Leadership is all about Commitment to Principles over Title

Leadership is all about Commitment to Principles over Title
In conversation with Business Manager, Rajesh Kumar Soni, CEO of Baxy Ltd. responsible for efficient manufacturing operations, talks on variety of issues like HR challenges of the sector, leadership journey, distinct HR practices, and expectations from HR. Excerpts:

On Leadership Journey and Qualities

The leadership journey has been defined by a commitment to principles over title, emphasizing the potential for leadership at all levels. Gratitude is owed to mentors who cultivate ethical leadership qualities. At Escorts Tractors Ltd. (FORD), early challenges were met with diligence and strategic thinking, laying the foundation for subsequent roles.At Baxy, a focus on performance amidst the pandemic led to a significant business turnaround, motivating employees, fostering accountability, and prioritizing continuous learning contributed to this success& achieving 3x+ growth in the last 4 years.

Effective leadership inspires & empowers others, leaving a legacy of growth. Every leader must possess qualities like being visionary, strategic, empathetic, decisive, adaptable, empowering, ethical, collaborative, customer-centric, and committed to continuous learning & growth.

On Work Culture

The work culture at Baxy plays a pivotal role in achieving the company’s strategy of growth and innovation, efficiency, and talent management. It fosters collaboration, innovation, and efficiency through clear communication, streamlined processes, and continuous improvement. Additionally, the emphasis on talent management ensures a skilled and motivated workforce capable of driving innovation and sustaining competitive advantage in the market.

On HR Challenges in Auto Sector

In the auto sector, challenges include skill shortages, talent retention, digital transformation, and succession planning. Proactive human capital strategies are essential to address these challenges.

1. Skill Shortages : The rapid growth in the auto industry has led to a high demand for a highly skilled workforce, resulting in a shortage of talent with the required skill set.

2. Talent Retention : With the influx of new manufacturers including technology companies, retaining top talent has become increasingly challenging as the companies are picking up talent by just offering unproportionate salaries and benefits.

With the influx of new manufacturers including technology companies, retaining top talent has become increasingly challenging as the companies are picking up talent by just offering unproportionate salaries and benefits.

3. Digital Transformation : The auto sector is undergoing a digital transformation, adopting Industry 4.0 technologies such as automation, robotics, and artificial intelligence. While these technologies offer opportunities for efficiency and innovation, they also require upskilling the workforce and managing changes in job roles.

4. Succession Planning : With the superannuation of trained employees, most of the time auto companies face the challenge of succession planning to ensure a smooth transition of leadership and critical knowledge transfer.So, for the long-term success of the organization, it is essential to continuously keep on working towards identifying & developing a high-potential team within the company who can shoulder & take a higher role in the growing organization.

These challenges can only be addressed, by deploying proactive human capital strategies, including investing in talent development, fostering a culture of inclusion, adapting to new ways of working, and prioritizing employee well-being.

On HR Practices of Baxy

Baxy’s HR practices prioritize holistic well-being, people development, reward and recognition, and welfare initiatives. These practices aim to create a supportive and inclusive work environment where every individual feels valued and motivated. We at Baxy launched various policies & practices to keep employees engaged and grow with the organization.

Baxy has implemented several distinct and innovative HR practices aimed at meeting employees’ needs and well-being:

1. Holistic Well-being : Baxy prioritizes the holistic well-being of its employees and their families. Initiatives include partnerships with leading hospitals for discounted healthcare, periodic preventive health check-ups, yoga therapy, and safety interventions to ensure a nurturing environment.

2. Samridhi – People Development : Under the Samridhi program, Baxy offers a range of development initiatives driven through a robust performance management system, training programs, skill upgradation, and tie-ups with educational institutions.

3. Reward and Recognition : Baxy has implemented unique reward and recognition programs to boost morale and reinforce positive self-image among employees. These include on-the-spot, monthly, quarterly, and yearly recognition programs, as well aslong-termbenefits to employees by way of the ESPS Scheme.

With the influx of new manufacturers including technology companies, retaining top talent has become increasingly challenging as the companies are picking up talent by just offering unproportionate salaries and benefits.

4. People’s Welfare : Baxy always considers its employees as valuable human assets and implements various welfare initiatives. These include benevolence policies, cooperative societies, scholarship programs, flexible working hours, hostel facilities for women employees, and numerous other welfare committees and cultural programs.

These employee-centric HR practices embody Baxy’s commitment to creating a supportive, inclusive, and engaging work environment where every individual feels valued, empowered, and motivated to contribute their best to the organization’s success.

The work culture at Baxy fosters collaboration, innovation, efficiency, and talent management. By encouraging creativity, promoting efficiency, and investing in talent development, the culture supports the company’s strategic goals of growth and innovation.

On Expectations From HR

The organization expects HR to align closely with strategic goals, ensuring that HR initiatives contribute directly to business objectives by way of attracting and retaining top talent, developing leadership capabilities, managing organizational change effectively, and promoting diversity, equity, and inclusion across all aspects of the organization. HR is expected to align closely with strategic goals, attract and retain top talent, drive performance and innovation, manage organizational change effectively, mitigate risks, and promote diversity and inclusion.

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Rajesh Kumar Soni

Rajesh Soni, Chief Executive Officer of Baxy Limited & Baxy Engineering Pvt. Limited, is a distinguished Mechanical Engineer hailing from NIT Murthal. With a rich background in business process re-engineering, certified by JMA Management Japan, and holding credentials in Six Sigma & TPM, Rajesh brings over 28 years of invaluable experience.
His illustrious career includes pivotal roles in esteemed organizations such as Escorts Tractors Ltd. (FORD), Mahindra & Mahindra Ltd., Autoliv, Escorts Ltd., Caparo, and Liberty House Group UK. As a visionary leader, he epitomizes excellence in fostering business growth, orchestrating successful turnarounds, and overseeing greenfield ventures.

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Rajesh Kumar Soni

Rajesh Soni, Chief Executive Officer of Baxy Limited & Baxy Engineering Pvt. Limited, is a distinguished Mechanical Engineer hailing from NIT Murthal. With a rich background in business process re-engineering, certified by JMA Management Japan, and holding credentials in Six Sigma & TPM, Rajesh brings over 28 years of invaluable experience.
His illustrious career includes pivotal roles in esteemed organizations such as Escorts Tractors Ltd. (FORD), Mahindra & Mahindra Ltd., Autoliv, Escorts Ltd., Caparo, and Liberty House Group UK. As a visionary leader, he epitomizes excellence in fostering business growth, orchestrating successful turnarounds, and overseeing greenfield ventures.

May 2024

Managing Talent - May 2024
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