Century Pulp & Paper, a key division of the Aditya Birla Group, exemplifies the Group’s commitment to world-class people processes and holistic employee development. The organization engages its workforce in activities that prioritize professional growth and holistic development. Dr. Arun Pandey, Joint President (HR) at Century Pulp & Paper, shares insights into the company’s strategies for attracting and retaining talent, nurturing a people-centric culture, promoting diversity, and creating a vibrant workplace.
Paper Mart: Describe your approach to talent acquisition and recruitment. What has helped you attract the right talent?
Arun Pandey: At the Aditya Birla Group, our approach to talent acquisition and recruitment is deeply rooted in our purpose elements of “Inspiring Trust, Creating Value, and Empowering People.” This purpose guides us in every aspect of our recruitment strategy, ensuring that we not only attract the right talent but there is value alignment and culture fit.
Our Employee Value Proposition (EVP) is built on pillars of learning & development, career growth, reward & recognition, and enriching life. These pillars create a comprehensive and attractive proposition for potential employees, demonstrating our commitment to their long-term growth and well-being. We focus on cultural fit and values alignment, seeking individuals who resonate with our core principles. This ensures that the talent we bring on board is not only skilled but also shares our vision and work ethic.
To attract diverse talent, we have focused recruitment programs tailored for different categories, including leadership development initiatives, campus hiring programs, and specialized recruitment drives for experienced professionals from various industries. We maintain strong relationships with top university campuses, where we actively engage with students through internships, workshops, and seminars, positioning us as an employer of choice among the next generation of leaders.
Additionally, we leverage technology and data analytics in our recruitment processes to identify and engage with the right candidates efficiently. Our strong employer brand further enhances our ability to attract top-tier talent. By integrating these strategies, we ensure that our talent acquisition efforts are aligned with our long-term organizational goals and values, helping us build a workforce that is both capable and committed to driving our business forward.
PM: Given the presence of your mills in rural areas, what are the challenges that you face in drawing talents there and making them stay?
AP: Operating in rural areas presents some common and some unique challenges; attrition can be a challenge owing to the unorganized nature of the industry, talent scarcity in remote locations is another, and workforce nearing retirement leading to potential skill gaps. To address these, we focus on hiring locally and identifying talent early. We invest in them to help them grow within the organization. We have introduced initiatives to transfer and retain tacit knowledge in the system.
Providing a world-class living experience that lets employee fulfill their personal goals is a specific challenge we face in rural areas. Hence, we’ve invested in building robust infrastructure, access to amenities, and fostering a strong colony culture to create a supportive and engaging environment for our employees and their families. This approach not only helps us attract talent but also encourages long-term retention.
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PM: Help us understand the people-focused culture you have nurtured in your organization.
AP: At the Aditya Birla Group, our people-focused culture is at the heart of everything we do. We truly live our EVP, ensuring that our initiatives and processes are designed with our people in mind, rather than expecting them to adapt to rigid structures.
Care is central to our approach. We focus on holistic wellness, including mental, emotional, and financial well-being. We offer comprehensive programs that support our people at every stage of their journey with us, fostering a balanced and fulfilling work life.
Our focus on nurturing talent is evident in the way we continuously invest in their growth and development. We empower our employees through learning opportunities, leadership development programs, and a supportive environment that encourages innovation and collaboration. By embedding these principles into our culture, we create a workplace where people feel valued, supported, and motivated to contribute their best.
PM: Walk us through some of the distinct employee welfare initiatives you have rolled out.
AP: At Century, employee welfare is a top priority, and we have implemented several initiatives to ensure the well-being of our workforce. We have a four-pronged approach to employee health and wellness – preventive, promotive, curative and rehabilitative.
All our sites are equipped with medical facilities. We regularly organize health check-up camps, not only for employees but also for their families, promoting a culture of healthcare. Mental well-being is another key focus area. Through our MITR initiative, we provide training and counselling sessions to support emotional health and resilience. We understand the importance of a balanced life, and our programs are designed to support our employees’ mental, emotional, and physical health.
Under our CSR framework, we extend various well-being activities to the surrounding communities, reinforcing our commitment to social welfare and employees are a part of these initiatives as volunteers. All of this, coupled with our emphasis on a supportive and inclusive work environment, reflects our holistic approach to employee welfare.
PM: Please discuss the upskilling programs you have introduced for your mill employees.
