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Our USPs

PPP – Our proven Delivery Framework

Every act of value creation (delivery to the customer) requires the transformation of resources into desired experiences for the stakeholders. Effective stakeholders’ management for us is defined as “TICS” delight – T: The Team – delight and satisfaction for the work the performing team is putting in; I: The Investor – who believes in our vision and roadmap and invests in us with an expected ROI; C: The Customer – without whom our existence is worthless and who believes in us to take care of their mission-critical projects. Finally, S: The Society for which we are obligated to contribute positively for our sustenance and well-being.
We rely on our “PPP framework” to ensure consistent “TICS” delight. In simple terms, PPP stands for Projects, Processes, and People skills. The first “P” – Projects focus on our “doing”; the second “P” – Processes guide us on our “thinking” as an organization; and the last “P” – People skills grant us our main ingredient of success – the “communicating” aspect for both our internal and external communication.

NATI – The compass for our growth

We have candidly accepted the challenges of having a transparent and unbiased performance appraisal system for any organization. We, as an organization, realize the importance of employee retention. Employees’ commitment is directly tied to their career development, and this is in turn possible with an open performance appraisal system. We tried our level best to tackle this global problem by building the best possible performance assessment system with lots of brainstorming and expert opinions from HR SMEs.
Our objective in reviewing and assessing individuals is to ensure “serenity” during discussions, feedback, and roadmap building. “Serene” for us is not only a sacred word, but also an acronym that gives us our building blocks. The full form of “SERENE” gives us essential steps to follow across the organization –

N: Navigation: The direction we need to head in and the focus areas we must utilize.
A: Amplitude: The amplitude – whether it be topline, competency, or other value-adds that our board is expecting us to deliver.
T: Traction: The expected traction among stakeholders while working toward a target.
I: Impact: The impact that we could create on our “TICS” members while working on our next phase of NATI.

SERENE – A Transparent Appraisal System

We have candidly accepted the challenges of having a transparent and unbiased performance appraisal system for any organization. We, as an organization, realize the importance of employee retention. Employees’ commitment is directly tied to their career development, and this is in turn possible with an open performance appraisal system. We tried our level best to tackle this global problem by building the best possible performance assessment system with lots of brainstorming and expert opinions from HR SMEs.
Our objective in reviewing and assessing individuals is to ensure “serenity” during discussions, feedback, and roadmap building. “Serene” for us is not only a sacred word, but also an acronym that gives us our building blocks. The full form of “SERENE” gives us essential steps to follow across the organization –

1. S: Set the target: Each designated manager sets the target for an individual based on his or her capabilities and expectations.
2. E: Execute the work: Each individual works as per the target set by his or her manager aligned with individual targets, unit-level targets, and overall organization-level targets.
3. R: Report the achievements: Each individual is expected to report achievements on three fronts – on job performance, on floor performance, and on contribution to the organization’s initiatives.
4. E: Evaluate the performance: The reporting manager evaluates the reported performance of the individual with reference to the set target.
5. N: Normalize the assessment: We are human after all; undue biases and unknown biases are inevitable, unless a neutral, third-party judiciously takes a stand – we do that in this step.
6. E: The “Earn”: Earning the recognition of the organization, which may incidentally lead to a promotion or monetary gain.

TEJAS – Our own “Yammer”

Our HR team gives utmost importance to the age-old proverb “All work and no play makes Jack a dull boy”. They work together with Project Managers to build a socially active environment within the organization and help employees connect through the “Tejas” portal and network. The word Tejas has holds great meaning within the organization and has a significant origin story. Tejas is a Spanish derivation of the Caddo word “Taysha”, which means “friend” or “ally”. Tejas also means “illumination” in Sanskrit. For us as an organization, Tejas means “illumination/information from a friend – a fellow Unipal”. The spirit of this internal connection not only helps us effectively deliver critical projects but also ensures a familial bond.

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