annual-report-FY2021

45 MAHINDRA & MAHINDRA LTD. INTEGRATED ANNUAL REPORT 2020-21 ENABLING TRANSFORMATION ENSURING GROWTH Challenge Conventions Bring Alternative Thinking to the Workplace Drive Positive Change in the Lives of Our Customers & Communities Recognition for Outperformance Empowering Environment Abundant Learning Opportunities C A P R AL E Employee engagement at Mahindra is more than an HR process, it is an integral part of our vision to help employees progress. Our engagement ecosystem reflects the core purpose of Mahindra Rise to drive positive change in the lives of our stakeholders. EMPLOYEE ENGAGEMENT Workmen Engagement Survey This survey helps capture the voice of workmen across our 14 manufacturing plants biannually. The questionnaire measures various aspects of engagement through 14 factors that are categorised into stimulus and response factors. MCARES An employee engagement construct devised to gather employee feedback on engagement parameters, it is based on five drivers: Career, Alignment, Recognition, Empowerment and Strive. The MCARES survey is administered to our employees, with a 90% response rate annually. Rise@Work Rise@Work portal is a gateway for Mahindra employees to share and experience Rise stories and is a one-stop solution for all employees' digital needs. At Mahindra, building a pipeline of technical leaders is as important as building a pipeline of business leaders. Thus, we set up the Mahindra Research Valley (MRV) at the Auto and Farm Divisions to drive innovation and develop talent with deep technical expertise. Through MRV's unique concept of 'Tech Ladder', we identify and cultivate technical talent by working on performance management, talent management and capability building. TALENT MANAGEMENT LEADERSHIP DEVELOPMENT & PERFORMANCE MANAGEMENT SYSTEMS Today, the Tech Ladder framework successfully caters to more than 2,000 engineers, covering multiple Centres of Expertise (CoE) and project functions across Automotive and Farm Divisions.