Human Capital

Human Capital

Human Capital

Creating a Dependable and agile Workforce

The talent and dedication of our people is the cornerstone of our success. Their proactive ownership and exceptional teamwork in an unprecedented year enabled us to deliver on our customer commitments. While our people ensure that we reinforce the trust reposed by our customers, as a Company we deeply value our people’s contribution and focus on protecting their trust.

65 NOs
Employee Engagement Programmes
Rs 22.08 L
Employee Productivity(PBT/Employee)
Incidents of Labour Unrest
11 %
our managerial-level employees experienced diverse internal mobility opportunities
man-hours of e-learning/ online for campus trainees

Fostering Continuous Learning

We maintained our focus on enhancing employee capabilities by building a learning organisation. Taking in our stride the pandemic situation wherein extending in-person training was not feasible, we quickly responded by developing e-learning programmes including self-paced learning modules, webinars, and online courses from recognised institutes. To accentuate the learning experience, quiz and assessments were built in the programme. This was a refreshing experience for the employees and added to their engagement quotient. The programmes were made available on an in-house developed mobile app, thus facilitating learning anytime, anywhere. Capability building was also driven through internal mobility, role enhancement, structured assignments, additional responsibilities for developing potential and building strengths for higher-level roles. We extended customised learning opportunities through classroom training interventions, participation in seminars and external learning programmes.

Driving Engagement

Strong employee engagement drives pride, energy and ownership of our goal and strategy. Following the COVID-19 outbreak, several initiatives were undertaken to uplift employee morale and boost engagement. This included offering flexible working hours to help maintain a good work-life balance, special leaves to employees advised for isolation, timely disbursal of salaries, increments and incentives (including to contractual workmen) and honouring

of union settlements. All locations ensured active participation between the management and employees. Through periodic meetings, grievances and concerns were discussed transparently and settled.

Recognising employees in a fair, open and meaningful way helps to drive employee engagement and attract and retain best talent.

This year, we held the first edition of the Deepak Group Rewards & Recognition Awards to recognise and celebrate noteworthy contributions by individuals and teams towards organisational growth as well as those who collaborated to successfully manage the COVID-19 emergency.

Understanding engagement status and initiating need-based actions to enhance engagement continues to be a focal area for the organisation. Employee engagement surveys are conducted through the globally accepted tool of Gallup Q12 Survey. For

FY 2020-21, Deepak achieved an average engagement score of 4.09 out of 5.

Employing Talent

As part of our capability building initiative, we recruit talent through the lateral hiring process and campus trainee programme. The talent acquisition team engages with candidates to ensure smooth onboarding and establish them in their functional roles. To facilitate the continual availability of required talent, the mapping of critical positions and resource identification activities are carried out on regular basis. As part of our talent acquisition strategy for other positions, we interview and assess additional resources basis organisational requirement. This database also serves as a backup in event of movement of personnel or new business initiatives. With the organisation on a growth trajectory and various initiatives undertaken to build robust employee experiences, much emphasis is put on the acclimatisation of new joinees through role-based job description, buddy programme, introduction to organisational framework, functional induction, and periodic learning.

Building a Leadership Pipeline

Tomorrow’s leaders must be nurtured today to ensure business continuity and future readiness. We are doing this by building the leadership pipeline and creating a talent pool. We have mapped critical positions across businesses, identified potential successors and are gearing them for these key roles through initiatives like Individual Development Plan (IDP). This is further supported by knowledge-sharing sessions, 360-degree feedback for key positions, cross-functional assignments, and structured learning programmes. We continue to enhance the robustness of our processes for ensuring effective succession. Further, external resources are also evaluated to build the talent pool for key positions.

Ensuring health, Safety and Well-Being

Keeping our people safe at work is our foremost priority. Our safety focus is spearheaded by Central Safety Committee, which conducts an organisation-wide monthly review on aspects related to health, safety and the environment (HSE). It also provides valuable inputs on these matters. Represented by all the Unit Heads, SBU Heads and HSE professionals across locations, the Committee serves to be a meaningful and participative interaction. Safety committees have also been set up at different locations to quickly identify and effectively address safety issues. We have Occupational Health Centres (OHCs) to address health-related hazards and compliances and carrying out various medical check-ups. Our Company has an exhaustive set of health and safety policies and procedures that are stringently followed at all locations, by all people.

The focus on health and safety protocols was further stepped up during the year in response to pandemic. Apart from following the government guidelines, we carried out regular sanitisation and ensured adequate physical distancing. We also swiftly introduced measures to periodically test employees and regulated entry through the Aarogya Setu App, oximeter and thermal screening.

We also launched wellness programmes for employees and their families to help build resilience, manage change, and enhance their wellbeing during this extraordinary period.

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