Employees
We place a strong emphasis on talent management to nurture and develop young professionals, particularly in growth functions such as business development and contracts, finance, and procurement. To enhance their technical abilities, opportunities are also provided for employees to gain experience in self O&M functions in both solar and wind energy sectors.
One of the key strategies employed by us is to hire niche professionals with critical skills aligned with the Company's growth and execution aspirations. This includes recruiting individuals specialised in areas like land, projects, business development, and engineering. By bringing in these experts, we aim to reduce reliance on external partners and build internal expertise to support our expansion plans.
We have taken steps to improve the onboarding process and reduce the time between offering a position and the new hire joining the Company. From day one, resources and key stakeholders are made available to ensure a smooth transition for new employees. A structured two-day induction programme covering HSSE is conducted, during which the HR team provides an overview of the organisation, business context, policies, and key processes. Representatives from various functions take the new hires through the departmental structure and priorities, providing them with a deeper understanding of their roles and responsibilities.
To foster a sense of belonging and familiarise new employees with the leadership team, batch-wise meetings are organised with the Heads of Departments (HODs). These meetings serve as a formal welcome and provide an opportunity for both the HODs and new colleagues to get acquainted with each other.
We seek feedback from new hires at an interval of 30, 60, and 90 days into their employment. This feedback helps us understand the new employees’ experiences during their initial months and identify areas for improvement. The feedback is consolidated, and necessary actions are planned and implemented to address any identified opportunities for enhancement.
We are committed to fostering a culture of continuous learning and development among its employees. Recognising the importance of staying updated with the latest industry trends and equipping employees with the necessary skills, we have implemented a robust training and development process.
We conduct a comprehensive competency mapping exercise on an annual basis for all technical departments. This exercise helps identify the competence gaps within the organisation. By analysing the existing skill sets and comparing them to the desired competencies, we can determine areas where additional training is required.
Based on the findings from the competency mapping exercise, we prepare a detailed annual technical training calendar. This calendar outlines the specific training programmes and workshops that will be conducted throughout the year. These programmes focus on enhancing technical knowledge and skills, ensuring that employees are equipped with the expertise needed to work safely and excel in their respective roles.
In addition to the internal training programmes, we have also established a collaboration with LinkedIn. This partnership provides employees with access to a vast number of web-based trainings available on the LinkedIn Learning platform. These trainings cover a wide range of topics, including technical subjects, soft skills, and industry-specific knowledge. By leveraging the extensive resources offered by LinkedIn, employees have the flexibility to choose training that align with their individual development goals and interests.
By investing in leadership development, we aim to create a cadre of leaders who can drive transformation, adapt to industry changes, and effectively lead their teams towards achieving organisational goals.
To enhance technical capabilities, we conduct specialised modules facilitated by in-house faculty. These modules focus on various areas such as blade repair, WTG (Wind Turbine Generator) foundation, power converter, and PV (Photovoltaic) module quality checks. By providing training in these specific technical domains, we ensure that our employees possess the necessary expertise to effectively carry out their roles in the renewable energy sector.
Recognising the significance of a strong leadership pipeline, we have invested in the development of second-line leaders across key functional and domain areas. This approach ensures that there is a pool of qualified leaders who can handle the challenges of change at the level of the individual, the team, and the organisation.
To address these leadership development goals, we have implemented a phased approach under the programme called ‘Manthan’. Manthan aims to build the ability to manage and lead the change agenda among key leaders across both business divisions. In the first phase of Manthan, the focus was on developing selfleadership skills among senior leaders.
We place a high importance on encouraging employee involvement, acknowledging outstanding performance, fostering a sense of belonging, and providing chances for interaction and communication within the Company.
We have established three award categories to acknowledge and appreciate exceptional performance. The SPOT (Special Performance on Time) award is designed for immediate recognition of outstanding work. It is primarily decentralised at the departmental level and awarded throughout the year. The Leadership Excellence Award recognises individuals who have made a significant impact on the business through their exceptional contributions. The Team Excellence Award is given to teams that have demonstrated exemplary collaboration and achieved outstanding results.
This structured engagement initiative aims to establish a connection between the HR team at the Head Office and employees working at various sites. Each month, a connect session is organised between the HR team and site executives from a particular site or region. The objectives of these sessions include understanding the challenges faced by employees, updating them about key business and people initiatives, and fostering a sense of belonging. After the interactions, issues raised by employees are consolidated, potential solutions are explored, and follow-up sessions ensure closure on these matters.
We organise monthly engagement celebrations at the Head Office. These events, held on the last Friday of every month, include the celebration of employees’ birthdays and engaging team-building games. Games such as Tambola, Pictionary, and Treasure Hunt have been conducted since February 2023, with an overwhelming response from employees.
To provide an opportunity for new recruits to interact with senior leadership, we organise one-on-one meetings with the CEO. These sessions allow employees to gain insights into the organisation’s vision and share their experiences, fostering a deeper connection and understanding between employees and top management.
We provide a range of employee benefits aimed at promoting well-being and recognising the contributions of our workforce. These include comprehensive employee insurance, health screening programmes, and coverage of mobile phone usage charges. As a token of appreciation and recognition, we provide gifts and hampers to our employees on special occasions.
Employees are supported in their professional development through the coverage of professional membership costs. In times of financial hardship, eligible employees have access to hardship loans as well.
In terms of performance-based incentives, we implement a variable pay system based on Company and individual performance. The evaluation process considers financial, operational, project, and health, safety, security, and environment (HSSE) parameters. This ensures consistency and fairness, with an increasing focus on differentiating variable bonus payouts based on individual performance over time. We also comply with social security regulations by contributing to employees’ provident funds and gratuity.
We recognise the importance of human rights and are committed to upholding them in all aspects of our operations. We firmly believe that every individual has an inherent responsibility to raise concerns whenever there is a risk of human rights violations, including violations of the Code of Conduct and other related policies.
One of the key areas of focus for GIWEL is the prevention of child labour and the eradication of forced labour. Our Human Rights policy explicitly addresses these issues. It mandates that all employees must meet the legal working age and eligibility requirements set by the jurisdictions in which the Company operates. We are dedicated to ensuring that our operations and suppliers are free from the exploitation of child labour.
To further reinforce our commitment to human rights, we encourage our employees to raise any questions or concerns regarding malpractice or human rights abuses. The Whistleblower Policy provides a safe and confidential platform for employees to report potential violations of the policies. Each complaint received through this mechanism is thoroughly investigated by the internal audit team, and appropriate actions are taken to address the concerns raised. We recognise that the promotion of human rights is not only a legal obligation but also a moral imperative, and we remain committed to continuously improving our practices in this regard.
