SSR COLLEGE OF ARTS, COMMERCE AND

SCIENCE

A
PROJECT REPORT
ON
“A STUDY OF HR POLICY”
WITH THE REFERENCE OF BMW GROUPS,
WIPRO AND ADITYA BIRLA GROUP.

SUBMITTED BY:
VINJAL PATEL OF TYBBA
UNDER THE GUIDANCE OF
MISS SHALU SHARMA
 Table Of Contents
SR.NO CONTENT PG.NO
1. ABOUT MNC

2. COMPANY 1 ; BMW GROUPS

3. INTRODUCTION

4. HISTORY

5. IMPORTANT INFORMATION ABOUT

BMW GROUPS
6. HR POLICY IN BMW GROUPS

7. ROLE O GLFOBAL MANAGER IN BMW

GROUPS

8. CONCLUSION
9. COMPANY 2 : WIPRO

10. INTRODUCTION

11. IMPORTANT INFORMATION ABOUT

WIPRO

12. HISTORY

13. HR POLICY IN WIPRO

14. ROLE OF GLOBAL MANAGER IN WIPRO

15. CONCLUSION

16. COMPANY 3 ADITYA BIRLA GROUPS

17. INTRODUCTION
18 HISTORY

19. HR POLICY OF ADITYA BIRLA GROUPS

20. ROLE OF GLOBAL MANAGER IN

ADITYA BIRLA GROUPS

21. CONCLUSION
 MULTINATIONAL CORPORATION
MNC

A multinational corporation (MNC) is a company that has

business operations in at least one country other than its home
country. By some definitions, it also generates at least 25% of its
revenue outside of its home country.

Generally, a multinational company has offices, factories, or

other facilities in different countries around the world as well as
a centralized headquarters which coordinates global
management.

Multinational companies can also be known as international,

stateless, or transnational corporate organizations or enterprises.
Some may have budgets that exceed those of small countries.
 BMW GROUPS

Bayerische Motoren Werke AG, abbreviated

as BMW (German pronunciation: is a German multinational
manufacturer of luxury vehicles and motorcycles headquartered
in Munich, Bavaria, Germany. The company was founded in
1916 as a manufacturer of aircraft engines, which it produced
from 1917 to 1918 and again from 1933 to 1945.

BMW is headquartered in Munich and produces motor vehicles

in Germany, Brazil, China, India, Mexico, the Netherlands,
South Africa, the United Kingdom, and the United States. The
Quandt family is a long-term shareholder of the company,
following investments by the brothers Herbert and Harald
Quandt in 1959 that saved BMW from bankruptcy, with the
remaining shares owned by the public.
Automobiles are marketed under the brands
BMW, Mini and Rolls-Royce, and motorcycles are marketed
under the brand BMW Motorrad. In 2017, BMW was the
world's fourteenth-largest producer of motor vehicles, with
2,279,503 vehicles produced and in 2022 the 7th largest by
revenue.[4] The company has significant motor-sport history,
especially in touring cars, sports cars, and the Isle of Man TT.

BMW is headquartered in Munich and produces motor vehicles

in Germany, Brazil, China, India, Mexico, the Netherlands,
South Africa, the United Kingdom, and the United States. The
Quandt family is a long-term shareholder of the company,
following investments by the brothers Herbert and Harald
Quandt in 1959 that saved BMW from bankruptcy, with the
remaining shares owned by the public.

HISTORY :

Otto Flugmaschinenfabrik was founded in 1910 by Gustav

Otto in Bavaria. The firm was reorganized on 7 March 1916
into Bayerische Flugzeugwerke AG. This company was then
renamed to Bayerische Motoren Werke (BMW) in 1922.
However, the name BMW dates back to 1913, when the original
company to use the name was founded by Karl Rapp (initially
as Rapp Motorenwerke GmbH). The name and Rapp
Motorenwerke's engine-production assets were transferred to
Bayerische Flugzeugwerke in 1922, who adopted the name the
same year.[5] BMW's first product was a straight-six aircraft
engine called the BMW IIIa, designed in the spring of 1917 by
engineer Max Friz. Following the end of World War I, BMW
remained in business by producing motorcycle engines, farm
equipment, household items and railway brakes. The company
produced its first motorcycle, the BMW R 32 in 1923.

