Page 47 - Index

Mission-Critical Decisions, Made with Confidence.
also provides opportunities for Crisil to leverage the S&P
Global brand through referrals in the international market.
Regular interactions between the two management teams
facilitate knowledge-sharing and cross-fertilisation
of ideas. Importantly, commercial opportunities are
pursued at an arm’s length, following rigorous review and
recommendations by Crisil’s Audit Committee, mainly
comprising Independent Directors. Notably, S&P Global’s
largest collaboration with Crisil has been in providing
financial services support to S&P Global Ratings and other
teams, a partnership spanning nearly two decades.
Crisil Ratings and Crisil Intelligence
• We partnered with S&P Global to contribute to the India
Forward: Emerging Perspective event. The teams jointly
wrote a comprehensive paper on the agriculture sector
• We have collaborated to provide comprehensive financial
information to 40,000 unlisted companies on the S&P MI
CapIQ platform
• S&P participated in our marquee event, India Outlook
Seminar, which marked the launch of a new report – India
Outlook Report 2024
• S&P Global Market Intelligence’s credit scorecards are
hosted and automated on Crisil’s Credit + ICON platform
Crisil Integral IQ
• Ongoing collaborations include a referral agreement
between S&P Global, a joint go-to-market strategy, and
development of risk and sustainability solutions
• Support Trucost and S&P Global Sustainable1 for
ESG assessments
Crisil Coalition Greenwich
• A referral agreement with Market Intelligence, which
represents several data and analytics products
Human Resources
Crisil is a people-centric organisation. We believe in fostering
a culture of innovation that drives growth, empowers our
employees with thriving careers, and delivers high impact
to our clients and the communities in which we operate.
To achieve these goals, our people strategy has evolved
over the years, incorporating elements that contribute to
building a future-ready workforce.
Accelerating careers
Over the past few years, upskilling and reskilling people and
providing them growth opportunities has been the mainstay
for Crisil. We continue to invest in new age skills, such as
GenAI, including tie-ups with educational institutions to
explore research areas and experiential interventions such
as hackathons.
As part of our strategic workforce planning, we implemented
a skill development plan for critical areas. We adopted a
multi-modal approach (social learning, experiential learning
and facilitator-based) for shaping the learning curve of
our employees. In addition, access to digital learning
platforms was provided for self-paced, anytime, anywhere
learning. Crisil provides education reimbursement to assist
continuous learning. The comprehensive learning plan helps
ensure high operational efficiency with tangible impact
metrics to accelerate growth.
Leadership development and succession planning remain
an integral part of our talent priorities. We continue to
emphasise on promoting organic talent for critical roles to
ensure organisational resilience. To ensure we identify the
best talent for the roles in new growth areas, we continue
to assess talent through a calibrated internal and lateral
hiring approach.
Our talent review process is strategic, structured and holistic
for identifying critical roles, successors and high-potential
employees. The senior leadership team plays an active
role in the collaborative exercise to ensure alignment with
organisational goals. This integrated effort not only develops
a strong internal bench of leaders but also promotes career
mobility, facilitates strategic role transitions and enhances
employee engagement, retention and satisfaction.
We continued to invest in leadership development through
various bespoke journey-based interventions for all levels.
The programme designs are based on our competency
framework to address key areas of development and to
ensure we meet the needed outcomes. These development
initiatives involve individual development plans, coaching
and cross-functional exposure to prepare future leaders.
Fostering inclusion and belongingness
Crisil is committed to the inclusion agenda. In 2024,
we consolidated the efforts towards institutionalising
inclusion through a formal, empowered, cross-functional
body – the Inclusion Forum. Under the sponsorship of our
CEO, the Inclusion Forum was set up to create strategic
accountability, provide governance and oversight on
inclusivity efforts and enhance brand visibility. The Forum
members spearheaded several interventions such as
setting up the people resource group (PRG), ensuring global
Annual Report 2024
45
Statutory Reports