At Sterling and Wilson, we endeavour to expand the knowledge, skills and abilities of our employees while enabling them to apply their experiences by handling new work situations and challenges.
Cross-functional opportunities. For an all-round expertise of our employees, we encourage them to explore varied opportunities within the organization. By working across different teams or functions within their business units, they are able to explore their skills practically.
Opportunities to shuffle within different businesses.
An organisation with different thriving businesses ideal for an overall professional growth. At Sterling and Wilson, we have a different outlook and business model for each of our business verticals.
Working across businesses not only expands the horizon of our individual employees but also builds their expertise.
We also have mobility opportunities within all the Shapoorji & Pallonji group companies.
Exposure to global markets. A work opportunity outside India can be the most fulfilling since an exposure to global markets develops an incomparable knowledge base and experience. We believe that it is this exposure and outlook that helps develop our future leaders.
Focus on learning and development. To enhance the knowledge and skills of an individual or a group, we invest in building effective training modules. These are designed such as to help align the group and individual’s goals and performance with the organisation’s overall vision and goals.
In-house engineering design team. To keep up with the fast-changing technologies and support our clients with the best of technical solutions, we have an in-house design team, which is updated and equipped to keep pace with the rapidly changing tech-world.
Maintaining a healthy work-life balance not only enhances the overall health of an individual but also improves their productivity and performance. At Sterling and Wilson, we offer a space that enables the employees to maintain personal and professional balance.
We have created an ecosystem that engages with employees by helping individuals to understand the overall purpose of the company and their role in it.
An employee-centric culture has a two-pronged advantage as it drives the organisation’s growth while boosting their morale and performance.
U Matter Initiative. At Sterling and Wilson, we believe in core people practices and promote employee engagement within the organisation. It enhances the capabilities of our People Managers, under the emerging themes of Collaboration, Developing and Thanking. In order to sustain this initiative, we are looking at re-designing this initiative to aim at elevating the engagement levels of our People Managers, colleagues and their own teams.
How we do it.
We support learning by reinforcing through
We build systems and processed for continued learning and application through
The progress is monitored and course correction initiated through
Lastly, systems through which behaviour can be recognized, measured and made
part of the organisational practices are created by