Life at KDDL

KDDL Business Group owes its success to strong employee base of committed individuals who reflect the group core value and
celebrate a culture that creates a sense of belonging.

KDDL Annual Awards

Time to recognize excellence and achievement by our employees
and their outstanding contribution to the company

"Nothing can beat the competition and its becomes tuff when endless festive colors are involved”
Rangoli competition at KDDL corporate office. We all are winners
Brightening up the festival celebration, believed to be harbinger of good luck. Traditional form of welcoming good luck and its popularity has remained unaffected over the years, a symbol of prosperity, luck and growth.

What is culture – HR Food for Thought

About 7 years ago, I was sitting at an office dinner party, and the company president was giving an emotional speech about the importance of company culture. The speech was inspiring, revolutionary, and confusing.


Did he mean the behaviors he would like to see in the organization? The camaraderie and connections that existed within the walls of the building? Was it a combination of both things? Or was it just a fancy way to discuss the emotional goo that binds us all together? I didn’t know then and, honestly, I still don’t. Business leaders often talk about "culture," and its importance to the success of an organization. We hire "Culture Leaders," lead with "culture first," and hire for "culture fit." However, when I ask people what culture is or what it means to them, I get multiple and sometimes conflicting, answers.

It is a feeling when you walk into the workspace.

It is how we treat each other and how we can expect others to show up.

Culture isn’t a great way to describe a work environment because it means so many different things to so many people. The term is loaded, exciting, problematic, and idealistic. It means both nothing and everything. It is said that you cannot see it, but you can only feel it. But can you even feel it? Is it something that can be fixed and cultivated? Can it be challenged? Or is it something that just is? But I believe when we talk about culture, we are specifically talking about the people. We are talking about how people interact and influence each other and the organization. It is how each individual shapes, challenges, grows, evolves, dismantles, and builds on the behaviors and norms of the organization. Those behaviors and norms should be, and are, fluid. When people come together by choice, it is called a community. And community, unlike culture, only exists because of the people that exist in it. If "culture" is the concert, "community" is the people swaying in unison. That power is what I believe companies want. That choice to be part of something, together. That individual decision to interact and create something new and be part of something bigger than yourself. I want to build healthy and thriving communities in organizations–not a fantastic culture that lives separate from the individuals that interact with it. Words matter so whatever word you choose to describe the feeling of an organization, it should have shared meaning, and it should feel tangible and actionable.

Perhaps you have a word that you would like to replace culture with?

Coming together is a beginning, staying together is progress, and working together is success.

Glimpse of Monthly Assembly at our Parwanoo factory

Our deepest fear is not that we are inadequate it is that we are powerful beyond measure. Training is everything. The peach was once a bitter almond, the cauliflower is nothing but a cabbage with a college education


None of us, including me, ever do great things. But we can all do small things, with great love, and together we can do something wonderful

*Top 2019 HR initiatives*

While the year 2018 is yet to close, many of you are already setting the stage for HR initiatives for 2019. IHRP recently conducted a survey of about 70 CHROs and Business Leaders on their top HR priorities for their organization’s. Out of a list of 22, three stood out as clear favorites:

1. *Reskilling and building skills transferability is needed to create a more agile workforce*.

Our industries are transforming due to emerging business models, political-economic changes and demographic shifts. HR’s role in strategic workforce planning to understand the macro-drivers of their industry impacting current and future people needs is a critical first step. Many need to promote their sectors (retail, social services, healthcare, early childhood, etc) as future-ready with good job opportunities for skills mastery and varied career paths. Here, the rollout of various industry-specific Skills Frameworks by SSG is an opportunity to benchmark and identify technical and generic skills at various competency levels and coupled with career paths.

2. *Adapting new technology in the management of HR processes across the full spectrum of the employee life cycle.*

The rate of adoption of social media has changed the way employees communicate, interact and work with one another. Routine processes are ripe for Robotic Process Automation (RPA). Beyond processes, the implications are also on new organization models to deal with speed and ambiguity and new ways of working where leaders need to embrace the power of networks to share and receive ideas, skills and capabilities.

3. *Mapping the employee journey to identify critical moments at work that have a lasting impact on employee experience*.

The shift from employee engagement to employee experience continues unabated, with organizations tailoring their human capital strategies at different life and/or career stages helps managers better shape or create these "moments that matter".

Other notables’ initiatives for 2019 include promoting from within, coaching managers to be more effective leaders and adopting a Business Partnering model for talent attraction and L&D strategies.

The HR transformation journey is well and truly underway. HR can now be called upon to help solve critical business problems.
A transformed HR function can be crucial in cultural transformation, increasing innovation, and offsetting impending talent shortages.

KDDL HR policies and practices are focused on employee well-being and an endeavor to form a congenial work environment. We promote diversity and equality at workplace and believe in providing an equal work environment to every employee irrespective of race, religion, gender, etc. We believe to adopt a culture of openness and camaraderie that reinforces ownership and transparency.

Organization culture is an invisible but powerful force that influences the behavior of the members,
CULTURE is simply a shared way of doing something with passion

KDDL HR practices encourage the adoption and implementation of best practices for overall betterment of employees. Nurturing a sense of pride amongst our employees about their association with KDDL is the prime driving force behind all activities undertaken by us

Being a good place to work is the difference between being
a good company and a great company


At KDDL , we make work play. We tackle complex challenges, work hard, high-five and celebrate. We are risk takers, fast learners, and experts in our fields

If you believe that you have the skill-sets to work in a dynamic environment and are willing to take up the ownership, come join KDDL.


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