Fortune 500 companies

INSTITUTE OF TECHNOLOGY & MANAGEMENT,
NAVI MUMBAI

“ASSIGNMENT ON HUMAN RESOURCE MANAGEMENT (H.R.M)”

HR PRACTICES IN FORTUNE 500 COMPANIES OF THE WORLD

Submitted To:- Submitted By:-
Prof.Ajay Gupta Group No. III
Aaditya Sinha
Bhuvan Arya
Amit Sharma
Kumar Anupam
Rahul Hedau
Anoop Seth
Deepak Khuntwal

Topic assigned Topic Name of the Learning team Group no
(Ranking) completed student Leader

51 to 57 51 to 57 Aaditya Sinha Group No. 3

58 to 65 58 to 65 Anupam Kumar Group No. 3

66 to 72 66 to 72 Anoop Shet Group No. 3

73 to 75 & 426 to 73 to 75 & 426 to Rahul Hedau Group No. 3
429 429

430 to 436 430 to 436 Deepak Khuntwal Group No. 3

437 to 443 437 to 443 Bhuvan Arya Group No. 3

444 to 450 444 to 450 Amit Sharma Group No. 3

Rank 51. Banco Santander
Founder -Emilio Industry – Finance Headquarter –
Year of
Botin Establishment - Service Cantabria, SPAIN
1999

Qualification of Fortune ranking - Products – Banking Current CEO –
founder – Law and 51 services Emillio Botin
Economics Scholar

Assets Value –
42.05 Billion

Description :-
Santander wants to consolidate itself as a large international financial group, which provides an
increasingly high return to its shareholders and meets all the financial needs of its customers. In
order to achieve this, it combines a strong presence in local markets with corporate policies and
global capacities.

Official Website : www.santander.com

HR Practices Description
Employee Care Santnader provides employees with an environment in
which people can work with peace of mind, in order
to build business
Respecting the Employees The group’s philosophy of “respect for employees
“originates with this initiative. Striving to create an
environment in which employees could live with their
families, built a town that offered not only housing but
also schools for children, hospitals, railroads, as well
as recreational facilities.
Building a productive & cooperative In line with this thinking, the company has aimed to
work environment develop a working environment in which employees
feel free to exchange opinions regardless of position,
age, or gender.

Ethics Taking different CSR initiatives in economic & social
sector.
Advanced Ideas Santander established a group wide structure in which
we can share knowledge, experience, and information
about quality to conduct horizontal development of
quality improvement activities within the group.

Relationship with society To ensure that a healthy & mutually beneficial
relationship is maintained with the society.
Trustworthy, Products/Services Launching products in the market with cutting edge
technologies & products that build the trust of the
audience.
Harmony With The Environment We will improve education and training programs for
employees and enhance the Group wide quality
control system.

Rank 52. International Business Machines (IBM)
Founder – Thomas Industry –
Year of Corporate HQ :
J. Watson Establishment : June Information
New york, United
16, 1911 Technology
States

Qualification of Fortune ranking - 52 Products : I.T Current CEO -
founder – Products Samuel J Palmisano
Commerce and
Business Studies
Scholar

Assets Value – US$
113.452 billion

Description :-
International Business machines is an American Multinational Technology and
Consulting firm based in Armonk, New York. IBM manufactures and sells computer hardware and
software and it offers infrastructure, hosting and consulting services in areas ranging from
mainframe computer to nanotechnology

Official Website : www.ibm.com

Managing People Managing people is a great responsibility, and one that
IBM believes in take very seriously. They believe that
the success and sustainability of our business is linked
to the prosperity of those communities

Respecting the Employees IBM believes in respecting the individual and seeks to
provide job satisfaction.
Protecting Employee Rights The group believes that harassment and victimisation
on any grounds are not tolerated.

