71 | Annual Report | 2024-2025 • Employee Selection Process: At Arohan, the employee selection process is meticulously crafted to ensure the right fit for every role. Anchored by our proprietary Competency Framework, we employ a diverse array of evaluation methods tailored to each candidate’s level and position. For mid-level and senior roles, a panel of department heads conducts interviews, leveraging psychometric tools for comprehensive behavioral assessment. Junior candidates undergo online aptitude tests, while selection for the role of Customer Service Representatives incorporate psychometric evaluations focusing on Achievement, Motivation & Adaptability. In a first for Arohan, field employee selections include a mandatory one-day field visit and report submission, offering candidates a first-hand glimpse into our operations. Additionally, all entry-level field employees undergo an exhaustive month-long off-thejob and on-the-job training programme to equip them with the necessary skills before assuming their roles. This holistic approach not only facilitates informed decision-making but also aids in managing drop-out rates effectively. Simultaneously, candidates are encouraged to evaluate both the sector and the Company, ensuring alignment with our mission and values before onboarding commences. • Performance-Driven and GrowthOriented Culture: At Arohan, we believe that career progression should reflect individual excellence, not just tenure. Our culture is rooted in performance and potential, where promotions are earned through demonstrated capabilities, consistent contributions, and readiness for greater responsibility. We take a holistic approach to employee development, ensuring that our evaluation process is not only rigorous but also supportive. It considers not just performance metrics, but also leadership qualities, emotional maturity, and the ability to thrive in evolving roles. ADDRESSING THE UNIQUE NEEDS OF EMPLOYEES Employee Benefits • Compensation: Compensation: Arohan has adopted a three-pronged approach for its compensation structure to cater to the unique needs of the different groups of employees: 1. For entry-level employees, the approach focuses on ensuring more ‘cash in hand’ to meet their day-to-day expenditures, encouraging performance-linked incentive schemes 2. For middle management level employees, the focus is on balancing the aspects of long-term retirement benefits and cash-in-hand to meet their immediate requirements 3. For senior leaders, the focus is on value creation through Employee Stock Option Plans and other tax-saving benefit schemes and variable pay, where the payout is dependent on the Company’s profit. • National Pension System: Arohan, in association with HDFC Life, has introduced the National Pension System (NPS), a voluntary tax-saving retirement scheme tailored for middle and senior management. NPS allows employees to have flexible control over their contribution amounts, ensuring a customizable savings plan for their retirement years. Contributions to the NPS are eligible for significant tax benefits, enhancing its appeal as a prudent financial planning tool. • Car Lease Benefit: Arohan has introduced a Car Lease Benefit for employees, offering a significant tax-saving opportunity. Employees at the Deputy Manager level and above are eligible to avail this benefit, allowing them to lease a car and save on taxes. Additionally, those at the AGM level and above have the flexibility to choose between the Car Lease Benefit or Conveyance Reimbursements, further optimizing their tax savings and enhancing their overall compensation package. • Employee Advances, Loans, and Grants: To mitigate the needs of certain short-term financial support, Arohan offers its employees advances, loans, and grants. Advances are given to address the immediate financial needs of the employees, which can be paid back within a stipulated timeline. Loans are of two categories – Personal and Educational, which relatively is a large amount provided to employees and for a longer duration. • Grant is a special category of Education loan, which takes care of financing any professional course or certification programme relevant to the job the person is undertaking. • Work from Home: With Arohan being home to a diverse workforce and the new hybrid work culture that employees prefer in today’s scenario, the Company offers Work From
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