Group CEO, Spark Minda
Spark Minda, driven by its core values of commitment to stakeholders, passion for excellence, and nurture of talent, has been an inspiring and proud place for its employees. The company lives by its principles and values to draft an unmatched experience to its employees. Vikas Thapa, President & Group Chief Human Resources Officer, Spark Minda, has shared some insights regarding the company's work culture, recruitment processes, retention strategies and many more in the interview with CEO Insights.
Spark Minda, as defines in its company's mission, aims to be an Automotive System Solution provider. Having said, how do your company's offerings, the exposure, and the growth opportunities within the company help in attracting and retaining talent?
People are our biggest asset. We are serious and focussed to upgrade and up-skill employees. Most of the employees have been with us for the past 20-25 years and have grown with the organization. Employees' well-being is an important aspect of any business. We have our footprint in major automobile manufacturers including ASEAN countries. They include BMW, Mercedes, Audi, Tata, Mahindra, and many more. It is necessary to continuously meet the requirement of the customers in
Spark Minda, driven by its core values of commitment to stakeholders, passion for excellence, and nurture of talent, has been an inspiring and proud place for its employees. The company lives by its principles and values to draft an unmatched experience to its employees
What are the methodologies behind hiring and what do you look for in a candidate? What's the kind of (hiring) proportion you are looking at in terms of experienced and fresh talent?
Most of us have held leadership positions in different organizations. By selecting candidates from various campuses, we allow them to flourish in the organization. We have a great deal in the character and the attitude while choosing the candidate. Moreover, we expect to hire through employee references since it is one of the best and safest methods for recruitment. By flexing our presence across different social media including LinkedIn and Facebook, we connect to people and prospective employees. We have clear cut job description and organizational structure laid out which makes the selection process easier. Our central recruitment team continuously scan the job market and prospective employees go through screening culture and skill fit.
How contemporary is your HR policy? Are there any recreational activities or other celebrations, entertainment & leisure offerings you provide to your employees for their physical and mental well-being?
We come out with policies and processes which is in line with the market which helps to attract and retain talents simultaneously support the business processes
How well you leverage technology in terms of newsletters and meeting the continuous need for knowledge sharing with the employees?
Every week, our corporate communications team circulates the update to all the employees in the organization. It not just covers what is happening inside the organization, but also about the market and the segment we cater to. There is a lot of thrust in the communication of senior leaders. Updates through mails, notice boards, focus groups, and even seminars and subset meetings are carried out, which help to communicate the messages. COVID 19 has taught us how to leverage technology in work from home setting. Microsoft Teams is extensively used to communicate across the organisation.
Ashok Minda, Group CEO, Spark Minda
With a track record of more than 30 years of experience in the automotive and auto component industry, Ashok spearheaded the Minda Group in attaining new heights. His hard work, quick-witted business acumen, forward-thinking and visionary approach raised the family business to a multifarious and multi-product organization with global footprints and international recognition.
• Wiring Harness & Steering Roll Connectors
• Power Train Parts
• Tool Manufacturing & After Market
• Die Casting