GLT's HR Strategy
GLT has a distinctive work culture that encourages an all round growth and success of its associates. The Human Resources strategy has evolved over the years and imbibes the belief that our associates are the cornerstones of our success. Attracting the best and most talented resources and offering them a rewarding and growth-oriented career is the top most priority at GLT.
The HR policies of GLT are evolved on the premise that the business needs of GLT and the individual and collective needs of its associates are met by the development and implementation of coherent and practical HR policies and programmes.
GLT takes prides in:
- Dealing with all associates in a fair, equitable, and charitable manner
- Being open and honest with all associates
- Being an equal opportunity employer
- Pursuing team work and team spirit
- Creating a fun work culture that brings out the best in the associates
GLT offers its associates, compensations that match the best in the IT industry. GLT partakes in annual IT market surveys and we revise employee' compensation annually to keep pace with the current trends and attract the best available talent.
An open and transparent work culture at GLT ensures that our associates are well informed of the initiatives and developments within the organization. Simultaneously, associates are encouraged to share their ideas and suggestions. The Employee Satisfaction Survey is one of the many initiatives undertaken by the HR that facilitates an honest exchange of opinion and feedback. This ensures that GLT remains tuned in to the requirements of its associates and can dynamically introduce change.
For GLT, its associates are the pillars of strength. The HR team manages the aspirations, growth and well being of every associate, thus making GLT a dream place to work in.
Resourcing
The resourcing policies at GLT have been established with a view to:
- To recruit and promote on the basis of performance, potential and contribution
- To use objective assessment techniques to support selection decisions
- Advertise and fill vacancies internally, in preference to external recruitment, without compromising standards
- Ensure appropriate control of quality in all resourcing decisions
- Ensure that where relatives are employed in the same center/department or branch, business confidentiality or efficiency is not compromised
- Be an equal opportunity employer
