MBA- Presentation on HR Polices of leadi

1. JSW Steel Ltd..
Pranay Khobragade (90)
Prashant Bajpai (91)
Priyank Jain (92)
Radhika Sharma(93)
Rahul Sharma (94)

2. About “JINDAL Group”
• The Jindal group is a US $ 15 billion
conglomerate, which over the last three decades
has emerged as one of India's most dynamic
business groups.
• Founded in 1952 by Late. Shri.O.P. Jindal, a first-
generation entrepreneur, it is today a leading
steel producer, with interests spanning across the
spectrum, from mining iron ore, to
manufacturing value-added steel products.
"Where others saw walls, he saw doors“-
Shri O.P.Jindal

3. Shri. O.P.Jindal Group
(Smt.Savitri Jindal)
Sajjan Ratan Prithvi
Naveen
Jindal Jindal Raj
Jindal
-Jindal Steel & Power
-JSW Steel Ltd. -JSW Stainless Ltd.
Jindal
Ltd. -JSW Energy Ltd. -PT Jindal -Jindal SAW ltd.
-JSW Holdings Ltd. Stainless,Indonesia
-Jindal Power Ltd. -Jindal SAW USA,LLC
-JSW Infra & Logistics -Jindal Stainless
-Jindal Petroleum Ltd. -Jindal ITF Ltd.
Steelway Ltd.
-Jindal Bolivia Ltd. -JSW Salem Works
-Jindal Architecture -SV Trading Ltd.
-Jindal Cement -JPOCL Ltd. -Hexa Securities &
-Jindal Power Trading -JSOFT Solutions Ltd. -JSS Steelitalia Ltd. Finance Ltd.
Company Ltd. -JSW Building Systems -Jindal Metal & Alloys
-Parivartan City Infra.
-JSW Bengal Steel Ltd. Ltd.

4. Some Key Points about JSW Steel ltd
• JSW Steel Ltd. is one among the largest Indian
Steel Companies in India today.
• JSW Steel Ltd. consists of the most modern, eco-
friendly steel plants with the latest technologies
for both upstream & downstream processes.
• Largest private sector steel manufacturer in terms
of installed capacity.
• Spread over 4000 acre of area in Bellary
(Karnataka)
• Present Capacity 14.3 MTPA.
• Aiming to Reach 34MTPA By 2020.

5. Contd..
• JSW – Ranked 4th in the ‘Best Companies to
work with’ survey conducted by Business
Today.
• Placed 2nd in the Delhi Management for
Association (DMA) Erehwon Awards for
“Innovative HR Practices”

6. Product
Portfolio of Hot Rolled
Coils,CR Coils
JSW Steel Ltd.
TMT
Bars,Flats
Galvalume,
,WRM,Rounds
Galvanised
Sheets,Slabs

7. VISION
• Global recognition for Quality and Efficiency
while nurturing Nature and Society.
“It is said that in the journey of life, more important
than where you are, is where you are heading to..” -
Sajjan Jindal, Chairman and Managing Director, JSW
Steel Ltd.

8. MISSION
• Supporting India's growth in Steel Domain
with speed & innovation .

9. CORE VALUES
Drive with Differentiate Young
Crystal Clear
Leadership the Benefit Thinking

10. ORGANISATIONAL HIERARCHY
Managing Director
CEO
L18 (Sr. V.P)
L17 (V.P)
L16 (A.V.P)
L15 (G.M)
L14 (D.G.M) & L13 (A.G.M)
L11 (Manager) –L12 (Sr.Mgr)
L10 (Deputy Mgr.)
L9 (Asst. Mgr) /MT
L8 Jr. Mgr/(GET)
L3 (DET) –L7(Engg.)

