ANAND GPTW Culture Audit v3 (Jan 8 , 2018)

INCLUDING ‘

‘Describe your company’s programs and/or policies intended to promote diversity and/or
inclusion. If available, please provide us with data showing how these programs have
changed your workplace demographics and diversity within management over time.

“Diversity: the art of thinking independently together ” and the top leadership and integrity is

driving diversity and flexibility in ANAND at all levels. The open minded and innovative style with
Inclusive Management style is what keeps the Group young at heart. There is an AES, ASB approved
Diversity Inclusion Policy in place that shall shortly come in full effect.

Group provides career enhancement and mobility opportunities for its employees,JV partners in key
management committees through Board meetings and official visits have an equal say in the
company HR strategy

Demography of Senior Leadership is evenly distributed for even leadership

Participation along with Spouses, Families at various official and engagement events such as
Retreats, Hub events, Plant family day brings in sense of belonging and gain in insight while
Inclusion at different Senior leadership forums such as ASB (Personal Committee, Operations
Committee), AEC, AMC - where HR has an opportunity to contribute to align with Business Strategy.

Monthly Dashboard circulation to Business Heads/ COO and Function heads deliver well regulated
monitoring of the processes and engaged top leadership

GPTW CULTURE AUDIT REPORT 2017

13.CELEBRATING

CELEBRATING ‘

‘How do you encourage fun and camaraderie among your employees? Please include
the ways in which your company celebrates team and/or organizational successes.

If you want people to do something new, you have to make it rewarding for them creatively
and financially; life is the art of celebration. At ANAND Automotive, we celebrate our
achievements and endeavors together as a team.
From the splashes of colorful Holi to the lamp lit festival Diwali , at ANAND Automotive we
mark all key religious and national festivals.
Occasional mile-stone celebrations add up to the charm and glitter of the team spirit like we
did when GST implementation happened. Women’s Day, Friendship Days are few of the
many celebrated events at ANAND. Few of the enthusiastic employees actively participate
in the planning of the celebrations in close co-ordination with the HRs, thus the décor,
theme and the festivities bear their signature element.

It is a standard HR practice to encourage minimum one fun hour a month for ANAND
employees and that usually means innovation and full blast celebrations.

Team having a gala time on the occasion of Christmas

Team having a gala time on the occasion of Christmas

HRMS after launch party celebrations: Team that
celebrates together, lives together

Party Time: Post HRMS launch ‘Fun at Work’ Hour

Commemorating Womanhood on Women’s Day

Happy B’day Cheer!

Happy B’day Cheer!

Fun Hour Activity – We too!

‘Fun Hour’ at Work - This Works Fine for Us! Looking Good ..Ehmm…!

‘Fun Hour’ at Work –CEO Mr Chopra joins the team

Mrs Garima Gupta-Our VP Corp Communications B’day Treat

GPTW CULTURE AUDIT REPORT 2017

14.REWARDING

‘ REWARDING

‘How does your company’s approach to total compensation promote a sense of fairness
within the company? In answering this question we would find it useful to learn about profit-
sharing and/or bonus programmes, employee ownership or gain-sharing programmes, etc.
We are especially interested in how your total compensation compares with other firms
within your industry or geographic community (citing sources, if available).

(a) ANAND values the contribution of its
employees towards its gross
achievements and brings in focus the
various policies, strategies committed to
their welfare widely meeting Mercer
Benchmarking criterion.

Anand Automotive

People Practices Quality of Work Innovation

Team Individual Individual Team Individual

Best in Nurturing Best Debutante Best Customer Best Project Best Out of Box
Talent Orientation Implementation Thinker

Best Solid Citizen Best in Delivering
Results

(b) The R&R Initiatives at ANAND Automotive recognize the talent and spark in its people during annual LSIP’s

EXAMPLES:
c) Employee Welfare Policies
• Medical Facilities
The Group ensures maximum benefit of the governmental health schemes (like ESI) for its employees wherever such a
scheme is under operation, In the case of employees who cannot get the coverage of such a scheme, the Group
provides alternate measures to help them in maintaining proper physical fitness.

