School of Human Resource Management

XIM University, Bhubaneswar

(Learning and Development)

End Term Project
Course Name: Learning and Development
Submitted To: Prof. R G Priyaadarshini

Submitted By: Group 7

Bharti Bothra UH23022

Debi Prasad Mishra UH23024
Niyati Gogri UH23028
Ishaan Sanehi UH23029
Priti Priyanka UH23039
Rhitwik Phukan UH23043
Snehal Mohapatra UH23057

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Overview of Vedanta:

Vedanta’s Mission, Vision and Value:

Mission: To create a leading global natural resources company
Vision: Transforming for Good
Values: Trust, Integrity, innovation, care, Excellence, Respect.

Timeline:-
Year Event
2002 Acquired 21% interest in Hindustan Zinc Ltd.
2003 First Indian company to be listed on LSE
2004 Acquired 51% stake in Konkola copper mines
2006 Commissioned 50,000 tons lead smelter in India.
• Listed in NYSE, Largest IPO by a non-US company
2007 • Acquired 51% stake in Sesa Goa Ltd.
Acquired Zinc assets in Namibia, Ireland and South Africa including Gamsberg, the
2010 largest undeveloped Zinc deposit in the world
Completed acquisition of controlling stake in Cairn India, marking entry into Oil &
2011 Gas
• Merger of Sesa Goa and Sterlite as part of Group consolidation
2013 • Sesa Sterlite Limited changed its name to Vedanta Limited
Vedanta Limited's wholly- owned subsidiary, Cairn India Holdings Limited acquired a
51.63% stake in AvanStrate Inc. (ASI), a Japanese manufacturer of LCD glass
2017 substrate.
2018 Acquired Electrosteel Steels Limited under Insolvency and Bankruptcy Code (IBC)
Acquired the Sindhudurg unit of Global Coke Limited, which was under liquidation in
2019 the Bankruptcy Code (IBC).
Acquired Ferro Alloys Corporation Limited (FACOR) under the Corporate Insolvency
2020 Resolution Process (CIRP) of the Bankruptcy Code.
• Acquired Ferro Alloys Corporation Limited (FACOR) under the Corporate
Insolvency Resolution Process (CIRP) of the Bankruptcy Code.
2021 • Acquired Nicomet, becoming only Nickel producer in India.
2023 Foray into Semiconductors and Glass Display.

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Overview of Business:
Vedanta Limited stands as a global natural resources conglomerate, prominently engaged in
key sectors such as aluminium, zinc-lead-silver, oil and gas, iron ore, steel, copper, power, ferro
alloys, nickel, semiconductor, and glass. With strategically positioned assets spanning India,
South Africa, Namibia, and Liberia, our focus is on generating enduring value and superior
cash flows. Vedanta champions a portfolio of structurally low-cost and diverse assets,
demonstrating significant growth potential. Our investments prioritize smarter processes,
industry-leading efficiencies, employee empowerment, and robust corporate governance,
aligning with the nation's evolving needs. Backed by disciplined capital allocation, resilient
cash flows, and a commitment to sustainability, Vedanta caters to diverse consumer markets,
emerging as leaders in respective segments. Our responsible business model, emphasizing
economic, human, and social value, positions Vedanta as a key partner in India's pursuit of
greater self-reliance.

Overview of ESG:
Vedanta is steadfast in its commitment to achieving sustainable and responsible growth,
generating value for both its shareholders and all stakeholders. The company proactively
integrates sustainability into all its practices, adhering to the philosophy of 'Zero Harm, Zero
Waste, Zero Discharge.' The ESG Vision of Vedanta is underpinned by three pillars and nine
key aims.
1. Transforming Communities
Vedanta is committed to maintain it’s 'Social License to Operate' by conducting
ourselves in a consultative, transparent, and fair manner, delivering both economic
growth and providing benefits to society as a whole.
Aim 1: Keep community welfare at the core of business decisions.
Aim 2: Empowering over 2.5 million families with enhanced skillsets.
Aim 3: Uplifting over 100 million women and children through Education, Nutrition,
Healthcare, and welfare
2. Transforming Planet
Vedanta’s commitment lies in spearheading efforts to decarbonize the world, secure
water resources for all, and incorporating technological advancements to ensure our
operations are environmentally sustainable.
Aim 4: Net-carbon neutrality by 2050 or sooner.
Aim 5: Achieving net water positivity by 2030.
Aim 6: Innovations for greener business model.
3. Transforming Workplace

