Finally, ‘Grow’ implies ensuring the best possible outcome. We further asked company officials about the strategy adopted by RPG to hire and retain the best of talent from the market and they revealed that the management invested time and efforts to customize each job in accordance with the candidate recruited. Even when RPG entered any B-school campus for recruitments, the scouts do not have a fixed structure in mind when it came to either compensation or portfolio. Hence, the focus clearly was to provide ample opportunity for every candidate to explore the limits, thus making it interesting for the company to have the new recruit on board. Concerning the same, Agarwal elaborates, “The group ethos is to provide exposure across business and functions. To enable it, we encourage people to move and provide them with the necessary opportunities...” Conclusively, the emphasis was on ensuring that everyone got a chance to perform a variety of roles, which was enumerated through numerous examples of people who had moved across its various business or/and functional areas. In short, you could say – maximizing opportunities arising from job rotation! Then again there is the strategy of making each employee an integral part of the RPG family (which as discussed earlier is termed as ‘Perform’).
For Complete IIPM Article, Click on IIPM Article
Source : IIPM Editorial, 2008
For Complete IIPM Article, Click on IIPM Article
Source : IIPM Editorial, 2008
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