INDUSTRIAL INTERNSHIP REPORT

2022-23
TITLE OF THE PROJECT
A Summer Internship report on the study of HR function of
Birla Copper company

Degree of Bachelors of Business Administration

Submitted By
Name: GREEV SHAH
University Roll No.:22bba01060
Name of branch: BBA GENERAL

Submitted to
Gsfc University, Vadodara
Internship Institution: GSFC University
Internship Period: 03/07/2023 to 21/07/2023
Date of Report Submission: 21 July 2023
 DECLARATION

I hereby declare that the Industrial Internship Report entitled “the study of HR function of
Birla Copper company” is an authentic record of my own work as requirements of Industrial
Internship during the period from 3rd July 2023 to 24th July 2023 for the award of degree (BBA),
GSFC University, under the guidance of HITESH JOSHI

GREEV SHAH
22BBA01060

DATE: 21 JULY 2023

 ACKNOWLEDGEMENT

Here, I like this opportunity to humbly express my gratitude to all those concerned with my
industrial training for 1 month.

I take this opportunity to express my deep sense of gratitude and heartly thanks to MR ANIL
SHARMA for providing the space to work in the company, I am heartly thankful to my guide
HITESH JOSHI for their valuable guidance and support for the report. Their valuable
suggestions have enabled me to develop the thesis in cohesive manner.

I express my sincere respect and gratitude to my faculty mentor Dr ABHA KALAIYA who has
given her valuable support cooperation and suggestion from time to time in successfully
completing this work.

- GREEV SHAH
CERTIFICATE
 TABLE OF CONTENT

Sr No. Title Pg no.

1 Brief Introduction of the company

2 Introduction to HRD

3 Organisation Structure

4 Human Resource Planning

5 Recruitment

6 Selection

7 Training and development

8 Employee Relation

9 Induction and Orientation

10 Transfer and Promotion

11 Performance Appraisal

12 Appendices
 Brief Introduction of the company

An industry leader in aluminum and copper. Hindalco Industries Listed, the metals flagship
company of the Aditya Birla Group in the world's largest aluminum rolling company and one of
the biggest producers of primary aluminum in Asia. Its copper meter is the worlds’ largest
custom smelter at a single location

Established in 1998, we commissioned our aluminum facility at Renukoot in eastern Uttar

Pradesh, India in 1962. Later acquisitions and merges with Indal, Hela Copper and the Nifty and
Mt. Gorden copper mines in Australia, strengthened our position in value-added alumina
aluminum and copper products

The acquisition of Novelist Inc. in 2007 positioned us among the top five aluminum majors
worldwide and the largest vertically integrated aluminum company in India Today we are a
metals powerhouse with high-end rolling capabilities and a global footprint is 13 countries. Our
consolidated tumover of USD 15.85 billion (Rs. 72.075 more) places is in the Fortune 500 league

Hindalco's Businesses-Creating superior value

Hindalco is one of the leading producers of aluminum and copper Our aluminum units across the
globe encompass the entire gamut of operations, from bauxite mining, alumina refining and
aluminum smelting to downstream rolling, extrusions, foils, along with captive power plants and
coal mines

Our copper unit, Birla Copper, produces copper cathodes, continuous cast copper rods and other
by-products, such as gold, silver and DAP fertilizers

Our units are 150 9001-2000, ISO 14001:2004 and OHSAS 18001 certified Several units have
gone a step further with an integrated management system (IMS), combining ISO 9001, ISO
14001 and OHSAS 18001 into one business excellence model. We have been accorded the Star
Trading House status in India. Hindalco's aluminum metal is accepted for delivery under the
High Grade Aluminum Contract on the London Metal Exchange (IME) Our copper quality
standards are also internationally recognized and registered on the LME with Grade an
accreditation

Aluminum:

Hindalco's major products include standard and speciality grade standard and hydrates,
aluminum ingots, billets, wire rods, flat rolled products, extrusions and foil

The integrated facility at Renukoot houses an alumina refinery and an aluminum smelter, along
with facilities for the production of semi-fabricated products, namely, redraw rods, flat rolled
products and extrusions. The plant is backed by a co-generation power unit and a 742 MW
captive power plant at Renusagar to ensure the continuous supply of power for smelter and other
operations

A strong presence across the value chain and synergies between operations has given us a
dominant share in the value-added products market. As a step towards expanding the market for
value-added products and services, we have launched various brands in recent years - Ever last
roofing sheets, Freshwrapp kitchen foil and Freshpakk semi-rigid containers.