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 Vedanta is committed to adopt innovative approaches to manage it’s workforce, design
compelling employee experience and ensuring safe workplace.
Aim 7: Prioritizing safety and health of all employees.
Aim 8: Promote gender parity, diversity, and inclusivity.
Aim 9: Adhere to global business standards of corporate governance

Vedanta believes in creating an environment of safety and trust

Vedanta's human resources philosophy embraces inclusivity, aiming to establish itself as a
leading employer across diverse industries. The organization's foundational values foster
innovation, creativity, and diversity. The overarching goal is to cultivate a high-performance
culture that fairly and equitably recognizes and rewards achievers. Vedanta is unwavering in
its commitment to ensuring a safe and healthy work environment for its employees, upholding
world-class standards in safety, environmental practices, and sustainability.

Vedanta’s Employee Value Proposition

1. Support Nation Building
• Be a part of one of the world's fastest growing companies
• Largest Natural Resources player, helping being country self reliant /
Make in India
• Fulfilling aspirations

2. Leadership From Within

• Significant roles & responsibilities
• CXOs as Anchors for career growth & success
• Decision-making roles, empowerment & visibility to young minds
• Digital and Technology Projects ; Entrepreneurial & Innovative culture’

3. Differentiated Rewards & Growth

• Fast-track Growth through ACTUP Programs
• Market Competitive Rewards – monetary / non-monetary
• Rewards are differentiated based on performance
• Stock Options for all hires; Long-term Incentive schemes for HI-PO
Talent

4. Diversity, Equity & Inclusion

• Diverse Workforce – Robust pedigree including mix of gender,
discipline, specialization
• Pay parity & equity

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 • Fair & equal opportunity
• Valuing & rewarding ideas & suggestions

5. Quality Of Life
• Care & Well-Being
• Robust support system for Employees, Families & Stakeholders
• State-of-the-art Infrastructure & Recreational facilities
• Flexibility & Manager’s engagement

Vedanta is Creating opportunities to encourage gender diversity in the

workplace

In an effort to eliminate gender disparities within the workplace, Vedanta is committed to

providing equal opportunities for all employees. Our goal is to achieve a 20% gender
diversity rate in Operations and a 50% rate in Enabling Functions. The manufacturing
industry has undergone a significant transformation in the past decade, actively addressing
gender inequality within organizational structures. Modern corporate entities now demand a
diverse skill set from both men and women. Vedanta acknowledges this gender gap within
the industry and has implemented policies and procedures to foster greater inclusion of
women in its business operations. The company has set a substantial target to elevate female
representation in the workforce, recognizing the importance of bridging gender disparities for
a more equitable workplace.

o Major Highlights

• A signatory of the United Nations’ Women’s Empowerment Principles (WEP) -

‘Equality Means Business’, Vedanta practises and promotes equal employment
opportunities.
• Ms. Sandhya Rasakatla appointed as Mine Manager - Zawarmala Mine (India’s
First Woman Underground Mine Manager)
• Ms. Yogeshwari Rane appointed as Head Planning & Development at Kayad Mine
as a part of Hindustan Zinc
• At Vedanta, we have launched some unique women-friendly programmes, in
addition to the regular initiatives, including Creche, Women Council, etc.
o Major Initiatives

• Pragati:
An exclusive program specially designed for professional competency assessment
& development planning to propel women into key critical roles.
• Wonder Women:

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 Amplifying the stories of female role models from core operations to break glass
ceilings & increase induction in unconventional roles.
• Tarang, A new horizon - Women Leadership Development Program:
Tarang aims at identifying potential women leaders at mid-management level,
assessing their strengths and areas of improvements, and enabling them to take up
critical senior- management roles.
• Mentoring in Voyage of O&M:
Mentor-mentee program for women professionals forging a strong foothold in
Operations, including females in B- shifts, to debunk the myth that women can't
work in Operations.
• Swaraksha- My Safety, My Responsibility:
A unique initiative on self-defense of women by the Security team, covering all
female colleagues across business units.

Learning And Development at Vedanta

Introduction
In the contemporary corporate landscape, the spotlight on Learning and Development (L&D)
as a catalyst for employee growth and organizational success has become increasingly
pronounced. Vedanta, a prominent player in the business arena, has strategically positioned
itself to capitalize on this paradigm by establishing a dedicated Business Excellence (BE) team.
This team meticulously aligns L&D strategies with overarching business goals, thereby
creating a comprehensive framework that ensures continuous learning and development. This
discourse delves into the multifaceted L&D initiatives at Vedanta, shedding light on their
strategic approach, talent acquisition practices, structured learning programs, and the
integration of experiential learning into their corporate ethos.