• Medical Reimbursement
Employees in Level 0 and Senior Engineers in Level 1 are paid medical allowance on a monthly basis as part of their
salary.
Employees in Level 1 (Asst. Managers) and above are entitled to medical reimbursement in accordance with their
entitlement, provided that:
•medical expenses will be reimbursed on actuals upto the authorized amount
•medical entitlement may be accumulated up to three accounting years
•medical reimbursement more than Rs 15,000/- per annum (excluding any hospitalization charges in approved
hospitals) is taxable
•for payment of medical expenses more than entitlement, approval of the COO will have to be obtained

• Medical Check ups
Executives in Level 3 and above must get their annual medical check-up done once a year. For this
purpose Hub Leaders/Companies must identify one or two suitable medical centres and negotiate fees
within the limits laid down.
Authorization for medical check-up for Managers in Level 3 and above will be for both self and spouse.

• Medical Insurance
All employees not covered under the ESI scheme are covered under the Mediclaim scheme. The
benefit of this medical provision is allowed to an employee immediately upon joining or on being
promoted to the permissible grade and the entitlement.

Children Education Scholarship
The Group encourages its employees to provide best possible education to their children so that they are
able to fulfill their onerous parental duty of helping them to become good and responsible citizens of
tomorrow and prepare them for a successful profession of their choice.

Day Scholars Children Education Scholarship (CES) is permissible to children of employees in Level 1 and
above for maximum of two children, upto the amount as may be decided by management from time to
time. To be eligible, a child should have completed at least 3 years of age and should not be over 21 years
as on the date of beginning of the academic year. The scholarship will be payable by cheque favoring the
child on non-recoverable basis only and the employee shall have no right of action, claim or demand
whatsoever against the company.
Boarders CES for boarding scholars is granted to the children of employees in Level 1 (Asst Manager only)
and above only for maximum of two children.

Education Abroad
CES for study abroad is applicable only for children of employees in Level 3 & above. To be eligible for this,
employee should have minimum 10 years of service in the Group.

Housing
The objective of Housing policy is to extend help to employees on transfer and new joinees who are
notable to and qualify for suitable accommodation. In its scope:

Employees upto Level 2 shall be entitled to House Rent Allowance (HRA) in accordance with the
Compensation Structure in vogue. Company-owned accommodation can be provided if the same is
available.
Employees in Level 3 and above shall be entitled to HRA / rent-free accommodation either through
company lease or on personal lease. The accommodation will be within the rental limit and shall be
arranged by the individual concerned. Company lease option will only be resorted to by prior approval
by COO/President.
Occupation of a house owned by self /spouse/close relative or HUF shall be considered as on personal
lease.
Rent will cover only basic premises and not facilities like sewerage, water, electricity, house tax, security,
amenities, etc. For Company/personal leased accommodation, brokerage fee upto one month’s rent
may be permitted with the prior approval of the COO. The facility is available for personnel in Level 2
and above. House Furnishing scheme has been discontinued w.e.f January 2013.

Loans
Provides employees with financial support in forms of Loans to meet some immediate personal needs.

Personal Loan For all Levels - Three months basic salary (current drawn) of the employee at an interest
rate of 2%per annum.

Appliances’ loan-for employees in Level 2 – Maximum limit is Rs xxxx/- at an interest rate of 2% per annum
and for employees in Level 3 and above – Maximum limit is Rs xxxx/- at an interest rate of 2% per annum is
pre defined.

Dress Code
Dress Code ensures a professional image safety and equality at workplace

A smartly turned up employee represents the group’s beliefs and philosophy for uniformity, there is an
allowance towards the same.

Cash Reward for Employee’s Children’s marriage is applicable to all employees Cash Reward Incentives
and full time retainers on ANAND or respective group Company’s Payroll /
contractual employees, across all locations of the Group on the following criterion:

•Employees who have had continuous service tenure of 15 or more years, within
the Group would be granted with a Special reward on their children’s marriage
while the amount of the reward is capped as per the employee level in the
organization.

•Liability of tax on the reward money is to be borne by employee.

•Reward amount for employees designated as AMC members, President Level and
above employees would be decided by Group CEO and Chairperson on case to
case basis.

•Employees can get benefit of this policy for a maximum of two children.

•Reward to retainers on their children marriage would be as per their applicable
Managerial grade.

