Fostering a Holistic Workplace for Employee Well-being and Development

We prioritise human capital development and strive to build a safe, diverse, inclusive, nurturing and rewarding environment for our employees. Aligned with our business objectives, our people-first culture is focussed at unlocking the immense potential and leadership capabilities of our employees, creating adequate career progression opportunities for them, and maximising value creation.

Key Pillars of a People-first Culture

Five key pillars and policies form the cornerstone of our people-centric culture and define how we attract, engage, manage and retain our employees. Aligned with CAMS’ commitment to creating a workplace where personal aspirations align with organisational goals, these pillars help us to cultivate a motivated and thriving workforce.

Talent Attraction and Acquisition

In our endeavour to build a high-performing workforce, we focus on attracting top talent through campus recruitment drives, employment branding, referral programmes, lateral hiring, internal job postings, and job rotations. We have collaborated with 76 premium Indian institutes like IIMs, XLRI, IITs, IIITs, and NITs to build a dynamic talent pool in the space of Operations, Tech, Product & Business Units.

Talent Management and Development

Key emphasis on continuous learning and skill development is enabling CAMS to unlock employee potential and drive organisational growth. A robust performance framework using the OKR model facilitates employees with a learning and rewarding platform, empowering them to drive their own development and performance outcomes. Other initiatives include comprehensive training programmes, certifications, e-learning modules, workshops, and structured programmes like Elevatech, CAMS Leadership Paatshala (CLP), and Pragati.

Talent Engagement and Retention

CAMS prioritises employee engagement and retention through community initiatives, culture-building programmes like the “Culture Code”, and platforms like “Weave” for peer-to-peer recognition. Other benefits like flexible work arrangements, car lease, mediclaim and comprehensive wellness offerings cater to the holistic needs of employees and their families, boosting employee satisfaction and retention.

HR Compliance and Statutory Measures

Nurturing an ethical and transparent work culture is integral for employee safety and inclusion. CAMS ensures adherence to labour laws & statutory requirements through automated systems for vendor audits, job abandonment processes, and by providing self-access FAQs for employee queries.

Talent Systems

“myJarvis” an integrated HR tool, is implemented to enable employees enjoy easy access and optimise their efficiency.

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Strategic Talent Management

Talent management is not just about hiring the right candidates. It is also about building a workforce that fuels long-term growth through targeted recruitment, regular learning opportunities and a culture that fosters employee engagement. Recognising this, CAMS below-mentioned initiatives empower employees to excel, innovate and contribute to shared goals.

PIVOT Performance Architecture

What happens when we place the power of ownership and performance in the hands of our employees?

CAMS’ new performance architecture “PIVOT” (Performance Invigoration via OKR Trajectory) addresses this question by combining the benefits of OKRs and learning and rewards framework to set an ambitious, measurable and fulfilling growth trajectory for our employees, in turn steering the Company’s success.

The OKRs (Objectives and Key Results) framework is an agile way of disseminating and implementing a contiguous goal alignment throughout the Company, ensuring that everyone is working towards the same objectives, and has been used by many successful organisations across the globe.

CAMS Employer Branding

Aiming to strengthen our workforce by hiring young and motivated candidates with leading-edge skills, CAMS connected with India’s premier colleges such as IIMs, IITs, IIITs, XLRI and others, for sourcing best entry-level talent. Multiple on-campus recruitment drives were also conducted during the year, other than connecting with the country’s top engineering and business schools. Such initiatives have enabled CAMS to directly engage with thousands of promising students, assess their capabilities, and make compelling offers to candidates who best fit our needs.

About 200 students were hired through these recruitment drives.

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Learning and Development

A series of learning and development initiatives were planned and implemented to empower employees across diverse functions, levels and roles.

Individual Learning Disposition (ILD)

ILD, a unique methodology to calculate an employee’s learning quotient, was launched during the year. Playing a pivotal role in the new Performance Architecture framework, ILD will pave the way for accelerated personal growth of our employees while enabling CAMS to identify ideal candidates for training and career progression.

Executive Management Programme

To democratise learning and development and promote pull learning, the management course at LIBA was opened for all our employees during the year.

18 leaders will complete their course in June 2024.

Functional and Technological Training

As part of our compliance and regulatory requirements, NISM training and certifications are ensured for specific employees, equipping them for their role and responsibilities.

Skill Development

To create a dynamic and agile workforce while bolstering employee confidence and satisfaction, CAMS regularly invests in multiple skill development initiatives.

• Regular skill development and certification across core functions 895 Lives impacted

• A focussed learning intervention was organised to enhance the skill levels at Sterling.

