Dish Media Network Limited (DishHome) has been the leading direct-to-home (DTH) service provider in Nepal since its inception in 2010. In recent years, the company has also achieved big success as an internet service provider (ISP). This triumph, according to the company’s Chief Human Resources Officer (CHRO) Neha Joshi, is attributed to efficient people management which has placed DishHome among highly desirable employers in Nepal.
In a conversation with the HRM, Joshi talked about the company’s focus on people management, current challenges, priority in learning and development, and career development opportunities for fresh graduates, among other topics. Excerpts:
Q. How do you evaluate the role of people management in the success of Dish Media Network Limited (DishHome)?
A. People are a core asset of any organization and effective people management is crucial to achieve organizational success. Changing needs of customers lead to business diversification for which adaptability and research is the key. For DishHome, a well-managed and motivated workforce has contributed to the company’s ability to adapt to these changes in customer needs while maintaining its competitive edge. DishHome has always prioritized raising its employees’ competency for them to stay competitive in the changing world. We recognize the efforts of employees and reward them on a timely basis. We respect our employees and empower them through various learning programs.
When a company understands the need for people management and has the right people in the right places, the company automatically moves toward success. This is exactly what DishHome has been doing with the most valuable resource, i.e. human resources.
Q. How have people management practices evolved in Dish Media over the years? How have the practices helped to increase employee productivity?
A. We started with simple HR administrative functions. Over the years, DishHome has developed a robust HR system that starts from building resources from the market into providing a good employee experience. Over the years, we have developed and implemented various HR practices that are unique on their own and have been the unique selling proposition (USP) of the company.
Further, we have a conducive but data-driven work environment that empowers employees, addresses their needs, and helps them reach their full potential. Regular feedback and suggestions are collected for the betterment of the practices and a high level of employee involvement is there as and when needed. These practices, in turn, have contributed to increased employee productivity and overall organizational success.
Q. What challenges were there in establishing the people management practices?
A. DishHome has been running at a very fast pace since its inception. During the decade of technological evolution which accelerated the growth of artificial intelligence (AI), e-commerce, social media, and biotechnology, the greatest challenge for DishHome was ensuring the alignment of people management practices with the overall strategic goals and objectives of the company. The changing workforce, global expansion, and the need for a hybrid work culture pose a lot of challenges to us and we have been catering to these changes by reviewing our overall HR practices in such a way that it meets the need of a diverse workforce.
Q. What are the principles DishHome adheres to in people management?
A. DishHome believes in a collaborative approach maintaining transparent and open lines of communication to ensure that employees understand their roles, responsibilities, and the company’s goals and objectives.
DishHome respects all its employees and provides them with the right tools and resources so that they are empowered to make any decisions. We believe in making our teams a better version of themselves than yesterday.
DishHome supports maintaining a healthy work-life balance including financial, mental, emotional, and psychological well-being. We always focus on high standards of ethical conduct and integrity in all business activities.
Q. What are the major areas of focus in people management for DishHome?
A. We have our focus on offering opportunities for career growth and skill-building, establishing clear Aerformance expectations and key performance indicators (KPIs), promoting a diverse and inclusive workplace that respects and values differences among employees, implementing policies that promote work-life balance, and establishing clear channels of communication to keep employees informed about company policies, goals, and initiatives.
Q. How is learning and development (L&D) prioritized in Dish Home?
L&D in DishHome is an integral part of the employee lifecycle. Due to the rapid pace of technological advancements, it is highly important to ensure that employees maintain technical expertise and adapt to new technologies. Learning fosters innovation, supports regulatory compliance, and aids in individual development. We not only provide learning and development opportunities but also encourage and support employees to choose and create their learning path because we believe that “one size does not fit all”. Hence, we tailor our learning and development solutions according to individual and departmental needs.
Ultimately, investing in L&D is a strategic move that has helped our company stay competitive and navigate a rapidly evolving industry.
Q. The Nepali business sector is currently facing a dearth of human resources as a large number of people have left the country in the last few years. What is the availability of the required workforce for your company?
A. The ‘brain drain’ has affected businesses of all sectors including DishHome. The skilled resource migration has challenged us to get required employees with specific skill sets and expertise. However, we have been able to fulfill the resource requirement through various sources. The major source for us in developing the required workforce is internship and traineeship. As we believe it is better to create a solution rather than stay stuck with problems, we provide short-term and long-term training to freshers/students.
Q. How is DishHome working with educational institutions to provide career development opportunities to fresh graduates?
A. We have been providing internship programs that offer students hands-on experience in relevant departments within the company. This also gives opportunities for application in internal hiring.
We also participate in career fairs and recruitment events organized by educational institutions, providing opportunities for students to learn about career paths and potentially join the company. Our HR team along with a few professionals are actively involved with different colleges for career counseling to the students as well.
We also invite students from different institutions for excursions to our premises for them to better understand the practical and real-world business environment.
