ANAND GPTW Culture Audit v3 (Jan 8 , 2018)

GPTW Culture Audit Report 2017

Index of Content GPTW Culture Audit Report 2017

1. Hiring
2. Welcoming
3. Inspiring
4. Speaking
5. Listening
6. Collaborating
7. Grievance Reddressal
8. Thanking
9. Developing
10. Balancing
11. Supporting
12. Including
13. Celebrating
14. Rewarding
15. Contributing
16. Performance Management

ANAND AUTOMOTIVE ANAND, was founded by
Mr Deep C Anand in 1961
ANAND Automotive provides the widest range of
solutions to the Indian Automotive Industry and is among
the country’s leading manufacturers and suppliers of
Automotive Systems and Components.

ANAND Group has 19 companies spread across 62
locations and 11 states of the country strong with 23
global alliances and has recorded a sales turnover of INR
92.4 billion in 2017,giving a 10.0% growth over the
previous year, which is higher than the market growth
and targets to achieve INR 150 Billion by 2020. It
operates under two business verticals: Automotive
Solutions in India, where it has proved itself the Industry
Leader; and a globally acclaimed chain of Luxury Hotels –
SUJÁN.

CLIENTS

ANAND Automotive’s
client base includes the
most respected names
of the industry. Some
of ANAND Group’s 50+
OEM customers across
Two Wheelers, Three
Wheelers, Passenger
Cars, Commercial
Vehicles, Railway
Segments and Engine
Components

PURPOSE, VISION, MISSION AND VALUES

At ANAND Automotive, work culture and environment is Mrs Anjali Singh Mr Jaisal Singh
purely defined through vast spectrum of Core values, Chairperson Executive Chairperson
Professionalism, Ethics. People orientation, and Striving
for Excellence in all spheres are the guiding forces.

At ANAND Automotive, founders live by philosophy that
"Business is 90% People”. Thus, ANAND Vision is to
create value sustainably through pursuit of excellence
and good governance and in the process it is a vast
investment into its people. The vision, mission and
culture at ANAND Automotive are embedded deeply
with the view of having inspired, productive and
progressive people leadership.

GPTW Culture Audit Report 2017

OVERVIEW

At ANAND Automotive, Business is 90% people and HR contributes greatly to that.

As an organisation, cohesive to community cause, ANAND Automotive
takes it on itself to hone talented & bright entrepreneurial employees
which it picks with great care and as an organization not only gifts them
with dreams and aspirations; but works three dimension to help them
realising the same because it believes in that great workplaces often
share a sense of transparency and empowerment- it wants its
employees to feel cared and important

HR at ANAND Automotive is responsible, determined and trained to deliver
the following:

• Great ATTRACTION & Least ATTRITION ( Talent Management)

• SKILLING OF CURRENT WORKFORCE ON QUALITY AND EFFICIENCY Mr Sumit Bhatnagar
( Training and Skill development) Group HR Head

• AUTOMATION OF WORK PROCESSES TO DELIVER HIGH QUALITY
( Automation and Technical Upgrading)

ANAND Automotive lays down higher standards of Corporate Attrition % in last 4 years at ANAND
Governance and Compliances. We believe that today can be Automotive
managed better for the betterment of tomorrow and it specifically
implies to all our human resources who strengthen the sales and our
rankings.

From the Talent Management Programme revamp to creating
women leadership or women friendly policies launch etc, HR
partners along with Business stakeholders on the first hand strategy
preparation primarily to discuss the plans and goals, and shares the
plan with different apex committees such as ASB (Personal
Committee, Operations Committee), AEC (ANAND Executive
Committee), AMC (ANAND Management Committee) for final
approval as a mandate. Attrition rate of employees in percentage,
for last 02 financial years at ANAND Automotive has been
impressively low.

In support, ANAND Automotive puts best of the HR strategies and policies in
place so as to keep a check on the dynamics and mechanisms of its core talent
management. There are dip stick and watch measures in place so as to
address the group and individual expectations.

