22 - GTL Infrastructure...Below is the core management team consisting of Milind Naik, Milind Bengali, H K Gohil, ... CHARUDATTA NAIK DIRECTOR, GTL INFRASTRUCTURE LIMITED The R&R programme

22 ❘ MUMBAI'S TRENDING WORKPLACES 2016

GTL INFRASTRUCTURE LTD.

GTL INFRASTRUCTURE LIMITED (GTL INFRA), A GLOBAL GROUPENTERPRISE, PUTS CUSTOMERS AT THE HEART OF ITS ENDEAVOURSAND ENCOURAGES ITS EMPLOYEES TO GIVE THEIR BEST. EVER ON THELOOKOUT FOR THINKERS AND DOERS DRIVEN BY PASSION, CURIOSITYAND CONVICTION, GTL INFRASTRUCTURE SYMBOLISES THEUNCONVENTIONAL AND THE INNOVATIVE. THE COMPANY PRIDES ITSELFON PROVIDING AN ENVIRONMENT WHERE YOU WORK WITH THE BESTAND LEARN FROM THE ENTREPRENEURS OF TOMORROW

The company inculcates a culture of transparency through an open door policy, open houses,a transparent appraisal process, quarterly conferences and employee satisfaction surveys.Below is the core management team consisting of Milind Naik, Milind Bengali, H K Gohil,L Y Desai and Bhupendra Kiny

»

A COMPANYWITH HIGHSTANDARDS

22-27,GTL_Infra.qxd 29-11-2016 20:19 Page 22

GTL Infrastructure Ltd. (GTL Infra), aGlobal Group Enterprise, is India’s trulylargest independent shared telecominfrastructure service provider. GTLInfra has around 28,000 towers across22 telecom circles serving all telecomoperators. GTL Infra offers passiveinfrastructure on shared basis to hostthe active network components. Sincetelecom infrastructure is crucial to thesuccess of the Digital India initiative,GTL Infra will have a pivotal role to playin the future. As per studies, 150,000additional towers are required toprovide pervasive mobile connectivityand bridge availability gaps.

GTL Infra is an equal opportunityemployer with a strong culture of talentdevelopment and management.Employees enjoy ongoing job enrich-ment, learning and growth opportuni-ties. Performance is recognised at everylevel through the structured RewardsProgram. In addition to competitivesalary, employees enjoy a variety ofwork life and retirement benefits.

Key HR practicesThe company has an in-house humanresources team which ensures that allprocesses are managed effectively.However, HR spends 75% of its effortson a few key processes as the organisa-tion believes that these processes willhelp them face the challenges ahead ofthe company. The key processes are:

KEY HRPROCESSES

TALENTACQUISITION

GOALSETTING

ANDREVIEW

TALENTMANAGEMENT

REWARDSAND

RECOGNITION

EMPLOYEEENGAGEMENT

WORK-LIFEBALANCE

EMPLOYEEFEEDBACK AND

REDRESSAL

LEARNINGAND

DEVELOPMENT

The talentteam at GTLInfra

»

The Human Resource team at GTL Infra»

MUMBAI'S TRENDING WORKPLACES ❘ 23

(GTL Infra is an equal opportunity employer)



24 ❘ MUMBAI'S TRENDING WORKPLACES

ance. It is through this well-defined processthat they are able to achieve growth and acareer with GTL Infra.

d) Rewards and Recognition (R&R)> GTL Infra has quarterly and annual awardsprogrammes created to recognise and rewardemployees who have significantly contributed toachieve the goals of the organisation and havegone above and beyond their normal scope ofwork.

The quarterly awards branded as the EXCEL-LENCE AWARDS ensure continuous excitementand encourage employees to ensure higherdelivery. Employees of GTL Infra look forward tothe excellence awards announced every quarter.

The Annual Awards programme is a mega eventin the organisation which is done at the end of the

1THE BUSINESS

PLAN

2ORGANISATION

STRUCTURE

3IDENTIFICATION

OF KEYPOSITIONS

4IDENTIFICATION

OF PERFORMERSWITH POTENTIAL

5IDENTIFICATION

OF COMPETENCYGAPS

6MAPPINGPERFORMERS TOTHE KEY POSITIONS

8REVIEW ANDMONITOR

THETALENT

PROCESS

The key HR processes atGTL Infra which enhanceemployee productivityand ownership are:

a) Talent Acquisition:> Though GTL Infra believes ingrooming internal talent, they arealways on the lookout for bright talentfrom the industry. This helps them tochallenge their internal systems as wellas bring about positive cultural changesin the organisation. Their internalrecruitment team is always on thelookout for young and talentedemployees. GTL Infra offers a secondcareer to professionals who have goneon a sabbatical due to motherhood orother reasons.

