Human Capital
At CTIL, we recognise that our success is driven by the dedication, expertise, and passion of our diverse workforce. In this section, we discuss our approach to human capital management, highlighting our vow to build a culture of inclusivity, innovation, and continuous learning. From attracting top talent to nurturing employee development and well-being, we prioritise, creating an environment where every individual can thrive and contribute to our collective success.
Nurturing Potential, Empowering Growth: Unleashing the Power of Our People
As integral stakeholders in our journey towards success, our employees hold a decisive role in shaping our trajectory. We are dedicated in adopting a professional environment characterised by collaboration, inclusivity, and a dedication to both individual and collective growth. As we stride forward into a phase of expansion, we remain resolute in our commitment to bolster diversity, equity, and inclusion across our workforce. We passionately believe that a workplace enriched with diverse perspectives and inclusive practices serves as a catalyst for innovation, creativity, and heightened productivity.
Central to our approach is the provision of continuous learning and development opportunities. We recognise the indispensable value of investing in our employees, their skills, and capabilities, empowering them to unleash their full potential and drive impactful contributions towards our shared objectives. Moreover, the well-being and safety of our workforce stands at the forefront of our priorities. Acknowledging the significance of a balanced work-life equilibrium, we implement comprehensive wellness programmes and robust health and safety measures, encouraging an environment favourable to both personal and professional growth.
In parallel with our focus on employee development and well-being, we want to align our HR systems and processes with the approved standards set forth by the ABG. Furthermore, we prioritise cross-departmental integration and the modernisation of our Company's structure, thereby ensuring operational efficiency and agility in achieving our strategic objectives. Through these concerted efforts, we remain dedicated to nurturing a workforce that thrives amidst dynamic challenges, driving us towards sustained growth and success.
Key Highlights
- Total Workforce: 7,708
- Total Female Workforce: 308
- Board Diversity: 29% Female
- Total recordable work-related injuries of employees: 45% YoY decrease
- Total new employee hired: 229
- Total permanent employee Training Hours: 42,158
- Occupational Health and Safety Management System (45001:2018)
- Employee Satisfaction Survey (VIBE): 97% participation rate
- Diversity Ratio: There has been a 19% increase in diversity ratio Y-O-Y.
SDG Linkages
Key Material Topics Under Human Capital:
-
Occupational Health and Safety
Linkages with NGRBC Principle:
- Principle 3
- Principle 5
Linkages with other Capitals:
Financial Capital: Investing in our workforce not only enhances their capabilities but also contributes to their overall well-being. By prioritising employee engagement, satisfaction, and mental health, we create a positive work environment that fosters increased productivity and financial stability.
Intellectual Capital: Our exceptional workforce serves as the creative engine propelling us towards the future. Their dedication to (R&D), innovative thinking, and forward-looking solutions has been instrumental in shaping our success.
Natural Capital: Our investment in educating employees about environmental awareness directly supports sustainability. Encouraging innovation among our workforce also drives the development of eco-friendly technologies, furthering environmental stewardship.
Social Capital: Our workforce strengthens relationships within communities through volunteering programmes and CSR activities, building trust and credibility with stakeholders and enhancing our social license to operate.
Workforce Composition and Workforce Diversity
At the core of our Company lies a dedicated workforce, which we recognise as our asset. We are cultivating an environment that prioritises collaboration, diversity, and integrity among our employees. The Human Resources team spearheads the development of comprehensive strategies and initiatives pertaining to recruitment, training, development, and employee retention. Central to our mission is the efficient and effective management of our workforce, with a keen emphasis on promoting an environment that supports mental health and overall employee satisfaction.
We firmly believe that unlocking the full potential of our employees is not just advantageous but imperative for our business success. This necessitates the creation of an empowering workplace environment that nurtures and empowers talent. Our workforce serves as the driving force behind our business endeavours, compelling us to continually innovate and evolve. Through our relentless pursuit of innovation, we aim to cultivate a stronger, more competitive, and performance-driven environment that caters to the holistic well-being and professional growth of our employees.