11. CODE OF CONDUCT & DISCIPLINE
Policy
Comply with all lawful &
Maintain Integrity Conduct in Best way Abide by Rules
reasonable orders
Misconduct
Theft, Fraud & Taking Bribes, Absence from Duty Irregular Misuse of any Cash
Dishonesty Illegal Gratification without Leave Attendance Advance by JSW
Penalties
Major (Reduction of Salary, Demotion of Grade, Minor (Verbal Warning, Warning Letter, Suspension
Termination of Services etc) of duty upto max of 3 days

12. Manpower Planning
Objective Policy Process
• To Forecast Manpower
Req. • Concerned HRD • Comprehensive data is
• To provide for develop annual prepared for 3 years
vacancies arising out manpower plan in rolling plan.
of separations & consultation with line • Annual Manpower
expansions. managers Budget plan is
• Manpower Planning finalised by JMD & CEO
based on Organization • Annual Manpower
Business plans & Budget plan may be
Anticipated vacancies broken into quarterly
plan

13. Function
Annual Manpower Budget
Level / Designation Manpower Nos. Increase (+) Plan Quarter
Decrease (-) Wise
Current Plan Q1 Q2 Q3 Q4
TMC
L18 - Sr. V.P
L17 - V.P
L16 - AVP
L15 - GM
L14 – DGM
L13 – AGM
L12 – SM
L11 - Manager
L10 – DM
L9 - AM People Policies & Processes
L8 - JM
L7 – Executive/Engineer
Subtotal (A)
Total Outsourced (B)
Trainees
GET
MT – CA / MBA /ICWA / CS
DET
Other Graduate / Post Graduate Trainees
Subtotal (C)
Grand Total A + B + C

14. Recruitment
• Manpower budget for the companies is
finalized and approved by the respective JMD
& CEO and then communicated to Corporate
HR
• In order to initiate recruitment, the concerned
function/department must submit a request
to recruit, duly approved by the HOD, and the
detailed Position description.

15. Conti...
• All candidates are assessed on the basis of
merit, job related skills and competencies
only.
• There is no discrimination on the basis of
religion, caste, creed or sex.
• Internal recruitment is promoted to provide
job rotation, diversity and growth to existing
employees.

16. Sourcing of Candidates
Internal Job Posting
(IJP)
Recruitment
Employee Advertise
Referral ment
Placement
Consultants

17. Recruitment Process
• Requisition for recruitment should be on the
prescribed form
• The CVs sourced by Human Resources will be
examined and short listed by the department
heads
• Interview calls will be executed by concerned HR
department
• Candidates should be given adequate notice to
attend interview
• Reimbursement of interview expenses will be as
per the Domestic Travel Policy of the company

18. Conti..
• Details of compensation and related matters
will be discussed with the candidate only by
Human Resources and will be agreed mutually
before the letter of appointment is issued.
• Human Resources will fix salary after a
thorough understanding of the candidate’s
past experience, potential for job at hand as
well as last drawn salary

19. Before you are selected
• For the appointment of Manager and above grades,
written approval of concerned JMD & CEO at plants
and of Head Corporate HR at Corporate office.
• For grades below Manager, written approval of the
Functional Director and in case there is no Functional
Director, then by the Senior V.P/V.P.
• Pre-employment Medical check-up has to be cleared at
the company’s selected hospital before the
appointment letter is given to the selected candidate.
• HR department shall carry out at least two reference
checks of all the selected candidates

20. Induction Programme
• One Week Induction Training Programme
conducted in HR Auditorium
• Lectures from HODs of various departments
like Operation,Quality,Maintenance etc.
• Wide range of Management games,Quizzes
YOGA training Conducted.
• Visit of each department is conducted in order
to familiarise with Plant operations.

21. Service Agreement
For overseas training
Duration of Period of Amount of Bond
Foreign Training Bond
Up to 5 days 1 Year Total expenses incurred for the trip or
Rs 1 Lakh, whichever is less.
Up to 10 Days 2 Years Total expenses incurred for the trip or Rs
1.5 Lakhs, whichever is less.
11 Days or more 3 Years Total expenses incurred for the trip or
Rs 2 Lakhs, whichever is less.

22. Employee Retention
• Covering all employees for MDP (Mgmt
Development Prog.) ,LDP & PDP in premier B
schools like IIM-B, IIM-A, MDI-G,NITIE ,NMIMS
etc.
• To achieve per employee training man days of
more than 7days per year.
• To conduct Employee Engagement Survey
Through subsequent action planning for
Organizational Development.
• To integrate the post training evaluation with the
Performance Management process for current
year.

