Investing in our employees and ensuring their professional and personal growth is an essential part of our organisational goals. Through our talent management process we aim to leverage each employee's unique strengths, identify their potential and accelerate their growth.
Our talent management plan encompasses all hierarchies. From training new incumbents to upgrading existing talent and from kick-starting productivity of new joinees to developing domain experts, our talent management plan enables us to attract the best talent and retain the top performers.
Productive From The Word Go-Induction for Graduate Engineer Trainees
Our robust 90 days induction programme engages millennials through paperless on-boarding, online weekly assessments and merit based posting allocations. After completion of the classroom training all GETs are allotted live projects and are assigned to mentors who also serve as their project guides. This induction programme also enables the internal subject matter experts of HZL to take up sessions of their interest. Each faculty and session is rated by the GETs and the best faculty is recognised in formal forums. The top performers are given preferential postings and are recognised in the valedictory ceremony chaired by the CEO and the HZL Leadership Team. 67 GETs of 2016 batch were part of the valedictory ceremony.
Developing Knowledge Anchors
Subject Matter Expert Development Programme
The Regional Training Centre, Nimbahera, developed and conducted a three phase Subject Matter Expert (SME) programme.
Phase 1 included validation of the SMEs, phase 2 included development of their behavioural skills, involving communication skills and the art of connecting with the audience, and phase 3 comprised technical skills enhancement through theoretical training and practical sessions.
The programme has helped create a total of 60 SMEs at Dariba Smelting Complex in disciplines as diverse as operations, electrical, instrumentation and mechanical.
