EMAAR MGF LIVE PROJECT

Benchmarking the HR policies, Leadership, Customer Services Structure, Sales Structure, CSR
Initiatives, Organization Structure of Emaar MGF with the Top 10 Real Estate Companies in India, Top
5 in Delhi/NCR and the Top 3 Globally.

Submitted By,
Nithin Gomez
Vatsal
Agarwal
RANKING METHODOLOGY
Three factors were chosen to find out the top 10 real estate companies in the country:
Market Capitalization, Net Sales and Net Profit. The weightages given was 2:2:1.
Top 10 real estate companies in India
1.
2.
3.
4.

DLF
Oberoi Realty
Prestige Estate
Godrej Prop

5.
6.
7.
8.
9.
10.

Phoenix Mills
PNC Infratech
HDIL
Sobha
Indiabulls Real
Omaxe

Top 5 real estate companies in Delhi/NCR

1.
2.
3.
4.
5.

DLF
Omaxe
Ansal
Parsvnath
Unitech

Top 3 real estate companies in the World

1. CBRE Group
2. JLL
3. Cushman & Wakefield
The benchmarking exercise was conducted for these companies in the following subjects:
HR policies, Leadership, Customer Services Structure, Sales Structure, CSR Initiatives, Organization
Structure

DLF India
HR Policies
Recruitment and selection process at DLF starts with Manpower planning, or Human Resource
Planning, which consists of planning requirement of manpower on a time, skill and region wise basis.
This is followed by Recruitment, Selection, Placement, Induction and Training & Development.
As per the compensation management system employed by DLF, the employees are offered the
following benefits- Basic Salary, HRA, Medical benefits, Leave Travel Allowances, Transport
Allowances, Bonuses, Provident Fund, Leave facilities, ESOPs, Project Allowances, and various
entertainment events for employers
Leadership Structure
Currently, the board comprises of 14 members- 4 Executive Directors and 10 non-Executive directors
including 8 independent directors.
Executive Director(s) are appointed by the shareholders for a maximum of 5 years at a time or such
shorter duration on recommendation of the Board and are eligible for re-appointment upon completion
of their term.

Mr. Mohit Gujral and Mr. Rajeev Talwar, Whole-time Directors were re-designated/appointed as
CEO(s) and Whole Time Director(s) w.e.f 28th August 2015 for a term co-terminus with their
appointment as Whole-time Directors, subject to approval of shareholders
Customer Services Structure
Being one of the top companies in the sector, DLF has a very approachable and helpful customer
service structure. Queries, complaints or feedback can be raised on its official website, by contacting
the customer service number (0124 433 4200) or in person at any of its registered offices.
Sales Structure
The marketing and promotions experts continually develop exciting plans regarding the marketing of
the apartments and commercial spaces. Several fun activities are designed to increase the shopper
traffic and facilitate tenant sales at the malls. The marketing team also conducts extensive activities to
promote the apartments by targeting the target segment according to the income, and other
parameters. Promotions in the form of putting up stalls in the property expo, tie ups with agencies are
some of the commonly followed techniques in this area. All this is backed by well etched out
advertising and PR initiatives for the efficacy of the marketing plans.
CSR initiatives
DLF focuses on 5 initiatives as part of its CSR program by the CSR committee.
1. Cluster Development Program: Development of living standards and increasing general
awareness using engagement activities by empowering communities. The program looks at
holistic development of the population with projects on health, education, rural development,
sanitation and environment.
2. Urban Underprivileged Development Program: The program entails providing healthcare and
education facilities to the underprivileged population in urban slums and villages. This shall
include running of primary healthcare clinic, mobile medical clinics, providing life care facilities
during disasters, drinking water facilities, integrated school development and hunger
alleviation through providing mid-day meals and operating food bank.
3. Talent Nurturing Program: Providing scholarships to meritorious poor at the school, graduate
and post-graduate levels. The school scholarships enable marginalized meritorious children
studying in government schools to make the shift to access quality education in selected
private English medium schools starting at grade VI. Like the school scholarship, the
company also provides scholarships to the meritorious poor, at the graduate and post
graduate levels. The scholarships cover a large number of disciplines including medicine,
engineering, IT, management, Fine Arts and Sports.
4. Skill Development Program: Providing market-driven skill sets to underprivileged and
marginalized youth for productive employment. The company accordingly has started a
program to establish employment linked skill training centers across the country for providing
job linked training to unemployed and underemployed youth coming from low economic
backgrounds.
5. Swachh Haryana Program: The program entails taking up solid waste management initiatives,
construction of toilets and rainwater harvesting structures across various locations of Gurgaon
city and the surrounding rural and urban villages
Organizational Structure
Given below is the organizational structure at DLF India Pvt. Ltd

DLF India
HR Policies
Leadership Structure
Customer Services Structure
Sales Structure
CSR initiatives
Organizational Structure

