HR POLICIES

By,
Jatin Maratha (80)
Kartik Dawar (81)
Kumar Gaurav (82)
Manish Pandey (83)
Imtiyaz Perwaiz (84)
About Birlas
 Aditya Birla Group started in 1857.

 Shiv Narayan Birla started cotton trading operations in the

small town of Pilani in Rajasthan.

 Ghyanshyamdas Birla (GD birla)-1919-he set the

manufacturing company.

 Grandson of G.D.Birla is Aditya Vikram Birla (A.V.Birla)-1964

 Son of A.V.Birla is Kumar Mangalam Birla(K.M.Birla)-1995.

 Headquartered in Mumbai.

 Operates in 33 countries with more than 1,33,000 employees

worldwide.

 US$ 35 billion conglomerate which gets 60 % of its revenues

from outside India.
 Some Historical
Achievements in India
 1857 -The foundation of the Birla Group of Companies is laid
by Seth Shiv Narayan Birla – cotton trading operations
commence at Pilani, Rajasthan.

 1947-Grasim is incorporated. (rayon weaving)

 1958 -Hindalco is incorporated. (aluminium)

 1966-The Indian Rayon Corporation Ltd is acquired.

 1986-The Birla Growth Fund is set up. (to finance industrial

equipment, plant and machinery and consumer durables, as
well as for stock market operations)

 1988 -joint venture with Hindustan Petroleum Corporation

Ltd (to set up a three-million-ton refinery, Mangalore
Refineries and Petrochemicals Ltd.

 2000 -Indian Rayon acquires Madura Garments

 2006-Hindalco in a joint venture with Almex USA Inc.

 Global Position

 No.1 in viscose staple fibre.

 No.1 producer of carbon black.

 The fourth largest producer of insulators.

 The 7th largest cement producer globally.

 Among the world's top 15 BPO companies .

 Among the best energy efficient fertiliser plants.

 The fifth-largest producer of acrylic fibre.

Position in India
 Largest cement player in India.

 The top fashion (branded apparel) and lifestyle player.

 Second largest player in viscose filament yarn.

 The largest producer in chlor-alkali sector.

 Among the top three mobile telecom players.

 A leading player in life insurance and asset management.

 Among the top two supermarket chains in India.

Group Profile
Group companies International establishments
 Grasim Industries Ltd.
 Hindalco Industries Ltd.  Thailand
 Aditya Birla Nuvo Ltd.
 UltraTech Cement Ltd.  Philippines
 PSI Data Systems
 Aditya Birla Minacs Worldwide Limited  Indonesia
 Essel Mining & Industries Ltd
 Idea Cellular Ltd.  Egypt
 Aditya Birla Insulators
 Aditya Birla Retail Limited  Egypt
 Bihar Caustic and Chemicals Ltd.
 China
Joint ventures
 Birla Sun Life Insurance  Canada
 Birla Sun Life Asset Management
Company Ltd.  Australia
 Birla Sun Life Distribution Company Ltd.
 Tanfac Industries Ltd.  Laos

 North and South America, Europe and

Asia
Some Of The Products
VSF

TEXTILES

GARMENTS
Building strong brands
 Management Hierarchy
Chairman

Chief Executive Officer Chief Financial Officer

Vice President

Assist. Vice President

General Manager

Senior Manager

Manager

Assistant Manager
Vision And Mission
VISION MISSION

To be a premium To deliver superior

global conglomerate value to our
with a clear focus on customers,
each business. shareholders,
employees and
society at large.
Culture
Making bright minds shine brighter.

We endeavour to create an ambience where

our people have the tools and the freedom to
deliver their commitments and take great pride
in their work.
In the fertile ethos of our Group, they find a
career that is personally rewarding and
professionally enriching.
Values

Speed: One
Step Ahead
Seamlessness: Always
Boundary Less
in Letter and
Passion: Spirit
Energised
Action

Commitment:
Deliver on
the Promise

Integrity:
Honesty in
Every
Action
 Meritocracy
“We are a meritocracy. People know
wherever they are in the organization
they are not lost. If they have merit,
then on the basis of that merit alone
they will bubble up to the top of the
organization.”
– Mr. Kumar Mangalam Birla,
Chairman, Aditya Birla Group
HR Policies
1. Recruitment policy.
2. 360 Degree Appraisal.
3. Training / Talent Management
4. Recognition
5. Benefits
6. Happiness At Work

Some of the implementations were brought about by

Mr.K.M.Birla himself and were later carried on by the
organization's H.R department.
Recruitment Process
o Job descriptions with jobs bands.
o Competency maps
o Technical and aptitude tests (where applicable)
o Group discussions (where applicable)
o Structured interviews
o Psychometric tests
o Values assessment tests.

