Social – Employees
The organisation's capability development philosophy is anchored in the belief that sustained performance, operational excellence, and long-term resilience can only be achieved through continuous investment in people capability. Our learning & development ecosystem builds technical, managerial, leadership, and future-ready skills to strengthen workforce competencies and readiness for future.
learning person-hours delivered across employees and business partners in FY2026
A) SAKSHAM – The Foundation of Continuous Capability Building
SAKSHAM, Hindustan Zinc's flagship learning framework, anchors the organisation's learning and growth agenda. Through 6,183 unique learning programmes spanning levels, functions, and locations, SAKSHAM embeds capability development into daily business rhythms, ensuring learning remains contextual, relevant, and application oriented rather than episodic. As work models and skill requirements continue to evolve, SAKSHAM has expanded into focused pathways aligned to emerging learning trajectories.
Structured Learning Pathways
SAKSHAM ViSTA: From Potential to Performance
The VISTA (Visioneering Skills and Training for Advancement) programme is a one-month immersive induction journey designed to accelerate the technical preparedness of fresher engineers and align early-career talent with organisational expectations. During the year, 100% graduate engineering trainees (GETs) and post-graduate engineering trainees (PGETs) completed the programme.
SAKSHAM DRONA & Emerging DRONA: Strengthening Internal Expertise
A Train-the-Trainer initiative focused on building a strong internal subject matter expert (SME) ecosystem and ensuring continuity of critical technical knowledge. 580+ internal experts were identified, out of which 154 DRONAs and 66 emerging DRONAs have been recognised.
SAKSHAM UTKARSH: Upskilling Business Partner Workforce
A structured external learning initiative in partnership with Nettur Technical Training Foundation (NTTF) to upskill and reskill the extended business partner workforce in modern tools, methodologies, and quality practices.
SAKSHAM UDBHAV: Transition Support to Retiring Employees
A five-year e-learning programme designed for our retiring employees covering key life dimensions, including financial-readiness, health and wellness, emotional resilience, and lifestyle planning.
SAKSHAM Jeevan Raksha Shrinkala: Learning to Save Lives
A life-saving learning initiative that builds awareness, preparedness, and confidence among employees to respond effectively during medical or safety emergencies, both within and beyond the workplace.
B) Structured Development and Succession-Readiness Programmes
Hindustan Zinc emphasises individual capability enhancement as a direct contributor to organisational succession-readiness and sustainable growth.
Work Integrated Learning Programme (WILP)
Through structured academic partnerships, the Company continues to nurture future-ready leaders. 40 executives have graduated from the programmes at Indian Institute of Management, Udaipur, and BITS Pilani, with six participants sponsored under the WILP policy for the IIM Post Graduate Diploma in Business Administration (PGDBA) programme. Currently, 30 executives are pursuing master's programmes as part of this continuous learning initiative.
Benchmarking Initiatives
To infuse outside-in thinking and promote adoption of best practices, Hindustan Zinc facilitated targeted benchmark visits and industry interactions. These engagements enabled employees to translate external insights into operational and process improvements. During the year, teams visited leading organisations and global market leaders, with a focused emphasis on mining excellence.
Other Flagship Programmes
Hindustan Zinc continues to invest in flagship development programmes delivered through a blend of internal expertise and external institutional partnerships. Key initiatives conducted during the year included:
- Commercial for Non-Commercial
- Finance for Non-Finance
- Mining Mates
- Managerial capability programmes covering business etiquette, first-time managers, and Prevention of Sexual Harassment (POSH) sensitisation for managers
Scaling Capability Through Technology
Hindustan Zinc's digital learning ecosystem is powered by platforms such as LinkedIn Learning and Disprz, enabling employees to build technical, managerial, and future-ready skills through curated learning paths, self-paced modules, and personalised development journeys. This technology-enabled approach, promoting learning anytime and anywhere, clocked 43,800 digital learning hours, reinforcing seamless integration of learning with digital enablement.
