Arohan Financial Services Limited | Annual Report 2022-23

Automation of HR Processes • Employee Movement: In FY 2023, Arohan completed the end-to-end automation of all categories of employeemovements across locations and departments. This also includes necessary communication flows with notification alerts to all concerned stakeholders. • Employee Dashboard: Arohan’s one-stop employee dashboard allows its employees to get access to information pertaining to their employment lifecycle at a touch of a button. This module in Arohan’s proprietary Mera Arohan portal enables all the employees to access their service- related information, such as attendance, leave, performance evaluations, and promotion records, on a real-time basis and through a single sign-in. • Employee Communication module: In FY 2023, Arohan introduced an Employee Communication Module in the meraArohan App to make employees aware of policies, processes, benefits, and new initiatives taken by the Company toward employee welfare. The module is also backed by an assessment, which is circulated in regional languages, to capture the awareness levels of the field employees pertaining to such employee value propositions while ensuring the effectiveness of the communication. • Samadhaan: As part of its automation journey, Samadhan, the grievance redressal platform of Arohan, has been fully automated in FY 2023. Through this platform, employees can now register their complaints or issues related to salary, leave, employment-related documents, movements, etc. On raising a complaint or query, a ticket is generated, initiating the resolution process, which is ensured to close within the defined TAT through a defined matrix. HR PRACTICES Hiring Arohan, as an equal opportunity employer, considers the candidature of all submitted job applications irrespective of their age, sex, marital status, disability, nationality, or religion and accordingly shortlists potential employees. Employment is offered only to suitable applicants on the basis of their merit from the pool of referrals, direct applicants, and internal employees. External Hiring: Arohan has taken a conscious approach to include more women in its field workforce and has undertaken a diversity charter with specific annual targets on gender diversity to be achieved over the next three financial years. The Company has also identified certain roles across departments with specific preferences for female hiring only. In its hiring strategy, the Company is focused on the principle of “Equality to be brought through equity.” Arohan also encourages its employees to come out of sabbatical for their second innings in their careers with focused efforts and programmes. Arohan believes that with such opportunities, the Company will not only enable the employees to rebuild their careers but also create a lasting impact on their lives. Moreover, the Company will also benefit from their expertise. Arohan ensures to recruit high-quality hires for industry-specific roles by defining a pool of candidates from its competitors. Arohan recognizes the domain knowledge, experience, andexpertiseeachprospective employees bring and the value they add by inviting different perspectives which are diverse in nature. In addition, Arohan also provides an‘Employee Referral’ scheme to encourage its employees to refer their contacts and suitable candidates for relevant roles and get rewarded for successful onboarding. Internal Hiring: Arohan prioritises providing its employees with equal cross-functional growth opportunities. To this effect, Internal Job Postings (IJP) are announced through the system for the eligible candidate pool irrespective of their departments. Arohan has a well-defined IJP policy, which provides a framework for job rotation, multi-skill development, career progression for fast-trackers, cross-functional/ locational exposure, and optimum utilization of the internal talent pool, allowing employees to grow and scale within the organisation. In FY 2023, 42% of positions were closed through IJPs. 63 | Annual Report 2022-23