Un­der­stand­ing the HR Poli­cies of IKEA

Through its ex­pan­sion in In­dia, it will cre­ate many more di­rect and in­di­rect jobs. The num­ber of co-work­ers is ex­pected to grow from the cur­rent strength of 1,500 co­work­ers to over 15,000 co-work­ers in the fu­ture, out of which 50 per­cent will be women…

Images Retail - - CONTENTS - – By Charu Lamba

Anna Carin Måns­son, Coun­try HR Man­ager, IKEA In­dia talks about the HR poli­cies at IKEA

Ingka Group (Ingka Hold­ing B.V and its con­trolled en­ti­ties) is ac­cel­er­at­ing its trans­for­ma­tion, step­ping up in­vest­ments in new and ex­ist­ing IKEA stores and ful­fil­ment cen­tres, de­vel­op­ing city cen­tre for­mats and fo­cus­ing on its e-com­merce plat­form, to bet­ter meet the needs of its cus­tomers and be more con­ve­nient and af­ford­able to many more peo­ple.

To sup­port the big­gest trans­for­ma­tion in the his­tory of the Ingka Group, IKEA In­dia has al­ready adopted its ex­pan­sion ap­proach. Through its ex­pan­sion in In­dia, it will cre­ate many more di­rect and in­di­rect jobs. The num­ber of co-work­ers is ex­pected to grow from the cur­rent strength of 1,500 to over 15,000 in the fu­ture, out of which 50 per­cent will be women.

Be­sides jobs in the stores and new city cen­tres, the com­pany will also cre­ate a lot of new roles in ar­eas such as dig­i­tal, data an­a­lyt­ics, di­ver­si­fied ful­fil­ment net­works and per­son­al­i­sa­tion. Cer­tain ex­ist­ing roles will change, and the com­pany has con­firmed that all its co-work­ers will get to ex­plore new op­por­tu­ni­ties in the new or­gan­i­sa­tion. 3,000 new jobs are ex­pected to be cre­ated in the next two years in line with its growth plans and trans­for­ma­tion.

The Hir­ing Process

IKEA has a unique hir­ing process as the brand be­lieves in value base hir­ing and give pri­or­ity to in­di­vid­ual’s val­ues more than their ex­pe­ri­ence and degrees.

“At IKEA In­dia, we recruit by val­ues. It is more about un­der­stand­ing the per­son whom we are in­ter­view­ing. We like to un­der­stand per­sonal val­ues of a can­di­date and how these come out in typ­i­cal be­hav­iour in ev­ery­day life. I like to lis­ten to the ‘real stuff,’ like sto­ries about how they have cre­ated to­geth­er­ness and made things sim­pler. We be­lieve that it is only to­gether that we can achieve what we are achiev­ing. It also means it

does not mat­ter where you come from, whether you have a de­gree or not – we all be­lieve in the same val­ues,” says Anna Carin Måns­son, Coun­try HR Man­ager, IKEA In­dia.

“The next core value we stress on is sim­plic­ity. We try to keep things sim­ple. We have a sim­ple and flat struc­ture at IKEA, a sim­ple way of talk­ing to each other, a sim­ple way of be­hav­ing. Sim­plic­ity al­lows us to fo­cus on our tasks, on the right things,” she adds.

HR Poli­cies

IKEA has sev­eral em­ployee friendly poli­cies, such as day care fa­cil­i­ties, parental leave pol­icy, trans­port pol­icy, com­pe­tence de­vel­op­ment, men­tor­ing, pen­sion plan among oth­ers.

“At IKEA, we al­ways go for the new and im­proved, so mod­ern think­ing, bring­ing in in­no­va­tion, and think­ing dif­fer­ently, is also at the core of our value. We be­lieve equal­ity works bet­ter and we are com­mit­ted to hire 50 per­cent women co-work­ers at all lev­els,” she fur­ther states.

“We will em­power and nur­ture women co-work­ers to grow with IKEA and cre­ate suit­able work con­di­tions to re­tain them,” she adds.

Equal Op­por­tu­nity for Women

The am­bi­tion for IKEA in In­dia is to de­velop a

50:50 gen­der di­ver­sity, en­cour­age and cre­ate unique op­por­tu­ni­ties for women in so­ci­ety. To­wards this, the brand has a non-ne­go­tiable com­mit­ment to hire 50 per­cent women co-work­ers at all lev­els in In­dia in­clud­ing fork­lift drives and as­sem­bling co-work­ers.

IKEA aims to pro­vide more op­por­tu­ni­ties to women in dif­fer­ent life sit­u­a­tions through flex­i­ble work hours, pos­si­bil­i­ties to choose suit­able jobs, child care fa­cil­i­ties at the work place and by se­cur­ing a healthy and safe en­vi­ron­ment.

“IKEA also wants to bring back women who have taken a sab­bat­i­cal and dropped out of the workforce due to mar­riage, child birth etc. We want to be known as a work­place pre­ferred by women who to­day hes­i­tate to join back work due to many rea­sons such as lack of pro­fes­sional train­ings, so­ci­etal con­cerns and safety is­sues,” Mans­son states.

IKEA be­lieves that a work­place with gen­der bal­ance is a bet­ter work­place, there are bet­ter dis­cus­sions with more per­spec­tives and bet­ter de­ci­sions taken.

“We be­lieve the unique­ness of ev­ery in­di­vid­ual makes IKEA bet­ter. Be­ing our­selves and con­tribut­ing with our unique­ness makes us all grow. Recog­nis­ing our co-work­ers’ dif­fer­ences con­trib­utes to cre­ativ­ity and sup­ports our growth,” says Mans­son.

In­ter­nal Train­ing Pro­grams

IKEA in­vests in the de­vel­op­ment of co-work­ers by of­fer­ing a va­ri­ety of in­ter­nal train­ing pro­grams – for those who want to learn some­thing new and grow. IKEA also en­cour­ages co-work­ers to cre­ate a de­vel­op­ment plan and co­work­ers help to set their goals for the com­ing year and the fu­ture with their man­agers.

“We have co-work­ers from DISHA pro­gramme, and re­cently, we have in-house as­sem­blers, fork­lift driv­ers and Ur­ban Clap car­pen­ters who have been given train­ings in their re­spec­tive func­tions. IKEA has contributed to the train­ing of the car­pen­ters on Ur­ban­clap’s plat­form, thereby, skilling them to be­come pro­fes­sional IKEA as­sem­blers,” says Måns­son.

Day Care Benenjt

Early this year, IKEA an­nounced its day care ben­e­fit pro­gram for its co­work­ers at up­com­ing stores in In­dia.

The cen­tres are named as ‘DAGIS’ (Swedish for day care cen­ters), will be lo­cated in­side IKEA cam­puses across the coun­try.

The first DAGIS came up in­side the IKEA store in Hy­der­abad. DAGIS are made avail­able for chil­dren of all


– Anna Carin Måns­son, Coun­try HR Man­ager, IKEA In­dia

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