Venkat Rajaram, Cygni Energy, Founder & CEO, along with Vipul and Gautam.

Hyderabad-based Cygni Energy has unveiled Phase I of its fully automated Battery Energy Storage System (BESS) gigafactory at E-Mobility Valley in Maheshwaram, Hyderabad, signalling a major leap in India’s electric vehicle (EV) and clean energy manufacturing landscape. The company is investing INR 2.5 billion over two phases to ramp up capacity from 4.8 GWh to 10.8 GWh over the next 12–24 months.

With a sharp focus on electric mobility, energy storage systems, and next-generation battery chemistries, Cygni is positioning itself to meet growing domestic and international demand for sustainable energy solutions. The company is also actively developing sodium-ion and sulphur-based batteries to complement traditional lithium-ion chemistries, alongside investments in thermal safety, recycling and advanced energy management algorithms tailored to Indian conditions.

Venkat Rajaraman, Founder & CEO, Cygni Energy, said, “In the long term, as part of India’s 100 GWh roadmap, we expect to become self-sufficient in cell manufacturing. We are also seeing a convergence of newer chemistries like sodium and sulphur. Sodium-ion batteries, in particular, are expected to play a critical role in India’s EV journey –given their lower cost of USD 6 per kWh versus USD 24 for lithium. While lithium demand currently exceeds sodium by 3x, India’s early-stage advantage allows us to leapfrog.”

“We cater to three markets – BESS, commercial and industrial storage, and electric vehicles. We have been manufacturing EV battery packs for a long time, earlier from a rental facility and now from our own factory. Today, we have a gigawatt-scale order pipeline for two- and three-wheeler EVs and large-scale storage systems. We’re also working with IIT-Madras' Centre of Battery Engineering and Electric Vehicles (C-BEEV) to co-develop future technologies. EVs contributed nearly 50 percent of our revenue till FY2025.”

The new facility spans 160,000 square feet and is engineered with automated Poka-Yoke-enabled lines and end-to-end traceability for high-quality battery module production. Till date, the company has raised USD 6.4 million in 2018 and USD 12.5 million in 2022 to fund its expansion.

The first phase investment of INR 1 billion supports an initial 4.8 GWh capacity. An additional INR 1.5 billion will be invested to reach 10.8 GWh under Phase II. The company expects to generate INR 26 billion revenue from Phase I, which it aims to double post-expansion.

Cygni’s batteries are designed for EV and grid-scale applications. The company has delivered over 500 MWh of batteries and claims to have a confirmed 1 GWh order pipeline, with growing traction in electric two-wheelers, three-wheelers and small commercial vehicles (SCVs). Most of the 80-plus components in its battery systems – such as busbars, cell holders, thermal and mechanical elements – are now locally sourced, reflecting India’s evolving EV ecosystem.

Jayesh Ranjan, Special Chief Secretary to the Government of Telangana and CEO of the Industry & Investment Cell in the CMO, inaugurated the facility alongside Prof. Ashok Jhunjhunwala, Chairman of IIIT-Hyderabad, and Srini Raju, Founder of iLabs Group.

Jayesh Ranjan, said, “The inauguration of Cygni’s battery manufacturing gigafactory in Telangana marks a transformative step toward sustainable energy, manufacturing excellence, and innovation. This facility not only strengthens India’s commitment to clean energy but also creates jobs, fosters local talent, and builds a robust ecosystem for the future of energy storage solutions.”

Cygni expects to create over 1,000 direct and indirect jobs and is planning additional 2 GWh cell-to-pack automated lines as part of its future roadmap. With government support and rising EV adoption, the company is well-positioned to be a catalyst in India’s energy transition

Comments (0)

ADD COMMENT

Link Copied!

The automotive industry in India is facing a demand-supply gap in talent as industrial growth and new technologies outpace the available workforce.

In an interaction with Motoring Trends, Vinay Dhingra, Senior Director, HR & Admin, CA, IT, Honda Motorcycle & Scooter India (HMSI) and Trustee of Honda India Foundation (HIF), shared his observations on the current trends in the domestic market.

“Talent shortage is definitely an issue, though I would describe it more as a demand-supply gap rather than a lack of availability. The pace of industrialisation and growth in India has pushed demand very high, while supply has not increased at the same pace,” Dhingra observed.

He pointed out that new technologies such as electric vehicles, electronics and advanced manufacturing have increased the need for specialised skills, while the training ecosystem continues to develop.

Dhingra shared that HMSI is addressing the gap through internal training. The company hires freshers from ITIs and trains them for production roles within about a month. “We have a strong internal training system and training schools,” Dhingra said.

Replying to the attrition seen in the industry, he shared that for Honda Motorcycle & Scooter India, the attrition among blue-collar staff remains below 4 percent, against an industry average of around 8–9 percent. The company plans for this level and maintains a margin in manpower planning.

Emerging requirements centre on IoT, Industry 4.0 and smart manufacturing. “A person needs to be trained not only on conventional machines and the kind of skills traditionally taught at ITIs, but also on these emerging technologies,” Dhingra said.

The government and industry are upgrading ITIs to introduce these technologies so that new entrants arrive with greater familiarity and a shorter learning curve.

Sharing his observation on the industry trend, he pointed out that the competition for skilled workers now extends beyond the automotive sector. “Someone may have the option of working in manufacturing, warehousing or other sectors, sometimes at similar salary levels,” Dhingra noted.

