SPARTAN Engineering Empowers Its Employees To Do Their Best

Tell us something about Spartan and how you are creating a workplace of the future?

Around 25 exports to countries worldwide, 25000+ machines on site every year, 150+ well-trained engineers and technicians, 30 national and international awards, 10,000 satisfied customers — one look at Spartan Engineering Industries Pvt. Ltd’s profile is enough to leave you wide-eyed about its achievements. It started off as small venture of a young engineer who chose to follow his passion after working in a small engineering company for some years. Mahendra Mehta was a man on a mission and he founded Spartan in 1971 with just 2 lathe machines and 2 workers. In 2005, the engineering firm got a new life and direction with the founder’s son, Dr Vikram Mehta taking over.

What are some of the policies that you have introduced for your employees’ benefit?

We have introduced few statutory and non-statutory policies for the benefit of our employees as mentioned below:

You have maintained a gender diversity of almost 31%. What are some of your plans to enhance the same in the near future?

Dr Vikram Mehta the Managing Director of SPARTAN is a strong believer of Women Empowerment. Dr Mehta, allows me to run and manage the operations of SPARTAN. At SPARTAN HR always try to hire new women talent to encourage gender equality. They believe men and women are equally talented and can run the show smoothly. To encourage and hire more women force, as a Director I timely interact with all the women employees. To make it more comfortable in the sector like Manufacturing as a woman I takes the final round of interview to boost their confidence and trust in the company.

Do you face problems with employee retention? What are some of the ways in which you retain employees?

SPARTAN is an employee centric organization. We can proudly say that we don’t face any challenges in employee retention. Our separation rate is very less, around 0.5% annually. You might not believe but there are few employees who have been working with SPARTAN for more than 25 years.

What is the difference in talent management between MNC’s and traditional Indian companies? Share some insights keeping your own organization in mind?

In the competitive global world and increasing flexibility in Indian industries, Talent Management is gaining high importance. MNCs are definitely better in this process as they observe person’s ability and leadership style before assigning the position. In today’s fast gen world, it is very important to learn and train. MNCs understand this basic hygiene, they will teach you trained you finally they mold you, you will reach some level what others have knowledge. But Indian companies only speaks experience and policies. Now, many of the companies have adopted the trend and they give proper trainings to develop employee’s knowledge and update the current market trends in the particular segment.



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