Learning, Inclusiveness & Trust, Fun and Empowerment are elements of LIFE that are embedded in our people practices and initiatives.

People are at the heart of Tata Chemicals’ vision of being a sustainable company with deep consumer insights and engaging relationships. We have continued to invest in building capabilities for better understanding of our customers, in research and development of innovative solutions, digital marketing and to provide collaborative platforms for employees to engage and share ideas.

Learning

Learning extends beyond the classroom through on-the-job trainings, exposure to latest technology, networking opportunities in trade and professional bodies, access to online learning platforms and nurturing internal trainers. For identification of leadership capabilities, we use the Corporate Executive Board (CEB) framework of ability, engagement and aspiration. Leadership capabilities are enhanced using the 3E framework of Experience, Education and Exposure. Our internal Management Development Programme (MDP) is one of the mediums to provide a structured learning environment to build these skills using a blended approach of classroom training, simulations, action projects and e-learning.

We provide employees opportunities to explore career mobility options within the organisation and within the Tata Group. There is exposure to latest technology and forums for networking to strengthen subject matter expertise.

Inclusiveness & Trust

An underlying philosophy that shapes our employee policies is that we trust our people to do the right thing. Our policies include flexitime, work from home, auto approval of leave, quick reimbursements of claims and initiatives like unsupervised pantry. We have introduced flexi-benefits allowing employees to choose pay components to suit their lifestyle. We also partner with the Tata SCIP — a platform at the Group level that allows women, who have taken a break from their career, due to personal commitments, to restart their career on their terms. Please click here to access the Tata SCIP website.

We have adopted a Diversity Policy with focus on 4 pillars – Disadvantaged Communities, Disadvantaged Regions, Gender and the Differently-Abled. Extended maternity leave as well as flexible work hours for new mothers are some of our key initiatives for retention of women. Seamlessly Harnessing Internal Expertise (SHiNE+) is our Internal Job Posting cum Employee Referral Programme which also articulates the push towards diversity.

Fun and empowerment

We have many collaborative platforms for creating an environment of fun. Oorja, our annual cultural festival, Stepathlon team based wellness initiative and Employee Volunteering Programmes are a few examples of such initiatives. To promote balanced work environment, we have transitioned to a 5 and half day week for all our plants and have adopted a new business casual uniform to make it more appealing to our millennial workforce at our sites. All major festivals are celebrated with a lot of gusto in our offices and townships bringing together people.

Performance Management
Tata Chemicals follows the Balanced Scorecard framework for goal setting and cascade. BSC balances financial metrics with non-financial perspectives, such as customer satisfaction, internal processes, and learning and growth, to provide a comprehensive view of organizational performance and drive long-term success. The leadership team cascades the Enterprise Balanced Scorecard using the BSC-SDM (Strategy Deployment Matrix) tool at the function / BU level. This is further cascaded to every employee and hence the goals of individuals are aligned to the organization’s objectives. Our performance linked variable plan ensures that we are creating a performance driven culture in the Organization. The performance payout is a factor of the Organization performance, BU / Function performance and Individual performance.

Employee Support programs
Employee Benefits:
At TCL, we are committed to fostering a culture of care through a diverse range of thoughtfully curated employee benefits that support holistic well-being under our “We Care” program.
Our offerings for Physical Well-being include comprehensive health insurance covering employees, their families including same-sex partners, annual health check-ups for employees and spouses, ergonomic workplaces, regular workshops and webinars on health and wellness, sports events and well equipped clubs at our townships. Mental Well-being is supported through 24/7 professional counselling support via our Employee Assistance Program (EAP), mandatory personal leave, and flexible work arrangements, including work-from-home options. Financial Well-being is supported through paid time-off, financial literacy programs, and our Family Benefit Scheme, which provides sustained financial support to dependents in the event of an employee's untimely passing. Additionally, we promote Social Well-being through creche facilities/ reimbursements, career counselling for employees’ children, and inclusive measures like paid parental leave for men and extended maternal care beyond the maternity leave. Together, these benefits create an inclusive and supportive environment where employees can thrive personally and professionally.

Employee Engagement
At TCL, we aspire to create an engaging work environment for our employees through alignment with organization objectives, recognition, learning, and growth.
We measure engagement through formal and informal mechanisms. We conduct an employee engagement survey in collaboration with an external partner every alternate year. We measure various dimensions of our environment that impact engagement such as :
1 Employer Brand
2 Career & Development
3 Collaboration
4 Customer Focus
5 Decision Making
6 Diversity & Inclusion
7 Empowerment/Autonomy
8 Enabling Infrastructure
9 Say, Stay, Strive
10 Manager
11 Performance Management
12 Rewards & Recognition
13 Senior Leadership
14 Talent & Staffing
15 Wellbeing
16 Work Tasks

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