The Aditya Birla Group is an equal opportunity

employer and does not discriminate based on
race, community, religion or sex.
360 Degree Appraisal
 A 360 degree feedback program was introduced in
1999 that permitted managers to raise questions
over leadership styles, managerial ability and also
personal traits.
 After the feedback, each senior manager had to
submit a six page letter mentioning the areas of
improvement and their expectations.

Employee
 Talent at Aditya Birla Group
We unearth something more valuable than iron ore, copper,
bauxite and manganese ore. It’s called talent.

At the Aditya Birla Group, it is believed that talent is ‘omnipresent’

and all people have some talent.

Identifying talent, training and developing them are the pillars of

talent management process.

It enables managers to make career moves, which leverage their

strengths and focus on areas of development as they prepare for
leadership roles.

Combination of developmental assignments, classroom training,

coaching along with participation in special project teams to enable
employees to continuously learn and develop.
 Talent Management
 Development assessment centres (DACs): DACs
have been designed to support managers in assessing and
developing their capabilities. Over 1,200 managers across all
management levels have participated in the DACs since 2003.

 Individual Development Plan (IDP): The

developmental goal for an individual, in terms of priorities for
learning and development experiences to move to the next career
stage, is captured through the individual development plan (IDP).
These are monitored on a real time basis for tracking
implementation on the PeopleSoft platform.
 Talent reviews: A three-tier annual talent review process,
held at the unit level, business level and Group level, ensures a
focused approach to the implementation of lDP.
 Talent engagement: Business heads anchor programs
aimed at developing leadership potential and are personally
involved in the design of specific courses.
Talent Management Initiatives
 Geography wise HR partners to aid employee
interaction.
 Buddies for all new hires on their date of joining the
organization.
 Initiated Speak your Mind : projects interface with
HR.
 Various spot awards and informal rewards
recognizing deserving new recruits.
 Strengthen the Training and Competency function,
introducing the Monthly training calendars.
 Employee integration activities to foster fun at
workplace.
 Routine medical check ups of project team
members.
 Continuous Learning
“Gyana (Knowledge) and Udaya (Dawn).”
Two substantive ideas. A formidable combination.

 ‘Gyanodaya’ - The Aditya Birla Institute of Management learning,

established to strengthen the management capabilities of our
managers has successfully managed to achieve more.

 Gyanodaya conducts more than 80 programs a year and to date. As

many as 7,000 managers have successfully completed at least one
Gyanodaya program - and now see business ventures in a new light.

 To provide quality programs it collaborate with some of the best

learning institutions and experts across the world. Many luminaries,
including Prof. Das Narayandas of the Harvard Business School, Prof.
Venkat Ramaswamy from the Ross School of Business at the
University of Michigan and Mrs. Barbara Darling from the Hay Group
have recently shared their perspectives with ABG managers.
PRATIBIMB & ANUBHAV
 E-360 degree instrument, PRATIBIMB: Its an
online 360 degree feedback tool to heighten self
awareness. Managers receive feedback on group
values, global leadership competencies etc.

 Organisation case studies, ANUBHAV: It’s a

knowledge repository of over 600 cases, so that
managers can learn from practical problems.
 Leadership Program
LEAD - Leadership Program for the Experienced
 Launched in January 2007
 To groom exceptional individuals to be the future leaders of the
Aditya Birla Group.
 LEAD is an intensive six - month, on - the - job training program.
 Individuals with at least four years of pre or post MBA experience
are eligible to apply for LEAD.

