Page 26 - SustainabilityReport2017

People Practices

Interloop’s management approach is based on two key principles: Respect for People, and
Continuous Improvement.

Interloop’s strategic planning, fiscal in-line with the best international and business Heads and plans are
discipline, and reinvestment in the practices to run Operational and put in action to improve Employee
business are key elements contributing Support functions. We invest in Engagement Index. The first survey
to its success over the last 25 years. continuous improvement of the was conducted in 2013. The second
However, what makes Interloop management processes including survey conducted in 2015 showed
unique is its People; a motivated, organizational structures, HR planning the overall Employee Engagement
talented and committed workforce. and performance management and Index at 64%, a 3% increase over two
Interloop’s management approach expend time, effort and money to years. This increase was outcome of
is based on two key principles: develop our employees. Performance planned initiatives in areas of training
Respect for People, and Continuous based career growth opportunities and and development, career growth,
Improvement. These two principles job rotation options make Interloop performance management, internal
guide our common and shared values, a much sought after employer as it communication and information
iCARE: Integrity, Care, Accountability, considers employees as its strategic exchange at various levels. The third
Respect and Excellence, shaping our stakeholders and believes that their survey is being conducted in 2018.
organizational culture and defining intellectual and financial growth
the essence of our company. These translates into growth of the company.
core principles and values are critical Employee Engagement Survey
for achieving Interloop’s mission: “To Employee HR Dimensions & Outcomes
be an agent of positive change for Talent 77%
the Stakeholders and Community by Engagement Survey Retention
pursuing an Ethical and Sustainable For better understanding of employee Worklife 75%
Balance
Business”. perspectives regarding various Teamwork &
aspects of their employment with the Cooperation 81%
People (HR) company, HR department conducts Ethics & 82%
Integrity
Management Employee Engagement Survey of Overall 0 20 40 60 83% 80 100
executive employees through the
Satisfaction
internationally acclaimed Mercer’s
Interloop Limited Interloop exercises defined Employee Engagement Model. The Favorable Response %age
Management Policies and SOPs,
results are shared with all functional

24 * the term ‘People’ represents HR at Interloop Limited