Human Capital
Unlocking the Power of Our People
Human Resource Management (HRM) is a critical foundation for organisational success, pivotal in nurturing a harmonious and productive work environment. By recognising the significance of HRM, companies can harness the power of their human capital to achieve strategic objectives and drive sustainable growth. The HRM fosters a culture of inclusivity, employee engagement, and continuous learning, promoting collaboration, innovation, and organisational resilience. Through strategic HRM, companies can unleash the full potential of their workforce, fostering a dynamic and agile organisation poised for long-term success.
Our People, The Cornerstone of Our Success
At IIFL Home, we foster exceptional human resource practices that resonate throughout our business and operations. Central to our values is the commitment to creating a welcoming and secure environment for our employees. As an equal opportunity employer, we embrace individuals who possess the right qualifications, regardless of their backgrounds, disabilities, regional origins, castes, genders, or other factors. We actively promote a conducive work environment that encourages the personal and professional growth of every team member.
Performance Management and Rewards
We have a robust Performance Assessment and Review System (PARS) framework to evaluate the performance of our employees. This transparent and quantifiable process enables us to assess individual performance and competencies based on the previous financial year’s achievements.
Annual performance appraisals to review individual progress, set goals, exchange constructive feedback, and align employee objectives with the Company’s strategic direction.
Multilayered transparent employee connect programmes for sharing important updates giving a sense of unity and shared purpose. Our Employee Grievance Redressal Policy serves as a fundamental tool, enabling employees to raise and address any grievances or concerns that may arise within the scope of their employment regarding acts, omissions, situations, or decisions they perceive to be unfair, discriminatory, or unjustified.
AMBER, our AI chatbot acts as a feedback and suggestions mechanism for our people, establishing a direct connection between the management and the employee for instant resolutions, providing 100% coverage.
Tailor-made reward programmes that encompass both cash and non-monetary incentives, allowing us to acknowledge outstanding performance and motivate employees to achieve their full potential.
Training and Knowledge Sharing
During FY 2022-23, we arranged several training sessions for our employees and the management team so that they keep on learning the new arenas of their work field and be vigilant about their efforts to ensure utmost efficiency. This ultimately improves their decision making attitude and the final outcome is driven by rational, data and impact.
46,805
Total learning hours
4,565
Total employees covered
10.25
Average learning hours per employee
Employee Upskilling
Comprehensive employee upskilling programme, enhancing our workforce’s knowledge, skills, and competencies to meet the industry’s evolving demands, such as Python, Power BI, and Microsoft Excel.
BRIDGE
Refresher trainings, offer valuable opportunities for employees to enhance their technical skills and knowledge, relevant to the Company’s operations, such as Jhatpat Tab, product and credit policies, and organisational know-how.
GROW
Comprehensive orientation programme for new joiners provides a structured and informative introduction to our Company’s values, policies, procedures, and work culture, setting the foundation for their successful integration into our organisation.
ESG is at the core of IIFL HFL, and we continuously try to imbibe the culture of sustainability in our operations, and also as a culture for our employees.
A. Management Development Programme – (IIM – Lucknow) on ESG
We orchestrated a management development programme at IIM Lucknow that encompasses topics such as:
Transformation of ESG in the financial ecosystem
The association between ESG and various business functions
Impact of IIFL HFL’s GVP (Global Vision, Local Presence) strategy on ESG
Identifying ESG opportunities as a business leader
Individual-level actions and impacts of ESG
B. Capacity Building for Women
Orientation programmes were held in order to enhance leadership skills and empower our women employees to become high-impact players within our organisation. Key elements focussed on during the workshop were:
Individual Development: Emphasising self-awareness among women professionals regarding their natural traits that contribute to excellence in their field.
Impact Beyond Barriers: Guiding the participants to address and overcome internal and external barriers that hinder their professional growth journey.
Team Focus: Emphasising collaboration and teamwork during the workshop.
Future Ready: Emphasise the importance of taking charge of personal financial and career growth to ensure that they are well-prepared for future challenges and opportunities.
C. Unconscious Bias for Leaders
Unconscious biases are deeply ingrained thoughts or feelings that influence our judgement, encompassing attitudes and stereotypes that shape our perspectives, actions, and decision-making, derived from our individual backgrounds and experiences.
To foster Diversity & Inclusion, we organised a workshop for senior executives and leaders, addressing unconscious biases and equipping them with necessary understanding and tools to mitigate their impact.
D. Employee Well-being and Health & Safety
Employee Assistance Programme ‘Your Dost’ addresses physical and mental wellbeing of our employees. Few relevant workshops conducted were on road safety, first aid, self defence, and fire safety.