What is culture – HR Food for ThoughtAbout 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.
CONFUSING BECAUSE I WAS UNSURE WHAT HE MEANT BY CULTURE.
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.
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
"ROLE OF TRADE UNION LEADERS IN CURRENT BUSINESS SCENARIO” By Trainer M.P. Sharma
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
WE REFUSE TO GROW UP.
HERE, YOU'LL FIND THE LITTLE KID
LURKING IN EACH ONE OF US.
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.