And with the better work surroundings, career enhancement opportunities
and the HR policies sensitized to the individual, group and organizational
goals, there has been a cap on the attrition percentage for the past four years
in sequence. Every year brings its best learning on platter and at ANAND
Automotive, HR is committed to deliver quality talent management and
strategies.

GPTW CULTURE AUDIT REPORT 2017

1. HIRING

HIRING ‘

‘What are the characteristics you seek in prospective new employees, aside from the skills
needed to do their jobs? How does your hiring process (recruiting, interviewing
procedures, etc.) ensure that a job candidate would fit into your culture?

To begin with ANAND believes in hiring the right people and identified needs. KEY STEPS OF THE
ANAND Automotive gives a lot of emphasis on behavioral attributes and right HIRING PROCESS
culture fitment along with strong domain knowledge in the candidates. Being a
corporate entity, the ANAND way was formulated by the key management and is 1) Raising of Requisition by HOD
followed in spirit and practice by employees. 2) Sourcing suitable profiles
3) Interview& Psychometric Test
The overall recruitment process is multi layered taking inputs on both behavioral 4) Final Interview
and technical fronts all throughout the hiring process. The competencies for 5) Selection & Offer Release
various levels are different and are definitive with thorough benchmarking
internally and externally through various channels: Consultants, Campus Hires,
Naukri Referrals. And, in case the positions are not filled by internal employees
then the position is tried to be filled up through external sourcing channels like
Naukri, LinkedIn etc. Also, a timely analysis is done with the help of Consultants to
see the talent retention and look at conducting possible drives.

ANAND Automotive Salient Features of Hiring: For L1 and below CORE For L2 and above CORE
COMPETENCIES COMPETENCIES
• A comprehensive and detailed hiring process
exists with the involvement of head of • Job Knowledge • Result Driven
departments to judge the interviewees.
• The departments in corporate office revolve • Quality and Efficiency • Teamwork & Leadership
around key strategic initiatives and hiring is done
for current open positions and future • Planning & Organizing • Customer Focus
requirements.
• For CXO level positions, Group HR head is directly • Accuracy under Time Constraints • Programme Management
involved to ensure the quality of talent is at par
and is a right fit for the organization • Initiative • Analytical Thinking

• Team work • Self-Development

•Campus Hires: We hire young engineers as GETs and MTs- MTechs The selected interns join us and their performance is
from premium colleges to fulfill our technical talent needs. Young reviewed through regular monitoring and reviews.
MBAs and CAs are hired as MTs and YPs to ensure proper build up
of talent pipeline for supervisory roles.

• And, also a very important source of inducting full time campus
hires is through internships. At ANAND Automotive, we take our
interns and their projects very seriously. All interns work on a live
project which is either an opportunity or a problem. The interns
are hired through a rigorous process similar to hiring a full time
employee starting from sourcing and screening profiles at each
campus, screened candidates then undergo technical test followed
by interviews.

We are proud of the fact that within ANAND Automotive Private Limited, we have had almost ….
campus hires with almost ……. through internship route. For campus as well our panel includes
senior management so as to ensure right talent is inducted.

At ANAND, we take our interns very seriously and go one step ahead to promote Gen Y. Here is
the effort HR puts in towards the placement

Organizational Need Employee Need
Identification Process Identification Process

Snapshot : Recruitment Tracker at ANAND Automotives Annual Manpower Planning There are various channels
exercise is undertaken at open to the existing
At ANAND Automotive, Recruitment Policy & Practices are Company level, Positions employees where they can
standard, uniform and non discriminatory. ANAND is an are identified to support express their desire to move
Equal opportunity employer. It facilitates Direct Recruitment Annual Operating Plan across functions, locations &
at Induction level, Women candidates are given preference. (AOP) after Job companies in pursuit of
And, on principle it prefers its internal candidates over evaluation of the positions better opportunity during
external. It is mutual that the talent aspires, and is is conducted to cross Career Review
accordingly placed where it is appropriately required and check if the role can be Development Dialogues
most necessitated based upon Organizational and the merged with existing (CRDD) & Management
Employee Need Identification Process. positions, Manpower Development Dialogue
Requisition Form (MRF), (MDD), giving them an
that are uniquely coded by equal say in their career
the Group Corporate Office development.
needs filled by the Dept to
seek multiple tier approval
for all replacements,
existent or new positions.

