Creating an employer Brand:

The company has built a people-centric organization, with a global-class work culture and a self-governance approach to foster entrepreneurship. We provide a support system to empower our teams with proven business practices, tools and technologies to build “sustainable” & “profitable” franchise enterprises. For example, one successful company introduced daily huddles for three levels of managers at its plants to surface problems early and make sure workers have everything they need to fix quality problems. These kinds of sharing of Best Practices help our companies.

Communication: It needs to be emphasized that associates at all levels understand the ever-changing business priorities; and are able to translate them into their day-to-day work. To achieve this alignment, leaders proactively communicate, train, coach the associates. Leaders bring context, strategy, customer insights on the table; while associates bring their know-how, customer and product trends; and ideas to improve operational processes. Managerial skills are developed through their teamwork in planning, executing, delegating, problem-solving on the job, reflecting on lessons learnt, and so on. The focus is on performance support through skills development, learning, knowledge-sharing, job aids, and so on.

Mentoring is among the most effective means of sustaining learning initiatives. Mentors are chosen from within the system with relevant experience who understand the dynamics of the system and running a successful grownup enterprise. Associates work according to standards, checklists, procedures, set by team mentors. This also helps trace processes, which are not performing well; or are sources of problems. Teams view problems as opportunities for learning and improvement. Leaders proactively address problems internally; cross-functionally, as a course of work- before they reach a crisis. Continuous learning from the point of view of the operating system ensures that our compass is well-tuned to the nuances of running the business successfully. Knowledge Management is used as the laboratory for institutionalizing new learning and improvement/ incremental innovations.

Talent Management: Another support system, which improves operational performance is Talent Management. This addresses how we source, attract, select, train, develop, retain, promote and move them. There is an emphasis on career planning for employees. The USP of The company’s Talent Management System is that it develops people with demonstrated success in improving processes; and those who mentor and coach others. So it is performance support; not appraisal. Talented leaders within such an environment adapt to constant changes in the business and adjust the operations accordingly. So they are addressing operational issues and not peoples issues.

Customer experience management:

The core of our system is customer experience management. This is owned by the franchise enterprise, each extended enterprise and our leaders and teams.

The following Diagram may help our business to understand that Customers have a different perception than businesses have:

Holistic monitoring using dynamic business tools and technology tools help us understand the entire customer experience; and to tweak them according to shifts in requirements. This also helps us in proactively servicing our existing customers and reaching out to new prospects. Customer trust in our services, products and warranties is of paramount importance.

Thus the company can create highly esteemed and loyal employer and customer base in our businesses.