The scope of the Nomination & Remuneration Committee includes the references made under SEBI (Listing Obligations and Disclosure Requirements) Regulations, 2015 as well as and applicable provisions of Companies Act, 2013.

The Nomination & Remuneration Comprises As Under
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Terms of Reference of Nomination & Remuneration Committee
  1. Succession planning of the Board of Directors and Senior Management Employees;
  2. Identifying and selection of candidates for appointment as Directors /Independent Directors based on certain laid down criteria;
  3. Identifying potential individuals for appointment as Key Managerial Personnel and to other Senior Management positions;
  4. Formulate and review from time to time the policy for selection and appointment of Directors, Key Managerial Personnel and senior management employees and their remuneration;
  5. Review the performance of the Board of Directors and Senior Management Employees based on certain criteria as approved by the Board. In reviewing the overall remuneration of the Board of Directors and Senior Management, the Committee ensures that the remuneration is reasonable and sufficient to attract, retain and motivate the best managerial talent, it also ensures that the relationship of remuneration to performance is clear, that the performance meets the appropriate performance benchmarks and that the remuneration involves a balance between fixed and incentive pay, reflecting the short- term and long- term objectives of the Company;
  6. Devising a policy on diversity of board of directors;
  7. Administer, monitor and formulate detailed terms and conditions of the employees’ stock option scheme;
  8. Recommend to the Board, all remuneration, in whatever form, payable to senior management.
  9. Ensure 'fit and proper' status of proposed/ existing directors as per RBI guidelines.
  10. Evaluate the balance of skills, knowledge and experience on the Board and on the basis of such evaluation, prepare a description of the role and capabilities required of an independent director, at the time of every appointment of independent director. For the purpose of identifying suitable candidates:
    1. may use the services of an external agencies, if required;
    2. may consider candidates from a wide range of backgrounds, having due regard to diversity; and
    3. may consider the time commitments of the candidates.
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