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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
4. Objective 5. Certification of ITC 6. Policies of ITC 7. Company profile 8. Growth history 9. SWOT Analysis 10. 11. 12. 13. 14. 15. 16. 17. 18. ITC Philosophy HR Management HR Practices at ITC Action Plan Graphical representation of data Research Methodology Questionnaire Results & Conclusion 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 acknowledge the precious contribution General Manager H.ACKNOWLEDGEMENT I would like to express my gratitude towards Mr. Nitin Shukla (Senior HR Executive) whose help has given this shape to the report. Submitted by Raibahadur Singh Parihar Sikkim Manipal University . I am also thankful to my friend 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.R. I am also graceful to our faculty member Mr. who had been in continuous support through out the training period. progress and completion of this project. Ravi Karan Singh for the valuable guidance. supervision and keen interest in study.
The title of project is “a study of HR practices in ITC” at ITC Ghaziabad. My report mainly focuses on “study of HR practices in ITC”. 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 .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.Preamble I have made this report as an essential part of IV semester course curriculum of MBA. 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.
To know how the performance of the employees is being appraised. . To provide better employee welfare. To improve training and development programs used in the company. To increase the labor productivity.OBJECTIVE The main objective of the study is as follows: To know the recruitment & selection procedures adopted in this company.
Certification of ITC ITC constantly endeavors to benchmark its products. the worldwide business award recognizing companies who have made significant efforts to create sustainable livelihood opportunities and enduring wealth in developing countries. . ITC e-Choupal won the Award for the importance of its contribution to development priorities like poverty reduction. The Company's pursuit of excellence has earned it national and international honors. ITC has won the inaugural 'World Business Award'.000 Award for the year 2005 for its trailblazing ITC e-Choupal initiative which has achieved the scale of a movement in rural India. The award has been instituted jointly by the United Nations Development Programme (UNDP). ITC is one of the eight Indian companies to figure in Forbes A-List for 2004. 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. International Chamber of Commerce (ICC) and the HRH Prince of Wales International Business Leaders Forum (IBLF). featuring 400 of "the world's best big companies". 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. its scale and replicability. It won the $100. sustainability and transparency. services and processes to global standards.
ITC has won the Golden Peacock Awards for 'Corporate Social Responsibility (Asia)' in 2007. These Awards have been instituted by the Institute of Directors. the leading marketing magazine Meridien Hotelier of the Year . social and natural capital for the nation.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. Delhi Marketing Man of the Year from A&M. New Delhi. India's only fashion and retail trade magazine Honorary Fellowship from the All India Management Association Distinguished Alumni Award from IIT. 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. 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. the Award for ‘CSR in Emerging Economies 2005’ and ‘Excellence in Corporate Governance' in the same year. 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. 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. in association with the World Council for Corporate Governance and Centre for Corporate Governance 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. the UK Government organisation that supports overseas businesses in that country. Business Person of the Year from UK Trade & Investment. Zurich.
Benchmark the health of each business comprehensively across the criteria of Market Standing. 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. ITC continues its dominance of The Economic Times' Brand Equity listing of India's 100 Biggest FMCG Brands. The awards were organized by Retailers Association of India (rai) in association with ITW Signode . ITC is the only Indian FMCG Company to have featured in the Forbes 2000 list. Bukhara has also been adjudged one of the top 50 restaurants in the world by the London based magazine 'The Good Food Guide'. New Delhi as the best Indian restaurant in the world and the best restaurant in Asia. Profitability and Internal Vitality. Agri Business and Information Technology. Continue to focus on the chosen portfolio of FMCG. with three brands from its stable making it to the top five. Enhance the competitive power of the portfolio through synergies derived by blending the diverse skills and capabilities residing in ITC’s various businesses. Paper. measured by a composite of sales. . The Forbes 2000 is a comprehensive ranking of the world's biggest companies. Hotels. assets and market value.the International leaders in packaging solutions. instituted by Infosys Technologies and Wharton School of the University of Pennsylvania for its celebrated e-Choupal initiative. profits. Bukhara is the only South Asian restaurant to figure in the list.ITC has won the 'Enterprise Business Transformation Award' for Asia Pacific (Apac). 4. 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. Paperboards & Packaging. The list spans 51 countries and 27 industries. Create distributed leadership within the organisation by nurturing talented and focused top management teams for each of the businesses. Restaurant magazine has chosen Bukhara at the ITC Maurya. Gold Flake remains India's biggest FMCG brand in terms of sales. Navy Cut ranks at No. Ensure that each of its businesses is world class and internationally competitive. ITC's Scissors brand ranks at No 5 and is the only new entrant into the top 10.
Sustain ITC's position as one of India's most valuable corporations through world class performance. through leadership in each business and the attainment of world-class competitive capabilities across the value chain. Health and Safety philosophy. In the multi-business context of ITC. aligned to the pursuit of economic objectives. ITC’s EHS philosophy cognises for the twin needs of conservation and creation of productive resources. is the cornerstone of ITC’s Environment. The objective . Corporate Strategies are designed to create enduring value for the nation and the shareholder. ITC seeks to fulfil a larger role by enlarging its contribution to the society of which it is a part. 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. The trusteeship role related to social and environmental resources.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. 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. As one of India’s premier corporations employing a vast quantum of societal resources.
regulations and codes of practice. General Managers and Unit Heads. visitors and contractors at the Company’s premises. To reduce waste. and providing a safe and healthy workplace for each employee.of leadership extends to all facets of business operations including Environment. All employees of ITC are expected to adhere to and comply with the EHS Policy and Corporate Standards on EHS. and work in partnership to create a culture of continuous improvement. regulations and applicable codes of practice. Health and Safety. To proactively share information with business partners towards inculcating world-class EHS standards across the value chain of which ITC is a part. It will be the overall responsibility of the Divisional/SBU Chief Executives. therefore. Health and Safety. Health and Safety in a bid to attain and exceed benchmarked standards. ITC’s EHS Policy extends to all sites of the Company. To instil a sense of duty in every employee towards personal safety. operations and working conditions which are safe for employees. through the members of their Divisional Management Committees. committed to conducting its operations with due regard for the environment. To ensure safe handling. to ensure implementation . equipment. To take account of environment. and requirements of laws. ITC is. In particular. implement best practices. conserve energy. use and disposal of all substances and materials that are classified as hazardous to health and environment. Such external recognition further reinforces the need to direct the collective endeavour of the Company’s employees at all levels towards sustaining and continuously improving standards 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. whether regulatory or otherwise. To institute and implement a system of regular EHS audit in order to assure compliance with laid down policy. as well as that of others who may be affected by the employee’s actions. Various international and national awards and accreditations stand testimony to ITC’s commitment to EHS. occupational health and safety in planning and decision-making. benchmarked standards. storage. To provide and maintain facilities. and promote recycling of materials wherever possible. To provide appropriate training and disseminate information to enable all employees to accept individual responsibility for Environment.
Each of these businesses is vastly different from the others in its type.of this Policy and Corporate Standards on EHS. Since the commencement of the liberalisation process. DEFINITION AND PURPOSE ITC defines Corporate Governance as a systemic process by which companies are directed and controlled to enhance their wealth generating capacity. Corporate Governance Preamble Over the years. ranging from cigarettes and tobacco to hotels. Its businesses are spread over a wide spectrum. including formation of various committees and designating individuals for specific responsibilities in respect of their Division/SBU. Equally. the state of its evolution and the basic nature of its activity. ITC's governance policy recognises the challenge of this new business reality in India. Globalisation will not only significantly heighten business risks. India's economic scenario has begun to alter radically. CORE PRINCIPLES . and for providing guidance and support to all concern. paper and paperboards and international commodities trading. Since large corporations employ vast quantum of societal resources. freedom of executive management and its ability to respond to the dynamics of a fast changing business environment will be the new success factors. all of which influence the choice of the form of governance. in the resultant competitive context. 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 Corporate EHS Department is responsible for reviewing and updating Corporate Standards on EHS. we believe that the governance process should ensure that these companies are managed in a manner that meets stakeholders aspirations and societal expectations. ITC has evolved from a single product company to a multi-business corporation. but will also compel Indian companies to adopt international norms of transparency and good governance. packaging.
