HUMAN RESOURCE

MANAGEMENT PROJECT
HR PRACTICES IN GMR GROUP

COMPILED BY:
GROUP 4
Ashi Gupta_21BSP0759
Ashutosh Garg_21BSP0761
Bhavya Jain_21BSP0777
Harsh Gandhi_21BSP0829
Samuel Augustin Dayal_21BSP1030
SUBMITTED TO: Sakshi Gupta_21BSP1022
Prof. Neeta Mathur Sanchi Aggarwal_21BSP1032
 CONTENTS

1. About the company

2. Organization Structure
3. Human Resource
4. Recruitment Policy
5. Orientation and Induction
6. Transfer and Relocation
7. Success Planning
8. Performance Management
9. Training and Development
10. Employee Engagement
11. Incentives And Perks
12. Disciplinary And Grievance Handling
13. Exit Policy
14. Bibliography
 ABOUT THE COMPANY
GMR Infrastructure Limited is the infrastructure holding company formed to fund the capital
requirements of various infrastructure projects in the Group’s Energy, Highways and Airport
business. It undertakes the development of the infrastructure projects through its various
subsidiaries. In addition, other focus area of the Group is the Agri-business with Sugar as its
main product-line. GMR Industries Limited is the holding company for the Group's Agri-
Business.

Delivering sustainable development through Public-Private Partnerships GMR Group is one of

the fastest growing infrastructure organisations in the country with interests in Airports,
Energy, Highways and Urban Infrastructure (including SEZ). Employing the Public Private
Partnership model, the Group has successfully implemented several infrastructure projects in
India. GMR Infrastructure Limited is the infrastructure holding company formed to fund the
capital requirements of various infrastructure projects in the Group’s Energy,

Highways and Airport business. It undertakes the development of the infrastructure projects
through its various subsidiaries. In addition, other focus area of the Group is the Agri-business
with Sugar as its main product-line. GMR Industries Limited is the holding company for the
Group's Agri-Business. The Group’s commitment to inclusive growth is achieved through its
Corporate Social Responsibility arm – the GMR Varalakshmi Foundation (GMRVF). GMRVF
works with the under-privileged sections of the community in all the locations where the
Group has business interests.
 ORGANIZATION STRUCTURE IN GMR GROUP
A system that defines how particular tasks are directed in order to fulfil an organization's goals
is known as an organisational structure. Rules, roles, and responsibilities are examples of these
activities. The flow of information between levels inside the corporation is also determined by
the organisational structure. According to our analysis GMR Group has Divisional
Organizational Structure. There are two major streams of Job roles:
Managerial and Specialist and all the job profiles in each stream is classified into four
categories:
• Direction- In managerial stream these includes professionals that influence and drive the
GMR’s strategy, top-line and bottom-line results. Cascading strategy into functional / sector-
level imperatives and turning them into operative revenue/business-supporting goals. In
specialist stream these includes a professional specialised in technical division and leading a
technical department.
• Integration- In managerial stream these includes full-fledged specialists with demonstrated
skills and experience who lead verticals/sub verticals within their domains of GMR group. In
specialist stream these includes professionals which have in-dept understanding of technical
discipline and is responsible for leading a specialist team.
• Managerial- In managerial stream these includes seasoned specialists having in-depth
knowledge of a specific function/area who will be in charge of a specific area of work inside
the verticals/sub-verticals of GMR Group. In specialist stream these includes professionals that
provide technical analysis and support and who have a capability to develop expertise through
training and guidance of specialist.
• Execution- In managerial stream these includes employees who are Supervising others /
Individual Contributor to achieve a common department/ functional purpose in GMR Group.
In specialist stream these includes individual contributors who has experience on working
within the area of expertise.
 HUMAN RESOURCE IN GMR GROUP
GMR Infrastructure Ltd. places great deal of confidence on its excellent pool of human
resources, which it realizes is the key to its further growth strategy. The company continued
its efforts to align its H.R policies, processes & initiatives to meet the business needs.
In line with its focus on international operations, GMR Infrastructure Ltd. implemented a
uniform H.R structure across all the groups company’s & operations which enabled seamless
transactions between domestic and overseas position. Major initiatives taken by GMR Group
are:
1. GMR Infrastructure Ltd. implemented were performance metrics for all key positions based
on two aspects of the Balanced Score Card Approach - Financial & Internal Business Process.
2. The Company institutionalized the “Assessment & Development Centre” (A.D.C.) approach
from all positions from staff to officer cadre & also at the senior levels to objectively identify,
develop & promote the talent from within, & to provide individual feedback for development
of the participating employees.
3. To encourage learning the Company is planning to set-up a learning centre, which will be
equipped with a library & I.T & Web-based sources of knowledge.
 RECRUITMENT POLICY IN GMR GROUP
GMR is committed to equal employment opportunity for all, regardless of race, religion, color,
sex, age, national origin or ancestry, genetic information, disability, status as a veteran, marital
status, parental status, sexual orientation, gender identity, or gender expression.
The recruitment process at GMR Group:
1. Recruitment will be taken as per the Manpower Plan and the Organization Structure signed
off and approved by the GHB.
2. The BHR/CHR department will identify the suitable profiles from the internal database and
shortlist the candidates who meet the requirements of the vacancy.
3. Internal database consists of a pool of resumes that are available with the HR departments,
CVs of Employee Referrals, advertisements, CVs of internal candidates, CVs received by e-
mail/post, and GMR GGIAL Portal.
4. Initial screening & shortlisting of resumes for the position will be done by the BHR/CHR
Department.
5. During the shortlisting process, the BHR/CHR Department will consider: Education,
Experience, Current role/responsibilities, Salary level, Technical/ Functional/ Domain
Knowledge, Culture Fit, etc.
6. For short-listed candidates, a request is sent to their respective Business/Unit/ Functional
Heads, requesting that they indicate the next step. If possible (depending on availability),
other short-listed candidates will also be considered for final selection.
7. Before joining GMR Group, all selected candidates will have to undergo a pre-employment
medical check-up. The company has a tie-up with a hospital network all over India for pre-
employment medical checks.
8. Before employment letter is generated there is reference checks from the previous employer,
educational qualifications verifications and criminal background checks.
Sources Of Recruitment in GMR Group:
1. On demand of the ERF, the existing database of resumes and on job sites will be checked for
suitable profiles.
2. Employers can hire through placement consultants; advertisements (Newspapers and
magazines); direct applications; employee references; or campus recruitment. The BHR/CHR
department will evaluate the options and make a decision.
3. From on campus drives GMR group hire management and graduate engineering through
reputed Business Schools, Engineering Colleges, and other prestigious national and
international institutions.
4. Internal Job Posting (IJP)
5. Employee Referrals/Advertisements/Job Portals
 ORIENTATION AND INDUCTION IN GMR GROUP