Copper:
Birla Copper, Hindalco's copper unit, is located at Dahej in Gujarat, India. The unit has the
unique distinction of being the largest single-location copper smelter in the world. The smelter
uses state-of-the-art technology and has a capacity of 500,000 tpa Birla Copper also produces
precious metals, fertilisers and sulphuric and phosphoric acid. The unit has captive power plants
for continuous power generation and a captive jetty to facilitate logistics and transportation.
Birla Copper upholds its longstanding reputation for quality copper cathodes and continuous cast
copper rods by assuring its management processes meet the highest standards. It has acquired
certifications such as ISO-9001 2000 (Quality Management Systems), ISO-14001:2004
(Environmental Management System) and OHSAS- 18001:2007 (Occupational Health and
Safety Management Systems)

Mines

Hindalco acquired two Australian copper mines, Nifty and Mt. Gordon, in 2003. The Birla Nifty
copper mine consists of an underground mine, heap leach pads and a solvent extraction and
electro winning (SXEW) processing plant, which produces copper cathode

The Mt. Gordon copper operation consists of an underground mine and a copper concentrate
plant Until recently, the operation produced copper cathode through the ferric leach process.

In 2004, a copper concentrator was commissioned to provide concentrate for use at Hindalco's
operations in Dahej
Cornerstones of growth

Our well-crafted growth and integration hinges on the ice cranes of cast competitiveness, quality
and global reach We are also committed to the triple bottom line accountability of economic
environment and social factors. Care for the community around our operating units is best
exemplified by our deep-rooted social commitment

Copper business:
Hindalco's copper division, with its integrated facility at Dahej in the Bharuch district of Gujarat,
enjoys a leadership position in India. The unit has the unique distinction of being the largest
copper smelter in the world at a single location with a 500,000 tpa capacity with multiple world
class technologies. The facilities comprise copper smelters, captive power plants, utilities and a
captive jetty. The company's copper product range includes copper cathodes and continuous cast
copper rods Birla Copper also produces precious metals, sulphuric acid, phosphoric acid, di-
ammonium phosphate (DAP) and other phosphoric fertilizers, and phosphor gypsum

Copper cathodes:

Hindalco's copper cathodes branded as Birla Copper and Birla Copper II are known for high
purity and i consistent quality. These are largely used in the manufacture of continuous copper
rods for the wire, cable and transformer industries, and copper tubes for consumer durable goods,
such as air conditioning and refrigeration, as also other applications in the form of alloys and
sheets. Copper alloys such as brass, bronze, cupro-nickel, etc... find application in diverse areas
such as defense, mint, construction and the electrical industry
The Birla Copper laboratory has been accredited by NAI. (National Accreditation Board for
Testing and Calibration Laboratories) in accordance with the standard ISO/IEC 17025:1990

Birla Copper Cathodes are square shaped, with 99.99 per cent copper purity levels, produced
using the Mount ISA electro-refining process. They meet the international quality standards BS
0017 1981 (1989) and u-Cath-1 / ASTM B-115 (1900) and are registered as LME A Grade. They
are high grade and boast the lowest levels of various group and individual impurities.

Logistics and transportation

Birla Copper cathodes are delivered by road to the company's port storage and handling:
facilities for sale in markets abroad. A contracted fleet of trucks carrying containers for copper is
used. An adequate trucking fleet is available. Copper is also shipped on break bulk cargo from
the company's captive jetty at Dahej

The dispatch is made by special, armoured vehicles contracted on a long-term basis through
agencies. Gold and silver are transported from Dahej to safe vaults at various locations.
Customers pick up the delivered goods from these vaults and the due delivery certificates are
returned to us by the transport contractor..