Alignment with Business Strategy

At the heart of Vedanta's L&D endeavours lies the meticulous work of the Business Excellence
(BE) team. This team serves as the linchpin, orchestrating the alignment of L&D strategies
with the broader business strategy. The strategic significance of this alignment cannot be
overstated, as it ensures that the training initiatives are not only relevant to the immediate needs
of the workforce but also poised to address the dynamic challenges posed by the business
environment. The collaborative efforts of the BE team with business leaders facilitate the
crafting of a training basket that encompasses functional, technical, and behavioural
components, reflecting a holistic approach to employee development.
The BE team's involvement in skill analysis, training creation, and identification sets the tone
for a well-rounded L&D strategy. This strategic alignment allows Vedanta to stay agile,
adapting its learning initiatives to the evolving needs of different departments within the

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organization. The result is a finely tuned L&D approach that serves as a driving force behind
Vedanta's sustained success.

Strategic Recruitment and Lifecycle Structuring

Vedanta's approach to talent acquisition is distinctive, with a strategic emphasis on recruiting
graduate trainees, constituting a substantial 90% of its annual hires. This includes Graduate
Engineering Trainees (GET), MBA graduates, and Chartered Accountant (CA) profiles. The
rationale behind this strategic choice is evident in Vedanta's commitment to shaping the entire
employee lifecycle.
By investing in graduate trainees, Vedanta positions itself at the forefront of talent
development, providing a platform for these fresh minds to evolve into well-rounded
professionals. The complexity of structuring the lifecycle for a considerable number of learners
necessitates careful management. Vedanta's approach reflects a forward-thinking strategy that
extends beyond immediate operational needs to create a pipeline of skilled professionals for
the future.
Vedanta prioritizes cost-effective training solutions while maintaining a commitment to
excellence. Despite considering budget constraints, the organization steadfastly ensures the
delivery of top-notch industry training. To uphold this standard, Vedanta enlists experts for
specialized training programs, underscoring its dedication to providing employees with the
highest quality learning experiences. This strategic balance between fiscal responsibility and
investing in expert-led training showcases Vedanta's commitment to optimizing the value of its
learning initiatives while being mindful of financial considerations.

Figure: Comprehensive Strategy at Vedanta

1. Structured Learning for Entry-Level Employees:

For entry-level employees, particularly Graduate Engineering Trainees (GETs),
Vedanta has implemented a comprehensive 30-day formal learning plan to create classic
conditioning in the system. This plan is a testament to Vedanta's commitment to
providing a structured and holistic onboarding experience. The initial 15 days are
dedicated to classroom-bound training, delving into organizational fundamentals such
as mission, vision, values, priority agendas, ethics, and code of conduct.
This phase of formal learning serves as the bedrock, ensuring that entry-level
employees not only understand the technical aspects of their roles but also imbibe the
organizational culture and values. The subsequent 15 days involve plant-related

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 induction, focusing on safety training, permits, and fostering cross-functional
interaction. Vedanta's recognition of the importance of both technical and cultural
learning in the onboarding process reflects a nuanced understanding of the elements
crucial for employee success.
This hybrid and continuous learning approach aligns with social learning principles,
emphasizing the importance of collaboration and knowledge sharing. The plant-related
induction, in particular, can be categorized as a form of social learning, as it involves
interaction with various departments and teams, fostering a sense of community and
shared understanding among employees.
2. On-the-Job Training and Project Assignments:

Post the formal learning phase, entry-level employees embark on a 3-4 month on-the-
job training period. This phase is designed to provide practical exposure and foster
informal learning, allowing employees to apply their theoretical knowledge in real-
world scenarios. Regular engagement activities complement the on-the-job training,
ensuring that employees are not left unattended during this critical phase of their
development.
The inclusion of a company-focused project during this period is a strategic move by
Vedanta. This project serves multiple purposes—it allows employees to gain hands-on
experience, encourages the application of theoretical knowledge to real-world
problems, and instils the importance of soft skills through stakeholder interactions.
Moreover, the project is structured to have a submission deadline by the 6th month,
creating a sense of accountability and ensuring that employees are conditioned to
understand and contribute to the business within a defined timeframe.
Once the project is completed and evaluated, Vedanta provides detailed feedback to the
employees. This feedback loop is integral to the learning process, offering insights into
areas of improvement and acknowledging strengths. Post-feedback, employees are
relocated to a new plant and assigned a new project with a similar deadline. This
practice exposes entrants to cross-training, ensuring that they gain exposure to diverse
projects and challenges, contributing to their holistic development.
The above battery of learning programs for new entrants aligns with the 70/20/10
model, a well-established approach to organizational learning. According to this model,
70% of learning comes from informal, work-based learning, 20% from developmental
relationships, and 10% from traditional coursework and formal training. Vedanta's
structured approach to on-the-job training and project assignments effectively
incorporates these principles, creating a well-rounded learning experience for new
employees.