BMW became an automobile manufacturer in 1928 when it

purchased Fahrzeugfabrik Eisenach, which, at the time,
built Austin Sevens under licence under the Dixi marque.[6] The
first car sold as a BMW was a rebadged Dixi called the BMW
3/15, following BMW's acquisition of the car manufacturer
Automobilwerk Eisenach. Throughout the 1930s, BMW
expanded its range into sports cars and larger luxury cars.

Formerly Bayerische Flugzeugwerke AG

Type Public (Aktiengesellschaft)

Traded as FWB: BMW

DAX component

Industry Automotive

Otto Flugmaschinenfabrik
Predecessors
Rapp Motorenwerke
Fahrzeugfabrik Eisenach
Founded 7 March 1916; 107 years ago
Founders Camillo Castiglioni
Franz Josef Popp
Karl Rapp
Headquarters Munich
,
Germany
Area served Worldwide
Key people Oliver Zipse, Chairman of the Board of Management
Norbert Reithofer, Chairman of the Supervisory
Board
Products Cars
Motorcycles
Production output 2,382,305 cars (2022)
215,932 motorcycles (2022)[1]
Brands Automobiles
Alpina
BMW
BMW i
BMW M
BMW X
BMW Z
DriveNow
Mini
Rolls-Royce
Motorcycles
BMW Motorrad
Services Financial services
Revenue €142.610 billion (2022)[1]
Operating income €23.509 billion (2022)[1]
Net income €18.582 billion (2022)[1]
Total assets €246.926 billion (2022)[1]
Total equity €91.288 billion (2022)[1]
Owners Public float (50.7%)
Stefan Quandt (25.8%, 25.6% through holdings and
0.2% directly)
Susanne Klatten (20.9%, 20.7% through holdings
and 0.2% directly)[2]
Number of 149,475 (2022)[1]
employees
Website bmw.com (BMW brand, related sub-brands and
operations)
 bmwgroup.com (BMW AG corporate website)

HR POLICY IN BMW GROUPS ;

The BMW Group respects the human rights of its employees and aims to
provide working conditions that exceed the minimum standards. and the
values set out in the BMW Group corporate strategy. These determine
the attitude and conduct of employees around the world and include
aspects such as responsibility, appreciation, transparency, trust and
openness. A key role in this respect falls to BMW Group managers, who
must lead by example, putting the values into practice. The following
3favorable conditions of work.

SOME HR POLICY IN BMW GROUPS :

1. NO CHILD LABOR : A child’s development must not be

hampered by undertaking any kind of work that keeps them from
receiving an education. Their dignity must be respected and their health
and safety protected. In accordance with ILO Core Conventions, the
BMW Group adheres to minimum employment ages and fully rejects
child labor, in particular all worst forms of child labor, i.e. dangerous
work that can harm the health, safety or morals of children.
2 . NO FORCED LABOR : The BMW Group does not tolerate
forced or compulsory labor of any kind. In accordance with ILO Core
Labor Standards, the BMW Group opposes the use of forced or unlawful
compulsory labor of any kind in its business activities.

3 . FREEDOM OF ASSOCIATION AND THE

RIGHT TO COLLECTIVE BARGAINING .: BMW
Group recognizes the rights of its employees to form
representative The bodies and participate in collective
bargaining regarding working conditions. The BMW Group has
a culture of trusting, constructive collaborations with applicable
employee representatives. Even on controversial issues, it aims
to maintain stable collaborations with representative bodies for
its own interests as well as for the good of its employees.
Employees are neither shown preference nor disadvantaged for
either belonging or choosing not to belong to a trade union or
employee representative body. Where a facility has no
applicable employee representatives, the BMW Group promotes
a regular dialogue between the workforce and the company.

4. PROTECTION FROM DISCRIMINATION: Equal

treatment of all employees is a fundamental principle of our
corporate policy. The BMW Group does not tolerate
discrimination against its employees. Staff must not be
disadvantaged, favored or harassed on the grounds of
characteristics such as gender, skin color, religion, nationality,
political or other beliefs, ethnic origin, disability, age, sexual
orientation, or any other characteristics protected by local laws
e.g. membership of a national minority, pregnancy or veteran
status. BMW Group supports national policies to overcome the
effects of past discriminatory practices or other disadvantages.
Moreover, in keeping with its Diversity Strategy the BMW
Group actively promotes diversity and nurtures an open and
integrative corporate culture.