Inherent in the concept of trusteeship is the responsibility to ensure equity. large or small. We believe transparency enhances accountability. transparency. These are : i. empowerment and accountability. Transparency : ITC believes that transparency means explaining Company's policies and actions to those to whom it has responsibilities. as well as the conduct of its business in a manner that will bear scrutiny. and This freedom of management should be exercised within a framework of effective accountability. as well as to ensure that the Company fulfils its obligations and responsibilities to its other stakeholders. Cornerstones From the above definition and core principles of Corporate Governance emerge the cornerstones of ITC's governance philosophy. 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. Internally. are protected. 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. This belief therefore casts a responsibility of trusteeship on the Company's Board of Directors. They are to act as trustees to protect and enhance shareholder value. that the rights of all shareholders. control and ethical corporate citizenship. but is used with care and responsibility to meet stakeholder aspirations and societal expectations. namely those of the shareholders. ITC believes that any meaningful policy on Corporate Governance must provide empowerment to the executive management of the Company. Trusteeship : ITC believes that large corporations like itself have both a social and economic purpose. namely trusteeship. Therefore transparency must lead to maximum appropriate disclosures without jeopardising the Company's strategic interests. Empowerment and Accountability : . other providers of capital.ITC's Corporate Governance initiative is based on two core principles. namely. business associates and employees. They represent a coalition of interests. transparency means openness in Company's relationship with its employees. ii. Management must have the executive freedom to drive the enterprise forward without undue restraints.
regardless of nationality. Policy ITC upholds international human rights standards. implementation and updation. ITC believes that empowerment is a process of actualising the potential of its employees. and the management is accountable to the Board of Directors. Policy on Human Rights ITC believes that all its employees must live with social and economic dignity and freedom. does not condone human rights abuses. ITC Ltd. 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. Control should prevent misuse of power.Empowerment is an essential concomitant of ITC's first core principle of governance that management must have the freedom to drive the enterprise forward. gender. Empowerment unleashes creativity and innovation throughout the organisation by truly vesting decisionmaking powers at the most appropriate levels in the organisational hierarchy. provides an impetus to performance and improves effectiveness. thereby enhancing shareholder value. We believe that empowerment. . race. and ensure that business risks are pre-emptively and effectively managed. economic status or religion. 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. as well as in their external relationships. and creates and nurtures a working environment where human rights are respected without prejudice. both internally within the organisation. facilitate timely management response to change.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. combined with accountability. Ethical Corporate Citizenship : ITC believes that corporations like itself have a responsibility to set exemplary standards of ethical behaviour. ITC believes that the Board of Directors are accountable to the shareholders. We believe that unethical behaviour corrupts organisational culture and undermines stakeholder value. Implementation The Corporate Human Resources function of ITC is responsible for the Human Rights Policy design.
gender. Common values relating to human rights performance are shared across this supply chain. promotes diversity and offers equality of opportunity to all employees. technology.Monitoring&Audit The assessment procedures for different constituents of this policy are defined against each specific policy. Consideration of Human Rights Impacts Across the Supply Chain As a large and multi-product enterprise whose products are benchmarked nationally and internationally. Policy ITC's approach to its human resources is premised on the fundamental belief in fostering meritocracy in the organisation which. The policy framework for such entities is enunciated separately in 'Policy to Ensure Respect for Human Rights across the Supply Chain'. ITC's main supply chains can be grouped as follows: 1. religion. ITC does not engage in or support direct or indirect discrimination in recruitment. A substantial part of the supply chain is therefore internal through strategic backward linkages. disability. or union organization or minority group. 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. marital status or affiliation with a political. Being a major agri-based company. compensation. A very small proportion of ITC's business consists of supply chains comprising local vendors and suppliers. age. religious. A discrimination-free workplace for employees provides the environment in which diverse talents can bloom and be nurtured. pari passu. promotion. ITC's major businesses are vertically integrated across several Divisions. race. access to training. termination or retirement based on caste. 3. 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. 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. ancestry. colour. the agriculture sector is a major supplier of inputs for its operations. For all its operations. . The bulk of agricultural commodities are procured from state controlled trading platforms and the open market.
Customer Focus We are always customer focused and will deliver what the customer needs in terms of value. highperformance organisation which creates value for all its stakeholders: Trusteeship As professional managers. The custodian of this policy is the head of each operational unit and Divisional Chief Executives of the respective business. we are conscious that ITC has been given to us in "trust" by all our stakeholders.Implementation The policy is communicated to all employees through induction programmes. quality and satisfaction. We will actualise stakeholder value and interest on a long term sustainable basis. 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. 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. ITC's complaints resolution procedure is premised on the freedom of employees to approach higher officials beyond his/her immediate superior. policy manuals and intranet portals. 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. Respect For People . For the unionised employees.
create and experiment in pursuit of opportunities and achieve leadership through teamwork. We will strive for excellence in whatever we do. Innovation We will constantly pursue newer and better processes. We want individuals to dream. 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. 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. 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. In pursuit of our goals. Excellence We do what is right. value differences. services and management practices. does not condone human rights abuses. economic status or religion. Implementation . regardless of nationality. gender. and creates and nurtures a working environment where human rights are respected without prejudice. Policy ITC upholds international human rights standards.We are result oriented. In the management of its businesses and operations therefore. Nation Orientation We are aware of our responsibility to generate economic value for the Nation. do it well and win. products. setting high performance standards for ourselves as individuals and teams. We will simultaneously respect and value people and uphold humanness and human dignity. race.
implementation and updation. ITC's main supply chains can be grouped as follows: 1. The policy framework for such entities is enunciated separately in 'Policy to Ensure Respect for Human Rights across the Supply Chain' Policy to Ensure Respect for Human Rights Policy across the Supply Chain . 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. The bulk of agricultural commodities are procured from state controlled trading platforms and the open market. 2. 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. Monitoring & Audit The assessment procedures for different constituents of this policy are defined against each specific policy. the agriculture sector is a major supplier of inputs for its operations. technology. A substantial part of the supply chain is therefore internal through strategic backward linkages. Being a major agri-based company.The Corporate Human Resources function of ITC is responsible for the Human Rights Policy design. Consideration of Human Rights Impacts Across the Supply Chain As a large and multi-product enterprise whose products are benchmarked nationally and internationally. For all its operations. A very small proportion of ITC's business consists of supply chains comprising local vendors and suppliers. ITC's major businesses are vertically integrated across several Divisions. Common values relating to human rights performance are shared across this supply chain. 3.
and externally by the HR personnel of concerned units to vendors/suppliers. it expects its business partners to establish a human rights compliant business environment at the workplace. are shared across the entire supply chain because ITC is committed to the importance of a socially responsible and accountable supply chain. relating to human rights performance. promotes diversity and offers equality of opportunity to all employees.ITC provides products and services of superior quality and value by sourcing its technologies. ITC does not engage in or support direct or indirect . Policy to Prevent Discrimination at Workplace ITC acknowledges that every individual brings a different and unique set of perspectives and capabilities to the team. Implementation The responsibility for implementation of this policy rests with the Divisional Chief Executive of the concerned business and the Unit Manager. equipment and inputs from reputed international and Indian manufacturers and suppliers. Monitoring & Audit ITC has established a policy intent for mapping/monitoring progress and performance of existing and potential vendors/suppliers on human rights performance. Likewise. pari passu. Policy ITC's approach to its human resources is premised on the fundamental belief in fostering meritocracy in the organisation which. Common values. Policy ITC nurtures an internal working environment which respects human rights without prejudice. 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. The policy is communicated internally through policy manuals and intranet portals.
