 Rolls Royce

 Premium Life Style

 Introduction
Rolls-Royce was a British luxury car and later an aero engine manufacturing
business established in 1904 by the partnership of Charles Rolls and Henry Royce.
Building on Royce's reputation established with his cranes they quickly developed a
reputation for superior engineering by manufacturing the "best car in the world".
The First World War brought them into manufacturing aero engines. Joint development
of jet engines began in 1940 and they entered production.
 Vision
Vision : Better power for a changing world
o Better: we will succeed only by continually raising standards.
o Power: we are a power systems company that develops, sells and services
mission- critical products.
o Changing world: the world around is changing rapidly and the pace of
change is accelerating.

 Mission: “To provide mobility with comfort, style and speed anywhere be it on land,
water or air. To delight customers by providing excellent sales and after sales service.”


 Values
o OUR VALUES :
o We say we are ‘trusted to deliver excellence’, but simply being Rolls-Royce does
not give us the right to make that claim. Trust takes a long time to earn and can be
lost in an instant. Trust: is earned by doing what we say we will. It demands care,
consistency, courage and competence. Trust commits us to high ethical standards
– it is central to who and what we are. Deliver: part of being trusted. We must
deliver on our promises, meeting our customers’ requirements for quality,
delivery, responsiveness and reliability, always recognising that the safety of our
products and our people is paramount. Excellence: if we are trusted, and
we deliver, then we will be regarded as excellent.

Strategy
o We operate in competitive markets. Our competitors are well-funded, ambitious
and full of smart people. Our strategy will enable us to win by focusing
on three powerful themes: customer; innovation and profitable growth.

 Recruitment
o Application Applicants are required to submit their application online. The form is
quite lengthy but not as much as other companies.
 Online Testing Applicants are then required to conduct two online tests – numerical and
verbal reasoning.
 Interview Successful candidates are then invited to a telephone interview during which
the interviewer seeks to ascertain the candidate’s knowledge of Rolls Royce, motivation
for working for them and more about them as a person i.e. questions are likely to be
asked about hobbies etc. A few competency based questions will be asked too. Final
Interview Successful candidates will then be invited to an informal (face-to-face)
interview which is relatively informal and again looks to establish interest in and
suitability for the role.

 Training & Development

o We know that the passion and dedication of our people is what makes Rolls-
Royce who we are today, so we want every employee to reach their full potential
and be the best they can be.
o That’s why we invest millions of pounds every year in learning and development
– to ensure our people have every opportunity to grow and progress both
personally and professionally. We’ll encourage you to improve your knowledge
and enhance your career by providing meaningful training and development.
o Our programmes raise the standards of competitive performance, develop
business management and leadership skills, promote innovation, help people
realise their potential and contribute to increased customer satisfaction.

 Performance Appraisal
o We seek to reward our employees fairly and take account of individual
contributions to the performance of the business. Our principles, policies, and
processes are developed on firm foundations that provide a consistent reward
framework that supports the recruitment, retention, development, and motivation
of our employees. Pay and benefits are competitive with local markets and meet
or exceed legal standards in each country. We also recognise employees for their
performance and contribution based on our company values. As a minimum, we
comply with national regulations on working time and where possible provide for
a flexible working environment.

 Compansation & Benefits

o Compensation: The Company provides competitive salaries suitable to attract and
retain individuals of the right caliber to develop and execute the business strategy.
 o Salaries are reviewed, but not necessarily increased, annually. Decisions on salary
are informed but not led by reference to companies of a similar size, complexity
and international reach.

o Benefits: Benefits may include car or car allowance and related costs, financial
planning assistance, private medical insurance, life assurance and other
appropriate benefits at the discretion of the Committee. Relocation support or
support for accommodation and travel may be offered to executives where
necessary. Executive Directors may participate in all-employee share plans
including Share Save and the Share Incentive Plan

Operational Objectives
o Measurement of factors those contributes performance for organization
 Speed: response to customer orders and service information processing is very
high and is a competitive advantage.
o Quality: placed first in our list of performance objectives because it’s paramount
factor to continue to meet standards and specifications and to remain on the
market.