Training session
Our highly engaged workforce across locations helps us create value for our stakeholders. We create an atmosphere of trust, encourage open communication, set clear expectations and provide opportunities for professional growth.
Our improving employee engagement score and certification of being a “Great Place to Work” is an indication of our efforts to provide a safe, conducive, challenging and rewarding work environment.
Employee Engagement Score (%)
Turnover Per Employee (₹ crore)
Training Coverage (%)
* External Survey conducted
During the financial year under review, we successfully engaged 90% of our employees through need-based and development-oriented learning programmes to make them future-ready and engaged. We achieved 3.45 learning man-days and close to 560 employees have undergone various e-learning certification programmes to upgrade and upskill their knowledge and competency.
To keep our employees motivated and engaged, we ensure a fair appraisal system based on pre-decided goals and behavioural attributes (based on Tata Leadership Practices) annually basis.
Tata Leadership Practices evaluate the individual potential of every employee on aspects such as innovation management, business acumen, risk-taking abilities and customer focus.
The KRAs of every individual employee are set at the beginning of the year based on the Balanced Scorecard (BSC) approach. The achievement of these KRAs is reinforced through various monthly, quarterly, half-yearly and annual reviews conducted at all levels.
At Rallis, we foster the culture of progression by promoting and encouraging the movement of employees across different locations, functions and divisions and the mobility of employees within the Tata Group companies. To ensure the unhindered growth of our company, we identify successors based on various stages of their readiness to take on higher responsibilities.
Our Safety PerformanceTotal Recordable Injury Frequency Incident Rate (Per Million Manhours Worked) (Target <0.5)
Near Misses Reported
Safety and Disaster Prevention – Mock Drills Conducted
Behavioural Safety Observations
We use several formal and informal mechanisms to assess the engagement levels of our workforce. Our Employee Engagement Score remained high in FY 2022-23* at 80%, compared to FY 2020-21* overall score of 79%. This significant milestone depicts a strong and deep connection with the organisation. We have a structured method of analysing these scores and launching interventions in areas of improvement.
* Survey done through an external agency (undertaken alternate year) in the intervening year it is being conducted internally.
We aim to promote respect for human rights in everything we do at our workplace and include our value chain partners.
Our Business and Human Rights Policy underlines the Company’s commitment to respecting human rights as an important part of the values and ideals that guide and govern its conduct. The policy is aligned with the principles contained in the Universal Declaration of Human Rights, ILO Declaration on Fundamental Principles and Rights at Work and the United Nations Guiding Principles on Business and Human Rights and is consistent with the Tata Code of Conduct.
A governance structure is in place to oversee human rights commitments across all the rights holders of the business and to protect human rights from adverse impacts caused by the business. Further, it is our endeavour to set up a fair, transparent and consultative remediation framework to address adverse human rights impacts.
Natural Capital