COMPANY PROFILE OF GODREJ PROPERTIES, NSE, INDIA

Date of Incorporation

08-Feb-1985

Date of Listing

05-Jan-2010

Management
Name

Designation

Adi B Godrej

Chairman

Pritam Singh

Director

Lalita D Gupte

Director

S Narayan

Director

Pranay Vakil

Director

Nadir B Godrej

Director

Parmeshwar A Godrej

Director

Keki B Dadiseth

Director

Jamshyd N Godrej

Director

Amitava Mukherjee

Director

Amit B Choudhury

Director

Mohit Malhotra

Executive Director

Pirojsha Godrej

Managing Director & CEO

COMPANY PROFILE OF PNC INFRATECH, NSE, INDIA

Date of Incorporation

09-Aug-1999

Date of Listing

26-May-2015

Management
Name

Designation

Pradeep Kumar Jain

Chairman & Managing Director

Subhash Chander Kalia

Independent Director

Rakesh Kumar Gupta

Independent Director

Anil Kumar Rao

Independent Director

Naveen Kumar Jain

Independent Director

Dharam Veer Sharma

Independent Director

C R Sharma

Independent Director

Ashok Kumar Gupta

Independent Director

Deepika Mittal

Independent Director

Chakresh Kumar Jain

Managing Director

Sunil Chawla

Nominee Director

Yogesh Kumar Jain

Whole Time Director

COMPANY PROFILE OF SOBHA, NSE, INDIA

Date of Incorporation

07-Aug-1995

Date of Listing

20-Dec-2006

Management
Name

Designation

Ravi PNC Menon

Chairman

P Ramakrishnan

Deputy Managing Director

Punita Kumar Sinha

Independent Director

S K Gupta

Independent Director

Anup Shah

Independent Director

R V S Rao

Independent Director

Sandeep Singhi

Independent Director

Vishwavir Saran Das

Independent Director

J C Sharma

Vice Chairman & Mng.Director

COMPANY PROFILE OF HDIL, NSE, INDIA

Date of Incorporation

25-Jul-1996

Date of Listing

24-Jul-2007

Management
Name

Designation

Rakesh Kumar Wadhawan

Executive Chairman

Ashok Kumar Gupta

Ind. Non-Executive Director

Hazari Lal

Ind. Non-Executive Director

Lalit Mohan Mehta

Ind. Non-Executive Director

Raj Kumar Aggarwal

Ind. Non-Executive Director

Sandhya Baliga

Ind. Non-Executive Director

Sarang Wadhawan

Vice Chairman & Mng.Director

COMPANY PROFILE OF OMAXE, NSE, INDIA

Date of Incorporation

08-Mar-1989

Date of Listing

09-Aug-2007

Management
Name

Designation

Rohtas Goel

Chairman & Managing Director

Prem Singh Rana

Independent Director

Bhopinder Singh

Independent Director

Sudip Bandyopadhyay

Independent Director

Padmaja Ruparel

Independent Woman Director

Sunil Goel

Joint Managing Director

Jai Bhagwan Goel

Whole Time Director

Sudhangshu S Biswal

Whole Time Director

COMPANY PROFILE OF INDIABULLS REAL ESTATE, NSE, INDIA

Date of Incorporation

04-Apr-2006

Date of Listing

23-Mar-2007

Management
Name

Designation

Sameer Gehlaut

Chairman & Non-Exe.Director

Labh Singh Sitara

Independent Director

Shamsher Singh Ahlawat

Independent Director

Rama Das

Independent Director

Aishwarya Katoch

Independent Director

Surinder Singh Nijjar

Independent Director
COMPANY PROFILE OF PHOENIX MILLS, NSE, INDIA
Bisheshwar Prasad Singh
Independent Director
Date of Incorporation
27-Jan-1905
Vishal Gaurishankar Damani
Joint Managing Director
Date of Listing
23-Apr-2007
Gurbans Singh
Joint Managing Director
Management
Ashok Brijmohan Kacker
Non Executive Director
Name
Designation
Narendra Gehlaut
Vice Chairman & Exe.Director
Ashokkumar Radhakrishna Ruia
Chairman & Managing Director
Pradumna Kanodia

Director - Finance

Amit Dalal

Ind.& Non Exe.Director

Amit Kumar Dabriwala

Ind.& Non Exe.Director

Sivaramakrishnan Iyer

Ind.& Non Exe.Director

Shweta Vyas

Ind.& Non Exe.Director

Atul Ashokkumar Ruia

Joint Managing Director

Shishir Shrivastava

Joint Managing Director

HDIL
CSR
The average Net Profit of the Company for last three F.Y. is ` 21,883.65 Lacs and accordingly the
Company requires to spend
` 437.67 Lacs on CSR activities.

The Company has setup a trust in the name of HDIL Foundation with the objectives of starting and
maintain educational institutions, open boarding houses and hostels for students, libraries, donations
for working of educational institutions and charitable purpose, to establish hospitals, research
laboratories and medical centres, general welfare and upliftment of poor and needy people, digging
wells and providing drinking water, to organize seminars / meetings / camps for awakening of general
masses, to give relief in the stress of famine / fire / tempest / cyclone / earthquake or other natural
calamity.
The Company however has been initiated certain obligations through undertaking of SRA project,
where social and economically backward people have been beneficial of these projects, in the
following ways:
i. transportation facilities to the school going children of slum dwellers;
ii. providing additional safety measure to enhance security of labour at construction sites and
iii. free medical camps for the labourers and their families.

