JSL Jajpur-1975

In order to promote education and realize the goal of universal education for children, JSL
has been working towards providing education to children in and around its plant locations in
Jajpur and Vizag

Partnerships with private and government schools have been established at Jajpur to
promote computer education.

Vision
Improving lives through trustworthy and innovative Stain-less solutions
Mission
To be a leading stainless steel company in the world
Forging reliable relationships with customers, suppliers, employees and all other
stakehoders
Building strong capabilities driving innovative practices, high quality and competitive
solutions

Products
1.HR Coil

2.Steel Plates

3.CR Coil

4.brownfield project for cold-rolled products at Jajpur in Odisha in 2019, 4.5lakh tonnes

Total Number of Employees

1001 to 2000 People

The OPJEMS (O. P. Jindal Engineering & Management Scholarship) was started in the year
2007 to commemorate Shri O.P. Jindal, the founding father of the Jindal group. OPJEMS
aims to identify meritorious post graduate / graduate students who emulate Shri O.P. Jindal’s
vision and values and have the potential to become leaders in entrepreneurial and
innovation excellence.

Health & Safety

Jindal Stainless Limited (JSL) firmly believes in creating a Safety culture among all
employees by adopting 4-Es (Engineering Control, Education, Encouragement &
Enforcement) principles and through effective management practices by implementation of
OHSAS 18001:2007 for Occupational Health & Safety system and promote safety at various
stages to roll out ACCIDENT FREE STEEL.
A robust management system framework and a sound safety governance structure drive our
health and safety measures. To achieve our objective of Zero LTI (Loss time injury), long-
term Safety Strategies are being implemented across JSL. We endeavour to achieve the
goal of Committed to Zero i.e. to achieve zero LTI for any unsafe act/s when it comes to
Safety.

JSL has set online systems for reporting unsafe condition/act in the workplace, besides
offering features for online detection of hazardous gases as well as visual displays of the
shop floor for better understanding of work processes. EHS Department, comprising of well
experienced & empowered Safety Officers, Fire Officers, coupled with area- wise safety
responsibility has been constituted to devise best practices & procedures for creating a safe
work environment with ensuring applicable safety compliances. Supervisor Responsibility on
safety i.e Line Responsibility is inherently adopted thus driving safety ownership at
respective shop floors to enhance Suraksha Chakra. JSL has well- structured and
experienced fire fighting team round the clock to deal with any emergency situations at
Plant. A dedicated Safety Training Centre (STC) with multimedia facilities to conduct safety
training on various topics and impart audio-visual aided induction & job specific safety
trainings on daily. In addition, various Safety Promotion campaigns, awareness drive,
publicity & propaganda including Weekly Open House Safety Meeting at different Shop
floors are undertaken at regular intervals to instil safety culture.

We are committed to our goal of ensuring zero harm to our employees, our contractors and
the communities in which we operate. This is integral to our business process and is laid
down in the JSL Health and Safety Policy, through which we have achieved the Zero
Fatality.

Human Resource

Employee satisfaction is essential to us. Therefore, placing a strong focus on our employees
is in the best interest of our clients and shareholders. Especially in the face of on-going
digitalization in the workplace, companys efforts and strategy in the field of human resources
take on a new and crucial importance.

As on March 31, 2019 the Company comprised total employee strength (including
contractual staff) of 6,442. Our inherent belief and conviction is that people are our
greatest asset. One of the key initiatives in this direction during FY 18-19 was to implement
SAP Success Factors as our HRMS across the entire organization (including subsidiaries).
The entire project was implemented successfully in a short span of 6 months, with
meticulous change management to support the transition. It has helped us to not only
streamline employee experience and deliver HR services effectively but also to provide a
digital experience via a mobile interface.

Our internal social media platform, Pulse now forms the lifeline of the organization; acting as
an interactive medium for employee engagement. Online town-halls SAMPARK with the
senior leadership ensures we get connected to all the locations simultaneously, and are
continuously listening to our employees as well as informing them periodically about our
direction and strategy. Our engagement with employees also continues via year-long events
centered on wellbeing and team-bonding.
With workforce becoming increasingly diverse; we need to understand, accept and value
differences, striving to build an inclusive and diverse work environment. As a step in this
direction, Jindal Stainless has launched STRIDE- an inclusion & diversity initiative with
a series of ongoing programs and interventions. We revised our Prevention of Sexual
Harassment policy (POSH) incorporating best practices beyond the mandated act;
reiterating our commitment towards becoming a ‘zero tolerance organization against sexual
harassment of women at workplace.

We are continually refreshing our talent by hiring fresh engineering & amp; diploma
graduates every year from leading engineering & amp; diploma colleges across India,
selecting the best of the best after rigorous online assessments and interviews. The
graduate engineering trainees (GET) will go through our flagship year long program - ARISE
which will Shape Stainless Engineers of the future, preparing them for the transition from
academic to the corporate world. Industry-Academia partnership through our MOUs with IIT
Bhubaneswar, polytechnics, ITIs is also helping us contribute to build an industry-ready
workforce.

To build the future leadership pipeline at Jindal Stainless, we launched a flagship leadership
development program for middle managers, Masterful Management - a 12 month
development journey focusing on leadership capabilities for the changing business
landscape.

Way Forward

Several internal and external factors augur well for the Companys future. JSL is well
positioned to capitalize on the enormous growth potential the Stainless Steel industry offers.
It has in place sufficient capacity and headroom for growth and has a wide domestic and
International presence. JSLs focus is to carry forward its growth momentum into the next 12-
18 months. On a longer-term basis, the Company remains confident that its strategic
initiatives will provide levers for high quality and sustainable growth and profitability.
However, Indian stainless steel primary producers are facing the challenges of higher
imports from FTA countries.

Investment Theme Largest stainless steel player in the fastest growing market- India
Cost leadership through raw material optimisation Asset monetisation plan-led
deleveraging has stabilized operating model

The minimum age of employment in JSL is 18 years of age and this is strictly followed by
the Human Resource department with documents for proof of age.
At the plant level the HR department, plant incharge, supervisors conduct surprise on site
visits to ensure non engagement of child labour.

Jindal Stainless follows a policy of no discrimination in its hiring, and retention program, the
only differentiation we follow is Meritocracy.