Currently, the company is looking atenhancing competencies in its networkand sales teams. HR is recruiting fordefined key positions in both the verti-cals. This will help the company ensurebetter customer service as well asincreased revenues.

b) Learning andDevelopment:

> GTL Infra believes that employees aretheir most important assets and helpingthem to grow as professionals is crucialto the company’s success and well-being. The company offers five days ofmandatory training per employee peryear. The needs are defined based onbusiness objectives and employeeappraisal. The company believes infollowing a top-down approach totraining.

c) Talent Management> The objective of talent developmentat GTL Infra is to develop and enhancethe organisation's self-renewing ability.Through this programme, the companybuilds succession for all key positions inthe organisation. The key positions arebased on the business forecast of thenext three years.

For the past 20 years the Global grouphas been focusing on management andengineering colleges and has sourcedclose to 600 graduate engineer traineesand management trainees, many ofwhom today occupy leadership posi-tions in the group. This has been accom-plished through very structuredmanagement trainee and graduatetrainee programme.

The talent process focusses onselecting employees who have poten-tial backed by consistent perform-

7PDP FOR EACHPOTENTIALEMPLOYEE


Creating a good work culturecoupled with innovation is the

key driver that allowsemployees to get connected to

the goals of the organisationand empowers them to deliver.

Empowerment andintrapreneurship helps us to

constantly drive customerdelight. HR at GTL Infra as our

strategic business partnerensures a great work cultureand promotes, transparency,

innovation and empowermentat all levels

financial year. The award categories as well as thecriteria and metrics for each category areannounced at the beginning of the year.

e) Employee Engagement> The employee engagement initiatives at GTLInfra are undertaken with an objective of shapinga positive experience that drives advocacy, produc-tivity and profitability.

f ) Work-life Balance > Work life balance is about creating and main-taining supportive and healthy work environ-ments, which will enable employees to have abalance between work and personal responsibili-ties and thus strengthen employee loyalty andproductivity. Efforts to help employees improvework-life balance can improve morale, increasejob satisfaction and strengthen employees’commitment to the organisation. Additionally, theorganisation may reap benefits in terms ofincreased productivity and reduction in absen-teeism and employee turnover.

g) Employee Feedback andRedressal

> Employee feedback is one of the key processesconducted at GTL Infra. The feedback comes inthrough employee satisfaction surveys conductedannually, branch visits by senior management on aquarterly basis and an open house on a monthlybasis. The open house sessions with the coremanagement team aligns company with purpose,


CHARUDATTA NAIKDIRECTOR, GTL INFRASTRUCTURE

LIMITED

The R&R programme helps GTLInfra recognise teams andindividuals that have achievedoutstanding success and haveensured organisational growth.It also raises the performancebar of GTL Infra

The employee engagement initiatives at GTLInfra are undertaken with an objective ofshaping a positive experience that drivesadvocacy, productivity and profitability

»



26 ❘ MUMBAI'S TRENDING WORKPLACES

Employee engagement initiatives include annual awards, potluck lunch, KRA week, wellness programme,celebrating excellence (award wall) and events like football and cricket matches

»

WORKLIFE

BALANCEINITIATIVESOFFERED TOEMPLOYEES

AT GTLINFRA: FLEXIBLE WORK ARRANGEMENTS,

SUCH AS FLEXITIME ANDTELECOMMUTING

EMPLOYEE TRANSPORT FACILITIES (DAILY BUS FACILITIES FOR EMPLOYEES)

HOLIDAY TIE UPS

ELDERCARE BENEFITS(MEDICLAIM INSURANCE)

WELLNESS PROGRAM (HEALTHCHECK-UPS BY DRS. AT THE PREMISES)

BENEFITS FOR FAMILY MEMBERS ANDDOMESTIC PARTNERS

FLEXIBLE LEAVEOPTIONS BEYOND

THOSE REQUIRED BYTHE FAMILY AND

MEDICAL LEAVE ACT

IN HOUSE BANKINGAND INVESTMENT OPTIONS

business success is a reflec-tion of the quality and skill oftheir people. GTL Infra iscommitted to seeking out andretaining the finest humantalent to ensure top businessgrowth and performance.Diversity management bene-fits individuals, teams, ourcompany as a whole, and ourcustomers. The companyrecognises that eachemployee brings their ownunique capabilities, experi-ences and characteristics totheir work.