HR
Human Resources are capital of the Company. It could be invested through education and training
which leads to an improvement in the quality and level of production. In Real Estate industry,
manpower is the most important asset. In
your Company, relations between employees and the Management continued to be cordial during the
year. The Company has always given importance for developing individuals as well as teams.
The system followed is transparent and performance based and it endeavors to retain, develop and
provide better working
environment to the employees by providing an atmosphere of trusteeship, competition and challenge,
thereby providing
opportunities for personal and professional growth, through training and ample career enhancement
opportunities.
HDILs Learning & Development initiatives are focused on enhancing functional skills and
competencies of its employees. Learning & Development interventions include Executive
Development Programs, e-learning and various class room based training programs.
HDIL has shown full commitment towards employees, investors, contractors, consultants and all
related personnel by providing safe working conditions along with other welfare measures. The total
strength of permanent employees as on March 31, 2016,
is 670.
Pheonix
CSR
At PML, we believe that growth and sustainability of an organisation focuses on creating value in the
longterm
for the society as a whole. We also leverage the Companys core strengths and competencies and
that of its ecosystem. We also aim to address the pressing needs of the local communities that may
not have a business connect, such as during
the times of Chennai floods. In addition to this, our centers being public spaces we are conscious of
the natural resources that we consume. We have taken initiatives towards optimizing energy
consumption and increasing the use of renewable
energy at several of our retail and hospitality assets. We are also increasingly utilizing our malls to
hold impact events for CSR-related activities and spreading social awareness, including for benefit of
under-privileged children.
In line with the Companys vision, values and mission, the Board of Directors have identified the
following core areas for CSR.

 Eradicating hunger, poverty and malnutrition, promoting preventive health care and sanitation
(including contribution to the Swach Bharat Kosh set-up by the Central Government for the promotion
of sanitation) and making available safe drinking water;
Promotion of education, including special education and employment enhancing vocation skills
(especially amongst children, women, elderly and differently-abled) and livelihood enhancement
projects;
Promotion of gender equality, empowering women, setting up homes and hostels for women and
orphans; setting up old age homes, day care centres and such other facilities for senior citizens and
measures for reducing inequalities faced by socially and economically backward groups;
Ensuring environmental sustainability, ecological balance, protection of flora and fauna, animal
welfare, agroforestry,
conservation of natural resources and maintaining quality of soil, air and water (including contribution
to the Clean Ganga
Fund set-up by the Central Government for rejuvenation of river Ganga);
Promotion and development of traditional arts and handicrafts;
Training to promote rural sports and nationally recognized sports, paralympic sports and Olympic
sports;
To undertake or to contribute for rural development projects;
To undertake or to contribute for slum area development projects;
Contribution to the Prime Ministers National Relief Fund or any other fund set-up by the Central
Government for socioeconomic development and relief and welfare of the Scheduled Castes, the
Scheduled Tribes, other backward classes, minorities and women;
To contribute to other approved Funds undertaking activities and efforts in the aforesaid areas (as
may be approved from time to-time, in this regard).

Special event for customers to engage and learn about road safety in Mumbai.
An event was organised to engage with customers to create awareness towards Parkinsons disease
and clinical methods to cure or minimise its effects.
Another event was organised with Indian Academy of Cerebral Palsy (IACP) to support and sensitise
customers about Cerebral Palsy through the medium of art, music and fun activities.
An amount of ` 3.68 lakh was donated to Life of Light Trust to support child education.
On the 6th anniversary of Palladium, the mall gave away 5% of total sales to support Child Education.
Joy Of Giving Daan Utsav in October 2015. It donated 1% equivalent value of all food bills
generated on this day across all the F&B outlets in the mall.
The mall celebrated its 3rd anniversary by donating 3% equivalent of the sale at each F&B outlet to
the NGO Little Drops which works for the homeless and rescued aged citizens and children.
As part of the Denim Affair Campaign, we collected old denim wear from customers and handed
these to Ride India working towards betterment of poor and weak in remote villages of Kancheepuram
district.
During the Chennai floods in December, the mall provided immediate relief to people by offering them
shelter, hot food and fresh water. Undertook sewerage water/sludge clearance and garbage removal
at Vijay Nagar, TNHB Colony and Nehru Nagar areas to ensure a clean environment post floods. We
organised a free medical camp where we distributed free medicines and conducted free pathological
tests for people showing any untoward symptoms.
Art for Humanity was a live painting session organised to raise funds for Chennai flood victims. Over
150 artists contributed to the cause and together raised about ` 3 lakh for flood victims.
The total collection of ` 10 lakh was donated to Karunasharaya.
Another activity was conducted in collaboration with L&T for cancer-affected children enjoying their
day at
the mall. Amche Mango People was a Street Play
organized to create awareness about Technology

& Social Media among downtrodden children. An

e-waste disposal activity was conducted for the
cause of underprivileged children of rag-pickers.
Phoenix MarketCity, Pune
To support environmental cause, a Flea Market
was organised at the mall to sell environmental
solutions such as upcycled fabric, recycled paper,
plates and products made of natural products,
handmade and newspaper bags.
To commemorate the World Plastic Free Day,
a social event against plastic pollution was
organised. On this day, customers were distributed
10,000 paper bags and educated about the perils of
plastic. On Joy of Giving day, the mall organised
Daan Utsav to inspire customers to engage in the
act of giving. As part of Womens Day celebration,
the NGO HelpLife helped organised a DJ Relay for
customers.
The I Love Pune event included collections of
coins of different denominations and donating
it to The School of Blind on the basis of number
of twitter posts. Other events of social causes
were Vegan Fest, X-Mas celebration for Sarv
Seva Sangh, cancer awareness (in association
with Cancer Patients Aid Association). A Unicef
organised Team Swachh contributed to a clean
nation with team play and activities to learn,
understand and practising healthy behaviour.
Team Swachh supports Mahatma Gandhi's dream
of a Swachh Bharat and pledges to make India
open-defecation free.

HR
the finest and most unique properties across India.
We cherish our employees diversities and
multifaceted personalities. As part of succession
planning, we hire employees and nurture them
within the organisation with the aim of making
them the Leaders of Tomorrow. Through
elaborate and extensive campus placements from
reputed institutes, we hire Management Trainees
and groom them, enhance their skill sets to make
them future ready . Our human capital is privy to
an effective Rewards & Recognition programme
which is strictly adhered to, besides various
other perks.

