A holistic approch
To sustainability.
EMPLOYMENT & SOCIAL ASPECTS
GRI Standards
KNPL employees
KNPL's diverse workforce comprises of different age groups, gender, religion, nationality, intellectual abilities and professional backgrounds. It focusses on creating a stimulating work environment, supported by a caring and compassionate work ethos to enable employees to thrive and deliver winning performance.
Our focus on Gender Diversity
KNPL has been working towards increasing the scope of hiring female employees. Through consistent
identification of unique positions that can be manned by female employees and tie-up with
consultants exclusively handling Diversity Hiring, we intend on continuing increasing our female
workforce.
Currently, women employees is 2.3% of our permanent employees as compared to 1.73% in previous
year.
Employee Training and Development
At KNPL, we don't just offer jobs, we offer a learning experience like none other. We persistently aim to accomplish an atmosphere of edification and enlightenment. Through catalyst for development, we endeavour to create a culture of Collaboration, Innovation and Empowerment.
Categories of Training:
Induction Training - Induction training is provided to new hires as an initial preparation for their new position.
Competency based Training - Competency Based Training emphasizes on enhancing the competencies required by a person for a particular job and position, in order to achieve individual growth and organizational goals.
Functions specific Training - Functional Training aims at upgrading the employees’ functional knowledge to keep up with the ongoing internal and external changes, which affects the day to day working in the short run and the individual & organizational growth in the long run.
Skill Development program - Skill Development programs aims at upgrading and multi skilling the employees’ current skill level by means of Work Instructions, Standard Operating Procedures and Single Point Lessons.
Compliance Training - This is designed to brief employees about key aspects of policies covered under compliance training (Code of Conduct, Code of Conduct for Affirmative Action, Whistle Blower, Appropriate Social Conduct at Workplace, Health-related Ailment Policy) and queries related to the policies are addressed. Awareness is also provided on grievance and complaint redressal mechanism.
Safety Training - To instil a safety culture in the organisation, various thematic safety trainings and competitions such as Kiken Yochi Trainings (KYT), Danger Experience Programme (DEP), Life After Accident (LAA) exercise, trainings on static electricity and human error prevention, online safety tests, safety quiz, and CAPA completion at various levels are conducted.
Sales Trainings:
Advanced Sales Program - aims at training and upgrading the Frontline Sales personnel to develop the face-to-face selling skills which are needed to promote an open exchange of information thereby reaching to mutually beneficial sales agreements.
LEAP - This training program aims to rejuvenate the workforce with sales techniques that would enhance their performance. LEAP not only emphasizes on the sales improvement but also on self management of participants which would help them be more holistic
Jump Sales Training (JST) - Internal program is designed for the senior frontline Sales personnel in the organization. The program aims to equip the attendees with better planning and execution skills and prepare them for delivering on set expectations. The program is broken into 5 modules covering Sales Management as a subject with relevant theory and illustrations. The program also covers a session on 'Influencing Skills'.
Employee Benefits
KNPL offers a range of employee benefits including gratuity and superannuation, medical and life insurance, group accident insurance, maternity leave, pension and other retirement benefits and Provident Fund contributions. These benefits are subject employment terms (vary in case of permanent and contractual employees). In FY 2021-22, 70 female employees were entitled to parental leave. We, as an organisation, foster an equal opportunity culture within the organisation. All recruitments are based on competence, potential and experience of candidate with respect to a job profile.
Occupational Health and Safety
Safety has always been a cornerstone of our business value system and we constantly endeavour to
maintain high standards and build strong culture around the safety and health. Our approach to
safety is encapsulated by zero harm and building safety-first mindset and the same is
articulated by our robust safety management systems and well-defined Occupational Health, Safety
and Environmental Policy.
In FY 2021-22, we achieved 36,222 man-hours of safety trainings across all levels ensuring 92%
coverage. Our safety training man-hours per employee has increased from 3 hours to 9 hours since
FY 2017-18.
Safety Culture Survey:
Safety culture survey is conducted across all manufacturing locations and
R&D centre biennially. This year, we extended our boundary and covered the manufacturing
facility at Goindwal Sahib as well. The survey covered Management staff as well as operators.
Through this survey, we aim to promote open feedback culture and fulfil the requirements in
regards to safety.
The survey is designed to measure the safety culture and identify leading indicators of the
safety process. The survey included questions on - Training and supervision, Safe work
procedures, Consultation, Reporting safety, Management commitment and Injury management and
return to work.
In FY 21-22, the survey covered 843 Management Staff and 687 Operators and was conducted through
HR Workline Portal for Management Staff and through physical hard copies in regional languages
for Operators. The Overall Safety Culture Score improved by 0.6% i.e. from 88.7% in 2019 to
89.3% in 2021.
Incident Management:
- Commitment to achieve ZERO Incident
- Online IT-enabled SAP EHS module to record, track and ensure timely closure of safety incidents
- Root cause assessments for every safety-related events and horizontal deployment of counter-measures to eliminate their recurrence
Despite robust safety measures and regular sensitization and trainings on safety-related topics,
we faced an unfortunate lost time injury at our facility in Goindwal Sahib in FY 2021-22. The
individual was immediately given first aid at the site and was rushed to a nearby hospital for
further treatment. We conducted a thorough investigation into the incident and implemented
corrective measures to avoid a recurrence.
A special emphasis is laid on behavioural-based safety as most of the incidents are caused due
to behavioural issues like procedural violation, negligence or PPE non-compliance. In order to
address this, we have initiated BBS observations across all locations and impart BBS trainings
to employees at regular interval.
During the reporting period (FY 21-22), there were no fatalities.
Human Rights
KNPL's commitment to human rights in accordance with internationally accepted standards includes no forced labour / child labour, compliance with minimum wages, no discrimination, gender equality, prevention of sexual or any other form of harassment, occupational safety, employee health and well-being, and is covered by the:
- Company's Code of Conduct Policy
- Policy on Code of Conduct on Affirmative Action
- Policy on Health Related Ailments
- Appropriate Social Conduct at Workplace Policy (including POSH)
- OHS&E Policy
These policies are applicable for the organisation as well as its subsidiaries and
group companies. Elements of the human rights have also been included in our policy on Supplier
Code of Conduct.
We have an Internal Complaints Committee (IC) consisting of 6 members from different functions
including external member. The prime objective of the IC Committee is to ensure effective
intervention and timely handling of the matters falling under the Company's Appropriate Social
Conduct at Workplace Policy (including POSH). We have aligned our Company Policies in line with
UNGC Principle which had been published in last year's Annual Report FY 2020-21.
The Company did not receive any stakeholder complaint regarding human rights during the
reporting period. Also, no complaints relating to discrimination, child labour, forced labour,
involuntary labour and sexual harassment are filed and pending as of end of the reporting period
FY 2021-22.
During the reporting period, we developed a framework for Human Rights Risk Assessment, which
assess the impact of areas of concern such as harassment, discrimination, forced labour, child
labour, freedom of association, right to collective bargaining, equal remuneration, consumer
safety, safe working conditions, health-related ailments, and disabled workforce employability
on receptors such as employees, children, community, contractual workers, and customers.