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 Figure: 70-20-10 Learning model representation

3. Mentorship and Performance Appraisal:

The mentorship component at Vedanta is a critical aspect of the learning process.
Providing each employee with a mentor is not just a formality but a strategic move to
ensure that employees have the necessary support to navigate challenges and
uncertainties. The mentor serves as a guide, providing insights, feedback, and
constructive criticism. This mentorship approach aligns with best practices in talent
development, emphasizing the importance of personalized guidance in fostering
employee growth and development.
Vedanta's approach to mentorship is not just limited to addressing immediate challenges
but extends to nurturing the overall professional development of employees. Mentors
play a crucial role in imparting industry insights, helping employees navigate their
career paths, and fostering a sense of belonging within the organization. This
mentorship-driven approach contributes to a positive and growth-oriented work
environment at Vedanta.
The yearly appraisal at Vedanta takes into consideration the overall performance of
employees, with a particular focus on the outcomes of the projects assigned during the
learning process. This approach is a strategic move by Vedanta to integrate learning and
development into the performance evaluation framework. The linkage between project
success and salary hikes reflects the organization's commitment to rewarding
employees for their contributions to the business.

Figure: First year L&D Timeline Representation of a GET

Experiential Learning
Vedanta's commitment to experiential learning is evident in its strategic hiring of apprentices
and interns. This approach allows individuals to learn through trial-and-error, gaining practical

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insights by actively participating in various tasks and projects. The trial-and-error approach
encourages employees to explore different solutions, observe the results, and derive
understanding from the experience.
Vedanta’s Jharsuguda plant has achieved a milestone by being the second employer in Odisha
with most apprentices.

L&D Programmes at Vedanta

Vedanta's talent development practices align closely with the company's overarching strategy,
emphasizing human capital as its strongest asset. The comprehensive approach encompasses
job rotation, leadership performance scorecards, targeted graduate development programs, and
specialized initiatives such as V-Reach Tech, Chairman's Internal Growth Workshop, ACT-UP,
and Management ACT-UP.

• Job Rotation:
Vedanta's Job Rotation policy stands as a cornerstone of its talent development strategy.
Since most of the recruitment is of entry level professionals, Vedanta has a laser focus
on internal promotion. The company acknowledges that employee development is not
a linear path and can be significantly enriched by exposure to diverse functions,
locations, and businesses. The intentional rotation of employees in sensitive functions
ensures a holistic change in stakeholders, fostering adaptability and a comprehensive
understanding of the organizational landscape. This approach aligns with Vedanta's
commitment to providing employees with diverse learning opportunities, promoting
both professional and personal growth.

• Leadership Performance Scorecard:

Vedanta's Leadership Performance Scorecard is a digitally driven program that
underscores the organization's commitment to a performance-driven culture. By
employing a quarterly assessment system, the company ensures that senior leaders are
held accountable for their contributions aligned with the broader organizational
objectives. The use of a leading consulting firm in this process adds a layer of
objectivity and impartiality, minimizing biases and creating a meritocratic system. This
transparent evaluation system not only drives accountability but also serves as a tool
for recognizing and rewarding achievements, fostering a culture of continuous
improvement and excellence.

• V-Reach and V-Reach Tech:

Vedanta's V-Reach programs, including V-Reach and V-Reach Tech, are strategic
initiatives designed to identify and nurture high-potential leaders within the
organization. V-Reach, the Graduate Development Programme, targets 500 high-
quality leaders from the graduate population. These individuals are carefully mapped
for significantly elevated roles, serving as success stories and role models. V-Reach
Tech, specifically tailored for engineers in the mines and metal industry, recognizes
their pivotal role in organizational growth and technological advancements. The

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 identification of talents is based on a thorough assessment matrix, including
performance potential, psychometric evaluations, and 360-degree assessments. The
success of these initiatives not only contributes to internal talent mobility but also
underscores Vedanta's commitment to nurturing its talent pool and saving costs
associated with external hires.