Developing New Skills The group believes in developing relevant skills,
knowledge, and effectiveness to enhance their
contribution to our performance and share
responsibility for their own career path.
Competitive remuneration structure The group believes in maintaining a framework of
competitive remuneration and benefits. Reward
packages seek to recognise the contribution of
individuals in the context of the pay market, and the
performance of the business in which they work.
Clear procedure for settling disputes The group has a clear procedure for disputes and
ensure that appropriate structures are in place to
facilitate constructive dialogue, involving recognised
trade unions where appropriate.
Ensuring Information Security The group believes in ensuring that information
received in the course of our business dealings will not
be used for personal gain or any purpose except that
for which it is given.
Protecting Individual & Financial The group believes in ensuring that their personal or
Interests financial interests or company policy don’t collide
conflicts of interest. The group believes in providing
mechanisms to facilitate disclosure.

Rank 53. Cardinal Health
Founder – Robert D. Industry – Health Headquarter –
Year of
Walter Establishment - 1971 Care Dublin,Ohio,U.S

Qualification of Fortune ranking - 53 Products – Health Current CEO –
founder - Dropped products George S. Barrett
out of high school

Assets Value –
US $ 19.99
Billion

Description
Cardinal Health, Inc. is a Fortune 500 company that improves the cost-effectiveness of
healthcare. As the business behind healthcare, Cardinal Health helps pharmacies, hospitals and
ambulatory care sites focus on patient care while reducing costs, improving efficiency and quality,
and increasing profitability. Cardinal Health employs more than 30,000 people worldwide.

Official Website : www.cardinal.com

HR Practices followed in the Organisation:-
The Cardinal Health has followed following HR practices:-
Proper Employee Training & Skill Employees are educated as to the purpose and
Enhancement importance of their assigned jobs through
comprehensive training programs.
Employees receive training in both a classroom
setting with facilitation and e-learning, on-site and
off-site during business hours.

Performance Review & Career It coordinates training and extracurricular activities
Development for employees at all levels of the business groups
Taking Care of Employee Family & Cardinal Health exemplifies a corporate understanding
Holistic Care that caring for the employee and family members'
mind, body, and soul generates a deeper loyalty and
greater employee commitment to achieve the goals
and mission of the group.

Maintain Employee Motivation & The program helps keep employees focused on what
Performance Review matters most in their work, helps them develop the
skills they need to meet the changing needs of a
department or area, and celebrates the successes at the
end of the review cycle. Foxconn shares its successes
with employees by holding various employee
appreciation activities, such as giving out chocolates,
having birthday celebrations once a month etc.

Rank 54. Freddie Mac
Founder -N.A Industry – Credit Headquarter –
Year of
Establishment - 1970 services Virginia, U.S

Qualification of Fortune ranking - 54 Products – Financial Current CEO –
founder – N.A services Charles E Haldeman

Assets Value –
US $ 841.2 billion

Description:
Freddie Mac was chartered by Congress in 1970 with a public mission to stabilize the nation's
residential mortgage markets and expand opportunities for homeownership and affordable rental
housing. Their statutory mission is to provide liquidity, stability and affordability to the U.S.
housing market.
They participate in the secondary mortgage market by purchasing mortgage loans and mortgage-
related securities for investment and by issuing guaranteed mortgage-related securities, principally
those we call PCs. The secondary mortgage market consists of institutions engaged in buying and
selling mortgages in the form of whole loans (i.e., mortgages that have not been securitized) and
mortgage-related securities. They do not lend money directly to homeowners

Official Website : www.freddiemac.com


Believing in the success of people The HR Principles of Freddie Mac were developed in
1997 from discussions with thousands of staff on
what they thought Freddie Mac stood for, and what
they wanted the business to be. Ten years later,
Freddie’s staffs have refreshed the Values to reflect
the business today and how they wanted to work in
the future.
Maintaining Equality in Diversity They aim to employ people who reflect the diverse
nature of society and they believe in valuing the
contribution they make, irrespective of age, sex,
disability, sexual orientation, race, colour, religion,
ethnic origin or political beliefs.
Flexing working roles in the company They also try and make sure everyone can work in a
way that suits their circumstances we support flexible
working, offering part-time roles and encouraging
job-sharing opportunities and shift swapping if this is
possible.
Checking For Employee Abuse & The group believes that If a person believes that he
Mistreatment has been the victim of discrimination or have any
concerns relating to our equal opportunity policies, he
can contact : a)Line Manager b)Personnel Manager c)
Local 4) Confidential Protector Line

Values At Teamwork The group believes in the philosophy that treat people
how we like to be treated:
A) Work as a team’s) Trust and respect each other. c)
Listen, support and say thank you. D) Share
knowledge and experience.
Believing In Employee-Consumer If the Freddie mac find what we do rewarding, they
Potential are more likely to go that extra mile to help our
customers.

