hr practices of essar steel company

1. An Assignment On
HR PRACTICES IN ESSAR
LTD
NAME: - DIPAK B. MER
Roll No: - 05
Semester: - 2 Batch: 2011-13
Date: - 17th
FEBRUARY, 2014.
MBA Programme(GIA)
Subject: - HUMAN RESOURSE MANAGEMENT
Guided By: - Ms. Ami pandya
Submitted To: Department of Business
Administration Faculty of Management,
MKBhavnagar University, Bhavnagar
Signature

2. ESSAR STEEL
History
The Essar Group was founded in 1969 by brothers Shri Shashi Ruiaand ShriRavi
Ruia. The Essar Group began its operations with the construction of another
breakwater in Chennai port. It quickly moved to capitalization every emerging
business opportunity, becoming India’s first private company to buy a tanker in
1976.In the 1990s, Essar began its steelmaking business by setting up India’s first
sponge iron plant in Hazira, a coastal town in the western Indian state of Gujarat.
The Group went on to build appellate plant in Visakhapatnam and eventually a fully
integrated steel plant in Hazira. The Construction business helped the Group build
most of its business assets. Essar also entered the GSM telephony business,
establishing India’s first mobile phone service in Delhi (branded Essar Cell phone)
with Swiss PTT as the joint venture partner.
ESSARSTEELCompany
Essar Global Limited is a diversified business corporation with a balanced portfolio of
assets in the manufacturing and services sectors of Steel, Energy, Power,
Communications, Shipping Ports& Logistics, and Construction. Essar Global
employs over 40,000people across offices in Asia, Africa, Europe and the Americas.
With a firm foothold in India, Essar Global has been focusing on global expansion
with projects/investments in Canada, USA, Africa, the Middle East, the Caribbean
and South East Asia. Privately owned and professionally managed, Essar is
judiciously invested in the commodity, annuity and services businesses forward and
backward integration, state-of-the-art technologies, in-house research and innovation
have made Essar Global a leading player in each of its businesses. Essar’s abiding
philosophy is to be a low cost, high quality, technology driven group with innovative
customer offerings.

3. Salient Features of the company
➢ Essar Steel is India's largest exporter of flat steel products
➢Essar Steel is the largest steel manufacturer on the West Coast of India
➢Essar Steel has the first Indian steel plant to receive ISO14001 award for
environment management and ISO 9002 for the entire plant operations
Vision And Mission of the company
Vision
We will be a respected global entrepreneur, through the power of Positive Action.
Mission
We are committed to innovative growth, through our personal passion, reinforced by
a professional mindset, creating value for all those we touch
Beyond business Essar’s Policy
The Essar Group is both a people-driven and people-centric organization. It
understands the value that people deliver in the making of a great company. The
Group’s spirited involvement in community service is inspired by these beliefs. The
Group’s ethos on social responsibility focuses on not just taking care of its own
employees but enabling and enriching the community’s around the areas where its
plants are located. In addition, the Group has been at the forefront in rendering aid
and assistance by way of donations as well as relief supplies in times of national
calamities, such as the Tsunami, earthquakes and floods.
Human Resource Polices of the Company
At the Essar Group, we believe that excellent individuals build excellent companies.
And by transforming each employee into a highly motivated, satisfied and productive

4. team member, we will create an outstanding organization. We also understand that
each individual has unique talents and expectations from the organization. Based on
those principles, human resources development at Essar is customized, flexible and
well planned. Every Essar employee is meticulously selected and given the freedom
to be innovative, within a work culture that is non-bureaucratic and result-oriented.
We work with employees to develop personalized and flexible individual plans for
career growth, retention and compensation within a carefully structured work
framework. Through extensive career mapping, we offer a choice of career paths
that could include job rotations across functions and Group Companies. Essar's wide
range of businesses and exciting pace of growth presents a range of opportunities
and exposure that only a few others can match. The Group has a very serious
commitment to continuous training and development. Our Essar Learning Centre
provides year-round training. Thus, a career with Essar will offer you a unique
opportunity to unlock your own potential and realize excellence.
Employees Motivation
The underlying objectives of Essar’s activities is to motivate employees to
participate in and contribute to the activities initiated by the Community Relations
Centre, to create self-help groups for village women, to further overall development
of children and women, and to spread awareness about AIDS and de-addiction.
Essar’s key focus areas
Essar has outlined seven focus areas where employee involvement can make a
difference to the lives of the community:
➢Education
➢Self-employment
➢Training
➢Infrastructure development
➢Medical
➢Health & hygiene

