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- Do it on Kaizen basis rather than disruptive/ drastic changes.
- Achieving up-gradation/changes through existing resources so that HR team can see HR and learn through ‘On the Job Training’ (OJT) approach.
- Improve each and every subcomponent of HR Architecture for systemic gains (synergy). DO it on authentic data-based decision matrix rather than guesstimates/ hunches.
- Make employees 'future ready' for knowledge economy – move them from ‘Command and Control’ mind sets to ‘Learning Organization’ paradigms.
- Upgrade the education/knowledge base of the existing employees to make them ‘Knowledge Workers’ for a long term future health of the organization.
- Create a work culture to build on our long heritage, where ‘work is worship’.
- Move from 'Efficiency' to 'Effectiveness' so that we can have the combined advantage of ‘Low Cost Leadership’ as well as ‘Differentiation’ strategies
- To augment HR Capital
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