Copper is delivered to our customers in India on CIF basis

Continuous cast copper rods:

Hindalco's continuous cast copper rods meet all the requirements of international quality
standards. Their excellent surface finish makes them suitable for processing to enamelled, coated
and plated wires. They are available in diameters of 8, 11, 12.5, 16 and 19 mm

The homogeneous structure and fine grain size of the continuous cast copper rod result in
outstanding drawability. It can he drawn to an ultra-fine wire at a high yield rate

The Birla Copper rod is considered suitable for power and communication cables, strips for
power and distribution for transformers, magnet wires, and zari manufacturing. Larger diameter
rods 11, 12.5 and 16 mm-are used to produce profiles and busbars.Birla Copper is the only
manufacturer of the 19-mm-diameter copper rod in India. This rod is used for groove conductors
and profiles

Precious metals:
Precious metals are extracted at our precious metals refinery located at Dahej Gold and silver
have an affinity to copper ore and are found in certain quantities in the concentrate supplies.
Hindalco pays for the gold and silver content based on the prevailing international bullion market
prices and other factors. The precious metals are extracted after copper refining to produce 999
per cent pure gold, silver and selenium. The residue contains traces of platinum and palladium,
which are sold as platinum group metal mix, commonly known as PGM.
 COMPANY PROFILE :

Year of Establishment : 1996

Nature of Business : Manufacturer and Exporter

No. of Employees : More than 1100 Employees

Turnover : More than US$ 100Million

Major Markets : East & Middle Africa, East Asia

Contact Detail : Hindalco Industries Ltd.

Post : Dahej Taluka-Vagara

Village Lakhigam

District: Bharuch-392130

Gujarat: India

Email: birlacopper@adityabirla.com

Web: www.birlacopper.com

Location: At Lakhigam, village:Dahej

Railways: Nearest Railways is At Dahej(Narrow Gauge)

Main Station-Bharuch

Roadways: Nearest National Highways passes through Bharuch

 ABOUT ADITYA BIRLA GROUP :

A global conglomerate, the Aditya Birla Group is in the League of Fortune 500. Anchored by an
extraordinary force of over 185,000 employees belonging to 100 nationalities, the Group is built
on a strong foundation of stakeholder value creation. With over seven decades of responsible
business practices, our businesses have grown into global powerhouses in a wide range of sectors
– metals, pulp and fibre, chemicals, textiles, carbon black, telecom, cement, financial services,
fashion retail and renewable energy. Today, over 50% of Group revenues flow from overseas
operations that span 36 countries in North and South America, Africa, Asia and Europe.

The Aditya Birla Group is one of the largest multinational conglomerates in India, with a
significant presence in various industries both in India and globally. The group was founded by
Seth Shiv Narayan Birla in 1857 and later expanded and diversified by his grandson, Ghanshyam
Das Birla. However, it was under the leadership of Aditya Vikram Birla, the third generation of
the Birla family, that the group saw significant growth and global expansion.
After Aditya Vikram Birla's untimely death in 1995, his son Kumar Mangalam Birla took over
the reins of the group and continued to steer it towards new heights. The group is named after
Aditya Vikram Birla, honoring his immense contributions to the business and philanthropic
sectors.

Apart from its business ventures, the Aditya Birla Group is also known for its active involvement
in various philanthropic activities, especially in the areas of education, healthcare, and
sustainable development.

As of my last update in September 2021, the Aditya Birla Group continues to be a major player
in India's corporate landscape, and its businesses span across multiple continents, making it a
global conglomerate of considerable significance.

- KUMAR MANGALAM BIRLA

 Birla Copper Products and their Application:

1. Copper Cathodes:
Copper Alloy casting, Strips, Tubes & copper rods.

2. Continuous cast copper Rods:

Magnet wire, jelly filled, telephone cable, communication cable, electric cable,
transformer, power & control cables, railway electrical cables etc.

