(A) About Company-----------Shravanthi Life at Adani welspun Our corporate values are Courage We shall embrace new ideas

s and businesses Trust We shall believe in our employees and other stakeholders Commitment We shall stand by our promises and adhere to high standards of business (B) Company Intro Adani provides an open and dynamic work environment where organisation believes in people and also recognises that its success and growth are driven by people and is dependent on people capabilities. The organisation recognises the critical role that employees play in the success and growth of each of our businesses. It is the competence and drive of our people that set us apart from other industries and lend us the competitive edge in building tomorrow's enterprise. As a group, we understand the strategic importance of Organisational and Employee Capability building in achieving vision and business results. Therefore all systems, processes and people practices are designed and executed to enhance organisational performance. Integrated frameworks are developed that. (C) Vision We strive to be not merely another employer but To be a Group that empowers its people to experience & celebrate success of businesses. Belief At Adani, we believe that on the job learning and exposures are the best way to grow and develop. (Belief) Accordingly people are provided exposure of various projects, be it inside the country or overseas operations. Opportunities are provided to carry out large value assignments at younger age to high performing and high potential employees. We provide career opportunities in Group / Businesses (Power, Port & Logistics, Mining, Real Estate, Oil & Gas and Agro businesses) in the following areas; - Projects - Techno Commercial - Operations - Supply Chain / Logistics

- Engineering - Sales & Marketing - Legal

- Finance & Accounts - IT - HR

(D) Objective OBJECTIVES OF THE COMPANY Welspun Corp Ltd has laid the foundations for becoming the most respected line pipe company in the world. In the next five years, apart from strong profitable growth, the company is also aiming to: Be seen as a preferred business partner to its customers and suppliers Be seen as the organization with highest quality standards in its segment of manufacturing Become an employer of choice Strengthen global presence Be admired as a socially responsible corporate and a sustained value creator for all its stakeholders Mayur Work Envt & Culture Work Environment & Culture At Adani, we have a judicious blend of a strong value system and evolving best practices for enhancing and improving - Organisational & Employee Capability for maximising organisational objectives. People processes / practices have been designed and executed to facilitate these in a conducive work environment. Organisation Culture Org Culture Adani is young and vibrant company with an average workforce age is 34 years. We are a Group that respects its people and values the strength of each and every employee. The strong Adani team has people from different culture, background who speak different languages. Culture of Adani promotes PRIDE; Passion Results Integration

Dedication Entrepreneurship Diverse opportunity Diverse Opportunities Adani being diverse business conglomerate has interests across Port, Power, Mines, Oil & Gas Exploration, CNG & PNG .Working with the Group, gives an employee the rare opportunity and choice, to work in diverse businesses under a common umbrella. Inter-business movement is an option laid open to employees, thus improving their competence and facilitating their all-round development. There's so much to explore and achieve here - even about yourself. Every single day is a new day in a challenging and enjoyable work environment that will help you realise your true potential and aspiration. An ability to think on your feet, an eye to identify weak links & spot the opportunities and the drive to change the world for the better is other characteristics of our Group. Opportunities are provided to wear different hat at ease. Human Resource Policy HUMAN RESOURCES POLICY In past one year, the HR team at Welspun has re-organized itself as a combination of centralized and decentralized structure. The major focus was to bring synergy within the HR team and focus on bringing uniformity in process / policies across the Group. Based on the feedback received from the GPTW (Great Place to Work Survey) 2011 and to serve the need for synergy and uniformity, organizational re-structuring of the existing HR team was done and specific action areas were identified. Accordingly, based on the importance of the Program Management Activities, six focus areas were identified globally which would help in developing the Company's most important and invaluable asset Human Resources. HR Operations Performance Management System, Industrial Relations and Corporate Social Responsibilities Talent Management Employee Development Talent Acquisition Employee Engagement KEY HIGHLIGHTS---Hiren The key initiatives taken in HR are as listed below: HR Policies and Practices:

