Our workplace initiatives are aimed at attracting and fostering talent by providing our employees with opportunities for personal and professional growth. Our efforts are designed to stimulate the minds of our people, and align them to the organisational goals.
Strategic Focus
To further our objective of nurturing a productive and positive workplace environment, we focus on the following key strategic areas:
Building Assets & Expanding Capacities
Our infrastructure development efforts are backed by initiatives to expand our operational capabilities to ensure smoother global trade and connectivity.
Nurturing a People-First Culture
Our efforts are geared towards nurturing an inclusive and people-first work culture, encompassing geographical, gender and age diversity.
Our business leaders engage on an ongoing basis with employees to ensure high motivation levels.
Boosting Internal Connectivity & Holistic Workforce Development
Close collaboration with our HR department and business leaders ensures effective HR strategies that bolster internal connectivity and holistic workforce development, positioning us as a responsible employer of choice for professionals.
Enablers Guiding Our Vision
Capability Management
Enhancing employee skills and competencies to meet the evolving industry demands.
HR Digitisation
Harnessing technology to simplify and strengthen the HR processes and boost people efficiencies.
Capacity Building
Scaling our operations to aid growth and global reach/presence.
People Analytics
Deploying data to take informed decisions and promote a culture of continuous improvement and innovation.
Human Capital Overview
FY 2024-25 Key Highlights/Milestones
- Great Place to Work for consecutive 5th year in row
- Completed competency mapping for over 600 Unique Job Roles (UJRs) across the organisation, enhancing lateral identification and career opportunities
- Of all the manpower openings available within APSEZ, 51% placed internally through employee development programmes and internal job postings
Human Capital Long-Term Goals
- Strengthening digital capabilities: Invest in digital tools and platforms to streamline HR processes and improve employee experience
- Fostering a culture of continuous learning: Implement comprehensive learning and development programmes to upskill employees and promote a culture of continuous improvement and innovation
- Strengthening leadership development: Expand leadership development programmes to identify and nurture high-potential employees, ensuring a robust pipeline of future global leaders
- Implementing agile workforce strategies: Develop agile workforce strategies to quickly adapt to changing business needs and market conditions, ensuring organisational resilience and flexibility
- Driving employee engagement: Implement initiatives to boost employee engagement, foster a sense of belonging, and enhance overall job satisfaction
- Leveraging people analytics: Utilise people analytics to gain insights into workforce trends, improve talent management practices, and drive strategic workforce planning
Human Capital Short-Term Goals
- Upskilling workforce on digital dexterity to prepare for evolving business landscape
- Embracing talent mix of different demographic cohorts by leveraging their core competencies and strengths
- Enabling people performance through various digital transformation interventions
- Strengthening employer brand through strategic initiatives, emphasising company’s vision, culture and commitment to employee well-being
Diversity and Inclusion Goals
- Attain 5% women in the workforce by 2025
Material Topics
M8
M9
M11
M12
M13
Capital Linkages
GRI Linkages
- 2-7, 2-8, 2-30, 202, 401, 402, 404, 405
SDGs Aligned
Human Capital
Social and
Relationship Capital
M8
Employee Engagement
M9
Occupational Health and Safety
M11
Diversity Equity and Inclusion
M12
Labour Relations Management
M13
Business Ethics
Human Capitals KPIs (FTE)
3,212
Total workforce (FTE)
79
Women in total workforce (FTE)
536
Total number of new employee hires
15%
Total employee turnover rate
11%
Voluntary employee turnover rate
₹82,142
Average hiring cost per employee
840
Total number of employees in senior management (managers and above)
₹3.7 crore
Expenditure on employee trainings and developments
₹11,627
Average amount spent per FTE on training and development
59
Average hours per FTE of training and development
7 man-days
FTE training
Workforce: Age Group
Workforce: Management Level
Workforce: Nationality
3,212
Asian (Indian)
Workforce: Gender
3,133
Male Employees
79
Female Employees
Notes:
- All entities of APSEZ are considered, except JVs and expats at international locations.
- Information is extracted from internal portals like Oracle, All Sec (Payroll) and Learning Management System (Skillsoft).
- Employees are considered as on-roll employees, workers as off-roll and contractual.
At APSEZ, we are committed to fostering our people resources to steer long-term business growth for inclusive stakeholder progress. Digital capabilities, employee engagement, workplace agility and continuous learning are the key enablers of this strategy, which is aimed at people development and the creation of a future-ready workforce and leadership pipeline.
Chief People Officer
