Page 37 - Tata_Chemicals_yearly-reports-2019-20

Integrated report Statutory reportS Financial StatementS

As we envisage scaling new businesses, timely resolution of employee queries and a Enhancing HR operational
investing more in digital initiatives and biometric-based self-managed attendance effectiveness
building niche/specialist skills, we focus system, ‘SMART’. We provide employees Our migration to an integrated HRMS
on hiring skilled talent and enhancing the a platform to opt for career changes solution in FY 2020-21, will enhance
capabilities of our people. Our intent going through our ‘SHINE+’ programme while also employee experience and improve the
forward is to further R&D capabilities and emphasising on various elements of diversity operational efficiencies of the HR function,
collaborate with academia and premium to create a more inclusive organisation. while driving both workforce and workplace
research institutions to drive focussed transformation.
innovation and create science-led solutions. Several changes in HR policies and process
are updated and relooked to modernise
Nurturing engagement them based on recommendations received
We launched an online Reward & by cross functional teams under the
Recognition platform ‘Kudos’, HR Helpdesk for ‘Refresh 2020’ initiative. Improving outcomes
of new hires
Diversity and inclusion at Tata Chemicals
Our campus to corporate induction
As on March 31, 2020 White Blue Total programme for Graduate Engineer
(on-roll employees) Collared Collared Trainees was enhanced and re-branded
TCL India 1,176 644 1,820 as ‘Aarambh’. Using a mobile based
Rallis 1,547 63 1,610 platform, we are engaging with the
Ncourage 19 0 19 new batch of GET’s even before
TCE 86 321 407 they come on board, giving them
TCNA 183 390 573
TCML 221 0 221 an overview of the organisation and
TCIPL 4 0 4 our values through carefully crafted
TCSA 24 0 24 learning content. Their year-long
Total 3,260 1,418 4,678 learning journey covers experiential
learning, CSR and technical projects and
Gender ratio access to a programme on foundational
TCL India Rallis Ncourage TCE leadership competencies – ‘ValYOU
Starter’ enabling them to lay a strong
foundation to their budding careers.
8% 92% 3% 97% 16% 84% 12% 88%

TCNA TCML TCIPL TCSA

As we continue our transformation
6% 94% 19% 81% 50% 50% 33% 67%
journey towards becoming a leading
sustainable science-led solutions
company, our key theme for human
Our key performance indicators resources this year is to create an
UOM FY19 FY20 organisational climate that nurtures
diversity, operational excellence,
Gender Diversity % 7 7 innovation and greater cooperation
Employee Engagement % 73 NA* and synergies among teams within and
Functional Training Coverage (unique employees) % 72 72 across businesses and functions. We will
Training days per employee Mandays/employee 3.4 2.9 continue to invest in our workforce to
Employees in R&D (Intellectual Capital) Nos. 224 228 enhance their skills and competencies
Voluntary attrition # % 10 10 required for the organisation of the future.
Employee productivity (PBT per employee) Crore /employee 0.3 0.3
Incidents of labour unrest Nos. 0 0 R. Nanda
* Employee engagement survey is conducted every two years by an external partner. Chief Human Resources Officer
# Voluntary attrition for India pertains to white collared employees.

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