Employees
Uno Minda’s approach for employees
Capital Impacted:
Social & Relationship Capital
Human Capital
SDG Impacted:
We endeavor to establish a welcoming and safe atmosphere through by providing chances for growth, promoting safety and health at work, encouraging diversity, and contributing to employee well-being.
At Uno Minda, we firmly believe that our employees are one of our most valuable assets. We recognize that their skills, knowledge, and dedication drive our success. We are committed to fostering a work environment that values and supports our employees’ growth, well-being, and professional development. By prioritising their needs, providing opportunities for advancement, and promoting a positive work culture, we empower our employees to excel in their roles. We understand that investing in our employees ultimately benefits both them and the overall success of our organisation. Together, we strive to create a collaborative and fulfilling workplace where everyone can thrive and contribute to our shared achievements.
Employee Wellbeing
Employee wellbeing is a critical aspect of creating a healthy and thriving work environment. Prioritising employee wellbeing demonstrates a company’s commitment to the physical, mental, and emotional health of its workforce. By fostering a supportive culture and providing resources, organisations can enhance employee satisfaction, engagement, and productivity. Promoting work-life balance, offering wellness programmes, encouraging open communication, and providing opportunities for personal and professional growth are essential elements in prioritising employee wellbeing. By investing in the wellbeing of their employees, organisations can cultivate a positive and fulfilling work environment where individuals can thrive and contribute their best.
We have implemented a number of policies and schemes to ensure the well-being of our employees. The undermentioned benefits and guidelines are applicable for all permanent employees
Employee Survey for Better Engagement
Our commitment is to cultivate a ‘listen to act’ culture throughout our organisation. We firmly believe that continuous employee engagement is essential for an effective and responsive employee management system. In line with this philosophy, we employ various initiatives to foster employee engagement, including regular town halls and other engagement platforms.
One significant way we engage with our employees is through an annual survey. This survey serves as an opportunity for employees to share their feedback and opinions regarding their work satisfaction, opportunities for growth, and any general concerns they may have. By conducting this survey, we aim to identify areas of improvement and address employee needs effectively.
Strengths Noted by the Survey
- Uno Minda Group is rated as an excellent environment to work
- Management has an unambiguous view of purpose and future of business
- Management is leading the business to a prosperous future for employees
- The Company offers an appropriate work-life balance
In the future, Uno Minda Group wants to:
- Strengthen transparent interaction pathways amongst employees and management
- Focus on a culture of inclusion and reduction in unintentional bias
- Strengthen programmes about caring and empathy in the society via CSR; and
- Nurture and develop on employee organisation network.
Key outcomes of Survey
4.19/5 (83%)
Employee Engagement Score
88 %
Employees feel satisfied to work at Uno Minda
87 %
Feel that UM group offers work life balance
To measure the results of the survey, we utilize our culture and trust index, which quantitatively evaluates the feedback received. This index helps us assess the overall employee sentiment and identify trends or patterns that require attention. By leveraging this data-driven approach, we can develop targeted strategies to enhance employee satisfaction and well-being.
Additionally, we provide employees with access to an ethics helpline. This helpline serves as a confidential platform for employees to raise any concerns, ethical dilemmas, or grievances they may encounter. We value open communication and encourage employees to utilize this resource to ensure a safe and ethical work environment.
By fostering continuous employee engagement, actively listening to employee feedback, and implementing necessary actions, we aim to create an environment where employees feel heard, valued, and empowered to contribute their best. We firmly believe that this approach leads to a more productive and fulfilling work experience for our employees and ultimately contributes to the overall success of our organization.
Uno Minda Employee Wellness Programme
Employee health and well-being has always remained the top most priority of Uno Minda.. We focus on building a culture of holistic well-being including physical, emotional, financial, social and professional
Uno Minda Energize
Under our program named Uno Minda Energise, we are conducting a number of webinars on mindfulness, yoga, emotional intelligence, mental health, eye health, financial planning and more. UNO Minda Energise brings the right dose of everything that can help employees sustain, grow and manage their health and harmony of life.
