Careers at Breezer

Breezer Inds is undergoing a "transformation" journey with a razor sharp focus on the health of the organization. The organization is investing in building people's capabilities and creating a leadership pipeline with a significant emphasis on career planning, succession planning and individual development.

To enhance "role clarity", RAMS (Role, Accountabilities, Measures and Skills) have been written for each role and profile in the organization. RAMS are the basis for all critical HR processes such as Employee Development, Induction, Career Planning, Performance management etc. Keeping in view the business needs and functional deliverables, organizational structures have been streamlined. It brings a strong sense of role clarity to an individual, which enables and empowers his performance delivery.

The organization is working towards institutionalizing a high performance culture by facilitating performance differentiation through a robust Performance Management System. This system enables an individual to plan, define and deliver high performance with adequate rewards and recognition.

To provide employees opportunities for growth, potential assessment is carried out to identify people who have the capabilities to take up higher responsibilities. An internally developed Leadership Competency becomes the basis of harnessing and unleashing people’s potential.
To name a few of our successfully implemented interventions, probable HI-POTS were put through Development Centers in December 2012, their Individual Development Plans (IDP'S) have been created and mentors identified to facilitate their development journey.

To sum it up, strategic initiatives have been taken to build healthy processes, systems and develop a culture, which facilitates Meritocracy, Talent Management and Succession Planning. We are working on creating a congenial and motivational work environment to enhance trust, openness and transparency in the organization.

An employee survey was recently launched, which received honest and valuable feedback from all the employees, with a view to throw insights on the strength areas that the organization needs to leverage upon and the areas where improvement is required. We also intend doing periodic employee engagement surveys.

All the above initiatives have been undertaken with a view to making Breezer Inds "A Great Place to Work" in the next 2-3 years.