Exhibit 4.4



| |  |              |  |                                                      |  | 
| |  | ------------ |  | ---------------------------------------------------- |  | 
| |  | Forum        |  | Vedanta Resources Plc Remuneration Committee Meeting |  | 
| |  |              | 
| |  | Date         |  | 11th November 2014                                   |  | 
| |  |              | 
| |  | Agenda Item  |  |                                                      |  | 
| |  |              | 
| |  | Agenda Name  |  | Performance Share Plan  2014 Tranche                |  | 
| |  |              | 
| |  | Presented by |  | Rajesh Padmanabhan                                   |  | 

Performance Share Plan (PSP) is a conditional share plan for rewarding performance on a pre-determined
performance criteria i.e. Total Shareholder Return (TSR) over 3-year performance period and continued employment with the Group.



|1. | Coverage:
|-- | ---------

35% of the professional population (i.e. employees in grade M7 and
above) covered  2326 employees.



|2. | Grant of options:VR Plc Options will be awarded to employees under the PSP effective15th November 2014 as per below options matrix derived from
average fixed pay of each grade.
|-- | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



|         |  |   |        |  |    |  |        |     |  |  |        |  |  |  |       | 
|-------- |  | - | ------ |  | -- |  | ------ | --- |  |  | ------ |  |  |  | ----- | 
|Category |  | I |        |  | II |  |        | III |  |  | IV     | 
|SVP, M1  |  |   | 16,500 |  |    |  | 13,000 |     |  |  | 10,500 |  |  |  | 8,000 | 
|VP, M1   |  |   | 13,000 |  |    |  | 10,000 |     |  |  | 7,000  |  |  |  | 4,000 | 
|AVP, M2  |  |   | 8,500  |  |    |  | 6,500  |     |  |  | 5,000  |  |  |  | 3,500 | 
|GM, M2   |  |   | 6,500  |  |    |  | 5,200  |     |  |  | 3,900  |  |  |  | 2,600 | 
|M3       |  |   | 4,500  |  |    |  | 3,600  |     |  |  | 2,700  |  |  |  | 1,800 | 
|M4       |  |   | 3,000  |  |    |  | 2,400  |     |  |  | 1,800  |  |  |  | 1,200 | 
|M5       |  |   | 2,000  |  |    |  | 1,600  |     |  |  | 1,200  |  |  |  | 800   | 
|M6       |  |   | 1,100  |  |    |  | 900    |     |  |  | 700    |  |  |  | 500   | 
|M7       |  |   | 900    |  |    |  | 700    |     |  |  | 500    |  |  |  | 300   | 

Note: The above grid is normalized at the Group level to factor consistencies and criticalities.



|3. | Performance Period:
|-- | -------------------

For vesting condition, the performance period considered will be 36
months from 1st April 2014 to 31st March 2017.



|4. | Performance Conditions:
|-- | -----------------------

The options awarded under PSP shall vest after 3 years from
date of grant based on the Groups relative Total Shareholder Return (TSR) performance against the peer group of resource companies (as detailed out below) and continued employment with the Group.



|            |  |                |  |                  |  |              |  |                    
|----------- |  | -------------- |  | ---------------- |  | ------------ |  | -------------------
|Alcoa       |  | Anglo American |  | Antofagasta      |  | BHP Billiton |  | Boliden            
|Dragon Oil  |  | First Quantum  |  | Glencore Xstrata |  | Grupo Mexico |  | Hindalco Industries
|Oz Minerals |  | Petrofac       |  | Rio Tinto        |  | Tullow Oil   |  | Vale               

The TSR performance of a company shall be calculated by reference to three month averaging periods prior to the
start and end of the performance period.

If any member of the Comparator Group ceases to exist, its shares cease to be listed on a
recognized stock exchange, or otherwise is so changed as to make it, in the opinion of the Committee, unsuitable as a member of the Comparator Group, the Committee may: (a) exclude that company; (b) in the event of a takeover, replace that
company with the acquiring company; (c) include a substitute for that company; (d) track the future performance of that company by reference to an index; or (e) treat the company in any other way it decides is appropriate.