Uno Minda Tele OPD
The goal of this plan is to give healthcare services to employees over the age of 45. A specialised helpline number, available 24/7, addresses all medical questions and refers patients to specialists as needed. It also includes a one-year healthcare plan for chronic diseases, as well as regular reminders for follow-up appointments.
Uno Minda FIT
An online programme that offers employees exceptional discounts on the purchase of medicines, lab tests, over-the-counter drugs, and food supplements. Monthly wellness webinar sessions are also facilitated by specialists under this scheme.
The Company is organising several medical and healthcare services through organising Health Talks for employees, in partnership with Round Glass Living, a holistic well-being app. .For addressing major non-work-related health risks, we have tie-up with the nearby hospitals with special discounts to the Employee and their family members.
Over the years, Uno Minda has created a great place to work for all our employees by excelling on the 5 dimensions of a high-trust, high-performance culture – Credibility, Respect, Fairness, Pride and Camaraderie. We are now also certified Great Place to Work 2023 by Great Place to Work Institute India. We are featured on the Wall of Fame of the Great Place to Work Institute amongst the top 30 Best Workplaces in manufacturing companies in India. We have also been awarded Economic Times Human Capital Award for Excellence in HR Digital Transformation.
(In Numbers)
| Employees | FY 2022-23 | FY 2021-22 | FY 2020-21 | |||
|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | |
| Permanent Workforce | ||||||
| Management | 695 | 15 | 644 | 12 | 531 | 10 |
| Other Employees (Non-Management Staff) | 3,835 | 266 | 3,441 | 215 | 2,877 | 203 |
| Permanent workmen | 7,714 | 1153 | 8,299 | 1046 | 6,498 | 1,105 |
| Total Permanent Employees | 12,244 | 1,434 | 12,384 | 1273 | 9,906 | 13,18 |
| Temporary Workforce | ||||||
| Contract Workers | 8,583 | 1,858 | 8,117 | 1,640 | 7,936 | 1,588 |
| Others (Interns, apprentices) | 3,805 | 1,357 | 2,345 | 985 | 2,668 | 963 |
| Total Temporary Employees | 12,388 | 3,215 | 10,462 | 2,625 | 10,604 | 2,551 |
| Total Employees | 24,632 | 4,649 | 22,846 | 3,898 | 20,510 | 3,869 |
Talent Attraction and Retention
Talent attraction and retention are critical factors for the success and growth of any organisation. At Uno Minda , we understand the importance of attracting top talent and creating an environment that nurtures and retains our best employees.
To attract talented individuals, we focus on showcasing our unique company culture, growth opportunities, and competitive compensation packages. We strive to create an inclusive and diverse workplace where individuals can thrive, contribute their skills, and be recognised for their accomplishments. This includes, both campuses and lateral hiring programmes. At Uno Minda, our employees are rewarded and promoted timely. We also plan to build a comprehensive and suitable positive employee experience.
Retaining talent is equally important, and we prioritise employee satisfaction and engagement. We offer ongoing learning and development programmes, mentorship opportunities, and a supportive work environment that encourages collaboration and innovation. Through this, we aim to foster loyalty, job satisfaction, and long-term commitment.
We are also working on developing a structured performance improvement plan (PIP) policy that will outline our commitment to fostering a performance-driven culture. 100% of employees and workers received the regular performance and career development reviews during the reporting period. We launched spot recognition programmes as Uno Minda Bravo to acknowledge and appreciate an employee’s effort. The programmes is aimed to not only offer timely rewards and recognition but also to build appreciation as a natural part of the Company’s culture.
