HCLT: The Philosophy Of Employing Organizations In India

1. INTRODUCTION

HCLT is one of the path-breaking organizations in India which fostered the philosophy of Employees First Customers Second (EFCS). To implement their philosophy, HCLT inculcated an organization culture to develop passionate employees who in turn would generate passionate customers. HCLT took the great challenge of converting the qualitative value of the passion of their employees into quantitative terms through psychometric test. It helps managers to understand the team dynamics and the underlying forces behind employee engagement, productivity, development and retention. The top five passion indicators revealed by HCLT are customer-centricity, altruism, autonomy, diversity, training and learning. It has further been observed

Passion is an intense emotion compelling feeling, enthusiasm, or desire for something leading to energy that comes from intrapersonal levels of commitment. Passion is needed to be identified and leveraged with organization to increase the effectiveness of the organization. There are many researches have indicated that a passionate persons have the attributes like 1. lives longer, 2. healthier, 3. happier, 4. and more productive at work. It is the collective energy of both the organization’s and the individual’s passion to bring out the best within the employee and the organization. HCLT decided to position itself as a value-centric company, rather than a volume-centric company; where the employee and the employer have the same passion to strive for the best competitive advantages. Inspired by the studies from Gallup, Inc. (for identifying strengths) and The Ken Blanchard Companies (for identifying 32 work-related passion drivers) HCLT designed and conducts Employee Passion Inducative Count (EPIC) as an organization. The wide initiate was to understand the variation of the workforce diversity as HCLT understand that the employee are from different demographic backgrounds (like various age groups ‘bands’ as 18 to 24 years, 25 to 30 years, 31 to 40 years, and 41 years and above). While HCLT being in to the service

the factors that drives an employee to excel as starperformer. The EPIC assessment is a voluntary service and available once a year to all the employees. , The EPIC takes twenty five minutes to answers all the statements about the preference for thirty passion drivers. It not only measures the top 5 indicators, but also generates report on bottom 5 indicators to be worked upon as gap assessment by the HCLT management. It also assesses the intensity of passion on 15 passion indicators and gives an understanding of how an individual can leverage them at the workplace. EPIC report measures each passion on the scale of -240 to +480 along with the a color coded indicator that shows how well the employees’ are jelled with passion and performing within their current roles Exhibit-III, In the example of Exhibit-III, the passions are indicated in color yellow indicating that the employee is at an equity state of moderately leveraging of his or her passion at work. The green colour indicates the full leverage of passion towards his or her work, while red indicate less leverage of passion for particular indicator. Exhibit IV is representation of EPIC Report. 2011 is the third year of assessment administration. The year long intervention of EPIC helped HCLT to understand