At Domino’s, these initiatives start right from the day an employee is inducted. And employee has to go 
through 21 days of induction programme, irrespective whether an employee is joining the corporate or the branch office. “From the day a person joins, till the time he is given his workstation, one person from the HR department completely takes care of the new joinee,” avers Bardoloi. Interestingly, all joinees in the managerial cadre need to spend time in all the departments, be it finance, HR or operations. In fact, Bardoloi too, had spent 22 days in various departments and stores. The front-level employees have 25 days of on-the-job training. First, at the stores, where they observe various tables and then they are sent to the factory where they are taught to prepare the dough, manage logistics et al. Once they are through, they are given uniforms & bikes.
What’s more, the HR at Domino’s believes in easing the communication channel between the employees and management. States Bardoloi, “We try to keep the communication channel open. If the HR receives any query, the person at corporate HR or regional HR needs to reply ASAP. This motivates the people that there is a department who takes care for these queries. The communication level should be 100% clear and instant. In fact, at Domino’s the processes and financial data is very transparent.”
Domino’s India works very much in tandem with Domino’s International. So the QSR giant is trying to bring all its policies and initiatives to the Indian subcontinent. The latest being the globally acclaimed Domino’s University. Domino’s India recruits people with a minimum qualification of 10+2, so anyone who wants to be a part of this organisation need not be a graduate or a post graduate. Asserts Bardoloi, “We are in the process of opening up a Domino’s University in India. We sponsor all the 10+2 qualified employees, who have stayed with us for six months or a year. The company will reimburse 50% of their higher studies.”
Apart from this, the company also has in place internal training programmes where the internal guidelines are governed by Domino’s International. As part of the programme, employees can take internal tests to go to the next level. Adds Bardoloi, “We’ve various levels like silver, gold, diamond & platinum. Once an employee reaches the platinum level, then his vertical career starts, and he either goes to T&D or quality control department. We ensure that every person reaches the platinum level in 0-7 months and becomes Assistant Manager (AM) & Senior Assistant Manager (SAM).” And things just don’t end here. For there is yet another programme called ‘Erase A’, in which the letter ‘A’ is removed from SAM and the employee becomes Senior Manager (SM).
Little wonder then that according to Hewitt Survey 2007, Domino’s was nominated as the 16th Best Employer in India and 20th best in Asia. So Hungry Kya for some rib-tickling crunchy delight from this home delivery specialist?
For Complete IIPM Article, Click on IIPM Article
Source : IIPM Editorial, 2008
through 21 days of induction programme, irrespective whether an employee is joining the corporate or the branch office. “From the day a person joins, till the time he is given his workstation, one person from the HR department completely takes care of the new joinee,” avers Bardoloi. Interestingly, all joinees in the managerial cadre need to spend time in all the departments, be it finance, HR or operations. In fact, Bardoloi too, had spent 22 days in various departments and stores. The front-level employees have 25 days of on-the-job training. First, at the stores, where they observe various tables and then they are sent to the factory where they are taught to prepare the dough, manage logistics et al. Once they are through, they are given uniforms & bikes.What’s more, the HR at Domino’s believes in easing the communication channel between the employees and management. States Bardoloi, “We try to keep the communication channel open. If the HR receives any query, the person at corporate HR or regional HR needs to reply ASAP. This motivates the people that there is a department who takes care for these queries. The communication level should be 100% clear and instant. In fact, at Domino’s the processes and financial data is very transparent.”
Domino’s India works very much in tandem with Domino’s International. So the QSR giant is trying to bring all its policies and initiatives to the Indian subcontinent. The latest being the globally acclaimed Domino’s University. Domino’s India recruits people with a minimum qualification of 10+2, so anyone who wants to be a part of this organisation need not be a graduate or a post graduate. Asserts Bardoloi, “We are in the process of opening up a Domino’s University in India. We sponsor all the 10+2 qualified employees, who have stayed with us for six months or a year. The company will reimburse 50% of their higher studies.”
Apart from this, the company also has in place internal training programmes where the internal guidelines are governed by Domino’s International. As part of the programme, employees can take internal tests to go to the next level. Adds Bardoloi, “We’ve various levels like silver, gold, diamond & platinum. Once an employee reaches the platinum level, then his vertical career starts, and he either goes to T&D or quality control department. We ensure that every person reaches the platinum level in 0-7 months and becomes Assistant Manager (AM) & Senior Assistant Manager (SAM).” And things just don’t end here. For there is yet another programme called ‘Erase A’, in which the letter ‘A’ is removed from SAM and the employee becomes Senior Manager (SM).
Little wonder then that according to Hewitt Survey 2007, Domino’s was nominated as the 16th Best Employer in India and 20th best in Asia. So Hungry Kya for some rib-tickling crunchy delight from this home delivery specialist?
For Complete IIPM Article, Click on IIPM Article
Source : IIPM Editorial, 2008
An IIPM and Professor Arindam Chaudhuri (Renowned Management Guru and Economist) Initiative
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