Craftsmanship, teamwork and professionalism have come together at Raymond to weave tales of

the finest Fabrics for over 80 years. Today, it has gained its market leadership position primarily
on the strength of its vast talent pool.

The company has always emphasized on the continuous and consistent upgradation of manpower
in order to fully embrace the rapid changes in the textile industry. It has always fostered a
growth-oriented environment enabling all its employees to fully realize their potential.

Internal Resourcing
The company first scouts for talent within the organization to provide growth opportunities to its
employees. This is done by notifying vacancies internally. This practice helps in managerial
cross-functional exposure for career development and learning.

Talent from Campus

Raymond recruits young textile engineering graduates, textile technologists, chartered
accountants, fashion technologists and MBA's only from some of India's leading Institutes. They
are then rigorously trained for a period of one year, during which they are placed across different
departments, before being finally placed in their area of specialization. The objective of the
programme is to gauge the recruit's area of expertise and then train them to independently
shoulder their responsibilities. A Mentoring programme for new inductees in the organization
enables them to adapt themselves to the organization.

Lateral Recruitment
'Market-skilled' employees from other companies are periodically inducted into the organization
from time to time. A combined force of existing talent and induction of fresh blood helps the
company to be competitive in the face of increasing business complexities.

Organizational excellence is achieved only through continuous investments in growth and

renewal of human resources.

A detailed training and development plan is drafted and implemented each year, which
comprises level-wise planned interventions as well as specific need-based interventions through
Training Need Analysis. This equips the team to excel in their current roles while also preparing
them for future roles.

There is great emphasis on behavioral and attitudinal training apart from technical and on-the-job
training.

Raymond Management Development Programme

The Raymond Management Development

Programme (RMDP) provides participants designated from various divisions at Raymond with
basic and advanced management perspectives and an opportunity for self-learning. The
participants will be trained at Welingkar Institute of Management Development & Research,
Mumbai followed by sessions back home over the next six months.

At Raymond, a Performance Management System provides opportunity for employees to explore

their potential for professional growth and personal development.

Good performers are promptly recognized and rewarded. Developmental needs and future
potential are established through assessment centers and on-line testing . Feedback is shared on
an on-going basis and reward and recognition are linked through measurement of Key Result
areas.

360-Degree Feedback System

A 360 Degree Feedback System provides senior managers with valuable inputs through
assessment from their colleagues, subordinates and internal as well as external customers. This
enables the management to prepare their employee's individual development plans by
understanding their potential, interests and goals

Employee Involvement
Raymond believes that employee involvement is the key to continuous improvement,
sounddecision-making and developing an open and transparent organization. Open forums
provide opportunities to employees to share their views regarding people policies. This ensures a
foundation of people centric policies. An online HR Manual brings transparency in HR
processes. Latent creativity among organizational members is tapped through initiatives like
Kaizen, Quality Circles and Suggestion Schemes in units.

The Raymond Interchange, a think-tank of the Co's top management group, is an on-going
initiative which harnesses the collective views on business strategy and is one of the drivers of
employee involvement. Usage of the internal branding concept throughout the Group also plays
an important role in driving employee involvement. We are proud of the fact that we are one of
the most empowered organizations in terms of decision making down the line.

Wherever Raymond has created industry and employment, it has also provided educational,
housing, recreational and spiritual support systems for its people. Employees' children have the
facility to enroll themselves in the schools run by the J.K. Trust, at 50% of the fees. In many
cases, children's education is absolutely free. From subsidised transport facilities or availability
of Raymond products at concessional rates to its employees; the company always strives to make
employees feel a part of the large Raymond family.