Workforce Breakdown:
| Category | Males | Females |
|---|---|---|
| Permanent Employees | 979 | 99 |
| Contractual Employees | 86 | 15 |
| Permanent Workers | 1,562 | 0 |
| Contractual Workers | 4,773 | 194 |
| Total | 7,400 | 308 |
Workforce Breakdown by Age:
| Category (Employees) | Males | Females |
|---|---|---|
| Below 30 years of age | 160 | 37 |
| 30-50 years of age | 644 | 75 |
| Above 50 years of age | 261 | 2 |
| Total | 1,065 | 114 |
| Category (Workers) | Males | Females |
|---|---|---|
| Below 30 years of age | 1,417 | 84 |
| 30-50 years of age | 3,677 | 110 |
| Above 50 years of age | 1,241 | 0 |
| Total | 6,335 | 194 |
Our policies are designed to foster a culture of inclusivity and diversity, while promoting a flexible work environment and resulting in a low employee turnover rate.
Emphasising diversity as a strategic priority, we have dedicated efforts towards enhancing gender representation by actively increasing women's recruitment and engagement. Furthermore, we place significant importance on educational and geographical diversity.
In terms of educational diversity, we aim to challenge traditional hiring practices that prioritise degrees and relevant educational backgrounds, instead we prioritise skill sets. Geographical diversity is also a key focus area, with us recognising the value of providing opportunities to individuals from regions with limited access to employment opportunities.
New Hires by Age
| Employees | Workers | |||
|---|---|---|---|---|
| Age | Male | Female | Male | Female |
| Below 30 Years of Age | 58 | 21 | 0 | 0 |
| 30-50 Years of Age | 111 | 22 | 0 | 5 |
| Above 50 Years of Age | 16 | 1 | 3 | 0 |
| Total | 185 | 44 | 3 | 5 |
The turnover data is shown in the table provided below:
| Employees | Workers | |||
|---|---|---|---|---|
| Category | Male | Female | Male | Female |
| Below 30 Years of Age | 133 | 13 | 394 | 28 |
| 30-50 Years of Age | 177 | 8 | 870 | 29 |
| Above 50 Years of Age | 42 | 2 | 145 | 0 |
| Total | 352 | 23 | 1,409 | 57 |
Turnover Rate
| Males | Females | Total | |
|---|---|---|---|
| Permanent Employee | 33% | 26% | 33% |
| Permanent Worker | 63% | 200% | 65% |
Hire Rate
| Males | Females | Total | |
|---|---|---|---|
| Permanent Employee | 17% | 42% | 19% |
| Permanent Worker | 1% | 0% | 1% |
Diversity, Equity, and Inclusion
At CTIL, we are dedicated to creating a workplace where everyone feels valued and included irrespective of their background. We are creating a supportive environment where every employee can thrive. We provide thorough training to ensure that there is no discrimination based on factors like gender, race, religion, or disability. At our Company, we run manager sensitisation programmes to promote diversity awareness. Our behavioural sensitisation initiatives bring a sense of belonging among employees. We strictly prohibit discrimination based on race, colour, gender, sexual orientation, religion, age, disability, or any other protected status. We believe in fair treatment for all and make our hiring, promotion, and compensation decisions solely based on merit and qualifications.
No incidents of discriminations reported during FY 2023-24
We prioritise inclusivity by installing wheelchair ramps and accessible restrooms for convenience. Our ongoing programmes support women by celebrating their achievements and specifically address their unique challenges. We also conduct programmes to empower women, encouraging confidence and speaking-up against wrongdoings. We are proud to offer employment opportunities to local tribal women, promoting economic and social empowerment. Recognising the value of diversity, we endeavour to increase women's representation in our workforce. Additionally, we ensure fairness by maintaining wage equity across all levels of employment.
Employee Compensation (Ratio of Basic Salary and Remuneration)
| Employee Category | Ratio of Female to Male |
|---|---|
| Senior Management | 0.10 |
| Middle Management | 0.09 |
| Other Employees | 0.15 |
Skill Development and Training
At the heart of our success lies talent development, a vital catalyst for both business growth and achieving talent objectives. We are dedicated to nurturing and advancing our workforce through a diverse range of E-learning programmes, ensuring sustained engagement and continuous development among our team members. Providing comprehensive training in both the pulp and paper and real estate industries is vital for enhancing employee competence, improving operational efficiency, ensuring compliance with industry regulations, and promoting health and safety standards. Training covers technical skills relevant to each sector and helps to develop well-rounded professionals capable of navigating diverse challenges in these dynamic industries.