3. Sulphuric Acid:
Used in Fertilizers dyes & intermediate detergent.

4. Phosphoric Acid:
Used in Fertilizer.

5. Gypsum:
Soil conditions, cement. plaster of paris, building material, road paving.

6. Copper slag:
Shot blasting,building material.

7. Liquid oxygen:
Life saving compressed gases,weldings & fabrication Industry.

8. Liquid Nitrogen:
Coolant, refrigeneration & blanketing in petrochemical Industry.
 Competitive Scenario:

Regional:

Copper:

o HINDUSTAN COPPER
o STERLITE
o SWELL

Sulphuric Acid:

o NIRMA LTD.
o INDIAN RAYON
o BIRLA CELLULOSE
o HZL
o ARTI CHEMICALS NATH ACID & CHEMICALS

Phosphor Gypsum:

o GSFC
o SALT CHEMICALS INDUSTRY MANUFATURING

Global:

Copper- L.G.Mitsubishi, etc.

 HR

HUMAN RESOURCE DEPARTMENT

 HUMAN RESOURCE DEPARTMENT

Human Resource Management, in fact, is closely integrated with business concerns and is
concerned with a self of policies and practices designed to achieve strategic integration. After more
than a decade of the charged economic environment, a large number of high performing enterprises
have become low performing; many of them have been struggling to survive. The arrivals of MNCs
with higher order experience levels have severely threatened many of the Indian corporate and
have put their total survival at stake. Today the organizations are looking towards Human Resource
to make then more competitive and come out of the red by successfully meeting the challenge.
Government and private corporate undertook Human Resource Management innovative actions. -
polices and implementations through the social development sectors.

Introduction:
There are three important shifts in the role and responsibilities of human resource management
areas. First of all, it is realized that people are not merely a cost center but a great potential profit
center. Managing and converting human resources in to human assets is an important responsibility
of management. Secondly, the state public policies, unions, labour legislation for changing mix of
workforce. Third is the changing character of professionalism among the Human Resource
practitioners Today, the organizations are looking towards Human Resource to make them more
competitive and come out of the red by successfully mezeting the challenges

Setting the Context:

The most important challenge is revolutionizing the Human Resource system to identify, maintain,
develop and utilize talents across the organization to their fullest capacities. An organization may
claim that it has the best of the systems to identify talents across the organization.

Challenges:

 No longer living under virtuality but has started living in realities.

 To pay heavy costs for workforce livings.
 Making a paradigm shift towards reality
 A large-scale change of the Human Resource Systems.
 Fine tuned to make a shift or ready for changes
 Continue to out perform excel and remain a leader.
Human Resource - Perspective:
The popular emerging perspective of Human Resource is integrating Human Resource delivery
system and processes in to Human Resource enabling system and to achieve high levels of mutual
commitments. Mutual commitments according to the three-tiered institutional framework at
strategic, functional, and workplace levels.

Functional Level

 Supportive Business strategies

 Top management value commitment
 Effective voice for Human Resource strategy making and Governance

Functional Level (HR-Policy)

 Staffing on stabilization
 Investment in Training and Development
 Contingent compensation

Work Place level

 Selection on high standards

 Broad task design and team work
 Employee involvement in problem solving
 Climate of co-operation and trust.

Human Resource Vision and Plan

It is a big challenge for establishing the vision, mission values and general business strategy. The
Human Resource professionals are helping to ensure managers perform and be consistent with
corporate vision, mission and values. These have to be made the base for the development and
implementation of Human Resource Management plans. Together they provide the logic that
guides the choice of specific human resource policies and practices.
Human Resource Challenges:

 Capability and Talent Development

 Knowledge and Nescience Management
 Setting challenging Human Resource goals

Present Challenges of Human Resource Management:

 Corporate reorganization Now company formation

 New changing demographic workforce
 Knowledgeable workforce
 Changing workforce expectations
 New industrial relation approach
 Society based corporate responsibility

Human Resources Policy

1. Creating highly motivated and competent teams in every profit center.

2. Creating an entry-level cadre of bright, young enthusiastic people with good academic
credentials and caliber.

3.Spotting and tracing high potential through a performance appraisal system

4. A reward system that encourages people to focus results consistent with the larger business
goals.

5. Continuously building developing and enhancing people competencies through meaningful

training programs.