Induction and New Joinee Engagement

Programme
Employees joining the organization undergo a
structured Induction Process to understand the
organisation, the key businesses and the value
chain of different business verticals.
To ensure that new joinees settlement is smooth
within the organization, New Joinee Engagement
process is designed. The process includes First

Impression Feedback by New Joinees, Meet with

CD/HOD and Project Heads and Meet with HR at
periodic intervals.

Employee Development
We realise the importance of grooming and
mentoring the talent to make them capable of
taking on larger responsibilities in the future.
Talent are identified as Hi-Potential employees
and their skill gaps are identified and Individual
Development Plan is then made and implemented
with the purpose of career planning and retention
of Hi-Potential employee. This also helps the
organization in effective succession planning.
Management Trainee Programme
Management Trainee Programme is an important
process to induct fresh talent into the system and
build a talent pipeline. A robust recruitment and
training plan is framed to induct Management
Trainees. Post hiring, a detailed induction and
annual training program is tailored to make these
young entrants future ready.
Training for On Roll Employees
Continuous learning and up-skilling the human
capital is a key criteria to sustain in a dynamic
business scenario. Keeping in mind the business
needs, training needs are identified and modules
are framed to deliver training to employees at
various levels.
Training for Off Roll Employees
Delivering superior customer and retailer
experience is imperative for the growth of our
mall business. In view of this, outsourced staff
training is also given equal importance and
training is conducted for functions such as
Housekeeping, Security, Parking, and Floor
Managers, among others. During FY2016,
about 1,506 Training Sessions were conducted,
comprising of 25,406 Training Man-Hours.
Rewards & Recognition Policy
We understand that the success of any
organization is loyalty, quality and dedication
of the people who work in it. The purpose of
this Policy is to promote positive behaviors that
support individual, work group, unit, team,
department, and our mission and business goals.
It goes about creating a culture that celebrates
success and sets an example of remarkable
performance.
Team Building and Collaboration
Team Building and Collaboration at workplace
is an imperative need for the success of any
organisation. With this objective, we conduct
an experiential workshop, quipe An
Outbound Training Program for all employees
which allows them to reflect on the need for

collaboration, innovation and team work at the

workplace.

PNC

HR
The Company had 3,776 employees on its books
as on 31 March, 2015. The Company has built a
team of professionals with in-depth knowledge
in the areas where the Company operates. The
management emphasises competence development
of young employees keeping in mind the future
growth targets envisaged by the Company. The
Company ensures that proper encouragement
both motivational and financial is extended to
employees consistently.
Your Company treats its Human Resources as one of its
most important assets. Your Company continuously invests in
attraction, retention and development of talent on an ongoing
basis. Your Company believes in the promotion of talent
internally through job rotation and job enlargement.
CSR

The Company has identified focus areas of engagement

which are as under:
(i) Eradicating hunger, poverty and malnutrition, promoting
preventive health care and sanitation including
contribution to the Swach Bharat Kosh setup by the
Central Government for the promotion of sanitation and
making available safe drinking water;
(ii) Promoting educating, including special education and
employment enhancing vocation skills especially among
children, women, elderly, and the differently abled and
livelihood enhancement projects;
(iii) Promoting gender equality, empowering women, setting
up homes and hostels for women and orphans; setting
up old age homes, day care centers and such other
facilities for senior citizens and measures for reducing
inequalities faced by socially and economically backward
groups;
(iv) Ensuing environmental sustainability, ecological
balance, protection of flora and fauna, animal welfare,
agro forestry, conservation of natural resources and
maintaining quality of soil, air and water including
contribution to the Clean Ganga Fund setup by the
Central Government for rejuvenation of river Ganga;
(v) Protection of national heritage, art and culture including
restoration of buildings and sites of historical importance
and works of art; setting up public libraries; promotion
and development of traditional arts and handicrafts;
(vi) Measures for the benefit of armed forces veterans, war
widows and their dependents;
(vii) Training to promote rural sports, nationally recognized

sports, Paralympic sports and Olympic sports;

(viii) Contribution to the Prime Ministers National Relief Fund
or any other fund set up by the Central Government for
socio-economic development and relief and welfare
of the Scheduled Castes, the Scheduled Tribes, other
backward classes, minorities and women;
(ix) Contributions or funds provided to technology
incubators located within academic institutions which
are approved by the Central Government;
(x) Rural development projects;
(xi) Slum area development;
Explanation- slum area shall mean any area declared as
such by the Central Government or any State Government
or any other competent authority under any law for the
time being in force.
(xii) Such other activity has may be notified by Govt. from
time to time.
Details of CSR activities/projects undertaken during the year:
(a) Total amount to be spent for the financial year 2014-15 is C: C225.86 Lacs
(b) Amount un-spent, if any is C130.86 Lacs
(c) Manner in which the amount spent during financial year is detailed below :
Educational
activities
Promoting
education
Agra, Uttar Pradesh 95.00 lacs 95.00 lacs 95.00 lacs Through
Implementing
Agency- NCJ
Educational Society