23. Policy No 44
TRAINING Revision No
Effective Date
Issued By
03
April 01,2010
Corporate HR
1.Objective
2.Policy
3.Process
4.Service agreement for
oversee training
5.Training Honorarium
6.Miscellaneous

24. 1.Objective
1.1 To articulate the company’s philosophy on
employee training &Development. Training must
align individual needs with the business needs.
1.2 To provide guidelines to team members to
plan and execute Training Programmes.

25. 2.Policy
2.1.Human Resources will endeavor to provide
approximately 6 days (48 hours) of training per employee
on an annual basis.
3.Process
3.1. Training needs will be identified from the Performance
Management process as well as the employees’ own sense
of development needs. The senior management team of the
company, based on their observation could also articulate
the training needs.

26. 3.2. Training needs will be collated by the
concerned Human Resources department and
validated through the concerned functional head by
June every year. (E-Portal for training needs where
individual can submit his/her requirements)
3.3. For needs which are common in nature and
extend across the organization, in- house training
will be facilitated by the concerned Human
Resources department i.e. Local Human Resources /
Corporate Human Resources, as the case may be.

27. 3.4.Employees having training needs, which are
individual and specialized in nature will be nominated
for external programs – within India or overseas
depending on the kind of training.
3.5.The immediate superior will initiate the nomination
after discussion with the concerned employee. The
nomination form should then be sent to the Human
Resources, justifying the need of the employee to attend
the program and the action plan, which would be drawn
up after the completion of the course. The Human
Resources department will process the nomination and
make necessary payments to the institutes/agencies.

28. Recommending & Approving Authority
Recommended by Approved by
External Training in India
Plant Functional Head/HOD+HR JMD & CEO/Functional
Head Director
Corporate/Branches Corp.Functional Head / Director / Head Corporate
HOD + Head Training HR
Overseas Training
Plant Functional Head/HOD + JMD & CEO
JMD & CEO + Plant HR
Head
Corporate/Branches Crop.Functional Head/ HOD Director/Head Corporate
+ Head Corporate HR HR

29. 4.Training Honorarium
4.1.All employees up to General Manager level
excluding all employees from Human Resources
department of JSW who offer their services as
internal faculty for a seminar, workshop and/or
training program coordinated by Human
Resources Department will be entitled to an
honorarium as under.
For one lecture, duration ranging from 1-3 Rs.300/-
hours
For a full day lecture, duration ranging Rs.500/-
from 4-8 hours

30. Contd....
• Training sessions conducted frequently are –
“How to improve the Quality of life”, “Aao chale
Lakshya ki Or” etc. to improve work life
balance in employees

31. Policy No 07
Summer Project and Training scheme Revision No 03
Effective Date April 01,2010
Issued By Corporate HR
1.Objective
2.Policy
3.Policy can be modified in
future for the company

32. 1.Objective
1.1.To provide opportunities to the young
Management and Engineering students to
transfer their knowledge gained in institutes to
JSW group companies.
1.2.To create awareness and build JSW brand
among the future engineering and management
professionals.

33. 2.Policy
2.1.Each year in the month of December, the concerned HR will
prepare the total requirement of such short term trainees in
consultation with the Functional Heads / JMD & CEOs.
2.2.The number will depend on real life projects to be worked
on in various functions. Typically, MBAs are given projects in
Marketing, Finance, HR, Commercial, etc and Engineers are put
on Technical Projects.
2.3.Functions / Departments should not substitute their
manpower requirement by taking summer / project trainees to
perform routine nature of work. The summer / project trainees
will be taken for the short-term projects of 2-6 months and of a
one time nature.

34. 2.4.The summer trainees / internship
will be paid a fixed stipend as under:
Institutes / Colleges Fixed Stipends (Rs.)
Chartered Accountants
1)First Attempts 30,000/- pm
2)Multiple Attempts 20,000/- pm
Company Secretary/ ICWAI 20000/- pm
MBAs students from
1)Category A Institute Institute Category classified 30,000/- pm
2)Category B Institute inline with Entry Level Policy. 20,000/- pm
3)Category C Institutes/ 10,000/- pm
Others
Engineering Graduates
1)Category A Colleges IITs,BITS Pillani,IT BHU & ISM 20,000/- pm
2)Category B Colleges NITs 15,000/- pm
3)Others All other Institutes 8000/- pm
Projects Work (for period of 5000/- pm
6 months)

35. Continued….
2.5.They will also be eligible for reimbursement
of conveyance at actuals @Rs.3/- per Km. for
outdoor assignment connected with their
project.
2.6.In case they are required to travel outside in
connection with the project then such trainees
will be eligible for TA / DA as per L8 grade of the
company.