6.Creating an environment of helping caring and approach and providing strong social security
coverage
 Organisation Structure

Human Resources role is strategies & provides Intellectual Infrastructure of HR &

Organisational development of the grouping line with the strategic direction of the Group
 Human Resources Function:

 Human Resource Planning

 Recruitment

 Selection

 Training and Development

 Industrial Relation/Employees Relation- Welfare Activities

 Induction and Orientation

 Transfer and Promotion

 Performance Appraisal
 FUNCTION OF TIME OFFICE
The time office is itself a different function in the company. The time office carries a lot of
responsibilities in the company. In today's world time office work is becoming more crucial for
this type of big company where there is large number of employees.

The time office in the company has computerized attendance. This attendance is filled through
their face recognition at punch gate. For the new employees in the company, their ID is created
with this their face recognition is also connected. With. this ID their all the information are
connected through MIS System.

FUNCTIONS:

 The time office is responsible for the work regarding the attendance, leaves
holidays, working hours of different shift employees

 The time office keeps holidays, leaves etc reason on paper.

 The time office is responsible for the working hours of various shifts taking place
in the company Time offices prepare a wrack for the employees working shifts
&also test working hours

 Time office in also conversely help to clinic work. Because company has its own
clinic & so in case of emergency blood requires they the time office called to find
employees having same blood group

Human Resources Planning

Human resource or manpower planning is "the process by which a management determines how
an organization should move from its current manpower position to its desired manpower
position. Through planning, management strives to have the right number and right kinds of
people at the right places, at the right time to do things which result in both the organization and
the individual receiving the maximum long range benefit." So HR planning is help to maintain
and improve the organization ability to achieve its goal at a desired time.

Speaking about HR planning in Birla Copper, they have about 1220 employees are working in
the company. In the Birla Copper mostly find shortage at middle and upper level of the
organization. And also find that there is some increase and decrease in the number of employees
at every month, so it is not certain that how many numbers of employees are working in the
company.
Recruitment

Recruitment is the process of identifying and hiring the best qualified candidate. from within or
outside the organization, for a job vacancy, in a most timely and cost effective manner. It is a
process of searching for the prospective candidate and stimulating them to apply. Before the
recruitment process actually starts there is Human Resource Planning done to decide on the
requirement of the man power in the organization. The recruitment and selection process at Birla
Copper has five main stages: Requisition Management, Sourcing, Screening, Interview and
Selection.

Recruitment procedure

Recruitment is the process of identifying the sources for prospective candidate and to stimulate
them to the company. It may also involve persuading and including suitable person to apply for
the job in the organization

Recruitment procedure in Birla Copper are as follows:

1) P& IR department consult with the related department, design the detailed manpower
 2) The recruitment will be made only against clear vacancy

3) Job description for each category

4) First examine the availability of candidates from various sources

Internal candidate
Employees from group companies
Waiting lists
Campus selection

5) Candidate are not available from above sources P&IR department intent recruitment
process through other sources

Press advertisement
Walk in interviews
Placement agencies

6) P&IR department will receive all the application tabulate and maintained data

7) To scrutinized candidate by HOD

Selection:

Employee Selection is the process of putting right men on right job. It is a procedure of matching
organizational requirements with the skills and qualifications of people. Effective selection can
be done only when there is effective matching. By selecting best candidate for the required job,
the organization will get quality performance of employees. Moreover, organization will face
less of absenteeism and employee turnover problems. By selecting right candidate for the
required job, organization will also save time and money. Proper screening of candidates takes
place during selection procedure. All the potential candidates who apply for the given job are
tested.

Selection procedure

Selection procedure done in Birla Copper are as below:

1. Receipt & scruting of applications
All those who apply for a job in a company may not be qualified for the jobs. Those who do not
posses required qualification & experience they should not be included in the list of candidates to
be called for interview. And those who posses required qualification & experience those are
called for group discussion and written test

2. Group discussion (GD) & Written Test:

All those who posses required qualification and experience they called for GD & written test. In
written test different topic given to the different candidate as per their relate course Those who
has passed GD & written test are called for the preliminary Interview.