India Bulls

CSR
As part of its initiatives under Corporate Social Responsibility (CSR), the Company has undertaken
projects in the areas of Health, Education, Sanitation, Nutrition and Rural Development, as per its
CSR Policy
A brief outline of the Companys CSR Policy, including overview of projects or programs, proposed to
be undertaken and a reference to the web-link to the CSR Policy and projects or programs. The
Company focuses its CSR efforts on such areas, where it could provide maximum benefits to the
society at large. These are, improving awareness of communities towards education, health, nutrition,
sanitation and rural development etc. the Company will continue to engage with stakeholders
including experts, NGOs, professional bodies / forums and the government and would take up such
CSR activities in line with the governments intent, which are important for the society at large. The
Company may also undertake such other CSR projects, where societal needs are high or in special
situations (natural disasters etc.) CSR Policy is stated herein below: Web-link:
http://www.indiabullsrealestate.com/policies/ Composition of the CSR Committee Mr. Aishwarya
Katoch, Chairman (Independent Director) Mr. Shamsher Singh Ahlawat, Member (Independent
Director) Mr. Narendra Gehlaut, Member (Vice Chairman) Average Net Profit of the Company for last
three financial years: ` 5549.92 Lacs Prescribed CSR Expenditure (two percent of the amount as in
item 3 above): ` 111.00 Lacs Details of CSR spend for the financial year: Total amount spent for the
financial year: ` 111.00 Lacs Amount unspent, if any: Nil Manner in which the amount spent during the
financial year is detailed below:

INDIABULLS FOUNDATION As a responsible corporate citizen the Indiabulls Group believes in giving
back to the society. Indiabulls Foundation has contributed extensively in the fields of Health, Nutrition,
Education and Rural Development. Health: Free four medical clinics to provide primary and
preventive health care to the underprivileged Jan Swasthya Kalyan Vahika vehicles: 9 Mobile
medical vans provide free primary healthcare services to nearly 2,50,000 patients every year Cleft
deformity surgery for 1,200 children across 6 states in partnership with Smile Train, an international
childrens charity Free sanitary napkins to promote hygiene and sanitation amongst rural women.
About 30,000 underprivileged and rural women have benefitted from this initiative Nutrition: Free
Paushtik Aahar (nutrition supplements) to 5,000 underprivileged malnourished individuals every
month and regular monitoring of their health, weight and height. Support to women self-help groups to
make Paushtik Aahar (nutritional supplements) and provide sustainable employment options to the
underprivileged. Education: In order to improve IT literacy amongst underprivileged population,
contributed 1,000 computers to tribal ashram schools, shelter homes and night schools in Mumbai,
Thane, Raigarh and Palghar districts of Maharashtra.

HR
HUMAN RESOURCES Your Companys multi-business context poses unique challenges to the
Human Resource function. The Companys businesses are managed by a team of competent and
passionate leaders, capable of enhancing your Companys standing in the competitive market. The
Companys employees have a defining role in significantly accelerating its growth and transformation,
thereby enhancing its position as one of the largest corporate houses. The Company has a structured
recruitment process. The focus is on recruiting people who have the right mindset for working at
Indiabulls, supported by structured training programs and internal growth opportunities. The
Companys focus is on unlocking the people potential and further developing their functional,
operational and behavioral competencies. The launch of new Employee Stock Option Schemes for its

employees ensures the employee participation in the growth and progress of the Company. The belief
great people create great organization has been at the core of the Companys approach to its
people.

Omaxe
HR
At Omaxe, we always believe that among all the resources, it is the
human capital, which is the important resource. A satisfied employee
is greatest strength of any company as it adds to organizational
productivity immensely. At Omaxe, we are privileged to have a
vibrant pool of young and energetic people working as one
impeccable Team Omaxe. Transparency in working, open
communication and satisfactory work environment are the key
intrinsic to Omaxe's work culture. The management allocates
sufficient attention in training the workforce to ensure that they are
well equipped to take up challenging projects and to ensure their
timely delivery by sticking to target schedules. The Company also
encourages its employee by offers a series of measures like incentives
etc for employees directly involved in such projects for completing
projects on a timely basis. For the year ended March 31, 2016, the
company had a committed talent pool of around 1518 employees.
Corporate Social Responsibility: Upliftment and welfare of our

society is at the core of our heart. Integrating business goals with

social commitments has always been our endeavor and thus,
contribute towards socio-economic development of the society in
which we operate. Omaxe conducts its activities of Corporate Social
Responsibility (CSR) directly and/or through its Education Trust, i.e.
Omaxe Foundation, a not-for-profit organization. Through our CSR
activities, we endeavor to help marginalized section of our society,
work towards environment sustainability, education and skill
development of construction workers and girl child, preventive
healthcare as well as rural development.
Some of the works undertaken by us directly for CSR included:
Swachh Bharat Abhiyan: Cleanliness and Hygiene are essential for
healthy living. The government is striving hard to spread awareness
on these vital issues. However, the noble cause requires support from
various quarters. Accordingly, we at Omaxe undertook a massive
drive under Swachh Bharat Abhiyan for cleanliness and hygiene at
Kalkaji, New Delhi. Our initiative received encouraging response
from local residents and many of them joined our cleanliness
campaign on their own.
CORPORATE SOCIAL RESPONSIBILTY
Your Directors, upon the recommendation of the
CSR Committee, adopted CSR policy and initiated its
implementation. The Company is having two projects under
CSR Policy. During the period under consideration, the
Company had to spend an overall amount of ` 14.70 mio
towards CSR activity. The Company has spent ` 8.41 Lakhs
under one project. Further, the Trust implementing the other
project has spent ` 42.24 Lakhs. The Company is yet to
release/spend amount thereof. In view of sluggish market
condition and working capital requirements during the year
under consideration, the CSR spend has been restrained.
The Annual Report on CSR activities is annexed herewith as
Annexure II.