Implementation The policy is communicated to all employees through induction programmes. 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. For the unionised employees.discrimination in recruitment. marital status or affiliation with a political. gender. religion. age. Adhering to these . policy manuals and intranet portals. The custodian of this policy is the head of each operational unit and Divisional Chief Executives of the respective business. Policy on Freedom of Association ITC's culture is characterized by cooperative relationships and high employee involvement that relies on building partnerships and interdependence. termination or retirement based on caste. ITC's complaints resolution procedure is premised on the freedom of employees to approach higher officials beyond his/her immediate superior. ancestry. access to training. religious. 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. disability. promotion. or union organization or minority group. race. compensation. colour. The Corporate Human Resources function conducts non-discrimination reviews annually on a sample basis with unit heads and through on-site assessments.
independent from supervision by the management. Policy Prohibiting Child Labour and Preventing Forced Labour from Workplace . Compliance with the Policy is regularly monitored by Divisional and Corporate HR.principles has helped build. The custodian of this policy is the HR head of each operational unit who reports directly to Unit Head on such issues. Policy ITC respects the employees' right to organize themselves into interest groups as initiatives of the workers. 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. In keeping with the spirit of this Policy. collective bargaining agreements and minutes from worker meetings. Implementation The policy is communicated to all employees through induction programmes. including means for filing of grievances. employees are not discriminated against for exercising this right.
No employee is made to work against his/her will or work as bonded/forced labour.The foundation of ITC's "No Child or Forced Labour policy" is based on the Company's commitment to find practical. policy manuals and intranet portals. 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. Policy on Information and Consultation on Changes . Audit and assessment is undertaken annually by Corporate Internal Audit and the Environment. 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. 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. ITC prohibits the use of forced or compulsory labour at all its units. For the unionised employees. Occupation Health and Safety function. It thus endorses the need for appropriate initiatives to progressively eliminate these abuses. including age. are maintained at all units and are open to verification by any authorized personnel or relevant statutory body. 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. Employment contracts and other records documenting all relevant details of the employees. meaningful and culturally appropriate responses to support the elimination of such labour practices. Monitoring & Audit Sample checks of the records are undertaken annually by Corporate Human Resources function. or subject to corporal punishment or coercion of any type related to work. Policy ITC does not employ any person below the age of eighteen years in the workplace.
Policy All major changes in operations involving work processes. Monitoring & Auditing Compliance with the Policy is regularly monitored by the Unit Head. with the management. . Implementation Business plans are shared with employees at all units through a series of formal communication meetings. manning norms and other productivity linked issues are carried out after discussions with the employees and the recognized unions at each location. Unionised employees at the concerned units are informed of all major changes well in advance through their representatives. and through the intranet portals. The Policy is actualised through consultative meetings with representatives of employees.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. if any. The employees are given enough time to consider the implications of change and an opportunity to discuss their apprehensions. 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. culminating in joint minutes/agreements. 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.
with the objectives of reducing the stigma of HIV/AIDS. 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. 3. 2. or . Non-discrimination The Company will not discriminate against any employee infected by HIV/AIDS with regard to promotions. i. non-sexual contact in the normal work setting. Safe and Healthy Workplace The Company is committed to providing a safe and healthy workplace to all its employees. of the Company's commitment to specific programmes and actions in response to the HIV epidemic. in which case reasonable alternative working arrangements will be made. 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. encouraging safe behaviour and improving understanding of treatment. in particular. 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. at a minimum. These policy guidelines on HIV/AIDS are an endorsement of this commitment and. accurate and the latest information about risk reduction strategies in their personal lives. training and other privileges and benefits as applicable to all employees.HIV/AIDS: Policy Guidelines Background ITC is committed to providing a safe and healthy work environment to all its employees. Policy Guidelines Compliance The Company's policies on HIV/AIDS with regard to its employees will. It is the Company's objective that employees will have access to health services to prevent and manage HIV/AIDS. Prevention through Awareness The Company will provide to all its employees sensitive. 1.
and progressively in the offshore global markets. and questions about HIV tests already taken. ITC. which is 'to sustain ITC's position as one of India's most valuable corporations through world-class performance. ITC's Mission is 'to enhance the wealth generating capability of the enterprise in a globalising environment delivering superior and sustainable stakeholder value'. will be kept strictly confidential. Information on clinical diagnosis of an employees' status in terms of his/her HIV/AIDS status if advised to the Company. 2. Confidentiality Voluntary testing for HIV/AIDS when requested for by the employee. in which case the employee will be assisted to rehabilitate himself/herself outside the Company. The Company will not make pre-employment HIV/AIDS screening mandatory as part of its fitness to work assessment. as a premier 'Indian' enterprise. Management Approach Policy: The Company's commitment in the area of economic performance is encapsulated in its Vision statement. creating growing value for the Indian economy and the Company's stakeholders'. HIV/AIDS test will not be part of the annual health check-ups unless specifically requested for by an employee.• The employee is incapacitated to perform his/her duties and is declared medically unfit by a medical doctor. There will no obligation on the part of the employees to inform the Company about their clinical status in relation to HIV/AIDS. will be carried out by private or community health services and not at the workplace. 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. ii. Screening of this kind refers to direct methods (HIV testing). iii. indirect methods (assessment of risk behaviour). consciously exercises the strategic choice of contributing to and securing the competitiveness of the entire value chain of which it is a .
The Company has consistently achieved a ROCE well in excess of its cost of capital. opportunities. etc. at all times • Amongst listed companies in the private sector. Please refer to the 'Report of the Directors and Management Discussion and Analysis' section of the Report and Accounts 2006 (available on itcportal. ITC ranked 4th in terms of Gross Turnover and 3rd in terms of pre-tax profits for the financial year ended 31st March 2006. This philosophy has shaped the Company's approach to business into 'a commitment beyond the market'. pertaining to each of the Company's businesses (available at www. 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. as at 31st March 2006. Of the Rs.325 crores of 'value added' by the Company during the financial year ended 31st March 2006.com).itcportal.part. The Company ranked 6th by market capitalisation amongst listed private sector companies in the country. key challenges.com) for a detailed discussion on the Company's market standing in each of the business segments. 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 business environment. . 74% represented Contribution to the Exchequer.10.
