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Home »
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Our Commitment »
Human Resource Development |
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Human
Resource
Development |
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Human
Resource
Development |
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MNR
boast
of
having
exponential
growth
and
one
of
the
“Key”
reasons
for
this
growth
is
undoubtedly
its
“People”.
Given
the
right
environment
and
nurturing
that
is
provided,
time
and
time
again
seemingly
“Ordinary”
people
surprise
the
company
as
they
deliver
“Extraordinary”
results.
This
has
indeed
been
the
cornerstone
of
MNR’s
resounding
success.
While
continuing
to
harness
the
limitless
potential
and
capability
of
the
Human
Mind,
Spirit
and
Energy,
the
Company
constantly
endeavors
to
provide
a
platform
for
individual
opportunities
and
growth
of
its
people
across
diverse
businesses,
manufacturing
sites
and
services
in
multiple
locations.
MNR
continues
to
build
its
workforce
and
plans
to
recruit
in
excess
of
500
strong
with
a
diverse
background
of
individuals
-
essential
for
the
kind
of
organization
that
MNR
is.
The
employees
today,
include
amongst
others
Management
Graduates’,
Software
Developers’,
Accountants’,
Designers’
and
professionals.
There
is
an
appropriate
blend
of
Youth
and
Experience
with
approx
50%
of
the
workforce
below
40
years
of
age.
The
average
age
of
around
34
years
continues
to
move
downwards
in
alignment
with
the
company
ethos
of
providing
and
entrusting
responsibilities
at a
young
age.
This
strategy
has
stood
MNR
in
good
stead
and
provided
the
company
with
that
cutting
edge
competitive
advantage
which
is
extremely
difficult
for
anyone
to
replicate.
The
significant
success
with
MNR’s
ongoing
initiatives
in
past
several
years
and
for
future
to
come
is
put
forward
as
follows:
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Learning and Development: |
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The accelerated learning programme a senior person takes under his tutelage 2-3 youngsters and trains them ready to manage independent positions in 3-6 months. This programme has had resounding success and is being implemented in every sphere of the work place as well as manufacturing division.
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Training, which has now become a way of life, is being imparted to each and every individual under specific programs by using Competency Development Programs and Soft Skills Learning.
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The Company endeavors to work with leading engineering and management institutes. In addition MNR is planning to implement a Fashion Designing Course for its Employees where by MNR can generate in house designers for its Company. This course material shall be in line with the courses offered by National Institute of Fashion Technology (NIFT).
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On the management education front, new programs are being - MNRMDP’s [Management Development Programme] - Level 1 and Level 2 in line with the course material offered by IIMS. These are again customized programs targeted at MNR’s high growth managers.
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Building
the
Talent
Pipeline: |
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The Company has hired over 50 executives to take care of its growth and other initiatives.
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MNR sourced, got on board and trained over 350 employees at Falta Manufacturing Unit.
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To take care of Company’s business requirements, a new BMT [Business Management Trainee] Scheme was introduced in association with Globsyn Ltd. This will be an on-going annual initiative.
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MNR has also interest to successful foray into the IIMs & IITs in future and this will become an annual programme for attracting talent for its various businesses.
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Towards
a
“Best
in
Class
Employer”: |
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MNR, in line with the company’s growth trajectory, is extensively focused on building start-of-the art processes and systems which will make it comparable with the “Best in Class Employers” globally. The Company plans to engage M/s. Hewitt Associates, a globally reputed consulting organization with significant experience in dealing with “Best Employers Programs” to work with the management in rolling out a major Company-wide initiative. This would be focused around areas of Performance Management, Reward and Recognition, Career Opportunities, Learning and Development, Policies amongst others. The main objective being to take a relook at the existing processes and benchmark with the best in each area and work towards going beyond.
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Other
Initiatives: |
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TMNR plans to introduce ESOS [Employee Stock Option Scheme] – the program where in the Employees will get the opportunity to participate IN Stock options of the Company. Keeping in view the Organization’s value and belief of creating “Owner Managers”, this program will help in achieving that vision. This program shall not work just on the basis of uncertain terms or with the idea of just giving the people higher order responsibilities but also with the objective of sound & healthy returns as well, to go with it. Such a wide spectrum, broad-based coverage of creating “entrepreneurs” has rarely been seen in Corporate India.
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Job Evaluation - MNR also plans to engage an international and a leading global consulting firm in the area of Job Evaluation for its Falta Manufacturing Division. This would help the Company in building a platform for various initiatives - organization structuring, career planning, compensation and benefits planning - to name a few.
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