KIRLOSKAR BROTHERS LIMITED Established 1888 A Kirloskar Group Company
Human Capital is at the heart of KBL’s success and is attributed through our differentiated and capable workforce, proficient leadership, an empowering culture and our efficient operational excellence. Our people policies are designed to create a “future-ready” workforce, while delivering a dynamic, enriching and trustworthy experience for our employees.
M3Health and safety
M4Diversity, equity and inclusion
M8Talent attraction and retention
M10Risk management
M12Marketing and communications
M13Economic performance
M14Customer safety and product quality
M15Cyber security and digitisation
M16Market presence
Total Employees
Feedback tool for Leadership development
Women workforce
Best-in-Class Positivity Index (Ideal Index: 5:1)
Retention Rate
Women representation on Board (3 Nos.)
Training Average man-day
Women representation in Leadership/Senior Management Roles
In an ongoing commitment towards cultivating a culture of collaboration and empowerment, we implemented a strategic initiative aimed at enhancing employee engagement across all our locations. We understand that a happy and healthy workforce is the cornerstone of our success, hence we aim to create meaningful experiences and building a workplace where everyone thrives. Our revamped induction process ensures that new hires embark on their journey with us feeling energised and supported. We ensure alignment of organisational objectives with individual targets to achieve the expected achievements which gives role clarity and support.
Employee Engagement Score (High Performance Range – Manufacturing Industry)
Engagement Index (on scale of 1-to-5)
Business confidence
Business direction
Communication
Customer centricity
Strong purpose
We see this as a strategic roadmap for identifying and cultivating leadership talent at all levels, ensuring alignment between individual capabilities and organisational objectives and values. We aim to implement a leadership competency framework not only for a structured approach to defining, assessing and developing the skills, but also to build the behaviours required for effective leadership within the organisation.
By using this framework, we tend to outline the essential competencies and proficiency levels needed for individuals to perform effectively in their roles. Typically, a technical competency framework includes a set of core competencies, specialised skills and behavioural indicators aligned with the goals and requirements of the organisation or the industry.
This training programme was organised for young engineers on “Design Thinking” and “Systematic Way of Problem Solving”. These initiatives will help in building the capabilities of our Engineers with respect to innovation, out-of-the-box thinking and problem-solving. This is aimed at ultimately helping them in better understanding of customer needs and designing innovative products that are environment-friendly, energy-efficient and safe to operate.
Cross-functional teams are trained on the above skills and work on different projects to solve customer needs and develop processes. We have also collaborated with the Indo German Chamber of Commerce for skill development of employees working on Computerised Numerical Controlled (CNC) machines. We conducted an Assessment & Development Session for our Leadership team, which helped them in leveraging their key strengths and for work on areas of improvement.
We consistently invest in the development of our human capital, focusing on digitisation, process improvement, competency development, artificial intelligence and new technologies providing employees with diverse, enriching experiences that support mutual growth. These efforts not only strengthen our workforce’s capabilities, but they also enhance their overall employability, empowering them to seamlessly explore alternative career opportunities when desired.
Design Thinking Workshop
Systematic Problem Solving
Customer Centricity
Execution Excellence
Global Mindset
Quality Training
At KBL, as part of our action planning, we revisited our well-being policies to ensure that the organisational policies remain effective instruments for achieving strategic objectives, promoting ethical conduct and sustaining organisational success. Higher Education Policy, Health Club reimbursement, Travel Policy, Local Travel Policy and Flexi Working Hours at Head Office and advanced salary disbursement date were some of the policies that were revisited. In addition, the National Pension Scheme has been implemented for mid-level and junior-level employees too.
This is aimed at fostering open communication and building trust within the teams. The teams can address interpersonal challenges, improve collaboration and build a more cohesive working environment by understanding how colleagues perceive each other’s strengths and weaknesses.
We conduct reviews at 30, 60, 90 and 120 days to help new employees to understand the Company culture, business practices, team structures, as well as short and long-term organisational goals. These reviews also clarify role-specific expectations, supporting employees in their integration and growth within the organisation.
At KBL, diversity isn’t just a buzzword, but one of our core values. We believe in the power of different perspectives, backgrounds and experiences coming together to drive innovation and success. Hence, we are dedicated to ensure that our workforce reflects the rich tapestry of the society. With a target of achieving 20% female workforce by 2030, we are actively working to break down barriers and create opportunities for women in the organisation and ensure there is no discrimination in the hiring process.
