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Atul Ltd | Annual Report 2017-18
Human Resources
The Company continued with
its drive to institutionalise and
upgrade its HR processes to help
build a more robust workforce
capable of managing dynamic
and growing business needs.
In particular, it focused on
improving its processes related
to Integrated Development,
Performance
Management,
Succession
Planning
and
Recruitment.
During 2017-18, on an average,
3.5 mandays of training was
imparted. The training needs
are identified based on self-
assessment, L+1 assessment,
360 degree feedback and Individual Development Plan; in addition, there are certain standard in-house and external
Management Development Programs (to enhance functional and behavioural competencies) which an employee is expected
to go through, depending upon his (her) grade and potential. The process of identification and review of Targets and Initiatives
is becoming more robust and is continuously upgraded. Succession planning process is being enhanced so that, to the extent
possible, people from within take up higher responsibility. The Company is strengthening its recruitment process that supports
appointments of Executive Trainees, Management Trainees and mid-career managers.
The number of employees (as on March 31, 2018) increased by 20 from 2,434 to 2,454. Marketing and Research and
Development functions have been further strengthened (15% of new recruits belong to these functions).
Long-term settlement with the Union at Ankleshwar site expired in 2017-18, and discussions are underway to arrive at an
amicable settlement. Employee Relations at all locations remained cordial and progressive, and the endeavour is to completely
eliminate any divide that separates managers and workmen and use the strengths of everyone to enhance the performance
of the Company.