GPTW CULTURE AUDIT REPORT 2017

15.CONTRIBUTING

‘CONTRIBUTING

‘Please detail any programs that you have to encourage employees to volunteer in
their community.

As the saying goes that success is knowing that your contribution is what helps the collective,
Integrity Is embedded in the HR function at ANAND. Transformation and values are cultures
mostly. ANAND believes in human goodness and purity of its actions to be free of expectations
thus. ANAND is an accountable organization committed to the values and ethical practices in
business and our clients, partner associates, employees rely on its honor codes. As we grow and
expand, our commitments to community and environment deepen. It is evident with the
increasing footprint of our Group in terms of the number of companies and business size, it
becomes imperative that good governance practices be institutionalized. Thus, ANAND Code of
Conduct is a step in that direction applicable to all employees of ANAND Group

•Respecting the Law of Land

•Maintaining Financial Reporting and Records

•Protecting Company Assets

•Avoiding Gifts and Donations

•Adhering to Ethical Conduct

•No Concurrent Employment

•Avoiding Conflict of Interest

•Maintaining Confidentiality of Information and Data / Insider trading

•Being an Equal Opportunity Employee

•Patronizing Anti-harassment Policies

•Giving back to Society through Community Service Avoiding Gifts and Donations Awareness Campaign
•Use of the ANAND Brand in right light

•Reporting of concerns in accordance with the accepted accounting and

financial reporting standards

The CSR wing of ANAND, the SNS Foundation has led the industry in a number of social initiatives over the
years spanning health, education, women empowerment, sustainable livelihood and life enrichment
programs. The vision of the Foundation is a development process that creates a socially just and
equitable, economically progressive, and environmentally sustainable society through the welfare
projects it undertakes.

Few of its initiatives where the ANAND Automotives’ employees actively contribute to are:
•Skills enhancement and vocational training to over 15000 young people in 6 States thus creating
employability for over 25000 youth in variety of trades with organizations like the ‘Aide et Action
International’ and the ‘American India Foundation’
•Transformed lives of over 25000 migrant workers through the ‘Life Enrichment Program’
•Mobilized over 4000 tribal women into self employment initiatives in Rural Nashik
•Conducted Girl Child and HIV/AIDS awareness campaigns in 7 states

GPTW CULTURE AUDIT REPORT 2017

16.PERFORMANCE
MANAGEMENT

PERFORMANCE MANAGEMENT

‘In what ways does your Organization manage employee performance? (Set goals,
review performance, performance evaluation and coaching and feedback).Does the
organization follow a rationalization process based on bell curve? Is salary correction a
part of the PMS process or does the company have another set process for salary
correction? Kindly elaborate.

“The nutshell version is that you need to think about the employee mindsets, behaviors,
knowledge, and expertise that are potentially linked to the performance outcomes of interest.” At
ANAND we work towards the goals, systematically planned and clearly defined.

a)Performance Management System (PMS) process is in use at ANAND to appraise and recognize its
personnel while providing direction to achieve organizational goals. The fundamental goal of PMS is to
promote and improve employee performance effectiveness through feedback. It charters Objective
evaluation of achievement of targets so far. It is a continuous process where managers and employees
work together to plan, monitor and review an employee's work objectives or goals and his or her overall
contribution to the organization and helps to develop employee capability for greater responsibility and
to verify need for job rotation/training.

Performance Review Portal Snapshot

b) Performance Reviews
Acts as watch on Performance Management System (Annual and Mid
Year) through sensitization of all employees on responsibilities per the roles
and employees’ performance feedback at ANAND Automotive. We believe
that an enlightened employee is an asset and at the same time there has to
be a spark of integrity, good leadership, traits of responsibility and above all
professional attributes displayed by him that must well be taken in
consideration before the Group keys on his/her further development .It as
well helps in changing/ amending KRAs of employees undergoing role
change or being deployed with additional responsibility due to functional
restructuring.

ANAND Corporate Headquarters
1, Sri Aurobindo Marg, Hauz Khas,

New Delhi - 110016, India
Tel: +91-11-26564542, 26564666 (Board)

Fax: 91-11-26866040
Email: [email protected]

www.anandgroupindia.com