HR Policy No.: 11 Key Area: Human Resource Management Systems.

Authorized By: Head- HR Sub Key Area: Promotion and Career Growth.

I. PERSPECTIVE:

1.1 To put in place a career path and planning process for a vibrant leadership and
managerial enthusiasm at various levels in the organization.

1.2 To create a pool of executives with the potential and capability to shoulder higher
responsibilities.

1.3 To develop a competence pool for planned succession for senior positions created due
to attrition and / or expansion of the organization

II. POLICY:

2.1 The company offers careers and not jobs to those who seek association with the
company. The company will strive to have a well-defined career plan and path for
every executive joining the company at any level. Performance criteria, attributes and
developmental opportunities for current role and for subsequent role and
responsibilities will be defined in the career plan and path.

2.2 Promotion opportunities will be available to those who possess superior knowledge,
skills, and potential; to those who perform at consistently high levels; to those who
demonstrate leadership and enterprise; and to those who work hard, can take pressure
and show high commitment and enthusiasm.

2.3 Promotion and career in the company will involve a systematic working upwards step
by step and importance will be given for wide cross-functional and geographical
exposure and experience.

III PRACTICES:

3.1 Recommendations for promotions shall be initiated by the functional head and
approved by departmental head by considering available performance and potential
data from multiple sources.

3.2 While making recommendations for promotions, it would be necessary for

functional / departmental heads to give at least 5 (five) reasons justifying their ratings.
At least 3 (three) out of these 5 (five) reasons must be quantitative. The following
indices are available for judging whether the person is suitable for promotion:

 His KRA performance

 His potential to grow further in the organization
  Capability to take higher responsibility (as promotions would normally accompany
additional / higher responsibility)
 Contribution to the company
 Flexibility or versatility
 Intelligence and output
 Commitment, enthusiasm and positive attitude

3.3 A committee comprising HOD and HR Head shall examine all recommendations,
hold discussions with proposer (functional head) and finalize its recommendations.

3.4 The promotions will be considered and awarded only during Appraisals when
Increment process is completed. No case will be reviewed or entertained in between
the year.

3.5 Approved promotions will be incorporated in the Increment letter of the employee,
subsequent to the Appraisal Exercise.