Human resources

Partgowal Company, with over 2,600 employees across more than eight provinces in the country, faces unique challenges and opportunities. This geographical diversity, combined with cultural-ethnic variety and the coexistence of different generations, presents both a platform for innovation and management challenges. For this reason, the company's senior management has adopted a strategic and focused approach to this area. To address these needs, the Management Development and Human Resources Division has been restructured with new roles, primarily focusing on moving toward organizational excellence, sustainable development, and creating added value for the organization.

Key Roles of the Management Development and Human Capital Division:

• Strategic Partner of the Organization
• Organizational Change Management

Another important role within the Human Resources Unit is managing and facilitating organizational changes. These changes are not feasible without the alignment and cooperation of employees, nor without considering the organization's culture and maturity. PartGowal Company, by integrating the Communications, Human Resources, and other departments, strives to achieve continuous improvement through cultural groundwork and appropriate interactions. The implementation of effective communication channels tailored to the needs of key stakeholders, targeted dissemination of information, the formation of specialized working teams, the development and deployment of integrated software, organizational correspondence, and enhancing employee participation are some of the activities being pursued in this regard. Moreover, significant steps have been taken to develop a creativity and suggestion system within the organization and foster competition for continuous improvement and innovation.

Employee Health and Wellbeing Specialist:

Paying attention to the physical, mental, and emotional well-being of employees has always been a priority for PartGowal Company. To this end, the role of "Employee Health and Wellbeing Specialist" has been defined within the Human Resources Unit. The primary goal of this role is to create a healthy and supportive work environment to increase job satisfaction, productivity, and employee retention. Some of the actions taken in this area include:

Fixed Compensation System:

Regular implementation of legal requirements such as annual raises, job classification plans, continuous review of the compensation system based on labor market analysis, utilizing the Mercer model for job evaluation, identifying key positions, and appropriate compensation.

Performance-based Variable Pay System:

Implementing this system in some production centers and designing it for other centers based on the maturity and cultural conditions of each section to effectively link performance with compensation.

Monetary and Non-Monetary Welfare Facilities:

Providing cash and non-cash gifts and occasion-based incentives such as Workers' Day, religious holidays, Ramadan gift baskets, travel subsidies, and essential goods packages as part of the company's support initiatives. Additionally, improving supplementary insurance services for all employees is reviewed annually.

Health and Safety Measures:

Conducting pre-employment and periodic medical examinations, measuring harmful factors, holding regular HSE (Health, Safety, and Environment) committee meetings, providing safety and health equipment, organizing various training courses, maintaining an on-site doctor, and conducting multiple safety drills.

Organizational Culture Consultant:

Organizational culture is one of the main pillars of success for any organization, and the Human Resources Unit plays the role of "Organizational Culture Consultant," focusing on diagnosing and developing the company’s culture. Some of the actions taken in this area include:

• Defining and Clarifying Organizational Values and Mission: Clear and transparent definition of organizational values and mission to align all parts of the company.
• Creating Two-Way Communication Channels: Facilitating effective communication across various levels of the organization and encouraging continuous feedback.
• Increasing Employee Participation: Implementing a creativity and suggestion system and encouraging employees to submit ideas and innovations.
• Cultural and Social Programs: Organizing competitions and educational courses for employees' families, recognizing successful children in religious, academic, and sports fields, ongoing sports programs, and holding corporate gatherings with senior management participation.
• Social Responsibility: Contributing to school construction, providing school supply kits, supporting charitable organizations and patients with specific conditions, offering family education programs, supporting the presence of doctors in underserved areas, and paying attention to environmental requirements.

Organizational Excellence Development and Standard Implementation

Moving toward organizational excellence and implementing international standards are among the core approaches of this division. PartGowal Company, with a focus on the fundamental concepts of excellence models and implementing standards such as the Integrated Management System (IMS), consistently seeks continuous improvement, stakeholder satisfaction, and creating added value for the organization. Developing risk-based thinking, a process-oriented and systemic approach, enhancing stakeholder satisfaction, fostering sustainable partnerships with partners, and increasing employee participation are among the strategic objectives pursued in this regard.