Sandhar Technologies has a high performing work system focused on humane relationships, employee empowerment, and people centricity. The culture values respect, trust, and openness. Employees provide feedback through surveys and have opportunities for training, celebrations, and health programs. Sandhar also operates with flexibility, fairness, and transparency. There are elaborate insurance and health plans for employees. As a result, Sandhar has had no industrial relations issues and serves as a case study for building trust with workers through continuous negotiation and meeting basic needs.

1. S U B M I T T E D B Y
C H A RU S H R E YA
1 5 P G H R 1 2
Sandhar
Technologies: High
Performing work
system

2.  The culture at Sandhar points towards bent
toward “HUMANE RELATIONSHIPS” with
values such as respect for individual, trust,
empowerment, openness and transparency
ingrained in their system
 Voice of employee through a well placed
feedback system to gather ideas from employees
on the work environment
 Employee empowerment through their golden
corner, for the updation of knowledge of the
employees thus a Learning Organization
 Year on year practice of Organization Climate
survey brings out efficiency
How Sandhar has HPWS ?

3.  Employee Involvement through various
initiatives like training & development, HR Help
Desk, celebrations, voice of new employee, health
camps, etc
 Sandhar conduct its affairs in a fair and
transparent manner by adopting highest standards
of professionalism, honesty, integrity and ethical
behaviour and in complete compliance of laws
 Flexibility in the reward which is evident from
the practice of distributing Labour Settlement
money over 4 years
 People centricity through elaborate Insurance
and health plans of the employees

4. IR lessons from Sandhar
 Sandhar focus on having a cordial relationship with its workmen
through focus on meeting the basic needs of paying salary on
time, effective supervision by the line managers
 The result that there has been no IR issue for the FY 2014-15
 Sandhar proves to be major case study in IR in how to keep the
workmen appeased
 Employee problems should be redressed. ‘Danda’ approach will
not work. Labour issues are resolved through continuous
negotiations
 Sandhar focuses on two main points when dealing with their
workmen-
 ‘How can you build that trust’
 ‘Walk the talk’

5. Learning's from Sandhar
 Soft HR through respect and trust building can be
efficient tool in engaging the employee
 The organization through their leadership can do this
by ‘Walking the Talk’- practicing what they preach
 A company can differentiate itself by focusing on
Humane relationship and its unique culture
 Feeling of ownership in employees is important
driver for their engagement
 Culture of trust and psychological contract drives
performance and turmoil free running of oragnization
 Organization that practices PEOPLE CENTRICITY
through involving and empowering employee in their
continuous growth keeps their employee engaged

6. THANK YOU!