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People First We embrace the philosophy that people are the primary drivers in the success of our organisation. It is our empowered people who help us recreate and chart our future in the midst of today’s turbulent business environment. Hence we continuously strive to develop a culture where people are placed at the top in the list of organisational priorities. This orientation has guided our people philosophy and is embodied in our people practices. We are focused on getting the best out of all Globalites by harnessing their three C’s : Courage, Commitment and Creativity. Employee nurturing from recruitment to retention to retraining encapsulates the valuable asset life cycle, which is the focus of the HR team. Over the years we have researched and implemented best in class HR Practices like Global Resourcing, Competency based Performance Management system, Talent Management System for identifying and developing future leaders and Participative decision making at all levels. Entrepreneurial Culture:We strive to create an ambience wherein every employee takes personal responsibility for his contribution to organisational excellence. Our top management has ably demonstrated what can be achieved by courageous and trail blazing leadership. Developing leaders for tomorrow remains our top priority in ensuring our growth and continued success.Talent Management System:The Talent Management System sets its sight at identifying and grooming talent available at different levels in the organisation and prepares them to handle the leadership challenges for the future. The systematic process designed for this purpose combines the use of various analytical tools like Thomas profiling, Competency assessment and bases itself on the aspirations and achievements of the identified employees. Tailor made development plans with components like Training, Mentoring, Job rotation, Job enrichment are the essential highlights of the development plan. The flow chart for the same is shown in the illustration titled TMS roll-out plan.Participative Decision Making:We firmly hold that “It is people closest to the work who know it best”. Empowering people to solve the issues that hamper their work and giving them faster and speedier decision making is our way of operationalising this belief. Only when people feel they are involved and responsible for the functioning of their divisions does it bring out the best in them.Our Progressive HR Practices:Competency Based Performance Management System-The Competency Based Performance Management system at ECALLSERVE COMM has two components: firstly, measurement of performance in terms of specific goals and activities allocated to an employee (KRA) and secondly, measurement of potential, in terms of the functional and behavioural competencies he / she possesses. Apart from raising the achievement bar constantly, there is an emphasis on building role-based competencies to prepare individuals for handling higher and complex responsibilities.Recognition and Rewards System-The ECALLSERVE COMM Awards Programme includes all employees within its ambit, to reiterate the fact that all employees matter to the organisation and impact its success. Simultaneously, it seeks to celebrate the innumerable success stories of committed employees who ‘make things happen’, fostering the delight of the entire organisation.Broadbanding Strategy-We believe that in today’s fast paced business environment the ability to act fast & have a quick turn around time in terms of providing services to our customers is a must. Achieving this would be possible only with a flat organisation structure and thus we at ECALLSERVE COMM adopted the Broadbanding strategy. "Broadbanding" here refers to the use of job clusters or tiers of positions into bands for the purpose of managing career growth and administering pay. It also helps to better accommodate a flat organisation structure, whereby we have merged almost 11 levels that existed to just 5 levels across our three businesses. In a compensation sense, banding collapses the number of salary ranges within a traditional salary structure into a few broadbands. Under this new system employees move through salary ranges without traditional promotions or job delineation, based on individual skill attainment and expansion of duties, rather than on any prescribed time pattern.Variable pay System-At ECALLSERVE COMM we promote an achievement-oriented culture. Compensation here is formulated into innovative techniques to translate a raise in pay, into a strong motivational force. This instils a sense of responsibility among employees. Variable pay-programme is an effort in this direction. While it has been introduced for two levels right now, it would be extended in quantum and to other levels over a period of time, keeping with the trend in most companies.Thomas Profiling Systems-We believe that to create a winning company, hiring right talent and developing them is most essential. Thus, we make use of Thomas Profiling system, a profiling tool that take the guesswork out of making decisions that involve people. It helps make right choices in the development and builds self-awareness in our employees. This system is used in almost all areas related to people, like recruitment, development initiatives, succession planning, training need analysis, identifying personal stress and human job analysis.The Thomas profiling system gives a complete self-image of the person assessed covering work strengths, self-motivation, job emphasis, work and pressure modifications and general comments relating to frustration, motivation and the ideal boss. Thus, helping us make right decisions about hiring, promotion etc. |
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