A People-centric Approach

Jindal Stainless Limited places people at the heart of its operations, recognising that they are the driving force behind the Company's success. From promoting a culture of well-being to conducting regular safety training and reviews, the Company goes above and beyond to safeguard the welfare of its employees. With a deep commitment to its people, Jindal Stainless Ltd creates an environment that nurtures talent, encourages engagement and fosters a sense of belonging.

Employee Development and Engagement

Employee Development and Engagement

During the past year, Jindal Stainless Ltd has successfully launched numerous new initiatives as part of its digital transformation journey. One of the key initiatives involved enhancing and augmenting the HR functions through the implementation of the Next Gen HR system, Darwin Box. This system offers a range of features, including Helpdesk, recruitment, payroll and a voice-enabled chatbot. Additionally, Jindal Stainless Ltd completed the performance appraisal for FY23 using Darwinbox.

Recognising the value of employees as the organisation's greatest asset, Jindal Stainless Ltd has implemented several initiatives aimed at creating a purposeful journey for each individual joining the Company. These initiatives cater to the individual needs of employees and the Company as a whole. Various learning interventions, such as Powerful Presentation Skills, Change Management Leadership Program, Learnopedia for internal trainer training, and Development Journey for employees, were conducted. Financial wellness and other training programmes were also organised.

To promote employee wellness, Jindal Stainless Ltd conducts spiritual sessions by Brahma Kumaris through a programme called ‘Utthan’ which recently completed two successful years. Additionally, the Company continues to collaborate with top consulting firms for developmental interventions. In partnership with the prestigious IIT Bombay, Jindal Stainless Ltd is 32 Annual Report 2022-23 sponsoring an M.Tech program in Steel Technology exclusively for a select number of employees who are eager to learn, grow and unleash their potential.

Communication remains a crucial focus for Jindal Stainless Ltd, with the Managing Director conducting quarterly Town Halls through ‘Sampark’ to establish personal and direct communication with all employees. In terms of talent and leadership development, Jindal Stainless Ltd has partnered with a leading consulting firm to design and deliver an employee development journey called ‘Parivartan’. This programme aims to build a robust talent pipeline by identifying and developing high-potential individuals.

Engagement initiatives, such as Fantastic Friday events, Family Day Utsav, festival celebrations, sports events and engagement surveys, were conducted to foster a positive work environment. Jindal Stainless Ltd has also taken steps to prioritise diversity and inclusion, creating a safe working environment for all employees.

The Company continues to hire talent from top institutes and companies while also developing its internal talent pool through job rotations, individual development planning, leadership programs in collaboration with IIMs and various technical and behavioural training interventions. This year, Jindal Stainless Ltd has successfully recruited a significant number of candidates from campuses, bringing in fresh young talent.

Through these initiatives, Jindal Stainless Ltd has built and maintained an ecosystem of trust, understanding and openness, resulting in cordial and harmonious relationships with employees across all locations throughout the year.

Employee Health and Well-being

Jindal Stainless places great emphasis on employee engagement and well-being, recognising that an engaged workforce is crucial for organisational success. To foster an environment of open communication and address employee concerns effectively, the Company has established various committees dedicated to handling employee grievances. Furthermore, Jindal Stainless Ltd has introduced the concept of HR Business Partners (HRBPs), enhancing people management processes and establishing a collaborative approach between HR and other business functions.

The Company runs a programme called 'aap-beeti' in Hisar, which translates to 'first-hand experience'. Here, people share experiences of accidents or near accidents that they have experienced or seen, along with the adverse impact on their lives and the lives of their families. These moving narratives have brought about a safety awareness that goes beyond formal training. Jindal Stainless Ltd has designated Safety Champions at each of its plants. These individuals are selected based on their performance and comprehensive understanding of plant safety regulations.

To strike a chord with people, the company also organises nukkad nataks, or street plays, where groups of employees enact situations and solutions. Filled with humour and angst, these plays have proven to be more effective in conveying the message than standard practices. The best part is that the scripts are written by shopfloor workers, which helps in driving awareness among the target audience. These initiatives not only demonstrate Jindal Stainless' commitment to employee well-being but also contribute to building a healthier and more engaged workforce.