The Internal Job Posting (IJP) policy aids grooming & Internal Job Posting (IJP):
retaining the in-house talent by providing them with the IJP Tracker Sample
opportunity to move across both functionally &
geographically and provides opportunity to employees
to take active role in their career progression further.

If the employee has the requisite qualification (24
months), skill sets, behavioral competencies and track
record of achievements and in case the current
department of the employee is different from the Internal
Job Posting department, he/she is eligible to apply if
his/her current job level is same as that of published job
position.

IJP Flow Chart

Elaborated Details enclosed
(IJP Policy and FAQs)

Intern Hires

Return to India (R2I) is an initiative to attract experts from some of the leading
companies in United States and Europe. Every year, two managers are sourced from
this program to create a group resource which handles multiple assignments in the
various functions and companies of ANAND Automotive

Behavioral Assessments through OPQ

OPQ (Occupational Personality Questionnaire) is intended for use by managers and HR professionals. It summarizes the employees ‘ prefer red style or
typical way of behaving and its influence on his potential performance determined on twenty universal competencies.

In this parameter , the responses drive point home how an employee sees his own behaviour, rather than how another person might describe him. Thus
describing the preferred ways of behaving, rather than actual skills levels. ( The example of Mr Tulli’s and ANAND Talent OPQ Assessment Sheet
Enclosed as support document.)

Competency 12345

Leading and Deciding Important for
1.1 Deciding and Initiating Action Success? (tick)
1.2 Leading and Supervising
Supporting and Co-operating
2.1 Working with People
2.2 Adhering to Principles and Values 1
Interacting and Presenting
3.1 Relating and Networking
3.2 Persuading and Influencing

Behavioral Assessments through OPQ

Sno. Name Gr. Co Loc Dept Logical Verbal Analysing People Skills Working in Curiosity Res Interview Panel AEC Remarks
Ambiguous ult Effective Decision
1 Nilesh Wankhade 42 Situation Driv Communication
2 Archana Sonawane 8 en
3 Mayank Lahariya 79
4 Nicoly Gupta 6 AAL Delhi AMKT 75 50 ATA - 2012 Legend
5 Harpreet Kaur 6 AAL 33 36
6 Vishal Mahajan 6 AAL Pune Design 96 48 HC > greater than 60 %
7 Yogesh Sawarkar 7 AAL 98 6 60 % of Total
8 Deepti Sharma 6 AAL Delhi Chairperson's Office 51 5 ATA - 2013 < less than 60 %
9 Inderpal Saluja 6 GIL Delhi HR 88 32 ATA - 2011
10 Mohit Singla 6 GIL Delhi HR 92 56 ATA - 2011
11 Ajay Kumar 5 MBIL Khandsa SCM 52 46 Anand Scholar (NITIE)
12 Aji Sunny 6 MFSIL 19 41
13 Anuj Jain 5 MFSIL PWN SCM 18 12 ATA -2012
14 Prateek Kumar 5 SIL Pune HR 63 29 HC
5 SIL Khandsa Finance 37 HC
15 Pankaj Sonawane 6 Sujan Khandsa EA 41 98 AMP - batch 11
6 Sujan Chakan Finance 49 ATA - 2012
16 Priyam Bhargava Chakan APPL. Engg 76 ATA - 2012
17 Vikash Jain 7 MFSIL Delhi Finance 98 26
18 Swati Gangwani 41 Hired from IIM C
19 Poonam Bhalla 7 AAL Serai RM 32 8
5 AIP Customer 54 ATA - 2011
20 Sahil Gupta 6 GIL Khandsa 41 33 HC
6 GIL Centre 47 AMP - batch 12
21 Pankaj Mathuria Delhi HR 30
22 Abhinay Gupta 6 GIL Nasik 95 10 Anand Scholar (NITIE)
23 Lalit K Reddy Chakan Finance 27
24 Satinder Pal Singh 5 GIL HR 89 19 AMP - batch 12; Anand
25 Rakesh Kumar 7 AIP Chakan 52 62 Scholar (MDI)
26 Ashish Modi 5 GIL Strategic 72 75 HC
6 GIL Khandsa Sourcing 37 HC
27 Lalit Kureel 5 MFSIL 32 42 Mechatronics - Co. GET
6 MFSIL Production 26
28 Ankit Saxena 24 AMP - batch 11
29 Shital Mane 7 SIL Khandsa TSG 42 30
30 Deepesh Monga Nasik Finance 5 HC
6 SIL Hosur 42
31 Deepak Dandotiya PWN R&D 39 Anand Scholar (NITIE)
6 SIL Production 16 ATA - 2009 & deputation
Khandsa Process Engg to JV partner
6 SIL Khandsa 87 ATA - 2009 & Anand
SCM Scholar (NITIE)
6 MFSIL 36 AMP - batch 11
Chakan BD ATA - 2009 & deputation
to JV partner
Chakan Strategic
Chakan Sourcing R2I
Pantnagar
HR