GTL Infra believes intreating all people withrespect and dignity. Thecompany strives to create andfoster a supportive andunderstanding environmentin which all individualsrealise their maximum poten-tial within the company,regardless of their differ-ences. The diverse capabili-ties that reside within itstalented workforce, positionsGTL Infra to anticipate andfulfil the needs of its diversecustomers.

GTL Infra is diverse alongmany dimensions. The diver-sity encompasses differencesin ethnicity, gender, language,age, sexual orientation, reli-gion, socio-economic status,physical and mental ability,thinking styles,experience,and education. The companybelieves that the wide array ofperspectives that results fromsuch diversity promotes inno-vation and business success.

talks to employees about benefits and remindsemployees of the company’s mission and values.The feedback is collated and addressed in a 7 dayperiod. Based on the feedback, the HR team hasrolled out initiatives like the medical assistancefacility for employees and their families and awhole host of employee engagement facilities.

A diverse workforceGTL Infra recognises its talented and diverseworkforce as a key competitive advantage. Their


Cultivating intrapreneursGTL Infra believes in cultivating intrapreneurs.This is done by allowing employees to make theirown decisions that align with the mission andpriorities set out by the organisation. The organi-sation allows employees to understand the rela-tionship between risk and reward and be willing,even excited, to put a lot into the opportunity tonet a significant returns.

CSR and sustainabilityGTL Infra partners with Global Foundation foropportunities in CSR. It has launched theEmployee Volunteerism Program way back in2005 to encourage active employee volunteerism.Employee volunteers are known as Positrons andthey are actively engaged in various volunteerismand social causes in the areas of education, health,disability and community development. The objec-tives of this programme are to promote a culture ofvolunteerism among employees and inculcatehuman transformation through volunteerism.

GTL Infra as one of the leading shared passivetelecom infrastructure providers supports meas-ures laid down by Department of Telecommunica-tions to ensure protection of environment andmaintain the ecological balance. All the operatorsin India have actively started to share the cellularinfrastructure as this helps to reduce the visualproliferation and to optimise the use of nationalresources.

A great workplaceThe company inculcates a culture of transparencythrough an open door policy, open houses, a trans-parent appraisal process, quarterly conferencesand employee satisfaction surveys. As the role ofhuman resources evolved overtime and theconcept of human capital slowly came into being,the HR manager’s role evolved into that of astrategic partner along with the leaders of thebusiness-to contribute to significant businessdecisions and advise on critical transitions.

GTL Infra believes in offering long-term careersto employees than just a job. Deep respect for theworkforce and trust in their capabilities, empow-ering them to the fullest, flexible work and goodwork-life balance are some of the factors thatmake GTL Infra a superlative workplace. To knowmore about the company and its initiatives,please visit www.gtlinfra.com.

“GTL Infra has been a great learningexperience for me. From day one, they haveplaced emphasis on enhancing my skills andknowledge right from the induction trainingto the technical training and the mentorshipprogramme”

YOGESH RAM NAYAKVP - PROJECT IMPLEMENTATION & ACQUISITION, GTL INFRASTRUCTURE LTD.

Employee engagementinitiativesThe company has several initiatives that areyielding positive results. These include openhouses and sharing key business articles withemployees for discussion and ideation, annualawards, induction programme, training and moti-vational speakers, potluck lunch, KRA week, well-ness programme, celebrating excellence (awardwall) and events like football and cricket matches.


The culture at GTL Infra is positively infectious. Workingwith people who are passionate and good at their workrubs off on new joinees

»

“The culture at GTL infra is positivelyinfectious. Getting employees involved inother social causes also helps us get abalanced perspective on life and makes usfeel that we are also contributing tosociety”

SACHIN KAKADEGENERAL MANAGER - SALES & MARKETING, GTL INFRASTRUCTURE LTD.


Documents

22 - GTL Infrastructure...Below is the core management team consisting of Milind Naik, Milind Bengali, H K Gohil, ... CHARUDATTA NAIK DIRECTOR, GTL INFRASTRUCTURE LIMITED The R&R programme