36. Personal Dossier
All records related to employment are filed into this dossier, which
remains in custody of Human Resources department.
• List of things to be maintained in the dossier:
 Papers related to personal records as declared by the candidate
 Papers related to awards and recognition.
 Papers related to the individual’s training and development.
 Matters related to disciplinary actions and / or punishment if any.
 Correspondence related to attendance, leave of absence, etc.
 Papers related to change in employee status.
 Any other agreement between the company and the employee.
 Increment & Promotion letters

37. Service Conditions
• Confirmation Of Trainees:
 Trainees are confirmed and absorbed after successful completion of training
period.
 Half yearly evaluation will be conducted in the 6th and 12th month by the HOD.
• Probation:
 Employees, joining the services of the company in level L12 (Sr. Mgr) and below,
would be under probation for the period of six months.
 During the probation period the evaluation will be done in the 3rd & 6th month
respectively.
• Transfer:
 Being a multi-location organization, at times it becomes necessary to transfer
an employee from one location to another either to meet the company’s
requirements or for his / her career growth.

38. Service Conditions(Contd.)
• Separation:
 Resignation:
 Notice period will be of three months for all confirmed employees (Jr.
Manager & above). For other confirmed employees, notice period will be of
one month. For trainees and employees on probation, it would be a period
of seven days.
 Exit interviews will be conducted for all employees leaving the services of
the company due to resignation.
 Retirement
 The HR head will serve the retirement intimation to the employee three
months prior to the date of retirement
Level Retirement Age
Whole time Director 62 years
DGM & Above 60 years
Below DGM 58 years

39. Service Conditions(Contd.)
 Termination:
Termination or involuntary separation of an employee shall only be
done, in case he / she has committed the following:
 Chronic non-performance / absenteeism
 Financial irregularities
 Physical manhandling
 Sexual Harassment
 Any other serious act / breach of duties which adversely affect the business
interest and image of the company.

40. Working Hours & Attendance
• Plants: 9 am to 6.00 pm – Monday To Saturday (for office & administration
staff)
• Corporate Office :9.30 am to 6.00 pm – Monday To Saturday (1st,3rd, 5th
week)
• All employees are required to punch their identity cards at the reception,
where no electronic attendance system is available, employees will sign
the attendance registers.
• For every 4 late comings in a month, one-day leave will be adjusted.

41. Leave
• Privilege Leave (PL): 24 working days
 While availing PL, intervening weekly offs and paid holidays are excluded.
 Out of 24 PL per year, an employee has to necessarily avail minimum 10 days
in each calendar year and the balance 14 PL can be carried forward, subject
to a maximum ceiling of 180 days.
• Casual Leave (CL): 7 working days
 CL cannot be combined with any other kind of leave. However, it can be
prefixed or suffixed with weekly offs and/or public holidays.
 Unused CL shall lapse at the end of the calendar year and cannot be
encashed at the time of separation.
• Sick Leave (SL): 7 working days
 If the available quantum of SL is insufficient and duration of sickness is more,
PL can be combined with SL to cover the period of illness.
 Unavailed SL is added to PL , which can be encashed .

42. Leave
• Maternity Leave (ML)
 All female employees shall be entitled to maternity leave for a period not exceeding
12 weeks.
 ML shall not be allowed on more than 2 occasions during the entire service of the
employee.
• Leave Without Pay (LWP)
 LWP will be granted in exceptional cases, when all admissible leave has been
exhausted.
 LWP will be approved by the JMD & CEO / Director / Corporate HR, as the case may
be.
• Recall from Leave
 The company, in interest of work, may recall, any employee who is on leave.
 Special Disability Leave (SDL)
• Employee who has become disabled and temporarily unfit to work on account of
injuries due to accidents arising out of and in course of employment shall be allowed
SDL with full salary, allowances, benefits, subject to production of Medical
certificates.

