MSPL's Workforce Is Society Too Form a Key Component of Involved in Mining Operations and at Our Planned Expenditures
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Management Approach 2 People Development 2 Community Development 11 Village Adoption 14 Women's Welfare & Empowerment 15 Educational Impetus 19 Support for Healthcare 23 management people approach development community nurturing employees We believe in following the highest standards of corporate citizenship and have aligned our community plans with the United Nations' Millennium Development Goals and the Prime Minister's Social Charter. Our approach is to have a positive impact on the society in the form of incremental growth in the local economy, thus entwined with our business imperatives. Towards this, need assessment exercises are carried out to evaluate community development imperatives. Contributions to the The bulk of MSPL's workforce is society too form a key component of involved in mining operations and at our planned expenditures. the corporate office. Our wind farms are fully operated and maintained by companies of repute to whom we have employees outsourced the operation and Employee safety, satisfaction and maintenance (O&M). Hence the welfare are at the heart of our business. number of our employees in the wind We practise non-discrimination and business is small. provide equal opportunities both in recruitment and employee performance assessment processes and associated remunerations, thus managing risks of attrition. We engage with our Our fair business employees regularly and have mechanisms to assess career practices have also satisfaction and plan career helped establish enhancement. MSPL as an employer of choicriske for & the impact people human rights in the region. Members We believe in the fundamental of the community principle of preserving human dignity where we operate, and respect of an individual's rights and freedom. Our Code of Conduct and consider MSPL a the Human Rights Policy that is being dream company progressively deployed provide to work with. detailed guidelines for safeguarding human rights. If any, incidents of violation of human rights will be investigated in detail and appropriate Nabaghana Pany punitive measure will be taken. All Vice President - HR employees reserve the right to directly MSPL Limited convey their grievances to the Chairman and Managing Director. 1 2 MSPL's iron ore mine is located in the mineral rich Hospet region of Bellary employee strength district. Due to the presence of several mines in the region, there has Grade Units 2006-07 2007-08 2008-09 traditionally been an intense competition for workers. We employ a Director Nos. 3 3 3 large number of people from the local communities. In a competitive Manager Nos. 25(8) 29(1) 36(7) environment, where workers are sought out by various mining Officer Nos. 117(14) 124(15) 133(11) companies - the respect, stability and potential for development that we offer Staff Nos. 242(21) 270(35) 307(16) those who work with us, has made us a Our people are confident ideal employer in the region. Worker Nos. 792(69) 1284(141) 1220(18) about their jobs; we have The downturn in the global mining made every effort to Total Nos. 1179 1710 1699 industry has created unemployment among a number of mine workers, create a healthy work environment that Numbers indicated in brackets pertain to probationary employees of MSPL having joined within 6 months particularly daily wage workers and risk & impact prior to March 31 2009, and the total is not inclusive of these. The above figures are for MSPL Limited illegal miners. At MSPL, we have made provides our employees a (inclusive of VIOM, EOU-I, EOU-II and Corporate Office) a conscious effort to ensure that we sense of security. In fact, retain all those who work with us. No we are scouting for best employee has been relieved of his or International Council on Mining and Metals her duties. In fact, our commitment to available talent and Sustainable Development Framework Principle 03: recruit full time employees, as talent management opposed to contract workers, has remains a major activity Uphold fundamental human rights given our people a sense of security. for the Human Resources and respect cultures, customs and This sense of comfort goes a long way towards ensuring that our people are Department at values in dealings with employees focused on discharging their duties MSPL Limited. and that MSPL will take care of them and others who are affected by our even under the most severe activities circumstances. We have made efforts Nabaghana Pany to retain a small number of contract Vice President - HR workers who have been with us for a MSPL Limited long time. United Nations Millennium Development - Goal 3 Promote gender equality and empower women total employee strength At MSPL, we understand that it is in mining operations