In the Real Estate segment, we prioritise continuous learning and development, facilitated by a dedicated Learning and Development (L&D) team. This fiscal year, we have focused on identifying training needs in collaboration with managers, ensuring relevance and effectiveness. With input from this process, we have created comprehensive training calendars and informative brochures to guide our efforts. Internally, we conduct specific training sessions tailored to our team's requirements, while also participating in group-level training initiatives. Notably, our participation in the Gyanodaya training programme at the ABG level underlines our loyalty to the cause of holistic employee development.
There are structured training courses aimed at equipping our workforce with the skills and knowledge needed to excel in their roles and contribute to our collective success. Such training consists of negotiation skills, leadership development, data analytics and training regarding design thinking and development. Along with these we provide Green Building Accredited professional training for selected employees. Our training is customised in a manner to bestow our employees with ESG awareness, stakeholder management, and build accountability. Apart from the dedicated courses there are few trainings which are conducted in line with a specific project.
Pictures of different training programmes at Real Estate:
In our Pulp and Paper segment, our commitment lies in the diligent completion of our training programmes as outlined and achieving our man-day objectives as scheduled. Our training covers critical areas for our industry and teaches skills through hands-on experience, which we believe is crucial. We offer our workers and employees with skill-based and on-the-job training options which include a wide range of subjects like, Energy/Perform, Achieve, and Trade (PAT) benchmarking, environmental policy and its impact, generative AI, proper handling of hazardous chemicals, and quality management systems (QMS), etc. We prioritise continuous upskilling of our workforce across various industrial domains. These training courses aim to empower our workforce with the necessary knowledge and skills to excel in their roles while promoting a culture of excellence and safety across our operations.
Pictures of different training programmes at Pulp and Paper:
| Average Hours of Training FY 2023-24 | Average Hours of Training FY 2022-23 | |||
|---|---|---|---|---|
| Metric | Males | Females | Males | Females |
| Real Estate | 6.86 | 5.37 | 142.3 | 73.3 |
| Pulp and Paper | 59.07 | 1.85 | 14.4 | 14.4 |
Ensuring the integrity and professionalism of our security operations is paramount to our Company's commitment to ethical conduct and human rights. Out of the total 194 security personnel employed within our Company, 160 have undergone formal training regarding the Company's human rights policies and their application to security procedures. This represents an impressive 82% of the security workforce. Furthermore, the training requirements extend to third-party organisations that provide security personnel, ensuring alignment with our standards and values.
Employee Satisfaction at CTIL
We have recently introduced 'VIBES', an innovative employee satisfaction survey, designed to gauge various facets of our Company's dynamics. This survey is structured around three overarching themes: engagement, business, and workplace. Each theme is carefully tailored to align with our core operations, aiming to delve deeper into the specific aspects that shape our workplace environment.
Under the theme of engagement, Vibes delves into factors that contribute to employee motivation, job satisfaction, and overall commitment. This includes aspects such as opportunities for career growth, recognition and rewards, and alignment with our goals and objectives, enhancing a sense of purpose and fulfilment among employees.
The business theme of Vibes focuses on aspects related to the broader business strategy and operations. This may include questions about our communication, clarity of goals and objectives, and perceptions of leadership effectiveness. Thereafter, the workplace theme of Vibes examines the physical and cultural aspects of our work environment. This encompasses factors such as workplace safety, inclusivity and diversity, and the availability of resources and support for employees to perform their roles effectively.
By breaking down each theme into specific categories with targeted questions, Vibes provides valuable insights into the areas where we excel and where improvements might be needed. This comprehensive approach allows us to better understand the needs and perspectives of our employees, ultimately enabling us to create a more engaging, productive, and supportive work environment.
We acknowledge our workforce has the right to form and join a union and to engage in pay negotiations on a collective basis. Employee representatives are assured of no discrimination and are provided with access to all places of work to perform their duties as employee representatives. At Pulp and Paper, all workers are covered by unions to facilitate collective bargaining agreements. This ensures that workers can negotiate and establish fair wages that go beyond the minimum standard. A minimum notice period of 30 days is provided usually prior to the implementation of significant operational changes that might have significant impact on employees and their representatives.
Employee Health, Wellness, and Safety
Our dedication to prioritising the health and safety of individuals is ingrained in our core values. We uphold this promise by ensuring full compliance with all health and safety laws and regulations. Maintaining a secure and conducive working environment for our employees is vital, and we implement appropriate safety measures to achieve this goal. This dedication points out our business ethos and principles, reflecting our steady efforts to build on well-being of our workforce.