.5. RIGHT TO HEALTH AND OCCUPATIONAL

SAFETY: At the BMW Group, the protection and promotion
of employees’ health and safety is a top priority. Around the
world the BMW Group complies with all the applicable
employment protection legislation and sets its own additional
standards for improving occupational safety. Effective
management systems and certification (e.g. OHSAS 18001)
allow regular controls in order to verify adherence to
specifications concerning occupational health and safety as well
as ergonomic workplace design, which in turn reduces the risk
of accidents. In line with applicable legislation, the managers
responsible take their duties very seriously. They ensure that all
employees concerned are regularly instructed on the relevant
aspects of occupational health and safety. To support them in
these responsibilities they receive regular training. In addition,
the BMW Group actively promotes the physical and
psychological wellbeing of its employees through health
management initiatives. By implementing adequate security
measures, the BMW Group also makes every effort to keep
employees and visitors safe at all of its sites. Site-specific risk
analyses are carried out and measures are implemented in
accordance with applicable legislation.

.6. REMUNERATION.: The BMW Group remunerates its

employees with competitive, performance-based compensation
which is complemented with additional benefits. Employees are
remunerated fairly by both internal and external standards.
Uniform principles provide the foundation for a well-balanced
global rewards system. Where legislation exists, the BMW
Group pays its employees at least the legal minimum wage
applicable in the economic area concerned. It also strives to
provide its employees with above-average remuneration overall
(consisting of salaries and fringe benefits) compared with the
rest of the local employment market. At all BMW Group
entities, performance and results form the key criteria on which
employees’ salaries are based. The company also rewards
workers in line with local policies for their individual or
collective performance.

7. WORKING TIMES : The BMW Group complies with

national legal working time regulations as a minimum
requirement. In addition, our working time principles describe
the BMW Group values for employees resting times, leisure,
holiday and a healthy life balance. They support BMW Group
entities worldwide in designing working time schedules.
Working times and break times take into account not only
business but also personal needs. They are based on scientific
criteria, such as medically recognized limits regarding physical
and psychological stress. The BMW Group supports employees’
efforts to reconcile their professional and personal lives with a
range of different working time models as well as childcare
arrangements and advice on caring for family members to help
them achieve a healthy balance in the various stages of their
careers and lives. Every BMW Group site develops appropriate
measures that meet regional and national conditions.
.8. TRAINING : The BMW Group promotes the long-term
employability of its employees. It recruits new employees on the
basis of their personal ability and trains and develops them
accordingly. Their skills and talents are enhanced by future-
oriented training and education programs that are designed to
keep their performance and employability levels high over the
longer term. As well as concentrating on technical training,
courses focus on personal development. Access to further
education and training is based on the principle of equal
opportunities for all employee

9. RIGHT TO PRIVACY – PROTECTION OF

PERSONAL DATA: To uphold the rights of individuals
(e.g. employees, customers) to determine how their own
personal information is used, the BMW Group maintains high
data protection standards. In essence, these conform to German
and European data protection standards to ensure personal rights
are safeguarded as best as possible, in every BMW legal entity
worldwide. When it comes to dealing with personal data in day-
to-day business, innovative information technologies and
increasing media connectivity can represent major challenges.
The BMW Group’s Corporate Data Protection department
makes every effort to ensure that the use of such personal data
complies with legislation and that the impact on privacy is as
little as possible and the rights of the individuals are guaranteed,
including their right to access, correct, block or delete
information.
ROLE O GLFOBAL MANAGER IN BMW GROUPS

CORPORATE GOVERNANCE AT THE BMW GROUP.

For the BMW Group, corporate governance is an all-embracing

topic which involves all areas of the company. Transparent
reporting and a corporate governance policy aimed at the
interests of stakeholders are well-established traditions within
the BMW Group. Cooperation between the Board of
Management and the Supervisory Board, in an atmosphere of
commonly shared trust and responsibility has long been the
basis for managing the BMW Group. The underlying corporate
culture at BMW is based on the principles of transparency,
placing trust in others and taking responsibility for one's own
actions.
The BMW Group believes that the recommendations and
suggestions contained in the German Corporate Governance
Code help make the German financial market more attractive, in
particular for international investors.

