Focus on Our People
All our HR philosophies and policies are premised on the belief that our people are our most valuable asset and are the key drivers towards organization success. In an ILO 2002 publication “Corporate Success Through People – Making International Standards Work For You”, Nikolai Rogovsky and Emily Sims, have cited TCL as one of the few Caribbean companies to attain corporate success through its people. Our people-oriented values and approaches to management has encouraged employee participation, cooperation and communication enterprise-wide.
We have fostered an atmosphere in which our group of empowered and inspired employees can enjoy their jobs, where the challenges and responsibilities of the respective functions act as drivers towards the achievement of excellence. Additionally, there exists a collective commitment across the divide where our employees view untainted feedback and positive criticism as part of the process in a never-ending journey towards a new way of doing things.
Philosophy On Recruitment & Selection
The TCL Group is committed to the principle of selection on the basis of merit, it is based on this background of merit that the Group has undertaken the position of “growing its own timber” and to this end, the Group’s recruitment policy meritoriously seeks to fill vacancies primarily through internal sources where the talents unequivocably resides internally. However, where the Group finds that no such expertise resides within the Group, then it shall search externally for such talents as needed. Recruitment is a significant investment and the Group has a duty to apply due diligence before making a selection decision.
The Group will at all times seek to select individuals with the effective competence to perform the job, that is to say, individuals with the necessary skills and capacities. However, the Group recognizes that personality filtering is key to determining the best individual to organization match. Therefore, in keeping with a meritorious system the Group fills vacancies with both the technical and behavioural competences that match the organizations needs.
Recruitment and Selection of superior talent is also a function of the Group’s ability to attract highly competent persons. This therefore challenges the Group’s determination to provide competitive compensation packages, advancement opportunities, and job security.
This holistic approach of attracting, selecting and retaining valued intellectual capital is an outcome strategically linked to the Group’s desire to attain the preferred reputation as an Employer of Choice throughout the region. Further, Subsidiaries are encouraged to broaden both the explicit and tacit knowledge base of its recruits through a series of job rotation strategies. The continuous re-assignment of persons from one exposed area of competence will help build both individual and organizational flexibility and know-how.
Philosophy On Compensation
The Group’s compensation philosophy is a reflection of its commitment to how it values its employees and is consistent with the Group’s strategic objectives of providing a competitive compensation package, which will attract superior talent throughout all levels of the employment market. The Group’s compensation structure hinges on the following principles of:
- Competitive sustainability by providing an above-average base salary for its employees within each Subsidiary location at that particular industry
- Maintaining internal equity through effective job classifications
- Offering a minimum suite of benefits that includes Group Health, Group Life, Pension and ESOP for all employees to enjoy
- Reward outstanding individual performance
Philosophy On Promotion & Progression
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