Cultivating Mental Wellness: Our Collaboration with MPower
At our Company, prioritising the mental well-being of our team members is a top priority. That is why we have partnered with MPower, an esteemed organisation dedicated to mental health awareness. Together, we have launched a wellness certification programme held on Thursdays and Fridays. Around 25 individuals from our team have been selected to undergo this training and become certified wellness ambassadors. Their role is crucial; they will provide support to any colleague facing mental health challenges. Additionally, we offer confidential counselling services through both MPower and Santulan, ensuring that our employees have access to the help they need in a safe and private environment. Through this collaboration, we are dedicated to breaking the stigma surrounding mental health and developing a workplace culture that selects well-being, in every way.
Our partnership with MPower is a testament to our commitment to addressing mental health concerns both within and outside the workplace. Through online sessions and resources, we aim to provide our employees and the society with the tools and support they need to prioritise their mental well-being.
At CTIL, we prioritise the health and safety of all individuals associated with our operations, including employees, workers, visitors, and stakeholders. To ensure everyone's well-being, we have taken extensive measures like providing health and safety related training to our permanent employees and workers. During the reporting period, 74% of all permanent employees and 81% of permanent workers received training in health and safety. An occupational health centre, overseen by a full-time doctor, tends to both on-site injuries and community health needs, supported by two ambulances for swift response. In collaboration with reputable hospitals in Rudrapur and Haldwani, patients receive appropriate care, putting emphasis on employee well-being.
Building upon our commitment to health and safety, we also prioritise the well-being of our employees during significant life events. In Birla Estates apart from maternity and paternity leave policies, we provide extra support to new mothers through our "Mother Care" voucher programme. New mothers receive an additional 5 days of leave for the next two consecutive years beyond their maternity leave, known as child-care leave. Furthermore, when site visits occur, our Company covers the costs for the mother, the child, and an additional caretaker, ensuring their well-being during these visits.
We prioritise the health and safety of our employees and workers by maintaining a safe work environment. To achieve this, we have established an Occupational Health and Safety Management System (OHSMS) in our Pulp and Paper segment. While, for the Real Estate segment our commercial building Birla Aurora is OHSMS certified. These sites are certified for ISO 45001:2018. Additionally, we internally evaluate compliance with ISO 45001:2008 within the certified premises. Our certified sites accommodate 7,281 employees, representing approximately 94% of our workforce. Additionally, at our segments we conduct practical demonstrations and training sessions on firefighting for our workers. These sessions cover various aspects such as different types of fires, firefighting techniques, and essential 'Do's and Don'ts' when dealing with fires. We conduct regular training for firefighters and offer various safety training programmes to further enhance our safety measures.
Non-occupational health and safety benefits such as health insurance and accident insurance are also provided to our employees and workers. There are three kinds of Insurance coverages: Mediclaim (covering immediate family), Nischint Policy - Life insurance policy, and the Personal Accident Policy.
All our business segments have several measures to maintain a safe and secure workplace. The Real Estate sector has established a comprehensive operational health and safety plan, supported by a robust management system that includes detailed work instructions and SOPs. To maintain strict adherence to health and safety protocols, all activities are routed through a permit-to-work system, ensuring comprehensive compliance with established practices. The Pulp and Paper segment diligently upholds safety standards through regular safety meetings, internal and external safety system audits, and the implementation of 'Zero Harm' life-saving rules. We have a dedicated medical staff and facility to address any unforeseen activity that might have occurred at the plant. To fasten up the process, we have installed software called PEHEL for data tracking regarding medical activities. We even conduct periodic health checkups for all our employees.
To embed the importance of safety amongst all our employees and workers, we at CTIL conduct different events and activities. We conduct National Safety Week, where we acknowledge achievements, initiatives, and contributions towards creating a safer work environment through certificates, awards, incentives, or public recognition ceremonies. This has helped us in motivating our employees and workers to take proactive steps regarding safety.
Identifying Risks and Hazards
With safety being essential at CTIL, we have established robust procedures to ensure the identification, assessment, and mitigation of workplace hazards. SOPs are in place for handling work-related hazard incidents. Any risks identified are immediately addressed, and improvements are made based on in-depth assessments. In emergencies, occupational health services are offered to employees and workers. To ensure diligent identification of workplace hazards and ongoing risk assessment, we maintain uniform practices across our business segments.
