MS AR 2018 (1)

WHISTLE BLOWING POLICY
As part of our firm commitment to highest standards of ethical,
moral and legal business conduct and in line with our policy
towards open communication, we have devised a transparent
and effective whistle blowing mechanism for sounding of
alerts against deviations from policies, controls, applicable
regulations, or violation of the code of professional ethics /
conduct. The aim is to provide an avenue for employees to
raise concerns and reassurance that they will be protected from
reprisals or victimization for whistle blowing.
The whistle blowing policy is applicable to all employees,
management & the Board and extends to every individual
associated with the Company including contractors, suppliers,
business partners and shareholders etc., who can participate
effectively and in confidentiality, without fear of reprisal or
repercussions.
If an employee has a reasonable belief that anyone has
engaged in any action that violates any applicable law, or
regulation, the employee is required to report concerns
directly to immediate supervisors. However, where reporting
to supervisors is impracticable, the level may be raised to
the senior management. The policy has been designed to
encourage all stakeholders to raise questions and concerns,
monitor the progress of resultant inquiries, provide feedback
and where required, also voice concerns against any
unsatisfactory inquiry or proceeding.
The policy covers unethical conduct, offence, breach of law
or failure to comply with legal obligations and possible fraud
/ corruption. Due emphasis has also been placed on health,
safety and environmental risks. Inappropriate or malicious
reporting leading to wrongful convictions have been
specifically forbidden, with clear definition of consequences
for the persons making wrongful accusations.
No material incidence was reported to the Audit Committee
during the year regarding improprieties in financial,
operating, legal or other matters.
HUMAN RESOURCE MANAGEMENT
Human Resource Management (HRM) is an integral part
of our business strategy. The Company fosters leadership,
individual accountability and teamwork.
The main objectives of the Company’s HRM policy are:
• Selecting the right person, with the right experience, at
the right time and offering the right compensation.
• Developing management philosophies and practices to
promote and encourage motivation and retention of the
best employees.
• Recognizing and rewarding employees’ contribution to
the business.
• Fostering the concept of team work and synergetic
efforts.
• Encouraging and supporting team concepts and team
building techniques.
• Nurturing a climate of open communications between
management and employees.
• Making all reasonable efforts to achieve a high quality of
work-life balance.
SUCCESSION PLANNING
The Company believes in proactive approach towards
succession planning. We recruit employees, develop
their knowledge, skills, abilities, and prepare them for
advancement or promotion into ever more challenging roles.
Rigorous succession planning is also in place throughout the
organization. Succession planning ensures that employees
are constantly developed to fill each needed role. We look
for people who exemplify continuous improvement when we
are spotting future successors.
The desired results of the succession planning program are
to:
• Identify high-potential employees capable of rapid
advancement to positions of higher responsibility than
those they presently occupy.
• Ensure the systematic and long-term development of
individuals to replace key job incumbents as the need
arises due to deaths, disabilities, retirements, and other
unexpected losses.
• Provide a continuous flow of talented people to meet the
organization’s management needs.
• Meet the organization’s need to exercise social
responsibility by providing for the advancement of
protected labor groups inside the organization.
Annual Report 2018
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