(In Numbers)
| Category | Parameter | FY 2022-23 | FY 2021-22 | FY 2020-21 | |
|---|---|---|---|---|---|
| Total number of new employee hires | Gender | Male | 3,252 | 3,438 | 1,565 |
| Female | 499 | 247 | 234 | ||
| Age Group | Below 30 years | 2,937 | 3,103 | 1,498 | |
| 30 to 50 years (including 30 and 50) | 790 | 576 | 294 | ||
| More than 50 years | 13 | 6 | 7 | ||
| Employee turnover | Gender | Male | 2,089 | 1,007 | 845 |
| Female | 242 | 218 | 271 | ||
| Age Group | Below 30 years | 1,642 | 784 | 687 | |
| 30 to 50 years (including 30 and 50) | 679 | 433 | 419 | ||
| More than 50 years | 5 | 8 | 8 |
HR Roadmap 2.0
To further strengthen our people practices, Uno Minda HR Team partnered with BIG 4 consulting firms to relook at our HR Strategy and Re-imagine the HR Roadmap, to design a Future Ready People Function. As part of this HR Roadmap 2.0, we have planned to roll out renewed initiatives with an intent to positively impact the employee journey at Uno Minda. These initiatives revolve around health and wellness of employees, learning and development, mentoring and coaching, building an appreciation culture, flexible work hours arrangement. The aim is to transform the Uno Minda employee value proposition. Some of these initiatives have already been implemented while others will be rolled out periodically over the course of next 2 years across the entire HR lifecycle.
Diversity and Equal Opportunity
Developing an inclusive workforce is critical to fostering an environment of creativity and empowerment. We appreciate the importance of providing a fair and equitable work environment for all employees, regardless of gender, race, ethnicity, sexual orientation, age, or differently abled. To that end, we make a determined effort to create a diverse and inclusive workforce.
Several programmes are in place, including a goal of raising the ratio of female employees in leadership positions. . Efforts are in place to assist us in creating an inclusive and respectful atmosphere for all employees, allowing us to realise our full potential.
Uno Minda Group provides an equal opportunity platform for all its employees and qualified applicants for employment without regard to their race, caste, religion, colour, ancestry, marital status, gender, sexual orientation, age, nationality, ethnic origin or disability. Our Human resource policies comply with all local labour laws, while encouraging the adoption of global best practices. Employees are treated with dignity and maintain a work environment free of all forms of harassment, whether physical, sexual, verbal or psychological.
In our operations, we take strict efforts to prevent child labour, forced/compulsory labour, and sexual harassment. Sexual harassment at the work-place or other than work place, if involving an employee or employees is a grave offence and is therefore, punishable. Our Prevention of Sexual Harassment (POSH) policy applies to all employees and is publicly available. We have also established a specialised Internal Complaints Committee (ICC) at each location to address sexual harassment concerns.
Training and Development
We are committed to providing our employees with the necessary tools and opportunities to excel, grow, and reach their full potential. By investing in training and development, we not only enhance the capabilities of our employees but also drive organisational success. We recognise that a skilled and empowered workforce is crucial for meeting the challenges of a dynamic business landscape and achieving our strategic goals.
We believe in developing and nurturing our employees. We aim to do this through our in-house platform ‘The Learning Hub’, which is key part of comprehensive learning and development framework. We believe in developing and nurturing our employees. Training need identification for employees is done through Performance Appraisals & Skill Mapping. Anyone who joins the organisation has to undergo an exhaustive Induction Programme at Uno Minda's dedicated Centralised Training Centre called ‘Pathshala’. The programme focusses on Organisation Values, Culture, Systems and Practices. Employees are certified on completion of successful induction. We have also developed a culture training programme named Uno Minda Way which is required to be mandatorily attended by every employee. Our talent pool is also subject to periodic job rotation programmes to infuse versatility into their skill set.
Our learning system is built on three pillars: high-potential leadership development, training and learning for strong citizens, and functional trainings. We create a learning calendar for each employee that includes trainings from these categories based on feedback from supervisors and performance reviews. Employees recognised based on performance criteria and listed in these programmes are offered specific trainings within the high potential leadership development pillar, which is classed according to the organisation’s hierarchical structure.
Associate to Staff Policy
Development programmes for group leaders in the associate category.
FTM
(First Time Managers) To create a robust talent pipeline of Managers by helping Level VI employees have a smooth transition from the role of an individual contributor to the role of a Manager of others
ASCEND
To identify and nurture leadership potential and develop future leaders for managerial positions across the organisation through a structured development intervention.
TRANSFOR-M
To create a robust talent pipeline of function/sub-function heads by imparting learning and developmental opportunities to enhance business knowledge, leadership skills and growth mind-set
D-GEMS
Development programme for campus trainees
M- LEAP
To develop future leaders and a succession pipeline of Business/group function heads.
