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TRANSFORMING TRANSFORMING TRANSFORMING
SUSTAINABILITY REPORT FY 2023 COMMUNITIES THE PLANET THE WORKPLACE

Learning and growing

Vedanta is deeply committed to taking remedial measures. We deploy a wide Strategic Workforce Planning
nurturing internal talent, recognizing and array of strategies and initiatives for
retaining exceptional talent and workforce management so that employee Talent is a key asset and balancing The model assesses formal and informal
promoting deserving individuals to potential is recognized, ambitions are business needs with employee training methods, and rates them against
higher leadership positions. The honoured, and just remuneration and expectations requires strategic four criteria: Reaction, Learning, Behaviour
company recognizes the importance of benefits are awarded. management. At Vedanta, our human and Results.
having a skilled and knowledgeable resources planning takes an analytical
workforce, and therefore places strong approach that leverages on the tools of Job Rotation Adherence: In line with our
emphasis on competency development. people analytics: strategic workforce commitment of making the best
We have talent development initiatives, planning, retention analysis, evaluation of opportunities available to our internal
designed to ensure that employees skill gaps and skill transformation. talent we provide them with options to
acquire the necessary knowledge, skills, INR 59.54 move into new roles, businesses,
and attitude to meet present and future million Our structured manpower planning functions and locations, which is enabled
needs of the business. These initiatives processes ensure optimum utilization of through our job rotation policy.
span various types of interventions Expenditure on human resources (both direct and
including broad-based and specific indirect) across the organization. We also Flight Risk Analysis: Retention of key
learning and development activities, Training and do position revalidation against approved talent is of the highest priority and we
assessing gaps in our talent pipeline and Development of vacancies from the manpower plan of regularly conduct a flight risk analysis for
evaluating employee satisfaction and Employees respective businesses in anticipation of this purpose. We use 10+ drivers

future separations, including attritions impacting attrition such as grade, age,
and talent migration to other group location, experience etc. and deploy
48,930 companies. In our journey to reach the internal scoring parameters to rank each
global benchmark of productivity, we
employee on their risk of leaving the
number of have partnered with reputed third parties organization. In FY23, a few of our
to achieve our talent management and
businesses conducted a first time ever
employees employee productivity goals. To minimize engagement survey specifically targeting
upskilled attrition risk, some of our businesses freshers (<1 year of experience) and
have started to create a 3-level performed a similar analysis based on
succession plan for all critical roles their responses.
across the organization.
Organizational Network Analysis: We
Skill Gap Analysis: To build preparedness leverage our strong organizational network
into the talent management system, it is to amplify our efforts of retaining talent. In
essential to understand the current skill addition to internal communication tools
gaps. We meet this objective by doing a like Outlook and Teams, we also offer
skill gap analysis, which, in turn, forms the platforms like V-Excel, prepared in
basis of mapping employees to various partnership with Korn Ferry, through which
roles and assists in the design of employees can connect and
appropriate learning and development interact.Through our data infrastructure
interventions to bridge knowledge and and practices, we maintain a dynamic
capability gaps. We are using the globally organogram or Management in Place (MIP)
recognised Kirk Patrick model to evaluate which helps us map the right people to the
our training programmes. right roles, and it is regularly updated
whenever necessary.

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