1. A brief Outline of the Companys CSR policy including

overview of projects or programmes proposed to be
undertaken and a reference to the web link to the CSR
policy and projects or programmes.
CSR Policy is stated herein below:
To attain its CSR objectives in a professional and integrated
manner, the Company may, inter alia, undertake the
activity(ies) and programme(s) identified under Schedule
VII of the Companies Act, 2013, from time to time, and the
following:
a. Undertake proactive engagement with stakeholders to
actively contribute to the socio-economic development
of the periphery/community in which it operates.
b. Work towards mainstreaming the marginalized
segments of the society by striving towards providing
equal opportunities and making meaningful
difference in their lives.
c. Ensuring environmental sustainability, ecological
balance, protection of flora and fauna, animal welfare,
agroforestry, conservation of natural resources and
maintaining quality of soil, air and water;
d. Eradicating hunger, poverty and malnutrition,
promoting preventive health care and sanitation
including contribution to the Swach Bharat Kosh setup

by the Central Government for the promotion of

sanitation and making available safe drinking water;
e. Promoting education, including special education
and employment enhancing vocation skills especially
among children, women, construction workers,
elderly, and the differently abled and livelihood
enhancement projects;
f. Promoting gender equality, empowering women,
setting up homes and hostels for women and
orphans; setting up old age homes, day care centres
and such other facilities for senior citizens and
measures for reducing inequalities faced by socially
and economically backward groups;
g. Focus on educating the girl child and the underprivileged
by providing appropriate infrastructure, and groom
them as future value creators.
h. Assist in skill development by providing direction
and technical expertise to the vulnerable thereby
empowering them towards a dignified life.
i. Emphasize on providing basic nutrition/health care
facilities with special focus on establishing health
centers for the mother and child as well as the elderly.
j. Rural development projects;
k. At the time of national crisis, as a company it is
imperative for us to respond to emergency situations
& disasters by providing timely help to affected
victims and their families.
l. Contribution to the Prime Ministers National Relief
Fund or any other fund set up by the Central
Government for socio-economic development and
relief and welfare of the Scheduled Castes, the
Scheduled Tribes, other backward classes, minorities
and women;
2. Average Net Profit of the Company for the Last three
financial years: ` 733.60 mio
3. Prescribed CSR EXPENDITURE (Two percent of the
amount as in item 3 above): ` 14.67 mio
4. Detail of CSR spend for the financial year:
Total amount spend for the Financial Year: ` 8.41 lacs

Sobha

CSR
SCOPE OF CSR ACTIVITIES
3.1 The Board of Directors upon the recommendation of the CSR Committee have identified the
following areas listed in Schedule VII of the Companies Act, 2013 for carrying out its CSR activities
(Hereinafter referred to as Identified Areas):
_ eradicating hunger, poverty and malnutrition, promoting preventive health care and sanitation
and making available safe drinking water;
_ promoting education, including special education and employment enhancing vocation skills
especially among children, women, elderly, and the differently abled and livelihood
enhancement projects;
_ promoting gender equality, empowering women, setting up homes and hostels for women and
orphans; setting up old age homes, day care centres and such other facilities for senior citizens
and measures for reducing inequalities faced by socially and economically backward groups
_ ensuring environmental sustainability, ecological balance, protection of flora and fauna, animal
welfare, agroforestry, conservation of natural resources and maintaining quality of soil, air and
water;
Extract from the Corporate Governance Principles of Sobha Limited approved by the Board of
Directors on May 12, 2015
_ protection of national heritage, art and culture including restoration of buildings and sites of
historical importance and works of art; setting up public libraries; promotion and development
of traditional arts and handicrafts:
_ measures for the benefit of armed forces veterans, war widows and their dependents;
_ training to promote rural sports, nationally recognised sports, paralympic sports and Olympic
sports;
_ contribution to the Prime Minister's National Relief Fund or any other fund set up by the Central
Government for socio-economic development and relief and welfare of the Scheduled Castes,
the Scheduled Tribes, other backward classes, minorities and women;

_ contributions or funds provided to technology incubators located within academic institutions

which are approved by the Central Government
_ rural development projects
_ Slum Area Development
_ Such other areas as may be included in Schedule VII of the Companies Act, 2013 from time to
time

CSR Activities
Extending the philosophy of passion at work to its CSR activities, SOBHA has since inception
demonstrated commitment towards fulfilling its social obligations. The beneficiaries of Companys
CSR
initiatives are primarily people from Vadakkenchery and Kizhakkenchery grama panchayats in
Palakkad
district of Kerala. A scientific and an in-depth Social Empowerment Mapping Exercise was undertaken
to identify the prevalent socio-economic issues, initiatives needed towards their empowerment and
identifying the beneficiaries. The Company has been a regular contributor to and supporter of
charitable
causes in Karnataka, Tamil Nadu among other states. Today, SOBHAs CSR and other charitable
activities cover education, vocational training, healthcare facilities, looking after the aged and the
impoverished among many others.

Right from the time of its inception in 1995, SOBHA

has been conscious about working with the lesser
privileged people. As the Company grew in scale
and size, our commitment towards CSR activities
have remained firm and resolute.

