These dimensions were developed after discussions with industry leaders and in-house experts and insights of CIEL HR. Based on the six dimensions, we asked in-depth questions in the form of surveys and one-on-one interviews. Companies from BFSI & fintech, IT services and GCC, manufacturing, infrastructure and mobility solutions, science & engineering and consumer products & services, among others, were invited to participate in the survey.
Each dimension was given weightage as below: Culture and Performance Focus: 20% each; Innovation, Resilience, Nurturing and Sustainable Drive: 15% each.
Once the responses were in, the evaluation of the company's HR practices was conducted according to the six cohorts encompassing multiple parameters within its scope.
Culture/Performance
Organisational culture in HR refers to the set of values, beliefs, and behaviours that characterise how individuals within a company interact with each other, clients and stakeholders. Organisations with strong HR practices use these principles across processes. The actions and interactions of employees, reflecting cultural norms are the behaviours we see consistently across the organisation. A positive and strong organisational culture can contribute to a more productive and fulfilling work environment. Key elements of organisational culture were identified in:
•Leadership style: The approach and behaviours of leaders within the organisation, setting the tone for the entire workforce. The priorities they set and the style they exhibit in dealing with difficult situations reflects the culture.
• Recruitment: The competencies they assess, the behaviours they look for and the approach they take throughout their recruitment process reflect the organisation's culture.
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