Rank 55 Hyundai Motors
Founder – Chung Ju Industry – Headquarter – Seoul,
Year of
Yung Establishment - 1967 Automobile South Korea
Manufacturer

Qualification of Fortune ranking - 55 Products – Current CEO –
founder – School Automobiles and Chung-Mong Koo
drop-out Commercial vehicles

Assets Value –
US$ 37 billion

Official Website : www.worldwide-hyundai.com

Believing in its People They believe that people of its company are aligned
around basic values that inspire their behaviour as
individuals and as an institution.

Integrity The group believes in dedicating to the highest levels
of personal and institutional integrity. The group
believes in making honest commitments and work to
consistently honour those commitments.
Ethics The Group believes in walking in the shoes of the
people we serve and the people they work with across
the health care community.
Innovation We pursue a course of continuous, positive and
practical innovation; using our deep experience in
automobiles to be thoughtful advocates of change and
to use the insights we gain to invent a better future.
Performance We are committed to deliver and demonstrate
excellence in everything we do.

Rank 56. Enel
Founder – Italian Industry –Energy Headquarter -
Year of
Government Establishment - 1962 Rome, Italy

Qualification of Fortune ranking -56 Products – Natural Current CEO –
founder – N.A gas and Electricity Fulvio Conti
generation and
distribution

Assets Value –
€168.05 billion

Description
Enel is third largest energy provider from Italy, in terms of Market Capitalization. Formerly a state
owned monopoly; it is now partially privatised with Italian government control: the largest
shareholders are the Italian Ministry of Economy & Finance (13.9%) and the state-run bank Cassa
Deposit e Prestiti.

Official Website : www.Enel.com

Focus on Vision & Values Values and support its people as a competitive
advantage. At the same time when trying to gain a
competitive edge, the group tries to ensure that its
vision for society & values at running the organisation
are not kept aside.

Promoting talented & Worthy People & Believes that it must attract, develop, retain and
Assigning Responsibilities motivate the most talented people who care and who
work together as partners across business units and
functions.
Making People Responsible for their Believes in want to giving its people the training they
actions need to succeed in their work. They want them to be
responsible and accountable for their businesses and
functions.

Rewarding Outstanding Performance Believes in recognizing and thanking its people for its
& Appraisal outstanding performance. They believe everyone on
their team is important and deserves respect for who
they are and how they can contribute to our success.
Building A Culture of Team Spirit Believes in referring to its employees as “team
members” not “employees” because their people are a
precious resource to be invested in, not expenses to be
managed—and because teamwork is essential to help
their customers & their business succeed financially.

Rank 57. CVS Caremark
Founder – CVS and Industry – Pharmacy Headquarter –
Year of
Caremark Merger Establishment - 2007 Woonsocket,Rhode
Island, U.S

Qualification of Fortune ranking - 57 Products -Retail- Current CEO –
founder – N.A Pharmacy, Pharmacy Larry J. Merlo
Benefit

Assets Value- US
$ 98.729 billion

Description:-
It was created by a merger of two firms, CVS and Caremark. It is an integrated pharmacy service
provider combining a US pharmacy service providing company with US Pharmacy chain.CVS
Caremark provides pharmacy services through its over 7,000 CVS/pharmacy and Longs Drugs
store.

Website: - www.cvscaremark.com

HR Practices followed in Organisation :

Building A Culture of Pride We involve our people in creating a great place to
work and a company they can be proud to work for.