Companies must therefore strengthen working conditions, career opportunities and the overall package. At HMSI, overtime is monitored and weekly offs are prioritised to support work-life balance.

Automation and digitisation have changed processes without reducing headcount. The company has moved to a largely paperless system.

“We have not seen jobs being eliminated because of digitisation or automation. It has primarily improved the way work is done,” Dhingra said. Efficiency gains free capacity for safety, quality and other improvements, while business growth continues to raise overall manpower needs.

Interestingly, around 10–12 percent of Honda’s white-collar workforce has progressed from blue-collar roles, some reaching department-head level.

Looking ahead, Dhingra identified three areas for the industry: technology, the skilling gap and the quality mindset.

“Each can be both an opportunity and a challenge. If we fail to address them in time, they become risks. If we address them proactively, we can convert them into opportunities,” he concluded.

Comments (0)

ADD COMMENT

Link Copied!

Hyundai Motor India (HMIL), one of the leading passenger vehicle manufacturers, has announced a target to raise women’s representation in its executive workforce to 20 percent by 2030.

Women currently make up over 8 percent of the company’s executive workforce of more than 4,000 employees. In 2026, female recruits accounted for 45 percent of management trainees and engineer trainees hired by the vehicle manufacturer.

The company is tracking female recruitment and deployment across manufacturing, engineering, research and development, sales, service, corporate and leadership functions. The target aligns with United Nations Sustainable Development Goal 5 for gender equality and Goal 8 for decent work and economic growth.

Hyundai Motor India’s workforce strategy includes gender-balanced recruitment practices, expanded campus outreach, competency-based assessments and leadership development frameworks.

In FY2026, female employees recorded a 23 percent promotion rate. Supporting measures encompass parental support, childcare assistance, plant crèche facilities, performance safeguards, wellness rooms and health screening programs. The TrailblazHER initiative provides mentorship and capability-building programs for high-potential female professionals.

Tarun Garg, Managing Director and Chief Executive Officer, Hyundai Motor India, said, "At Hyundai Motor India, we believe that bringing together people with diverse experiences, perspectives and capabilities helps create stronger teams, drive innovation and build a more resilient organisation. Our commitment to achieving 20 percent women representation in executive workforce by 2030 reflects our focus on expanding opportunities, strengthening our talent pipeline and creating an environment where every individual can realise their full potential. As the talent landscape continues to evolve, we are encouraged by the increasing participation of talented women professionals across industries and look forward to enabling their growth across all areas of our business."

Comments (0)

ADD COMMENT

Link Copied!

German leading mechanical and plant engineering firm Durr has announced that it has been selected to equip Volvo Cars' manufacturing facility in Košice, Slovakia, with final assembly automation technology.

The plant represents the automaker's dedicated facility for all-electric vehicles and is planned to commence production in 2027 with a maximum annual output capacity of 250,000 units.

As per the understanding, Durr will supply turnkey conveyor, fluid filling and testing infrastructure integrated through its NEXT.assembly framework. The installation features fluid filling equipment configured to handle low-conductivity coolants and updated air conditioning refrigerants designed to comply with European regulatory changes. The vehicle conveyance network spans over three kilometres within the facility, utilising electric monorail systems, skillet platforms and modular chain conveyors to transport vehicle bodies and door components between assembly stations.

For end-of-line testing and quality control, Durr is installing its x-wheel chassis alignment system equipped with x-3Dsurface optical sensors, alongside the x-light camera-based measurement system for inspecting and adjusting headlamp modules in accordance with ECE and SAE standards.

Jorg Neumann, Director of the End of Line Product Line, Durr in Germany, said, “Volvo Cars has exceptionally high standards when it comes to measurement accuracy. We are very familiar with these standards, as Dürr equips all Volvo sites worldwide with vehicle geometry and headlight alignment technology.”

Andreas Hohmann, CEO of Durr Italy and Vice-President of NEXT.assembly, said, “Our fully automated final assembly system represents a significant advancement in automotive manufacturing, combining precision engineering with cutting-edge automation to deliver exceptional quality and efficiency.”

Comments (0)

ADD COMMENT

Link Copied!

Mumbai-headquartered automotive major Mahindra & Mahindra is moving towards taking possession of an initial package of approximately 800 acres for an automobile and tractor manufacturing facility at Additional Butibori in Nagpur, Maharashtra.

The site forms part of a planned 1,500-acre development in Vidarbha, which will be accompanied by a 150-acre supplier park in Sambhajinagar.

When fully operational, the site will feature an annual production capacity exceeding 500,000 vehicles and 100,000 tractors. The Sambhajinagar supplier park will provide components to the Nagpur facility and to Mahindra's existing production plants in Chakan and Nashik.

Furthermore, Mahindra is also establishing training frameworks to identify and develop workforce capabilities for manufacturing across powertrains and technologies. Over the next two to three years, existing associates will be considered through a selection process to fill roles at the facility based on technical capability, performance and alignment with company standards.

Mahindra also plans to establish a training centre in Nagpur to build technical skills in areas including mechanical operations, welding and painting. Further operational details regarding workforce requirements and recruitment processes will be released as project development continues.

Comments (0)

ADD COMMENT

Link Copied!