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A Study of HR Practices in ITC
Submitted in partial fulfillment of the requirement for the award of degree
Master of Business Administration OF
Raibahadur Singh Parihar
Under the guidance of: MR. Ravi karan singh
1. Declaration 2. Acknowledgement 3. Preamble 4. Objective 5. Certification of ITC 6. Policies of ITC 7. Company profile 8. Growth history 9. SWOT Analysis 10. ITC Philosophy 11. HR Management 12. HR Practices at ITC 13. Action Plan 14. Graphical representation of data 15. Research Methodology 16. Questionnaire 17. Results & Conclusion 18. Suggestion
This project report on “a study of HR practices in ITC” in ITC Ghaziabad is submitted by me for the partial fulfillment of the course of M.B.A from Sikkim Manipal University.
This is an original work done by me expected the guidance received which has been properly acknowledgement in the report. This is not the copy of any other report or any part of it hasn’t been submitted for the award of any degree or diploma.
Raibahadur Singh Parihar
Sikkim Manipal University
I would like to express my gratitude towards Mr. Ravi Karan Singh for the valuable guidance, supervision and keen interest in study, progress and completion of this project.
I am also thankful to my friend Mr. who had been in continuous support through out the training period.R. I am also graceful to our faculty member Mr. Vishal whose precious guidance throughout the session has been of undaunted help to us in grooming our self and without which this work wasn't possible. Submitted by Raibahadur Singh Parihar Sikkim Manipal University Preamble I have made this report as an essential part of IV semester course curriculum of MBA. Nitin Shukla (Senior HR Executive) whose help has given this shape to the report.I would like to acknowledge the precious contribution General Manager H. The title of project is “a study of HR practices in ITC” at ITC Ghaziabad. .
I hope that the finding of the project work must conform with the companies expectation & suggestion made on that basis must be useful for the total performance of the employees of the “ITC Ghaziabad.” Raibahadur Singh Parihar Sikkim Manipal University OBJECTIVE The main objective of the study is as follows: To know the recruitment & selection procedures adopted in this company. My report mainly focuses on “study of HR practices in ITC”. .In the course of my training I have had the golden opportunity of seeing the practical application of what ever theoretical knowledge was imparted to me in a class room studies at Noida Learning Point Sec.16 I have had the good fortune in interacting with the executive and employee of ITC Ghaziabad who were very warm and cordial in their conduct toward me.
Certification of ITC . To provide better employee welfare. To know how the performance of the employees is being appraised. To improve training and development programs used in the company. To increase the labor productivity.
sustainability and transparency. The Company's pursuit of excellence has earned it national and international honors. ITC has won the Golden Peacock Awards for 'Corporate Social Responsibility (Asia)' in 2007. The Development Gateway Award recognizes ITC's e-Choupal as the most exemplary contribution in the field of Information and Communication Technologies (ICT) for development during the last 10 years. the worldwide business award recognizing companies who have made significant efforts to create sustainable livelihood opportunities and enduring wealth in developing countries. These Awards have been instituted by the Institute of Directors. social and natural capital for the nation.000 Award for the year 2005 for its trailblazing ITC e-Choupal initiative which has achieved the scale of a movement in rural India. ITC has won the inaugural 'World Business Award'. New Delhi. ITC e-Choupal won the Award for the importance of its contribution to development priorities like poverty reduction. featuring 400 of "the world's best big companies" . the Award for ‘CSR in Emerging Economies 2005’ and ‘Excellence in Corporate Governance' in the same year. It won the $100. its scale and replicability. services and processes to global standards. Forbes has also named ITC among Asia's'Fab 50' and the World's Most Reputable Companies ITC is the first Indian company and the second in the world to win the prestigious Development Gateway Award. ITC is one of the eight Indian companies to figure in Forbes A-List for 2004.ITC constantly endeavors to benchmark its products. ITC is the first Corporate to receive the Annual FICCI Outstanding Vision Corporate Triple Impact Award in 2007 for its invaluable contribution to the triple bottom line benchmarks of building economic. in association with the World Council for Corporate Governance and Centre for Corporate Governance . International Chamber of Commerce (ICC) and the HRH Prince of Wales International Business Leaders Forum (IBLF). The award has been instituted jointly by the United Nations Development Programme (UNDP).
The Forbes 2000 is a comprehensive ranking of the world's biggest companies.ITC's cigarette factory in Kolkata is the first such unit in India to get ISO 9000 quality certification and the first among cigarette factories in the world to be awarded the ISO 14001 certification ITC Maurya in New Delhi is the first hotel in India to get the coveted ISO 14001 Environment Management Systems certification. ITC's Green Leaf Threshing plant in Chirala is the first in India and among the first 10 units in the world to bag the Social Accountability (SA 8000) certification ITC Chairman Y C Deveshwar has received several honors over the years. Zurich. Notable among them are: Year 2007 2006 2006 2005 2001 1998 1996 1994 1986 Award SAM/SPG Sustainability Leadership Award conferred at the International Sustainability Leadership Symposium. Business Person of the Year from UK Trade & Investment. instituted by Infosys Technologies and Wharton School of the University of Pennsylvania for its celebrated e-Choupal initiative. Inducted into the `Hall of Pride' by the 93rd Indian Science Congress Honoured with the Teacher's Lifetime Achievement Award Manager Entrepreneur of the Year from Ernst & Young Retail Visionary of the Year from Images. the UK Government organisation that supports overseas businesses in that country. ITC is the only Indian FMCG Company to have featured in the Forbes 2000 list. the leading marketing magazine Meridien Hotelier of the Year ITC has won the 'Enterprise Business Transformation Award' for Asia Pacific (Apac). ITC Filtrona is the first cigarette filter company in the world to obtain ISO 14001 ITC Infotech finds pride of place among a select group of SEI CMM Level 5 companies in the world. Delhi Marketing Man of the Year from A&M. India's only fashion and retail trade magazine Honorary Fellowship from the All India Management Association Distinguished Alumni Award from IIT. .
Gold Flake remains India's biggest FMCG brand in terms of sales. Restaurant magazine has chosen Bukhara at the ITC Maurya. Hotels. Continuously strengthen and refine Corporate Governance processes and systems to catalyse the entrepreneurial energies of management by striking the golden balance between executive freedom and the need for effective control and accountability. New Delhi as the best Indian restaurant in the world and the best restaurant in Asia. Continue to focus on the chosen portfolio of FMCG. assets and market value. Ensure that each of its businesses is world class and internationally competitive.measured by a composite of sales. Bukhara is the only South Asian restaurant to figure in the list. The awards were organized by Retailers Association of India (rai) in association with ITW Signode . ITC continues its dominance of The Economic Times' Brand Equity listing of India's 100 Biggest FMCG Brands. Paperboards & Packaging. Paper. ITC’s market strategies are: Create multiple drivers of growth by developing a portfolio of world class businesses that best matches organizational capability with opportunities in domestic and export markets. Profitability and Internal Vitality. Benchmark the health of each business comprehensively across the criteria of Market Standing. Navy Cut ranks at No. Bukhara has also been adjudged one of the top 50 restaurants in the world by the London based magazine 'The Good Food Guide'. Create distributed leadership within the organisation by nurturing talented and focused top management teams for each of the businesses.the International leaders in packaging solutions. 4. Enhance the competitive power of the portfolio through synergies derived by blending the diverse skills and capabilities residing in ITC’s various businesses. ITC's Scissors brand ranks at No 5 and is the only new entrant into the top 10. ITC's Lifestyle Retailing Business Division (LRBD) has won the "Best Supply Chain Practices Award" for time-effective and cost-efficient Logistics Management in Organized Retail. Agri Business and Information Technology. The list spans 51 countries and 27 industries. . with three brands from its stable making it to the top five. profits.
and providing a safe and healthy workplace for each employee. delivering superior and sustainable stakeholder value ITC's EHS Policy ITC’s mission is to sustain and enhance the wealth-generating capacity of its portfolio of businesses in a progressively globalising environment. is the cornerstone of ITC’s Environment. Corporate Strategies are designed to create enduring value for the nation and the shareholder. creating growing value for the Indian economy and the Company’s stakeholders To enhance the wealth generating capability of the enterprise in a globalising environment. Various international and national awards and accreditations stand testimony to ITC’s commitment to EHS. Health and Safety. committed to conducting its operations with due regard for the environment. Such external recognition further reinforces the need to direct the . Health and Safety philosophy.Sustain ITC's position as one of India's most valuable corporations through world class performance. In the multi-business context of ITC. ITC is. ITC’s EHS philosophy cognises for the twin needs of conservation and creation of productive resources. The trusteeship role related to social and environmental resources. through leadership in each business and the attainment of world-class competitive capabilities across the value chain. therefore. aligned to the pursuit of economic objectives. As one of India’s premier corporations employing a vast quantum of societal resources. The objective of leadership extends to all facets of business operations including Environment. ITC seeks to fulfil a larger role by enlarging its contribution to the society of which it is a part.
and work in partnership to create a culture of continuous improvement. regulations and applicable codes of practice. benchmarked standards. whether regulatory or otherwise. occupational health and safety in planning and decision-making. through the members of their Divisional Management Committees.collective endeavour of the Company’s employees at all levels towards sustaining and continuously improving standards of Environment. use and disposal of all substances and materials that are classified as hazardous to health and environment. conserve energy. equipment. To provide and maintain facilities. Health and Safety. To provide appropriate training and disseminate information to enable all employees to accept individual responsibility for Environment. To institute and implement a system of regular EHS audit in order to assure compliance with laid down policy. To instil a sense of duty in every employee towards personal safety. as well as that of others who may be affected by the employee’s actions. To proactively share information with business partners towards inculcating world-class EHS standards across the value chain of which ITC is a part. to ensure implementation . In particular. ITC’s EHS Policy extends to all sites of the Company. regulations and codes of practice. storage. and promote recycling of materials wherever possible. visitors and contractors at the Company’s premises. To take account of environment. it is ITC’s EHS policy • • To contribute to sustainable development through the establishment and implementation of environment standards that are scientifically tested and meet the requirement of relevant laws. To reduce waste. To ensure safe handling. General Managers and Unit Heads. implement best practices. and requirements of laws. It will be the overall responsibility of the Divisional/SBU Chief Executives. Health and Safety in a bid to attain and exceed benchmarked standards. operations and working conditions which are safe for employees. • • • • • • • All employees of ITC are expected to adhere to and comply with the EHS Policy and Corporate Standards on EHS.
