Star Cement Community Welfare
As an equal opportunity employer, we welcome individuals with diverse skills and expertise regardless of their caste, race, birth, nationality, gender, origin, religion, disability, family responsibility, marital status, political opinion, age, union membership and sexual orientation. Our facilities are designed to accommodate the specific needs of differently abled individuals, ensuring easy accessibility and mobility.
Transparency
Fair Meritocracy-based approach
Inclusion
Provision of inclusive and safe working environment
Equity
Equal pay and equal growth opportunities
The foundation of our business model and achievements lies in the preservation of human rights. As a responsible corporate, we acknowledge our obligations to respect and safeguard human rights. We are fully committed to upholding and advancing human and labour rights across our operations and the value chain. We are committed to
- Prevention of child labour and forced labour
- Non-discrimination
- Fair wages
- Preventing involvement in Human Rights abuses
- Workplace health and safety
- Freedom of association and right to collective bargaining
Safety is not a choice; it is a deep-rooted ethical obligation. Supporting our employees’ physical, financial and mental health as well as their sense of wellbeing is vitally important to us. Committed towards ‘Zero Harm’ , we promote a robust safety culture, implement safe work procedures, and monitoring and controlling unsafe work conditions.
Safety Management
System
Ensure Zero Harm
across our operations
Risk Assessment
Implement Safety Procedures
Health and Safety Trainings
Prioritising a Safety Culture
Aspiring to be recognized as one of the preferred employers of choice, we focus on attracting, developing and retaining employees from a diverse pool of resources and nurturing their skills to create a prosperous career. We provide all our employees with an attractive value proposition for career growth and prosperity throughout their employment tenure.
Job Design & Grading
- Clear job description about competency requirements
- Defined behavioural competencies within the lavers of a function
Recruitment & Selection
- Competency based assessment of candidates
- Competency based interview assessment forms
Training & Development
- Tailored content based on the competency framework
- Training programs to focus on competency gaps
Performance Management
- Annual assessment of behavioural parameters
- Promotions
- Job rotation
Identification & Development of HiPOs'
- Identification of high performers through assessment
- Creation of IDPs and handholding potential employees in their development
Career Path & Succession Planning
- Identification of key positions & its successors
- Career pathing for potential employees
