Embedding Sustainability & People-Centric HR in Manufacturing: Tojo Joseph Vagh group of Industries

In this insightful conversation, Tojo Joseph HR Head, Vagh group of Industries shares his experience and perspective on embedding sustainability and people-centric practices in the manufacturing sector. He highlights the critical importance of sustainability in industries dealing with natural resources, particularly wood and metal, stressing responsible sourcing from sustainable forests and government-compliant metal suppliers. Tojo emphasizes that manufacturing inherently demands adherence to rigorous standards and processes, many of which form the foundation of quality and efficiency models adopted even in the IT sector.

Transitioning from a 20-year IT career into manufacturing, he reflects on the unique challenges and opportunities in making a traditionally process-driven and scale-heavy industry more people-oriented. Despite common perceptions, he reveals that manufacturing can be deeply relationship-driven, with strong employee loyalty and pride in the organization, unlike the often transactional nature of IT workplaces. He credits this to the company’s focus on employee welfare, basic benefits, and close-knit culture, where even the chairman is personally recognized by the workforce.

Tojo also describes efforts to modernize HR practices in manufacturing, such as introducing clear roles and responsibilities, establishing formal appraisal cycles, and negotiating workweek structures that balance operational demands with employee well-being. These initiatives mark significant culture shifts in the sector, where such HR frameworks are often absent or underdeveloped. His passion for driving positive change and people-focused innovation illustrates a promising pathway for integrating sustainability with human-centric development in traditional industries.

Key Insights

🌱 Sustainability as an operational imperative: Tujo stresses that sustainability is no longer optional in manufacturing, especially in sectors reliant on natural resources. By sourcing from sustainable forests and compliant metal suppliers, the company ensures environmental responsibility and regulatory adherence, which is increasingly demanded by governments and markets alike. This proactive approach helps maintain ecological balance and secures long-term raw material availability.

📏 Manufacturing as the cradle of quality standards: The discussion reveals that many process improvement methodologies (Lean, Six Sigma, Kaizen) originate in manufacturing before permeating the service sector. This underscores the manufacturing sector’s role as a pioneer in efficiency and quality management, which creates a strong foundation for sustainable industrial practices. Understanding this heritage provides valuable context for HR professionals transitioning from IT to manufacturing.

❤️ People-centricity breeds loyalty in manufacturing: Contrary to common beliefs that manufacturing is purely mechanistic, Tujo highlights the human element—strong interpersonal relationships, recognition by leadership, and meaningful benefits foster deep loyalty and remarkably low attrition rates. This contrasts with IT’s higher turnover and transactional employee relations, demonstrating that sustainable business success hinges on valuing and investing in people.

🤝 Relationships vs. RAPO (relations and protocols): Manufacturing workplaces often operate based on genuine human connections, where employees care about each other’s well-being, unlike IT environments which are more formal and protocol-driven. This relational culture enhances team cohesion, communication, and employee satisfaction, which are critical in high-scale production environments requiring coordination and trust.

⏰ Balancing operational efficiency with employee welfare: By negotiating a shift to a 5-day workweek with extended weekday hours, the company maintains production targets while improving workers’ quality of life. This innovative scheduling reflects a modern approach to labor management, showing that productivity and employee well-being are not mutually exclusive but can be harmonized through thoughtful policy design.

📋 Modernizing HR practices catalyzes cultural transformation: Implementing formal roles, responsibilities, and appraisal processes introduces clarity, accountability, and motivation into a sector where such frameworks were previously informal or absent. This not only professionalizes HR but also aligns employee expectations and company goals, fostering a culture of continuous improvement and recognition while managing compensation fairly.

🛡️ Compliance as a cornerstone of sustainable manufacturing: The emphasis on strict adherence to government regulations reflects the critical role of compliance in mitigating legal risks and ensuring ethical labor practices. For HR, this means continuously updating policies and processes to meet evolving standards, which supports organizational legitimacy and long-term sustainability in a highly regulated industrial environment.