• Chairman's Internal Growth Workshop:

The Chairman's Internal Growth Workshop epitomizes Vedanta's "Leadership from
Within" philosophy. This program represents a meticulous effort to identify and
empower hidden gems across the business, considering personal background,
performance, and potential as the key criteria. The workshop has successfully identified
and empowered a bench-strength of 600+ new leaders, emphasizing the company's
commitment to internal talent development and growth. The regular feedback sessions
and strategic initiatives ensure these new leaders are on track to contribute significantly
to the business.

• ACT-UP and Management ACT-UP:

The Accelerated Competency Tracking & Up-gradation Process (ACT-UP) is a
structured initiative to identify and develop high-potential employees within the
organization. Through a reputed consultancy firm, employees undergo a comprehensive
assessment to gauge their potential, and those identified as high potential (HiPo) are
declared as the "Star of the Business." This initiative underscores Vedanta's belief in
developing leaders in-house and ensuring a pipeline of talent for future leadership roles.
Management ACT-UP extends this focus to senior leadership, incorporating
competency assessments, leadership traits, drivers, and learning agility. The outcome
of this process is the elevation of leaders to disruptive senior roles, with a personalized
Individual Development Plan and access to online leadership courses in collaboration
with top Indian and global B-Schools.

• Talent Development Practices:

Vedanta adopts a multi-dimensional approach to leadership development and capability
building to address its short, long-term, and meta plans. The emphasis on a diverse set
of learning experiences aligns with the company's vision for fostering a culture of
innovation, adaptability, and continuous improvement.

Vedanta's talent development practices are not just a set of isolated initiatives, but a
comprehensive and interconnected framework deeply integrated into the fabric of the
organization. By focusing on internal growth, leadership development, and continuous
learning, Vedanta ensures the cultivation of a skilled and motivated workforce capable of
meeting the dynamic demands of the industry. The positive feedback from independent studies
underscores the effectiveness of these initiatives, validating Vedanta's commitment to nurturing
and developing its most valuable asset – its people. As the company continues to evolve, its
robust talent development practices will undoubtedly remain a cornerstone for sustained
success and growth.

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Continuous Learning
Vedanta places a strong emphasis on continuous learning, offering regular training to both new
and existing employees. The provision of refresher training underscores the organization's
commitment to keeping its workforce abreast of evolving industry practices. In this dynamic
environment, the need for ongoing skill enhancement is recognized, allowing personnel to
request training tailored to their needs. This proactive approach not only ensures the workforce
remains relevant but also fosters a culture of self-driven professional development. Vedanta's
commitment to both scheduled and on-demand training reflects a strategic alignment with the
principles of continuous improvement and adaptability.
One such example of refresher training is Safety training which occupies a prominent place in
Vedanta's training initiatives, especially given the nature of its operations in a factory setting.
The presence of inherent hazards necessitates a rigorous approach to safety training. Vedanta's
commitment to ensuring personnel safety is reflected in the mandatory and recurring nature of
safety training for all employees.
Vedanta recognizes that safety is a shared responsibility, and employees play a crucial role in
maintaining a safe workplace. To further emphasize this commitment, Vedanta allows
personnel to request additional training if deemed necessary. This proactive approach to safety
training reflects Vedanta's commitment to empowering employees to actively participate in
their own development and ensure a secure working environment.

Learning Management System (LMS) and Feedback System

Vedanta's commitment to employee development is further manifested in its diverse training
modules, all meticulously maintained on the Learning Management System (LMS). The
adoption of an LMS is a strategic move that centralizes the training process, streamlining access
to relevant materials, tracking employee progress, and facilitating continuous improvement.
Each unit within the organization has a separate portal on the LMS, tailoring the learning
experience to specific job roles and responsibilities. This customization ensures that employees
have access to training materials that are directly relevant to their roles, enhancing the
effectiveness of the learning initiatives. The use of audio and visual elements in the training
modules reflects Vedanta's awareness of the diverse learning preferences of employees,
creating an engaging and immersive learning experience.
An effective feedback system is integral to each training module, creating a continuous
feedback loop that enables Vedanta to make adjustments based on employee input. This
commitment to feedback-driven improvement reflects a culture of continuous learning within
the organization. It also aligns with best practices in adult learning, acknowledging the
importance of a two-way communication channel in the learning process.
The utilization of a Learning Management System not only enhances the efficiency of training
delivery but also positions Vedanta to adapt quickly to changing business needs. The data-
driven approach to L&D enables Vedanta to identify trends, assess the impact of training
initiatives, and make informed decisions about future learning programs. This proactive stance

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is indicative of Vedanta's commitment to staying agile in the face of evolving business
dynamics.