ME

Khandsa Finance

Snapshots OPQ

Background Screening and Verification is out-sourced to professional
resource AuthBridge so that there is not the slightest chance that the
right pick is never the wrong in the very first place.

This ensures that ANAND Automotive makes right choices in interest of
its employees, the surroundings and within legalities.

GPTW CULTURE AUDIT REPORT 2017

2.WELCOMING

WELCOMING ‘

‘ In what ways do you welcome new employees into your company?
When employees bond with each other and get along at the workplace, it is positive and
productive.
At ANAND Group we believe that business is 90% people and hence at the time of new
joining in ANAND Automotive Private Limited we try to make employees feel welcomed
from Day 1 itself and make them feel at home at work. The employee is welcomed with a
small pack of goodies called the ’Welcome Kit’ which includes the things which an
employee would require like handbook on all group companies, basic stationery, ANAND
Code of Conduct booklet, KPMG Ethics Helpline card etc. (Employee Joining & Induction
SOP Slide 22 Support)

First day at work usually revolves around ensuring that all joining formalities are
completed and extending assistance to the employee to help them adjust to the new
culture and job role following a structured Induction plan ( SOP Guidelines enclosed) for all
employees. ANAND Automotive HRs go one step forward by ensuring accommodation
guest house and company car facility is provided initially *to outstation candidates. This
facility is offered to our employees in Gurgaon at ANAND Farm and at Parwanoo presently.

This happens on the basis of a regular hire or campus recruitment.

Induction for Staff: The staff induction programme is called the ‘New Employee Orientation’ which starts with a
brief ‘ANAND Video’ followed by detailed ‘ANAND Corporate Presentation’ sharing about all group companies –
their products and nature of business as this is important for our employee to be aware about all group
companies as mostly their role revolves around playing a consultant to the Group Companies.

The appointment of a new person on the rolls of any Unit of ANAND Automotive starts with his or her
Induction into a new system of business enterprise with its own “philosophy”, “values” and “norms” to which
the new person must get familiarized with as being an employee of ANAND Automotive Private Limited.

The HR processes and policies are covered in two parts here, Part 1 includes all the essential things which an
employee requires to know during the course of employment like claiming reimbursements, compensation
structure, leave and attendance rules, PMS process etc, and Part 2 includes sharing of all corporate HR
initiatives like various leadership developments initiatives, personnel manual etc. in ANAND. Shop floor Visits &
Group Companies' Induction: The shop floor visits to Group Cos are facilitated and coordinated depending on
the job role of the New Joiner in further closely coordination with the Head of Department to enable the new
employee assimilate his/her role better.

Customary Welcome Mail for Mr Vivek Tiwari (After Sales)

Structured Induction Plan for Campus Hires ensures proper handholding of the young campus hires. Certain
classified Induction programmes are:

• Graduate Engineer Trainee (GET) Induction Programme: designed for freshly recruited engineering graduates
and includes a right mix of shop floor trainings (production) & cross functional training. The GET Probation period is
one year after which they are confirmed as Senior Engineer.

