“To assist departments in developing and maintaining a high quality workforce, enabling them to provide critical services to our internal and external customers”
We firmly believe that it’s the people who take the organization to the heights of success that it is set out to achieve. Our commitment to this belief compels us to translate this into action through constantly evolving HR processes and policies and introducing new initiatives in order to boost employee satisfaction with their jobs and working conditions.
Faced with rapid change, HR at Delta is committed to develop a more focused and coherent approach to managing people. The effort and resources are concentrated on
Recruitment is the first step towards building a team of successful employees therefore a very careful approach is adopted right from the stage of planning the staff to hiring the right and the most suitable profile in the context of company’s core business competencies.
We are committed to provide a ground for constant learning to all our employees so as to enable them to perform their roles successfully.
In an effort to improve morale and productivity, various internal & external training programs, in both, transmittal & experiential forms, are organized to facilitate effective use of employee skills, provide training opportunities to enhance those skills, and develop new skills.
Training for everyone in the organization would be on a routine, on going basis forming its backbone starting with the New Hire Orientation Program. The overall aim of the training program is to increase the throughput and productivity of our employees in the organization and to give a common orientation to all our members.
Training as a formal process would ensure:
- All existing employees at all levels develop, refresh and update their knowledge, skill, Attitude and other Characteristics in order to meet the organizational, functional and individual goals.
- All new employees receive structured and uniform information about the company, the products and their individual functional responsibilities so that they have the minimum required knowledge base to be a part of an effective team.
Our Performance Appraisal system is used to measure the employee’s job effectiveness and to encourage the continuous improvement of performance and to ensure the achievement of objectives of the organization.
Performance Appraisals play an effective tool of communication between supervisor and employee for discussing performance issues and motivating employees through feedback and goal setting, to make distinctions among employees (i.e differentiating good performers from average performers), to assess the causes of low performance, to identify the training and development needs ,to evaluate the success of training and development decisions and an instrument in the selection processes for promotions, etc.
Appraisals at Delta are conducted annually and reviewed half yearly. It is linked to effective Annual Increments and part of the MBO amount, which is a component of employee Cost to Company (CTC). Performance Appraisal is carried out in 3 (three) phases:
- The measurable & quantitative goals are mutually agreed upon by the employee & supervisor at the beginning of the year
- Progress toward the goals is reviewed half yearly
- Final review is conducted to evaluate whether the goals were achieved and to decide on new goals.