Before the joining of a candidate, an orientation plan is developed in consultation with all
concerned departments and IT department will be requested to arrange a system and create
the official email Id.
1. The admin assistant will prepare the work station with initial and necessary stationary items.
2. At the time of the joining, the new joiner will fill all the joining forms. HR will ensure that all
the documents and credentials would be verified with originals, and would complete the
joining document set as per the joining check list.
3. After completion of joining formalities, HR will provide an orientation plan along with GMR
Code of Conduct, staff contact list, holiday list and an official email id with its password to the
new employee.
4. On the basis of the documents and information received from the person, the request for
making the ID card will be passing on to the publication team.
5. HR will take the new employee for the introduction with other colleagues and then handover
his/her charge to his/her line manager.
 TRANSFER AND RELOCATION POLICIES IN GMR
GROUP

There are various transfer and relocation benefits provided by the company:
1. For temporary stay at new location accommodation is provided in Co. guest house for 15 days.
In case of non-availability of guest house, accommodation in hotel will be provided as per the
eligibility under the domestic travel policy.
2. During transfer packing and freight charges by road and transit insurance for transporting the
household items will be reimbursed on actuals with approval of HOD/CHRO.
3. Brokerage charges and one month rent for new house on rent in new transfer location will be
reimbursed by the company.
4. Reimbursement is provided for transportation of vehicle and tax.
5. One time relocation imbursement which includes 2 months salary will be provided.
6. For relocation employees are granted leaves for 7 working days.
7. Donation amount for the admission of employees children will be provided by the company
for up to 2 children.