• Management Trainee - M.Tech (MT) Induction Programme: is designed for freshly recruited engineering
students holding a post-graduate degree. The M. Tech probation period is one year after which they are confirmed
as Assistant Manager.

• Management Trainee - MBA (MT) Induction Programme: is designed for campus recruits from business schools.
MTs do not have any relevant prior work experience. MT probation period is one year after which they are
confirmed as Assistant Manager.

• Management Trainee - CA (MT) Induction Programme: is designed for campus recruits from ICAI.MT probation
period is one year after which they are confirmed as Assistant Manager.

• Young Professionals (YP) Induction Programme: is designed for campus recruits from business schools who
have two or more years of prior experience. ( Further Details “ INDUCTION MANUAL” and “ATA INDUCTION
MANUAL” enclosed)

Various training programmes like corporate skills orientation, technical training and senior management induction
are arranged so that young talent gets acquainted to ANAND culture in addition to our pre joining activities “ATACK”
and “DIMAG”

Management Trainee - M.Tech (MT) Induction Process

MTech Induction (Flow Chart) Personalized Message to Parents
(MTech Induction Sample)

•Contest Start Date: 3rd June 2014; End Date: 13th
June 2014
•The picture (collage) which you create must truly
represent your personality
•In the picture you may include details about your
interests, hobbies, role model, things which you like
the most, things which you hate the most, favorite
quotes, favorite books or movies or games
•In the description of your picture it is mandatory that
you mention the following:
“I am joining ANAND Automotive as a Graduate
Engineer Trainee. I am posting this picture as part of
ANAND Talent Acquisition Contenders for Kingship
(ATACK) contest 2014”.
In addition to this you are free to add your own
description of the picture
•Campaign in Facebook to make sure you get
maximum number of likes for your picture.

ATACK



Appreciation and Warmth reciprocated by the encharmed ATACK 3
parents, the way ANAND makes their wards feel welcomed

Details about the Quiz
•General

•It is mandatory for all ATAs to take part in this competition
•There will be a quiz spanning 15 minutes and 15 questions
•Date and time
•Quiz will be held on June 25,2015 at 3:15 PM
•Topics for the quiz
•Cars, Automobile industry, ANAND Automotive
•How to take part in the quiz?
•Questions will be distributed through a Google form at 3.15 pm (on the day of quiz) the link for the quiz will be shared on your
personal email ids as well as the ANAND ATAs 2015 Facebook Group
•Participants can submit their response till 3.30 pm.
•Rules and Regulations
•Google form submitted after the stipulated time (i.e. 3.30 pm) will be disqualified
•Multiple entries are not allowed. In case of multiple entries only the first entry will be used for scoring purpose
•How winners will be selected?
•Winners will be selected based on the total number of correct answers.
•There won’t be any negative marking.
•In case of tie winners will be selected based on the time of submission (the early birds will have advantage)

ATA Induction Training Dates “announced”

ATA Induction Information Mail Sample

INDUCTION ROUTE FOR A LATERAL RECRUIT

INDUCTION ROUTE FOR A LATERAL RECRUIT

GPTW CULTURE AUDIT REPORT 2017

3. INSPIRING

INSPIRING

Employees learn and understand how their job has meaning for the organization
and for society, beyond earning a salary and making a profit for the business.

ANAND Automotive being the corporate entity plays an important role in
demonstrating the ANAND way values, Hence the values of ANAND Way are
lived through by various corporate initiatives in action and practice.
There are multiple forums where the top management of ANAND Automotive
addresses the employees to inspire them.

ANAND Blog –Senior Management shares their thoughts on various subjects
which revolve around our employees but it does not have to be necessarily work
related. In general, it establishes guidance and support to employees.
Coaching/Mentoring – ANAND Employees have the opportunity of seeking
guidance from senior most Group employees as and when required, enabling
them to gain through the wisdom and experience of seniors. In AAPL , present
enrolment ( DATA AWAITED)

Interactions We have a newsletter publication from our Corporate INTERACTIONS
Communications department which celebrates achievements of everyone from Reflections
the Group. This acts as a rich source of inspiration to seek knowledge from within.

