| 64 Annual Report | 2025-2026 ● External Hiring: Arohan is strongly committed to advancing gender diversity within its field workforce. 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-calibre 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 cross-functional 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. Aashirwaad includes families of our young field inductees 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. 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-the-job and on-thejob 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 Growth-Oriented 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. To further empower our people, Arohan actively promotes internal mobility through a transparent Internal Job Posting (IJP) system. This initiative encourages employees to pursue new challenges and higher roles within the organisation, providing a platform to grow, lead, and shape their own career paths. At Arohan, every individual is seen as a key driver of our collective success—and we are committed to nurturing that potential at every stage of their journey. Management Discussion & Analysis
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