processing time has now been reduced from 12 working days to only a maximum of 4 working days, while also minimizing manual intervention. • HRMS Platform: Arohan’s introduction of Adrenalin Max 2.0 marks a significant leap forward in optimizing the employee experience through streamlined HR processes. This upgraded version offers enhanced features aimed at simplifying navigation, providing quick access to essential employment documents, and boosting operational efficiency with improved data visualization and faster functionality. Adrenalin Max 2.0 encompasses a comprehensive suite of tools including Travel & Reimbursement Management, an Online Performance Management System, Real-time Attendance Tracking, and Interactive Dashboards and Analytics. Each of these components is meticulously designed to empower employees and HR professionals alike, fostering a culture of efficiency and engagement. With a clear focus on employee satisfaction, this innovative platform represents Arohan’s commitment to elevating the workplace experience. • Employee Movement: Arohan has completed the end-to-end automation of all categories of employee movements 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 meraArohan 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: Arohan also has integrated 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: Arohan’s employee grievance redressal platform, Samadhan, is fully automated. Through this platform, employees can 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 Hiring at Arohan operates under a firm commitment to equal opportunity, where all job applications are thoroughly considered regardless of age, gender, marital status, disability, nationality, or religion. Candidates are evaluated solely on their merit, drawing from a pool of referrals, direct applicants, and internal talent. • External Hiring: Arohan is actively dedicated to fostering gender diversity within its field workforce, undertaking a diversity charter with clear annual targets for gender representation over the next three years. Specific roles across departments are earmarked for female candidates, reflecting the Company’s commitment to equality. Arohan also supports employees seeking to re-enter the workforce after a sabbatical, offering tailored programmes to facilitate their career resurgence. By tapping into industry-specific talent pools, Arohan ensures high-quality hires, valuing the diverse perspectives and expertise each candidate brings. Additionally, the Company operates an Employee Referral scheme, incentivizing staff to recommend suitable candidates for open positions. • Internal Hiring: Arohan prioritizes internal talent development, providing equal crossfunctional growth opportunities through Internal Job Postings (IJP). These postings are open to eligible candidates across departments, promoting job rotation, skill enhancement, and career progression. With a well-defined IJP policy, Arohan optimally utilizes its internal talent pool, facilitating employee growth and advancement within the organisation. Management Discussion & Analysis Annual Report 2023-24 | 64
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