Our success directly depends on our team of employees. And so, we are continually implementing several measures to strengthen our workforce further and improve their motivation and development. For example, we provide merit-based employee compensation, which is benchmarked to our industry and will continue doing so in future. Further, we use a balanced scorecard system as part of our performance management system. It facilitates a holistic assessment of our employees’ performance, supporting our ‘pay for performance’ culture.

Our Company has always emphasised and will continue to focus on training and development of our employees. To this, we first identify short and long-term organisational capability requirements. Then we establish training and development strategies and plans aligned to our business objectives. Our mentoring programme further supports the professional growth and development of the Company’s new hires.

Besides, our Employee Share Ownership Plan (ESOP) fosters a culture of ownership and alignment of employees’ interests with that of our business. We believe this ownership model and our emphasis on teamoriented management is likely to further promote a shared sense of purpose with our clients. Additionally, it will help contribute to low staff turnover and attract and retain quality talent critical to our success.

We will also continue to pursue our strategy of external recruitment from the market and merit-based internal promotions, with a particular focus on recruiting young talent.

At UTI AMC, we endeavour to create an atmosphere where employees are constantly motivated and self-driven to achieve their personal and business goals. Therefore, we will continue to provide industry-benchmarked salaries, incentive-based compensation (including ESOPs) and conduct specific training programmes.