ITC has evolved from a single product company to a multi-business corporation.of this Policy and Corporate Standards on EHS. Each of these businesses is vastly different from the others in its type. Equally. freedom of executive management and its ability to respond to the dynamics of a fast changing business environment will be the new success factors. Since large corporations employ vast quantum of societal resources. Globalisation will not only significantly heighten business risks. but will also compel Indian companies to adopt international norms of transparency and good governance. India's economic scenario has begun to alter radically. ranging from cigarettes and tobacco to hotels. we believe that the governance process should ensure that these companies are managed in a manner that meets stakeholders aspirations and societal expectations. CORE PRINCIPLES . The Corporate EHS Department is responsible for reviewing and updating Corporate Standards on EHS. packaging. in the resultant competitive context. all of which influence the choice of the form of governance. Since the commencement of the liberalisation process. and for providing guidance and support to all concern. ITC's governance policy recognises the challenge of this new business reality in India. paper and paperboards and international commodities trading. Corporate Governance Preamble Over the years. Its businesses are spread over a wide spectrum. The challenge of governance for ITC therefore lies in fashioning a model that addresses the uniqueness of each of its businesses and yet strengthens the unity of purpose of the Company as a whole. the state of its evolution and the basic nature of its activity. including formation of various committees and designating individuals for specific responsibilities in respect of their Division/SBU. DEFINITION AND PURPOSE ITC defines Corporate Governance as a systemic process by which companies are directed and controlled to enhance their wealth generating capacity.
They are to act as trustees to protect and enhance shareholder value. are protected. Trusteeship : ITC believes that large corporations like itself have both a social and economic purpose. This belief therefore casts a responsibility of trusteeship on the Company's Board of Directors. Transparency : ITC believes that transparency means explaining Company's policies and actions to those to whom it has responsibilities. that the rights of all shareholders. business associates and employees. Inherent in the concept of trusteeship is the responsibility to ensure equity. and simultaneously create a mechanism of checks and balances which ensures that the decision making powers vested in the executive management is not only not misused. control and ethical corporate citizenship. empowerment and accountability. We believe transparency enhances accountability. namely. Therefore transparency must lead to maximum appropriate disclosures without jeopardising the Company's strategic interests. ii. namely those of the shareholders. transparency means openness in Company's relationship with its employees. Management must have the executive freedom to drive the enterprise forward without undue restraints. They represent a coalition of interests. and This freedom of management should be exercised within a framework of effective accountability. namely trusteeship. but is used with care and responsibility to meet stakeholder aspirations and societal expectations. Empowerment and Accountability : . Internally. large or small.ITC's Corporate Governance initiative is based on two core principles. ITC believes that any meaningful policy on Corporate Governance must provide empowerment to the executive management of the Company. These are : i. ITC believes that the practice of each of these leads to the creation of the right corporate culture in which the company is managed in a manner that fulfíls the purpose of Corporate Governance. other providers of capital. Cornerstones From the above definition and core principles of Corporate Governance emerge the cornerstones of ITC's governance philosophy. transparency. as well as to ensure that the Company fulfils its obligations and responsibilities to its other stakeholders. as well as the conduct of its business in a manner that will bear scrutiny.
Empowerment unleashes creativity and innovation throughout the organisation by truly vesting decisionmaking powers at the most appropriate levels in the organisational hierarchy. thereby enhancing shareholder value. Ethical Corporate Citizenship : ITC believes that corporations like itself have a responsibility to set exemplary standards of ethical behaviour. facilitate timely management response to change. provides an impetus to performance and improves effectiveness. and creates and nurtures a working environment where human rights are respected without prejudice. implementation and updation. both internally within the organisation. . does not condone human rights abuses. ITC ensures that it upholds the spirit of human rights as enshrined in existing international standards such as the Universal Declaration and the Fundamental Human Rights Conventions of the ILO. and the management is accountable to the Board of Directors. Control should prevent misuse of power. gender. We believe that empowerment. economic status or religion. We believe that unethical behaviour corrupts organisational culture and undermines stakeholder value. Control : ITC believes that control is a necessary concomitant of its second core principle of governance that the freedom of management should be exercised within a framework of appropriate checks and balances. In the management of its businesses and operations therefore.The policy is implemented at all locations of ITC through a set of separate policies and procedures covering each of the main constituents of human rights applicable at the workplaces. regardless of nationality. Implementation The Corporate Human Resources function of ITC is responsible for the Human Rights Policy design. ITC Ltd. Policy ITC upholds international human rights standards. combined with accountability. Policy on Human Rights ITC believes that all its employees must live with social and economic dignity and freedom. ITC believes that the Board of Directors are accountable to the shareholders. as well as in their external relationships. ITC believes that empowerment is a process of actualising the potential of its employees. and ensure that business risks are pre-emptively and effectively managed. race.Empowerment is an essential concomitant of ITC's first core principle of governance that management must have the freedom to drive the enterprise forward.
Policy ITC's approach to its human resources is premised on the fundamental belief in fostering meritocracy in the organisation which. ITC does not engage in or support direct or indirect discrimination in recruitment.Monitoring&Audit The assessment procedures for different constituents of this policy are defined against each specific policy. age. pari passu. For all its operations. the agriculture sector is a major supplier of inputs for its operations. access to training. colour. race. termination or retirement based on caste. . religion. ancestry. promotes diversity and offers equality of opportunity to all employees. This is achieved by ensuring that a non-discrimination policy and practice is embedded across the Company in line with corporate principles and benchmarked business practices. A discrimination-free workplace for employees provides the environment in which diverse talents can bloom and be nurtured. machinery and equipment are sourced from reputed and globally benchmarked suppliers/vendors who are expected to follow internationally accepted norms and standards on human rights. gender. promotion. Common values relating to human rights performance are shared across this supply chain. technology. ITC's main supply chains can be grouped as follows: 1. A substantial part of the supply chain is therefore internal through strategic backward linkages. The policy framework for such entities is enunciated separately in 'Policy to Ensure Respect for Human Rights across the Supply Chain'. Consideration of Human Rights Impacts Across the Supply Chain As a large and multi-product enterprise whose products are benchmarked nationally and internationally. A very small proportion of ITC's business consists of supply chains comprising local vendors and suppliers. The bulk of agricultural commodities are procured from state controlled trading platforms and the open market. Being a major agri-based company. 3. compensation. disability. ITC's major businesses are vertically integrated across several Divisions. 2. Policy to Prevent Discrimination at Workplace ITC acknowledges that every individual brings a different and unique set of perspectives and capabilities to the team.
quality and satisfaction. . or union organization or minority group. The Corporate Human Resources function conducts non-discrimination reviews annually on a sample basis with unit heads and through on-site assessments ITC's Core Values are aimed at developing a customer-focused. religious. The custodian of this policy is the head of each operational unit and Divisional Chief Executives of the respective business. Implementation The policy is communicated to all employees through induction programmes.marital status or affiliation with a political. policy manuals and intranet portals. For the unionised employees. We will actualise stakeholder value and interest on a long term sustainable basis. we are conscious that ITC has been given to us in "trust" by all our stakeholders. compliance of the policy is ensured through a robust grievance handling procedure and the presence of a union that brings violations to the notice of the unit HR head. Monitoring&Auditing The accountability for the application of the non-discrimination employment policy rests with the Unit Head who reviews anti-discriminatory complaints annually or on a case-bycase basis. ITC's complaints resolution procedure is premised on the freedom of employees to approach higher officials beyond his/her immediate superior. highperformance organisation which creates value for all its stakeholders: Trusteeship As professional managers. Customer Focus We are always customer focused and will deliver what the customer needs in terms of value.
ITC ensures that it upholds the spirit of human rights as enshrined in existing international standards such as the Universal Declaration and the Fundamental Human Rights Conventions of the ILO. We acknowledge that every individual brings different perspectives and capabilities to the team and that a strong team is founded on a variety of perspectives. products. Excellence We do what is right. In the management of its businesses and operations therefore. we will make no compromise in complying with applicable laws and regulations at all levels ITC believes that all its employees must live with social and economic dignity and freedom. Policy ITC upholds international human rights standards. In pursuit of our goals. do it well and win. create and experiment in pursuit of opportunities and achieve leadership through teamwork. Nation Orientation We are aware of our responsibility to generate economic value for the Nation. value differences. regardless of nationality. does not condone human rights abuses. We will strive for excellence in whatever we do.Respect For People We are result oriented. economic status or religion. race. Innovation We will constantly pursue newer and better processes. We will simultaneously respect and value people and uphold humanness and human dignity. services and management practices. . and creates and nurtures a working environment where human rights are respected without prejudice. setting high performance standards for ourselves as individuals and teams. We want individuals to dream. gender.