are not typically 1710 1699 our best interests to employ the best attractive to women and secondly people for a given function regardless women have been historically kept Our employee strength remained stable with a small decrease of 11 personnel of their age, gender, religion, race or away from employment opportunities, at the year end, compared to previous any other discriminatory parameter. thereby impacting their professional year end. Employee strength increased We make employment and promotion development in India. Giving the girl across Manager, Officer and Staff decisions solely on the basis of merit child access to education is the first categories but decreased in the worker and performance appraisals are step towards providing women the category. In addition to the employees carried out for all post-probation basic skills to be eligible for 1179 on our rolls, 16 experts have been employees. employment. contracted as consultants. We also have [For a comprehensive understanding of our 77 contract workers at our mines However, as reported in the previous efforts in women's empowerment, please refer operations. year, majority of our employees are to “Women's Empowerment” in the People male due to two principal factors – Development section on page 15] 2006-07 2007-08 2008-09 3 4 When compared to last year, the number of male employees decreased by 0.37%, ensure that we emerge best equipped We used a balanced development while female employees increased by the same percentage. In terms of age, majority at the end of the crisis, we have approach in which, apart from the of our employees are under the age group of 50 years. There is a healthy distribution embarked on an extensive training regular technical, operational and of workforce between the sub-30 and 30-50 age groups. drive across the workforce. People certifications related training that was have received training in technical provided to our employees, we skills development, operational engaged an external expert for workforce diversity & equal opportunity refresher courses and soft skills & providing personality development and leadership skills, which included category 2008-09 lifestyle management. There have been conscious and concerted efforts goal setting, change management, Grade <30 30-50 >50 Total towards imparting training to developing human relations, stress M F M F M F M F employees at mine locations, management, time management and particularly in sub-managerial development of effective habits. Director 0 0 2 0 1 0 3 0 categories. Manager 0 0 21 0 15 0 36 0 Officer 26 5 77 4 20 1 123 10 Staff 100 16 181 4 6 0 287 20 male female 1400 Worker 592 1 598 6 23 0 1213 7 genderwise break-up 1213 1200 of employees Total 718 22 879 14 65 1 1662 37 1000 800 The above figures are for MSPL Limited (inclusive of VIOM, EOU-I, EOU-II and Corporate Office) 600 400 287 200 123 Employee Turnover 3 0 36 0 10 20 7 0 Directors Managers Officers Staff Workers level-wise break-up Although the number of employees of employees leaving the firm was 9.76% lower than employee categories Directors 3 the previous year, the rate of turnover at MSPL continued to remain high. The Managers 36 bulk of employees leaving the Officers 133 company were from the Worker and employee turnover Staff 307 Staff grade, but the percentage 2007 - 2008 Workers 1220 turnover was most significant among 2008 - 2009 33.90 the Officer and Manager grades. The 35 significant increase in turnover rate as 30 compared to the previous year is a matter of serious concern since these 25 22.22 gender-wise break-up employees are highly skilled and of employees r 20 17.29 17.40 experienced personnel. In the other e v 13.80 13.03 o 15 employee categories, the turnover rate n Females 37 r u has either improved from the previous t 10 Males 1662 0.00 0.00 7.79 7.87 year or remained unchanged. % 5 Moreover, the sub-50 age group continues to witness the highest 0 absolute levels of turnover. Directors Managers Officers Staff Workers We are convinced that the long term fundamentals of our business are employee categories robust. As part of our strategy to The above figures are for MSPL Limited (inclusive of VIOM, EOU 1 , EOU 2 and Corportae Office 5 6 In an effort to relieve employee stress formal training camps also promoted and inculcate discipline of healthy cordial employee relations increased living, we organised a yoga camp (refer interaction with employees at all page 28). A workshop was also levels. conducted by the Art of Living Foundation wherein participants were Employee training was a major activity The soft-skills training exposed to the tools and techniques in the reporting period. Over 16,000 hours of training was imparted to provided to our mine that enabled them to de-stress and workers over the years energise. These programs apart from employees across the firm. Extensive have been very beneficial.