SUCCESS PLANNING IN GMR GROUP

Employee uploads her/ his updated profile with key Competencies & achievements and
creates the repository of profiles enabling the Talent Acquisition team to tap the Talent for
various open positions across GMR Group for providing growth opportunities for the
employees horizontally, vertically and diagonally. This are designed to facilitate group wide
growth opportunities for potential internal talent. This helps in supporting talent value chain
and develop internal talent ecosystem.
 PERFORMANCE MANAGEMENT IN GMR GROUP
GMR has a very good value system and respects a lot to their employee.Here training is also a
part of the appraisal.They had a very interesting and unique way to employment plan the
make annual goal sheet and they provide some weightage to each task.They had a very unique
rating scale and they rate each task accordingly and they get rewarded on the basis of task
completion. The rating scale looks like this:
a) OP – Outstanding Performer
b) EP – Exceeding Performer
c) VGP – Very Good Performer
d) CP – Consistent Performer
e) NP – Non-Performer
The GMR Group follows a performance distribution curve for awarding the above ratings.
They have a spot award system which means the employee gets appreciation every time they
complete one achievement. The Benefits are as follow:
➢ They have no limits for the spot awards in one calendar year and the spot awards are
in the form of Gift Coupons/ Vouchers or Gifts of equivalent eligible amount.
➢ This kind of spot awards may also be made in the annual performance appraisal form
of the employee.
➢ It is given out in a public gathering either at the departmental meeting or at the
business gathering where all employees are present in order to motive the employees.
They have a suggestion scheme where the employees are encouraged to offer their
suggestions. If the suggestion was good and found perfect to implement, the employees also
rewarded accordingly.
Freedom to speak, freedom to post their views on social media platforms is also one of the
advantages the GMR group give to their employees.
Skip level meeting provides a platform for employees to communicate freely & openly by
encouraging bottom-up communication. It also provides an opportunity for the manager’s
manager to meet and know the team members better.
They also get some travel allowance on both domestic and international flights for themselves
as well as their family.
 TRAINING AND DEVELOPMENT AT GMR GROUP
The human capital of a company is its most precious asset. Employees must be properly
trained if they have the understanding, competence, and skill to complete their piece of work
flawlessly in order to create such proficiency in the work. Workers receive training to
familiarise them with the complexities of their jobs, making them more efficient, productive,
and meaningful. The employee must have a theoretical and practical understanding of the
work that he is expected to do. Theoretical information can be obtained through educational
institutions, but practical knowledge requires training. In this approach, the training
familiarises the employee with the required ability, real-world work conditions, and assists
him in completing the work flawlessly.
“Training is the organized procedure in which people learn knowledge and / or skill for definite
purpose.”
General Benefits from Employee Training and Development:
There are numerous sources of on-line information about training and development. Several
of these sites (they're listed later on in this library) suggest reasons for supervisors to conduct
training among employees. These reasons include:
1. Increased job satisfaction and morale among employees.
2. Increased employee motivation.
3. Increased efficiencies in processes, resulting in financial gain.
4. Increased capacity to adopt new technologies and methods.
5. Increased innovation in strategies and products.
6. Reduced employee turnover.
A general criterion to carry out training program at GMR Infrastructure Ltd. is as follows:

PLANNING A
TRAINING TRAINING NEEDS
TRAINING
OBJECTIVE ASSESMENT
PROGRAM

IMPLEMENTING EVALUATION AND

THE PROGRAM FOLLOW UP
 Over the period, various training programs are organized at GMR Infrastructure Ltd. The
purpose of these programs was to bring awareness among the employees on the latest
techniques & Technical up gradation &enhancement of their knowledge to improve the
productivity, efficiency, best resources utilization & built positive attitude and culture in the
organization.
The Training procedure at GMR Group can be divided into three phases. These are explained
as follows:
PHASE 1
NEEDS ASSESMENT AND DEVELOPING THE TRAINING CALENDER.
1. Needs assessment or identification of the training needs: Needs assessment diagnoses
present problems and future challenges to be met through training and development in the
company. This is done to systematically determine who in the organization require training
and in what areas. After the annual appraisal process is complete, the areas of training for
everyone are taken from the appraisal forms of the personnel and a Data bank are prepared
with the help of the same. This exercise is a continuous and an ongoing process. GMR Group
spends vast amount of money on Training and development of the employees. At times
external guide is also called to give training to the employees, as in Kaizen training program.
2. Developing the Training Calendar: After identifying the need of training a major activity is
developing the training Programme Calendar. GMR Group every year modify its training
calendar in accordance with the needs of the employee. Based on the data bank, a list is
prepared of the areas in which most of the people require training these banks are then
incorporated in the training Calendar on the priority basis. This training calendar is strictly
followed, and training program is conducted accordingly.