machinery and equipment are sourced from reputed and globally benchmarked suppliers/vendors who are expected to follow internationally accepted norms and standards on human rights. 2. ITC's major businesses are vertically integrated across several Divisions. Consideration of Human Rights Impacts Across the Supply Chain As a large and multi-product enterprise whose products are benchmarked nationally and internationally. the agriculture sector is a major supplier of inputs for its operations. Monitoring & Audit The assessment procedures for different constituents of this policy are defined against each specific policy. Common values relating to human rights performance are shared across this supply chain. The bulk of agricultural commodities are procured from state controlled trading platforms and the open market. The policy framework for such entities is enunciated separately in 'Policy to Ensure Respect for Human Rights across the Supply Chain' . Being a major agri-based company. For all its operations. A very small proportion of ITC's business consists of supply chains comprising local vendors and suppliers.Implementation The Corporate Human Resources function of ITC is responsible for the Human Rights Policy design. implementation and updation. The policy is implemented at all locations of ITC through a set of separate policies and procedures covering each of the main constituents of human rights applicable at the workplaces. technology. ITC's main supply chains can be grouped as follows: 1. A substantial part of the supply chain is therefore internal through strategic backward linkages. 3.
relating to human rights performance. The policy is communicated internally through policy manuals and intranet portals. Monitoring & Audit ITC has established a policy intent for mapping/monitoring progress and performance of existing and potential vendors/suppliers on human rights performance.Policy to Ensure Respect for Human Rights Policy across the Supply Chain ITC provides products and services of superior quality and value by sourcing its technologies. Implementation The responsibility for implementation of this policy rests with the Divisional Chief Executive of the concerned business and the Unit Manager. Policy to Prevent Discrimination at Workplace ITC acknowledges that every individual brings a different and unique set of perspectives and capabilities to the team. and externally by the HR personnel of concerned units to vendors/suppliers. Policy ITC nurtures an internal working environment which respects human rights without prejudice. are shared across the entire supply chain because ITC is committed to the importance of a socially responsible and accountable supply chain. This is achieved by ensuring that a non-discrimination policy and practice is embedded across the Company in line with corporate principles and benchmarked business practices. A discrimination-free workplace for employees provides the environment in which diverse talents can bloom and be nurtured. equipment and inputs from reputed international and Indian manufacturers and suppliers. it expects its business partners to establish a human rights compliant business environment at the workplace. Policy . Likewise. Common values.
compliance of the policy is ensured through a robust grievance handling procedure and the presence of a union that brings violations to the notice of the unit HR head. gender. colour. The custodian of this policy is the head of each operational unit and Divisional Chief Executives of the respective business. ITC's complaints resolution procedure is premised on the freedom of employees to approach higher officials beyond his/her immediate superior. Policy on Freedom of Association . policy manuals and intranet portals. pari passu. or union organization or minority group. ITC does not engage in or support direct or indirect discrimination in recruitment. compensation. disability. For the unionised employees. access to training. age. religion. marital status or affiliation with a political. Monitoring & Auditing The accountability for the application of the non-discrimination employment policy rests with the Unit Head who reviews anti-discriminatory complaints annually or on a case-bycase basis.ITC's approach to its human resources is premised on the fundamental belief in fostering meritocracy in the organisation which. promotion. race. Implementation The policy is communicated to all employees through induction programmes. ancestry. termination or retirement based on caste. The Corporate Human Resources function conducts non-discrimination reviews annually on a sample basis with unit heads and through on-site assessments. promotes diversity and offers equality of opportunity to all employees. religious.
independent from supervision by the management. Implementation The policy is communicated to all employees through induction programmes. Compliance with the Policy is regularly monitored by Divisional and Corporate HR. In keeping with the spirit of this Policy. The custodian of this policy is the HR head of each operational unit who reports directly to Unit Head on such issues. including means for filing of grievances. sustain and strengthen harmonious employee relations in the organisation. The actualisation of this policy is evident from the joint agreements and minutes that are signed between the union and the management. policy manuals and intranet portals. Monitoring & Audit Each ITC Unit has appropriate systems and checks to ensure compliance with the Policy and statutory provisions. collective bargaining agreements and minutes from worker meetings.ITC's culture is characterized by cooperative relationships and high employee involvement that relies on building partnerships and interdependence. . Policy ITC respects the employees' right to organize themselves into interest groups as initiatives of the workers. Adhering to these principles has helped build. employees are not discriminated against for exercising this right.
Compliance with the policy is evident in the transparent system of recruitment and the policy of exit interviews which are undertaken by a manager not directly connected with the employee. Implementation This policy is publicly available throughout the Company and clearly communicated to all employees in a manner in which it can be understood through induction programmes. For the unionised employees. Policy ITC does not employ any person below the age of eighteen years in the workplace. are maintained at all units and are open to verification by any authorized personnel or relevant statutory body. Employment contracts and other records documenting all relevant details of the employees. It thus endorses the need for appropriate initiatives to progressively eliminate these abuses. including age. . compliance is also ensured through a robust grievance handling procedure and the presence of a union that brings violations to the notice of the unit HR head.Policy Prohibiting Child Labour and Preventing Forced Labour from Workplace The foundation of ITC's "No Child or Forced Labour policy" is based on the Company's commitment to find practical. or subject to corporal punishment or coercion of any type related to work. policy manuals and intranet portals. Occupation Health and Safety function. meaningful and culturally appropriate responses to support the elimination of such labour practices. The responsibility for the implementation of the policy rests with the Units HR Department and the security staff who do not permit underage persons to enter the factory as workers. Monitoring & Audit Sample checks of the records are undertaken annually by Corporate Human Resources function. ITC prohibits the use of forced or compulsory labour at all its units. No employee is made to work against his/her will or work as bonded/forced labour. Audit and assessment is undertaken annually by Corporate Internal Audit and the Environment.
ITC thus harnesses the creative potential of all its employees by promoting a culture of partnerships to unleash relevant synergies between different groups of employees. if any. Unionised employees at the concerned units are informed of all major changes well in advance through their representatives. Implementation Business plans are shared with employees at all units through a series of formal communication meetings. The Policy is actualised through consultative meetings with representatives of employees. and through the intranet portals. manning norms and other productivity linked issues are carried out after discussions with the employees and the recognized unions at each location. culminating in joint minutes/agreements.Policy on Information and Consultation on Changes ITC's core values support an employee engagement process that aligns its employees with a shared vision and purpose of the Company in the belief that every individual brings a different perspective and capability to the team. The responsibility for the implementation of the policy rests with the Unit's HR Department in the case of unionized employees and with the concerned Divisional Management Committees for other employees. Policy All major changes in operations involving work processes. . The employees are given enough time to consider the implications of change and an opportunity to discuss their apprehensions. with the management.
Prevention through Awareness The Company will provide to all its employees sensitive.Monitoring & Auditing Compliance with the Policy is regularly monitored by the Unit Head. 3. in particular. Non-discrimination The Company will not discriminate against any employee infected by HIV/AIDS with regard to promotions. . HIV/AIDS: Policy Guidelines Background ITC is committed to providing a safe and healthy work environment to all its employees. Safe and Healthy Workplace The Company is committed to providing a safe and healthy workplace to all its employees. It is the Company's objective that employees will have access to health services to prevent and manage HIV/AIDS. at a minimum. with the objectives of reducing the stigma of HIV/AIDS. training and other privileges and benefits as applicable to all employees. accurate and the latest information about risk reduction strategies in their personal lives. These policy guidelines on HIV/AIDS are an endorsement of this commitment and. 2. Policy Guidelines Compliance The Company's policies on HIV/AIDS with regard to its employees will. The Company's position is based on scientific and epidemiological evidence that people with HIV/AIDS do not pose a risk of transmission of the virus to co-workers by casual. 1. comply with all relevant Central and State legislation and the Company will implement all policies and directions of the Government regarding HIV/AIDS whenever issued. encouraging safe behaviour and improving understanding of treatment. non-sexual contact in the normal work setting. of the Company's commitment to specific programmes and actions in response to the HIV epidemic.
Confidentiality Voluntary testing for HIV/AIDS when requested for by the employee. or • The employee is incapacitated to perform his/her duties and is declared medically unfit by a medical doctor. Information on clinical diagnosis of an employees' status in terms of his/her HIV/AIDS status if advised to the Company. ii. HIV/AIDS test will not be part of the annual health check-ups unless specifically requested for by an employee. The Company will not make pre-employment HIV/AIDS screening mandatory as part of its fitness to work assessment. creating growing value for the Indian economy and the Company's stakeholders'. Management Approach Policy: The Company's commitment in the area of economic performance is encapsulated in its Vision statement. . A HIV positive employee will be allowed to continue to work in his/her job unless • Medical conditions interfere with the specific job being done. 2. There will no obligation on the part of the employees to inform the Company about their clinical status in relation to HIV/AIDS. in which case reasonable alternative working arrangements will be made. Screening of this kind refers to direct methods (HIV testing). and questions about HIV tests already taken. will be kept strictly confidential. indirect methods (assessment of risk behaviour). in which case the employee will be assisted to rehabilitate himself/herself outside the Company. ITC's Mission is 'to enhance the wealth generating capability of the enterprise in a globalising environment delivering superior and sustainable stakeholder value'. which is 'to sustain ITC's position as one of India's most valuable corporations through world-class performance. iii.i. will be carried out by private or community health services and not at the workplace.
Of the Rs. consciously exercises the strategic choice of contributing to and securing the competitiveness of the entire value chain of which it is a part.com) for a detailed discussion on the Company's market standing in each of the business segments. The Company ranked 6th by market capitalisation amongst listed private sector companies in the country.The Company's strategy is to ensure that each of its businesses is world-class and internationally competitive in the Indian global market in the first instance. and progressively in the offshore global markets.325 crores of 'value added' by the Company during the financial year ended 31st March 2006. ITC. This philosophy has shaped the Company's approach to business into 'a commitment beyond the market'. ITC ranked 4th in terms of Gross Turnover and 3rd in terms of pre-tax profits for the financial year ended 31st March 2006.10. Goals and Performance: At the enterprise level the Company's goals include: • • Sustaining ITC's position as one of India's most valuable corporations Achieving leadership in each of the business segments within a reasonable time frame Achieving a Return on Capital Employed (ROCE) in excess of the Company's cost of capital. Context: Please refer to the 'Report of the Directors and Management Discussion and Analysis' section of the Report and Accounts 2006 for a detailed discussion on the . as at 31st March 2006. Please refer to the 'Report of the Directors and Management Discussion and Analysis' section of the Report and Accounts 2006 (available on itcportal. at all times • Amongst listed companies in the private sector. as a premier 'Indian' enterprise. The Company has consistently achieved a ROCE well in excess of its cost of capital. 74% represented Contribution to the Exchequer.
