EMPLOYMENT & SOCIAL ASPECTS


GRI Standards

KNPL employees

Details of KNPL employees are included in business responsibility report: principle 3.Details on employee hiring and employee turnover during last financial year are mentioned in tables below. Total 591 employees were hired.

New Employee Hiring details
Age wise distribution Nos. %
< 30 years 153 56%
30 - 50 years 118 43%
> 50 years 1
Grand Total 272
Gender wise distribution Nos. %
Male 265 97%
FeMale 7 3%
Grand Total 272
Zone wise distribution Nos. %
West 96 35%
North 105 39%
South 55 20%
East 16 6%
Grand Total 272
Employee turnover details
Age wise distribution Nos. %
< 30 years 134 36%
30 - 50 years 219 58%
> 50 years 22 6%
Grand Total 375
Gender wise distribution Nos. %
Male 370 99%
FeMale 5 1%
Grand Total 375
Zone wise distribution Nos. %
West 136 36%
North 129 34%
South 84 22%
East 26 7%
Grand Total 375

*Data as on 31st March 2021

Employee Training and Development

We, at Nerolac, are committed to create a learning environment which is business – centric whereby the employees are developed as leaders and are prepared to meet current & future business objectives through deployment of a “pull” strategy rather than a “push” strategy. Employees are encouraged to broaden their horizon through training programmes as well as other employee engagement forums such as Kaizen competitions, Performance review process, monthly review of section performance etc.

Categories of Training:

Induction Training - Induction training is given as an initial preparation to new hires upon taking up a post.

Competency based Training - Competency Based Training emphasizes on enhancing the competencies required by a person for a particular job and position, in order to achieve individual growth and organizational goals.

Functions specific Training - Functional Training aims at upgrading the employees’ functional knowledge to keep up with the ongoing internal and external changes, which affects the day to day working in the short run and the individual & organizational growth in the long run.

Skill Development program - Skill Development programs aims at upgrading and multi skilling the employees’ current skill level by means of Work Instructions, Standard Operating Procedures and Single Point Lessons.

Sales Trainings:

Advanced Sales Program - aims at training and upgrading the Frontline Sales personnel to develop the face-to-face selling skills which are needed to promote an open exchange of information thereby reaching to mutually beneficial sales agreements.

LEAP - This training program aims to rejuvenate the workforce with sales techniques that would enhance their performance. LEAP not only emphasizes on the sales improvement but also on self management of participants which would help them be more holistic

Jump Sales Training (JST) - internal program is designed for the senior frontline Sales personnel in the organization. The program aims to equip the attendees with better planning and execution skills and prepare them for delivering on set expectations. The program is broken into 5 modules covering Sales Management as a subject with relevant theory and illustrations. The program also covers a session on ‘Influencing Skills’. During last financial year, training in terms of man-hours per employee has been calculated as 5.9. KNPL is an equal opportunity employer. All recruitment for senior positions is based on talent and suitability of candidate with respect to a job vacancy. But local candidates are preferred in case their portfolio matches with job requirement. During last financial year, there have been no incidents of discrimination. KNPL employees receive feedback on their performance at regular intervals through ‘HRSCAPES’ an in-house KNPL portal. KNPL has created various platforms to connect with the employees through programs like Coffee with HR, Departmental connects, Idea Management. HRSCAPES also facilitates communication with respect to Key Result Areas, attendance, and performance feedback. All policies are communicated through HRSCAPES portal. Whistle blower policy and code of conduct of the company have been shared on HRSCAPES. As a policy, the Company keeps wages of its employees above the standard entry-level minimum wages fixed by the State Government. There is no gender differentiation in the Company’s wages.

Occupational Health and Safety

Last year, Safety Laboratories were set up at all plants to demonstrate and experience hazards related to specific activities and KNPL strengthening its efforts at embedding ‘Safety First Culture’ among employees with utmost focus on EHS training, fire prevention programs & emergency preparedness.

Safety Culture Survey was conducted across all the manufacturing locations biennially. In FY 2019-20, the survey was conducted in-house by the Corporate EHS Team at Sayakha and R&D (Koparkhairane), in addition to Bawal, Hosur, Jainpur and Lote plants. It covered not only Management Staff but also Operators. For Management Staff, it was conducted through our Workline Portal, and for Operators through physical copies in regional languages. Through this survey, we aimed to measure the safety culture and identify leading indicators of the safety process. The survey included questions on the following attributes to determine all key aspects of safety culture - Training and supervision, Safe work procedures, Consultation, Reporting safety, Management commitment, Injury management and Return to work. Various safety trainings and competitions, aimed at imbuing our workforce with a proactive attitude towards safety were also conducted. These include Kiken Yochi Trainings (KYT), Danger Experience Programme (DEP), online safety tests, safety quiz and others.

Each of our manufacturing sites has established Safety committee with at least 50% of representatives from operators and is in compliance with Factories act, 1948. Safety committee meeting at plant level acts as platform to take feedback and consultation from workforce representatives. Plant works manager acts as chairman in this meeting to preside over and guide discussion.

We faced an unfortunate fatal incident of a contractual employee at the Sayakha Plant. We conducted a detailed analysis of the incident and have implemented corrective actions to prevent such recurrence. Due to this, the company continued its operations with a frequency rate of 0.11 and severity rate of 663 (per million man hours worked). As a result, only 1.909 Million man-hours work was done without any LTI (Lost Time Injury).

In coming year, FY 2020-21, we plan to increase the number of external trainings related to chemical handling and safety through our suppliers. We also intend revisiting the chemical compatibility chart, and conduct interlock assessment to reinforce safety management systems.

Fire fighting training

Last year, KNPL conducted a Fire Load Survey by analysing section-wise fire load densities for all manufacturing plants, to determine the adequacy and suitability of the fire fighting equipment in case of fire. Based on the observations, suitable action plans are being implemented for each section across all plants.

During FY 2019-20, the Hosur Plant received Certificate of Appreciation from National safety Council – Tamil Nadu Chapter, for its commitment and efforts in promoting Safety, Health and environment.

Human Rights

KNPL has Policies on Human Rights which are applicable to all its employees and value chains. The said policies and their implementation are directed towards adherence to applicable laws and upholding the spirit of human rights. The Company also actively tracks contractor obligations to ensure necessary payments to contract employees.

The Company encourages practice of the principles of human rights, such as collective bargaining, Non-discrimination, gender equality, appropriate conduct as outlined in the Code of Conduct, occupational safety, employee health and well-being and respect for environment.

The Company provides various mechanisms to ensure that an employee’s voice is heard through the grievance redressal mechanism, as well as emails and direct interaction with employees through forums like open house and workshops. These policies cover KNPL and its subsidiaries.

The Company did not receive any stakeholder complaint regarding human rights during the reporting period.