| 70 Annual Report | 2024-2025 Management Discussion & Analysis • Ex-Employee Helpdesk: To support former employees, Arohan launched a dedicated, providing assistance with queries related to exit documents, benefits, PF, gratuity, taxes, and more. This initiative reflects Arohan’s ongoing commitment to maintaining positive relationships even after separation. • SOCIAL, internal communication platform: Arohan SOCIAL is an end-to-end communication platform for all the employees of Arohan. The app is designed to keep our Arohan family connected and informed like never before. This comprehensive platform offers a wealth of features, allowing employees to access the latest business updates, policies, notices, contest details, R&Rs, and many more — all in one place and in the language of their choice. The application is available in the employee portal - MeraArohan for both web and mobile versions. By embedding automation across the employee lifecycle, Arohan continues to advance its people-first vision with a strong foundation in efficiency, transparency, and innovation. These initiatives not only optimize HR operations but also enhance employee satisfaction—ensuring that every touchpoint reflects the organisation’s values of care, trust, and progress. HR PRACTICES Inclusive and Merit-Based Hiring At Arohan, our hiring philosophy is rooted in the principles of equal opportunity, fairness, and meritocracy. We are committed to cultivating a diverse and inclusive workforce where individuals are evaluated solely on their skills, qualifications, and potential— regardless of age, gender, marital status, disability, nationality, or religion. Our talent acquisition process draws from a broad spectrum of sources, including employee referrals, direct applications, and internal mobility, ensuring we identify and attract top talent from both within and outside the organisation. Each application undergoes a thorough and unbiased evaluation, reinforcing our dedication to building a workplace that reflects equity, opportunity, and excellence. • External Hiring: Arohan is strongly committed to advancing gender diversity within its field workforce. Through a well-defined Diversity Charter, the Company has set clear annual targets for female representation over the next three years. Specific roles across departments are designated for women, underscoring Arohan’s dedication to equity and inclusion. In support of career continuity, Arohan also offers structured re-entry programmes for professionals returning from sabbaticals, helping them reintegrate and grow within the organisation. By leveraging industry-specific talent pools, Arohan ensures the recruitment of high-caliber candidates who bring fresh perspectives and diverse expertise. To further strengthen its hiring strategy, Arohan operates an Employee Referral Programme, encouraging team members to recommend qualified candidates. This not only fosters a culture of ownership and collaboration but also enhances the quality and cultural fit of new hires. • Internal Hiring: Arohan places a strong emphasis on nurturing internal talent. Through its Internal Job Posting (IJP) system, the Company promotes crossfunctional career growth by providing employees with transparent access to opportunities across departments. This initiative supports job rotation, skills development, and long-term career progression. The IJP framework is guided by a clear and inclusive policy, ensuring equal opportunity for all eligible employees. By prioritising internal mobility, Arohan empowers its workforce, strengthens organisational capability, and reinforces a culture of merit-based advancement. Employee Onboarding at Arohan At Arohan, onboarding is seen as much more than a formal process—it’s the foundation for an employee’s experience and success within the company. A thoughtfully designed onboarding journey not only accelerates engagement and productivity but also plays a vital role in long-term retention. • Aashirwaad Programme - Welcoming with Purpose: The Aashirwaad programme is a signature element of Arohan’s field onboarding process. With over 65% of the field force aged between 21 and 27, many are entering the workforce for the first time. Recognising the significance of this life transition, Aashirwaad includes families in the onboarding experience, inviting them to participate in a ceremonial welcome for new probationary field officers. This unique initiative builds an emotional bridge between the employee, their family, and Arohan, fostering a sense of belonging and mutual commitment from day one. The result is a more engaged workforce and stronger retention through early emotional investment.
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