SETU
(Systematic execution of training to upgrade) Level IV to VI employees
We strongly believe that hardworking employees should be rewarded and acknowledged for their contributions to the Company, for this we use a fair Performance Management System (PMS) that offers our employees proper credit for their work.
We make sure that we rotate them intra-functionally, inter-functionally, and within the business to provide them with experience and knowledge of different functions/ businesses. We provide them with opportunities to work in new areas and domains so that they can continuously gain new skills. We genuinely believe that there should always be something new for them to learn.
There are other ways to inspire employees than financial incentives. An Individual’s basic need in an organisation is to constantly upskill, and become more relevant and recognised. The enthusiasm of the employee can further be enhanced by a fair acknowledgement of their effort, compliments for a job well done, and granting access to new opportunities within the organisation. We have also developed an structured associate development programme that identifies high-potential associates and encourages their advancement to become staff members, minimising the emphasis on lateral hiring. In FY 2022-23, 71 associates and in FY 2021-22, 80 associates were promoted to staff level positions.
Training and development programme for ‘Solid Citizens’ employees are identified through their bi-annual performance appraisal process. Reporting managers evaluate these employees' training needs and recommend two programmes from competence frameworks built in accordance with the hierarchical structure of the organisation. During the recommendation process, employees are also consulted.
A single point of contact (SPOC) has been developed for each department or function, who analyses personnel on skills and employs subject matter experts to give skill training pertinent to their unique department. In accordance with the stated competency frameworks, we have developed 50 e-learning modules. We have also developed relationships with universities to provide specialised training and offer to partially fund our employees' higher education.
Training and Development
Being a progressive organisation, Uno Minda always has a sharp focus on developing it’s employees holistically. We cover all the blue collar to white collar employee with the utmost importance. A strong learning ecology comprising of a library, e-Learning courses, VILT, classroom trainings, CFT, improvement projects, KAISEN projects, benchmarking and on-the-job-training provides ample learning and developmental opportunities. We do have a strong ‘Reward and Recognition’ around learning and developed, where learning participants, learning enablers and learning drivers are recognised on organisational level.
Around all the functional training needs, 66% of them belong to technical training, with help of internal trainers and best training partners like ‘Maruti Centre of Excellence’ and ACMA-COE these needs are fulfilled.
All the 6 Functions (Money, Material, Manpower, Marketing, Manufacturing, IT & E&T) have identified core technical skills with definite gaps analysed. These gaps are filled by more than 200 training sessions delivered by 100+ SMES
With level wise competency framework around behavioural competencies available, a rich e-Learning library caters to the need of behavioural training need, collected at the beginning of the year. Every year more than 20K lives are touched on behavioural and culture building training needs.
After scanning the changing external business environment and the kind of technological changes envisaged, we train people on the shopfloor in line with the future skills required by Uno Minda on the time horizon of coming 3-5 years.
Occupational Health and Safety
We are committed to providing a safe work environment for our employees and other stakeholders. We understand that a safe and healthy work environment is crucial for the well-being and productivity of its employees.
We have implemented a comprehensive occupational health and safety programme that encompasses various aspects of workplace safety. This programme includes regular training sessions to educate employees about potential hazards and the necessary precautions to prevent accidents. By promoting a culture of safety, Uno Minda aims to create awareness and empower its workforce to take responsibility for their own well-being and the safety of their colleagues.
The Company has established an EHS policy and OHS management system under which regular review of HIRA, capturing unsafe acts/unsafe conditions/near misses have been ensured which are reviewed in monthly EHS committee meeting by the senior management. Participation of employees/workers is mandatory in EHS committee meeting. Apart from that an EHS survey is conducted on annual basis to capture the employees voice voices, if any. The Company also ensures conducting regular health check-up of employees as per applicable legal requirement. Apart from that regular safety audit has been conducted by EHS team at defined frequency.
A robust safety management system that adheres to national and international standards has been implemented. This system ensures that all safety protocols and regulations are followed throughout the organisation. Majority of our facilities re certified for requirements under ISO:45001 (Occupational Health and Safety System). Periodic safety risk assessments and audits are carried out at our plants for hazard identification and risk analysis.