43. Performance Appraisal
• It is an yearly exercise starting with filling up of KRA (Key Result Area) Form by
the employees.
• Mid Year Review Form: The employee has to describe in detail as to how much
progress has been made on the areas targeted in the KRA Form by him/her 6
months before.
• Before the end of the financial year a Performance Appraisal Form is filled by the
employee citing how and how much of the target set in KRA Form has been
achieved.
• Immediate boss and Department VP asses the form and give rating to the
employee.
• The HOD then scrutinizes the form and calls the employee for a one to one
interview.
• Finally, the form is sent to HR Department for evaluation.

44. Exceptional Performance Appraisal
• To recognize the exceptional performance of an individual or a team which
has performed beyond the normal scope of work, with an element of
creativity / innovation making visible impact on the process output.
• Employees upto Manager level are eligible for this scheme.
• Exceptional Performance for this purpose means efforts resulting into:
-Improved system / process
-Decreased cost / Increased Revenue
-Trouble shooting
-Improved Cycle Time / Efficiency
-Improved Customer Satisfaction
• Reward of Rs. 10000 – Rs. 15000 by Exceptional Award Committee after
examination.

45. Compensation
Objective
The purpose of this policy is to assist the employees in
understanding the various components of Compensation.
Policy & Philosophy
The compensation philosophy is to drive results and
behaviour of employees consistent with the organizational
goals.
The group believes in competitive compensation to
attract and retain talent.

46. Compensation
Compensation
Components
Compensation
Benefit
Components
Deductions

47. Compensation Components
Performance
Basic Salary FPI
Allowance
House Rent Medical
VPI
Allowance Allowance
City
Conveyance
Compensatory
Allowance
Allowance

48. People, Policy & Process
Basic salary:
• Basic salary is determined as applicable to the
grade and industry standards.
House Rent Allowance (HRA):
• To assist the employees to meet their housing
needs at the work place.
Conveyance Allowance:
• To assist employees to meet local conveyance
expenses.

49. Compensation Components
Car Allowance:
• To assist the middle and senior level employees
i.e. “Assistant General Manager to Sr. Vice
President ” to own a car, and to provide them
with mobility to improve their effectiveness.
City Compensatory Allowance:
• To assist the employees to bear the high cost of
living prevailing in an urban area or a city.

50. Compensation Components
Medical Reimbursement/Allowance
• To assist the employees to meet their routine medical
expenses for Self, Spouse and identified dependent family
members.
• Includes treatment under Allopathy, Ayurved and
Homeopathy.
• The “Annual Health Check up” conducted in the first
quarter of the financial year at all locations.
• At Vijayanagar, the check up is conducted at own hospital.
For other locations, the local HR will undergo tie up with a
reputed hospital .

51. Compensation Components
Performance Reward: Performance reward is given as per the
company policy. The amount varies from year to year and is
paid monthly.
Fixed Production Incentive (FPI): FPI is payable to employees
below Asst. General Manager (below L13). The amount varies
with the level of the employee as per policy.
Variable Production Incentive (VPI): VPI is payable to
employees below Asst. General Manager grade depending
on Production and Techno Economic Factors achievement.

52. Benefits
LTA BONUS
VAR PAY REIMBURSEMENT

53. Benefits (Annual)
Leave Travel Assistance (LTA):
To assist employees to visit their home town or any other
place in India with their family members during privilege leave
Bonus:
As per the provisions of the Payment of Bonus Act, 1965 / the
appointment letter, the bonus will be paid to the employee
annually in the first quarter of the new financial year.
360 Degree Feedback
Variable Pay:
It is payable annually to AGM & above grade employees (L13
& above), as per company policy.

54. Provident
Fund
Life
Profession
Insurance Deductions
Tax
Premium
Income
Tax

55. Deductions
Provident Fund (PF): Monthly PF deduction at the rate of 12% of the basic
salary with matching contribution by the company. Part of the company
contribution to PF goes to family pension scheme as per prevailing rules.
Profession Tax (PT): Profession tax is deducted from salary as per the rate
applicable to the state in which the employee is presently working.
Income Tax (IT): Income tax is deducted at source as per rules. The
employees are required to submit proof of investment for the purpose of
seeking IT exemptions, if any.
Life Insurance Premium (LIP): Deductions can be made from the salary on
account of personal life insurance policies taken by the employee. The
premium would be deducted from the salary if an employee so requests in
writing to the Human Resources department.