3. Preliminary Interview & Salary negotiation:

In the preliminary interview some question asked to candidate related to his/her qualification,
experience test, age etc. In preliminary interview interviewers are from the middle management.
The main object of the preliminary interview is to know that whether the applicant posses
physically or mentally fit for the job or not. And also in this stapes candidate has ignore about
the salary structure of the organisation. Candidate who has passed in the preliminary interview
and accept salary then they are called for to final interview

4. Final Interview:
Final interview or selection interview is a formal face to face conversation between the selector
and the candidate to evaluate the overall suitability of the applicant & for the exchange of
information. The selection interview aims at assessing whether the applicant has the necessary
ability i.e aptitude, experience, education to do the work Divisional head or departmental head
takes final interview
Training and Development

Training is a learning process that involves the acquisition of knowledge, sharpening of skills,
concepts, rules, or changing of attitudes and behaviours to enhance the performance of
employees. Thus it becomes an important function of the HR Department

At Birla Copper the process begins with the Training Need Identification. After that there is
training need analysis is done where in the similar training need are identified. The need analysis
of the entire next year is done and based on it a monthly training calendar is prepared. This
calendar is circulated among the different departments of the organisation.

Then one week before the training is scheduled there is a mail sent to the different departments
in the company, asking the HODs to nominate the employees for the training Program

There are generally minimum 25 employees taken up for a particular training program and when
the batch is found to be relatively full then a mail is again sent to the different departments
stating the same.
Before the actual training begins the HR Department contacts the faculty who is suppose to
conduct the training session/s and they also get the pre and post training question paper. This
tests help in evaluating the effectiveness of the training program

Birla Copper is member of IIM (A) so as it sends its employees for training, whenever good &
interesting topics are to be covered. It also arranges training and development programmes for
executives & managers by calling well known person from their specializing area for
conferences and seminars.

There are 3 types of training that are given to the employees,

 Induction Training
 Technical Training
 Behavioral Training

Induction Training:

Induction training is held for almost 9 days programme. It is basic awareness session on safety,
human resouce, WCM, list aid ete It is always given to the fresher

Technical Training:

Technical training is given to enhance the technical behavior and proper material handling of the
employee It is given on the field of refinery, smelting, industrial hydraulics and pump system

Behavioral Training:

Behavioral training includes communication skills; inter personal skill, negotiation skills,
computer operations, team work, stress management and giving &receiving.
Employee Relation/Industrial Relation

HR department allocate the personnel for different department who visit their respective
department frequently They take suggestion and feedback for their improvement. An industry
only operates if personnel are introduced in it. Hence for effective functioning of an organization
it is necessary to manage this manpower effectively. Only the work force is satisfied, the
organization would run smoothly. For this purpose, it becomes a duty of personal department;
this is called Industrial Relation Maintenance

The industrial relation is well maintained and hence the unit has no grievances handling
procedure. All non-management staff include in the trade union. All negotiation are done in a
democratic way and hence each party gets a chance of sharing their problems, the union leader is
selected by the terms and condition of agreement are decided after every three years.
Welfare Activities

 3 Pair of Uniform every 3 year

 Marriage Gift:

The employee is entitled to receive "Marriage Gift" equivalent to half month basic
salary/stipend

 Marriage Loan:

The loan will be equivalent to a maximum of 5 month salary (BASIC+VDA) The loan
will be interest free and recoverable in 15 equal monthly installments

 Medical Relief Fund Scheme:

The scheme aims to provide financial assistance to any permanent employee of the
company who is required to undergo major surgery or incurred heavy expenditure
towards medical treatment in respect of major disease.
  Interest subsidy towards car/vehicle loan:

This scheme provide vehicle or car loan

 Hospitalization Policy:

Hospitalization Policy is provided to the employees

Salary and wages Structure

Wage and salary are the compensation given to the workers and employees as are ward on the
contribution made by them

The criteria of deciding wages and salaries to the employees are as follows

1) Arrangement between candidates and head office

2) According to the rates bearing in the market.

3) The management of Birla Copper fixes the basic and fixed perks.

4) Temporary workers are paid on daily basis.