In

conclusion,

BMW Group exemplifies the characteristics of a multinational

corporation through its extensive global presence, diverse
product offerings, international supply chain, cross-border
investments, and a commitment to serving a worldwide
customer base. It embraces the opportunities and challenges
presented by the global marketplace, making it a notable player
in the automotive industry on a global scale.
 WIPRO
Wipro is an Indian multinational company that deals in
information technology (IT), consulting and business process
services. Its headquarters is situated in Bangalore, Karnataka. It
was founded in 1945 by Mohamad Premji. Azim Premji, one of
India’s greatest entrepreneurs and philanthropist, owns the
company today.. Read more at:
https://www.fincash.com/l/brand/wipro
Wipro is an Indian multinational corporation that
provides information technology, consultant and business
process services. It is one of the leading Big Tech companies.
[5]
Wipro's capabilities range across cloud computing, computer
security, digital transformation, artificial
intelligence, robotics, data analytics, and other technology
consulting services to customers in 167 countries.[6]
Type Public

Traded as BSE: 507685

NSE: WIPRO
NYSE: WIT
NSE NIFTY 50 Constituent
Industry Conglomerate
Founded 29 December 1945; 77 years ago
Headquarters Global: Sarjapur Road
Overseas: U.S.[1]
Area served Worldwide
Services Information technology
Consulting
Outsourcing
Revenue US$11 billion[2] (2023)
Operating US$1.8 billion[2] (2023)
income
Net income US$1.4 billion[2] (2023)
Total assets US$15 billion[2] (2023)
Total equity US$9.8 billion[2] (2023)
Owner Azim Premji (73.85%)[3]
Number of 240,000[4]
employees
Subsidiaries Appirio
Topcoder
Capco
Designit
Website www.wipro.com
HISTORY :

Early years
The company was incorporated on 29 December 1945
in Amalner, India, by Mohamed Premji.[7][8][9] In 1966, after
Mohamed Premji's death, his son Azim Premji took over Wipro
as its chairperson at the age of 21.[10]
Shift to IT Industry
During the 1970s and 1980s, the company shifted its focus to
new opportunities in the IT and computing industry, which was
at a nascent stage in India at the time. On 7 June 1977, the name
of the company changed from Western India Vegetable Products
Limited, to Wipro Products Limited.[8] In 1982, the name was
changed again, from Wipro Products Limited to Wipro Limited.
In 1999, Wipro was listed on the New York Stock Exchange.
[citation needed]
In 2004, Wipro became the second Indian IT
company to earn US$1 billion in annual revenue.[11]
In 2012, Wipro demerged its non-IT businesses into a separate
company called Wipro Enterprises.[12][13][14] Prior to this
demerger, these businesses, mainly in the consumer care,
lighting, furniture, hydraulics, water treatment, and medical
diagnostics, contributed about 10% of Wipro's total revenues.[15]
[16][17]

In March 2023, Wipro opened its American

international Headquarters at Tower Center in East
Brunswick, Middlesex County, New Jersey.
 WIPRO HUMAN RIGHT POLICY
Wipro Limited (“Wipro”) supports the protection an elevation of
human rights and is guided by fundamental principles of human
rights, such as those enumerated in the United Nations Universal
Declaration of Human Rights and the International Labour
Organization’s Declaration on Fundamental Principles and
Rights at Work (“ILO Declaration”). Wipro is a signatory to the
United Nations Global Compact. Wipro supports the United
Nations Guiding Principles on Business and Human Rights
(“UN Guiding Principles”) including the corporate responsibility
to respect human rights. Our support for these fundamental
principles is reflected in our policies and actions towards our
employees, suppliers, clients, communities and the countries
where we do business.

EQUAL OPPORTUNITY AND NON-DISCRIMINATION:

Wipro is committed to building a culture in which all
employees, including potential candidates can compete in a fair,
open and transparent environment. Merit in qualification,
performance and capability form the sole criteria for selection. It
is Wipro’s constant endeavor to ensure there is no
discrimination in respect of employment and occupation.
Wages, hours of work and social benefits, are based on local
laws and regulations as well as prevailing market standards and
practices.

HARASSMENT-FREE WORKPLACE : Wipro treats all

employees with respect and provides a work environment free
from all forms of harassment, whether physical, verbal or
psychological. This includes behavior/action directed towards
third parties during the course of conducting Wipro’s business.
Employees have the right to freedom of opinion and expression.
FREEDOM OF ASSOCIATION : Wipro respects the right of
employees to exercise their lawful right of free association.

