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Jitu Mistry, Manager - Corporate HR, Rajoo Engineers, writes on fostering healthy and humane relationships in a corporate environment. One of the company's key objectives is to achieve our desired targets and emerge as a prominent engineering solutions providing company recognised for cutting-edge practices and quality work. To achieve this, we believe not only in putting our resources to optimum use to maximise productivity, but also fostering a work-friendly culture and ambience in the organisation. Creating work-conducive spaces We currently have about 350-400 employees working, and a large number of them have spent about 10 years here. I consider this one of our biggest strengths. Despite projecting a thoroughly professional approach to all tasks at hand, the company has also laid significant emphasis on realising employee worth coupled with the practise of an open-door policy. Our HR policies empower all employees at different levels in the hierarchy with the freedom of speech, thereby giving them the opportunity to freely approach the management. Interestingly, in the event of crisis, employees from varied departments pitch in and offer a helping hand, thereby strengthening the inter-department bond. For new employees, a detailed induction plan, which includes familiarising oneself with all departments and functions of the organisation, is usually carried out. New employees are given the opportunity to personally interact with other departments, which not only brings in a sense of comfort, but works fabulously well in making the employee feel an intrinsic part of the organisation from day one. During the induction period, all new employees have to prepare a presentation of their learning and observations regarding the management's and departments' style of working. This exercise ensures free expression of the employee's ideas and thoughts. We ensure daily interactions with new employees for feedback on how their role in the company is shaping up. These one-to-one interactions have helped instil faith in our people, in turn leading to growth. All mentors are required to meet once every quarter and discuss if the goals set at the beginning of the year are on their way to accomplishment. The entire training exercise is documented and represented by the HR department to the top management. Performance is measured by evaluating key performance indicators (KPI) periodically. Along with an effective internal training programme that ensures better productivity, external training programmes are also arranged wherein employees are periodically trained in personality development, talent management, effective communication and problem-solving techniques that ensure the imparting of skills so desirable in a corporate set-up. Motivation galore Instituting rewards to key performers has been a tradition with us. We also believe in appreciating everyone for a job well done. We realise the impact an encouraging statement has on the human psyche, and encourage all senior members to appreciate the work of deserving juniors whole-heartedly. From time to time, the HR department along with the top management takes active interest in implementing various organisation development (OD) intervention techniques to lend new meaning to the existing work culture.