Performance Share Plan / Vedanta / Remco
/ November 2014



---

|5. | Vesting Schedule:
|-- | -----------------

The options shall cliff vest on completion of three years from the
date of grant based on achievement of performance conditions and completion of tenure with Group.



|                   |  |                          |     |   |                 |  |    |  
|------------------ |  | ------------------------ | --- | - | --------------- |  | -- | -
|Category           |  | Based on TSR Performance |     |   | Based on Tenure | 
|EDs / Exco Members |  |                          | 100 | % |                 |  |   |  
|P / M1 (SVP / VP)  |  |                          | 80  | % |                 |  | 20 | %
|M2 (AVP / GM)      |  |                          | 50  | % |                 |  | 50 | %
|M3  M7            |  |                          | 40  | % |                 |  | 60 | %

However, for an employee to be eligible for performance-based vesting, he/she should continue to be in
employment at the date of vesting. Options are then exercisable up until the tenth anniversary of grant unless they lapse earlier.

Note: For the
tenure-based vesting, individual performance of the employee will be taken into consideration.



|6. | Vesting proportion:
|-- | -------------------

At the end of the performance period, the company will be ranked in
accordance to TSR performance against the companies in the comparator group with threshold vesting of 30% at median and scaling upto 100% vesting at upper quintile as below:



|                      |  |                               |     |  
|--------------------- |  | ----------------------------- | --- | -
|Rank                  |  | Percentage of share that vest |    
|1  3 (Top quintile)  |  |                               | 100 | %
|4                     |  |                               | 90  | %
|5                     |  |                               | 75  | %
|6                     |  |                               | 60  | %
|7                     |  |                               | 45  | %
|8                     |  |                               | 30  | %
|9  16 (Below median) |  |                               | Nil |  



|7. | Financial Implication: The average number of options per employee is 2361 and the total financial impact is $ 92 mn approx. Table below details out the cost implication of the proposed tranche as well as previous
tranches:
|-- | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



|                                     |   |           |           |   |           |         |           |           |   |         |                          |   |   |         |           |  
|------------------------------------ | - | --------- | --------- | - | --------- | ------- | --------- | --------- | - | ------- | ------------------------ | - | - | ------- | --------- | -
|Details                              |   | LTIP 2011 |           |   | ESOP 2012 |         |           | ESOP 2013 |   |         | Proposed PSPTranche 2014 |  
|No of employees covered              |   |           | 2684      |   |           |         | 2818      |           |   |         | 2485                     |   |   |         | 2326      |  
|% age of eligible population covered |   |           | 30        | % |           |         | 39        | %         |   |         | 45                       | % |   |         | 35        | %
|No of options allocated              |   |           | 2,862,100 |   |           |         | 4,652,550 |           |   |         | 3,963,750                |   |   |         | 5,491,000 |  
|Share Price (in GBP)                 |   |           | 19        |   |           |         | 9.5       |           |   |         | 12                       |   |   |         | 10        |  
|Exchange rate                        |   |           | 72        |   |           |         | 87        |           |   |         | 80                       |   |   |         | 100       |  
|Value per option                     |   |           | 1368      |   |           |         | 826.50    |           |   |         | 960                      |   |   |         | 1000      |  
|Average no of options per employee   |   |           | 1,066     |   |           |         | 1,651     |           |   |         | 1,595                    |   |   |         | 2,361     |  
|Average share value per employee     |   | Rs        | 14.58 L   |   |           | Rs      | 13.64 L   |           |   | Rs      | 15.31 L                  |   |   | Rs      | 23.61 L   |  
|                                     |   |           |           |   |           |         |           |           |   |         |                          |   |   |         |           |  
|Total Financial Impact               |   | Rs        | 391.53 cr |   |           | Rs      | 384.53 cr |           |   | Rs      | 380.52 cr                |   |   | Rs      | 549.10 cr |  
|                                     |   |           |           |   |           |         |           |           |   |         |                          |   |   |         |          
|                                     | $ | 86.90 m   |           |   | $         | 69.92 m |           |           | $ | 63.42 m |                          |   | $ | 91.52 m |          
|                                     |   |           |           |   |           |         |           |           |   |         |                          |   |   |         |           |  

Note: The share price assumed is GBP 10 for PSP 2014.



