| People Practices |
The cornerstone of our people management philosophy
rests on our unshakeable belief “Customers
and Employees are both our Top and Bottom Lines”.
From this belief we derive all our People Management
Practices. The broad principle derived is: Job
Satisfaction is the Key to Employee Satisfaction.
We sincerely attempt to provide this via the following:
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- Ensuring that Blossomsians
understand the significance of their individual
contribution to the achievement of overall
objectives of the organization.
- Trying our best to give each
the kind of role that she/he
identifies with.
- Providing variety in work
through job rotations and giving opportunities
to contribute to organization-building
efforts above and beyond the regular work.
- Providing constant and timely
feedback on performance and organization
membership as well as creating avenues
by which Blossomians give feedback to
the organization.
- Enabling requisite levels
of freedom and independence in work delivery
and staying away from undesirable monitoring
and controls.
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To
enable all this, the organization is being built
brick by brick by adopting the framework of the
People Capability Maturity Model (PCMM) - a global
system that guides our people management practices
into a coherent whole. Some of the key people
processes that we are working on are:
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Communication |
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Focusing
on establishing effective communication throughout
the organization and to ensure that Blossomians
have the skills and avenues to share information
and coordinate activities effectively. |
Performance
Management |
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Driving
the organization’s and its members's
progress by establishing objectives related to
committed work against which performance can be
measured, ascertain capability development assistance
required to continuously enhance performance. |
Competency
Development |
| This
starts with identification of requisite competencies
at the organization level which are ultimately
dependent on competencies that are needed to be
identified, built or enhanced in the individual
. Enhancing constantly the capability
of Blossomians to perform assigned tasks and
responsibility in turn uplinks to the organization
capability building. |
Training
and Development |
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To ensure
that the identified competency requirements
are built through a systematic and focused
approach. |
Compensation |
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To
provide all individuals with remuneration and
benefits based on their contribution and value
to the organization in a fair and transparent
manner. Competitiveness of the compensation offered
in comparison with the prevailing market's reality
is the driving force. |
Career
Development |
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To
ensure that individuals are provided opportunities
to develop their competencies that enable them
to achieve professional and personal career objectives
within the organization’s goals. |
Participatory
Culture |
A
myopic outlook of utilizing talents of people
only in the delivery of assigned duties has two
broad undesirable effects: It prevents people
from developing as well rounded professionals;
and it denies the organization the readily available
multi-talented internal resource pool that could
potentially contribute to most of the challenges
and opportunities facing the organization. Building
a participatory culture enables availability of
avenues to harness/give exposure to employee's
full capability by involvement in making decisions
and solving problems that affect the performance
of business activities.
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