiatives with broader organizational strategies
