Article: How does Bayer India enable a purpose-driven culture

#BestPractices

How does Bayer India enable a purpose-driven culture

At Bayer India, the LIFE values are not only integrated into the company's global performance management system, but they also ensure a common identity for employees within the enterprise.
How does Bayer India enable a purpose-driven culture

Facts box: 

Company Name: Bayer 
Established: 1896
Total number of employees:  Over 4000
HQ:  Mumbai, India

Bayer is a Life Science company with more than 150-year history and core competencies in healthcare and agriculture. The tradition to inspire and engage employees to design innovative solutions to the challenges that the world faces has roots in the company’s purpose — ‘Science for a Better Life’.  The four key promises of Bayer’s Employer Brand proposition include the freedom and the license to question the status quo and think ahead; engage in open and inspiring work with people who share your passion; empowerment to make an impact and ideas inspired by society’s most fascinating challenges. 

At Bayer, employees live the LIFE values (leadership, integrity, flexibility, and efficiency) through four core behaviors — customer focus, experimentation, collaboration, and trust— that not only drive the culture but also encourage the holistic development of employees. These values are not only integrated into the company’s global performance management system for managerial employees, but also ensure a common identity for employees within the enterprise, and across national boundaries, management hierarchies, and cultural differences.

Bayer India has launched job evaluation for its blue-collar employees and has instituted a merit and performance-based promotion process for them

My Growth, My Life’ program at Bayer is a platform that offers learning opportunities to Bayer employees and has helped in building a steady talent pipeline at the company. The company has also become one of the first few companies that have launched job evaluation for its blue-collar employees and has instituted a merit and performance-based promotion process for them. This has allowed for competency-based work profiles to be skill-based rather than work-based and has also made room for performance and skill enhancement. ‘WeSolve’ is an internal crowd-sourcing platform for collaborative problem-solving. This group-wide initiative aims to leverage the global knowledge from all employees, promoting innovative solutions to solve complex challenges. At the country level, the ‘InfinitUS’ is an open-for-all community, characterized by individuals who are passionate about addressing various organizational topics. This non-hierarchical community is inclusive of diverse views and ideas and treats all as equals. 

The organization consciously focuses on helping employees to imbibe a culture of innovation, and passion, and reaches out to the employees on all levels while collecting inspiring stories about connection, pride, empowerment, and achievements that are in turn shared with all employees.

Topics: Best Practices, HR Industry, AON Best Employer, Employer Branding

Did you find this story helpful?

QUICK POLL

Are Asian organizations doing enough to have more women in the boardroom?

On News Stands Now
q_auto,f_auto/v1538666254/mag-october-2018.png

Subscribe now to the All New People Matters in both Print and Digital for 3 years.

A “one size fits all” approach to learning and development does not work and puts business performance and innovation at risk. Organizations are transmuting to adapt and oblige to evolving changes and demands that exhibit in every business function. But there is a significant disconnect between the supply and demand of skills at the workplace.

Subscribe
And Save 59%

Subscribe now