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Core Values

HMEL's guiding ideology translates into six actionable core values. They form the core that drives every member of the HMEL team to achieve stakeholder value and organisational success. The values are:

Safety First

  • Have the deepest care for human life and other resources.
  • Stop and act to connect unsafe behaviour and conditions instantly.
  • Plan your work well in advance; do not start in a hurry.
  • Take responsibility for safety and lead by example.
  • Educate and motivate every stakeholder towards safety.
  • Do not compromise on safety to save cost, time or resources.
  • Always follow rules and procedures and ensure others do the same.
  • Encourage reporting near miss incidents/unsafe acts and unsafe conditions.
  • Investigate causes of incidents and problems and share learning with all stakeholders.

Achieve Targets and Meet Deadlines

  • Prepare a to-do-list every day and review it at the end of the day.
  • Plan well in advance; discourage renegotiation of deadlines once agreed.
  • Be accountable for the self; do not wait for follow up.
  • Take the right decision at the right time.
  • Keep stakeholders informed in case of any possible slippages.
  • Do not wait to appreciate good work and celebrate achievements.

High Ethical Standards

  • Abide by the law of the land.
  • Abide by HMEL's 'Code of Conduct'.
  • Be honest to your conscience.
  • Report facts and stand by them.
  • Adhere to and follow systems, procedures and policies of the organisation.
  • Lead by example and do not ask for special privileges.
  • Say no either taking or giving any kind of favours.
  • Say no to what is not ethical, irrespective of any level.
  • Have checks and balances and be vigilant in all acts.

Respect for People

  • Treat others as you would expect to be treated yourself.
  • See individual as a package of both strength and limitations.
  • Be punctual and respect other's time.
  • Never be biased towards any kind, creed, gender, religion, etc.
  • Allow people to take decisions and ownership in their assigned roles.
  • Respect other's opinions, thoughts, ideas and feelings by listening without interrupting.
  • Be open to give and take feedback. Keep it constructive and encourage openness at all levels.
  • Be sincere while you say "thanks" or "sorry".
  • Understand and respect different cultures.
  • Praise in public and reprimand in private.
  • Follow meeting etiquette.

Continuous Improvement and Learning

  • Have a long-term and short-term individual development plan, follow it religiously and review it regularly.
  • Have a deep sense of intrinsic drive to create something new and always look for doing something new.
  • Believe that self-reflection and acceptance of mistakes are the starting point of learning.
  • Never assume; ensure that the learner has understood completely by asking him to do.
  • Foster teams which show genuine commitment to tackle difficult, long-term problems.
  • Continuously challenge your competence, accept shortcomings when challenged by others; take this as an opportunity to grow.
  • Encourage shared learning through cross-functional teams.
  • Encourage innovation and creativity.
  • Continuously strive to improve and streamline systems and processes.
  • Demonstrate respect towards higher knowledge and skills in the area related to work and also the general behaviour.


  • Keep team interest above your self-interest.
  • Strive for consensus and respect team decisions.
  • Take responsibility for mistake and failures; share credit for success with the team.
  • Celebrate happy events with the team and encourage fun at work.
  • Utilise individual strength and support to overcome weakness.
  • Do not embarrass team members in front of others.
  • Be transparent and honest in communication without any hidden agenda.
  • Take care of each other.
  • Trust each other.
  • No job is too small.