At GPIL, placing the right person in the right job is of utmost importance. Our recruitment policy, Attraction-Selection-Retention, is designed to build the company's brand image and ensure a strong workforce. Retaining talented employees is crucial, and we recognize that earning employee loyalty involves providing challenging roles, opportunities for development and progression, and competitive compensation and benefits.
As our business evolves, we encourage and enable all our employees to develop and grow with it. We invest in enhancing managerial and technical capabilities through both in-house and external training, including overseas programs. GPIL focuses on multifunctional training, encompassing managerial, behavioral, and functional areas. Training programs are organized based on identified needs, ensuring our workforce is equipped with the necessary skills and knowledge.
Our performance management system is designed to enable individuals to effectively manage self and team performance, ensuring alignment with GPIL’s vision and business objectives. The performance cycle runs from April 1st to March 31st of the subsequent year. Key performance areas (KPAs) are identified at the start of the year and serve as the parameters for performance reviews. Mid-year reviews and appraisals help employees understand their progress, build on their strengths, and improve in identified areas.
At GPIL, we believe in the power of mentorship. Every employee is entitled to coaching and mentoring, where an experienced mentor guides a less experienced mentee to enhance their professional life. Mentors receive training in various techniques and resources to maximize the benefits of this relationship. Mentoring extends beyond the typical boss-subordinate dynamic, involving the sharing of professional skills, expertise, and experience, and fostering interpersonal relationships and knowledge sharing.
Clear, honest, two-way communication between management and employees is intrinsic to GPIL’s culture. Issues relating to business progress, plans, and prospects are discussed openly with a sense of shared purpose. Various communication channels, such as ED’s box, Ankuran, and the HR Call Center, facilitate easy access for employees to reach management and ensure continuous dialogue.