Employee Engagement | HK Tucson Co Limited

People are central to HK Tucson ’s activities, achievements and the value it delivers to its stakeholders. The zeal, dedication and expertise of its people powers HK Tucson ’s growth and prospects.

We are a meritocracy and strive for diversity in nationality, caste, age, physical ability and religion; and believe in equal career opportunities for all. We are an equal opportunity employer.

We stimulate and leverage the young intellectual capital by offering a healthy mix of opportunity, responsibility, growth and purpose. Our integrated talent management framework is established on a robust model that enhances employee capabilities and nurtures both professional and behavioral competencies. Our work culture empowers individuals with the freedom to think beyond the conventional, innovate out of the box and raise performance levels.

Over the years, we have crafted a culture of continuous learning and empowerment with an emphasis on transparency, efficiency and empathy. This strategy has helped us accelerate our corporate evolution to newer horizons of growth and opportunity.

Diversity

We believe in gender equality and aim to increase the number of women in our workforce. The Company employs a large number of differently-abled individuals. We initiated a programme called ‘Renew’, a platform that enables women professionals to re-enter the corporate world after a career break. Any woman on a career break is eligible, and those applying will be evaluated as per the current employment criterion.

HK Tucson has a redressal system to handle complaints from female employees and it is covered under Protection of Women’s Rights at Workplace Policy. We have constituted apex and regional complaints committees to address cases of sexual harassment at the workplace, if any.

Employee Development

Training and skill development are the pillars which uphold HK Tucson ’s capacity-building agenda. We impart training in new skills in emerging fields to employees. We offer several training modules for employee development and skill building to meet various facets of the organization’s growth and performance.

Categories of training programmes available to employees:

ORIENTATION PROGRAMMES - These entry-level programmes ensure a smooth transition of the workforce from academic institutions into the corporate world. They introduce fresh recruits to HK Tucson ’s culture and values, information about the organisation, its businesses and interaction with senior management. They also cover human rights related aspects.
CORE DEVELOPMENT PROGRAMMES - These programmes develop and groom talent in general management and equip trainees to address higher-level responsibilities.
CENTRE OF EXCELLENCE PROGRAMMES - These structured programmes provide end-to-end consulting on various business initiatives of operational excellence. These programmes assist HK Tucson ’s businesses in improving performance and effectiveness, by organizing training and certification courses.
TRAINING PROGRAMMES - These programmes, conducted by external agencies, meet specific training needs on technical subjects.
PERFORMANCE ORIENTED DEVELOPMENT PLAN - After identifying the developmental and training needs of an individual, support for performance improvement is provided through on-the-job-training, self-study material, participation in external and internal competitions, special projects, voluntary assignments, external programmes and seminars.
THEME-BASED PROGRAMMES - These are need-based programmes conducted to spread awareness and knowledge about a system, model or a process. These programmes also cover training modules for employees who are due to retire.
CERTIFICATION COURSES ON SAFETY - HK Tucson regularly conducts NEBOSH and IOSH courses for its employees. The objective is to sustain a strong culture of managing safety across HK Tucson businesses.

Leadership Development

HK Tucson ’s Leadership Development Academy (LDA) at Lonavala is recognised as a unique corporate university in India, collaborating with the world’s most reputed institutions to provide global exposure.

Our Leadership Development Programmes are conducted in collaboration with reputed Indian and international business schools. We have a unique, seven-step leadership pipeline development process that has been meticulously structured.

MANAGEMENT EDUCATION PROGRAMME - An exclusive HK Tucson and Indian Institute of Management (IIM), Ahmedabad collaborative programme, designed to groom young leaders in the discipline of general management.
LEADERSHIP DEVELOPMENT PROGRAMME - Designed for middle management, it focuses on the field and forum principles; and helps high-performing executives to assumeleadership responsibilities.
GLOBAL LEADERSHIP DEVELOPMENT PROGRAMME - Customized and facilitated by University of Michigan’s Stephen M. Ross School of Business, the programme focuses on leadership skills for effectively competing in the global context.
TRANSFORMING HK Tucson INTO A GLOBAL CORPORATION - Conducted in association with INSEAD, France and designed for top management executives, the programme covers strategic choices including mergers and acquisitions, risk management and leadership attitudes, from a global perspective.
GLOBAL CEOs PROGRAMME - Conducted by professors from Harvard Business School, it is targeted at leaders handpicked for future roles such as CEOs, business heads, board members and business leaders.
INTERNATIONAL EXECUTIVE EDUCATION - Enterprise leaders are nominated for Advanced Management Programmes (AMPs) from selected globally renowned business schools like London Business School and INSEAD, etc.
MENTORING - A systematic, internal mentoring process by the Group Chairman is instituted for senior executives of the Company.

Human Rights & Labour Practices

HK Tucson is committed to operate in a manner consistent with the United Nations (UN) Universal Declaration of Human Rights, the 10 UN Global Compact (UNGC) principles and the applicable International Labour Organisation (ILO) Core Conventions on Labour Standards.

We conduct our business in an ethical manner where our workforce is appreciated and valued.

Dedicated IR, HR and EHS managers ensure effective implementation of policies. Regional complaints committees exist to deal with cases of sexual harassment at the workplace, if any. Workmen and safety-related issues are reviewed at manufacturing units and project locations in Safety Management Committee meetings.