HR Policy: LANCO Infra

Aayush Abhishek Abhinav Agam Akshay

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About The Company

Industry:

Infrastructure Founded In: 1986 Founder: Rajagopal Lagadapati Headquarters: New Delhi, India Number of locations: Global

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Company Profile
One of India's leading emerging business entity. Driving growth in the domains of Engineering, Procurement and Construction (EPC) Power Natural Resources Infrastructure Property Development Coal Mining Privileged member of the World Economic Forum Elite member of the top 200 "Global Growth Companies".

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Mission, Vision and Values

Mission Development of Society through Leadership, Entrepreneurship & Ownership Vision Most Admired Infrastructure Enterprise

Integrated

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Values
Integrity Humility & Respect Organization Before Self Achievement Drive Positive Attitude Accountability Teamwork Continuous learning

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HR Philosophy
We at Lanco aim to be an Employer of choice and strive to be a progressive high performance group of enterprises that nurtures and develops people with a holistic approach. We seek to create a challenging and enjoyable work environment that enables Lanconians to deliver their best effort, realize their full potential and fulfill their career aspiration at LANCO.

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HR Objectives
To design and implement HR strategies, employee-friendly policies and practices to recruit, develop and retain people to effectively support the group companies. To enhance individual and organizational capabilities. To support all employees in developing a culture of continuous and sustained learning. To ensure that employees are motivated, respected and treated fairly and equitably. To promote healthy and mutually rewarding relationships by adopting best-in-class practices.
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Equal Employment Practice

The company shall provide equal employment opportunity for all qualified persons and not to discriminate against any employee or applicant for employment on account of race, colour, religion, sex, age and disability. This applies to recruitment and placement, promotion, training, transfer, retention, pay and other conditions of employment. Employment and promotion decisions will be based on merit and the principle of furthering equal opportunity.

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Code Of Conduct
Every employee of the Company shall at all times: Maintain absolute integrity Maintain devotion to duty Conduct himself in a manner which will enhance the reputation of the Company Conform to and abide by the provisions of the Rules and Regulations made by the Company from time to time. Comply with and obey all lawful orders, verbal or written communicated by a superior. Every employee of the Company holding a Supervisory position shall take all possible steps to ensure the integrity and devotion to duty of all employees for the time being under his control Page 9 and authority.

Misconduct
Taking bribes or any illegal gratification. Threatening, abusing or assaulting any employee within the premises while on duty or otherwise and any such action at any other place if such action has any connection with the affairs of the Company. Any act resulting in humiliating modesty of female employee. Proxy registering of attendance or abetting the act or registering the attendance of another employee. Habitual absence from the employee's appointed place of work without permission or sufficient cause.
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Misconduct Contd
Falsification of Company's records, manual or electronic, impersonation or forgery. Unauthorized disclosure of any official confidential information pertaining to Company's operations or patented property/rights/intellectual property.

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Policy on Employees Team Building/Bonding/Engagement

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Annual Performance Incentive

Objective To recognize and reward the employees for their performance. To motivate employees to enhance their contribution and performance. Scope This Performance Incentive Scheme shall be applicable to all the eligible employees across the Group, based on their performance, from the performance year 2010-11 onwards. Policy and Proceeders The Performance Incentive will be paid to all the eligible employees across the cadre each year against each Appraisal Rating for different cadres as a percentage of Annual Base Compensation (ABC). Page 13

Innovation Awards
The key purpose of this Policy is to inspire and encourage more and more employees to endeavor to participate and come up with innovations at workplace, developing a Culture of Innovation resulting in Lanco Group becoming an Innovative Organization. This policy is applicable to any innovation made during the stipulated period, either by individual or by a group of employees. This innovative idea shall contribute to the development of new process, procedure, technology, document management system, etc., which reflects in terms of improvement in quality, performance and productivity, resulting in a saving/benefit (in monetary terms) to the Company.
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Higher Education Reimbursement Program

This Policy is applicable to Employees (on regular rolls) across the Group in the cadre of Sr.DGM & below, after completion of one year of their service in the Company. Degree/Master degree/ PG diploma/ PhD programs conducted by recognized universities in India / Abroad. Correspondence courses conducted by Universities, recognized institutes including AICTE approved institutes and all India recognized bodies such as NPC, ICA, ICWA, ICSI, AIMA, NIPM, ISTD, NITIE, and /or other courses recommended by the Business.
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Higher Education Reimbursement Program Contd..

This scheme does not cover residential seminars/full time courses /courses outside India. On successful completion of the authorized course, employee will be reimbursed 75% of enrolment/tuition/examination fees on production of relevant degree/diploma certificates together with the fee receipts, subject to a maximum of Rs.75,000 /- per course.
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Exit Interview
These interviews are carried out in a confidential manner and a summary of the Interview is prepared for detailed analysis to enable the management to identify any set patterns of attrition and the attendant problem areas, which triggers such occurrences. This also helps Management in identifying organizational problems that might otherwise go undetected.

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LEO Leadership, Entrepreneurship, Ownership

Company is aimed at creating high quality and sustainable human capital of global standards. Company believes, Lanco is a product of its 'quality people' who excel in three dimensions: Human Dimension which is a about Leadership Business Dimension which is about Entrepreneurship Personal Dimension which is about Ownership

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Leadership
Leaders inspire and influence through their behavior of embracing the idea of being a role-model by setting an example and motivating people by involving them in problem solving and decision making processes.

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Entrepreneurship
Personals at Lanco, search out challenging opportunities to grow, innovate and improve. They experiment, take risks and learn from their mistakes. They have a strategic mindset and always work towards the next goal.

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Ownership
Ownership in Lanco is to recognise the organisation's interest as supreme, above individual preferences and goals. Owners put the organisation before self in all decisions, actions and dealings. Ownership is dependent on personal traits and starts with having faith in one self. It is demonstrated through a passion for work, and the ability to turn every day adversity into an opportunity. It also means working towards a purpose, taking pride in the purpose, having patience, and perseverance - never giving up till the purpose is accomplished.
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Leo Framework

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Thank You

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