GHAZIABAD UTTAR PRADESH INDIA .com). ITC Ltd.business environment. key challenges. etc. opportunities. pertaining to each of the Company's businesses (available at www.itcportal.
the state of its Evolution and the basic nature of its activity.000 employees at over 60 locations across India.50. specialty papers and paperboards. Since the commencement of the liberalization process. ITC has evolved from a single product company to a multi-business corporation. packaging. packaging. Its businesses are spread over a wide spectrum. ITC has a market capitalization of around US $ 4 billion and a turnover of over US $ 1. Indian leafs Tobacco Development (ILTD) division The leaf & tobacco arm of ITC Ltd. Over the years.ITC limited is one of the top three private sector companies in India. ITC's governance policy recognizes the challenge of this new business reality in India.000 shares holders.T) business into a wholly owned subsidiary to more aggressively pursue emerging opportunities. The challenge of governance for ITC therefore lies in fashioning a model that Addresses the uniqueness of each of its businesses and yet strengthens the unity of purpose of the Company as a whole. India's economic scenario has begun to alter radically. and nearly1. paper and paperboards and international commodities trading. all of which influence the choice of the form of Governance. It employees 12. It is instrumental in making India succeed in the global cigarette tobacco market. It has also entered into the life style retailing business with the lunch of the “wills sports” range of relaxed wear. Mysore is the gateway to cigarette tobacco in the state of Karnataka. but will Also compel Indian companies to adopt international norms of transparency and good Governance. Equally. ranging from cigarettes and tobacco to hotels. Sustaining ILTD” leadership in the . Globalization will not only significantly heighten business risks. It has also spin off its information technology (I. It is a market leader in India in Cigarettes & Tobacco. freedom of executive management and its ability to respond to the dynamics of a fast changing business environment will be the new success factors. has pioneered the cultivation and development of cigarette tobacco in India. the biggest agro-commercial center for tobacco. in the resultant competitive context. ITC-ILTD is head quartered (HQ) at Guntur.8billion. Each of these businesses is vastly different from the others in its type. in the state of Andhra Pradesh. hotels. For over 9 decades.
Andhra Pradesh and Karnataka are the Prime cigarette type tobacco growing regions with 4. so far. and relationships of our people into the building blocks of the organization. ITLD give one key to superior business performance. Chirala supply leaf all the production units of ILTD in 200kg size pack.chirala with 3 processing lines and antipathy with 1 processing line. .00. One is primary process which includes So many sub processes. offering sustainable quality produce at competitive prices through out the Year. stands testimony to this recognition and the future will be no different. His track record. and other is secondary process which includes final packing of cigarettes and lots etc. which he received from his GLT unit chirala. Chirala unit is first unit in India who has received the “Coveted Social Accountability Standard Certification (SA 8000).000 hectares land under Tobacco cultivation. ILTD have large wear housing capacity to stock around 100 M. Tobacco cultivation in India is spread over a large geographical area covering a wide range of Soils. ITLD give adoption of contemporary Agro. They are fully automated with the latest equipment to process and deliver 100 million Kg’s of high quality tobacco every year. This unit” ware housing facilities are benchmarked to international standard for hygiene and infestation control. each growing area producing a unique style of tobacco . ITLD’s green leaf threshing (GLT) plants with a total capacity to process 520 metric Tones per day are comparable with the best in the world. He have two processing lines in the southern state of Andhra parades . which we discussed later. Topical climate Coupled with two monsoons facilitates the Indian farmer to grow tobacco throughout the gear.The southern states of India.techniques and the enterprising sprit of the tobacco farmer have led to India being aknow-ledged as one of the most important tobacco producing countries in the world. India is recognized as an ideal source for a variety of tobacco.Kg of finishes produce (Tobacco). Production process of cigarettes: The production of cigarettes in ILTD two major process. and delivering goods and services efficiently with a personal touch. Tobacco & it’s processing ITLD is controlling from tobacco seed to finally tobacco. It is no surprise that they enjoy ISO9002 and ISO14001 accreditations. Primary process of cigarettes: Under this process ILTD start from the leaf cutting.leaf business by combining the virtues of tradition with modernity. it is his ability to turn the perceptions capabilities.
(Karnataka) munger (Bihar).Production unit start from there point. After the processing of cutting leaf he possesses through drying process and these times tobaccos have up to 15% moisturizer. Brand.)& Kolkatta (W. One thing is cam man amery all production division is that all units producing will’s brand and other brand of IRC is depended upon the regional requirement of cigarettes. After that he cut it into 30 cut and per inch length 140 cuts per inch length respectively through cottoned rolled squire (CRS). name and his length are as follows: -. Before passes secondary proem both type of cutting result [Leaf and stems] is mixed up. name and his length are as follows: -. These all four-production division is producing billion cigarettes per year. Wills is most valuable brand of ITC Ltd. 1 2 3 4 5 6 7 8 9 10 11 12 Brand Name Classic Gold Flake (King) Gold Flake (Premiums) Wills Navy Cut Capstan Fl Bristol Wills Flake Scissors Scissors Capstan Standard Bristol Standard India King Filter/with out Filter Filter Filter Filter Filter Filter Filter Filter Filter Filter With out With out Filter Length 82 mm 82 mm 69 mm 74 mm 69 mm 69 mm 69 mm 69 mm 69 mm 58 mm 58 mm 82 mm . Saharanpur (U. The tobacco carmines and stems are then cooled and stacked in bins-ready to be rolled into cigarettes. Production division of ILTD India leaf tobacco development (ILTD) is a major department of ITC which have four major production division across the country such as Bang lore. And his share of total sales is % appox.pack in to 56 piece and put in to machine which give moisture 10-11% to 21%of leaf and up to 38% of stamc.No.P. S. Brand. When tobacco is cooled then he is passed into secondary proem.B). First of all production unit cuts 200kg.
Packaging D. which pack the cigarettes sticks into pack of 10’s and 20’s. Jalandar (Punjab) 2. Paper board & Specialty paper E. Delhi (Capital Marking office) 4. The processed tobacco is spread every on cigarette paper from roll that is anywhere from 4000 to 6000 meters in length. Life style retailing . After that.Marketing Division ILTD have four marketing office for maintaining advertising and promotined activities. these are as followsA. After storage for a few hours these are taken to the packers machine. Kanpur (U. Then begins the one rouse task of giving shape to the cut tobacco and dressing it up in cigarette paper. There office is situated are as follows1.P) Secondary process of cigarette production After making tobacco by primary process. It maintains supply of cigarette all over India. Hotels. C. Working Area of ITC Ltd ITC is now a day’s doing eight (8) major area of production. This pencil of tobacco column rolled into cigarette paper is then cut into predermined sections depending on the length of the cigarette. Cigarettes and Tobacco. distribution and servicing. Saharanpur (U. Then some thing like a long pencil is formed. The cigarettes get collected in aluminum trays which are then stored under controlled conditions of temperature and humidity. B. Information Technology (IT) F. double length filters are inserted between every two cigarette and cut in half with a strong blade.P) 3.
Processing and packaging. VI. V. Cigarettes and Tobacco: . ITC’s Comprehensive and sophist6icated R&D facilities cover all aspects of cultivation. Soft cup and strap labels Bundle wraps Flap boxes Inner frames Coupon inserts & Variety Folding crotons The major unit (factory) which is producing packaging items. Shells and slides. It has been India “single largest integrated sources of quality tobacco for customer” in 37 countries over the last 6 decades.G.ITC buys nearly 50% of all cigarettes types tobacco grown in India. ITC to process and deliver 100 million Kgs of high quality tobacco par Annam. VIII. II. with a manufacturing capacity of . III. Flip top boxes.ITC entered into hotels field in 1975. Group Companies etc A. Agro-Exports H. ITC is one of the world” most modern and contemn porary manufactures of packaging (paper board) boards. D. ITC have 46 hotels across 42 destination all over India. IX. VII. Packaging: . C. Car board outers. ITC also co-operates with government agencies to develop new varieties of tobacco and to develop new areas for tobacco cultivation. Paper Board & Specialty paper: . IV. Hotels: .ITC also producing packaging items likeI. He is giving best hospitality services in some field. to how new strategic & operational synergies.ITC has now integrates sits paperboard & specialty paper business into its newly created (PSPD).one is munger (Bihar) and other is Tiruvottiyar hear chennai. B.
packaging and carbonizing. FMCG 2. tipping base. The division pioneered the manufacturer of specialty paper for Indian cigarette industry in 1949. fire works and automotive factory filters. Specialty paper:.over 2. Eco. E.ITC has recently spun off its 20 year old information system division into a wholly owned subsidiary to aggressively pursue growth opportunities in this sector.friendly papers (c). They are also used for fire printing. printed tipping papers and metailising base. liquid packaging board (2) cast coated papers and boards. solid bleached sulphates board. . Range ITC’s specialty paper are used in the manufacturer of cigarettes. 1. white unit chipboard. International Trading Etc. ITC Infotech India Ltd offer a powerful customer value proposition based on its in depth domain’s know ledge gained from the experience of servicing a range of internal & external customers across diverse domains. Hoteliering 3.ITC is the premier manufacturer of specialty paper in India. Information Technology (IT): . The division also produced quality(a). Paper boards 5. plug Wray. Specialty papers 6.00. Electrical equipment. decorative laminates. Printing & Writing papers (b). Packaging 4. It currently offers a comprehensive range of cigarette Tissues.000 tones par year (1) packaging board coasted folding box boards. Photo copier papers. with a diversified product.