PHASE 2
CONDUCTION OF THE TRAINING PROGRAMMES
Two types of training programs are conducted in GMR Infrastructure Ltd.:
1. Internal Training programs- The Human Resource department of the company conducts the
Internal or In-house training programs. The following steps can do it:
I. The participant’s list is drawn up from the data bank listing, the individuals who require
training in that area subject to their availability on the dates concerned.
II. For conducting the Training programs either in house training faculty is used or
External faculty is invited to take some sessions like in Kaizen, an external trainer
Mr.J.M. Pant gives the training to the employees.
III. Participants are informed about the training through emails sent by the concerned
department heads giving the details about the time and venue of the of the
programme, the faculty, the schedule, and the final list of the participants at least
three days before the conduction of the programme.
IV. Any sudden changes in the training program are accordingly informed to the
concerned department heads, to the participants and to the faculty.
 The various methods used to impart training are:
a) Short sessions by the faculty
b) Presentations through LCD projectors
c) PowerPoint slides
d) Group discussions
e) Video presentation
f) Role plays
g) Lectures

2. External Training programs- Besides the internal training programmes there are various
External training programmes, which are been given to the employees. Procedure for the
occurrence of the external training programme is discussed as follows:
I. The Human Resource Department receives the communication from various sources
such as Training Institutes in the form of Brochures and letters. This information is
being recorded for references.
II. The training programmes are either technical or non-technical such as:
➢ Health safety management
➢ Six sigma
➢ Creativity &innovation
➢ TPM (Total Productivity Manufacture)
➢ Telephone skills for building the right company image
➢ Training related to RO water treatment etc.
III. If the program is of a technical subject, the brochure is sent to the concerned
department head for the nominations. If the programs on a non-technical subject, then
the participants are selected from the data bank and the possible names are sent to
the concerned departmental heads. Subject to the availability of the person on the
concerned dates, the departmental head to the HRD confirms his nomination.

PHASE 3
EVALUATION OF THE TRAINING PROGRAMMES
After the completion of the training program, the participants are given feedback forms to fill
up in which they evaluate: -
1. The course contents
2. Objectives met by the training program
3. Applicability and feasibility of the program to their job
4. Techniques used by the trainer
5. The faculty
6. Time limit of the program
Employees also give their suggestions for the organized training program; they talk about the
scope of improvement in the program. Based on the suggestions given by the employees,
necessary amendments are done for the future. The respective employees duly attest
 evaluation forms, and the records of the feedback summary are maintained as a part of the
training records.
In the event of an immediate need of the training to be provided to an individual whereby the
standard procedure cannot be followed the required training will be provided to an individual
on the discretion of the head of the department and the Manager-HR.

EMPLOYEE ENGAGEMENT
GMR aims to utilize the collective skills, capabilities, and experience of all GPT employees in
pursuit of our business objectives. GMR has a high-calibre workforce comprising some of the
best talents in our industry. Individuals of this quality expect to be able to work in a
consultative work environment where their views are respected, sought out, and when
merited, acted upon.
GMR believes that a work environment that embodies a consultative and participative
approach to engaging employees is vital to not only retaining seasoned professionals but is
critical to the attraction of younger generations of employees who join the workforce with
expectations that they will also be consulted on key issues and decisions impacting their
career. Employee engagement policy of GMR group applies to all GMR employees and
includes:
1. Spot Award are conducted to give appreciation to the employees in recognition of specific
one time achievement that far exceeds either performance expectations or the scope of
individual’s job responsibilities.
2. One of the key aspects under the Business Excellence initiative is to strive for continuous
improvements, which can be achieved through various Improvement Projects. In order to
promote this across the group, ANUSHiSTA initiative is introduced aiming at Employee
involvement through Small Group Activity (SGA) for cost rationalisation.
3. There is also a suggestion scheme in which employees are encouraged to give suggestions
related to operations, methods, processes, safety, reduction of waste ,reduction in expenses/
cost, quality, systems and procedures, passenger/ customer experience, employee
productivity, other suggestions which aims at improving efficiency and productivity in the
working of the group.
INCENTIVES AND PERKS PROVIDED IN GMR GROUP
GMR Group is one of India's most diversified infrastructure conglomerates, with significant
experience and expertise in large infrastructure project development, construction, and
operation.