ITC Ltd. GHAZIABAD UTTAR PRADESH INDIA .
it is his ability to turn the perceptions capabilities. so far. Globalization will not only significantly heighten business risks. Over the years. specialty papers and paperboards. It is instrumental in making India succeed in the global cigarette tobacco market.000 shares holders. Mysore is the gateway to cigarette tobacco in the state of Karnataka.techniques and the enterprising sprit of the . ITC has evolved from a single product company to a multi-business corporation. His track record. the biggest agro-commercial center for tobacco. in the resultant competitive context. It employees 12.50. has pioneered the cultivation and development of cigarette tobacco in India. India's economic scenario has begun to alter radically. packaging. Since the commencement of the liberalization process. packaging. hotels.8billion. Each of these businesses is vastly different from the others in its type. ITC's governance policy recognizes the challenge of this new business reality in India. 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. paper and paperboards and international commodities trading. ranging from cigarettes and tobacco to hotels. and nearly1. Sustaining ILTD” leadership in the leaf business by combining the virtues of tradition with modernity. and delivering goods and services efficiently with a personal touch. stands testimony to this recognition and the future will be no different. in the state of Andhra Pradesh. Equally. the state of its Evolution and the basic nature of its activity.ITC limited is one of the top three private sector companies in India.000 employees at over 60 locations across India. ITLD give one key to superior business performance. ITC-ILTD is head quartered (HQ) at Guntur. ITLD give adoption of contemporary Agro. Tobacco & it’s processing ITLD is controlling from tobacco seed to finally tobacco. but will Also compel Indian companies to adopt international norms of transparency and good Governance. It has also spin off its information technology (I. It has also entered into the life style retailing business with the lunch of the “wills sports” range of relaxed wear. freedom of executive management and its ability to respond to the dynamics of a fast changing business environment will be the new success factors. all of which influence the choice of the form of Governance.T) business into a wholly owned subsidiary to more aggressively pursue emerging opportunities. Indian leafs Tobacco Development (ILTD) division The leaf & tobacco arm of ITC Ltd. ITC has a market capitalization of around US $ 4 billion and a turnover of over US $ 1. It is a market leader in India in Cigarettes & Tobacco. and relationships of our people into the building blocks of the organization. For over 9 decades. Its businesses are spread over a wide spectrum.
and other is secondary process which includes final packing of cigarettes and lots etc. Tobacco cultivation in India is spread over a large geographical area covering a wide range of Soils.000 hectares land under Tobacco cultivation.Kg of finishes produce (Tobacco). It is no surprise that they enjoy ISO9002 and ISO14001 accreditations. Chirala supply leaf all the production units of ILTD in 200kg size pack. India is recognized as an ideal source for a variety of tobacco. Chirala unit is first unit in India who has received the “Coveted Social Accountability Standard Certification (SA 8000). which he received from his GLT unit chirala. offering sustainable quality produce at competitive prices through out the Year. Production division of ILTD . which we discussed later. One is primary process which includes So many sub processes.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. They are fully automated with the latest equipment to process and deliver 100 million Kg’s of high quality tobacco every year. After that he cut it into 30 cut and per inch length 140 cuts per inch length respectively through cottoned rolled squire (CRS). After the processing of cutting leaf he possesses through drying process and these times tobaccos have up to 15% moisturizer. First of all production unit cuts 200kg.00. Production process of cigarettes: The production of cigarettes in ILTD two major process. This unit” ware housing facilities are benchmarked to international standard for hygiene and infestation control. Primary process of cigarettes: Under this process ILTD start from the leaf cutting. Before passes secondary proem both type of cutting result [Leaf and stems] is mixed up.tobacco farmer have led to India being aknow-ledged as one of the most important tobacco producing countries in the world. The tobacco carmines and stems are then cooled and stacked in bins-ready to be rolled into cigarettes. 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 . Andhra Pradesh and Karnataka are the Prime cigarette type tobacco growing regions with 4. When tobacco is cooled then he is passed into secondary proem.chirala with 3 processing lines and antipathy with 1 processing line. Topical climate Coupled with two monsoons facilitates the Indian farmer to grow tobacco throughout the gear.The southern states of India. ILTD have large wear housing capacity to stock around 100 M. Production unit start from there point. each growing area producing a unique style of tobacco .
name and his length are as follows: -. These all four-production division is producing billion cigarettes per year.P) 3. Saharanpur (U. S.B). And his share of total sales is % appox.P) . There office is situated are as follows1. It maintains supply of cigarette all over India. Brand. 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. Brand. Delhi (Capital Marking office) 4. Jalandar (Punjab) 2. Saharanpur (U. name and his length are as follows: -.)& Kolkatta (W.P.India leaf tobacco development (ILTD) is a major department of ITC which have four major production division across the country such as Bang lore. 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 Marketing Division ILTD have four marketing office for maintaining advertising and promotined activities. Kanpur (U. (Karnataka) munger (Bihar). Wills is most valuable brand of ITC Ltd.No.
distribution and servicing. It has been India “single largest integrated sources of quality tobacco for customer” in 37 countries over the last 6 decades. Working Area of ITC Ltd ITC is now a day’s doing eight (8) major area of production. Life style retailing G. Then begins the one rouse task of giving shape to the cut tobacco and dressing it up in cigarette paper. The processed tobacco is spread every on cigarette paper from roll that is anywhere from 4000 to 6000 meters in length. double length filters are inserted between every two cigarette and cut in half with a strong blade. Hotels. After storage for a few hours these are taken to the packers machine. Then some thing like a long pencil is formed. which pack the cigarettes sticks into pack of 10’s and 20’s.Secondary process of cigarette production After making tobacco by primary process. Packaging D. Group Companies etc A.ITC buys nearly 50% of all cigarettes types tobacco grown in India. Paper board & Specialty paper E. C. After that. B. This pencil of tobacco column rolled into cigarette paper is then cut into predermined sections depending on the length of the cigarette. The cigarettes get collected in aluminum trays which are then stored under controlled conditions of temperature and humidity. Cigarettes and Tobacco. Cigarettes and Tobacco: . these are as followsA. Information Technology (IT) F. Processing and . ITC’s Comprehensive and sophist6icated R&D facilities cover all aspects of cultivation. Agro-Exports H.
VII. IX.one is munger (Bihar) and other is Tiruvottiyar hear chennai.packaging.ITC entered into hotels field in 1975. V. II. with a manufacturing capacity of over 2. Paper Board & Specialty paper: .friendly papers (c). III. Flip top boxes. Shells and slides. ITC have 46 hotels across 42 destination all over India. B. D. ITC is one of the world” most modern and contemn porary manufactures of packaging (paper board) boards.000 tones par year (1) packaging board coasted folding box boards. VI. Printing & Writing papers (b). 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. Photo copier papers. ITC to process and deliver 100 million Kgs of high quality tobacco par Annam. liquid packaging board (2) cast coated papers and boards. Packaging: . to how new strategic & operational synergies. solid bleached sulphates board. The division also produced quality(a). . IV. Hotels: . Eco.ITC has now integrates sits paperboard & specialty paper business into its newly created (PSPD). VIII.00. white unit chipboard.ITC also producing packaging items likeI. He is giving best hospitality services in some field. Car board outers. ITC also co-operates with government agencies to develop new varieties of tobacco and to develop new areas for tobacco cultivation. C.
decorative laminates. tipping base. Life style retelling: . F. plug Wray. printed tipping papers and metailising base. It have 48 retail out across 38 cites in the country. t-shirts & denims. with a diversified product.ITC also manufacturing ready made garments range of international quality of relaxed wear under the brand name “wills sport”. 2002 under brand name “ the classes collection”. It also lunches in Nov. Paper boards 5. . International Trading Etc. Hoteliering 3. 1. Specialty papers 6. 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. Information Technology (IT): . Packaging 4. packaging and carbonizing. Recently he also lunched another brand name “john players” offers complete range of contemn porary men’s wear. They are also used for fire printing. Electrical equipment. Range ITC’s specialty paper are used in the manufacturer of cigarettes. 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. It currently offers a comprehensive range of cigarette Tissues. fire works and automotive factory filters.ITC is the premier manufacturer of specialty paper in India. Trousers. FMCG 2.like shirts.Specialty paper:. The division pioneered the manufacturer of specialty paper for Indian cigarette industry in 1949.
c).ITC international business division (IBD) is doing Exports activities of Agriculture products and processed foods Etc. 10. Coffee. Some of its major societal activation for the welfare of different section of society is as followsa. H.Main group companiesa).G. Agro-Exports: . 9. 2. US and Another European countries1. Black pepper 12. b). Wheat. Sesame Seeds. Soya meal. he exports following items to UK. International travel house d). Aqua products. Environment. 7. ITC Hotels. 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. Peanuts. Surya Nepal private limited. Processed & frozen fruits & vegetables. 8. Rice 6. Land base Associate companies -ITC filtrona. 11. Group Companies: . health & safety (EHS) .