Broadly, SOBHAs CSR activities cover the following

areas:
Providing education and vocational training
The SOBHA Academy
In an attempt to reach out to young minds who
can benefit from the advantages that education
provides, The SOBHA Academy was set up in 2007
to tap young minds and channelise their focus and
energies towards education. Targeted specifically at
children from the weaker sections, all applications
that come to The SOBHA Academy are scrutinised
to ensure that only deserving candidates are given
access to the free and quality education that the
Academy provides. Selected students undergo
a medical fitness test and the final selection of
students is done through an open draw. The
Academy, which follows the CBSE curriculum,
looks after all academic and related costs like
that on fees and books, transportation, food and
healthcare. During 2015-16, 913 students in the
Vadakkenchery and Kizhakkenchery panchayats
were on the rolls from LKG to Class 9.
A unique feature of The SOBHA Academy, which
is perhaps unparalleled, is that almost 100 per
cent of its students belong to under-privileged
communities. These students are given high quality
education backed by advanced technology. In an
attempt to help these children even more, students
in Class 9 are provided free boarding and lodging
and also assisted by tutors to help them in the
learning process. This also helps students become
self-reliant in their routines.
SOBHA Pre-Schooling
SOBHAs CSR initiatives also extend to preschooling,
a programme which is being launched
during this academic year for prospective students
of The SOBHA Academy. This programme will make
available e-resources and facilities at students
homes to improve their sense of words, numbers,
shapes and colours in a systematic manner. As
a start around 90 students will be provided with
audio-visual aids and other necessary materials to
improve their vocabulary and communication skills.
This programme will also help in developing a bond
between the school and parents.
SOBHA e-Self Learning
SOBHA e-self learning at home was introduced
for LKG and UKG classes in 2014-15; it will
progressively include classes 1 and 2 covering
360 students. Every house will be equipped to
support self-learning of students using e-devices.
The objective of the programme is to provide
opportunities to students for developing their
communication-interaction skills thereby improving
their all-round performance. This will also help
families living in the rural areas who cannot provide
academic support to their children.
SOBHA Icon Higher Secondary Course
The SOBHA Icon Higher Secondary Course is a

two-year full time on-campus course. This regular,

6-day, technology-driven, professional college
enrolment oriented programme caters to a batch
of 60 students each in Science and Commerce
streams.
In the 2015 Kerala Higher Secondary Board
Examinations, not only did all the students get
100 per cent distinctions but 95 of the students
also scored more than 90 per cent marks. Twenty
students scored full A pluses in all subjects with the
score as high as 98.8 in some subjects. Two students
also qualified in the JEE Main examination in May
2015 and five Icons have got admission in Azim
Premji Universitys UG programme with 100 per cent
scholarships. In the 2016 batch, 18 students have
been selected with scholarships for the universitys
UG courses via a national entrance test.
SOBHA Icon
This initiative aims at creating 'Icons for India'
by making high-quality learning opportunities
available for deserving high school students from
government schools who have interest but do not
have the opportunities to study further. Regular
professionals have been engaged to enhance the
academic performance of more than 120 students.
SOBHA Shadow Icon
This is an intensive weekend academic support
programme for students from upper primary
schools. Around 75 students from classes 6 and 7
from different local schools are beneficiaries of this
programme.
Providing healthcare facilities
SOBHA Healthcare
SOBHA Healthcare, which was started in 2007,
is one of SOBHAs flagship CSR activities
which provides free and easy access to primary
healthcare. SOBHA Healthcare fills an important
space as a high quality primary healthcare centre in
an extremely backward area which offers state-oftheart healthcare resources, facilities and services
to the villagers free of cost. This also includes
free medicines at SOBHAs CSR panchayats.
More than 2 lakh patients have been treated so
far under this initiative which shows the important
role that it is performing at the community level
in terms of accessibility and acceptability. The
healthcare facilities offered include consultations,
diagnostics, treatment, medicines and dental and
ophthalmology care.
The healthcare centre also has four day-care
beds, state-of-the-art equipment including a
digital ultrasound scanning system, a 300 MA
X-Ray unit, an automated clinical laboratory and a
physiotherapy department.

 Looking after the aged and the impoverished

Looking after the aged and the
impoverished
SOBHA Hermitage
The focus of SOBHAs CSR activities is equally on
the aged. Besides the young, the Company also
firmly believes in looking after the elderly. Hence,
it set up SOBHA Hermitage with the specific aim
of providing shelter and assistance to elderly
from weaker sections of society. In proof that
SOBHAs CSR activities are well targeted, SOBHA
Hermitage has become a home for senior citizens
and young widows and their children. Besides
providing residents a roof over their head, SOBHA
Hermitage also makes sure that they are provided
all necessary amenities to lead comfortable lives.
Residents have independent rooms, a library and a
common television room, a gym and also internet
access. All residents can also avail of roundtheclock medical facilities, if needed, which are
provided by paramedical staff; there is a doctor on
call during non-working hours. The Hermitage also
has an in-house clinic.
To make the residents feel comfortable and have
a sense of belonging cultural and social activities
like celebrating birthdays of residents are also
organised at the Hermitage.

Other initiatives
The SOBHA Young Mothers Rehabilitation
Programme
The Hermitage is providing a comprehensive
rehabilitation package for young resident widowed
mothers. There are 13 mothers and their 21 children
living at the Hermitage. Special arrangements are
in place for their living, safety, security and welfare
which are all provided free of cost. The children are
assured free education at The SOBHA Academy.
All mothers are encouraged to continue their
education and many have completed their
graduation. All the young mothers are employed in
The SOBHA Academy and paid for the work which
they do which is a source of potential savings for
them.
For young mothers whose children have grown
up, individual flats have been constructed for each
family.
SOBHA Rural Womens Empowerment
To empower rural women, 50 widowed mothers
and their children from the Vadakkenchery and
Kizhakkenchery panchayats are being provided
with basic monthly living allowances besides
clothing, medical and other personal accessories.
Their childrens educational expenses too are
met by the Company. Those children who attend
government school are given coaching to help

improve their performance.

