Employment Practices

 

Open Door Policy:

Our company has adopted an Open Door Policy for all employees. This means, literally, that every manager's door is open to every employee. The purpose of our open door policy is to encourage open communication, feedback, and discussion about any matter of importance to an employee. Our open door policy means that employees are free to talk with any manager at any time.

An open door policy means that you may also discuss your issues and concerns with the next level of management and/or Human Resources staff members. No matter how you approach your problem, complaint, or suggestion, you will find managers at all levels, even the MD, Functional heads of the organization willing to listen and to help bring about a solution or a clarification.

By helping to solve problems, managers benefit by gaining valuable insight into possible problems with existing methods, procedures, and approaches. While there may not be an easy answer or solution to every concern, your company's employees have the opportunity at all times, through the open door policy, to be heard.

Equal Opportunity Employer:

RPGCL is an equal opportunities employer. We do not discriminate on grounds of age, gender, colour, race, ethnicity, language, caste, creed, economic or social status or disability.We recognize that having a workforce that broadly reflects the composition of the local communities in which we operate places us in a unique position to understand and respond to the needs of our customers. We thus use diversity as a competitive differentiator, both in employment and in customer markets.

Market Driven Compensation:

Today, remuneration is not the only, but one of the vital hygiene factors that helps you to retain your critical talent. Every year, during the annual appraisals salary revision takes place by giving market correction to all the employees along with the performance bonus. According to the performance ratings the critical talent is given appropriate market correction
(Market Correction. – Data provided by Mercer)

Business Balance Scorecard

The balanced scorecard is a strategic planning and management system that is used extensively in business and industry, government, and nonprofit organizations worldwide to align business activities to the vision and strategy of the organization, improve internal and external communications, and monitor organization performance against strategic goals.

The balanced scorecard has evolved from its early use as a simple performance measurement framework to a full strategic planning and management system. The “new” balanced scorecard transforms an organization’s strategic plan from an attractive but passive document into the "marching orders" for the organization on a daily basis. It provides a framework that not only provides performance measurements, but helps planners identify what should be done and measured. It enables executives to truly execute their strategies.

TRANSFORM – 360 degree feedback!

To be alert, responsive and harness the power of change and to meet the challenges of a globalized future our vision demands that we foster a “Culture of Excellence”. A culture that is deeply rooted in our Values. The Culture of Excellence is represented by our 7 Culture Pillars that are the dynamic Drivers towards realizing our vision.

1. Delivery & Cost Focus
2. Cross Functional Team Work
3. Valuing People
4. Empowering Performance
5. Diverse Opportunities
6. Forward looking
7. Ownership & Accountability

The above are the  Cultural Pillars of the company around which the employee behavior is desired. Their behavior is measured through a 360 degree feedback tool called “TRANSFORM”