ITC international business division (IBD) is doing Exports activities of Agriculture products and processed foods Etc. Land base Associate companies -ITC filtrona. 8. G. Black pepper 12. Aqua products. Processed & frozen fruits & vegetables. It also lunches in Nov. 2. Group Companies: .ITC also manufacturing ready made garments range of international quality of relaxed wear under the brand name “wills sport”.F. Surya Nepal private limited. US and Another European countries1. Sesame Seeds.like shirts. 7. Peanuts. Soya meal. It have 48 retail out across 38 cites in the country. t-shirts & denims. . b). 9. Agro-Exports: . Coffee. Wheat. he exports following items to UK. ITC Hotels. c). H. Life style retelling: . International travel house d). Trousers.Main group companiesa). 2002 under brand name “ the classes collection”. 10. Rice 6. 11. Recently he also lunched another brand name “john players” offers complete range of contemn porary men’s wear.
health & Safety (EHS): . health & safety (EHS) b. Reaching out to society c. The golden peacock environment management award. ITC accords the highest priority to environment. The corporate Environment award. It is equally committed to ensuring very high standard of safety at the work place. National Award for excellence in energy conservation. National safety awards. It is a relegations of ITC” high EHS standards that lit has been the recipient of several National and international awards. Supporting sustainable development a. Excellence in pollution control management. Environment. d. Preserving national heritage. Some of its major societal activation for the welfare of different section of society is as followsa. Envoirment.ITC A RESPONSIBLE CITIZEN ITC is a responsible corporate citizen: ITC is doing so many activities for the welfare of society and darks as a responsible corporate leader without any gap. occupational health.such asISO 14000 Sword of honour Royal society of prevention of accidents awards.As a responsible corporate citizen. It is committed to protecting the environment in which it operates. . Prashanna patra award. and safety.
. Education. (Executives) GRADES FOR WORKERS Unskilled Workers. Highly Skilled Workers. theatre. Skilled Workers. are and cuisine GRADES FOR MANAGERS Senior Managers. Semi Skilled Workers.b. Besides working for the protection and enrichment of the environment and over all social development.(Asst.As a responsible corporate citizen. Protecting the environment. Managers) Junior Managers. c. ITC promotes art. Community development. Reaching out to society: . ITC Endeavors to creates value for the Indian society in multiple ways. Preserving National Heritage: . one of them being Preservation of India” rich culture heritage ITC has made significant contribution to the Promotion of Indian classical music. culture and education.As a socially responsible corporate citizen. (Managers) Middleman Managers.
ORGANISATION STRUCTURE / HIERARCHY ITC a world leading electric company works as a Team System. Managers) Supervisors (Executives) Workers . Hierarchy of this organization is as follows: Unit Head (Managing Director) Functional Heads (General Managers) Departmental Heads (Managers) Section In charge (Asst.
'Virginia House'. Branded Apparel and Greeting Cards. and the name of the Company was changed to I. Paperboards & Specialty Papers. The Company's ownership progressively indianised. Paperboards. Limited in 1974. Asia's 'Fab 50' and the World's Most Reputable Companies by Forbes magazine.the full stops in the Company's name were removed effective September 18. for the sum of Rs 310. A leased office on Radha Bazar Lane.C. Branded Apparel. ITC was the first company in India to voluntarily seek a corporate governance rating. which came up on that plot of land two years later.000 people at more than 60 locations across India. among India's Most Respected Companies by Business World and among India's Most Valuable Companies by Business Today. Hotels. This decision of the Company was historic in more ways than one. (now renamed J. would go on to become one of Kolkata's most venerated landmarks. Nehru Road) Kolkata.History ITC was incorporated on August 24. ITC employs over 21.Cigarettes & Tobacco. ITC also ranks among India's top 10 `Most Valuable (Company) Brands'. it is rapidly gaining market share even in its nascent businesses of Packaged Foods & Confectionery. in a study conducted by Brand Finance and published by the Economic Times. ITC has a diversified presence in Cigarettes. Packaging. Its beginnings were humble. ITC's wholly owned Information Technology subsidiary. The Company continuously endeavors to enhance its wealth generating capabilities in a globalizing environment to consistently reward more than 3.97. Kolkata. ITC Infotech India Limited. Information Technology. fulfill the . safety and environment management systems. Agri-Business.T. Packaging and Agri-Exports. Foods. Safety Matches and other FMCG products. was the centre of the Company's existence. is aggressively pursuing emerging opportunities in providing end-to-end IT solutions. 1926.000. by purchasing the plot of land situated at 37. Hotels. 2001. Packaging. The Company now stands rechristened ‘ITC Limited’.000 shareholders. Packaged Foods & Confectionery. ITC's production facilities and hotels have won numerous national and international awards for quality. The Company celebrated its 16th birthday on August 24. ITC is rated among the World's Best Big Companies. While ITC is an outstanding market leader in its traditional businesses of Cigarettes. including e-enabled services and business process outsourcing. It was to mark the beginning of a long and eventful journey into India's future. Information Technology. Hotels.L. ITC is one of India's foremost private sector companies with a market capitalization of nearly 19505 cr. The Company's headquarter building. Personal Care. ITC was the first company in India to voluntarily seek a corporate governance rating. 1910 under the name of 'Imperial Tobacco Company of India Limited'. Agri-Exports. Chowringhee. In recognition of the Company's multi-business portfolio encompassing a wide range of businesses . and a turnover of over is 12369 cr. Paperboards & Specialty Papers. Greeting Cards. productivity. Lifestyle Retailing and Greeting Gifting & Stationery .
Vision Sustain ITC’s position as one of India’s most valuable Corporation through world class performance. The Board of Directors at the apex. This three-tiered interlinked leadership process creates a wholesome balance between the need for focus and executive freedom. The executive management of each business division is vested with the Divisional Management Committee (DMC).aspirations of its stakeholders and meet societal expectations. headed by the Chief Executive. delivering superior and sustainable Stakeholder value . carries the responsibility for strategic supervision of the Company. leadership within ITC is exercised at three levels. Creating growing value for the Indian economy and the company’s stakeholders Mission To enhance the wealth generating capability of the enterprise in a globalizing environment. The strategic management of the Company rests with the Corporate Management Committee comprising the whole time Directors and members drawn from senior management. as trustee of shareholders. Each DMC is responsible for and totally focused on the management of its assigned business. and the need for supervision and control. This over-arching vision of the company is expressively captured in its corporate positioning statement: ITC Leadership Flowing from the concept and principles of Corporate Governance adopted by the Company.
and the continuous efforts by their research and development to research trends in the industry and to be creative in exploiting those trends. and convenience is becoming evermore important not only to the United States but to many countries around the world. a global marketing realm. Some possible opportunities noted in the SWOT analysis are the growing markets for specialized ethnic foods and healthier food products. competitive price. tastes good. A few of the threats ITC must stay aware of are the ease of replicability of its product line. and the quickness of technological advances causing existing products to be no longer the most advanced. diverse positions • Manufacturing High sales revenue.SWOT Analysis The following point shows the internal and external factors affecting the market opportunities for ITC. high sale growth. the almost pure competition in pricing for its products. a few weaknesses lie in the fact that the company is so large and could possibly lose focus or have internal conflict problems. This SWOT analysis also shows ITC internal strengths such as their experienced management team. broad base of interests and knowledge Unique. and convenient • International. product and packaging in with regards to its markets Continuous efforts to research trends an reinforce creativity Huge market in the healthy products and growing market for specialized foods for ethnic groups • Technological . large capital base Low costs and liabilities due to outsourcing of bottling • Research & Development • Consumer/Social • Competitive Distinctive name. diverse positions Experienced. a competitive product line. Another opportunity is that the income of consumers is high enabling them to be less price sensitive. STRENGTHS • Management • Product Line • Marketing • Personnel Diverse and global awareness International. Although ITC has many strengths.
possible trouble staying focused High expenses may have trouble balancing cash-flows of such a large operation. • Research & Development May concentrate too much on existing products. may not be segmented enough Possible conflicts due to so many people. Weaknesses • Management Large size may lead to conflicting interests • Product Line New one calorie products have no existing customer base. more tend to eat out. almost pure competition . constant replicability by competitors Computer breakdowns. and more computerized manufacturing and ordering processes can increase their efficiency • Economic Consumer income is high. generic brands can make similar product – cheaper • Marketing • Personnel • Finance May lose focus.S. intrapreneuralship may not be welcomed • Consumer/Social • Competitive • Technological • Economic More expensive products than Hul. convenience is important to U. viruses and hackers can reduce efficiency. Such a high price may limit lower income families from buying an ITC product Not entirely patentable.Internet promotion such as banner ads and keywords can increase their sales. and must constantly update products or other competitors will be more advanced Very elastic demand.
As big company of India can go globally. An opportunity to diversify its operations in e-retailing. Entry into Tier 2 and Tier 3 cities. Threats • • • Employee shortage and attrition due to rapid growth in the holl market . Collaboration with foreign players because of a national brand. Impact of slowdown in consumer spends to be felt in FMCG market. . Opening up of economy for free entry of foreign players.Opportunities • • • • • Expected 30% CAGR in organized market to result in better footfall and conversion rates.