5. ➢Recreation and welfare
Essar’s policy for the People who related with the
company
People, our most valuable assets At Essar, we understand that excellent people
deserve excellent people practices. That's why we design our human resource
initiatives such that they unlock the full potential of every employee.
Recruitments
 We welcome talented college graduates. We are a preferred employer at
India's top engineering and business schools because we offer competitive
compensation, diverse opportunities interims of business and roles, fast
growth and quick assumption of large responsibilities. For the same reasons,
we are able to attract the best and the brightest talent at all levels.
CampusPrograms
 The Essar group has a strong emphasis on hiring at the entry level, to create
a pool of talented employees who are developed and groomed to grow with
the group. At the entry level, the group hires mainly through two types
of programmes
➢Management trainee programmes
➢Graduate trainee programmes
➢Business leadership programmes
Management trainee programmes
Through the management trainee programmes, Essar hires postgraduate
management students from top ranking business schools throughout India. Trainees
are initially hired as a group resource for a range of functions such as marketing,
finance, human resources and operations. Essar makes selections between
December and February, through a rigorous selection process. Selected candidates
then go through a comprehensive one-month induction programme, which includes
classroom sessions, an introduction to all the group companies, plants and corporate

6. functions, and a six-day executive leadership camp at the Essar Learning Centre.
Soon after the induction, in an interview with corporate human resources each
trainee has the opportunity to discuss mutual expectations, a career map and the
group company and assignment that he or she will be posted to. Trainees
are confirmed after completing the one-year management trainee programmes.
Depending on their capabilities, management trainees can usually look forward to a
faster career track, an expanded role and eventually, a leadership position within the
organization.
Graduate trainee programmes
The Essar group prides itself on using global-scale, world-class technology in all its
companies. To maintain our technical edge, the group hires engineer trainees
annually between August and January. Essar hires graduate engineer trainees
(GETs) from the IITs and the top-ranking regional engineering colleges across the
country and diploma engineer trainees (DETs) from the best polytechnics in
Gujarat, Andhra Pradesh and Tamil Nadu and other
Employees with a proven track record of high performance and potential are
identified annually through a fast-track programme devaluated by a top management
panel. These achievers are rewarded with top-of-the-market compensation, retention
bonuses and relevant training inputs.
Training and Development
Essar has a very serious commitment to continuous training and development. Our
world-class Essar Learning Centre provides year-round training. We provide
numerous resources for self-assessment and development. Thus, a career with the
Essar group offers a unique opportunity to unlock your own potential and realize
excellence .Continuous opportunities for development and growth - that’s the firm
commitment that Essar makes to every single employee. The Essar group is one of
India’s largest spenders on continuous training, investing about Rs. 1.4 crore (US$ 3
m) annually. Essar Learning Centre (ELC) at Hazira, Gujarat has emerged as one
of India’s foremost training facilities, training 2,000-odd people a year through 7,000

7. man days of training. Being a dedicated facility, the ELC allows us to design tailor-
made and flexible programmes, so that training at Essar is always relevant and
customized both to business needs and the needs of the individual. Our programmes
cover a wide range of technical, functional and behavioral training, from materials
management toe-commerce procurement to transformational leadership and
communication and negotiation skills. Our faculty includes the best of experts and
practicing managers. Since we believe in imparting managerial & behavioral training,
we also include a number of non-business modules like corporate etiquette or
parenting skills. The ELC also has extensive resources for self-development such as
a business library of books and audiovisual material. Thus, we support and
encourage all Essar employees to develop them to the fullest.
Executives Leadership Camp(ELC)
The Executive Leadership Camp (ELC) is a six-day residential programmes held at
the Essar Learning Centre at Hazira, Gujarat. This comprehensive programmes
transforms junior management employees into effective business executives.
Featuresofthecamp
Participants in this holistic programme begin their day with yoga. Throughout the
camp, they learn more about Essar's key values and culture through modules like
quality & customer orientation, Essar leadership values, organizational & behavioral
etiquette, a value meet and a plant visit. They learn how to become part of the
organization team through modules like self-awareness and interpersonal
relationship, conflict management, group dynamics and team building, leadership &
leadership styles & followership. The programme also builds their personal
management skills by teaching useful skills like assertive skills, time management
and presentation skills. A fun outbound module allows them to reinforce and use
skills like teamwork or strategic thinking through specially designed outdoor games
and activities such as a treasure hunt or rappelling.
Management Development Programme (MDP)
The Management Development Programme (MDP) is a six-day residential
programmes that aims to prepare middle management Executives for newer roles in
a changing environment. The MD Phelps make middle managers active and