As a responsible corporate citizen. Supporting sustainable development a. Protecting the environment. c. and safety.b. b. health & Safety (EHS): . Prashanna patra award.As a socially responsible corporate citizen. ITC accords the highest priority to environment. Preserving National Heritage: . Preserving national heritage. Besides working for the protection and enrichment of the environment and over all social development. Excellence in pollution control management. The golden peacock environment management award.such asISO 14000 Sword of honour Royal society of prevention of accidents awards. d. The corporate Environment award. Reaching out to society c. Reaching out to society: . occupational health. National safety awards. It is a relegations of ITC” high EHS standards that lit has been the recipient of several National and international awards. Education. Community development.As a responsible corporate citizen. ITC . culture and education. It is committed to protecting the environment in which it operates. National Award for excellence in energy conservation. Envoirment. It is equally committed to ensuring very high standard of safety at the work place. ITC promotes art.
(Managers) Middleman Managers. Skilled Workers. Managers) Junior Managers. theatre. Semi Skilled Workers.(Asst. Highly Skilled Workers. are and cuisine GRADES FOR MANAGERS Senior Managers. Hierarchy of this organization is as follows: Unit Head (Managing Director) . ORGANISATION STRUCTURE / HIERARCHY ITC a world leading electric company works as a Team System.Endeavors to creates value for the Indian society in multiple ways. one of them being Preservation of India” rich culture heritage ITC has made significant contribution to the Promotion of Indian classical music. (Executives) GRADES FOR WORKERS Unskilled Workers.
L.T. The Company celebrated its 16th birthday on August 24. and the name of the Company was changed to I. Hotels. Its beginnings were humble. Packaging. Nehru Road) Kolkata. A leased office on Radha Bazar Lane. This decision of the Company was historic in more ways than one. which came up on that plot of land two years later. In recognition of the Company's multi-business portfolio encompassing a wide range of businesses .Cigarettes & Tobacco.Functional Heads (General Managers) Departmental Heads (Managers) Section In charge (Asst. Managers) Supervisors (Executives) Workers History ITC was incorporated on August 24. Kolkata. It was to mark the beginning of a long and eventful journey into India's future. Limited in 1974.000. would go on to become one of Kolkata's most venerated landmarks. 'Virginia House'. for the sum of Rs 310. The Company's headquarter building. . Information Technology. (now renamed J. Chowringhee. by purchasing the plot of land situated at 37.C. 1910 under the name of 'Imperial Tobacco Company of India Limited'. was the centre of the Company's existence. 1926. The Company's ownership progressively indianised.
Agri-Exports. productivity. ITC is one of India's foremost private sector companies with a market capitalization of nearly 19505 cr. Hotels. ITC also ranks among India's top 10 `Most Valuable (Company) Brands'. Hotels. 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. Packaging. leadership within ITC is exercised at three levels. The executive management of each business division is vested with . Branded Apparel. The Company now stands rechristened ‘ITC Limited’. Foods.000 people at more than 60 locations across India. is aggressively pursuing emerging opportunities in providing end-to-end IT solutions. fulfill the aspirations of its stakeholders and meet societal expectations. ITC was the first company in India to voluntarily seek a corporate governance rating. 2001. ITC employs over 21. Lifestyle Retailing and Greeting Gifting & Stationery . The strategic management of the Company rests with the Corporate Management Committee comprising the whole time Directors and members drawn from senior management. in a study conducted by Brand Finance and published by the Economic Times. Paperboards. including e-enabled services and business process outsourcing. and a turnover of over is 12369 cr. among India's Most Respected Companies by Business World and among India's Most Valuable Companies by Business Today. The Board of Directors at the apex. Branded Apparel and Greeting Cards.000 shareholders.97. Information Technology. The Company continuously endeavors to enhance its wealth generating capabilities in a globalizing environment to consistently reward more than 3. Packaged Foods & Confectionery. it is rapidly gaining market share even in its nascent businesses of Packaged Foods & Confectionery. Agri-Business. While ITC is an outstanding market leader in its traditional businesses of Cigarettes. safety and environment management systems. carries the responsibility for strategic supervision of the Company. Greeting Cards. Paperboards & Specialty Papers. ITC Infotech India Limited. ITC was the first company in India to voluntarily seek a corporate governance rating. Safety Matches and other FMCG products. ITC's wholly owned Information Technology subsidiary.the full stops in the Company's name were removed effective September 18. as trustee of shareholders. ITC's production facilities and hotels have won numerous national and international awards for quality. Packaging and Agri-Exports. Personal Care. ITC has a diversified presence in Cigarettes. Asia's 'Fab 50' and the World's Most Reputable Companies by Forbes magazine. ITC is rated among the World's Best Big Companies.Paperboards & Specialty Papers.
This three-tiered interlinked leadership process creates a wholesome balance between the need for focus and executive freedom. delivering superior and sustainable Stakeholder value SWOT Analysis The following point shows the internal and external factors affecting the market opportunities for ITC. Another opportunity is that the income of consumers is high enabling them to be less price sensitive. and the continuous efforts by their research and development to research trends in the industry and to be creative in exploiting those trends. Some possible opportunities noted in the SWOT analysis are the growing markets for specialized ethnic foods and healthier food products. and convenience is becoming evermore important not only to the United States but to many countries around the world. . and the need for supervision and control. 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 Divisional Management Committee (DMC). a global marketing realm. Vision Sustain ITC’s position as one of India’s most valuable Corporation through world class performance. headed by the Chief Executive. Each DMC is responsible for and totally focused on the management of its assigned business. a competitive product line. This SWOT analysis also shows ITC internal strengths such as their experienced management team.
• Economic Weaknesses • Management Large size may lead to conflicting interests • Product Line New one calorie products have no existing customer base. A few of the threats ITC must stay aware of are the ease of replicability of its product line. tastes good. a few weaknesses lie in the fact that the company is so large and could possibly lose focus or have internal conflict problems. STRENGTHS • Management Experienced. and convenient Diverse and global awareness International.S. generic brands can make similar product – cheaper . diverse positions • Manufacturing • Research & Development • Consumer/Social • Competitive markets Huge market in the healthy products and growing market for specialized foods for ethnic groups Distinctive name. high sale growth. product and packaging in with regards to its • Technological Internet promotion such as banner ads and keywords can increase their sales.Although ITC has many strengths. the almost pure competition in pricing for its products. diverse positions High sales revenue. large capital base Low costs and liabilities due to outsourcing of bottling Continuous efforts to research trends an reinforce creativity • International. broad base of interests and knowledge • Product Line • Marketing • Personnel Unique. convenience is important to U. and the quickness of technological advances causing existing products to be no longer the most advanced. and more computerized manufacturing and ordering processes can increase their efficiency Consumer income is high. competitive price. more tend to eat out.
• Marketing • Personnel • Finance May lose focus. intrapreneuralship may not be welcomed More expensive products than Hul. • Research & Development • Consumer/Social • Competitive May concentrate too much on existing products. possible trouble staying focused High expenses may have trouble balancing cash-flows of such a large operation. almost pure competition Opportunities . and must constantly update products or other competitors will be more advanced Very elastic demand. constant replicability by competitors • Technological • Economic Computer breakdowns. may not be segmented enough Possible conflicts due to so many people. viruses and hackers can reduce efficiency. Such a high price may limit lower income families from buying an ITC product Not entirely patentable.
