We believe in the following 10 commandments:

1. The ancient Indian ethos that people have unlimited potential which we should tap as catalyst - individually as well as collectively for overall benefit of the team.
2. “Most people see work as natural; will be self-directing if they are committed to the objectives. People will seek and accept responsibility given any encouragement to do so” as per Theory Y of Douglas McGregor.
3. People are the only live asset as Dr. Jac Fitz-enz says, “In the closing years of the twentieth century, management has come to accept that people, not cash, buildings, or equipment is the lifeblood of any business enterprise”.
4. Self discipline is far more important than disciplining from above. Command and control is a dysfunctional model in the knowledge economy of 21st century. As Michael Hammer says, “The traditional idea of management (i.e. command and control) is dead”. Management today, therefore, is more like a gardener who provides the necessary inputs like resources, information, process, procedure, systems etc. so that the hidden human potential can take roots and become a mighty banyan tree.
5. We must build a work culture which is based on core traditional Indian human values of   respect to all, selfless service to others and interconnectedness/ interdependence of existence (vasudhav kutumbakam). Responsible and extra-ordinary service to fellow human beings and society is the basic reason for our existence. 
6. As a team we are much stronger than individuals in order to get synergy in efforts/results.
7. We should tap not only the explicit knowledge but also the much harder to capture the implicit knowledge for building Human Capital of the entire team. Effective Knowledge Management is the key to unlock the human potential.
8. The strategic & long term sustainable competitive advantage is built on people & comes out of the Intellectual Capital of the team. As Marcus Buckingham and Curt Coffman say in First Break All Rules, "...a great deal of company's value now lies between the ears of its employees”.
9. Instead of starting from scratch, we would learn from the latest research in HR and implement those HR interventions/ organizational development initiatives to learn and built upon well researched HR.
   
   We are inspired by Jacques Creeten, M.D. and Vice President India Operations, Fed. Express who says, "We follow what you find in management books and instead of using them as references, we actually execute it”.  Similarly, we'll not just talk about what we did, but will also share why we did so and how we did it?

10. Ultimately we have to respect the total environment, so as to leave a healthy planet for future generations.
    
    This will ensure that our learning curves would be much shorter than the rate of change of knowledge and we can come out with novel solutions to age-old problems of Human Resource.

From Classical to Knowledge Economy

The world has moved from Classical to Knowledge Economy and hence, the sustainable competitive advantage can only be obtained through knowledge workers who are continuously upgrading themselves and reinventing customer service.
Instead of re-inventing the wheel, we would use the cutting edge research and knowledge base in the field of Human Resource Management to improve our probability of success.