We've led the Indian water treatment industry
for over four decades, enjoying first mover and
pioneer advantage, and a reputation for quality
and commitment. Our total water management portfolio
is practically unrivalled in the industry and
our solutions preferred by diverse industries,
homes and communities across India and overseas.
Widely considered to possess the best domain
knowledge, our people are our greatest and most
competitive asset, and we attach as much importance
to their development as to technology.
We are perhaps the only Indian company to set
up, in 1985, Employee Benefit Trusts which now
hold around 23% of our stock. This along with
Employee Stock Options contribute to a strong
sense of pride and ownership
You will find at Ion Exchange India a work culture
that is at once professional, result-oriented
and challenging as well as friendly, lively and
comfortable. An open-door, informal climate provides
ample occasion to interact and exchange views
with corporate management and business heads and
thus benefit from their experience. Cross-functional
exposure enables tremendous broadening and value-adding
to skills and experience base.
Learning organisations are the organisations of
the future. Human Resource Development is therefore
a focus area, and our personnel are recognised
as the best trained and most experienced in the
industry. Emphasis is given to product, application
and functional training - through individual on-the-job
training as well as structured group programmes.
Training in technical, managerial and soft skills
is provided in-house by our HRD department and
by sponsorship to external programmes. A detailed
training calendar is prepared at the beginning
of the financial year enabling departments plan
ahead for training and development.
You will find that organic career growth is characteristic
of our company - a number of senior positions
are and have been held by those who have demonstrated
their capabilities and have thus risen up from
within the company.
We introduced a system of career progression
way back in 1977. This is intended for planning
career growth in such a way that skills and abilities
develop progressively, greater use is made of
these and recognition accorded through enlarged
job responsibilities and career growth.
In 1987 we introduced a system of performance
appraisal against objectives or key result areas,
set and reviewed jointly, half-yearly and annually.
We consider the appraisal process important because
it helps identify the strengths of a person, the
potential for development and growth, areas of
improvement and training required. It also serves
as a tool for long term human resource planning
We are an equal opportunity employer.
About Us | Business
Segments | Alliances | Investor Relations | Careers | Group
Sites | News | Downloads | Customer
Speak | Water
Watch | Zero
B | Knowledge
Home | Site
Map | Contact Us