We have established a standardised platform for hiring, compensation and talent development that guarantees equal opportunities for all, regardless of gender, race, or ethnicity.
To continue our focus on women empowerment, we employed 15 young female MBA graduates from the North-East to leverage the region’s socio-economic model. These women are from Assam, Arunachal Pradesh, Agartala, Manipur, Meghalaya, Mizoram, Nagaland and Siliguri (West Bengal) and have been deployed in front-end sales at different locations.
We understand diversity in leadership is not only a best practice, but also a strategic advantage. We are proud to see an increasing number of women in mid-senior and leadership roles, contributing valuable perspectives, innovation and resilience to our operations. Functions like HR, Kaniyur plant, Product Portfolio Management have women leadership. Also, critical roles such as Foundry operations, Software IT applications, Oil & Gas also have women presence with highest deliverables.
We recognise that a happy, healthy workforce is vital to our success. Hence, we are committed to creating meaningful experiences and nurturing a workplace where everyone can thrive. Our enhanced induction program helps new employees start their journey with energy and a strong sense of support. We also take pride in embracing diversity and building a sense of community through cultural celebrations. In addition, we encourage overall well-being by offering fitness sessions, yoga, sports like cricket and badminton, indoor and outdoor games and regular health check-ups.
We have cultivated vibrant communities through clubs like KirloFit, KirloMind and KirloConnect, fostering wellness, creativity and inter-team connect within KirloSphere.
A Grand Slam of Cricketing Excellence! The Yamuna and Kirloskar Premier League was a thrilling cricket tournament that united the employees in a celebration of sportsmanship, talent and teamwork. Organised under the KirloFit Club, the league aimed at fostering a sense of community and camaraderie among the staff members through their beloved game of cricket. The Yamuna Premier League and Kirloskar Premier League were both a resounding success, embodying the values of teamwork, sportsmanship and healthy competition. We look forward to future collaborations and initiatives that will continue to promote unity and well-being among the employees through the universal language of cricket.
A Smash Hit Event! The KirloFit Badminton Tournament held at our organisation was a thrilling event that brought together employees in a spirit of competition, camaraderie and fitness. Organised under the banner of KirloFit, our workplace wellness initiative, the tournament aims at promoting physical activity and teamwork among the staff members.
In addition to large-scale tournaments, we actively encourage participation in a variety of indoor and traditional sports such as table tennis, chess, carrom, kabaddi and Surya Namaskar. These activities, supported under the KirloFit wellness initiative, are designed to promote not only physical health but also mental well-being, collaborative thinking and team bonding.
We take pride in being an inclusive organisation that celebrates the diverse cultures of our employees. By recognising and honouring their heritage, we foster a sense of belonging and pride. This inclusivity enriches our workplace and strengthens our community by promoting mutual respect and understanding. We actively encourage the celebration of cultural events and traditions, ensuring every employee feels valued and appreciated.
A Vibrant Dandiya Night Extravaganza! The Navratri Celebration - Dandiya Night organised by us was a lively and colourful event that brought together employees to celebrate the joyous festival of Navratri. Organised with enthusiasm and cultural flair, the Dandiya Night aimed to honour tradition, foster community spirit and spread festive cheer among staff members
The Independence Day celebration was a patriotic and educational event that brought employees together to commemorate the spirit of freedom and independence. Through a themed quiz, the participants received an opportunity to test their knowledge of historical events, national symbols and cultural significance associated with the special day.
We reaffirm our commitment to supporting and uplifting women in the workplace and beyond and look forward to future opportunities for growth, collaboration and empowerment. The International Women’s Day was celebrated with great enthusiasm, shining a spotlight on the achievements and contributions of the women in our workforce. The day featured a series of interactive activities and team-building exercises designed to foster connection, collaboration and a sense of empowerment. It served as a meaningful platform for women to share experiences, build bonds and celebrate their journey in a supportive and inclusive environment.
