KECs Employee Value Proposition (EVP)

|High Performance| KEC leverages talent as a strategic differentiator by bringing out

the best in its people to inculcate a sense of pride in them Aligning people strategy with org anization strategy to enable business growth. Driving process orientation across the organization with rigor in execution. Assessing, identifying & rewarding the potential in people to differentiate talent on regular basis. Emphasizing on multifaceted development & regular feed-forward for continuous performance enhancement.

|Global Exposure| KEC being a global EPC player fosters diversity, spirit of
collaboration and believes in delivering a wide choice of career opportunities for its workforce Nurturing diverse talent for multiple business verticals spread across geographies. Achieving global excellence through continuously imparting new skill sets & revitalizing existing ones. Implementing scalable processes to align with global standards. Instilling pride in people for their association with a globally recognized brand.

|Empowerment| KEC achieves operational excellence through talented workforce by

providing an environment that encourages personal initiative, challenges its employees & empowers them for continuous improvem ent Fostering an entrepreneurship culture through more autonomous units & profit centers. Building empowered leaders by offering independent responsibilities at early career phase. Propagating intellectual honesty & sharing of ideas. Encouraging challenging status quo for process improvement & implementation of business solutions.

KECs Employee Value Proposition

We create High Performing managers through Global Exposure and Empowerment

Behaviors What to Expect & What not to Expect

HIGH Performance
What to Expect
Challenging goals for individuals aligned with organizational goals. Prime responsibility of development lies with the individual. Monthly Performance Reviews to course correct variations. Reward (Monetary/Non - Monetary) in-line with performance and capability.

GLOBAL Exposure
What Not to Expect
Goals will be formulated based on ease of achievement. Learning & Development is only through the classroom training organized by HR. Performance reviews will itself ensure target achievement. Special privileges and policy changes for high performing individuals.

What to Expect
Performance / potential based career movements across geographies, in different business verticals. Short term international assignment, being part of a Global CFT, special project. Connecting with multinational workforce on physical/virtual platform. Orientation to foreign languages and culture.

What Not to Expect

Selection for a global assignment based on tenure or goodwill. Permanent posting in international locations with families. Interaction with multinational workforce through site visits only. Exposure to foreign languages and cultures only through a stint abroad.

Continuous Assessment of performance and potential Once a highflier always will be a highflier. through Talent Reviews and various tools. Multifaceted Development through involvement in special projects, job rotations/enlargement, cross functional teams Mentoring, grooming and networking opportunities with Senior Management. Proactive Adherence to process guidelines Talent differentiation based on performance and potential. Taking ownership and accountability for timely execution within the budgeted costs. Additional monetary reward for doing job outside your direct responsibility . Access to Senior Management will lead to career progression. Repeated follow-up. Talent differentiation based on age and tenure.
Planning at the time of goal setting will itself ensure desired results.

EMPOWER ment
What to Expect
Environment to share your views and ideas. Taking calculated risks through creative thinking, innovative solutioning and effective decision making. Independent responsibility at an early stage in your career, based on potential.
Being open to job enlargement and widening scope of job with additional responsibilities.

What Not to Expect

All views shared will be accepted and ideas will be implemented. Recognition for being risk aversive. Manager will frequently remind about your responsibilities and accountabilities.

Waiting for tasks to be assigned and step - by - step direction for task implementation. Open and transparent sharing of relevant information Work in silos with minimal interactions with other across teams. teams. Freedom to challenge status quo for process Freedom to deviate from the processes or overrule others' authority. improvement.