8/12/2019 EVP Philosophy

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KECs Employee Value Proposition (EVP)

|High Performance|KEC leverages talent as a strategic differentiator by bringing outthe best in its people to inculcate a sense of pride in them

Aligning people strategy w ith organizat ion strategy to enable business g rowth.

Driving process orientation across the organization with rigor in execution.

Assessing, identifying & rewarding the potent ial in people to di fferentiate ta lent on regular basis.

Emphasizing on multifaceted development & regular feed-forward for continuous performance

enhancement.

|Global Exposure|KEC being a global EPC p layer fosters diversity, spirit ofcollaboration and believes in delivering a wide choice of career opportunities for its

workforce

Nurturing diverse talent for multiple business verticals spread across geographies.

Ach ieving global excell ence through continuously imparting new s kill sets & rev italizing existing

ones.

Implementing scalable processes to align with global standards.

Instilling pride in people for their association with a globally recognized brand.

|Empowerment|KEC achieves operational excellence through talented workforce byproviding an environment that encourag es personal initiative, challeng es its employees &

empowers them for continuous improvement

Fostering an entrepreneurship culture through more autonomous units & profit centers.

Building empowered leaders by offering independent responsibilities at early career phase.

Propagating intellectual honesty & sharing of ideas.

Encouraging challenging status quo for process improvement & implementation of business

8/12/2019 EVP Philosophy

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KECs Employee Value Proposition

Behaviors What to Expect & What not to Expect

We create High Performing managers through Global Exposure and Empowerment

GLOBALExposure

What to Expect What Not to Expect

Performance / potential based career movements

across geographies, in different business verticals.

ing

through

What to Expect

HIGHPerformance

What Not to Expect

Challenging goals for individuals

aligned with

organizational goals.

Goals will be formulated based on ease of

achievement.

individual.

Learning & Development is only through the

classroom training organized by HR.

Monthly Performance Reviews to course correct

variations.

Performance reviews will itself ensure target

achievement.

- -

performance and capability.

Special privileges and policy changes for high

performing individuals.

Continuous Assessment of performance and potential

through Talent Reviews and

various tools.

Once a highflier always will be a highflier.

-functional teams

Additional monetary reward for doing job outside

your direct responsibility.

Mentoring, grooming and networking opportunities

with Senior Management.

Access to Senior Management will lead to career

progression.

Proactive Adherence to process guidelines

Repeated follow-up.

Talent differentiation based on performance and

potential.

Talent differentiation based on age and tenure.

execution within the budgeted costs.

desired results.

EMPOWERment

What to Expect

What Not to Expect

Environment to share your views and ideas. All views shared will be accepted

and ideas will be

implemented.

Taking calculated risks through creative thinking,

innovative solutioning and effective decision making.

Recognition for being risk aversive.

Independentresponsibility at an early stage in yourcareer, based on potential.

Manager will frequently remind about yourresponsibilities and accountabilities.

Being open to

job enlargement and widening scope of

job

with additional responsibilities.

Waiting for tasks to be assigned and step- by-step

direction for task implementation.

Open and transparent sharing of relevant information

across teams.

Work in silos with minimal interactions with other

teams.

Freedom to challenge status quo for processimprovement.

Freedom to deviate from the processes or overruleothers' authority.

Planning at the time of goal setting will itself ensure

responsibility of development lies with thePrime

line withReward (Monetary/Non Monetary) in

special projects, job rotations/enlargement, cross

Multifaceted Development through involvement in

Taking ownership and accountability for timely

Exposure to foreign languages and cultures only

through a stint abroad.culture.Orientation to foreign languages and

physical/virtual platform.

with multinational workforce onConnect

Global CFT, special project.

Short term international assignment, being part of a

families.

Permanent posting in international locations with

Interaction with multinational workforce

site visits only.

or goodwill.

Selection for a global assignment based on tenure