Corporate Culture
NJT INFRA PRIVATE LIMITED has one of the most democratic setups in the construction industry. Any level of employee has a direct approach to the chairman to voice his concern. This is due to the firm belief of the management that "Labour is the essence of an organization".
Corporate Values
Excellence
The company never rests after a job well done; it seeks constant improvement and will continue to push forward towards development and innovation.
Commitment
The company maintains all its commitments and fulfils all its responsibilities dutifully-on time, all the time.
Team Work
The company believes that working together is the key to achieving its goal and seeks unity in diversity. Our unique differences when combined will result in synergy.
Health and Safety
Safety is one of the company's core values; therefore tremendous emphasis is given to the health and safety of workers.
Well trained safety officers are appointed and allocated responsibility for training the project team. They are capable of handling any emergencies.
Recruitment Criteria
NJT INFRA PRIVATE LIMITED labour recruitment system ensures the following prior recruitment.
- Job Description is established and approved.
- Criteria for evaluation of new recruitment.
- Accommodation.
- Transportation.
Evaluation & Promotion:
NJT INFRA PRIVATE LIMITED periodically evaluates its existing staff / labour. Promotion process is based on the results of periodic performance evaluation of its staff / labour performance (Evaluation Criteria Attached)
NJT INFRA PRIVATE LIMITED believes promotion is a good business practice and it has been a powerful labour motivator tool. Internal promotion policies has generated remarkable results through the recognition of individual merit and improved morale of task force.
Based on the result of evaluation the following action is taken:
- Promotion.
- Re-training (If labour found to be under-achieving).
- Relocation (If found the labour is not fit for the job).
Training:
NJT INFRA PRIVATE LIMITED invests considerably in training. The annual appraisal of employees enables the management to identify the individual requirements of training. All department managers mandatorily establish a training plan and get the approval of this plan. This plan shows` the type of training required and whether this has to be in-house or external.
At this stage, the emphasis is not only towards the hard skills but also equal emphasis is given to the soft skills. The soft skills benefit the individual and in turn the department in terms of fast & effective communication, enhanced client confidence, persuasive Project presentation etc.
Every labour in the organization is given ample opportunity to enhance his career and personal development. NJT INFRA PRIVATE LIMITED is the only company in the region to have dedicated facility for this purpose.
Labour Orientation:
NJT INFRA PRIVATE LIMITED Labour orientation program effectively integrates the newly recruited labour into the organization culture and assists them with the following:
- NJT INFRA PRIVATE LIMITED Policy.
- NJT INFRA PRIVATE LIMITED Rules & Regulations.
- NJT INFRA PRIVATE LIMITED Labour Benefits/Claims/Complaint System
- Quality Management System.
- HSE Requirements.
NJT INFRA PRIVATE LIMITED Labour orientation programs are held within the first week of hiring.
Training Evaluation:
NJT INFRA PRIVATE LIMITED training programs are critical to good performance. NJT INFRA PRIVATE LIMITED is periodically evaluating its approach to ensure what is offered is both immediately useful to the employee and applicable in the working environment to the measurable advantage of the business
The trainee work performance is periodically evaluated by their immediate managers / supervisors and recorded in the annual appraisal forms. Below mentioned are the criteria for evaluation:
- Increase Productivity.
- Quality of the output.
- Rejections.
- Complaints.
NJT INFRA PRIVATE LIMITED Company invests heavily for labour trainings & development programs to ensure the effect on the bottom line and to make good place to work.
Labour Management
The components of a Labour Management include:
Job Descriptions
NJT INFRA PRIVATE LIMITED has developed a detailed job description for its employees and it details the following:
- Job Title.
- Reporting To:
- Supervisory:
- Functional Relationship With:
- Qualification.
- Key Responsibilities.
Benefits
Health Insurance: Though it’s not mandatory by region labour law, NJT INFRA PRIVATE LIMITED provides a free comprehensive Insurance to its Labour from M/s LIC Insurance Company. The insurance for labour covers the following:
Insurance Company. The insurance for labour covers the following:
- Comprehensive Accidental Coverage.
- Comprehensive Accidental Coverage.
- Life Insurance.
Safety & Security:
The responsibility of labour health and safety in NJT INFRA PRIVATE LIMITED falls on the Safety Manager & Supervisors. Safety manager helps in coordinating safety programs, making labour aware about the health and safety policy of the company, conduct formal safety training, etc. The supervisors and departmental heads are responsible for maintaining safe working conditions. Responsibilities of the departmental managers are:
Monitor health and safety of labour Coach labour to be safety conscious Investigate accidents Communicate about safety policy to labour Responsibilities of supervisors/departmental heads:
Provide technical training regarding prevention of accidents Coordinate health and safety programs Train employees on handling facilities an equipments Develop safety reporting systems, maintaining safe working conditions
Personnel Records
NJT INFRA PRIVATE LIMITED Personnel files contain material that is necessary and relevant to the administration of the labour personnel program. An employee’s personnel file contains the following:
- Employee Application, Resume, letters of reference.
- Emergency Contact Information
- Performance Appraisals and Position Description forms
- Honors and Awards received by the employee
- Performance-related documents signed by the employee is placed in the personnel file
Corrective action/disciplinary notices are subject to removal after two years provided the supervisor verifies similar incidents have not occurred during the most recent two year period. Documents related to an employee’s medical condition. Periodic reviews or audits are conducted to ensure that the necessary documents have been completed and filed, and date sensitive documents have not expired.