5) The salaries, monthly wages me paid before Ist

Induction and Orientation

An induction program is the process used within many businesses to welcome new employees to
the company and prepare them for their new role. It provides an introduction to the working
environment and the set-up of the employee within the organisation. The process will cover the
employer and employee rights and the terms and conditions of employment. As a priority the
induction program must cover any legal and compliance requirements for working at the
company and pay attention to the health and safety of the new employee. Good induction
programs can increase productivity and reduce short-term turnover of staff.

At Birla Copper as well there is induction program designed for all the new employees so that
they get oriented to the organisation and can get acquainted better. There are following two types
of induction programs:

Quick and Easy Program

Structured Program

If the recruited employees are below 10 then the Quick and Easy Method is used and if the
employees are more than 10 then the Structured Method is used.
⚫ Quick and Easy Program:

Day 1: Introductions, Schedule, Meeting the Team, Group, Business and Unit, Departmental
Overview, Job Role Overview, People Policies and Joining Formalities, Buddy System, End of
the Day Briefing etc.

Day-2: Meeting with relevant stakeholders.

. Structured Program:

Day-1 & 2: Introductions, Schedule, Poornata Training, Group, Business and Unit, Departmental
Overview, Job Role Overview, People Policies and Joining Formalities. Buddy System, End of
the Day Briefing etc.

Day-3: Meeting the Team, Department overview, Job / Role Overview, Meeting the relevant
Stakeholders.

Transfer and Promotion

Promotion and transfer are activities through which an adjustment in the size of workforce of an
enterprise can be made to cope with the changing situations. Such adjustments in work force may
be needed to meet some special situation, such as changes in organisational structure involving
regrouping of the job, changes in relocation of the individuals, jobs, process, and departments
fluctuation in volume of production etc.

• Promotion Policy

A promotion may be defined as an upward advancement of an employee in an organization to

another job, which commands better pay/wages, batter status/prestige, and higher
opportunity/challenges, responsibility, and authority, better working environment, hours of work
and facilities, and a higher rank. A promotion is vertical move in rank and responsibility.

Birla Copper follows a unique promotion policy for the employees. The employees are promoted
only on the basis of their performance and merit received by them. No preference is given to
seniority for being promoted. Merit system for performance is follows

E-Excellent
V-Very Good
G-Good
A-Average
N.P.-Non performer

The minimum time period for being promoted is of two years.

• Transfer Policy

A transfer is horizontal or lateral movement of an employee from one job. section, department,
shill, plant or position to another at the same or another place where his salary, status and
responsibility are the same. It generally does not involve a promotion, demotion or change in job
status other than movement from one job or place to another.
The Birla Copper does not follow any specific transfer policy. The employees are transferred
according to need of the concerned department. According to corporate HRD principles an
employee can only be transferred if he or she has consecutively worked three or more years in
any unit of the AV. Birla group of companies.

Performance Appraisal

PERFORMANCE APPRAISAL SYSTEM FOR DIFFERENT LEVEL

Performance appraisal is the process of assessing the performance and progress of an employee
or of a group of employees on a given job and his potential for future development Performance
appraisal is a significant element of the information and control system in organization.

Performance Appraisal Module for Operative Group

The period for Performance Appraisal for Operative Group is Jan. to Dec. Performance
Appraisal for Operative Group are based on and weightage percentage of respective factors

The rating is done on a size scale basis ie

1. Excellent
2. Very Good
3. Good
 1. 4 Average
4. Satisfactory
5. Unsatisfactory
6. Non performer

Performance Appraisal Module for Management Group

The Period for Performance Appraisal for Management Group is April to March. The assessment
of managerial group will be carried out on six scale basis. This basis would be the contribution
by each respective HOD in their area.

The appraisal is in relation to:

 Major assignment completed.

 Contribution made on companies wide objective
 Substantial contribution in relation to system ie. Process, Cost, Quality and the Services
 It will also cover the identification of potential concerned HOD's for further growth as
well as identification of development needs

The six scale on the basis of which appraisal would be made are as bellows

1. Exceptional achiever
2. Very Good Performer
3. Good Performer
4. Average Performer
5. Satisfactory Performer
6. Non Performer
Appendices

 www.wikipedia.com

 hrmpractice.com

 adityabirla.com

 hindalco.com

 m.economics.com

 tutorialpimt.com

 www.google.com