" Unquote. It will have to be yours too and I seek your partnership in making a success of this giant national enterprise. our growth process may be at risk. . I invite corporate India to be a partner in making ours a more humane and just society. If those who are better off do not act in a more socially responsible manner. This is our endeavor in Government. "Indian industry must rise to the challenge of making our growth processes both efficient and inclusive.A SOCIAL CHARTER FOR BUSINESS Few weeks ago. our polity may become anarchic and our society may get further divided. the Humble Prime Minister Dr Manmohan Singh presented a ten-point 'Social Charter' sharing his vision on the responsibility of corporate for sustainable and inclusive growth. and I quote. He said.
the growing inequity in sharing the fruits of success is indeed a millstone that impedes the nation's true potential.5 million farmers in 38. ITC Ltd. Company's pioneering e-Choupal initiative today comprises 6. must commit ourselves to but a crying need that we cannot afford to neglect any longer. we have also helped sequester over 2. However. A constructive public-private partnership for socially responsible growth is imperative and must occupy a larger space in the future business strategies of India's corporate sector. This year. It gives me immense satisfaction that your Company has executed. in Indian Business and Industry. It is true that sustained high rates of GDP growth is one of the surest ways of creating livelihoods for the disadvantaged. we have also forged a milestone partnership with the Government of Rajasthan for an integrated watershed development project covering 5. We have indeed been 'practitioners' of this vision for many years now. I take immense pride that the vision enunciated by the Hon'ble Prime Minister echoes the core values that your Company has enshrined in its management philosophy and governance structure. on a substantial scale. so that we can continue to create shareholder value even as we enhance the benefits that accrue to rural communities. As a nation. The Social and Farm Forestry Programme of ITC covers 65. it is not a task that any single segment of society . While we can justifiably be proud of India's stellar performance in GDP growth. ITC's initiatives to provide opportunities for non-farm incomes through economic empowerment of women.400 choupals transforming the lives of over 3. Business Corporations draw heavily on societal resources. You are indeed aware of the enormous importance of our rural engagement in the future growth of your Company.000 hectares. Competitiveness of firms can be severely threatened by unsustainable environments and a lopsided social structure that creates islands of affluence amidst a sea of poverty.000 villages in the not too distant future.can hope to accomplish in isolation.000 hectares providing over 28 million person days of employment among the disadvantaged. We have constantly strived to meaningfully blend our social responsibilities with business competitiveness. the Hon'ble Prime Minister's clarion call is not only a responsibility that we. We recognize that this is the path we must pursue to ensure sustainable and inclusive growth . We hope to reach out to 10 million farmers in 100.By the Y C Deveshwar mind.500 villages in 9 States of India. innovative business strategies which result in 'mainstreaming' the disadvantaged sections of rural India.000 kilotons of Carbon Dioxide as a firm commitment to combating climate change. Your Company's Integrated Watershed Development programmes in rural areas cover nearly 27.be it Government or Responsible Business . it is in the enlightened selfinterest of business to engage constructively in enlarging its contribution to the broader social and environmental agenda.a philosophy that is central to the vision articulated by Prime Minister's Social Charter for Business. if such growth impulses do not envision or contain conscious . we face today a multi-dimensional challenge to chart a growth path that will transform the lives of almost a third of our billion populations who live at the margin. supplementary education and integrated animal husbandry services continue to make significant strides in rural empowerment. In the process.000 hectares providing critical irrigation to water stressed areas. Surely. Therefore.
A major impetus can emerge out of Government's consideration to extend fiscal and financial concessions. Voluntary in nature.efforts to enhance social value. there is a danger that competitive pressures may not actually lead to development and growth in areas that need it the most. In moving towards voluntary disclosure of Triple Bottom Line performance in the Company's Annual Reports. how do we align forces amongst all the market participants to support a new movement for innovative CSR? To make 'consumer choice' a compelling market driver we would need to create a supportive institutional framework to facilitate the process of making an informed choice by market participants. ALIGNING FORCES OF FRANCHISE Given the power of consumer franchise. I would suggest that Government support the development of a 'CSR Sustainability Trust mark'. much like the financial rating agencies. will stand for the positive impact a company has made on the environment and the society. or a series of Trust marks defined by Industry segments. The Trust marks could also be supplemented with Ratings. it is not necessary that high growth rates alone will ensure social equity. the Policy and Institutional Framework. these Trust marks. Government and its agencies could also give purchase preferences to suppliers with highly rated Trust marks. In fact. The Trust marks need to be administered by a reputed and independent body or bodies. Let me briefly elaborate on some of these enablers: First. the role of Industry: In championing a sincere commitment to a Vision that embraces contribution to Society as a key component of business strategy. Second. and displaying the same on their products and services. . In making a strong effort to attain the CSR Sustainability Trust marks. based on the extent of the individual company's involvement in creating societal capital. crafted on sound scientific and market principles. priority clearance and other incentives to organizations that attain sustained high ratings. which could be displayed on products and services to convey to the consumer that the enterprise follows a strong commitment to building natural and social capital. Market participants would need an effective tool to make an informed choice in favour of a Responsible Corporation. An institutional framework and appropriate guidelines can be created by a Government-Industry partnership to provide organizational support and credibility. verified by independent reputed third party organizations.
India has witnessed some welcome developments in this direction in recent years. The ABN Amro Bank launched a Sustainable Development Fund as India's first Socially Responsible Investing Fund. not listed on Indian bourses. Recently CRISIL. could exercise a powerful choice for companies with high Triple Bottom Line performance. I am sure that the Indian operations of multinationals. would also want to make such public disclosures and demonstrate their contribution to the Indian Society. Fourth. Banks and Financial Institutions could ask for voluntary disclosures and factor the rating in their lending evaluations. Individual investors. This would provide a tremendous reputation asset and incentives CSR significantly. Social and Corporate Governance (ESG) Index of Indian companies. In developing a model code of responsible conduct by Industry bodies and associations for its members. In providing support to the creation of Awards that recognize outstanding Sustainability Performance. I envisage a future where Sustainability Reporting will form an integral part of a firm's public disclosures. FTSE4Good. and will be valued by stakeholders in equal measure to the established practices of financial reporting. Investors play a critical role in encouraging social accountability in corporate behavior. These funds rely on Sustainability Indices such as Dow Jones Sustainability World Index. In encouraging Modern Retail outlets to develop special sections that display and sell products with Trust marks. S&P and KLD have announced that they would develop an Environmental. Globally. the role of Civil Society organizations. In enlarging the Company's contribution by giving preference to vendors with a strong CSR and Sustainability orientation. while seeking to maximise returns from their portfolio holdings. These funds have already channeled large amount of investors' savings into companies that have high social brand capital. Domini 400 Social Index and others to guide investment decisions. there are today hundreds of funds that invest in socially responsible enterprises. the role of Investors. Third. The Institute of Chartered Accountants of India is also reported to be working on developing a similar evaluation. . In strengthening reporting on Sustainability based on guidelines such as the Global Reporting Initiative.
based on a rigorous process of selection. The Centre endeavors to bring about transformational change in Indian businesses by providing thought leadership. ITC convinced that in today's enlightened India. Schools and educational institutions could also promote awareness on responsible corporate behavior and its association with the Trust mark ratings on products and services. Making markets work for CSR will indeed provide the compelling foundation for such initiatives. as one of the most powerful forces of shaping public opinion. can make a multi-dimensional contribution in this direction. It is my strong belief that by aligning such powerful forces. One of the major initiatives of the CII-ITC Centre is to recognize excellence in Sustainability practices by presenting Awards to industry. more and more companies will respond to the appeal made by the Hon'ble Prime Minister to forge partnerships for social action. we will see the emergence of a new consciousness where CSR will transcend from corporate philanthropy to a competitive value proposition. They could also promote awareness amongst constituents to support products and services of companies with higher Sustainability ratings. This attempt to recognize outstanding Sustainability initiatives is designed not only to celebrate individual corporate action. We believe this organisation has been handed to us by the . the Media. and achieve growth with efficiency and inclusively. promoting awareness and building capacity. and design elements in their curriculum to groom citizens of tomorrow as enlightened consumers. Philosophy ITC is a professionally managed organisation and the core value underlying our corporate philosophy is "trusteeship". ITC has been instrumental in setting up the CII-ITC Centre of Excellence for Sustainable Development. And finally. Consumer awareness will benefit immensely if civil society organizations and consumer bodies actively advocate the usage of Trust marks. which is a unique institution that seeks to address the void in developing requisite capability on Sustainability issues among Indian industry. but also to inspire others to follow.
We recognise society as an important stakeholder in this enterprise and therefore it is part of our responsibility to practise good corporate citizenship. appraisals. A Gender Friendly Workplace As a good corporate citizen. mutuality and collaboration. ITC is committed to a gender friendly workplace. remuneration and rewards. these values form the basis of our HR management systems and processes. the practice of good corporate citizenship is a prerequisite and embraces the following: Dealing with People in the Organisation In dealing with each other. The directors.trust. while meritocracy will be a prime criterion. ITC will focus on meritocracy. Indeed. prevent/stop/redress sexual harassment at the workplace and institute good employment practices. This Code forms an integral part of the Company’s Governance Policy. teamwork. It seeks to enhance equal opportunities for men and women. equity and upholding of Company values in all people processes including performance management systems. senior management and employees must adhere to the Corporate Governance Policy of the Company. objectivity. directors. responsibilities and authorities of the key entities in the governance structure of the Company.various stakeholders in "trust" and we as professionals are the "trustees" of these stakeholders. Good Corporate Citizenship In the conduct of the Company’s business. Corporate Governance Policy The Corporate Governance Policy is the apex level instrument guiding conduct of the affairs of the Company and clearly delineates the roles. we must build ITC into an institution whose dynamism and vitality are anchored in its core value. It is therefore our responsibility to ensure that the organisation is managed in a manner that protects and furthers the interests of our stakeholders. meritocracy. It is also our belief that in order to serve the interests of our stakeholders in perpetuity. In selection and recruitment. managers will scrupulously consider all factors that go towards securing the interests of the Company. self respect and human dignity. senior management and employees shall uphold the values which are at the core of our HR Philosophy . .