Program Structure
Rotational training for six months with 2 or 3
intensive assignments.
Assignment matches based on business goals & the
participant’s interests, strengths and development needs.
Final review by senior management.
Role change and/or movement within the group every 2 or 3
years
 Leadership Program
LEAP – Leadership Associate Program

 LEAP is an intensive 1 - year, on - the - job training program.

 Individuals with 0 - 18 months of experience prior to MBA are eligible
to apply for LEAP.

Program Structure

Rotational training for one year with 5 or 6 intensive assignments

Assignment matches based on business goals and the
participant’s interests, strengths and development requirements
The assignments expose participants to a variety of disciplines
and business functions within their area of specialisation.
Mandatory international stint, sales stint, plant/unit stint and
CSR stint
Mid - year and final review by senior management
Role change and/or movement within the Group every 2 to 3 years
 Continuous Learning
Continuing Education
“It's not enough to learn a new skill. You've
got to master it.”

 ABG believes, Learning is a continuous process

and it calls for time, commitment and patience.
 ABG has partnered with Singapore’s Universitas
21 to offer an Online MBA Program to help
employees acquire the latest management
techniques and broaden their vision with a global
perspective that is in line with our global
ambitions.
 Recognition
Aditya Birla Awards
 Individual Awards
Chairman's Awards for Individual Excellence
This prestigious award felicitates individual efforts at all
levels. Each year, the Chairman personally selects the
winners and presents the awards amidst much pomp
and splendour at the Group’s awards ceremony.
 Team Awards
Aditya Birla Awards for Outstanding Achievement
These awards presented biennially, recognise superior
teamwork, outstanding achievement (benchmarked
internationally), and the long-term inspirational value
exhibited.
Recognition

PRIDE Awards

Performance Recognition in Delivering

Excellence (PRIDE) is a monetary
recognition program to reward and
recognize outstanding contributions in
businesses and corporate functions. These
awards can be awarded for individual as
well as team excellence.
Employee Benefit
 Health: Accident Insurance, Hospitalization
Insurance for self, family and dependant parents,
well - equipped Gymnasium, Onsite Doctor and a
Cafeteria that serves hot and nutritious food.
 Safety: Employees safety remains their prime
concern and they ensure compliance with local laws
regarding safety, health and the environment for
their employees and neighboring communities.
 Recreation: Meditation Room, Yoga Classes and a
well - stocked Library.
 Other: Concierge Services, ATM, Travel Desk.
Benefits offered to Group employees vary by
company and location.
 Family Benefits
 Education: Network of 41 Aditya Birla Public Schools (ABPS)
across India, are affiliated to the CBSE and State Boards. The
schools impart quality education to over 40,000 children . In
addition to schools, the Group also has instituted "The Sarala
Birla Academy". This is a boarding school for boys situated at
Bannerghata, Bangalore.
 Scholarships: Beyond schooling, Pratibha, ABG’s scholarship
scheme is open to employees’ children for professional
education in India and abroad.
 Insurance: ABG’s Death/Disability in Service Insurance
plan, Nischint, provides monetary relief to employees’ families
in the event of the employees’ death/permanent disability
while they are still working with the Group.
 Recreation: Clubs, Auditoriums, Super Markets and Walking
Tracks.
 Benefits offered to Group employees vary by company and
location.
 Townships are equipped with facilities for education,
recreation, healthcare and all other modern amenities.
Happiness at Work
“If work becomes fun, it doesn’t stay work anymore. It
becomes an enjoyable endeavor that multiplies energy.”

 Provides employees with opportunities to connect with

each other on a regular basis. Events are designed to
make the employees and their families feel as much a
part of the Group.
 Events like Annual Day, Kids’ Day Out and family picnics
to Best Employer celebrations and the Sawan Mela are
organised

 The organizational health survey was introduced by

the late 1990s, which measures the “Happiness at
work” index. This was carried out to track the
employees satisfaction at work.
No matter how big or small your
corporate empire is , it is not easy
being an 'employer of choice',
especially when your business is
vast, diverse and spread over
several time zones.

- Dr Santrupt B Misra, Director, HR & IT,

Aditya Birla Management Corporation

Awarded the Best Employer in India and among the top 20 in Asia by the
Hewitt-Economic Times and Wall Street Journal Study 2007.