HR Initiative

HR Initiatives have been launched for our line managers and human resource professionals in order to give them with practical knowledge on how to help, expand and apply, communicate realistic HR policies. HR Initiatives are aimed at bringing practical solutions into practice for aspects and particulars related to hiring employees, working rules and daily working conditions and management of values and many more.

Deciding about the needs of staff has always been an important key between all the distinguishing functions of the Human Resources Management (HRM). This includes a number of decisions such as whether to get work done by independent contractor of hire employees for staffing needs. The selection of the best employees and arranging training for higher performance out of a number of others is also the part of HRM related decisions. In addition to this, it includes the adoption of management practices that match with various regulations. Human Resource Management also includes managing an advantageous approach for employees including compensation, records and personnel policies

APD Power Solutions’ HR Initiatives are focused towards Facilitators Development Programme that helps those employees who are interested in training, etc. This program helps delegates develop their training skills to turn into better trainers, achieve their career goals, and augment their training capacity of the Human Resource Practice.

APD Solution Follows:

WORK CULTURE

Work culture emphasizes:

• Freedom to experiment
• Continuous learning and training
• Transparency
• Quality in all aspects of work
• Rewards based on performance and potential

HR PHILOSOPHY AND POLICY
APD's HR philosophy holds the employee, its 'Member', as being at the center stage of the organization.

APD’s present position and achievements are all because of its strong human resources spread over different locations across the country as well as manifest itself in employee centric policies, a great learning platform, freedom to think, innovate, challenging areas to work and an informal work culture that is second to none.

The organization values the contribution of its employees and continues all human resources matter under constant review, drawing inputs in this regard.

We have formed our management portion strong and confident enough with a combination of sound hierarchical and functional structure to make effective employee centric HR policies.

RECRUITMENT POLICY
... An organization is known by the quality of its people.

APD tries hard to approach, hire and retain best of the employee resources available to employ on different positions in the organization. At our organization, an effectual and organized system is follow in the selection and recruitment of personnel. We go after all modes in the recruitment approach i.e. press advertisement, campus recruitment, search through consultants, special recruitment drives, job portals and headhunting agencies.

TRAINING AND DEVELOPMENT
At APD the intellectual thinking process is continuously serviced.

We at APD have commenced and pursue our aim of providing training based on the philosophy that all are willing pupils. Our members are found enthusiastic to augment their proficiency, communication skills, computer expertise, potential, leadership and teamwork. We also have our focus on Induction Training, which we weigh enough for newly recruited employee groups who are anticipated to move rapidly from the sill of the organization to its core and become productive quickly. APD’s training policy is objected to the overall growth of human potential of the organization.

PERFORMANCE MANAGEMENT
APD’s performance appraisal process is learnt about the expansion and growth of the organization and its associates.

We consider and evaluate the process of performance appraisal a vital aspect of overall growth and development of both the organization and associate belonging to APD. Our managers are provided with an opportunity to fortify significant objectives, explore associate strengths and plan for efficient use of human resources. We further ensure that all our associate are exposed to obtain apparent understanding of what is expected of them, receive recognition for quality work and learn how they are progressing in reaching their goals. Feedback, coaching and discussions on performance are continuing actions that conclude in the formal appraisal discussion.

The given below are the specific purposes of our performance management systems: • Link company and department plans to individual key objectives. • Improve individual performance and productivity. • Provide a fair and factual performance appraisal. • Provide a basis for training and development action. • Provide a basis for compensation recommendations and other management decisions.

Mentoring
We pass on our each member through our well organized system that includes from induction program to complete technical activity, training and administration process of APD. Such program offers each of the personnel with equal opportunity to share and discuss ones’ experiences with another.

Quality
We consider the quality of output in all the processes of development, administration, performance evaluation and achievement. We keep the output forefront to be recognized by all respective, through carefully defined HR policies and practices.

Safety
We respect the human values thus believe that there should be a safest environment for people who work of APD. Utmost priority is given by the organization to manage safe working environment and monitor the unsafe acts of employees endangering them and others. We strictly adhere to safety rules and have made them compulsory to be followed and respected by all our employees.