At KBL, Diwali was a festive fusion of culture, creativity and colour. Our Diwali celebration was a vibrant and joyful affair that beautifully captured the essence of India’s rich cultural heritage. Themed “Dress Up in the Cultures of India”, the event encouraged employees to showcase the diverse traditions of our nation through colourful attire, creating a truly festive and inclusive atmosphere. Employees wore traditional outfits representing various regions of India, celebrating unity in diversity and also took part in Rangoli and Diya painting competitions, filling the workplace with color, creativity and warmth.
To appreciate the employees’ engagement and contribution, long service awards were distributed to 100+ employees. Many of our employees have worked with the Company for nearly four generations. These awards were distributed to employees who have served the Company for 15+ years.
We foster a culture of recognition where every employee’s effort is valued. This approach keeps them motivated and loyal to the organisation. “I Appreciate” card also play a key role in this process.
The CMD Awards is a prestigious annual event that recognises employees who have showcased exceptional potential and top performance. Nominations are based on recommendations from Heads of Departments and validated by a jury. This recognition highlights the efforts of individuals who contribute significantly to strengthening the Company, inspiring growth and excellence across the organisation.
I joined KBL in March 2010 and proud to be named Man of the Quarter twice as a Sales Manager.
In November 2012, I met with a life-changing accident and got bedridden for a year. With the Company’s support and encouragement, I got back to work after my recovery. Since then I face challenge to walk and sit, but KBL has always been supportive. I was allowed to work at my own pace and to even adapt my workspace to suit my needs.
This kindness extended benefited me as I was able to stand tall and be able to help my family provide quality education to my kids. As I look toward to my retirement in 2026, I remain deeply grateful for the support that I have received from KBL.
As a part of KBL I have felt consistent support, trust and guidance from senior management, which has allowed me to take ownership of my work with confidence. The open-door approach of my manager, especially during challenging moments, gave me the assurance and motivation to deliver effectively.
Heading Admin at Kirloskarvadi plant, heart of KBL, the management’s approach had always been collaborative, proactive and to ensure safety. At KBL, it’s not just about getting the job done – it’s about making a meaningful impact.
One moment that stood out for me was witnessing how cross-functional teams came together seamlessly during a crisis to meet critical project deadlines. That spirit of collaboration left a lasting impression.
The job rotation enriched my experience giving exposure to new technologies and roles. Through the Dolphin project, I had the privilege of collaborating with global teams, gaining insights into different applications and work cultures.
I’m grateful to the management for the trust and confidence they have placed in me to lead key initiatives such as Dolphin Pump Selection tool and Augmented Reality. My journey with KBL has been an incredible experience – full of learning and teamwork.
Kirloskar Brothers Limited has been a cornerstone of my professional journey for the past 18 years, offering a highly positive and enriching work environment. The Company fosters a strong work culture rooted in integrity, innovation and collaboration. Its well-defined processes focus on continuous improvement and employee-friendly policies have consistently supported my personal and professional growth.
Unlike many companies, KBL blends traditional values with modern engineering excellence, offering world-class fluid management solutions. The Company promotes a culture of ownership and accountability, empowering employees at all levels. Its focus on continuous improvement, ethical practices and community welfare makes KBL not just a workplace, but also a trusted and respected organisation in the industry.
As a Graduate Engineer Trainee in the R&D Engineering team, I am given opportunity to contribute to the development of KirloSmartTM IoT devices, a forward-thinking initiative by Kirloskar. Over 11 months, I was engaged deeply with real-time problem-solving, iterative design and product development cycles.
The journey was not just technical skills, but also patience – an essential trait in navigating complex systems and long innovation cycles. Supported by a collaborative team and inspiring leadership, I grew both as an engineer and as a professional. This experience solidified my foundation in IoT technology and taught me the quiet strength of persistence and teamwork in achieving meaningful progress.
Joining Kirloskar Brothers Limited as Deputy Manager in Organisational Transformation was a defining moment in my career. Transitioning from IT to core manufacturing, I met with a warm, collaborative culture and supportive colleagues who made the shift seamless.
Kirloskar’ s century-old legacy, approachable leadership and focus on innovation make it more than just a workplace – it’s a space where I’ve found purpose, growth and a true sense of belonging.
I have been working as Assistant Manager – Corporate Sustainability and Excellence at KBL for the past two years. During this time, I have worked on various sustainability projects that aim to make our processes more efficient and environment-friendly. The Company has given me a great platform to learn, take initiatives and grow in my career. Being part of a company that values sustainability and excellence makes me feel proud and motivated every day. I look forward to learning more, taking on new responsibilities and making a bigger impact in the future.
