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  • Human Resource Operations in NTC

    Human resource goals and objectives focus on recognition of human capital as the resource that drives NTC Logistics’ success. More specific human resources goals are the inclusion of HR leaders in overall business decision-making and the ability to demonstrate that investment in HR activities and strategy has a tremendous impact on the company’s bottom line.

    HR operations in NTC are divided into 4 functionalities: Talent Acquisition, Talent Management, Talent Engagement and Talent Development.

    Talent Acquisition

    Recruitment is an important part of our organization’s human resource planning and their competitive strength. The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organisation to achieve its goals and objectives. With the same objective, recruitment helps to create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool.

    Talent Engagement

    Talent Engagement functions forms policies and interact with the employees on day to day basis. The team ensures the company complies with regulations regarding equal opportunity employment and fair standards. The team helps employees understand their rights while also protecting employer interests. They also handle employee relations objectives such as settling disputes between employees and managers.

    Talent Management

    The human resource department oversees benefit and employee assistance programs, which includes attendance, payroll, provident fund, employee state insurance & statutory obligations, and make sure that we adhere to all government regulations and manage the human capital effectively.

    Talent Development

    Making effective learning and development, part of everyday business has been our key focus. Enhancing skills and knowledge helps to improve productivity, bringing a positive impact to our bottom line. We evaluate our approach and use it as a starting point to develop a learning strategy that reflects and strengthens the knowledge and skills within the organisation.

    Our Strategies & Practices

    Our recruitment processes are highly streamlined. We have in place several policies to ensure smooth functioning in the organization. We plan the careers of our employees. We listen to our employees so that the organization develops and evolves through suggestive and inclusive practices. We have a grievance redressal team to address employee related issues.

    As strategic partners in business, we are glad to provide guidance, support and advice to our employees. We act as a source of expertise on people issues in business and we lead the organizational change.

    Employee Engagement

    We intensely focus on employee engagement. We have various welfare measures in place that ensure our employees are happy in their workplace. Happy employees are assets to an organization. Our organization’s notable welfare measures include gifts to employees on special occasions, eye camps, medi-claim facilities to employees and families. Every year we celebrate annual day with fun and entertainment and recognize our employees' efforts, hard work and ingenuity by giving away awards, certificates and gifts. We also celebrate drivers' day every year which is loaded with fun, amusement and gifts for drivers, operators and cleaners taking into account their accident-free performances, attendances and cost-saving measures throughout the year.

    Training is a key focus area and we conduct panoptic learning programs for different tiers in the organization so that employees grow and evolve in all walks of life.

    We have a strong framework of policies and procedures relating to the employment and engagement of staff. Our employees are kept well informed about the policies and guidelines so that they are able to deliver the best at all times. Biometric machines have been introduced in all branches to record the attendance of the employees. Exit interviews are monitored to track and implement suggestions.