Performance by Capitals
Human Capitals
At JSW Energy, we believe that our team is central to the growth of the organisation and to our eventual goal of creating value for all our stakeholders. The talent and expertise of our people are critical to developing and executing strategies, delivering the desired results, building trusted relationships and ensuring the good repute of our Company.
Aligned with our belief system, our human resources philosophy focuses on empowering our employees through a wide range of initiatives for their multifaceted growth. Our human resources management follows an integrated approach that connects people, strategy and performance. Consequently, our employee engagement initiatives promote both professional success and individual well-being, which ensures an enthused workplace driving the organisational goals.
JSW Energy firmly believes that a safe, secure and corruption-free workplace leads to better productivity and a happy workforce. We have thus formulated and circulated a policy on Prevention of Sexual Harassment at Workplace (PoSH), Whistle-blower Policy, etc. We have also created an email ID: energycares@jsw.in for collecting the grievances and resolving them. During the year, we received one complaint related to sexual harassment, which was redressed by the PoSH Council of JSW Energy. We ensure that all the rules and regulations related to human rights, which are applicable in our area of operations, are strictly adhered to.
Key Initiatives
1. Learning and Development
We are committed to creating a high-performance work culture by building employee capabilities that deliver consistent results for the present and future through our learning and development initiatives and various domain-specific functional academies. We undertake the following initiatives to ensure that our employees are given training, both on the technical and behavioural front:
Future-Fit Programme
Developing and grooming leaders
in-house has always been significant
for JSW Energy to enable our high-potential
talent to become future
leaders of our organisation. Aligned
with this view, the Company started
its Future-Fit Programme under
which it has collaborated with Cornell
University; Indian School of Business
(ISB), Hyderabad; and Indian Institute
of Management (IIM), Ahmedabad for
imparting Management Development
Trainings and Programmes to
these talent.
Eight executives across all levels underwent a one-year Management Programme in FY2019 to develop a strong understanding of the multi-dimensional business environment, along with enhancing their leadership aptitudes.
JSW Energy Centre of Excellence
(JSWECE)
JSWECE has been set up at the O.P.
Jindal Centre, Vijayanagar, where the
PC-based dynamic, high-fidelity 300
MW Thermal Power Plant Simulator is
used to train the engineers to assume
higher responsibilities in the power
plant. The Centre also conducts open
programmes for other corporate
organisations. These programmes
witness a high percentage of
attendance and encouraging feedback.
The trained and experienced staff of JSWECE provides support to the engineers across the three locations— Barmer, Ratnagiri and Vijayanagar— with tailor-made special programmes to address their real-time issues.
- Total Quality Management (TQM): Under this initiative, various TQM councils have been set up and a quality certification programme has been carried out for all the managerial employees of the Company
- Springboard: This is a structured need-based development journey for high-performing female employees, which will be piloted by IIM Bangalore
2. Occupational Health and Safety
To provide a robust system for maintaining and continually improving our occupational health and safety performance, all our plants have been certified by OHSAS 18001-2007. Furthermore, we engage our employees in weekly safety skits, road safety marches and road safety inspections to build safety awareness and culture. Our employees actively participate in incident and accident reduction process by engaging in Sensor Observation Service (SOS) on a daily basis. The health of employees above 40 years of age is monitored by annual medical examinations and executive medical examination programmes.
In line with our objective to create a clean, green and safe work environment, we have rolled out the Chairman’s Rolling Trophy initiative. It has helped in creating an energised workplace, bolstered employee engagement and enriched standards in the areas of safety, environment, housekeeping and production.
3. Peer Group Meet
At JSW Energy, we believe that cross-functional interactions can lead to exchange of existing proven strategies and create new ones. Hence, peer groups (from various departments) of our different plants meet at a pre-defined frequency and discuss best practices as well as seek solutions for different technical issues.
4. Umang
From the past eight years, JSW Energy’s Umang initiative has been pivotal in encouraging employee inclusion and engagement through various celebrations such as month-end birthday celebration, picnics and social gatherings, out-bound training programmes, and sports and game activities for employees and their families.
5. Job Rotation and Career Opportunities for In-house Talent
As a part of building the organisation and providing opportunities to the employees for growth and development, we ensure that employees get to work in different job roles to find their interest and strength. We also provide a range of career opportunities for them. FY2019 witnessed many job rotations at different levels of employees. Internal mobility of our employees has proven valuable in two ways:
- It has helped in spreading best practices across our different locations
- It has provided diverse opportunities to our in-house talent
6. Employee Well-being Programme
The well-being of our employees in an important focus area for JSW Energy, as we firmly believe that only a happy, healthy and stress-free workforce can add prodigious value to our operational ecosystem. Some of the initiatives taken during this reporting year include:
- Yoga sessions
- Health sessions - cardiac and general health
- Food and nutrition sessions
- Weight reduction sessions and self-defence
- Tobacco cessation programme
- Family counselling sessions
7. Rewards and Recognition Programme
Recognising and appreciating the contribution of our employees in our growth is a significant part of our work culture. We ensure that the right talent is recognised and motivated through various rewards such as:
- Special Contribution Awards – Monthly
- Kaizen (TQM) – Monthly
- S.O.S Awards – Monthly
- Energy Conservation Day Awards
- Safety Day Awards
- Long Association of Motivation, Harmony and Excitement (LAMHE) Awards
- Outstanding Contribution and Innovation Awards
- Employee Contests
- Women’s Day Awards
Key Performance Highlights and Outcomes (FY2019)
Total Employee by Employment Category
Female Representation in Management Councils
Man-hours Spent on EHS Training
Average Hours of Training
Lost Time Injury
Lost Time Injury Frequency Rate
Diversity and Inclusion
In FY2019, 36.5% of our management councils are represented by women.
65 women employees and six differently abled employees are part of our permanent workforce.
Communications
In our endeavour to strengthen the reciprocal communications, we provide a platform for candid conversation through regular town-hall meetings and SAMVAD (open-house sessions) by senior leadership with cross-section of employees in all the locations.
Voluntary Attrition Rate
Our voluntary attrition rate was 2.4% in FY2019 owing to our continuous engagement with employees for their professional growth and personal wellbeing to create a conducive workplace.
Workforce Growth
Workforce: 1,807 employees
y-o-y growth in permanent workforce: 1.23%
A skilled and enthused workforce with an average age of 40 years continued to drive our organisation in the reporting year.
EHS Training
In FY2019, 100% of permanent and contractual workforce underwent EHS trainings. The Company provided 10,020 man-hours of EHS training to permanent employees and 12,826 man-hours of EHS training to contractual employees.
The Company lays great emphasis on training its employees on EHS matters and follows a structured approach in ensuring that all employees undergo EHS training. These trainings are conducted by internal and external subject matter experts.
Lost Time Injuries (LTIs)
In FY2019 there were a total six LTIs. JSW Energy firmly believes that workplace injuries and illnesses are preventable. It promotes a safer workplace by assessing employees on their EHS performance.
Besides, Ratnagiri plant achieved Nil LTI, reaffirming its commitment towards providing a safe workplace.
Prevention of Sexual Harassment (POSH)
In-person POSH trainings and workshops were conducted across all the plants under the name of SAMMAN.
Employee Association
Our management recognises one employee association, which is represented by 30.43% of our permanent employees.