Page 42 - Tata_Chemicals_yearly-reports-2020-2021

Integrated Report Statutory Reports Financial Statements
Integrated Annual Report 2020-21 Building a Diverse, Future-Ready 60-146 147-300
Workforce

FY 2020-21 Key Building resilience and focussing on with various academia and premium research
performing indicators well-being institutions to deepen our R&D capabilities. We
HUMAn CAPITAL Tremendous efforts of our people with speed are further strengthening the training hours
Building a Diverse, Future-Ready Workforce 7% and agility across various manufacturing sites, recording mechanism with focus on different
employee segments.
home offices, in the market and in our R&D labs
(FY 2019-20: 7%)
of women enabled us to respond to the unexpected events
We are infusing our human capital with the best talents across generations, nationalities, cultures, employees this year. We quickly scaled up to new work engaging multi-generational
ethnicities, skills and capabilities. Alongside, we are re-engineering learning and development and protocols by introducing more flexible and agile workforce
talent management to have a future-ready workforce. This advantage drives our long-term growth and 220 ways of working. We seamlessly transitioned to Our biannual employee survey “X-press" enables
maximises value creation in a transformed business landscape. 100% remote working for all our office-based us to constantly listen to our employees and
(FY 2019-20: 228) employees. enhance our people-friendly workplace policies

sDGs impacted Number of and other engagement drivers based on the
Employees in R&D We supported our people and their families insights. Our quarterly rewards and recognition
(Intellectual Capital) through the year with a range of tools to help programmes, Walk & Talks, Town Halls, Leadership
78% them to focus on their wellbeing like employee Connect, knowledge sharing sessions,
celebrating employee achievements and Fun@
assistance programme under ”We Care”, mobile
(FY 2019-20: 72%) app “Be Safe” for self-declaration and tracking Work ensure active engagement. Our Internal
Functional training of health etc. TCL has always had a best-in-class job posting SHINE+ platform helps employees
coverage (Unique medical policy that includes medical cover for to move laterally across organisation functions
employees trained) our employees and their dependents, extensive and aids inclusivity. Digitalised campus hiring
Human resource HR focus areas in FY 2020-21 tie-ups with hospitals and doctors in all locations sustained our capacity-building even during the
priorities Building resilience and focussing 2.25 and cashless facilities. pandemic.
Restructuring in line on well-being (FY 2019-20: 2.9) Digitalising HR operations
with organisational Work from home (WFH) for 100% employees Training days per Future-ready capabilities
transformation to drive (non-manufacturing excluding R&D Team) in employee We ensured continuous learning to enable our We are migrating in a phased manner to an
operational synergies lockdown people to upskill and reskill for their roles by integrated HRMS solution under the ‘One Tata
New work protocols imparting future-ready contemporary concepts Operating Network’ OTON. It will help drive
Building capacities to 7% through digital learning platforms like edX, employee experience and enhance operational
scale up new business (FY 2019-20: 10%) Global Gyan, Tata Tomorrow University (TTU). efficiency thus embracing the workplace of the
through new hiring Voluntary attrition Our leadership development includes specific future as digitalisation of many processes gets
and internal capability engaging multi-generational workforce introduced enabling employees and managers
development 72% ( ; 73%: FY 2019-20): X-prESS employee interventions for women managers, immersive get the best out of their teams.
programmes on diversity & inclusions, future
engagement score covering
Higher investments in 2,754 employees ` 2.2 crore leaders program, capability building for people
digital initiatives and A diverse 600+ appreciations and 300+ monetary (FY 2019-20: managers -‘INVEST’ (Increase Value, Enhance
niche / specialist skills workforce to ` 2.2 crore) Skills for Tomorrow). We have also collaborated
execute awards to employee through ‘Kudos’ online Revenue per employee
long-term platform in TCL India
strategy 7:1 Diversity and inclusion (as on March 31, 2021)
Future-ready capabilities on-roll employees on-roll employees as per gender
1,610 hours of learning as part of Enrich (FY 2019-20: 8:1)
Female
Female
platform Engaged: 2020-21 2019-20 2020-21 2019-20
185+ certifications from best universities Disengaged TCL India 1,699 1,820 TCL India 7% 8%
through edX platform employee ratio TCE 405 407 TCE 11% 12%
We are further strengthening the training TCNA 564 573 TCNA 7% 6%
hours recording mechanism with focus on 11% TCML 221 221 TCML 18% 19%
different employee segments
(FY 2019-20: 8%) TCSA (South Africa) 22 24 TCSA 36% 33%
% Employees TCIPL (Singapore) 4 4 TCIPL 50% 50%
Digitalising HR operations trained under Rallis 1,700 1,610 Rallis 3% 3%
Migrating to an integrated HRMS (human Manager/ Leadership Ncourage 19 19 Ncourage 16% 16%
resource management system) solution
programmes Total on-roll 4,634 4,678 Total 7% 7%

40 41