• • • • • Expected 30% CAGR in organized market to result in better footfall and conversion rates. Impact of slowdown in consumer spends to be felt in FMCG market. Entry into Tier 2 and Tier 3 cities. . Threats • • • Employee shortage and attrition due to rapid growth in the holl market . An opportunity to diversify its operations in e-retailing. Collaboration with foreign players because of a national brand. Opening up of economy for free entry of foreign players. As big company of India can go globally.
We have constantly strived to meaningfully blend our social responsibilities with business competitiveness. must commit ourselves to but a crying need that we cannot afford to neglect any longer. You are indeed aware of the enormous importance of our rural engagement in the future growth of your Company. If those who are better off do not act in a more socially responsible manner. in Indian Business and Industry. It will have to be yours too and I seek your partnership in making a success of this giant national enterprise. "Indian industry must rise to the challenge of making our growth processes both efficient and inclusive. Therefore. He said. the growing inequity in sharing the fruits of success is indeed a millstone that impedes the nation's true potential. so that we can continue to create . 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. it is in the enlightened selfinterest of business to engage constructively in enlarging its contribution to the broader social and environmental agenda.A SOCIAL CHARTER FOR BUSINESS Few weeks ago. our growth process may be at risk. the Hon'ble Prime Minister's clarion call is not only a responsibility that we. By the Y C Deveshwar mind. This is our endeavor in Government. our polity may become anarchic and our society may get further divided." Unquote. I invite corporate India to be a partner in making ours a more humane and just society. 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. and I quote. 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. While we can justifiably be proud of India's stellar performance in GDP growth. Business Corporations draw heavily on societal resources.
it is not necessary that high growth rates alone will ensure social equity. the Policy and Institutional Framework.be it Government or Responsible Business . However.400 choupals transforming the lives of over 3. Your Company's Integrated Watershed Development programmes in rural areas cover nearly 27. Surely. ALIGNING FORCES OF FRANCHISE Given the power of consumer franchise. We recognize that this is the path we must pursue to ensure sustainable and inclusive growth . It is true that sustained high rates of GDP growth is one of the surest ways of creating livelihoods for the disadvantaged. ITC's initiatives to provide opportunities for non-farm incomes through economic empowerment of women. 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. 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. This year.a philosophy that is central to the vision articulated by Prime Minister's Social Charter for Business.can hope to accomplish in isolation. We have indeed been 'practitioners' of this vision for many years now.000 hectares providing over 28 million person days of employment among the disadvantaged.500 villages in 9 States of India. It gives me immense satisfaction that your Company has executed. As a nation.000 hectares providing critical irrigation to water stressed areas. In the process.000 villages in the not too distant future.000 hectares. The Social and Farm Forestry Programme of ITC covers 65. Let me briefly elaborate on some of these enablers: First. In fact. on a substantial scale. it is not a task that any single segment of society . Company's pioneering e-Choupal initiative today comprises 6. there is a danger that competitive pressures may not actually lead to development and growth in areas that need it the most. we have also forged a milestone partnership with the Government of Rajasthan for an integrated watershed development project covering 5. 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. 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.5 million farmers in 38. ITC Ltd. . if such growth impulses do not envision or contain conscious efforts to enhance social value.shareholder value even as we enhance the benefits that accrue to rural communities. we have also helped sequester over 2. supplementary education and integrated animal husbandry services continue to make significant strides in rural empowerment. We hope to reach out to 10 million farmers in 100.
In enlarging the Company's contribution by giving preference to vendors with a strong CSR and Sustainability orientation. Third. The Trust marks need to be administered by a reputed and independent body or bodies. will stand for the positive impact a company has made on the environment and the society. In moving towards voluntary disclosure of Triple Bottom Line performance in the Company's Annual Reports. based on the extent of the individual company's involvement in creating societal capital. crafted on sound scientific and market principles. A major impetus can emerge out of Government's consideration to extend fiscal and financial concessions. An institutional framework and appropriate guidelines can be created by a Government-Industry partnership to provide organizational support and credibility. . In making a strong effort to attain the CSR Sustainability Trust marks. The Trust marks could also be supplemented with Ratings. not listed on Indian bourses. This would provide a tremendous reputation asset and incentives CSR significantly. the role of Industry: In championing a sincere commitment to a Vision that embraces contribution to Society as a key component of business strategy. would also want to make such public disclosures and demonstrate their contribution to the Indian Society. I would suggest that Government support the development of a 'CSR Sustainability Trust mark'. or a series of Trust marks defined by Industry segments. the role of Investors. verified by independent reputed third party organizations. Second. these Trust marks. In strengthening reporting on Sustainability based on guidelines such as the Global Reporting Initiative. and displaying the same on their products and services. Market participants would need an effective tool to make an informed choice in favour of a Responsible Corporation. In encouraging Modern Retail outlets to develop special sections that display and sell products with Trust marks. and will be valued by stakeholders in equal measure to the established practices of financial reporting. 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. In developing a model code of responsible conduct by Industry bodies and associations for its members. I envisage a future where Sustainability Reporting will form an integral part of a firm's public disclosures. priority clearance and other incentives to organizations that attain sustained high ratings. much like the financial rating agencies. I am sure that the Indian operations of multinationals. In providing support to the creation of Awards that recognize outstanding Sustainability Performance. Government and its agencies could also give purchase preferences to suppliers with highly rated Trust marks. Voluntary in nature.
while seeking to maximise returns from their portfolio holdings. The ABN Amro Bank launched a Sustainable Development Fund as India's first Socially Responsible Investing Fund. They could also promote awareness amongst constituents to support products and services of companies with higher Sustainability ratings. the Media. Investors play a critical role in encouraging social accountability in corporate behavior. based on a rigorous process of selection. One of the major initiatives of the CII-ITC Centre is to recognize excellence in Sustainability practices by presenting Awards to industry. The Institute of Chartered Accountants of India is also reported to be working on developing a similar evaluation. It is my strong belief that by aligning such powerful forces. The Centre endeavors to bring about transformational change in Indian businesses by providing thought leadership. Individual investors. . Consumer awareness will benefit immensely if civil society organizations and consumer bodies actively advocate the usage of Trust marks. the role of Civil Society organizations. ITC has been instrumental in setting up the CII-ITC Centre of Excellence for Sustainable Development. we will see the emergence of a new consciousness where CSR will transcend from corporate philanthropy to a competitive value proposition. Globally. Domini 400 Social Index and others to guide investment decisions. promoting awareness and building capacity. These funds have already channeled large amount of investors' savings into companies that have high social brand capital. And finally. Fourth. but also to inspire others to follow. as one of the most powerful forces of shaping public opinion. Recently CRISIL. which is a unique institution that seeks to address the void in developing requisite capability on Sustainability issues among Indian industry. can make a multi-dimensional contribution in this direction. FTSE4Good. These funds rely on Sustainability Indices such as Dow Jones Sustainability World Index. S&P and KLD have announced that they would develop an Environmental. India has witnessed some welcome developments in this direction in recent years. there are today hundreds of funds that invest in socially responsible enterprises. Banks and Financial Institutions could ask for voluntary disclosures and factor the rating in their lending evaluations. and design elements in their curriculum to groom citizens of tomorrow as enlightened consumers. Social and Corporate Governance (ESG) Index of Indian companies. This attempt to recognize outstanding Sustainability initiatives is designed not only to celebrate individual corporate action. could exercise a powerful choice for companies with high Triple Bottom Line performance. Schools and educational institutions could also promote awareness on responsible corporate behavior and its association with the Trust mark ratings on products and services.