HIRA
Utilise Hazard Identification and Risk Assessment (HIRA) as a method to assess the working environment, engage with staff members, and pinpoint potential risks.
JSA
Conduct Job Safety Analysis (JSA) to identify potential risks at each stage and determine suitable counter- measures.
BBSO
Implemented a Behaviour-Based Safety Observation (BBSO) system to identify risks associated with behaviour. Implemented a Behaviour-Based Safety Observation (BBSO) system to identify risks associated with behaviour.
Regular Safety Audits
It is conducted by both internal and external entities to ensure strict adherence to safety standards and uncover any potential hazards.
Investigations
Mechanism is in place at for incident investigations to thoroughly examine incidents and identify associated risks and hazards.
We focus on mitigating major hazards such as falls from height and electrical risks. We have taken a proactive approach to electrical safety by implementing Electrical Lockout Tagout (LOTO) procedures at the batching front level. This, coupled with the use of equipment meeting IP65 rated standards, highlights our diligence to robust electrical safety practices across our business operations. We have even installed bands and safety-zips for our workers who work at heights, thus ensuring proper measures to prevent any hazard related to working at heights.
Promoting safety regulation awareness remains a primary focus with regular half-yearly workshops organised to deliver vital briefings to employees, contractors, and team members. Additionally, thorough communication of necessary rules and regulations occurs during the recruitment process to ensure employee's understanding and adherence.
| Safety Incident/Number | Category | FY 2023-24 | FY 2022-23 |
|---|---|---|---|
| Recordable work related injury Rate (per one million-person hours worked) | Employees | 1.28 | 1.06 |
| Workers | 0.48 | 0.37 | |
| Total recordable work-related injuries | Employees | 6 | 11 |
| Workers | 12 | 7 | |
| No. of fatalities | Employees | 0 | 0 |
| Workers | 0 | 2 | |
| Fatality Rate | Employees -Rate | 0 | 0 |
| Workers - Rate | 0 | 0.1 | |
| High consequence work-related injury or ill-health (excluding fatalities) | Employees | 0 | 0 |
| Workers | 0 | 0 | |
| Number of hours worked | Employees | 46,78,479.8 | 2,95,50,758.12 |
| Workers | 2,56,30,753.3 |
Worker Participation and Consultation for Occupational Health and Safety
In our business segments, we prioritise worker involvement in occupational health and safety (OHS) initiatives. We actively solicit worker insights through feedback systems, nurturing a culture of collaboration. Some of the initiatives taken up by Pulp and Paper segment are Apex Electrical-High Risk Focus Team, Behaviour-based Safety Observation, Daily Safety Induction etc. Some of the safety engagements conducted by Real Estate are external trainings from experts on HIRA and Behaviour-based safety, Incident Investigation for Contractor, and Contractor Staff.
Major Health and Safety Related Initiatives and System Implementation:
Real Estate:
Safety Initiatives at Real Estate:
In Real Estate, safety is not just a priority during construction; it is ingrained in every aspect of our design and operations. From balcony walls to electrical connections, we meticulously ensure the safety of our inhabitants, especially catering to senior citizens and those with special needs.
Our commitment to safety extends to our construction sites, where we have achieved an exemplary record—no fatalities in six years. We provide all workers with Suraksha 24x7 pocket diaries, containing comprehensive safety guidelines and essential do's and don'ts for working on-site, ensuring their well-being and adherence to safety protocols. We take worker’s safety seriously, conducting arbitrary interviews with the British and Indian safety councils to assess training adequacy. Moreover, we implement a stringent three-tier supervision system, pre-qualifying contractors based on safety policies, legal compliance, and tool availability. Non-compliance is not tolerated—we enforce penalty clauses to underscore our unwavering commitment to a safe working environment.
Our wellness calendar emphasises holistic well-being, encompassing physical health, community wellness, financial well-being, and emotional well-being. As part of our commitment, we host a bi-monthly Happy Hour initiative featuring karaoke, dance, employee Olympics, and a tombola party, encouraging fellowship and promoting overall wellness among our team.
Considering the safety policies, legal compliance, and tool availability; non-compliance is not tolerated—we enforce penalty clauses to underscore our unwavering commitment to a safe working environment.