Lighthouse – is a publication that highlights success stories of spreading
Innovation as a corporate initiative (copy enclosed)

Reflections - is a rare publication being driven by our Campus hires having
inspiring themes like campus to corporate or “ANAND @ ANAND Celebrating
Anything and Everything”. Every year young talent is hired into our corporate
entity from Campuses and they celebrate their youth through this edition.

Incentives-to augment employee engagement, commitment and loyalty , ANAND
has various provisions such as Long term Service Awards(Employees completing
10 and 25 years of service are given token of appreciation in lines with their
commitment, dedication and bond with the group),Children Marriage Awards,
Individual Outstanding Awards, Children Education Allowance Schemes to add up
to the motivation factors.

Our top Management makes it a point to not only inspire with words but Group CEO, Mr Deepak Kaul inaugurating
with Actions. With every milestone achieved, top management makes it a and addressing the HRMS
point to address all e.g. last year we successfully launched SAP and HRMS
in ANAND Automotive which could be called a strenuous process but the
top management made it a point to be part. ( Details “ CEO ADDRESSES
QUERIES” and

ANAND U Recognition Forum felicitates learning across Organizations and
Individuals. One to One Career Consultations available (career ladder,
integration of policies etc) keep the morale high in employees. Time to
time, the buck up and appreciation cards, tokens are bestowed on to boost
the morale and spirit e.g. the automation process successfully internalized
for GST made it all the more a reason for team celebration.
Open Channels of Communication for the dialogue between the
management and employees keep the surroundings transparent, air and
highly motivating. Last but not least, the well strategized policies designed
for the welfare and overall improvement in the aspirations of our people
candidly add up to the inspiration factors.

GPTW CULTURE AUDIT REPORT 2017

4. SPEAKING

SPEAKING ‘

‘ What are the distinctive ways in which management, especially senior management,
shares information – including disappointing or bad news – with employees?

“There is vitality, a life force, energy, a quickening that is translated through you into action, and because

there is only one of you in all time, this expression is unique. And if you block it, it will never exist through

any other medium and will be lost.” Thus, communication plays a pivotal role in ANAND charter and

provisions have been made essentially so that there is no communication gap between said and heard

amongst employees.

Forums such as CEO|Senior Speak, time to time conducted HR Meets ensure that expressions flow.

CEO Speak ▪ANAND Automotive Strategy
(Innovation)
During every ANAND Management Committee (AMC) meeting,
questions are collected from the employees in talent pool addressed ▪Venturing into Ecommerce
to the CEO. The questions vary over various domains and cover crucial

topics like current situation, future strategy, group growth, people
practices etc. And, these questions are addressed in the evening ▪People Practices (HR,ANAND U)

forum, with employees in senior management or in talent pool in ▪Corporate Social Responsibility
attendance. (Sample Presentations Attached) . Questions can vary

from various sectors and segments like INNOVATION,STRATEGY, etc

Senior Speak

In this initiative, ANAND U, the corporate University
of ANAND is initiating a ‘Senior Speak’ series across all
ANAND Hubs, wherein an external speaker of
eminent repute from any walk of life (corporate,
sports, social works, politics etc.) is invited to address
the Senior Management and employees in talent pool
in order to provide a platform to encourage cross-
breeding of different perspectives of life.

The format differs depending on the Speaker and the
topic and it may vary from a common address / talk to
the participants to an interview or a discussion or any
other that may be found suitable to the taste and
interests of the audience.

ANAND Connect (HRMS)

Communication forums for Campus Hires
The pool of employees hired from premium institutes every year are part of the ANAND Talent Acquisition
(ATA) batch. In first year of induction, various forums are provided to these young minds for interacting
with various leaders and subject matter experts across the ANAND Automotive. The ATA has three major
events in the first year of Induction:
ATA Induction is a 3 day programme where the top management and various central function heads
address the batch and talk about group’s vision, way forward and expectations from the employees.
During 3 day ATA Technical Training, various employees across the group companies who are subject
matter experts are called to talk on various topics like Innovation, Quality, ANAND Heijunka Production
System (AHPS), 5S etc. ATA Technical Training provides two way communication channel where the
experts share the best practices and norms and the ATA group gets an opportunity to ask questions;
clarify their doubts on various issues and challenges.
ATA Graduation: On the last day, the complete batch is hosted by the Group Chairperson where the batch
gets to present their achievements and leanings of one year, interact with the Chairperson and ask
relevant questions.