SAFE AND HEALTHY WORKPLACE : Wipro strives to

institutionalize health and safety processes, with special focus
on aspects such as women’s safety, motherhood and associated
special care and assistance, assistance to persons with disability,
emergency response and preventive health & safety measures.
Employees are encouraged to highlight concerns or
health/security hazards to the management.

INCLUSIVE WORKPLACE : Wipro is committed to

workplace diversity and to providing an inclusive environment.
Wipro has also enabled and institutionalized a reasonable
accommodation policy for employees with special needs or
personal circumstances and focuses on accessible infrastructure
and information systems ready for any adjustment and changes
if required.

DATA PRIVACY ; Wipro is committed to protect the data

privacy of employees (including ex-employees and retirees),
customers and suppliers. Our current data protection and privacy
framework includes multi-layer password protected
authentication systems, automatic tools and tracking
mechanisms, audits and information sharing on a need-to-know
basis. We do not disclose information to third parties without
explicit consent of our stakeholders, unless required by law to
do so. Our Ombuds process and security incident management
process allow reporting of data breaches and policy violations.

PROHIBITS CHILD LABOR AND FORCED LABOR :

Wipro prohibits child laborers and forced or compulsory labor
including bonded labor, slavery and human trafficking and the
same is embodied in Wipro’s COBC and SCOC.
 ROLE OF GLOBAL MANAGER IN WIPRO
Under the new model, Wipro will now deliver capabilities to clients
through four GBLs organized around cloud, enterprise technology and
business transformation, engineering, and consulting. The new model
reflects the company’s continued pivot toward strategic bet areas and its
focus on leveraging the power of ‘One Wipro’ to deliver on clients’
entire spectrum of business and technology transformation goals. The
changes will go into effect April 1, 2023.

Wipro FullStride Cloud : will bring together Wipro’s entire suite of

cloud capabilities under a fully integrated, full stack offering. Cloud
native applications, cloud architecture, apps modernization, cloud
strategy and migration, as well as cloud infrastructure, will all fall under
this business line. Jo Debecker, who currently leads Wipro’s Cloud
Infrastructure Services, will lead this business, and assume the title
of Global Head of Wipro FullStride Cloud. Debecker’s deep
experience in applications, data, and cloud transformation will be a key
factor in amplifying the growth of Wipro’s cloud business—which now
makes up more than one-third of the company’s revenues. Debecker will
help clients maximize the full potential of the cloud by integrating
Wipro’s end-to-end cloud services delivery engine and building
differentiated industry solutions designed to further accelerate growth in
this fast-evolving market segment.

Wipro Enterprise Futuring ; will offer clients distinctly forward-

looking solutions for large scale enterprise transformation. This business
line will comprise intelligent insights and data, application platforms,
digital operations, and cybersecurity. Nagendra Bandaru, currently the
head of Wipro’s iCORE business, will become the Global Head of
Wipro Enterprise Futuring. He will focus on elevating Wipro’s
traditional enterprise transformation and operations business by
leveraging advanced technologies, such as artificial intelligence (AI),
augmented reality, as well as reimagined and highly automated customer
and employee experiences. Bandaru will create innovative offerings that
help clients build agile, resilient, tech-forward enterprises, and leapfrog
into the future.

Wipro Engineering Edge : which was launched in 2022 to

advance Wipro’s position as a global engineering services
leader, will become a standalone business line. Harmeet
Chauhan, who currently leads Wipro Engineering, will become
the Global Head of Wipro Engineering Edge. He will
continue to scale and strengthen Wipro’s engineering prowess,
with expansion of capabilities and offerings in technologies,
such as Cloud, 5G, Industry 4.0, IoT (Internet of Things),
Silicon Design, Embedded Systems, Data and AI Platforms,
among others. Wipro Engineering Edge will help clients
innovate at scale as they look to develop products, platforms,
services, and operations that are connected, intelligent, and
autonomous across sectors.
Wipro Consulting : will align Capco, Designit, and Wipro’s Domain
and Consulting business under a single banner, driving enhanced best
practice and experience sharing between these independent units. Lance
Levy, CEO of Capco, and Philippe Dintrans, Global Head of Wipro
Domain & Consulting, will continue to lead their businesses in their
respective industries, under the leadership of CEO Thierry Delaporte.
Bringing Designit under this GBL, led by Nicolas Parmaksizian, CEO
of Designit, will lead to new opportunities to embed experience
innovation capabilities into a broader universe of consulting
engagements
.

