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Our world-class crop and seed solutions have their beginnings in people. We view everything we do through the lens of how it will affect our stakeholders – employees, farmers, supply chain partners, customers, and business associates. Which is why our organisational culture always prioritises wellness, learning, fairness, and inclusivity.
At UPL, our human capital development is geared to anticipate and meet our needs in volatile environments, continually adapting to the uncertainties that businesses face today. We aim to support the organisation’s objectives, while ensuring that our choices also benefit our employees and improve their internal opportunities for job fulfilment and advancement.
Formally integrating new employees into the organization ensures that a new employee feels welcome and comfortable in their new environment. It provides new joiners a head start to their career at UPL with the required skills, knowledge, and resources, leading to a high engagement work environment and great employer experience.
The Benefits of On-boarding
Our digital onboarding program CATALYST accelerates the assimilation of new employees into UPL, bringing them up to speed with the right information and resources. In this journey, they discover and understand our ethos and values, engage and network with different teams, and begin to contribute to UPL’s organisational growth.
The Catalyst program has three unique phases which are designed to make this journey informative and fun.
UPL DISCOVER
Kick starts the new employee’s growth journey with us. Through our Pre-Onboarding Program - DISCOVER, they get acquainted with our rich legacy, purpose, mission, and vision, values, and various community-building initiatives. They get the opportunity to meet senior management via our ‘Know your Leaders’ module and hear them speak about their experience of working with UPL and what is in store once they become part of the organization.
ENGAGE
Is the second phase of their journey, in which they get acquainted with our Global Policies, Businesses, Functions, our Employee Portal - myUPL, and our Ethics & Compliance policiess. They also get an in-depth understanding of our regional businesses, organization culture, and policies applicable in their respective countries.
GROW
Is the third phase of the journey, our Post-Onboarding Program. Through GROW, they gain in-depth knowledge about OpenAg® - our core purpose, values, social responsibility initiatives, various lines of business, and the crop value chain.
This program also captures 2nd, 30th, and 60th day impressions from the program participants. Then, analytics based on their feedback are shared with the relevant stakeholders for any necessary course corrections.
We have created and nurtured a culture of continuous learning. In it, we encourage personal and professional growth across our global offices and various functions. The ultimate objective is to complement UPL’s business mission with the full potential of our people.
Our ELP is aimed at developing mid-level to senior leaders across our Global & Regional offices/functions. The program addresses talent-development via a three-pronged approach:
Leadership Masterclasses focused on self-development, leading others & leading change
Hogan Personality Assessment and Individual Development Planning Sessions with an executive coach and a UPL manager
And most importantly, learning through Action Learning Projects
While digitisation can enhance functions like information-sharing and order-taking, salespeople are still needed in situations that involve complex solution selling. With our global reach and diversified employee base, we needed a Global Selling Program that offered us sales trainings tailored to the needs of UPL. i.e., customised content in local languages, and each region being able to choose which track it needs to follow. The initiative is divided into 2 parts, Refresh Sales, and Remote Selling.
OpenIntel is our one-stop, e-learning platform. It is designed to:
Develop a culture of learning within UPL
Engage, motivate, and encourage learners, enable them to decide their development needs, and seek out the inputs they require
Offer a wide range of learning resources via a globally recognised service provider
Offer dynamic custom content that is easy to access and complete, e.g., modules in Accounting, Cross Cultural Management, SCM, working remotely, problem-solving, Customer-First Leadership, etc.
Deliver certificate badges upon completion of modules which can be shared socially, for example on LinkedIn.
Safety Leadership by Paul Balmert in November 2019 - Directed at 75 employees of our Supply Chain leadership team and Unit leadership team of all units. Key objectives of this workshop were:
How safety performance can be enhanced using various tools at the shopfloor level
How to influence right safety behaviour at the lowest level, this led to 2 new initiatives
Leadership GEMBA walk at shopfloor level was introduced to promote safe behaviour and identify issues on the shopfloor
Safety First Initiative in December 2019 for all the units of SCM
‘Alive & Well at the End of the day’, this specially designed leadership programme explains how to efficiently enhance safety performance in their respective areas.
Behavioural based safety by Max Safety was carried out in January 2021, covering unit leadership level employees, projects group, and unit safety teams
Hazard Identification and Risk Assessment training with shopfloor workmen was conducted by internal safety team in year 2019
Safety Cultural Transformation
Safety Climate Survey across all sites of UPL for all employees & Contract workforce
‘Know your Culture’ Workshops at various sites as part of Diagnostic study on Safety Cultural Transformation, with leading Safety & OD consultants “Swasya Solutions”
Capacity Building of teams on PSM across all functions
- Gexcon PSM Workshops
- Training through GVS Ciba Tech
- External & industry experts in the field on PSM
PSM Infrastructure development basis the gap-assessment
PSM implementation right from design
Validation of safety critical equipment, instruments, systems etc, where necessary rebuilding systems
Learning from Incidents across the globe
Dedicated PSM Team both at Central & unit levels
An in-depth Diagnostics session at select UPL sites to understand our processes and systems, culture, and Safety Climate Survey – to gauge how robust our employees and workforce think our safety systems are
Long-term handholding towards a strong safety culture. Set to begin in 2022.
Our TQM Journey started in FY19, with the objective of achieving system-driven transformations, and improvements by engaging employees from all levels. They underwent role-appropriate trainings, such as Kaizen, Poka-yoke, Quality Control Circles, and many other high-end improvement projects. Capability-building programs by TQM and unit teams help in enhancing the over-all understanding of TQM concepts.
DISCLAIMER
“UPL and its subsidiaries have made every attempt to ensure accuracy of the information provided on this website. However, this is a global webpage with access to different geographies for wider reach and greater awareness of UPL. In the course of doing the same, UPL has used Weglot translator plugin to cover the language of this website from English to select regional languages.
UPL therefore, does not accept any responsibility or liability on the nature, standard or the accuracy of the translation and cannot take responsibility for any type of inaccurate contextual meaning in the event of a mismatch from English to a regional language.”