BENEFIT PLAN
House rent allowance 50% of basic pay
Transport allowance
Children education
Medical
reimbursement(monthly/annual)
Fuel Allowance
Gift voucher (Worth ₹ 5000/-per annum)

1. On the occasion of his or her marriage, an employee receives a gift cheque in the amount of
'15,000/-. The money will be handed out on a monthly basis, with tax deducted at the source.
2. Annual heath check-up reimbursement is provided by the company.
3. In the event of an emergency, an employee with evidence of identity for employment with
GMR must contact the helpline number and request assistance.
4. The employee's children who achieve the highest grades in schools/colleges will receive a cash
prize/gift cheque as follows:
➢ SSLC/X Standard - Highest marks in the school (minimum 70%) - for each school level -
'1000/- each child
➢ PUC/ XII Standard - Highest marks at the school/ college (minimum 70%) -'1500/- per
child - at each school/ college level
➢ BA/ B.SC/ B. Com - Best overall grades in college (minimum 70%) - at each college-level
-'3000/- per child.
➢ All PG/Professional Courses – Highest scores in college (minimum 70%) – at the college
level –'5000/- each
5. HR4U is a self-service site for employees. Employees can view information on Benefits &
Payments, Working Time, Personal Information, COBCE, IJP, PMP, Grievance, HR Helpdesk,
Learning Portal, Reimbursements, and other topics by going to
http://gmrportal.gmrgroup.int/irj/portal.
6. Sodexo coupons/gift items/vouchers worth'250/- will be paid for every idea considered prima
facie worthy of being implemented given by the employee (on the recommendation of the
Empowered Committee).
7. Petrol allowance is provided to the employees.
 DISCIPLINARY AND GRIEVANCE HANDLING
Individual Employee grievances and complaints which are primarily a manifestation of their
dissatisfaction on working conditions, managerial decisions, if not promptly attended to may
affect morale and productivity. Hence, there is a formal on-line grievance process to address
such matters. In GMR Group there is:
1. HR4U which is a self-service site for employees. Employees can view information on Benefits
& Payments, Working Time, Personal Information, COBCE, IJP, PMP, Grievance, HR Helpdesk,
Learning Portal, Reimbursements, and other topics by going to
http://gmrportal.gmrgroup.int/irj/portal.
2. The aggrieved employee may raise the grievance to the Manager (LD & above and PD &
above), who must try to resolve the grievance within 5 working days.
3. In case the employee is not satisfied with the redressal of the grievance she/ he may submit
the grievance to the Head of Department within 2 working days from the date of receipt of
grievance response from the manager
4. The concerned HoD will record comments on the grievance form within 5 working days after
making necessary enquiries and discuss with Business HR.
5. In case the employee is not satisfied with the decision communicated to him/ her or if she/ he
fails to receive the reply within the stipulated period, she/ he may submit the grievance within
a period of 2 working days from the date of receipt of grievance response from the HOD to
the CEO/ GCXO.
6. There is a special Whistle Blower Policy which provides employees to disclose information
internally without fear of reprisal and victimization. Any unlawful act, whether criminal (e.g.,
theft) or a breach of the civil law (e.g., slander or libel) or abuse of power can be raised under
this policy. The Concern shall be investigated by the Group Ombudsperson either by himself
or through any other person as deemed necessary by the Group Ombudsperson.The
Ombudsperson has to acknowledgement of the receipt - within 3 working days and closing of
the matter within 30 days.
7. Any person who wants to complain on sexual harassment can promptly inform the Committee
against sexual harassment of such complaint, in writing which is duly signed & and same to be
mailed at gmr.icc@gmrgroup.in or by way of a written complaint addressed to the Head of
the Committee.
 EXIT POLICY IN GMR GROUP

An exit policy governs the activities that take place when an employee voluntarily chooses to
resign or is terminated by the company. The following is the exit policy which GMR group
follows:
1. The person needs to serve a notice period of at least one month. (Even if there is nothing is
written in the letter of appointment. In case the employee leaves the organization before one
month then the employee has to pay the company an amount equivalent to salary for the
unserved notice period).
2. During the notice period, the person needs to conduct a smooth handover of his current
responsibilities. The company reserves the right to extend the notice period if the employee
goes on leave notice period.
3. The employee needs to clear dues and submit no dues certificate to HR department before
leaving the organization for further process of his/her leaving/experience certificate & full and
final settlement.
4. The exit interview can be conducted if required for the development needs of the company .

BIBLIOGRAPHY

All the information has been collected from the secondary resource.
https://www.gmrgroup.in/home/#airports
https://www.glassdoor.co.in/Reviews/GMR-Group-Reviews-E367435.htm