In conclusion,

BMW Group exemplifies the characteristics of a

multinational corporation through its extensive global
presence, diverse product offerings, international supply
chain, cross-border investments, and a commitment to
serving a worldwide customer base. It embraces the
opportunities and challenges presented by the global
marketplace, making it a notable player in the automotive
industry on a global scale.
 Aditya Birla Group
Aditya Birla Group (ABG) is an Indian multinational Fortune
500 company headquartered in Mumbai, Maharashtra.[5] The
group has a presence in 36 nations.[6] As of 2022, the company's
revenue is worth $60 billion[7] and derives over 50% of its
revenue from its global operations.[8]
The group's industries include metals, cement, fashion and
retail, financial
services, renewables, fibre, textiles, chemicals, real
estate, trading, mining, and entertainment.[7]
.
 History
The Aditya Birla Group is a diversified Indian multinational
conglomerate based in Mumbai, India. It operates across six
continents and 36 countries.[11] The group's origins are associated
with three individuals: Ghanshyam Das Birla (G.D.
Birla), Aditya Birla and Kumar Mangalam Birla.[12]
Ghanshyam Das Birla (1894–1983) Born into a business
family, G.D. Birla began his career in the family's trading
business. He expanded into various industries like jute, cotton,
and textiles.[13] G.D. Birla established multiple manufacturing
businesses that laid the foundation for the Aditya Birla Group.
[14]
He was recognized for his charitable acts and his connection
with Mahatma Gandhi.[15][16]
Aditya Vikram Birla (1943–1995), the grandson of G.D. Birla,
grew the group's operations.[17] At 24, Aditya Birla began
establishing businesses abroad. In 1969, he founded 19
companies in Thailand,[18] Malaysia, Indonesia, Philippines,
and Egypt.[17][19] Under his leadership, the group diversified into
multiple sectors such as metals, cement, textiles, and telecom.[18]
Kumar Mangalam Birla became the chairman of the Aditya
Birla Group in 1995, succeeding his late father Aditya Vikram
Birla when he was just 28 years old.[19][20] Under his leadership,
the group's annual turnover grew from $2 billion in 1995 to $60
billion in 2022.[7][21]
 1969: At the age of 24, Aditya Birla assumed control of the
group. He set up 19 companies outside India, in Thailand,
Malaysia, Indonesia, the Philippines, and Egypt.[17][19]
 1996: The group's revenue was USD $2 billion.
 2007: The group made a major move into the metals industry
with the acquisition of Novelis, a producer of flat-rolled
aluminium products, for USD $6.1 billion.[22][23]
 2008: The group ventured into the telecom sector through the
acquisition of Spice Communications for a sum of USD $1.8
billion. This strategic move served as the group's entry into
the Indian telecommunications industry.[24][25]
 2010: Aditya Birla Group's cement arm, UltraTech Cement,
acquired the Dubai-based ETA Star Cement Company for an
enterprise value of $380 million.[26][27] This acquisition helped
the group become the third-largest cement producer globally
(excluding China).[28]
 2011: The group diversified into the pulp and fibre industry
with the acquisition of Domsjö Fabriker for USD $340
million.[29]
 2012: The group entered the fashion and retail industry with
the acquisition of Pantaloons, a branded apparel company, for
USD $437 million.[30][31]
 2014: The group further expanded its cement business with
the acquisition of Jaypee Cement for USD $634 million.[32]
 2016: The group continued its expansion in the cement
industry with the acquisition of Jaiprakash Associates for
USD $2.3 billion.[33]
 2018: The group acquired Binani Cement for USD $1.1
billion.[34]
 2019: The group acquired Century Cement for USD $1.2
billion, continuing its expansion in the cement industry.
[35]
Group company ABFRL announced strategic partnership
with designer brand Shantanu and Nikhil.[36][37]
 2020: The group made a significant acquisition in the
aluminium industry with the purchase of Aleris for USD $2.8
billion.[38]
 2021: Grasim, a part of the Aditya Birla Group, entered the
paints business, marking the group's entry into a new
industry.[39][40] Group company ABFRL announced strategic
partnerships with designer brands Tarun
[41]
Tahiliani and Sabyasachi.
 2022: The group's revenue reached USD $60 billion.[42] The
group also launched TMRW, a D2C retail platform,[43][44] and
Grasim's B2B e-commerce venture in the building materials
segment.[45] ABFRL announced a partnership with
designer Masaba Gupta to build a lifestyle portfolio under
brand Masaba.[46]
 HUMAN RIGHTS POLICY

