PRESENTATION ON HRM POLICIES AND

PRACTICES OF ADITYA BIRLA GROUP

MADE BY : Ruchika Kalra – V2093

Mithilesh Chauhan -
V2111
Shaheen Shams - V2109
 INTRODUCTION :

The Aditya Birla Group is a multinational corporation based

in
Mumbai, India with operations in 25 countries including
Thailand, Dubai, Singapore, Myanmar, Laos, Indonesia,
Philippines, Egypt, Canada, Australia, China, USA, UK,
Germany, Hungary, Brazil, Italy, France, Luxembourg,
Switzerland, Bangladesh, Malaysia, Vietnam and Korea.
The Group has been adjudged the best employer in India and
among the top 20 in Asia by the Hewitt-Economic Times and
Wall Street Journal Study 2007. The origins of the group lie in
the conglomerate once held by one of India's foremost
industrialists Mr. Ghanshyam Das Birla. He bequeathed most of
these companies to his grandson, Mr. Aditya Vikram Birla – the
father of the current Chairman of the group, Mr. Kumar
Mangalam Birla. Mr. Kumar Mangalam Birla is the grandson
of Mr. Basant Kumar Birla, who heads his own independent
business conglomerate.

MISSION :
To deliver superior value to our customers, shareholders,
employees and society at large.
Human Resources Initiatives Taken By Aditya Birla Group during the FY 2007- 08 :

1. Created new channels of communication.

2. Geography wise HR partners to aid employee interaction.
3. PSI Buddies for all new hires on their date of joining the
organization.
4. Initiated Speak your Mind : projects interface with HR.
5. Various spot awards and informal rewards recognizing
deserving PSIans.
6. Training boot camp for freshers.
7. Strengthen the Training and Competency function,
introducing the Monthly training calendars.
8. Employee integration activities to foster fun at workplace.
9. Routine medical check ups of project team members.
PURPOSE OF HR POLICIES:-

HR policies allow an organisation to be clear with

employees on:

• The nature of the organisation

• What they should expect from the company
• What the company expects of them
• How policies and procedures work at your company
• What is acceptable and unacceptable behaviour
• The consequences of unacceptable behaviour
HR POLICIES OF ADITYA BIRLA GROUP

Drug-Free Workplace –

The use and misuse of drugs and alcohol can threaten Company
ABC and its clients. The possession, use or sale of illegal drugs,
(including drug paraphernalia) is prohibited. The misuse of any
legal drugs and/or the use of alcohol, while on Company time or
during breaks or meals, is strictly prohibited .

The safety of the employee or others while on Company

property, Company business, or during work hours, is subject to
discipline including termination. Employees are required to
promptly notify Company ABC if they are taking any
medication that may affect their judgment, performance or
behaviour.
Group Growth policy :

• Comply with and abide by all rules and regulations.

• Comply with and abide by all State and Federal laws and
regulations.
• Maintain the highest professional standards.
• Commit no act of forgery or alteration of ABC documents
or records.
• Commit no act of theft, damage or destruction of
Employer ABC's or property.
• Cause no physical harm to any employee of ABC.
• Engage in no activity that obstructs the administration of
disciplinary procedures or review
• Make no unauthorized commitments or promises binding
Employer ABC or any of its employees
Other HR schemes:

Aditya Birla Group classifies its various HR initiatives over the

last five years into the following categories: recruitment and
staffing, nurturing talent, performance management,
opportunities for learning, rewards and recognition, Group-wide
people process, quality of life beyond work, and integrating
effectively.

Development assessment centres (DACs): DACs have been

designed to support managers in assessing and developing their
capabilities.

Individual development plan : Post-DAC, the developmental

goal for an individual, in terms of priorities for learning and
development experiences to move to the next career stage
These are monitored on a real time basis for tracking
implementation on the Peoplesoft platform.

Talent reviews: A three-tier annual talent review process,

held at the unit level, business level and Group level, ensures
a focused approach to the implementation of lDPs.

Talent engagement: Business heads anchor programmes

aimed at developing leadership potential and are personally
involved in the design of specific courses

Career moves and succession plans: Three-tier succession

planning ensures that there is adequate leadership bench
strength for all critical positions.