Article: Bharti Infratel leveraging people for building service excellence

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Bharti Infratel leveraging people for building service excellence

From operating in a new industry to tackling the challenge of attracting talent from multiple industries, the continued success of Bharti Infratel is rooted in its commitment towards understanding the aspirations & needs of its employees
Bharti Infratel leveraging people for building service excellence

Unlike the conventional infrastructure companies, the telecom tower construction business requires companies to not only build and own assets, but also maintain such assets for long-term. This is the focus at Bharti Infratel — on driving efficiency, costs and development of revenue streams, enabling and training people to manage high value assets 24x7, and creating accelerated career paths to retain and absorb fresh talent. At Bharti Infratel, people excellence is the foundation for building a culture of service excellence. 

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In 2014, the company created a vision to be the ‘Employer of Choice’ and created Infratel DNA based on four leadership competencies — “Drive for innovation”, “Develop people and partnerships”, "Drive for results” and “Commercial thinking”. The continued success of the company is rooted in its commitment towards understanding the aspirations and needs of employees with a focus on building processes and systems that cater to the younger workforce. Bharti Infratel’s engagement model comprises a structured talent management framework that helps in identifying and developing high potential and performing individuals for key critical roles. Employee growth and career movements have been key differentiators for the company, wherein addressing talent gaps and developing internal talent has taken precedence.  

The company’s Learning & Development initiatives are centered on the organization DNA and allows for employees to “Own Their Development”. The learning philosophy at Bharti Infratel focuses on holistic development wherein formal education/training comprises 10% and exposure through mentoring/coaching and further experience through cross-functional /stretch/critical assignments cover the 20% and 70% respectively. Their Continuing Education Policy sponsors employees to complete their higher studies from prestigious institutions. 

The company also uses multiple HR metrics to track and measure their people practices like Quality of Hire (QOH), Compliance metrics, Safety Index, Engagement metrics, Diversity, Career Movement Index, Talent Development Index (TDI), etc. The company has also been focused on improving its communication with the frontline through a number of innovative programs like Sampark, Manthan and Sambandh that create a variety of communication and engagement channels. In order to ensure safe work practices, Cardinal Safety Rules and Consequence Management Matrix have been also implemented. 

Bharti Infratel’s DNA is based on four leadership competencies — “Drive for innovation”, “Develop people and partnerships”, "Drive for results” and “Commercial thinking”

Topics: AON Best Employer, C-Suite, Leadership, Talent Acquisition, Employee Relations, Employer Branding & Communication

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