Nurturing our Talent

Our people are fundamental to our success. We remain steadfast in our commitment to attract, retain, develop, engage and inspire a talented team.

We have a multi-year HR plan that focuses on five strategic areas: Talent Acquisition, Talent Management, Learning & Development, Employee Experience and Neuland Culture. Our structured approach is aimed at unlocking the full potential of our people, which, in turn, will enable Neuland to unlock sustained higher growth.

In line with our organisation-wide digital transformation journey, we are increasingly digitising our HR processes as well. Our online platform SAP Success

Talent Acquisition

We continued to strengthen our talent acquisition process through the following key interventions:

  • Successfully onboarded Fixed Term Employment Contract resources in pharmaceutical area operations to create dedicated manpower in this critical area, with career path opportunity for chemist pipeline

  • Successfully onboarded resources under the National Apprentice Promotion Scheme in partnership with Life Sciences Skill Development Council of India, creating a strong chemist pipeline for shopfloor operations

  • Launched behavioural-based interviewing process in partnership with Thomas International to improve quality of selection process for managerial and senior executive roles

  • Strategic investment in future talent pipeline through systematic integration of 2020 batch of management trainees in Business Development, Manufacturing, IT, HR, Supply Chain and Finance

  • More than 20 Neuland alumni were rehired into Neuland

  • 30-60-90 day rigorous integration plan implemented for mid and senior-level managerial hires with impactful engagement, cross-functional interactions and detailed assessment across reporting line senior executive leadership and HR

Talent Management

Once we have attracted the talent we need, we recognise that it is crucial that we retain that talent. In line with this objective, we are consciously improving how we motivate and inspire our people and ensuring that they have the opportunities to grow.

  • Digitised several processes of performance management to build a more effective framework and keep employees better-informed regarding their performance

  • Developed processes and digital tools to map talent risks for business-critical talent; identify business critical positions and develop fast trackers; map successor readiness for key leadership roles; and get in-depth talent rating

  • Driving custom interventions across various layers of workforce demographics including leaders in business-critical positions and a more visible rewards and recognition including special short and long-term bonuses

Our rating at Glassdoor (an online employee rating site), up from 3.8 in the previous year

Learning & Development

Under the ‘Leadership & Development’ pillar of our HR plan, focused at growing the skills and capabilities of our people, multiple initiatives were rolled out during the year, including:

  • Learning interventions that create high business impact such as reduction of documentation errors in manufacturing area and human error reduction in HPLC Section of Quality Control

  • Supervisory Development Programme for supervisors in manufacturing function

  • Technical Report Writing Programme for improving the reading, speaking and writing skills of R&D and Quality personnel

  • Multiple online learning interventions including tie-up with GreyCampus for Lean Six Sigma and Project Management certification

Employee Experience

We aim to foster an environment in which employees feel pride and energised working for Neuland and more connected to their colleagues and to the organisation as a whole. The key initiatives undertaken in this regard include:

  • End-of-month live leadership webinars by CEO, MD and C-Suite across all leadership functions throughout the year to provide business overview, strategic updates and direct employee connect. More than 1000 plus employees tuned in for these highly interactive updates that were digitally enabled through Microsoft Teams Live Events platform

  • Monthly Town Halls kicked off in plants and manufacturing locations

  • International Women’s Day celebrations through special gifts

  • Virtual engagement events to connect with employees and their families, such as friendly quiz, ethnic attire, painting and singing competitions

  • Introduced medical insurance coverage on a group policy basis in case of COVID-19 hospitalisation of employees and their parents

  • Elevated focus on employee health and wellness by providing vitamin supplements, pulse oximeters, etc.

Neuland Culture

Across all facets of our business, we strive to espouse a corporate culture that champions participative decision-making, cross-collaboration and feedback. The key highlights in this regard include:

  • Continued emphasis on embedding distributed leadership to drive business agility and unlock the potential of our team across all levels in the organization

  • Circle meetings held to remove communication barriers and bring full participation and high value to the meetings

  • Conducted employee engagement surveys and feedback taken on key initiatives to further help us improve our overall business performance and HR practices