senior management and employees shall ensure that in their dealings with suppliers and customers. Environment Policies The Company believes that commitment to sustainable development is a key component of responsible corporate citizenship and therefore deserves to be accorded the highest priority. wherever required. a demand or request for sexual favours. Particular attention should be paid to training of employees to increase safety awareness and adoption of safe working methods. Divisional Management Committees must satisfy themselves that sound and adequate arrangements exist to ensure that they comply with the legal and regulatory requirements impacting each business and identify and respond to developments in the regulatory environment in which they operate. the Company’s interests are never compromised. The Company cannot accept practices which are unlawful or may be damaging to its reputation.Sexual harassment includes unwelcome sexually determined behaviour such as: unwelcome physical contact. demonstrates and promotes professional behaviour and respectful treatment of all employees. sexually coloured remarks. encourages employees to report any harassment concerns and is responsive to employee complaints about harassment or other unwelcome and offensive conduct. particularly designed to prevent serious or fatal accidents. In the event the implication of any law is not clear. ITC demands. ITC maintains an open door for reportees. verbal or non-verbal conduct of a sexual nature. A committee has been constituted to enquire into complaints and to recommend appropriate action. gratuity payments and other payments from suppliers or customers will be viewed as serious breach of discipline as this could lead tocompromising the Company’s interests. Accordingly. ITC is committed to provide good physical working conditions and encourages high standards of hygiene and housekeeping. Ensuring legal and regulatory compliance is the responsibility of the Chief Executives of the Businesses and the Divisional Management Committees. showing pornography and any other unwelcome physical. the Company’s Legal Department shall be consulted for advice. Relationships with Suppliers and Customers All directors. Health and Safety The Company attaches great importance to a healthy and safe work environment. Legal Compliance It is the Company’s policy to comply fully with all applicable laws and regulations. the Company is committed to Best Practices in environmental . Accepting gifts and presents of more than a nominal value.
senior management and employee shall misuse Company facilities. systems and processes. In the use of Company facilities. Businesses must establish procedures for assessing the environmental effects of their present and future activities. including as appropriate. senior management and employees shall ensure that their actions in the conduct of business are totally transparent except where the needs of business security dictate otherwise. . other publicity media or any other external agency except within approved policies. It shall be necessary to voluntarily ensure that areas of operation are open to audit and the conduct of activities is totally auditable. In addition to complying with applicable laws and regulations. senior management and employees have the obligation to conduct themselves in an honest and ethical manner and act in the best interest of the Company at all times. or potential conflict must be disclosed to higher management for guidance and action as appropriate. Personal Conduct All directors. They are expected to demonstrate exemplary personal conduct through adherence to the following: Avoidance of Conflict of Interest All directors.matters arising out of its business activities and expects each business to fully demonstrate this commitment. Such transparency shall be brought about through appropriate policies. No information either formally or informally shall be provided to the press. segregation of duties. care shall be exercised to ensure that costs are reasonable and there is no wastage. tiered approval mechanism and involvement of more than one manager in key decisions and maintaining supporting records. if any. senior management and employee shall disclose or use any confidential information gained in the course of employment/ association with the Company for personal gain or for the advantage of any other person. Protection of Confidential Information No director. Transparency and Auditability All directors. This is an area in which it is impossible to provide comprehensive guidance but the guiding principle is that conflict. Company Facilities No director. They should adopt Best Practices in their environmental policies and procedures. senior management and employees must avoid situations in which their personal interest could conflict with the interest of the Company.
who shall in turn report the same to the Head of Corporate Human Resources Senior management for the purpose of this Code would mean the following: .Waivers Any waiver of any provision of this Code of Conduct for a director. Malaysia. Slovakia. As 'many as 11 India companies. Russia.com. India and China . have made it to a list of 50 'Local Dynamos' for mastering the dynamics of their domestic markets.How Dynamic RDE based companies are mastering their home markets .Managers at Grade ‘A’ & its equivalent. as adopted by the Board of Directors of the Company on 26th March. as appropriate.the list also Includes companies from Indonesia. Poland. Apollo Hospitals. companies from RDEs are "staying home" and conquering their .Corporate HODs * This Code of Conduct. including the internet search engine Baidu." global consultancy firm Boston Consultancy Group said in a report. Apart from the four BRIC countries . CavinKare Group. 10 other Indian firms among world's 50 'Local Dynamos' Going global is not the only trump card for an international recognition'. According to BCG. 2005. at least for now. NIIT. Non Adherence Any instance of non-adherence to the Code of Conduct / any other observed unethical behaviour on the part of those covered under this Code should be brought to the attention of the immediate reporting authority. 2006 ITC. These 50 firms from the world's Rapidly Developing Economies (RDEs) are "domestically focused. Other Indian companies in the list are two Tata Group entities Indian Hotels and Titan Industries besides Amul. ITC Limited.Brazil. SKS Micro finance and Subhiksha.Divisional & SBU Chief Executives . The study titled "The BCG 50 Local Dynamos . Poland and Thailand. including the likes of ICICI Bank and Bharti Airtel. and have devised formidable business models with which to master the intense dynamics of their local markets.and what MNCs need to learn from them" has 15 companies from China. Mexico. was amended on 29th March. BCG said these companies were selected on the basis of criteria such as high growth and original business model specifically adapted to the unique challenges posed by RDEs. and above . senior management or employee must be placed for approval before the Company’s Board of Directors/ Corporate Management Committee.
Your Company's pioneering e-Choupal initiative today comprises 6. it is not a task that any single segment of society .be it Government or Responsible Business . Business Corporations draw heavily on societal resources.performance in GDP growth.000 hectares providing critical irrigation to water stressed areas. we have also helped sequester over 2.000 kilotons of Carbon Dioxide as a firm commitment to combating climate change. Your Company's initiatives to provide opportunities for nonfarm incomes through economic empowerment of women.500 villages in 9 States of India.5 million farmers in 38. I take immense pride that the vision enunciated by the Hon'ble Prime Minister echoes the core values that your Company has enshrined in its management philosophy and governance structure.000 villages in the not too distant future. It gives me immense satisfaction that your Company has executed. A constructive public-private partnership for socially responsible growth is imperative and must occupy a larger space in the future business strategies of India's corporate sector. Therefore. it is in the enlightened self-interest of business to engage constructively in enlarging its contribution to the broader social and environmental agenda.000 hectares providing over 28 million person days of employment among the disadvantaged. We hope to reach out to 10 million farmers in 100. supplementary education and integrated animal husbandry services continue to make significant strides in rural empowerment. In the process. so that we can continue to create shareholder value even as we enhance the benefits that accrue to rural communities. We have constantly strived to meaningfully blend our social responsibilities with business competitiveness.000 hectares. Surely. Competitiveness of firms can be severely threatened by unsustainable environments and a lopsided social structure that creates islands of affluence amidst a sea of poverty. we have also forged a milestone partnership with the Government of Rajasthan for an integrated watershed development project covering 5. You are indeed aware of the enormous importance of our rural engagement in the future growth of your Company. As a nation. on a substantial scale. However. The Social and Farm Forestry Programme of ITC covers 65. We recognise that this is the path we must pursue to ensure sustainable and inclusive growth a philosophy that is central to the vision articulated by Prime Minister's Social Charter for Business. It is true that sustained high rates of GDP growth is one of the surest ways of creating livelihoods for the disadvantaged. We have indeed been 'practitioners' of this vision for many years now.can hope to accomplish in isolation.400 choupals transforming the lives of over 3. the growing inequity in sharing the fruits of success is indeed a millstone that impedes the nation's true potential. This year. Your Company's Integrated Watershed Development programmes in rural areas cover nearly 27. innovative business strategies which result in 'mainstreaming' the disadvantaged sections of rural India. if such growth impulses do not envision or contain conscious . we face today a multi-dimensional challenge to chart a growth path that will transform the lives of almost a third of our billion population who live at the margin.
Therefore. There is also a significantly large cost involved in implementing value-chains that are socially inclusive. there is a danger that competitive pressures may not actually lead to development and growth in areas that need it the most. While commensurate returns may flow over the longer term. it is not necessary that high growth rates alone will ensure social equity. In fact. In the absence of strong fiscal or financial incentives. that inhibit investments in such socially inclusive initiatives. business enterprises would hesitate to raise such investments and commit physical and human resources over a longer term. it is important to examine how market drivers can creatively facilitate such long-term investments which have larger societal benefits. there are indeed cost barriers. INTRODUCTION . Corporates will be able to support a much larger social involvement in their business strategies. over the short to medium term. if market forces facilitate such investments and returns.efforts to enhance social value.
Firstly I would like to discuss about HR Practices.My research report is entitled “A study of HR Practices in ITC”. What are HR Practices? HR Practices are those practices which are been done by the organization for having optimum utilization of human resource of the organization. These practices can be explained as follows: • • • • • • • • Recruitment & Selection Training & Development Performance Appraisal System Evaluation System Feed Back Mechanism Rewards to Employees Work Remuneration of the employees Increment practices .
as per the need of the dizzily fast packed and changing environment. Integration of people related issues with business issues. integration. while bringing people related issues to the fore and advocating primacy of business needs. maintenance and separation of human resources to the end that individual. goods/services Flexibility in operations Willingness to adopt to changing market needs Global Market OBJECTIVES OF HRM Integration of HRM policy with business goals/objectives Attainment of organizational objectives through human capital Creation of flexible work hours/function Creation of a flexible environment to be responsive to market ambience. and social objective are accomplished. and controlling of the procurement. FEATURES OF HRM Increased competition Emphasis on quality in staff. organizational. compensation. development. directing. organizing. MEANING & DEFINITION .INTRODUCTION OF HRM Human resource management is the planning .
their quality contributes to the ability of the organization and the employees to achieve their objective. acquiring their services. INTRODUCTION OF RECRUITMENT The human resources are the most important assets of organization. train and develops members for an organization obviously HRM is concerned with peoples dimension in organizations” HRM: . since every organization is make up of people. developing their skill. select. Human resource management is concerned with the people dimension in management.It is also a management function concerned with hiring motivating and maintaining people in an organization. It is a series of integrated decision that from the employment relationship. The success or failure of an organization is largely dependent on the caliber of the people working therein. .“HRM is a management function that helps manager’s recruit. motivating them to higher level of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives.