Over the past eight years at KBL, my journey as a Marketing Manager has been both challenging and deeply rewarding. I have had the privilege of leading strategic initiatives in market segmentation, brand positioning and competitive analysis, each contributing meaningfully to KBL’s growth story.
By leveraging cross-sector synergies and applying data-driven insights, I helped shape impactful campaigns that strengthened our market presence and supported long-term business sustainability. This experience has been a testament to the power of innovation, strategic foresight and a relentless pursuit of excellence.
Working at KBL has not only honed my professional capabilities but also reinforced my belief in the Company’s vision and values. I am proud to be part of an organisation that continues to lead with integrity and purpose in the industrial sector.
This is a pioneering approach to group term life insurance, wherein the standard income benefit is extended to the family of the deceased employee for a period of five years.
This is a 24/7 global support for emergency situations, such as accidents or critical illness.
This fund is maintained through employees’ contribution to extend financial help to the family in case of their death in service.
KBL corporate campus is a state-of-the-art facility with an amphitheatre, auditorium, badminton courts, table tennis, fully equipped gym, yoga studio, Zumba classes, swimming pool. Employees are also provided with to-and-fro bus services facility from their home to Corporate Office. Additionally, daily shuttle service is available from Corporate Office to Kirloskarvadi and vice versa to facilitate easy commuting.
Medical checkup camps are organised for employees every year. Health talks are arranged for increasing awareness amongst people about good health, nutrition and exercise. They are briefed on how to manage medical conditions such as blood pressure, heart diseases, cancer and diabetes, among others. We extend life insurance coverage and also provide Parivar Suraksha Yojana and Benevolent Fund Schemes to our employees and permanent workers. Pension and post-retirement medical benefits are provided to qualified staff, whereas workers are offered pension benefits under relevant statute.
Below are the internal mechanisms to redress grievances on human rights:
Safety is our top priority and we conduct several programmes to increase safety awareness amongst our employees. We focus on working along 360 degrees, i.e., from prevention to mitigation.
Our manufacturing plants are ISO 45001:2018 certified (Occupational Health and Safety Management System Standard). Continuous efforts are taken to ensure a safe working environment for all employees and workers and this is achieved through regular audits that helps identify and monitor health and safety-related incidents. We conduct fire drills and mock drills to assess the effectiveness of emergency plan. Employees and workers are sensitised about precautionary measures through safety trainings.
We have adopted a systematic Hazard Identification and Risk Assessment (HIRA) approach to regularly identify work-related hazards. Trained professionals conduct regular audits for identifying the potential work-related hazards across operating locations. We identify and implement safety controls for safe execution of business operations. Employees and workers are encouraged to report near miss cases through safety committees and other channels.
As a part of ISO 45001:2018 Management System, we have established procedures and programmes to report the work-related hazards and to safeguard our employees from risks. Through the ‘Safety Yellow Tag System’, workers can raise issues using yellow tags available in the shop floor. Through the Safety Committee, workmen can report hazards to the management. Workmen are instructed not to take any risks and are authorised to stop work if there is any immediate risk to health and safety.
Accessibility of non-occupational health services is facilitated to workers through medical camps, vaccination drives and medical health check-ups. Employees can avail financial assistance through medical claims. Voluntary health promotion services are organised such as health awareness webinars on ‘Child Health Programs’, ‘Healthy Heart Program’. At our Occupational Health Centre at the manufacturing plants, the available nurses with qualified doctors provide workmen with non-occupational medical service.
Safety trainings are organised on different topics to all the staff for improving safety practices across our operations. Key topics covered in these trainings are – Fire Safety, Material Handling Safety, Hazard Identification and Risk Assessment, Working at Height, Permit System, Crane Safety and legal requirements on EHS and safety passport system, among others.
Mock drill
Street plays on driving safely
Street plays on use of single-use plastic
Development of Safety Training Centre
LPG safety training for female employees and employee families
2-wheeler Safe Driving Competition
Safety Speech Competition
Special drives to improve safety
Flammable material handling safety
Grinding safety assessment at shopfloor
Safety awareness campaigns
Major Achievements
Human Capital Development Initiatives
OH & S Initiatives
