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Our H R Vision
To enable our people to be a family of world class professionals with optimizing human capital through restructuring ethics with a strong commitment to business and society.
 
Our Core Values
Business Ethics, Customer Focus, Organizational and Professional pride.
 
Recruitment
Our recruitment policy aims to:
Attract qualified & competent people.
Ensure that the selected candidates become partners of growth with company.
Select fresh Diploma Engineering / Business Management students from reputed Polytechnics / colleges / Management Institutes through Campus selection.
Encourage local employment as commitment to society.
 
Career Advancement and Opportunities
OISL a well established talent management system in place, to ensure that deliver on promise of meaningful growth and relevant challenges for our employees. Always stress on performers and provide excellent career development opportunities. Talent management system comprises performance management, career paths and leadership development.
 
Rewards and Recognitions
Since inception, OISL created a culture of rewards and recognitions through celebration of various achievements, events and recognizing the contributions behind such success.
 
Innovate, Create, Compete
OISL introduced numerous initiatives which seek to enhance the creativity, innovation, functional aptitude and team work of employees. These initiatives include National Open Competition for Executive Talent.
 
Knowledge Management & Skill Upgradation in OISL
To meet our ultimate objective of becoming a learning organization, an integrated knowledge management system has been developed, which facilitates tacit knowledge in the form of learning and experiences of employees to be captured and summarized for future reference.
 
Training and Development
OISL training and development policy offers competitive advantages by removing performance deficiencies, making employees stay long, minimizing accidents and meeting future employee needs.

OISL subscribes to the belief that efficiency, effectiveness and success of the organization, depends largely on the skills, abilities, and commitment of the employees.

OISL training policy envisages a minimum of 4 man days of training per employee per year. We have developed our own comprehensive training infrastructure.
 
Our Continuous Feedback
OISL actively seek and encourage employee feedback to ensure that our HR interventions and practices remain relevant and meaningful.
 

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