Without positive and creative contribution from people. While doing so we have to keep the present as well as future requirements of the organization in mind. SCOPE: . In order to achieve the goals and perform the activities of an organization. OBJECTIVE To effectively manage the manpower recruitment in coherence with long term and short term manpower planning of the organization through a standard recruitment and selection policy. therefore we need to recruit people with requisite. skills. The recruited people with required level of skilled and aptitude for learning and growth. qualification and experience. To proactively and systematically identify the recruitment needs in time. To ensure that all the recruitment are within the manpower budget and as per the laid down policy. organization can’t progress and prosper.
whenever a vacancy arise. Vacancies against the sanctioned budget may arise due to: • • • Retirement Turnover Natural Separation 4. time frame and send it to HR department. 2. All the recruitment has necessarily to be made within the approved budget/strength only. IDENTIFICATION OF VACANT POSITIONS 1.This policy shall apply to all PERMANENT management position in the company including the workmen. Total permanent manpower strength/budget for organization has been sanctioned by the board of directors. 3. HR PLANNING . the concerned department has to fill up the prescribed manpower requisition form clearly indication the job description and specification.
It is only after this that the HRM department can initiate the recruitment and selection process. HRP then is like materials planning that estimate the type and quality of the materials and supplies needed to facilitate the manufacturing activities of the organization. HRP is the sub-system in the total organizational planning. Organizational planning includes managerial activities that set the company’s objective. the right type of people in the right number. HRP facilitates the realization of the company’s objectives by providing the right type and right number of personnel.HRP is the process of forecasting an organization’s future demand for and supply of. RECRUITMENT SOURCES The sources of recruitment may be broadly divided into two categories: internal sources and external sources. On receipt of the Manpower Requisition (MPR) form HR department will initiate action of sourcing the candidates as under: 1. INTERNAL SOURCES: . HRP is variously called manpower planning. personnel planning or employment planning.
Indirect Method . Methods Of Recruitment The following are the most commonly used method of recruiting people. other sources : Other sources can be tapped for recruitment only when suitable candidates are mot available internally. Direct Method 3. • • In order to invite application from internal sources. Other sources may include the following: • • • • internal data bank local employment exchange advertisement through newspaper Placement agencies. the organization will encourage to fill up the vacancies from within the existing people if they are fulfilling the criteria and found suitable. Internal Method 2.• As a matter of policy. 2. notice/circular for all such vacancies will be put up on the notice board. one depend son of deceased employee may be given preference in employment with the company subject to his fulfilling the eligibility criteria based on qualification and experience as well as suitable vacancy in the company at that time. • The conditions fulfilling the requirement may apply against internal notification to HR department through their department. In case any permanent employee dies in harness due to accident or any other reason. 1.
HLL even allows its employee to under take career shifts. are encouraged to recommend the name of their friends working in other organization for a possible vacancy in the near future. this has become a popular way of recruiting people in the highly competitive information technology industry now a day. Promotion involves movement of an employee from a lower level position to higher level position accompanied by changes in duties. working conditions. responsibilities. but not necessarily salary.1. Internal promotions and transfers certainly allow people greater scope to experiment with their career. • INTERNAL METHOD: PROMOTION AND TRANSFERS: ITC Prefer to fill vacancies through promotion or transfers from within wherever possible. JOB POSITION Job position is another way of hiring people from within. of course. Hindustan lever introduced its version open job position in early 2002 and over 40 positions have since been filed through the process. The logic behind employee referral is that “ it takes one to know one” employee working in the organization in this case. In fact. etc. It may lead to changes in duties and responsibility. In this method. The system. the organization publicizes job openings on bulletin boards.. for example from technical position system. electronic media and similar outlets. Companies offer rich rewards also to employees whose recommendation are accepted . EMPLOYEE REFERRALS Employee referral means using personal contacts to locate job opportunities. It is a recommendation from a current employee regarding a job applicant. kindling ambitions and motivating them to take a shot at something they might otherwise never have considered. works best for young executives who are willing to take risks. status and value and value.
most reputed organizations visit regularly and even sponsor certain popular activities with a view to earn goodwill in the job market. Job seekers are provided information about the jobs and the recruiter’s inturen get a snap shot of job seekers through constant interchange of information with respective institutions. applicants will not have to be lured away from a current job and lower salary expectation. A preliminary screening is done within the campus and the short listed students are then subjected to the reminder of the selection process. Advantage of this method include: the placement centre helps locate applicants and provides resumes to organization. In view of the growing demand for young managers.and job offers extended to the suggested candidates. Here the recruiter’s visits reputed educational institutions such as IITs. IIMs colleges and universities with a view to pickup job aspirants having a requisite technical of professional skills. applicants can be prescreened.after the routine screening and examining process is over. . Direct Method Campus Recruitment It is a method of recruiting by visiting and participating in college campuses and their placement centers.
Indirect Method Advertisement
This includes advertisement in news papers; trade, professionals and technical journals; radio and TV etc. In recent time this medium became just as colorful lively and imaginative as consumer advertising. The ad generally gives a brief outline of the job responsibilities, compensation package, prospects in the organization etc. This method is appropriate when (a) the organization intends to reach a large target group and (b) the organization wants a fairly good no. of talented people who are geographically spread out.
There is an influx of executive search agencies also known as head hunters who specialize in selection of professionals for very senior or top posts, where applicants are in short supply and employers have no time to go round in search of the best talents. Such vacancies are fewer and far between and organizations prefer hiring a head hunter who maintains confidentiality of the employer and are specialize in recruiting the best talent strictly as per the job specification. But, these specialists bodies charges hefty professional fees. However, the high cost is outweighed by the benefit of recruiting the best talent without going through the cumbersome and time consuming process of internal recruitment syste
Screening of Application :
• All application received from various sources will be screened by the concerned department and HR based on the job description and specification and the applicant profile. • • Shorting of prima facile suitable candidates who should be called for test/interview shall be prepared. The ratio between the number of vacancy and the number of candidate to be called for test/interview should normally be 1:5.
• Depending on the requirement of the job if required, management may conduct written/aptitude/psychometric/physical or any other test as deem fit. • • Short listed application will be send formal letter for appearing test at least 15 days in advance. Qualifying criteria for the test will be determined by the management depending on the nature and requirement of the job.
• All the candidates short listed for interview will be informed through a formal call letter for attending interview at least 15 days in advance. • • The candidate will be interview by the interview panel.
FINAL SELECTIOM AND APPOINTMENT:
• • • • Recommendation of the interview panel will be put up before the MD by the HR Department for his approval. Candidates for the officer and above after interviewed by the panel will be finally interview by the MD. Selection of candidates will be strictly on the basis of merit. Other things being equal local candidate from state of Bihar will be given preference. Appointment letter will be issued to the finally selected candidates after duly approved by MD. However, in case appointment letter can initially be issued to the candidates and the detailed formal appointment letter can be issued at the time of joining. • Before letter of appointment is issued to candidates HR department will ensure the following: 1. Check and verify all the personal details furnished by the candidates. 2. Verify the certificates and other credentials. 3. Make necessary reference/antecedents verifications whenever required.
5. Joining Formalities:
(a) Employees joining shall first report in the HR department will facilitate in completing the joining formalities such as filling of joining report and other necessary forms. (b) HR department will ensure that the candidates will be allowed to join subject to their being found medically.
How long you are working in the organization ? 0-0.5-2 years 19% 3 .Data Interpretation Q1.5 year 7% 0.more years 39% 2--3 years 35% .
what are the various sources of recruitment in your Organization? others 2% news paper advertisement 4% references 8% management 86% .Q2.
Are you satisfied with the recruitment process of your company ? no 32% yes 68% .Q3.
Q4. Are you satisfied with your organization salary increment Policy ? can't say 30% yes 47% no 23% .
Are you satisfied with the training procedure given in the Organization ? no 32% yes 68% .Q5.
Are you getting regular training in your company ? no 32% yes 68% .Q6.
What methods is used for the performance appraisal system in your organization? others 11% forced distribution 17% ranking 72% .Q7.
Are you satisfied with your promotion activities in your Organization? . no 23% yes 77% .Q8.
Q9. Does the present performance appraisal system meet your Career advancement? can't say 28% no 6% yes 66% .
10.Are you comfortable with the working environment? no 9% yes 91% .
• • • • Generally ranking method is used in the organization for the performance appraisal system and with the promotion activities. And at last I would like to say that satisfied employees contribute more to the organization this is the reason why ITC is growing faster.Conclusions and results There are the following conclusions come up after the research of the project by filling the questionnaire: • • The working environment of the organization is excellent this is reason why employees are doing the work their and they are stable there. As they accept that the working environment is really good this shows thye are satisfied and the satisfaction of the employees of the organization is very necessary. Generally organization appointed the employees through the recommendations that is references even though other sources are there. Most of the employees consider that the salary increment policy is good. The employees are satisfied with the recruitment process of the organization. • .
• • • . Organization should regularly give the increment on the salary so that who are not satisfied they would become also satisfied.Recommendations and suggestions There are the following suggestions being an HR student I would like to give the organization: • Organization should keep the eyes on the recruitment process they should recruit the employees from outside as well means from where they get the employees they should recruit them. As the organization is growing faster they should emphasis on the training programs even though their training programs are quite good. Organization should analyze the training methods and should adopt those methods which are good for the employees and promotion activities should be good so that employees are satisfied as we know this is the basic requirement of the success.
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