As a governance measure, monthly EHS committee meetings are conducted to review the performance of each plant and devise corrective actions. To foster a safer working environment, safety training is imparted to all employees on a regular basis. The Company has established an EHS policy and EHS management system under which regular review of HIRA, EHS training at regular intervals, Fire Drill & Mock Drill, Safety Audits, capturing of unsafe act/condition/near misses with the involvement of plant employees as per defined EHS strategy and EHS management system is carried out.
Our Environment, Occupational Health & Safety (EHS) Policy
As a responsible corporate citizen,Uno Minda Group is committed to continual improvement of our environment, occupational health and safety practices and demonstrating the same.
To achieve this, we are committed to:
- Comply with all applicable EHS legal and other requirements to which we subscribe.
- Integrate EHS measures in all our activities.
- Strengthen EHS awareness including consultation & participation of all stakeholders including employees, contractors and key business partners who are associated with the organisation.
- Eliminate, minimise or control the significant environmental impacts and substantial occupational health and safety hazards & risks.
- Prevention of pollution, ill health and injury.
- Ensure EHS goal-setting and achievement as a driver of culture, innovation and sustainable growth within all areas of our business.
- Communicating the policy, by making it available to all our interested parties and public.
The Company has developed SOP to report any Accident/incident and to investigate further to find out the root causes and to ensure the corrective and preventive actions in line with the hierarchy of controls to bridge the gaps and to avoid recurrences. Furthermore, we encourage open communication channels between employees and management regarding safety concerns. Employees are encouraged to report any potential hazards or near-miss incidents, enabling the Company to take prompt action and prevent future occurrences. The Company also provides adequate personal protective equipment (PPE) to its employees, ensuring that they have the necessary gear to perform their tasks safely.
Uno Minda WAY DOJO
DOJO means ‘a place of the way’ in Japanese. Vernacularly speaking, DOJO is a place to train in martial arts such as Kendo, Judo, Aikido and so on. In manufacturing parlance, this will be a facility which shall provide access to self-learning and training regarding the Company’s policies and procedures. The learning components shall be comprising all three styles in which people process and learn new information that is visual, auditory and kinaesthetic. This will also help new hires to settle down quickly in the new work environment and give them a sense of belonging. There is ample training given to workers from their joining which includes induction training, specific EHS training like General EHS awareness training, firefighting & emergency evacuation training. Other job specific EHS training like LOTO, Height work and chemical handling training are also given based on work profile of the worker.
| Occupational Health and Safety Key Performance Indicators | Unit of Measurement | FY 2022-23 |
|---|---|---|
| Fatalities | No. | 1 |
| Lost time incidents | No. | 82 |
| First aid cases | No. | 169 |
| Near misses | No. | 2,800 |
| Unsafe acts and conditions captured | Incidents | 53,916 |
| LTIFR | Rate | 0.05 |
| Safety Training | Hours | 1,30,497 |
Ways We Empower Our People
- Foster a culture of employee engagement by promoting open communication, collaboration, and a supportive work environment. Regular employee surveys, town hall meetings, and suggestion boxes can be utilised to gather input and ensure that employees feel valued and involved in shaping the Company’s direction.
- Emphasise on the professional development and growth of employees by investing into training programmes, workshops, and skill enhancement opportunities to enhance employee capabilities and keep them updated with the latest industry trends.
- Empower employees by delegating decision-making authority and promoting a sense of ownership in their respective roles. This empowerment fosters a sense of responsibility and accountability, enabling employees to contribute more effectively to the Company’s success.
- Implement performance-based recognition programmes, employee appreciation events, and competitive compensation structures to motivate and retain top talent.
- Being an equal opportunity employer, champion the Diversity & Inclusion agenda through various enabling measures and focussed actions.
- Employees are to be equipped with the necessary knowledge and resources to identify and mitigate potential hazards, thereby minimising the risk of accidents and injuries.
- Maintain stringent safety standards, conduct regular safety audits, and provide comprehensive training programmes on occupational health and safety.
Material Issues Addressed
Human Resource Management and Employee Engagement
Occupational Health and Safety (OHS)
Human Rights (including Diversity, Equality, & Inclusion)