ANAND believes that we can always achieve EMPLOYEE TOWN HALLS
greater result through collaboration and team
cohesiveness

Town halls are occasionally organized for the employees where
the HR Head addresses the employees on various occasions.
The purpose can vary from communication the important
decisions post top management meetings or to address any
concern which applies to the larger population. The subjects
can be extensive. In fact, ANAND Automotive has arranged
various awareness sessions on matters holding importance at
that particular point in time. Last year a lot of focus was given
to Prevention of Sexual Harassment (POSH), the Group CEO,
CFO, HR Head took addressed employees on this sensitive
issue.

The hi tech launch was observed by top management, message from the Group CEO and CFO and the
LIVE demo of the system was followed by high tea. Employees benefitted through Pre and Post
Launch Training sessions which were conducted by the Core Project implementation team at different
group companies focusing on the employees’ role and services related training, the key idea of
ANAND, this programme has been successfully and widely accepted by the users and is being utilized
for managing key HR processes at Group companies.

Group Coach, Ex Group HR Head addresses the HRM

Time to time, ANAND Automotive comes up with highly LEADERSHIP CHANNEL
effective modes as this to channelize bond and purposefulness INTERFACE
within its employees.
Leadership Channel Interface
Leadership Channel
• ANAND U has launched its short video based leadership
solution programmes for Senior Executives that include
actionable and engaging short clips (Quick Talks), on-demand
training, and live events (up to 7 events annually) from the
huge collection of over 4,000 video assets featuring 750+ global
speakers (CEOs, Executives, World-renowned Business Experts
and Top Business Authors).
• Internally,there is provision for the monthly communication
meetings, LSIPs that are in turn addressed by the Senior
Management.

GPTW CULTURE AUDIT REPORT 2017

5.LISTENING

‘ LISTENING

‘What are the ways in which employees can ask questions, provide feedback, or
otherwise communicate with managers, especially senior managers?

“It's not at all hard to understand a person; it's only hard to listen without bias.”
Some of the listening posts established by the company are as follows:

Surveys: PMS (Performance Management System) is a time when employees share their
concern with the HOD.
HR tries to be always present during the appraisal meetings. ANAND Automotive conducts
PMS survey annually to ensure if employee has any grievance they raise it being part of an
anonymous survey. This anonymous end year 360 feedback is applicable to our senior
executives too as part of their respective PMS.

ICC, an internal complaints committee addresses any issues related to sexual harassment.
POSH at ANAND Automotive is for both males and females.
GPTW Employee Surveys: At ANAND Group, we have been participating in GPTW employee
surveys and cultural audits now since one decade in order to be the most preferred employer
through constant feedbacks from employees and developing counter strategies towards
offering best place to work to our employees.

At, ANAND Automotive we have a very open minded job culture. ANAND Code of Conduct Awareness
We represent the corporate office of an automotive group hence Collaterals driving point home
the environment is mostly like service organization. Also, with an
audience of 100+ employees a personal touch by supervisors is
possible so mostly hygiene related issues get sorted out then and
there itself.

The ANAND Code of Conduct has been clearly defined for all
employees to adhere to and with Ethics Committee and
Awareness drives time to time undertaken by the Group ensures
that two way listening forums exist for the employees.

The ANAND Code of Conduct

Ethics Committee has set up a helpline in partnership with KPMG to
report any unethical activity. The Committee ensures compliance of
code of conduct and code of independent investigation of the
complaints received is followed. Time to time conducted awareness
campaigns at ANAND ensure employees remember the Code of
conduct and know whom to approach in case there is any breach.

POSH Awareness Information placed at various points of
convenience throughout the organization