We need to shape our strategies with response to our business requirement as we are in a rapidly changing business environment. Therefore, in most extent we need to take timely decisions to change and shape our HR strategies with response to our business environment. In this sense above four strategic domains reflect our contemporary business requirement.
Under the broad HRD vision we are trying to craft a competent, transformational, engaged workforce in the sphere of positive industrial relations. This workforce is the major pillar of the production process. Therefore, we believe that strategies emanating from the above domains pave the way for achieving our intended business goals and organizational growth, while countering external and internal challenges and competition.
To develop the “New CDPLC Man” who is economically stable, socially responsible, organizationally loyal, internally disciplined, technically competent, functionally knowledgeable, operationally productive and equipped with shared goals in order to play a lead role in the organizational HR transformation process.
To reach a true HR transformation with an integrated, innovative and business focused approach to redefine how HRM is done within the organization, so that it helps the organization deliver its promises made to customers, investors, employees and other stakeholders.
With the timely concern of business focus of the organization there are 04 key strategic domains that have been identified in the CDPLC HR Plan.