Safety Initiatives at Pulp and Paper:
For safety, at Pulp and Paper, every week, from Tuesday to Friday, we conduct comprehensive safety programmes intended to build a positive safety culture and achieving our goal of ‘Zero Harm’. These programmes serve to not only promote safety consciousness among our team but also to train them on vital safety aspects such as the Safety Work Permit System, Lock Out Tag Out procedures, and the proper use of Personal Protective Equipment.
Apart from this, we ensure regular safety patrolling across all our plants to maintain vigilance and address any potential hazards promptly. Our Suraksha application empowers every staff member to report unsafe behaviour and conditions, facilitating immediate action and compliance. Furthermore, we conduct bi-annual mock drills focusing on emergencies like gas leaks, fire incidents, and explosions to ensure preparedness and swift response. To further reinforce our safety culture, we organise various safety promotional activities, including safety poster contests, safety slogans, and safety essays. We also recognise and reward contractors based on their safety performance, on National Safety Day. Additionally, our Sumadhur Programme, led by external trainers, focuses on mental well-being, offering comprehensive training over three days with the option for spouses to join on the final day for family well-being sessions.
The major health initiatives undertaken include organising two mass medical camps, benefiting 280 individuals. These camps were conducted by a team of seven members from the Sparsha Foundation, providing essential healthcare services on-site. Additionally, to enhance emergency response capabilities, an Automated External Defibrillator (AED) has been made accessible at the site, ensuring prompt medical assistance in case of cardiac emergencies. Furthermore, in observance of the 53rd National Safety Week in March 2024, various awareness and training programmes were conducted. Moreover, external training sessions were organised by experts on Behaviour-based Safety (BBS), Hazard Identification and Risk Assessment (HIRA), and Incident Investigation for Contractor, Project Management Consultant (PMC), and contractor staff, equipping them with the necessary knowledge and skills to mitigate workplace risks effectively.
Safety Accolades Real Estate:
Safety Shield and Five Golden Start Safety Award -2024 by National Safety Council.
BSC- International Safety Award -2023 (Merit Category) By British Safety Council
Pulp and Paper:
Promoting a Safe and Healthy Workplace
To establish a safe workplace, we have implemented several measures across our business segments:
Regular Safety Awareness and Trainings
We prioritise safety through comprehensive training sessions for employees, labourers, and visitors, covering hazard identification, emergency response, PPE usage, and safe work practices. Our safety awareness program further cultivates a robust safety culture by ensuring consistent communication on policies, procedures, and health guidelines, including hygiene practices and preventive measures for overall well-being.
Mental Health Initiatives
We prioritise our employees' well-being by providing confidential counseling services through MPower and Santulan. Apart from this, we also are working towards implementing provisions for linking mental well-being to productivity improvements in the workplace. The first pilot for the same has already been deployed at the marketing division of Pulp and Paper segment, which has yielded significant positive results.
“Do's and Don'ts” Guidelines
Clear and concise instructions on safe practices and behaviours are communicated through 'Do's and Don'ts' guidelines. These guidelines serve to prevent accidents and minimise risks by outlining the appropriate actions to take in specific situations.
Employee Retention Strategies
We believe that attracting and retaining the best talent is crucial for our continued success and growth. We prioritise our employees' well-being by offering comprehensive benefits packages. Additionally, we prioritise employees and their family's health by offering various healthcare benefits, such as a Mediclaim coverage, to safeguard their physical and mental well-being. We also provide essential support to female employees through maternity and parental leave provisions, ensuring they have the necessary assistance during important life events. In FY 2023-24, we proudly achieved a 67% return-to-work rate and sustained employment for female employees who took maternity leave.
Every Republic Day, we recognise employees with the Best Attendance Award. Also, if any employee becomes disabled due to a work-related injury, we find them a suitable role in another department and ensure they continue to receive all benefits and compensation. We are committed to taking care of our employees at every step of their journey.
In the Real Estate segment, we implement employee retention activities by conducting potential assessments to identify employees' strengths. Employees identified as part of the talent pool will then participate in the Development Assistance Centre (DAC), where their future roles and career paths are discussed. In the current fiscal year, significant employees have undergone this assessment, paving the way for talent counselling sessions; internal talent is prioritised over external hiring whenever possible for key roles.
