Shruthi GS, an Operations professional, was working for the same team for about two years. Despite more responsibilities in her current role, she wanted to solve more complex problems at work. She approached her manager about it, who referred her to the Internal Job Posting Programme (IJP) at RoofandFloor.
Today, Shruthi is an Account Manager for Partner Support and has the crucial responsibility of handling clients and their requirements. Throughout the day, you can see her talking to real estate developers, taking their requests, and suggesting them the best options.
RoofandFloor believes that talent needs to be nurtured and IJP is all about that.
The programme aims to develop an employee’s skills and widen the breadth of his/her professional portfolio. The idea is to motivate employees and encourage them to grow with the organisation.
“It is motivating for employees. An internal transfer to a different role is a sign that the organisation cares about your overall development,” says Jayashree Jayanth, Associate Vice President-Human Resources at RoofandFloor.
She explains that start-ups typically face problems in employee retention and engagement.
From the organisation’s perspective, an internal transfer is easier than hiring new talent.
“Since the employee is already aware of the work culture of the company, it is always the better option compared to searching and hiring talent outside. Whenever we have a new requirement, we never immediately look out. We always prefer giving opportunities to our employees first,” informs Prapulla Umesh, who leads Talent Acquisition as Deputy Manager-Human Resource.
The policy applies to all employees who have completed one year in a function.
Employees interested to apply for internal vacancies need to fulfil the following criteria-
• Perform their current roles satisfactorily.
• Have not been subjected to any disciplinary action in the past.
The programme already has excited the interest of quite a few who have already switched to new roles. Abdul Kareem is one of those.
Abdul joined RoofandFloor in March 2016 in the Operations team. He was responsible for sourcing the details of new real estate projects across cities.
“I was actively involved in primary and secondary research. When needed, I would directly call up the builder or developer for the information,” says Abdul.
After a few months of doing this, he moved to the Partner Support Team to take up more even challenging tasks. “This role strengthened my technical skills,” he informs. But Abdul’s dream was to become a Quality Analyst (QA). His wish came true when there was an internal posting for a QA role in RoofandFloor.
“I spoke to the QA team, learnt the process, and applied for the job. And today I am a QA,” he says proudly.
The gift of growth
“At RoofandFloor, we believe that it is the networking interconnectedness of our employees that allows us to consistently add value and develop new products for the Indian homebuyer,” concludes Jayashree.