Aditya Birla Sun Life AMC Limited (“ABSLAMC”) recognizes the

valuable role that our business can play in the longer-term protection of
human rights. We along with our subsidiaries are committed to
respecting the human rights of our workforce, communities and those
affected by our operations wherever we do business (including all our
contractors and vendors) in line with internationally recognized
frameworks. Our commitment entails respecting human rights and
seeking to avoid involvement in human rights abuses, identifying,
assessing and minimizing potential adverse impacts through due
diligence and management of issues, and effectively resolving
grievances received from affected stakeholders. ABSLAMC along with
its subsidiaries endeavors to achieve our commitment by:
• Maintaining positive legal compliance with applicable constitutional
and regulatory human rights requirements and conforming to the Aditya
Birla Group Sustainable Business Framework;
• Undertaking an iterative, due diligence process, the focus of which is
identifying, assessing and managing potential risks and impacts;
• Aligning our existing policies, processes and activities with our
commitment to respect human rights, including those that apply to
engagement with indigenous people; land acquisition, supply chain, and
security management;
• Promoting awareness of human rights with employees at various
levels of our operations through training and communication;
• Engaging with stakeholders in an inclusive, transparent and culturally
appropriate manner on human rights concerns related to our business
activities;
 • Valuing diversity, equal opportunity and the need to consider the
rights of vulnerable groups such as indigenous people, women, migrant
workers and other minorities;
• Prohibiting any contribution to armed conflict or human rights abuses
in conflict-affected and high-risk areas.
• Providing access to remedy by resolving grievances in a timely and
culturally appropriate manner;
• Influencing our contractors, suppliers, vendors and other organizations
with whom ABSLAMC has a leverage to adopt the Aditya Birla Group
Sustainable Business Framework and to encourage and support the
development of equivalent management systems;
• Developing goodwill, creating sustainable employment and
stimulating economic opportunities in the communities that host our
activities;
• Establishing clear accountability by assigning adequate resources and
responsibilities for effective management of human rights risks;
• Continually improving human rights performance by sharing good
practices and learnings, setting and reviewing targets, and monitoring,
reporting and disclosing performance.
Role of global manager in Aditya Birla Group

The Aditya Birla Group (ABG) is an Indian multinational Fortune 500

company headquartered in Mumbai, Maharashtra. The group has a
presence in 36 nations. As of 2022, the company's revenue is worth $60
billion and derives over 50% of its revenue from its global operations.

Kumar Mangalam Birla and his family ranked fourth on the EdelGive
Hurun India Philanthropy List in 2021 and 2022, [71][72] donating INR 377
crore and INR 242 crore respectively.[73][74] The Aditya Birla Group
invested over INR 5 billion in CSR initiatives globally in FY21 and
donated INR 500 crore to the PM CARES Fund in 2020.[75] In 2019,
Kumar Mangalam Birla created a £15mn scholarship program at
the London Business School in memory of his grandfather, Basant
Kumar Birla

The group accesses Government Schemes like the Sarva Shiksha

Abhiyan, MGNREGA, Pradhan Mantri Gram Sadak Yojana,[77] Pradhan
Mantri Awas Yojana, National Rural Livelihood Mission (NRLM),
[78]
Swachh Bharat Mission,[79] National Rural Drinking Water
Program, Pradhan Mantri Kaushal Vikas Yojana,[80] Renewable Energy
Development Program, Integrated Child Development
Services, National TB Elimination Program and Swarnjayanti Gram
Swarojgar Yojana.
In conclusion,

The Aditya Birla Group is a prominent and diversified

conglomerate with a strong track record of success. Its ability to
adapt, innovate, and sustainably grow across various industries
has contributed to its reputation as a leading business group in
India and beyond. However, it will need to continue navigating
challenges and evolving to stay competitive in an ever-changing
business landscape.