Talent acquisition & employee We have approached this by implementing
retention strategies designed to:
Encourage talented people to join CVSC
and stay
Match the right people to the right roles and
take action where there are gaps
Empower people to be the best they can be
Build pride in CVSC

Introducing leadership programmes We want to create an employment brand that
attracts and retains the best talent and differentiates
CVSC as an employer of choice. We have
introduced management and leadership
programmes to nurture talent and create proactive
dialogue with leaders and their teams.
Celebrating success & rewarding We also celebrate success through recognition
employees schemes which give employees credit for
exceptional performance.
Senior management pay continues to be linked to
the survey results through clear benchmarked
targets on leadership and engagement.

Employees all round skill Performance review & Recruiting and retaining the
development & Welfare best people in an increasingly competitive market
are a strategic priority for Aviva and we have
launched a new section to showcase career options
across our worldwide markets.

Rank 58. JX Holdings Plc.
Founder -Fumuiaki Industry - Oil & Headquarter –
Year of
Watari Establishment - Energy . Tokyo,Japan
Nippon Oil Oil & Natural Gas
Corporation Exploration.
1888 Mining & Metals
Nippon Mining Production
Holdings, Inc. 1905

Qualification of Fortune ranking - Products – Mining Current CEO -
founder - Dropped 58 & Metallurgy Mitsunori Takahagi
out of high school Products
Oil & Gas Refining

Assets Value –
6299.1 Billion Yen

Description :-
JX Holdings Plc. has been established through the joint share transfer by Nippon Oil Corporation
and Nippon Mining Holdings, Inc. On July 1, 2010, all the businesses of the both Group Companies
were integrated, restructured and reorganized under JX Holdings, resulting the incorporation of
three core business companies; Petroleum Refining and Marketing Business Company, Oil and
Natural Gas Exploration and Production Business Company and Metals Business Company.
We, with the JX Group Slogan “The Future of Energy, Resources and Materials,” will fully
integrate our management functions across all the business operations by combining the
management resources of the group companies and utilizing their combined strength to the fullest
extent possible.

Official Website : www.hd.jx-group.co.jp

Employee Care The JX Holdings Believes that it is imperative to
provide employees with an environment in which
people can work with peace of mind, in order to build
business For this reason, the company has focused its
efforts on raising the standard of living for its
employees at different locations.
Respecting the Employees The group’s philosophy of “respect for employees
“originates with this initiative. Striving to create an
environment in which employees could live with their
families, built a town that offered not only housing but
also schools for children, hospitals, railroads, as well
as recreational facilities. At the same time, a spirit of
“respect for employees” was nurtured, which has
subsequently been passed down to the current group.
This spirit of “respect for employees “has also
influenced its business activities, subsequently
bringing free and vigorous discussions and flexible
organization where employees can freely
communicate with each other. . .
Building a productive & cooperative In line with this thinking, the company has aimed to
work environment develop a working environment in which employees
feel free to exchange opinions regardless of position,
age, or gender.

E- Ethics Taking different CSR initiatives in economic & social
sector.
A- Advanced Ideas: JX Holdings established a group wide structure in
which we can share knowledge, experience, and
information about quality to conduct horizontal
development of quality improvement activities within
the group.

R – Relationship with society To ensure that a healthy & mutually beneficial
relationship is maintained with the society.
T- Trustworthy, Products/Services Launching products in the market with cutting edge
technologies & products that build the trust of the
audience.
H- Harmony With The Environment Based on the above-mentioned Basic Quality Policy,
we will promote the sharing of information,
knowledge, and experience related to quality control
throughout the Group. At the same time, we will
improve education and training programs for
employees and enhance the Group wide quality
control system.

