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HR PRACTICES AT ADITYA BIRLA GROUP

BACKGROUND
1857 -The foundation of the Birla Group of Companies is laid by Seth Shiv Narayan Birla cotton trading operations commence at Pilani, Rajasthan.
1947-Grasim is incorporated. (rayon weaving) 1958 -Hindalco is incorporated. (aluminium) 1966-The Indian Rayon Corporation Ltd is acquired. 1986-The Birla Growth Fund is set up. (to finance industrial equipment, plant and machinery and consumer durables, as well as for stock market operations)

1988 -joint venture with Hindustan Petroleum Corporation Ltd (to set up a three-million-ton refinery, Mangalore Refineries and Petrochemicals Ltd.
2000 -Indian Rayon acquires Madura Garments

2006-Hindalco in a joint venture with Almex USA Inc

Vision And Mission


VISION
To be a premium global conglomerate with a clear focus on each business.

MISSION
To deliver superior value to our customers, shareholders, employees and society at large.

Meritocracy
We are a meritocracy. People know wherever they are in the organization they are not lost. If they have merit, then on the basis of that merit alone they will bubble up to the top of the organization.

Mr. Kumar Mangalam Birla,


Chairman, Aditya Birla Group

HR Policies
Recruitment policy. 360 Degree Appraisal. Training / Talent Management Recognition Benefits Happiness At Work
Some of the implementations were brought about by Mr.K.M.Birla himself and were later carried on by the organization's H.R department.

TALENT AT ADITYA BIRLA GROUP


We unearth something more valuable than iron ore, copper, bauxite and manganese ore. Its called talent.
At the Aditya Birla Group, it is believed that talent is omnipresent and all people have some talent. Identifying talent, training and developing them are the pillars of talent management process. It enables managers to make career moves, which leverage their strengths and focus on areas of development as they prepare for leadership roles. Combination of developmental assignments, classroom training, coaching along with participation in special project teams to enable employees to continuously learn and develop.

Talent Management Initiatives


Geography wise HR partners to aid employee interaction. Buddies for all new hires on their date of joining the organization. Initiated Speak your Mind : projects interface with HR. Various spot awards and informal rewards recognizing deserving new recruits. Strengthen the Training and Competency function, introducing the Monthly training calendars. Employee integration activities to foster fun at workplace.

Routine medical check ups of project team members.

Continuous Learning
Gyana (Knowledge) and Udaya (Dawn). Two substantive ideas. A formidable combination.
Gyanodaya - The Aditya Birla Institute of Management learning, established to strengthen the management capabilities of our managers has successfully managed to achieve more.

E-360 degree instrument, PRATIBIMB


Its an online 360 degree feedback tool to heighten self awareness. Managers receive feedback on group values, global leadership competencies etc.

Organisation case studies, ANUBHAV


Its a knowledge repository of over 600 cases, so that managers can learn from practical problems.

Recognition
Individual Awards
Chairman's Awards for Individual Excellence This prestigious award felicitates individual efforts at all levels. Each year, the Chairman personally selects the winners and presents the awards amidst much pomp and splendour at the Groups awards ceremony.

Team Awards
Aditya Birla Awards for Outstanding Achievement These awards presented biennially, recognise superior teamwork, outstanding achievement (benchmarked internationally), and the long-term inspirational value exhibited.

PRIDE Awards
Performance Recognition in Delivering Excellence (PRIDE) is a monetary recognition program to reward and recognize outstanding contributions in businesses and corporate functions. These awards can be awarded for individual as well as team excellence.

Happiness at Work
If work becomes fun, it doesnt stay work anymore. It becomes an enjoyable endeavor that multiplies energy. Provides employees with opportunities to connect with each other on a regular basis. Events are designed to make the employees and their families feel as much a part of the Group.

Events like Annual Day, Kids Day Out and family picnics to Best Employer celebrations and the Sawan Mela are organised
The organizational health survey was introduced by the late 1990s, which measures the Happiness at work index. This was carried out to track the employees satisfaction at work.