In the competitive landscape of India’s ready-mix concrete (RMC) industry, RDC Concrete India Ltd stands out as the largest non-cement RMC manufacturer, operating 130 plants across the country as on 31st March 25. With a vision “To attain leadership position in providing quality concrete solutions on time, creating customer delight”. RDC has built a reputation for operational excellence and innovation. However, what truly sets RDC apart is its people-centric approach, underpinned by a robust leadership philosophy and innovative HR practices. By embedding values I-DEPOSIT Integrity, Dedication, Commitment & Teamwork, Empathy & Care, Positivity, Ownership, Safety, Innovation, and Trust, RDC fosters a culture that aligns with its vision while empowering employees to drive business success.
Our leadership philosophy is rooted in the belief that the RMC industry is fundamentally a “people’s business.” With minimal reliance on complex machinery, the company’s success hinges on the entrepreneurial spirit of its workforce. Each of RDC’s plants operates as a small business unit led by Business Heads acting as virtual CEO’s. This decentralized structure empowers leaders to take ownership, fostering accountability and responsiveness. The leadership teams and employees sets a clear direction through annual DISHA Workshops organised at all the working locations. These workshops cascade the company’s vision and goals into actionable Key Performance Indicator (KPI) sheets for every employee. By involving Business Heads in brainstorming sessions to identify markets, opportunities, and resources. RDC ensures strategic alignment while encouraging innovation. This participatory approach not only drives the vision of delivering quality concrete solutions but also builds trust and collaboration across the organization.
While people centricity is the key, this centricity needs to deliver value to all stakeholders. They can deliver this provided they are aligned and happy. This loop is best illustrated in the HR Value Proposition diagram which in nut shell underlines people philosophy, people and other metrics and Business value proposition. This basic philosophy is driven by processes or OD intervention given in the same chart
For better understanding, we now explain how these interventions, play out in specific HR domains
Talent Acquisition –
RDC’s talent acquisition strategy prioritizes fresh graduates from Tier-2 and Tier-3 engineering colleges recognizing that they adapt more readily to the company’s unique culture. Through the Cubs and Colts programs, RDC hires over 300 trainees annually. The Cubs program involves rigorous selection through aptitude tests, group discussions and interviews assessing attitude, energy and communication skills. Cubs undergo six days physical training at Head Office. Other New employees undergo comprehensive onboarding through the R-ONE program and a three-day centralized induction for others covering critical business functions like plant Safety, Operations, Quality, distribution and HR policies. The Deeksha e-Learning Portal further supports onboarding with mandatory courses on company policies and POSH. RDC’s commitment to talent development is evident in its multi-faceted training programs which align with its vision of quality and innovation.
Training & Development –
The Deeksha E-Learning Platform(LMS), a unique in the RMC industry offers over 120 courses out of many developed in-house. Employees are required to complete at least three courses annually. The Kaushal program promotes multi-skilling, assessing employees on core and non-core competencies with scores impacting performance evaluations. For leadership development. The RDC Lucky Dip, a weekly management quiz with management lesson and tip filled with Amazon vouchers for winners. RDC partners with the Great Managers Institute (GMI), with 70+ senior managers trained and three recognized among India’s Top 100 Great People Managers by Forbes and Economic Times. To bring people on to experiential and participative mode of learning, we organize functional Conclaves where more than 120 employees participate every year. The Margdarshan Coaching and Mentoring Program grooms young talent, while the RDC Plant Leadership Development Program (RPLDP) prepares engineers to lead plants through immersive, hands-on training. Approximately 75% of current Plant Incharges are RPLDP graduates, demonstrating the program’s success in building leadership pipelines. Another similar program for Technical Leadership is named RQLDP(RDC Quality Leadership Development Program. RDC’s partnership with BITS Pilani, offering MBA and B.Tech programs to employees in another unique T&D initiative. By covering application fees and tuition for 45 enrolled staff, RDC enhances technical and managerial skills, boosting loyalty and aligning with industry trends.
Communication, Engagement, Incentivisation & Welfare –
The annual DISHA Workshops attended by almost all employees in 2025 align individual goals with the company’s vision through interactive sessions, success stories and open feedback via the “Bedhadak Bolo” segment. The We@RDC e-magazine published quarterly showcases employee stories and achievements, reinforcing a sense of community. RDC’s Great Place to Work certification for three consecutive years validates its inclusive, engaging workplace. The Shishu Prerna Award recognizes employees’ children for academic and extracurricular achievements, fostering a family-oriented culture. The Meri Pehli Udaan initiative, sponsoring air travel for employees who have never flown has benefited over 300 staff with 8 editions, earning media coverage in the Times of India. The Meri Pehli Videsh Yatra, sponsoring a foreign trip for 4 days to those who have never travelled abroad. The First edition was completed in 2024 with 50 employees benefitted. Despite challenges like remote plant locations and 24/7 operations, RDC has increased female representation from zero in 2016 to 70 employees, with zero sexual harassment cases. Women’s Day celebrations and equal treatment across locations underscore RDC’s commitment to gender diversity, though industry constraints limit further progress.
Reward & Recognition –
RDC’s rapid growth creates opportunities for career advancement, a significant reward in itself. The company complements this with structured recognition programs like the Prerna Awards, Star of the Year and Associate Star Awards for third-party employees. Sartaj an interplant competition which tracks 20 performance parameters of a Plant leading to Quarterly recognition of three Plants. Incentives like Volume target achievement for Plant team and the Rise for sales staff further motivate employees to contribute to the company’s vision.
Project PEUSC –
RDC’s CSR project, Promoting Education of Underprivileged School Children (PEUSC) supports over 70 schools near its plants with employees volunteering to provide tuition and improve infrastructure of school. This initiative reflects the company’s empathetic culture and commitment to societal growth aligning with its vision of creating stakeholder value.
Company’s leadership and people practices are a testament to its vision of delivering quality concrete solutions while creating customer delight. By fostering a culture of trust, innovation and ownership, RDC empowers its 800+ on-roll and 1,400+ third-party employees to drive excellence. From talent acquisition and development to rewards, engagement and social responsibility every initiative aligns with the I-DEPOSIT values and the company’s strategic goals. As RDC continues to scale, its people-centric approach and visionary leadership ensure it remains a leader in the RMC industry, setting a benchmark for others to follow.
Recognition & Testimonial –
RDC has been certified Great Place to work since 2021, consecutively for 5 Years. We are also Certified Best Work Place in Cement and Building Materials in 2024 as well as 2025
Anil K Banchhor
MD & CEO
RDC Concrete (India) Ltd
&
President
Ready Mixed Concrete Manufacturers Association of India