Rank 59. Lloyds Banking Group
Founder - Industry – Banking
Year of Corporate HQ :
Establishment Services Gresham Street
:2009
,London,UK

Qualification of Fortune ranking - Products :Banking Current CEO - Sir
founder - Dropped 59 Retail Banking Win Bischoff
out of high school
Corporate Banking
Financial Services

Assets Value – 991.6
Billion Pounds

Description:-Lloyds Banking Group plc. is a major British financial institution, formed
through the acquisition of HBOS by Lloyds TSB in 2009. As at February 2010, HM
Treasury held a 41% shareholding through UK Financial Investment Ltd (see 'Government
stake' below). Lloyds Banking Group's activities are organised into four business divisions:
Retail Banking (including Mortgages), Wholesale, Life Pensions & Insurance, and Wealth &
International. Lloyds' extensive operations span the globe including the US, Europe, Middle
East and Asia.
Lloyds TSB was formed in 1995 by the merger of Lloyds Bank and the Trustee Savings Bank. The
company operated in England &Wales as Lloyds TSB Bank plc. and in Scotland as Lloyds TSB
Scotland plc. Its other subsidiaries included the mortgage bank Cheltenham and Gloucester, life
assurance company Scottish Widows, finance house Black Horse and private equity investor Lloyds
Development Capital.

Official Website : http://www.LloydsBankingGroup.com

Managing People Managing people is a great responsibility, and one that
Lloyds Banking group believes in take very seriously.
They believe that the success and sustainability of our
business is linked to the prosperity of those
communities

Respecting the Employees Lloyds Banking Group believes in respecting the
individual and seeks to provide job satisfaction.
Protecting Employee Rights The group believes that harassment and victimisation
on any grounds are not tolerated.

Developing New Skills The group believes in developing relevant skills,
knowledge, and effectiveness to enhance their
contribution to our performance and share
responsibility for their own career path.
Building a conducive work environment The group believes in seek to provide a clean, healthy
and safe work environment. The group believes in
taking every reasonable precaution to avoid injury to
ourselves, our colleagues and members of the public.

Competitive remuneration structure The group believes in maintaining a framework of
competitive remuneration and benefits. Reward
packages seek to recognise the contribution of
individuals in the context of the pay market, and the
performance of the business in which they work.
Clear procedure for settling disputes The group has a clear procedure for disputes and
ensure that appropriate structures are in place to
facilitate constructive dialogue, involving recognised
trade unions where appropriate.
Ensuring Independent Operations of The group has taken such steps as are necessary to
Sub-Entities:- ensure independent operation of the UK staff pension
schemes, and our compliance with all relevant
legislation. The group does not allow solicitation,
acceptance or provision of any benefit or gift for
services provided by or to the company.
Ensuring Information Security The group believes in ensuring that information
received in the course of our business dealings will not
be used for personal gain or any purpose except that
for which it is given.
Protecting Individual & Financial The group believes in ensuring that their personal or
Interests financial interests or company policy don’t collide
conflicts of interest. The group believes in providing
mechanisms to facilitate disclosure.

Rank 60. Hon Hai Precision Industry
Founder -Terry Gou Industry - Headquarter -
Year of
Establishment - 1974 Electronics Tucheng District ,
Manufacturing Taipei City ,Taiwan
Services

Qualification of Fortune ranking - 60 Products - Current CEO – Terry
founder - Dropped Electronics Gou
out of high school

Assets Value –
US $ 2.2 Billion

Description
The Foxconn Technology Group is a multinational business group anchored by the Hon Hai
Precision Industry Co.Ltd. Is a Republic of China registered corporation headquartered in Tucheng,
Taiwan? Foxconn is the world's largest maker of electronic components
Hon Hai Precision Industry Co Ltd was founded in 1974 as a manufacturer of electrical
components (notably electrical connectors for computer components.

Official Website : http://www. foxconn.com

The Foxconn or Hon Hai Precision Industry has followed following HR practices:-
Proper Employee Training & Skill It is Fox Conn’s belief that having proper employee
Enhancement training and skills enhancement improves employee
motivation, contributes to creating a positive work
environment, and teaches them how to be leaders.
Employees are educated as to the purpose and
importance of their assigned jobs through
comprehensive training programs.
Employees receive training in both a classroom
setting with facilitation and e-learning, on-site and
off-site during business hours.

