Caparo India, the Indian business arm of Caparo Group, began its operations in 1994, as a joint venture with the largest car manufacturing company in India - Maruti Suzuki India Limited.
Foundation of Holding Co. in UK by Lord Swraj Paul
Caparo India has, time and again, received recognition from its esteemed customers in the form of awards
A 75:25 joint venture between Caparo and Maruti Suzuki India Limited
Focuses on playing a leading role in the space of gas-based power in India
Offers steel processing, steel fabrication, fasteners, tube manufacturing, forging and foundry solutions
Ayatti - 20.78 acres of inspiring, manicured landscape, equipped with conference venues, exhibition spaces, and banquet halls
A 70:30 joint venture between Caparo Engineering India Ltd and Marubeni-Itochu Steel Inc, Japan
In today’s competitive business environment, successful and productive employees play a very important role in the organisation.
Most organisations use similar technologies, similar processes & systems as well as similar machines, however, the only differentiating factor between good and great organisations are the people working in the organisations. Hence, Caparo continuously focuses on development of not only technical & functional capabilities, but also focus on development of leadership & people capabilities.
At Caparo, we understand the importance of upgrading one’s skill sets to remain relevant in a dynamic and technology-driven environment. This Learning & Development process is guided and implemented by dedicated Regional L&D Professionals across India.
Caparo Leadership Competency Framework lays the foundation for identifying and developing leaders. Two Level Leadership Competencies (for Senior & Top Management and Middle & Junior Management) support the designing and implementation of Long-Term Leadership Development Programmes, wherein identified leaders undergo Classroom Workshops as well as On-The-Job Exposure through implementation of Individual Development Plans (IDPs).
Caparo is also moving towards building a robust Leadership Pipeline through Talent Management and Succession Management Practices, which will enable them to achieve their long-term objectives, and provide Career Progression opportunities to employees.
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