more and more companies will respond to the appeal made by the Hon'ble Prime Minister to forge partnerships for social action. The directors. and achieve growth with efficiency and inclusively. We believe this organisation has been handed to us by the various stakeholders in "trust" and we as professionals are the "trustees" of these stakeholders. the practice of good corporate citizenship is a prerequisite and embraces the following: Dealing with People in the Organisation . 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. This Code forms an integral part of the Company’s Governance Policy. It is also our belief that in order to serve the interests of our stakeholders in perpetuity. senior management and employees must adhere to the Corporate Governance Policy of the Company. Philosophy ITC is a professionally managed organisation and the core value underlying our corporate philosophy is "trusteeship". We recognise society as an important stakeholder in this enterprise and therefore it is part of our responsibility to practise good corporate citizenship. Making markets work for CSR will indeed provide the compelling foundation for such initiatives. It is therefore our responsibility to ensure that the organisation is managed in a manner that protects and furthers the interests of our stakeholders. Good Corporate Citizenship In the conduct of the Company’s business. we must build ITC into an institution whose dynamism and vitality are anchored in its core value. responsibilities and authorities of the key entities in the governance structure of the Company.ITC convinced that in today's enlightened India.
senior management and employees shall uphold the values which are at the core of our HR Philosophy . ITC is committed to a gender friendly workplace. It seeks to enhance equal opportunities for men and women. self respect and human dignity.trust. In selection and recruitment. The Company cannot accept practices which are unlawful or may be damaging to its reputation. directors. prevent/stop/redress sexual harassment at the workplace and institute good employment practices.In dealing with each other. Divisional . teamwork. managers will scrupulously consider all factors that go towards securing the interests of the Company. remuneration and rewards. a demand or request for sexual favours. Relationships with Suppliers and Customers All directors. the Company’s interests are never compromised. Sexual harassment includes unwelcome sexually determined behaviour such as: unwelcome physical contact. sexually coloured remarks. wherever required. ITC maintains an open door for reportees. demonstrates and promotes professional behaviour and respectful treatment of all employees. showing pornography and any other unwelcome physical. ITC demands. mutuality and collaboration. ITC will focus on meritocracy. appraisals. Accepting gifts and presents of more than a nominal value. A committee has been constituted to enquire into complaints and to recommend appropriate action. encourages employees to report any harassment concerns and is responsive to employee complaints about harassment or other unwelcome and offensive conduct. A Gender Friendly Workplace As a good corporate citizen. these values form the basis of our HR management systems and processes. objectivity. equity and upholding of Company values in all people processes including performance management systems. while meritocracy will be a prime criterion. Ensuring legal and regulatory compliance is the responsibility of the Chief Executives of the Businesses and the Divisional Management Committees. verbal or non-verbal conduct of a sexual nature. 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. senior management and employees shall ensure that in their dealings with suppliers and customers. Indeed. Legal Compliance It is the Company’s policy to comply fully with all applicable laws and regulations. meritocracy.
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. 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.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. Businesses must establish procedures for assessing the environmental effects of their present and future activities. ITC is committed to provide good physical working conditions and encourages high standards of hygiene and housekeeping. if any. senior management and employees must avoid situations in which their personal interest could conflict with the interest of the Company. 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. the Company’s Legal Department shall be consulted for advice. Such transparency shall be brought about through appropriate policies. Particular attention should be paid to training of employees to increase safety awareness and adoption of safe working methods. In the event the implication of any law is not clear. In addition to complying with applicable laws and regulations. This is an area in which it is impossible to provide comprehensive guidance but the guiding principle is that conflict. or potential conflict must be disclosed to higher management for guidance and action as appropriate. tiered approval . segregation of duties. Health and Safety The Company attaches great importance to a healthy and safe work environment. Transparency and Auditability All directors. They should adopt Best Practices in their environmental policies and procedures. particularly designed to prevent serious or fatal accidents. systems and processes. including as appropriate. Accordingly. They are expected to demonstrate exemplary personal conduct through adherence to the following: Avoidance of Conflict of Interest All directors. Personal Conduct All directors. the Company is committed to Best Practices in environmental matters arising out of its business activities and expects each business to fully demonstrate this commitment.
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. . including the likes of ICICI Bank and Bharti Airtel.Corporate HODs * This Code of Conduct. 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: . and above .mechanism and involvement of more than one manager in key decisions and maintaining supporting records. 2005. as appropriate.Managers at Grade ‘A’ & its equivalent. No information either formally or informally shall be provided to the press. as adopted by the Board of Directors of the Company on 26th March. 10 other Indian firms among world's 50 'Local Dynamos' Going global is not the only trump card for an international recognition'. Protection of Confidential Information No director. Company Facilities No director. It shall be necessary to voluntarily ensure that areas of operation are open to audit and the conduct of activities is totally auditable. care shall be exercised to ensure that costs are reasonable and there is no wastage. 2006 ITC. In the use of Company facilities. was amended on 29th March. senior management or employee must be placed for approval before the Company’s Board of Directors/ Corporate Management Committee. Waivers Any waiver of any provision of this Code of Conduct for a director. other publicity media or any other external agency except within approved policies. 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. As 'many as 11 India companies.Divisional & SBU Chief Executives . have made it to a list of 50 'Local Dynamos' for mastering the dynamics of their domestic markets. senior management and employee shall misuse Company facilities.
Your Company's pioneering e-Choupal initiative today comprises 6. Your Company's initiatives to provide opportunities for nonfarm incomes through economic empowerment of women. over the short to medium term.be it Government or Responsible Business . supplementary education and integrated animal husbandry services continue to make significant strides in rural empowerment. there are indeed cost barriers. that inhibit investments in such socially inclusive initiatives. This year.500 villages in 9 States of India. We hope to reach out to 10 million farmers in 100. it is important to examine how market drivers can creatively facilitate such long-term investments which have larger societal benefits. .5 million farmers in 38. business enterprises would hesitate to raise such investments and commit physical and human resources over a longer term. In the absence of strong fiscal or financial incentives.000 hectares. In fact. However. 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.400 choupals transforming the lives of over 3. if market forces facilitate such investments and returns. Therefore. we have also forged a milestone partnership with the Government of Rajasthan for an integrated watershed development project covering 5. it is not a task that any single segment of society .000 kilotons of Carbon Dioxide as a firm commitment to combating climate change. As a nation. In the process. if such growth impulses do not envision or contain conscious efforts to enhance social value. Corporates will be able to support a much larger social involvement in their business strategies. It is true that sustained high rates of GDP growth is one of the surest ways of creating livelihoods for the disadvantaged.000 hectares providing critical irrigation to water stressed areas. Your Company's Integrated Watershed Development programmes in rural areas cover nearly 27. There is also a significantly large cost involved in implementing value-chains that are socially inclusive. The Social and Farm Forestry Programme of ITC covers 65. While commensurate returns may flow over the longer term. there is a danger that competitive pressures may not actually lead to development and growth in areas that need it the most. we have also helped sequester over 2. it is not necessary that high growth rates alone will ensure social equity.can hope to accomplish in isolation.000 villages in the not too distant future. Surely.000 hectares providing over 28 million person days of employment among the disadvantaged.
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 . Firstly I would like to discuss about HR Practices. 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.INTRODUCTION My research report is entitled “A study of HR Practices in ITC”.
organizational. development. and social objective are accomplished. FEATURES OF HRM Increased competition Emphasis on quality in staff. organizing. maintenance and separation of human resources to the end that individual. compensation. and controlling of the procurement. 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 .INTRODUCTION OF HRM Human resource management is the planning . integration. directing.
