RENOM obtains Great Place to Work® certification

“As the first and only Independent Service Provider (ISP) in India to manage wind turbines of all 5 technologies, RENOM currently manages 13 brands and 22 models with a total portfolio of over 1.2 GW. It has its own state-of-the-art Electronics Repair Service Center (ERS) at Pune to service all types of PCBs, SRBs and controllers with less lead time. RENOM aims to be the most sought-after independent service provider (ISP) by customers in the global renewable energy market. Being certified as a Great Place to Work is a testament to our fantastic team that has helped us create an amazing work culture at RENOM,” said Shrenik Ghodawat, Founder and Director of RENOM.

The company continues to foster a culture that values ​​integrity, respect, fairness and camaraderie while appreciating team collaboration to improve the community for all members. Over the years, RENOM Energy Service has put in place many initiatives and policies that act as enablers for the workforce. Some of the key themes in which RENOM Energy Services excelled to be conferred the certificate are-

Values ​​for treating people – Employees, suppliers and contractors are treated as part of the extended family and the company is constantly working on their well-being. The company follows fair business practices and to keep the utmost transparency in all business transactions.

Confidence – RENOM collectively has over 1,500 man-years of experience operating and maintaining renewable energy assets. At RENOM, employees can share their questions and comments with the assurance that they will be taken into consideration. Management uses information from employee surveys to start important conversations that might otherwise have been missed. This allows leaders to navigate organizational decisions with the best interests of the employee in mind.

Strong supportive culture – A truly strong culture provides mutual support, builds trust, rewards and supports employee efforts while ensuring employees know their work is meaningful. RENOM seeks strategies to develop the company according to the interests of its employees.

Maximize human potential – RENOM employees are encouraged to have one-on-one discussions with their direct reports. These discussions allow managers and employees to share information and reflect on how things are going, as well as identify and address training needs. Supervisors have insight into meeting employee needs and a better understanding of the most beneficial employee development opportunities.

As an organization, there is a set of measurable goals from the start of the hiring process. The hiring process is transparent, from job requirements to pay equity.

At RENOM, everyone has access to the same treatment, the same opportunities and the same advancement. The company collects relevant worker data and analyzes it to assess company demographics, including direction team. Once the required data is collected, it is set as baseline and metrics for DEI goals according to the defined goal to be achieved. Metrics include:

  • Recruitment data
  • Training data
  • Employee exit returns
  • Employee Engagement Survey

Social responsibility – RENOM Energy Services’ goal is to be a socially responsible company by giving back to society and contributing generously to social, medical and educational causes to help those less fortunate and work tirelessly to protect the environment.

Leadership Effectiveness – For effective leadership to occur, the company implements and communicates strategy, business direction and corporate objectives such as SWOT (Strength, Weakness, Opportunities and Threats) analysis through virtual meetings and conferences managed by Head Office HODs. This is then effectively communicated to employees.

Excellent workplace for women – Equity is a priority in the business and there is no form of gender bias. No women are allowed to stay after office hours. A healthy policy with paternity and maternity leave allows all parents to make personalized childcare decisions. It also supports mothers returning to work after giving birth.

Well-being – At the macro level, wellness specifically targets how job roles, expectations, stress levels, and the work environment affect a person’s health and happiness. But at the micro level, it explores everything from an individual’s experience with mental health, their overall happiness and job satisfaction, to their professional relationships, personal development, peer support and even their well-being in the financial sense – parental insurance policy, 05-day paternity leave, and a security policy. A focused approach to employee health and well-being is central to the performance process. When managers support employee well-being, employees are happier, less burnt out, and less likely to consider leaving.

About Sanjay Ghodawat Group

The Sanjay Ghodawat Group (SGG) is a leading Indian business conglomerate that is active in various high value-added business sectors. Aviation, consumer products, education, energy, mining, real estate, retail and textiles are some of its main areas of activity. SGG was founded in 1993 and since then has experienced impressive growth under the splendid leadership of its Founder and Chairman, Mr. Sanjay Ghodawat. It has a solid base of millions of customers worldwide, a staff of over 10,000 employees and a student base of over 16,000. SGG is moving forward with great vigor and making significant changes in the people’s lives with its wide range of high quality products and services.


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