8. effective participants in organizational processes like planning, implementation and
decision-making.
FeaturesoftheCamp
After beginning their day with yoga, participants learn how to contribute to
organizational growth and excellence through modules like Essar leadership values,
quality (kaizen), customer satisfaction, striving for excellence, cost reduction and
continuous improvement. They learn how to be effective managers with modules like
the role of a manger in the present scenario, performance management, goal setting,
team building, people development, conflict management and counseling skills. The
programmes enhances their personal management skills by teaching segments like
self-awareness, leadership, assertive skills, motivation, integrity/personal values,
negotiation skills and corporate etiquette. A fun two-day outbound module allows the
mto reinforce and use skills like teamwork or strategic thinking through specially
designed outdoor games and activities such as a treasure hunt or rappelling.
Management Team(Promoter Directors)
 Shri. Shashi Ruia (Chairman)
 Shri. Ravi Ruia (ViceChairman)
 Prashant Ruia (Director)
 Anshuman Ruia(Director)
 Smiti Kanodia (Director)
Corporate Functions
 Mr. S. V. Venkatesan (Resident Director – Chennai)
 Mr. J. Mehra (Resident Director - New Delhi)
 Mr. Jayesh Buch (Resident Director – Ahmedabad)
 Mr. Madhu S. Vuppuluri(Resident Director - New York)
 Mr. Suresh Sundaram(Director - Corporate Aviation)
 Mr. Adil Malia(President - Human Resources)
 Mr. Sunil Bajaj(President - Corporate Affairs)
 Mr. Mukesh Bhavnani(President – Legal)

9.  Mr. Vijay Mehra (Chief Information Officer)
 Mr. Sharad Goel(Group Head - Media Relations)
 Mr. N. S. Paramasivam (Group Head - Forex & Treasury)
 Mr. Dinyar M.Jivaasha(Group Head - Corp. Risk & Ins. Mgmt.)
SUGGESTION SCHEME FOR PARTNERS IN GROWTH
Since inception, SRUJAN VIKAS, Suggestion Reward Scheme in Visakhapatnam
Steel Plant (VSP) has been playing a prominent role to unleash the hidden talents of
employees, resulting in huge tangible and intangible benefits to the company
.Customers and Suppliers of VSP also play a major role in building the strong
image of VSP. Hence, it has been decided by VSP management to capture the voice
of customers and suppliers through appropriate forum to improve customer and
supplier interface and serve them better. In these lines, a suggestion scheme has
been evolved and launched in VSP with a view to encourage customers and
suppliers to offer constructive suggestions for improvement in different areas. The
salient features of the scheme are as follows:
1) Customers of RINL can give suggestions in prescribed Customer Suggestion
forms available at Customer Relations Management Cell, all branch sales
offices of Marketing and Marketing Head Quarters.
2) Suppliers of RINL can also give suggestions in prescribed Vendor Suggestion
forms available at Vendor Development Cell of Materials Management Department.
3) Acknowledgement letter after receiving suggestions will be given by the
concerned section / department to the suggest or
4) A committee comprising of HOD of Marketing, HOD of MS Department and
member from Finance (not below the rank of E-5 )will evaluate the suggestions
received from the customers.

10. 5 )A committee comprising of HOD of Materials Management Dept, HOD of MS
Dept. and member from Finance (not below the rank of E-5) will evaluate the
suggestions received from the suppliers.
6) All accepted suggestions will be implemented by respective departments.
7) Mementoes will be given to selected suggest ors at Annual Customers Meet /
Vendors Meet / Appropriate forum.
Jaidev.jadeja@gmail.com