Integration of people related issues with business issues. while bringing people related issues to the fore and advocating primacy of business needs. . Human resource management is concerned with the people dimension in management. train and develops members for an organization obviously HRM is concerned with peoples dimension in organizations” HRM: . It is a series of integrated decision that from the employment relationship. MEANING & DEFINITION “HRM is a management function that helps manager’s recruit. developing their skill.It is also a management function concerned with hiring motivating and maintaining people in an organization. acquiring their services. 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. their quality contributes to the ability of the organization and the employees to achieve their objective. select. Creation of flexible work hours/function Creation of a flexible environment to be responsive to market ambience. since every organization is make up of people. as per the need of the dizzily fast packed and changing environment.
skills. qualification and experience. To ensure that all the recruitment are within the manpower budget and as per the laid down policy. The success or failure of an organization is largely dependent on the caliber of the people working therein. 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. The recruited people with required level of skilled and aptitude for learning and growth. In order to achieve the goals and perform the activities of an organization.INTRODUCTION OF RECRUITMENT The human resources are the most important assets of organization. While doing so we have to keep the present as well as future requirements of the organization in mind. Without positive and creative contribution from people. organization can’t progress and prosper. . therefore we need to recruit people with requisite. To proactively and systematically identify the recruitment needs in time.
2. 3. . budget/strength only. • • • Total permanent manpower strength/budget for organization has been All the recruitment has necessarily to be made within the approved Vacancies against the sanctioned budget may arise due to: Retirement Turnover Natural Separation sanctioned by the board of directors.SCOPE: This policy shall apply to all PERMANENT management position in the company including the workmen. time frame and send it to HR department. whenever a vacancy arise. 4. IDENTIFICATION OF VACANT POSITIONS 1. the concerned department has to fill up the prescribed manpower requisition form clearly indication the job description and specification.
RECRUITMENT SOURCES The sources of recruitment may be broadly divided into two categories: internal sources and external sources. the right type of people in the right number.HR PLANNING HRP is the process of forecasting an organization’s future demand for and supply of. HRP is the sub-system in the total organizational planning. HRP facilitates the realization of the company’s objectives by providing the right type and right number of personnel. It is only after this that the HRM department can initiate the recruitment and selection process. personnel planning or employment planning. Organizational planning includes managerial activities that set the company’s objective. HRP is variously called manpower planning. On receipt of the Manpower Requisition (MPR) form HR department will initiate action of sourcing the candidates as under: . 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.
internal notification to HR department through their department. any other reason. • • In order to invite application from internal sources.1. As a matter of policy. the organization will encourage to fill up the vacancies from within the existing people if they are fulfilling the criteria and found . The conditions fulfilling the requirement may apply against other sources : Other sources can be tapped for recruitment only when suitable candidates are mot available internally. notice/circular In case any permanent employee dies in harness due to accident or 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. • 2. Other sources may include the following: • • • • internal data bank local employment exchange advertisement through newspaper Placement agencies. INTERNAL SOURCES: • suitable.
In this method. etc. . working conditions. of course..Methods Of Recruitment The following are the most commonly used method of recruiting people. kindling ambitions and motivating them to take a shot at something they might otherwise never have considered. Internal promotions and transfers certainly allow people greater scope to experiment with their career. status and value and value. 2. HLL even allows its employee to under take career shifts. Hindustan lever introduced its version open job position in early 2002 and over 40 positions have since been filed through the process. It may lead to changes in duties and responsibility. The system. Internal Method Direct Method Indirect Method 1. Promotion involves movement of an employee from a lower level position to higher level position accompanied by changes in duties. JOB POSITION Job position is another way of hiring people from within. the organization publicizes job openings on bulletin boards. responsibilities. INTERNAL METHOD: • PROMOTION AND TRANSFERS: ITC Prefer to fill vacancies through promotion or transfers from within wherever possible. 1. for example from technical position system. works best for young executives who are willing to take risks. 3. electronic media and similar outlets. but not necessarily salary.
applicants can be prescreened. IIMs colleges and universities with a view to pickup job aspirants having a requisite technical of professional skills. In fact. A preliminary screening is done within the campus and the short listed students are then subjected to the reminder of the selection process. Here the recruiter’s visits reputed educational institutions such as IITs. It is a recommendation from a current employee regarding a job applicant. Companies offer rich rewards also to employees whose recommendation are accepted after the routine screening and examining process is over. The logic behind employee referral is that “ it takes one to know one” employee working in the organization in this case. this has become a popular way of recruiting people in the highly competitive information technology industry now a day. are encouraged to recommend the name of their friends working in other organization for a possible vacancy in the near future. most reputed organizations visit regularly and even sponsor certain popular activities with a view to earn goodwill in the job market. . In view of the growing demand for young managers.EMPLOYEE REFERRALS Employee referral means using personal contacts to locate job opportunities. Advantage of this method include: the placement centre helps locate applicants and provides resumes to organization. applicants will not have to be lured away from a current job and lower salary expectation. Direct Method Campus Recruitment It is a method of recruiting by visiting and participating in college campuses and their placement centers.and job offers extended to the suggested candidates. 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.
professionals and technical journals. This method is appropriate when (a) the organization intends to reach a large target group and (b) the organization wants a fairly good no. 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 . compensation package. radio and TV etc. The ad generally gives a brief outline of the job responsibilities. prospects in the organization etc. 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. where applicants are in short supply and employers have no time to go round in search of the best talents.Indirect Method Advertisement This includes advertisement in news papers. trade. these specialists bodies charges hefty professional fees. But. of talented people who are geographically spread out. In recent time this medium became just as colorful lively and imaginative as consumer advertising. Head Hunters 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.
SELECTION PROCEDURE 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 The ratio between the number of vacancy and the number of for test/interview shall be prepared. candidate to be called for test/interview should normally be 1:5.
2. • • •
Depending on the requirement of the job if required, management Short listed application will be send formal letter for appearing test Qualifying criteria for the test will be determined by the
may conduct written/aptitude/psychometric/physical or any other test as deem fit. at least 15 days in advance. management depending on the nature and requirement of the job.
• • • All the candidates short listed for interview will be informed The candidate will be interview by the interview panel. through a formal call letter for attending interview at least 15 days in advance.
• • • •
FINAL SELECTIOM AND APPOINTMENT:
Recommendation of the interview panel will be put up before the MD by Candidates for the officer and above after interviewed by the panel will Selection of candidates will be strictly on the basis of merit. Other things Appointment letter will be issued to the finally selected candidates after
the HR Department for his approval. be finally interview by the MD. being equal local candidate from state of Bihar will be given preference. 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. • 1. candidates. 2. 3. required. Verify the certificates and other credentials. Make necessary reference/antecedents verifications whenever Before letter of appointment is issued to candidates HR department will Check and verify all the personal details furnished by the ensure the following:
5. Joining Formalities:
(a) report and other necessary forms. Employees joining shall first report in the HR department will facilitate in completing the joining formalities such as filling of joining
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 ?
3 - more years 39%
Q2. what are the various sources of recruitment in your Organization? .
Are you satisfied with the recruitment process of your company ? no 32% .Q3.
Q4. Are you satisfied with your organization salary increment Policy ? can't say 30% .
Q5. Are you satisfied with the training procedure given in the Organization ? no 32% .
Q6. Are you getting regular training in your company ? no 32% .
What methods is used for the performance appraisal system in your organization? o forced distribution 17% .Q7.
Q8. Are you satisfied with your promotion activities in your Organization? no 23% .
Does the present performance appraisal system meet your Career advancement? can't say 28% .Q9.
Are you comfortable with the working environment? .10.
.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. 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. Generally ranking method is used in the organization for the performance appraisal system and with the promotion activities. • • • • • Recommendations and suggestions There are the following suggestions being an HR student I would like to give the organization: .• Generally organization appointed the employees through the recommendations that is references even though other sources are there. The employees are satisfied with the recruitment process of the organization. Most of the employees consider that the salary increment policy is good.
Organization should regularly give the increment on the salary so that who are not satisfied they would become also satisfied.• 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. 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. • • • . As the organization is growing faster they should emphasis on the training programs even though their training programs are quite good.
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