Global Exposure for Meta Skills

Vedanta's recognition of the importance of meta skills for long-term success is exemplified in
its practice of sending employees abroad for global exposure. This strategic move allows
employees to stay abreast of innovative technology, gain exposure to international best
practices, and bring innovative ideas back to the workplace.
The emphasis on meta skills, which goes beyond technical expertise, aligns with the broader
trend in the business world. As industries evolve, the demand for employees with a diverse
skill set, including problem-solving, critical thinking, and adaptability, becomes increasingly
crucial. By providing employees with global exposure, Vedanta positions itself at the forefront
of this paradigm shift in workforce development.
The global exposure initiative is not just a token effort but a strategic investment in the
intellectual capital of the organization. Employees who have experienced diverse working
environments and learned from international counterparts bring a unique perspective to their
roles. This diversity of thought and approach fosters innovation within the organization,
positioning Vedanta as a forward-thinking player in the industry.

Conclusion
In the contemporary corporate landscape, where the significance of Learning and Development
(L&D) in fostering employee growth and organizational success is paramount, Vedanta stands
as a noteworthy exemplar of strategic acumen. Through the concerted efforts of its dedicated
Business Excellence (BE) team, Vedanta has woven a comprehensive tapestry of L&D
initiatives that not only align with its overarching business strategy but also pave the way for a
culture of continuous learning and development.
The strategic alignment of L&D strategies with broader business goals, orchestrated by the BE
team, has been a linchpin in Vedanta's success story. The collaboration with business leaders
ensures that the training initiatives are not just timely but also adept at addressing the dynamic
challenges posed by the business environment. The creation of a training basket encompassing
functional, technical, and behavioural components reflects Vedanta's commitment to holistic
employee development, contributing to its sustained success.
Vedanta's unique talent acquisition strategy, with a substantial focus on recruiting graduate
trainees, reveals a forward-thinking approach to shaping the entire employee lifecycle. By
investing in the development of fresh minds, Vedanta not only meets immediate operational
needs but strategically establishes a pipeline of skilled professionals for the future. The
complexity of structuring the lifecycle for a significant number of learners underscores
Vedanta's commitment to long-term organizational vitality.
The structured learning approach for entry-level employees, particularly the 30-day formal
learning plan for Graduate Engineering Trainees (GETs), exemplifies Vedanta's dedication to

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providing a holistic onboarding experience. Blending classroom-bound training with plant-
related induction, Vedanta's hybrid and continuous learning approach aligns with social
learning principles, fostering collaboration and knowledge sharing among employees.
Mentorship at Vedanta is not merely a formality but a strategic move to ensure that employees
have the necessary support to navigate challenges. The yearly appraisal, with a focus on project
outcomes during the learning process, integrates learning and development into the
performance evaluation framework, reinforcing Vedanta's commitment to recognizing and
rewarding employee contributions.
Experiential learning, exemplified by the strategic hiring of apprentices and interns, adds a
dynamic dimension to Vedanta's L&D initiatives. The inclusion of diverse programs like job
rotation, leadership scorecards, and specialized initiatives such as V-Reach Tech showcases
Vedanta's multifaceted approach to talent development.
Vedanta's emphasis on continuous learning, reflected in regular and refresher training,
underscores its commitment to keeping the workforce abreast of industry practices. The
adoption of a Learning Management System (LMS) streamlines training processes, ensuring a
customized learning experience for each unit. Vedanta's strategic investment in global exposure
for employees showcases its recognition of meta skills' importance in long-term success.
In conclusion, Vedanta's journey in L&D is not just a series of initiatives but a strategic
narrative that intertwines with its overall organizational vision. As Vedanta continues to evolve
in the dynamic business landscape, its robust L&D practices serve as a guiding beacon,
fostering a culture of innovation, adaptability, and continuous improvement. The organization's
commitment to nurturing and developing its most valuable asset – its people – positions it as a
forward-thinking player poised for sustained success and growth in the competitive business
landscape. Vedanta's strategic approach to L&D will undoubtedly continue to propel its
workforce towards excellence and ensure a trajectory of enduring success.

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