HR Management
At Agrawal People make the difference. A company is known by its employees. HR for a business enterprise needs a conceptual outlay to enable business managers to identify, plan and implement planning for manpower. At Agrawal Group , we have aligned our HR policies with our strategy of sustaining a highly productive business. These policies have been designed to enable scalability of our business and processes, while achieving a high level of ownership and involvement in our employees.
All our human resource endeavors are built around our core values and beliefs:
Result Orientation with Time as Dimension
- Entrepreneurship Spirit
- Willingess to take risk
- Family like Cohesiveness
- Career Growth Aspirations
- Work Life Balance
Our initiatives, policies and procedures have evolved through a consultative process with a high degree of employee involvement. This has helped us create a non-hierarchical, flexible and informal work environment. We believe that the development of our people is our prime responsibility. To create this environment we have formulated a number of unique policies to develop individual potential.
Employee Involvement
It is the goal of the group to promote professional and personal growth and learning opportunities that support life long learning and assist individuals in working effectively together within their departments. Training and development will assist the employee in adapting to change, increasing productivity, and improving the quality of the work environment and the employees’ relations with each other.
Opportunities for growth and development help employees expand their knowledge, skills and abilities, and apply the competencies they have gained to new situations. The opportunity to gain new skills and experiences can increase employee motivation and job satisfaction and help workers more effectively manage job stress. This can translate into positive gains for the organization by enhancing organizational effectiveness and improving work quality, as well as by helping the organization attract and retain top-quality employees. By providing opportunities for growth and development, organizations can improve the quality of their employees’ work experience and realize the benefits of developing workers to their full potential.
Opportunities for employee growth and development include:
- Skills training provided in-house or through outside training centers.
- Opportunities for promotion and internal career advancement.
- Coaching, mentoring, and leadership development programs.
Growth
Employee recognition efforts is what we define as growth, reward employees both individually and collectively for their contributions to the organization. Recognition can take various forms, formal and informal, monetary and non-monetary. By acknowledging employee efforts and making them feel valued and appreciated, organizations can increase employee satisfaction, morale, and self-esteem. Additionally, the organization itself may benefit from greater employee engagement and productivity, lower turnover and the ability to attract and retain top quality employees.
Ways of recognizing employee contributions include:
- Fair monetary compensation
- Competitive benefits packages
- Acknowledgement of contributions and milestones
- Performance-based bonuses and pay increases
- Employee awards