Additionally, our Talent Grant policy, operating at the ABG level, rewards employees with Company stocks based on a predetermined calculation. This policy ensures that employees are recognised and incentivised for their contributions.
We might not have a formal programme in place, but we extend support to mid to senior-level employees and executives' post-retirement. Aligned with the ABG policies, we offer a weeklong training programme covering areas such as savings, spirituality, socialisation, health, and exercise for retired professionals and their spouses.
Although we have never experienced forced retirements or layoffs, in the event of forced retirement or layoffs, they will adhere to ABG policies, facilitating transitions to other segments within the group and establishing counselling centres to support affected individuals. Additionally, employees identified as part of the talent pool undergo Development Assistance Centre (DAC) programmes, focusing on skill development, confidence building, and adapting to new challenges in the workplace. The Human Resources team assesses individual needs, provides guidance, and offers support throughout the transition process, signifying our promise to the long-term success and employability of its personnel.
Testimony for Long term Service
From novice to navigator: 36 years of learning and leading.
Alok Kumar, Sr. Manager
I have a total of 36 years of experience with Century Pulp and Paper. I am grateful for the journey I have had with Pulp and Paper segment of CTIL. Here, empowerment, skill development, and career growth are not just ideals; they are lived realities. When I first joined, I started my career as trainee in 1988, but with the Company's immense support and skill development programmes, I have progressed to a senior manager.
Throughout my tenure here, I have witnessed first-hand the Company's dedication in enhancing a culture of inclusivity, innovation, and excellence. The emphasis placed on continuous learning and development initiatives has allowed me to refine my skills, explore new opportunities, and grow both personally and professionally. I got numerous opportunities to accept new challenges, lead initiatives, and contribute meaningfully to the Company's overarching goals. Each project I have undertaken has not only displayed my capabilities but also highlighted the trust and confidence the Company has in me.
Reflecting on my journey, I am filled with immense pride and gratitude for the role CTIL has played in shaping my career trajectory. The consistent support, encouragement, and recognition I received have not only validated my contributions but have also instilled within me a deep sense of pride and belonging.
Performance Evaluation at CTIL
Performance evaluation is fundamental for employees as it offers a structured and impartial appraisal of their job performance. It serves as a platform for employees to gain valuable insights into their strengths and areas for enhancement, facilitating their professional growth. Performance evaluations play a pivotal role in ensuring employees remain accountable for their tasks while aligning their objectives with our goals. Evaluations not only acknowledge and reward employees' accomplishments but also fuel motivation and job satisfaction. In addition, they serve as a channel for open communication between employees and managers, encouraging a culture of collaboration, exchange, and ongoing improvement. All employees and workers are covered under the performance evaluation and career development schemes. Throughout the year, we assess their achievements against predefined goals, offering regular feedback to ensure optimal performance. Our employees and workers participate in a comprehensive performance evaluation and career development scheme. In FY 2023-24, 96% of employees and 87% of workers actively engaged in this programme, fortifying our resolve to foster growth and leadership. We ensure to provide performance review to all the employees who have joined the Company three months prior to the appraisal year's end. As a result, according to our policy the employees/ workers who have joined within those three months are not entitled to performance review. Thus, this financial year we could not provide performance evaluation to all our employees and workers.
Performance evaluations contribute significantly to the success of both individuals and the Company, by promoting personal development and enhancing overall performance. We value employee feedback on various aspects such as work-life balance, job satisfaction, and growth opportunities to cultivate a positive work environment through effective two-way communication. Regarding transition assistance, while there may not be a formal policy in place, we offer various supportive measures such as service extensions, training initiatives, and counselling sessions to aid employees in transitioning smoothly into new roles. The HR department is fully committed to providing comprehensive support for career development, ensuring employees are equipped with the necessary resources for their professional journey and a brighter future ahead.
Way Forward
Moving forward, CTIL is dedicated to cultivating an inclusive and diverse workplace where fairness is paramount. We are committed to empowering our workforce through continuous learning and development initiatives, driving sustainable growth. Leveraging insights from 'VIBES', we aim to refine our workplace dynamics, and promote greater engagement and fulfilment among employees. Our focus extends to ensuring that employee well-being initiatives benefit all, prioritising retention and fostering a safe and healthy workplace. Through a holistic approach to employee health, wellness, and safety, we are poised to elevate our human capital and propel our Company forward with kindness and strength.