Performance Share Plan / Vedanta / Remco
/ November 2014



---

|8. | PSP coverage for new joinees: Currently we are in the process of recruitment and induction of senior-level high resources in the following critical positions across the Group, likely to join us in FY 15.
|-- | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



|      |  |                                |  | 
|----- |  | ------------------------------ |  | 
|Sl No |  | Position                       |  | 
|1     |  | CEO Designate  ZI             |  | 
|2     |  | CEO  Aluminium & Power Sector |  | 
|3     |  | Group Treasury Head            |  | 
|4     |  | Group Legal Counsel            |  | 
|5     |  | Group Company Secretary, SSL   |  | 

In line with our philosophy of providing competitive remuneration package that attracts and motivates high
quality resources, we intend to cover them in PSP scheme effective their joining.

The above resources will be granted options effective
1st day of the immediately succeeding quarter in line with PSP scheme wherein vesting will be on completion of the 36-month performance period from the date of grant subject to achievement of performance conditions and continued employment as on the
date of vesting.

We recommend for a prior approval of 100,000 options to line with the aforesaid proposal.



|          |  |                                                                            
|--------- |  | ---------------------------------------------------------------------------
|Enclosed: |  | Annexure A  Proposal for Executive Directors and PDMR                     
|          |  | Annexure B  Guidelines for calculating the number of options for employees
|          |  | Annexure C  List of employees covered in PSP 2014                         



Performance Share Plan / Vedanta / Remco
/ November 2014



---

Annexure A: PSP 2014 proposal for Executive Directors and PDMR

Executive Directors, VR Plc:



|                        |  |          |            |  |          |  |           |                    |  |  |                           |  |  |                                |         |  |           |  |           |  |  |  |     |   
|----------------------- |  | -------- | ---------- |  | -------- |  | --------- | ------------------ |  |  | ------------------------- |  |  | ------------------------------ | ------- |  | --------- |  | --------- |  |  |  | --- | --
|Position                |  | INR Base |            |  | GBP Base |  |           | Total Base(in GBP) |  |  | Number ofoptions proposed |  |  | Value ofoptions at £10(in GBP) |         |  | % of Base | 
|Executive Chairman      |  |          |           |  |          |  | 1,608,000 |                    |  |  | 1,608,000                 |  |  |                                | 225,000 |  |           |  | 2,250,000 |  |  |  | 140 | % 
|Dy Executive Chairman   |  |          | 92,650,000 |  |          |  | 85,000    |                    |  |  | 1,011,500                 |  |  |                                | 140,000 |  |           |  | 1,400,000 |  |  |  | 138 | % 
|Chief Executive Officer |  |          |           |  |          |  | 1,000,000 |                    |  |  | 1,000,000                 |  |  |                                | 170,000 |  |           |  | 1,700,000 |  |  |  | 170 | %*

Note: * PSP coverage is governed by the appointment contract. Share price of GBP 8.8 considered for calculating grant numbers.

PDMR list:The other PDMR members will be awarded options as proposed below:



|      |  |        |  |                    |  |                                                                      |        | 
|----- |  | ------ |  | ------------------ |  | -------------------------------------------------------------------- | ------ | 
|Sl No |  | Co     |  | Name               |  | Options Proposed for PSP 2014(Share Price - 
£ 10 ; GBP : INR - 100) |       
|1     |  | Corp   |  | Tarun Jain         |  |                                                                      | 95,000 | 
|2     |  | Corp   |  | D D Jalan          |  |                                                                      | 50,000 | 
|3     |  | Corp   |  | Agnivesh Agarwal   |  |                                                                      | 50,000 | 
|4     |  | SSL, J |  | SK Roongta         |  |                                                                      | 40,000 | 
|5     |  | ZI     |  | R Kishore Kumar    |  |                                                                      | 30,000 | 
|6     |  | HZL    |  | Akhilesh Joshi     |  |                                                                      | 30,000 | 
|7     |  | Corp   |  | Dilip Golani       |  |                                                                      | 27,500 | 
|8     |  | SC     |  | P Ramnath          |  |                                                                      | 22,000 | 
|9     |  | SSL, J |  | Abhijit Pati       |  |                                                                      | 22,000 | 
|10    |  | HZL    |  | Sunil Duggal       |  |                                                                      | 22,000 | 
|11    |  | IOB    |  | Pramod Unde        |  |                                                                      | 22,000 | 
|12    |  | KCM    |  | Steven Din         |  |                                                                      | 22,000 | 
|13    |  | Corp   |  | Rajesh Padmanabhan |  |                                                                      | 20,000 | 
|14    |  | Proj   |  | M Siddiqi          |  |                                                                      | 16,500 | 
|15    |  | Corp   |  | Ashwin Bajaj       |  |                                                                      | 16500  | 
|16    |  | Balco  |  | Ramesh Nair        |  |                                                                      | 15,000 | 
|17    |  | Corp   |  | Roma Balwani       |  |                                                                      | 13,000 | 
|18    |  | Corp   |  | Deepak Kumar       |  |                                                                      | 11,000 | 



Performance Share Plan / Vedanta / Remco
/ November 2014



---

Annexure B: Guidelines on coverage in PSP



| |  |  | 35% of professional population will be eligible for coverage
| | - |  | ------------------------------------------------------------



| |  |  | Employees with a rating of notless than Good in the last appraisal will be eligible.
| | - |  | --------------------------------------------------------------------------------------



| |  |  | M6 entry level freshers should have completed atleast 1 year of service as on 1st August 2014 and M7 entry level freshers should have completed alteast 2 years
of service as on 1st August 2014.
| | - |  | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| |  |  | Employees due to retire in the next 6 months will not be eligible.
| | - |  | ------------------------------------------------------------------



| |  |  | The eligible population to be plotted on performance and potential matrix with 70% weighting on performance and 30% weighting on potential.
| | - |  | -------------------------------------------------------------------------------------------------------------------------------------------



| |  |  | Performance scoring based on latest appraisal rating will be as follows:
| | - |  | ------------------------------------------------------------------------



|       |  |           |  |           |  |     
|------ |  | --------- |  | --------- |  | ----
|Rating |  | Excellent |  | Very Good |  | Good
|Score  |  | 100       |  | 80        |  | 60  



| |  |  | Potential scoring will be based on pre-determined criteria as below:
| | - |  | --------------------------------------------------------------------



|                |  |                |  |                  |  |              
|--------------- |  | -------------- |  | ---------------- |  | -------------
|Potential Level |  | High Potential |  | Medium Potential |  | Low Potential
|Score           |  | 100            |  | 80               |  | 60           

Factors determining potential levels:



| |  |  | Key strategic initiatives over and above the work responsibilities and the impact on the unit/business/group at large.
| | - |  | ----------------------------------------------------------------------------------------------------------------------



| |  |  | Key talent (identified in succession pipeline / scalable to large role, role / person - criticality).
| | - |  | -----------------------------------------------------------------------------------------------------



| |  |  | Demonstrated mobility having moved over units / functions / locations.
| | - |  | ----------------------------------------------------------------------



| |  |  | Stakeholder relations including external influence, if any.
| | - |  | -----------------------------------------------------------



| |  |  | Based final weighted average score employees will be categorized in four categories as below with I being the highest rating.
| | - |  | -----------------------------------------------------------------------------------------------------------------------------



|                        |  |   |    |   |    |  |    |     |  |  |    |   |  |  |    |  
|----------------------- |  | - | -- | - | -- |  | -- | --- |  |  | -- | - |  |  | -- | -
|Category                |  | I |    |   | II |  |    | III |  |  | IV |  
|Population Distribution |  |   | 10 | % |    |  | 15 | %   |  |  | 55 | % |  |  | 20 | %



Performance Share Plan / Vedanta / Remco
/ November 2014