Performance Review & Career All employees are under regular review of
Development performance and career development by supervisors.
Employee training is an integral part of Fox Conn’s
Corporate Human Resources/IE (Industrial
Engineering).
Department's vision and long-term strategic
objectives. It coordinates training and
extracurricular activities for employees at all levels of
the business groups.
Taking Care of Employee Family & Foxconn exemplifies a corporate understanding that
Holistic Care caring for the employee and family members' mind,
body, and soul generates a deeper loyalty and greater
employee commitment to achieve the goals and
mission of the group.

Maintain Employee Motivation & The program helps keep employees focused on what
Performance Review matters most in their work, helps them develop the
skills they need to meet the changing needs of a
department or area, and celebrates the successes at
the end of the review cycle. Foxconn shares its
successes with employees by holding various
employee appreciation activities, such as giving out
chocolates, having birthday celebrations once a
month etc.
Strategic Partnerships with Reputable Foxconn has established strategic partnerships with
Universities the most reputable universities in China to offer
formal academic education training and grant
opportunities to employees. Foxconn offers a wide
range of Diploma, Undergraduate, Postgraduate and
PhD programs.
Employee Training at different Levels In 2009, the company provided approximately
15,360,000 hours of training for a total of about
17,580,000 person-times, of which 500,000 hours
were devoted to SER training with 2,000,000 person-
times.

Rank 61. Tesco Plc.
Founder -Mr Jack Industry – Banking Headquarter –
Year of
Cohen Establishment - 1919 Telecommunications Delamare Rd
Cheshunt
Hertfordshire, United
Kingdom

Qualification of Fortune ranking - 61 Products - Groceries Current CEO – Mr
founder – Canvas Philip Clarke
Consumer Goods
Maker ( Royal
Flying Corps) Financial services
Telecom

Assets Value –
2.67 billion
pounds

Description:
Tesco plc. Is a global grocery and general merchandise retailer headquartered in Cheshunt, United
Kingdom? It is the third-largest retailer in the world measured by revenues (after Wal-Mart and
Carrefour) and the second-largest measured by profits (after Wal-Mart).It has stores in 14 countries
across Asia, Europe and North America and is the grocery market leader in the UK (where it has a
market share of around 30%), Malaysia, the Republic of Ireland and Thailand. The company was
founded by Jack Cohen in 1919 and opened its first store in 1929 in Burnt Oak, Edgware, and
Middlesex. Originally a UK-focused grocery retailer, Tesco has diversified both geographically and
into areas such as the retailing of books, clothing, electronics, furniture, petrol and software;
financial services; telecoms and internet services; DVD rental; and music downloads.

Official Website : http://www.tesco.com


Believing in the success of people The HR Principles of Tesco were developed in 1997
from discussions with thousands of staff on what they
thought Tesco stood for, and what they wanted the
business to be. Ten years later, Tesco staff has
refreshed the Values to reflect the business today and
how they wanted to work in the future. The same
values were re-launched across the Group in
2009.The group believes that its success depends on
its people.
Maintaining Equality in Diversity The group aims to employ people who reflect the
diverse nature of society and they believe in valuing
the contribution they make, irrespective of age, sex,
disability, sexual orientation, race, colour, religion,
ethnic origin or political beliefs.
Maintaining fairness in recruitment They are in company stores, in distribution centres
and in the offices, TE SCO group believes in
recruitment on merit, using clearly defined and fair
criteria.

Flexing working roles in the company They also try and make sure everyone can work in a
way that suits their circumstances we support flexible
working, offering part-time roles and encouraging
job-sharing opportunities and shift swapping if this is
possible.
Checking For Employee Abuse & The group believes that If a person believes that he
Mistreatment has been the victim of discrimination or have any
concerns relating to our equal opportunity policies, he
can contact : a)Line Manager b)Personnel Manager c)
Local 4) Confidential Protector Line

Values At Teamwork The group believes in the philosophy that treat people
how we like to be treated:
A) Work as a team’s) Trust and respect each other. c)
Listen, support and say thank you. D) Share
knowledge and experience.
Believing In Employee-Consumer If the Tesco team find what we do rewarding, they
Potential are more likely to go that extra mile to help our
customers.