SOBHA Social Wedding Programme
The social wedding programme is a constructive
approach to tackle multiple serious issues of dowry
and destitution. So far 490 couples have been
married under the aegis of the programme.
SOBHA Community Centre
The SOBHA Community Centre provides a stage
for various community development programmes
like social weddings and for conducting medical
camps and orientation/training classes. Besides,
the centre also has a dining hall which can
accommodate about 300 people. The poor and
destitute are provided free meals twice a day at
the centre.
Three centralized kitchens are being run for
school children, who are served breakfast,
lunch and evening snacks on school days. All
the kitchens are operated as per the guidelines
laid down by the Food Safety and Standards
Authority of India (FSSAI).
Going green
SOBHA has taken up a number of green initiatives
in the CSR project areas. The campus where CSR
activities are undertaken has more than 3,000
plants and herbs and follows rainwater harvesting.
Waste management too is being undertaken and
the campus is totally plastic free and a no-smoking
area.
SOBHA also provides support to other green
attempts like maintaining a community pond.
Supporting Other Charitable Causes
In the financial year 2015-16, SOBHA also
contributed to various charitable organisations and
sponsored welfare events and programmes in the
states of Karnataka and Tamil Nadu. The Company
extended ample support to various healthcare
initiatives geared towards the underprivileged
section, women & rural development as well as
events to encourage ideation and innovation. Some
of the beneficiaries include Sankara Nethralaya,
CBCI Society for Medical Education, Shree
Laxmi Institute for Women & Rural Development,
Vidyarthi Shikshana Seva Trust, Bangalore Kidney
Foundation etc.

HR

Diversity amongst its employees is something that

SOBHA is extremely proud of. SOBHAs employees
come from different backgrounds and speak multiple
languages. They regularly come up with new creative
ways to tackle problems which has resulted in more
productive teams producing better results.

The Company promotes a culture which values

employees for their unique skills, experiences
and perspectives and this is what distinguishes
SOBHA from the others. Needless to say SOBHAs
employees are its most valued asset and to retain
this edge, the Company has aligned its employee
differentiation and reward strategies with its business
strategy. The Company rewards innovations, quality
and efficiency that deliver the organizations strategic
objectives.
We at SOBHA also believe that finding talent is difficult
but keeping this talent engaged is challenging.
That is why the Company continually focuses on
developing its employees to help them reach their full
potential. Individual development plans help identify
developmental activities that individuals should be
undertaking. This provides a roadmap for individuals
which includes measurable goals and a realistic time
frame for achieving each goal.
Performance metrics help employees understand
where they need to be and what they can realistically
achieve. SOBHA also provides opportunities to those
who have potential so that they can take on new
responsibilities within and outside their job functions
to expand their skill sets and improve their chances
for success in any future roles that they could be
considered for. Besides providing motivation this also
leads to energy and excitement in the workplace.
Training and Development
Technical Training
It is very important for SOBHA to provide effective
technical training to its employees so that they are
equipped to deliver best in class products to an
increasing number of customers spread across
the country. For this it trains employees at different
levels. During 2015-16, 175 training programs were
conducted for technical staff members and 100
programs were organized for technical supervisors
training. These training sessions were held in Thrissur,
Bangalore, NCR and Chennai. In all there was 6,720
hours of technical training imparted during the year;
the training for technical supervisors ran into 3,488
hours.
Training for technician staff members included
Technicians Training (450 employees were trained
in this), Plumbing & Sub-Contractor Training. Along
with this post-skill analysis training was also given to
employees.
Besides these training programs, some of the other
specific training programs conducted during the
year included Stores training for 10 store executives
at the SOBHA training Academy and a Training on
Project Costing in which 15 staff members took part.
Behavioral Training
Behavioral training provides employees with an
opportunity to develop their talent and augment their
skills thus contributing to their overall development.
This training covers a wide range of subjects
such as Interpersonal Skills, Time Management,

Communication Skills, Etiquette & Mannerisms, Team

Building, Industrial Relations, Man Management,
Motivation Skills, Interviewing Skills, Art of Success
and Work Life Balance.
During 2015-16, 185 behavioral training programs
were conducted for staff members at different levels.
In all 185 training programs covering 18,600 hours
was undertaken.
In addition, 200 Adhoc Behavioral & Technical
training programs were also conducted during
the year 2015-16 which were attended by 2,771
employees.
Awarness training was given on the The Sexual
Harassment of Women at Workplace (Prevention,
Prohibition, and Redressal) Act, 2013.
Other Highlights
Some of the highlights of the other training conducted
during the year was training for the pre-sales team,
training for front office executives and training for the
tele-marketing team for aspirational homes.
Training an on-going exercise
At SOBHA training is an on-going process and the
Company assesses the efficiency and performance
of its employees at regular intervals. These are tested
against established targets and prevailing industry
standards.
SOBHA recognizes high performance individuals
and awards them accordingly.
Covering all aspects
Creative club
The club celebrates important occasions like Earth
Day, World Plumbing Day and Earth Hour. It also
celebrates festivals and is responsible for organizing
SOBHA Utsav, an annual cultural program in which
employees showcase their talent and creativity.
Employee safety measures
Fire-fighting and first aid training is imparted to
employees on a regular basis. Safety Day is observed
at all project sites every year when the construction
workforce is briefed about the safety procedures to
be followed. Sites which achieve zero accidents are
rewarded.
Employee communiqu
SOBHAs in-house magazine Innerve communicates
news and developments in the organization to all
its employees. The magazine also carries articles
written by the senior management, recognizes highperforming
employees and also carries contributions
by employees.

Godrej