The company attributes its success to the contributions made by its employees. We believe that our strength is our people, so our endeavour is to surpass their expectations and give them the best possible work environment and benefits that match the best in the industry.

Talent management initiatives in HDFC Standard Life are driven by a set of organizational core competencies (Mantra 10) as well as position-specific competencies. The competency set includes knowledge, skills, experience, and personal traits (demonstrated through defined behaviors) based on the bedrock of sharp vision and strong values of HDFC Standard Life.

In this endeavor of shaping and nurturing our talent pool, HDFC Standard Life adopts a four-step model:

HDFC Standard Life believes in building capability for superior performance leading to a superior shareholder value. We have a bouquet of people processes like Assessments, Potential Review, Defined Career plans that identify and invest to create effective leaders.

Our path breaking career progression progamme -- Frontline Assessment and Growth Program (FLAG) -- for the retail channel is designed towards achievement orientation. It recognizes achievers through fast track career progression coupled with attractive remuneration.

The above is true for all levels as we believe that providing opportunity to employees is the key to motivate them to aspire for higher responsibility. As HDFC Standard Life is a performance-driven organisation, achievers move up the career ladder, effortlessly.

Competencies are the desired business behaviors, which enable an individual to contribute towards organizational growth. We have a set of identified core competencies, which help employees to imbibe and achieve a consistent business performance. We have branded our competency model as ‘Mantra 10.’

We believe in integrating our HR processes on the basis of ‘Mantra 10’, to create a competency driven culture.

In today’s environment, employee engagement has become a business imperative. Capturing employee insights as to the strengths and concerns of the organization is the starting point of the Engagement journey.

HDFC Standard Life partners with reputed global organisation such as Gallup to assess employee perception on critical engagement dimensions that consistently correlates to business outcomes. These findings help us to prioritize areas for employee engagement action across the organization and specific to various departments. Through concerted efforts at the organizational, functional and work group level, together we strive towards attaining the goal of making HDFC Standard Life ‘a great workplace.’

We believe that raising the bar of performance keeps employee challenged and the generation enjoys the stretch. We have robust employee recognition programs in place for employees who achieve ‘above & beyond.’

We take pride when we talk about learning opportunities we offer to employees. We have set the trend in Learning & Development in the Insurance space. We have training plans for employees at all levels and for our financial consultants, we have created a training infrastructure with 3 training centers of our own at Delhi, Bangalore and Lonavala (Mumbai). These temples of learning provide a unique learning enviournment to employees to hone their skills & capabilities through our internal trainers in Sales, Behavioral Sciences and E- Learning.