AP: At Century Pulp & Paper, we place a strong emphasis on continuous skill development to ensure our workforce is equipped to meet the evolving demands of the business. Our upskilling initiatives begin with a comprehensive skill gap assessment, followed by targeted development programs that focus on multi-skilling and enhancing technical, functional, and behavioral competencies.
We have a structured Training Calendar that is driven by a thorough Training Needs Analysis (TNA), ensuring that our programs are aligned with both individual and organizational goals. There are programs supported by our central learning and leadership centre, Gyanodaya, which offers a range of learning opportunities. We adopt the 70-20-10 approach to skill building, where 70% of learning comes from on-the-job experiences, 20% from feedback and coaching, and 10% from formal training sessions. Safety is paramount, and we conduct regular safety training to ensure our employees are well-prepared to operate in a secure environment.
Our training programs are delivered by both internal experts and external trainers, providing a well-rounded learning experience. This comprehensive approach to upskilling not only enhances our employees’ capabilities but also contributes to their career growth and overall satisfaction.
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PM: How important is diversity and inclusivity to your organization? Please explain
AP: At Century Pulp & Paper, we believe that a diverse workforce is crucial to driving innovation, creativity, and sustainable growth. Not only gender, by bringing together people from different backgrounds, industries, and generations, we foster a rich environment where diverse perspectives lead to better decision-making and problem-solving.
As an equal-opportunity employer, we are committed to creating an equitable playing field where everyone has the chance to succeed. This commitment is reflected in our efforts to enhance gender diversity, as well as in our recruitment practices.
Our workforce is composed of multiple generations, each bringing unique strengths and experiences. We actively encourage collaboration across these generations, fostering an environment of mutual learning and growth. This diversity not only enhances our organizational culture but also strengthens our ability to serve our customers and communities effectively.
Inclusivity, for us, is about more than just representation—it’s about ensuring that every voice is heard and valued. By embracing inclusivity, we stay true to principles of integrity, respect, and fairness, creating a workplace where employees feel empowered to contribute their best. These are not just goals for us — it is integral to who we are as an organization.
PM: Please elaborate on the initiatives you have taken to help increase women’s participation in your workforce.
AP: We actively pursue this objective in both young and lateral hiring, ensuring that women are represented in our talent pool. Our recruitment efforts are complemented by the creation of a women-friendly work environment, both at work and in the residential colonies. This includes investing in infrastructure that supports safety, comfort, and well-being, as well as fostering a culture that is inclusive and respectful.
To ensure a supportive workplace, we provide training and sensitization programs for our managers, helping them understand and address the unique challenges that women might face. These programs are designed to promote gender sensitivity and foster an inclusive leadership style.
We are also committed to equal pay and opportunities for all our employees. We have policies in place to ensure that women receive the same compensation and career advancement opportunities as their male counterparts, reinforcing our stance as an equal-opportunity employer. We are not only increasing women’s participation in our workforce but also ensuring that they have the resources and support needed to thrive and succeed in their careers with us.
PM: What makes your organization a fun place to work?
AP: At Century, we strive to create a vibrant and enjoyable workplace where employees feel valued and engaged. Our culture is at the heart of this, fostering a supportive and inclusive environment where collaboration and camaraderie thrive.
We offer targeted engagement programs that cater to diverse interests, including sports, cultural, and wellness activities. For example, REPRISM provides opportunities for employees and their families to bond outside of work while celebrating manufacturing. Volunteering opportunities are another key aspect of our work environment. We encourage employees to participate in community service and corporate social responsibility (CSR) initiatives, which not only contribute to social causes but also foster a sense of fulfillment and team spirit.
Celebrations are an integral part of our workplace culture. We celebrate various occasions, from traditional festivals to personal milestones, with enthusiasm and inclusivity. Our celebrations, such as Diwali parties and annual picnics, bring everyone together and create a lively atmosphere.
Open communication is strongly encouraged through regular town halls and feedback mechanisms. This transparency helps in building trust. Our culture is supported by various resource groups and clubs, such as professional development groups and hobby clubs. These platforms provide additional avenues for growth and interaction, allowing employees to pursue their interests and connect with colleagues who share similar passions.
We maintain a balance between work and leisure, promoting a positive work-life balance through flexible working arrangements and wellness programs. This holistic approach ensures that our employees not only enjoy their work but also find satisfaction in their overall experience with us.
