IndSwift

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In an industry where intellectual capital is the primary business driver, enhancing the quality of such intellect and retaining them over the years drives sustainable success.

We in the Ind Swift Group are of the strong belief that our employees are our greatest assets.

It is our endeavor to motivate and develop skills of every employee in a manner that leads to optimum utilization of Human Resources which subsequently results in the attainment of organization objectives.

An infectious spirit of co operation and mutual trust with an overall orientation towards the achievement of Total Customer Responsiveness has been induced among employees in Ind Swift Ltd. It is this spirit which forms the root of our work culture. To achieve such a high level of Motivation, Efficiency and Trust, we have been striving consistently by providing

»	A helpful and healthy warm organizational climate.
»	Maintaining a two way communication process, keeping the employees well informed on all matters relating to our company.
»	Providing Competitive salaries comparable to the best in the Industry.
»	Instilling a sense of teamwork and mutual trust.
»	Treating all employees as one and equal.
»	Encouraging employees to come up with suggestions for improving the quality of our services and attaining total customer delight.

We believe in an open door policy. All employees are free to take their problems to their immediate superiors who are readily available. All employees are also welcome to take any of their problems to Human Resource Department.

An atmosphere of openness and a sense of belonging prevails in the entire length and breadth of the Ind-Swift Group.There is a feeling of oneness and all are treated as equals.

EMPLOYEE DEVELOPMENT

Training and Development

»	After a long and explorative competency mapping the training needs of the employees are analysed
»	The training programmes are fixed up for every individual on the basis of priority.
»	A training calender is drawn up for the Year, which is open to additions / editions on the basis of business and individual needs.
»	The training is primarily of ‘on The Job’ nature, so the employees practice what they learn, immediately.
»	Seminars / talks are also arranged/ approved for the employees

Employee Performance Management

»	Key Result Areas of the employees are fixed up by a mutual discussion between the immediate senior and the employee himself/herself.
»	The performance is appraised on a quarterly basis to assess the employees progress, and to provide him support.
»	At the end of the Year the performance of the employee is analysed.
»	Appreciation of and rewarding good performance and motivating the rest to achieve higher levels is the purpose of a good Performance Management System, which ISL practices.