56. Employee Welfare
Providing
'Mera Sujhav'
opportunities for
initiative
growth
Initiative
Employee generated Performance
Training quality Suggestion savings of INR. management
Appraisals 80 crores (in process
the last 5 years)

57. Employee Communication
• An exercise across the plant for all employees
to voice their opinions, issues and suggestions
to the top management.
SAMPARK SAMOOH

58. Jindal Sanjeevani Hospital
Indian Institute of Materials Management
JSW IGNOU Centre
(IIMM),

59. Best Safety
Best man Award Bravery
suggestion and
award Courage
Exemplary Intellectual
work property
Best
Best
Employee Awards Contractor
Award

60. MISCELLANEOUS BENEFITS
Marriage • One time cheque of Rs. 10,001/-
• or a gift item equivalent to Rs. 10,001/-
Gifts
Visiting • Employees at the level of Deputy Manager & above
• Two hundred visiting cards per year will be given
Cards from the grades of Executive to Assistant Manager.
• Employees at Plant locations are entitled to three
Uniforms sets of uniforms
• Free of cost, annually.

61. Penalty
1. The company shall take a “zero-tolerance” approach against
sexual harassment. Appropriate disciplinary action shall be
taken (including termination) against the guilty, depending
on the intensity of the sexual harassment conduct.
2. If the investigations reveal that the complainant has raised a
false complaint with malafide motives, HR Head shall initiate
appropriate disciplinary action, while ensuring that others are
not discouraged from raising complaints in the future.

62. SECURITY
To protect the resources of the organization an create an environment that is
conducive to sound security practices
• Proper record of employees, associates and visitors
with regard to identification, time and purpose.
Physical • Proper accounting and check of all material both in
Qty and specification moving in or out of the
company .
• Confidential information transmitted over any
Information communication n/w should be in encrypted form.
• Confidential information should not be faxed.

63. Corporate Social Responsibility
• Vision “ Empowered Communities with
Sustainable Livelihoods.”
• Mission “To contribute towards the social &
economic development of
communities, especially women &
children.”
• JSW Group is among the very few companies in
the country who have committed 1.5% of their
net profit towards Corporate Social Responsibility
activities.
• Spent Rs. 32 crores(2010-11) on CSR activities.

64. Education
Arts,
Culture & Health
Heritage
Empowerment
Environment
Sports

65. Education
School
• JSW lays strong infrastructure
emphasis on
Primary, Secondary Mid-day
and Vocational Mentoring Meal
students
education. Schemes
• Akshaya Patra
(mid-day meal)
• Jindal Vidya Scholarships Training of
Mandir. to Rural Teachers
• Village Learning Computer
Centers (VLC). Education

66. Heritage conservation
JSW Foundation is involved in preservation,
conservation and restoration of Heritage buildings.

67. Arts
ART India Magazine Jindal Art Center
• JSW also promotes a • Mrs Sangita Jindal on the
quarterly publication 'Art invitation of the National
India‘ to promote, Centre for the Performing
debate and discuss on Art. Arts, established the JSW
Foundation's cultural wing,
• This magazine has been the Jindal Arts Centre (JAC).
recognized by the New York
Times as “The only serious
art magazine” in the region.

68. Environment
• To create an environmental friendly environ, the
Foundation builds model villages by developing rural
infrastructure complete with roads and drainage system.
• The Foundation also sensitizes rural eco-friendliness
through enhanced tree planting.
• Received the Green-tech Foundation’s Gold Award in
metal and mining sector - 2006 for outstanding
achievement in environment management.

69. Health
• JSW focus on Public Health System and
encouraging medical .
• Aims to reduce the prevalent bench marks in:
• Child Mortality Maternal Health
• Malnutrition HIV – AIDS

70. Women Empowerment
JSW is aware that in most rural areas women are major source of
support to families.
Helping them through:
• Formation of Self Help Groups (SHG)
• Enterprise Promotion
• Training in Non-Conventional Operations
• Datahalli -Transforming village women into BPO

71. National Sustainability Award
CII Award for Business Excellence
India Manufacturing Excellence Award
Innovative HR Practices
DMA Erehwan HR Innovative
Awards
City’zen-Corporate with a Design
commitment
Best Practices in Talent
Management Award London
Silver Award in metal and mining
sector