To bring uniformity in the HR processes, Group HR Manual comprising of standardized group level policies and procedures with a flavor of location level policies was introduced. A process of introduction of Group Induction Manual and Employee Handbook to facilitate employee's awareness regarding the policies and procedures governing them has also been set up. Talent Management: To bring objectivity in the process of identification of HiPo(High Potential)employees across the Group, Personality Assessment tests were conducted and Individual development plan was drawn and implemented. The organisation has the formal & informal ways of spotting talents and providing them challenging & exciting opportunities including international assignments. There are many examples where the internal talents have been moved to key positions. Performance Management System: Goal Setting exercise for entire Group & performance review were the key activities. Sessions on PMS process were organized at all locations to make employees understand the nitty-gritties of the PMS process & also align the individual goals with the Business objectives. Talent Acquisition: Internal Job Portal was launched to provide platform for all the employees to internally channelize their career aspirations and facilitate the hiring activities. Other sources like head hunting and employee referrals were mostly used which resulted in bringing down the recruitment cost by 94%.. Talent acquisitn)We follow a structured selection process with the objective of recruiting the best talent across diverse businesses and locations, ensuring person-role fitment; thereby leading to long term individual growth and complete leverage of human potential for achievement of Group Vision 46 47 Employee Engagement: Launch of Tablet an employee engagement committee was the major initiative. Few sub-committees were formed under Tablet like Fun Tab, Whiztab, Sport Tab and E Tab. Monthly fun events, practice sessions for Sports Tournament, nominations in Mumbai Marathon and monthly newsletters were the key activities of Tablet. Employee Communication: Individual & Group communication forums were launched. At the individual level, process of stay interviews was started to conduct 'health check' of the Organization. At the Group level, communication forums like Monthly Departmental Meeting (MDM) and Town hall were started to share business updates with employees and to address their concerns. Launch of E- Blog, an internal blogging site was another major highlight. Welspun Intranet Portal One Welspun and Welspun Global Helpdesk HR & Admin Helpdesk were also launched. RECRUITMENT PROCESS--------Hiren Internal: A portal for employees to stay updated about job opportunities

Mails sent to ask employees to apply for the available positions The best candidate is promoted to a more challenging job profile Referral system External: Campus recruitment Consultants Online Job Portals eg. Monster.com Advertisements on leading newspapers Selection Procedure Selection Procedure (Depends on the job profile) Screening of CVs Potential pool of candidates called for further rounds Aptitude test Group Discussions Technical round HR round PI round where a 3 member-committee which includes people at managerial levels and their reporting bosses discuss about their expectations Trng & development--------------Deepti Trng & development At Adani, staff have personal growth plans. We have programmes and processes to help them achieve their potential and gain knowledge and experience in areas critical to our success and their developement.

Capability building & Continuous Learning Capability building programmes at different stages of an employee's career are planned by putting in place processes of succession planning, individual growth & development plans etc. The Adani Management Development Centre (AMDC) is the platform on which leadership building programmes for our executives across the Group are conducted. The overall philosophy of these programmes is founded on the belief that the grooming of business and emerging leaders requires a multi-pronged approach involving conceptual and reflective learning, a deep insight into one's own beliefs, values and attitudes, action learning and internalisation for better

effectiveness as individuals and leaders. To build and enhance knowledge, professional & educational qualifications, Group has collaborated with premier management and engineering institutes to impart management/technical courses to its employees.

Behavioural Training Acquiring right talent, providing them motivating work environment, empowering employees to decide and act, encourage risk taking, providing learning and growth opportunities at every stage, developing future leaders and a strong team culture are some of the key features of these people systems and processes that enables the business to consistently achieve our goals. Effective Learning and Development at Adani Power ensures right people with right skills at the right time, who are aligned with our organisational Vision and Values and deliver on organisational commitments. To achieve business objectives efficiently and effectively, Adani Power has established continuous learning processes for its employees.

Technical training programs The Institute has established industry tie ups with several reputed training providers to train employees on power generation, transmission and other related areas. With the collaboration of all departments, site heads and the senior management team, an internal group of experts were identified. This Center of Excellence and knowledge network is built on the deep, rich and diverse experience of senior experts from top national and international organizations. The Institute has developed a strong network and interface with academia and training & research institutions. Performance appraisal---------Dipesh Personal growth and speed of doing business are a way of life at Adani. (PA)So we have evaluation processes in place to groom our people to become the best at what they do.* In addition, we have The Adani Management Development Centre (AMDC) where we conduct leadership-building programmes for executives across the Group. Performance evaluatn *Our processes include: Performance development & review system, Assessment & Development Canters, 360 Feedback Systems, Talent management, Talent matrix, Center for Entrepreneurship Leadership, Business and Emerging leadership programme and many other education & training offered at different stages of an employees career

Talent matrix

Employee Engagement Power Gem 2013

ower-Gem 2013 is a unique initiative started

Power Limited, Mundra. Conceptualized by Adani Power Training and Research Institute, the aim was to blend learning with fun. Under the aegis of our station head Mr. Anand Kumar Singh, Power-Gem 2013 was organized and executed by our training team - Mr. Sunil Kumar, Mr. Sombir Sharma and Mr. Rakesh Upadhyay. The cross-functional teams competing in the event learnt about power generation process, unit operation, honed their reflexes during emergency, team work, communication and appreciation for each other through role plays, quiz and assignments on the simulator. Total 27 teams participated covering 131 employees from different functions. The fi rst round was a quiz session followed by two simulator assignments for each team. A total of four teams were selected for the fi nal round in 330MW and 660MW category each. Winning team, runner ups and highest scorers in the quiz were awarded by Mr. Anand Kumar Singh, Station Head and Mr. Abhay Tamhane, Site HR Head in presence of other HODs and employees.

As sami celebrates

Fun Indoors