Hyundai Motor India Limited (HMIL) has garnered much credence for its industry inspiring people practices. In an engaging conversation with Outlook, Charles Walter, Head – Human Resources, Hyundai Motor India Limited (HMIL) shares insights into the widely acknowledged Hyundai Way (HYWAY) and the myriad people journeys including the institutionalized leadership academy, integrated learning networks and inclusiveness at work
How does Hyundai Motor India Limited stay prepare in an ever-changing environment?
Our sustained investments under the HYWAY to Excellence Framework, have helped us stay future ready. Harnessing the unique values of Hyundai Motor Company and seaming-in ‘excellence’ holistically is the soul of HYWAY (Hyundai Way). This pervades education, experience and empowerment influencing work, workplace and the people at work.
Learning alliances with top institutes such as Indian Institute of Technology Madras (IIT-M), have helped us keep learning, progressive and intriguing, through a slew of curated active projects. Most importantly, these alliance programs are co-created with stakeholders from the academia and our inhouse technocrats.
We draw great strength in future and technology learning streams from our parent organization, fast forwarding our workplace learning experiences.
Finally, our employee led ‘Knowledge Labs’ and ‘Knoxchange Forums’ serve as pace up learning platforms and help us stay ahead of the curve.
Shortly, we would be integrating our learning academies and networks aiding an ‘anytime, anywhere’ environment.
Are there any specific programs for the new-gen workforce designed to chart out their roadmap in HMIL?
The Young Talent Program (NEXT) has ever been a gateway to usher in diverse young talent. With 99.6 percent Day Zero or Day One campus hiring visits, our commitment towards onboarding young talent has been pivotal to our talent strategy. While well-designed modules leading to functional certifications remain the fulcrum; each campus hire, under this flagship initiative has individual mentors assigned to journey through their formative years.
We have made NEXT ubiquitous by making it very reflective of business and new-gen inclusivity.
In simpler terms, we encourage individual employees to own their pursuit of knowledge, growth and progression in a very inclusive, yet structured way.
As they transcend their formative years, they can be part of the Core Talent Program fashioned for high potential individuals, and subsequently, the Leadership Development Academy (LEAD). Complimentary transformational learnings with a menu of over 200 learning trails help us keep an elevated culture index, consistent engagement scores, and sustain industry best retention levels.
How does Hyundai Motor India Limited leverage DEI (Diversity, Equity & Inclusion) to build a strong People’s brand and ensure HMIL attracts diverse talent?
Over the past years, our focus on diverse talent has been central to our talent transformation journey. 54 percent of campus hires have been women, and we intend to sustain this so that we meet our 2025 Diversity Index. Our renewed efforts in developing Women Leaders under the ‘TrailblazHER’ Program, twinning with XLRI, is ushering in the results envisaged.
Employee led culture transformation initiatives under our SMART Workplace banner have established a very embracive environment.
While talent acquisition, development and retention are part, how does Hyundai Motor India Limited focus on employee welfare?
At Hyundai Motor India Limited, employee well-being is a way of life.
With best-in-class facilities in place, we have extended engagement initiatives to our employees’ families, making it encompassing. Psychological well-being has been a valued addition, facilitated by in-house counsellors.
