Nomination and Remuneration Committee: Director Appointment and Compensation

Nomination and Remuneration Committee Director Appointment and Compensation -

Corporate governance plays a crucial role in ensuring effective control and management of companies. One of the key components of corporate governance is the establishment of various committees within the board. These committees help streamline business operations, shape corporate strategy, and provide numerous other benefits. In this article, we will focus on the Nomination and Remuneration Committee and its role in director appointment and compensation.

The Nomination and Remuneration Committee: An Overview

The Nomination and Remuneration Committee holds great importance as it is a mandatory requirement for specific companies. All listed public corporations and specific types of businesses, i.e those with a paid-up share capital of at least Rs. 10 crore, a yearly revenue of at least Rs. 100 crore, or aggregate  outstanding loans, debentures, and deposits totaling more than Rs. 50 crore, must have this committee. These financial thresholds are based on the latest audited financial statements.

Composition of the Committee:

The Nomination and Remuneration Committee is a vital component of corporate governance, ensuring fairness in director appointment and compensation.


The Board of Directors appoints the minimum required number of three members for the Committee. These members are Non-Executive Directors, and it is required that at least one-half of the members are Independent Directors. If listed entity has outstanding equity shares, then two third of them shall be independent directors. Having Independent Directors on the Committee ensures an objective and unbiased approach to decision-making.


In the realm of corporate governance, an Independent director holds the position of Chairman in the esteemed Nomination and Remuneration Committee. In the event that the Chairman is unable to attend a meeting, the members present can choose another Independent Director to act as the Chairman for that specific meeting. It’s important to note that the Chairman does not have the authority to cast a deciding vote in case of a tie. In such situations, the matter is presented to the board for final approval. In the event the chairman of the company is appointed as the member of the nomination and remuneration committee, he can be appointed only as a member of the committee but cannot hold the position of the chair on the committee.


To support the smooth functioning of the Committee, the company secretary serves as the Secretary to the Committee. The secretary plays a crucial role in coordinating and documenting the Committee’s proceedings and decisions.


For the Committee’s meetings to be valid, a quorum must be present. The quorum is set as a minimum of two members or one third of the members of the committee, whichever is greater and atleast one independent director in attendance. This ensures that there is sufficient representation of independent perspectives and expertise during the decision-making process.

The Nomination and Remuneration Committee comprises a group of individuals appointed by the Board, with a focus on including Independent Directors. The Committee is led by an Independent Director serving as Chairman, while the company secretary assists as the Secretary. With a minimum quorum of one independent members, the Committee ensures a balanced and fair approach to addressing director appointment and compensation matters.

Objective and Purpose of the Nomination and Remuneration Committee

The main objective of this committee is to adhere to the Companies Act, 2013, SEBI (LODR) Regulations, and relevant regulations for corporate compliance. This policy’s main objective is to create a structure for paying directors, Key Managerial Personnel (KMP), and senior management staff.

The committee aims to achieve the following key objectives:

  1. Guiding the Board in relation to the appointment of directors and their removal.
  2. Responsible for establishing criteria to assess directors’ qualifications, positive traits, and independence. They also recommend a remuneration policy, aligning it with industry standards and the company’s goals.
  3. Developing evaluation criteria for the Board of Directors, including independent directors.
  4. Advising the Board on the remuneration payable to directors, KMP, and senior management.
  5. Retaining, motivating, and promoting talent to ensure long-term sustainability and create a competitive advantage.
  6. Assisting the Board in fulfilling its related responsibilities.

Appointment and Removal:

The policy on appointment and removal of directors and additional directors, KMP, and senior management personnel is applicable to directors (both executive and non-executive) and KMP. The committee identifies and assesses the integrity, qualifications, expertise, and experience of individuals for these positions and recommends their appointment to the Board. A person being considered for a position should possess the necessary qualifications, expertise, and experience.

The committee has the authority to decide if a candidate’s training, knowledge, and experience are sufficient for the open post. Furthermore, the committee examines whether the director is willing to serve on one or more committees of the Board and devote the necessary time for their duties. For independent directors, it ensures their willingness and ability to fulfill the duties required of them. The committee also evaluates whether prospective directors and KMP can adhere to the company’s code of conduct.

Tenure and Disqualification:

The tenure of managing directors, whole-time directors, and independent directors is carried out in accordance with the rules and regulations of the Companies Act, 2013, SEBI regulations and other relevant laws. The committee evaluates the performance of directors and independent directors based on various criteria, including their participation, attendance, availability, time spent, preparedness, active participation, analysis, objective discussion, probing, testing assumptions, knowledge and skill, industry and business knowledge, functional expertise, corporate governance, development of strategy and long-term plans, inputs in their areas of strength, and other relevant contributions. The committee also ensures that directors and KMP comply with their obligations and responsibilities.

In cases where a director or KMP is disqualified under the Companies Act or any other applicable laws, rules, or regulations, the committee may recommend their removal to the Board, providing written reasons for such a decision. The relevant clauses of the Companies Act, 2013, as well as the company’s current policy, govern the retirement of full-time directors, KMP, and senior management staff. The Board has the discretion to retain such personnel in their current position and remuneration even after they reach the retirement age, if it is beneficial for the company.

The remuneration, compensation, and commission for managing directors, whole-time directors, and KMP are determined based on the provisions of the Companies Act, 2013, relevant rules, enactments, and the company’s policy, along with prevailing industrial norms.

Non-executive independent directors, on the other hand, are entitled to receive sitting fees in accordance with the provisions of the Companies Act, 2013. The amount of sitting fees is subject to the limits set forth by the Act and relevant rules and regulations.

Contribution of the Nomination and Remuneration Committees:

The effective contribution of Nomination and Remuneration Committees (NRCs) to creating shareholder value is crucial for the success of a company. Let’s delve into how NRCs can fulfill this role.

One of the primary responsibilities of NRCs is to determine appropriate remuneration levels for the board of directors and top executives. When these levels are aligned with the responsibilities and market standards, it reduces the risk of personal interests overshadowing the company’s interests. Adequate remuneration and suitable incentives motivate board members and executives to consistently work towards the growth of the company and increase its wealth. By doing so, they enhance shareholder value, as a successful and prosperous company translates into better returns for the shareholders.

Furthermore, NRCs play a vital role in executive appointments of directors and exit terms. By overseeing these processes, they ensure that executives are hired based on their qualifications and merit, fostering a culture of competence and expertise within the organization. Additionally, NRCs prevent inappropriate exit terms and payments that can negatively impact the company’s retained earnings, safeguarding the interests of shareholders.

By effectively managing remuneration and appointment processes, NRCs contribute to creating a harmonious environment where executives are motivated to perform their best and act in the company’s long-term interests. This, in turn, leads to sustainable growth, increased profitability, and enhanced shareholder value.


In conclusion, the Nomination and Remuneration Committee plays a crucial role in the corporate governance structure of companies. By ensuring appropriate director appointments and fair compensation, this committee contributes to the smooth functioning of the business and the long-term sustainability of talented managerial individuals. By adhering to the policies and regulations outlined by the Companies Act, 2013, SEBI Regulations and other relevant laws, the committee fulfills its responsibilities in shaping effective corporate governance.

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