Technological Training - 466 Lives impacted

Behavioural Training - 350 Lives impacted

• Recon Centre of Excellence (RCOE) training, a twelve-week focussed programme, was initiated in September 2023

28 trainees were mapped under 6 SMEs, creating a new set of SMEs for CAMS

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Employer Branding

“Mashup with MTs”, a 4-part series, explored the journey of Management Trainees (MTs) in the Company. Demonstrating great success, it amassed traction on social media platforms like LinkedIn, Facebook, and Twitter. Themes of the episodes revolved around MTs journey, their learning, potential and organisational culture.

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Leadership Development

Our leadership development programmes aim to build a foundation for sustained success by inspiring and mentoring employees, keeping them motivated and ahead of the curve.

CAMS Leadership Paatshala

Focussed efforts to bring a cultural change for making learning more effective were made during the year. 96 core competencies were listed and defined and several long-term learning interventions and workshops based on these competencies were organised for the employees.

Pragathi

Pragathi, a six-month training programme focussed on developing behavioural, functional and leadership competencies, was launched in 2023 and sessions were convened once or twice in a month.

70 leaders trained under Pragathi

LevelUp

Specially-crafted for First Time Managers (Deputy Managers), LevelUp takes them on a six-month journey of exploring communication skills, developing service mindset, improving time management, mastering feedback skills, and excelling collaboration, conflict management, delegation skills and emotional intelligence.

49 of the 70 individuals who enrolled for this course graduated and were assigned individual projects.

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Employee Engagement

Employee engagement is the lifeblood of a successful organisation. CAMS employee engagement initiatives endeavour to ensure an invested and enthusiastic workforce willing to go an extra mile and significantly contribute to Company’s goals.

CAMS Communication Framework (CCF)

The CAMS Communication Framework, other than being a set of guidelines, is a commitment to creating an environment where open communication thrives, fostering a sense of belonging and shared purpose.

Leadership Connects

A total of 60 unique leadership connects were organised covering 2,337 employees across the organisation. The scope ranged from MF units, support teams, Belapur contact centre and the BCP site in Coimbatore, amongst others.

Culture Debate

Culture Debate is an excellent employment engagement forum, providing an opportunity for employees to freely express and share their thoughts, feelings and perspectives. Topics such as gender equality, career growth, fairness at work and respect were debated upon to bring in divergence and convergence of ideas.

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Making CAMS a Great Place to Work

In 2023, we embarked on an 18-month journey to make CAMS a Great place to work. As part of this, we conducted an eNPS survey for employees to measure their loyalty and willingness to recommend us. We target to achieve an aspirational score of 70 as per the highly acclaimed Great Place to Work (GPTW) Trust Index.

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Diversity and Inclusion

Nurturing a diverse and inclusive workforce empowers CAMS to unleash the collective power of people from diverse cultures and geographies, bringing to the table different perspectives, ideas, experiences and expertise. We are committed to fostering a work culture where everyone feels empowered, is treated fairly and is given equal respect, weightage and opportunities.

Maintaining Gender Diversity

At CAMS, we maintain a gender-balanced workforce with a strong men-to-women ratio of 70:30. This commitment to gender diversity underscores our dedication to creating a workplace where all individuals, regardless of gender, have equal opportunities for growth and success.

Transcending Boundaries

We are proud to have 26 differently-abled resources as part of our diverse and inclusive team, reinforcing our dedication to embrace individuals of all backgrounds and abilities.

Inclusive Work Culture

We foster an environment where diverse perspectives are valued and respected, promoting open dialogue and collaboration through initiatives like “Culture Debate” covering high-trust high performance dimensions like credibility, respect, fairness, pride and camaraderie.

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Employee Health and Safety

At the core of our human capital management is ensuring holistic health, safety and overall well-being of our employees. Addressing multiple facets of healthy living, our initiatives build health awareness and encourage our people to make better lifestyle choices.

Workplace Ergonomics

Recognising the role workplace ergonomics play in everyday wellness, our workplaces are designed to reduce physical strain and discomfort as well as improve overall health and well-being of our employees.

Holistic Wellness and Fitness

Floor exercises were conducted for employees to flex their muscles and improve fitness

300 lives made healthier

Dr Talk Series & Medical Camps

CAMS invited experts from the medical field to create awareness and heightened care on employee wellness – Women Health, Eye Health, Physiotherapy & Bone Health, Dental Camp.

Nutrition & Healthy Diet

Fruits and vegetable weeks were organised by the Company to create awareness on healthy eating and good diet practices.

200 Participants impacted

Mental Health Initiatives

In partnership with 1to1 Help.net, several webinars and in-person connects were organised to improve mental health awareness among our employees.

200 Beneficiaries

SDG Impacted