People are the driving force of our business. At Indus, we firmly believe that each and every Indusian makes a significant difference. A strong focus on people-centricity backed by a robust value system has helped our young company to be listed amongst big business conglomerates and to receive prestigious global awards.
For Indus Towers, to be a great workplace where employees are engaged and feel valued, is a priority that percolates through our vision and various initiatives. The company has put in place an open-door policy to enable an environment of trust between the employees and the leadership. We have been working tirelessly to create a culture of listening and valuing employee feedback that we feel is a key indicator of the overall cultural health of the organization.
The winner of Gallup Exceptional Workplace Award for the 10th consecutive year in 2023.
These awards demonstrate our commitment towards making Indus an employer of choice – and place us at par with the best companies not only in India, but also across the world.
At Indus Towers, we follow Total Quality Management philosophy to run and constantly improve our business operations. One of the components of TQM is employee engagement. To create a culture of inclusiveness, we have devised a tool called Indus Idea Incubator, a unique way of insourcing ideas and encouraging creative thinking in our employees. We involve all our employee in the goal-setting process through a structured approach called Policy Deployment ensuring that the work environment is exciting and challenging. We encourage all employees to bring a problem-solving attitude and an open mindset into the workspace. We, as an organization like to set high standards for our employees in order to value quality and processes; therefore, they thrive in such an environment where every project is completed to the best of each one’s ability.
We are committed to equal employment opportunities and have a zero-tolerance policy for any form of discrimination based on age, race, colour, religion, national origin or gender. Furthermore, based on business requirements, we may target a local talent pool specifically for field roles where a direct interaction with local people is required.
While passive infrastructure industry sees lesser women in field roles, Indus strives to get more women talent on the front line to set new industry standards. New Initiatives are undertaken by the organization year on year to maintain a healthy mix of women talent across levels and functions. We enable networking forums as well.
We believe that employees who achieve good standards of well-being at work are likely to be more creative, loyal, productive and provide better customer satisfaction. To create and sustain an emotional and lasting relationship with employees, we have developed a Well-being Framework comprising four factors of Purpose & Community, Emotional & Social, Health & Physical and Financial.
Multiple Initiatives : National Pension Schemes, Car lease Policy, Executive Health Check-up, Doctors Talks, Sports events.
100 Day’s Step Challenge : To achieve better physical and mental health with fun within the organization.
Well Being Calendar : Shared with employees to motivate them for doing small things for their health and to use as a stress buster.
Personal & Social Connect : Indus encourages, supports and provides opportunities to employees to work towards the upliftment of the community, such as participation in social activities with Goonj Donation drives, Blood camps, CSR initiatives, PSR activities and family celebrations.
Focus Areas
Indus Towers strongly believes that all employees need to continuously enhance their behavioural capabilities in line with Indus’s FORCE competency framework. As such, development requirements are appraised and behavioural inputs are provided to employees through a structured annual training calendar, across all circles.
Functional expertise being the bedrock of our business, Indus endeavours to offer employees with opportunities of functional skills enhancement based on business imperatives.
The Indus Leadership Excellence Programme (ILEP) is an ongoing leadership development initiative being run in collaboration with Harvard Business Publishing. This programme, focusing on channelizing relationships and engaging talent, is a vital step in the leadership journey.
Indus has brought over 800 supervisors into its fold and we are committed to providing them with technical and behavioural inputs to foster holistic capability development. Inputs range from technical equipment training to soft-skills enhancement. The long-term objective is to build a robust talent pool by enhancing ground control and operational efficiency.
Best in Class Learning opportunities are provided for functional and behavioral skills enhancements with average 40 learning hours per employee. Our current learning investments are twice of the industry benchmarks.
The following key strategies are implemented to drive continuous learning to
develop skills & behavioral change for higher business outcome:
Training Needs Identification – Every year, training needs are identified to enhance employees’ performance and maximize their potential.
As a progressive organization, Indus believes in developing talent for the future. Our robust talent management system ensures end-to-end talent identification and career development of employees.
Hiring at Indus focuses on bringing in the right talent with the required skills, competencies, potential and value fitment. This means not just identifying the performance and potential of a candidate from a functional viewpoint, but also behavioural aspects that translate into ‘how’ the employee delivers the desired outcomes and their fitment with the Indus Values.
Our career development initiatives focus on providing all our employees with a clear line of sight of their career growth at Indus. This empowers employees to take ownership of their careers and choose an aspired career path based on their acquired competencies.
Lakshya is our Career Pathing initiative, designed to create a workforce that is multi-skilled and mobile. Lakshya not only provides clarity on possible career movements, but also helps identify the gap that needs to be bridged to enable those movements. Driven by an objective to make world-class systems mainstream and redefine how tower companies do business, we have moved towards a cloud-based HR solution. We believe in a transparent talent acquisition system.
Driven by an objective to make worldclass systems mainstream and redefine how tower companies do business, we have moved towards a cloud-based HR solution. We believe in a transparent talent acquisition system.
Our Graduate Engineering Trainee programme creates a talent pipeline for the future by nurturing young graduates and grooming them to become future Indus leaders.