General HR values for running the company:-
The group has launched a four-part vision for the future of the business. They want Tesco to be seen
as the most highly valued business in the world. Valued not only by their customers, but also by the
communities they serve our staff and our shareholders.
They wish to remain a growth company. They want to continue to pursue growth in all parts of the
business – in the UK, internationally, in services and across general merchandise, clothing and
electrical.
They want to be a modern and innovative company. They want to stay ahead of the curve,

anticipating changes and adapting for the sake of our customers and staff.
They want to win locally by applying our skills globally. Locally because all retailing is local.
But increasingly we are utilising the skill and scale of the Group to benefit the performance and
competitiveness of each of our businesses around the world.

Rank 62 United HealthCare Group
Founder – Founded Industry – Headquarter -
Year of
with govt aid Establishment - 1977 Health Industry Minnetonka,
Minnesota,USA
Health Insurance

Qualification of Fortune ranking - 62 Products – Current CEO -
founder - Non- Healthcare Services Stephen Hemsley
Available

Assets Value –
US$ 59.0billion

Description:-
UnitedHealth Group Incorporated is a diversified health and "well-being" company. Headquartered
in Minnetonka, Minnesota, UnitedHealth Group offers a spectrum of products and services through
two operating businesses: UnitedHealth care and Optus. Through its family of subsidiaries and
divisions, UnitedHealth Group serves approximately 70 million individuals nationwide. In 2010,
the company posted a net income of $4.6 billion. UnitedHealth Group is the parent of
UnitedHealth care, a large health insurer in the United States. It was created in 1977, as
UnitedHealth Care Corporation (it was renamed in 1998), but traces its origin to a firm it acquired
in 1977, Charter Med Incorporated, which was founded in 1974. In 1979, it introduced the first
network-based health plan for seniors. In 1984, it became a publicly traded company.

Official Website : http://www.unitedhealthgroup.com

Believing in its People The group believes that people of its company are
aligned around basic values that inspire their
behaviour as individuals and as an institution.

Integrity The group believes in dedicating to the highest levels
of personal and institutional integrity. The group
believes in making honest commitments and work to
consistently honour those commitments.
Ethics The group believes in not compromising ethics. The
group in striving to deliver on their promises and they
believe they have the courage to acknowledge
mistakes and do whatever is needed to address them.
The Group believes in walking in the shoes of the
people we serve and the people they work with across
the health care community.
Listening to the Employees They believe that their job is to listen with empathy
and then respond appropriately and quickly with
service and advocacy for each individual, each group
or community and for society as a whole. They
celebrate our role in serving people and society in an
area as vitally human as their health.
Developing a culture for quality They believe in building trust through cultivating
healthcare relationships and working in productive collaboration
with government, employers, physicians, nurses and
other health care professionals, hospitals and the
individual consumers of health care.

Promoting & Encouraging New Ideas The group believes that trust is earned and preserved
through truthfulness, integrity, active engagement and
collaboration with their colleagues and clients. We
encourage the variety of thoughts and perspectives
that reflect the diversity of their markets, customers
and workforce.
Innovation We pursue a course of continuous, positive and
practical innovation, using our deep experience in
health care to be thoughtful advocates of change and
to use the insights we gain to invent a better future
that will make the health care environment work and
serve everyone more fairly, productively and
consistently.
Performance We are committed to deliver and demonstrate
excellence in everything we do. They believe that they
will be accountable and responsible for consistently
delivering high-quality and superior results that make
a difference in the lives of the people we touch.

Rank 63. Wells Fargo
Founder – Mr Henry Industry – Banking Headquarter -
Year of
Wells
Establishment - New Financial Services San Francisco,
Mr William J Fargo York City March 18, United States
1852

Qualification of Fortune ranking -63 Products – Retail Current CEO –
founder - High Banking John G Stumpf
School
Investment Banking
Commercial Banking
Mortgages
Consumer Finance

Assets Value –
US$ 1.258
Trillion

Description
Wells Fargo & Company is an American multinational diversified financial services company with
operations around the world. Wells Fargo is the fourth largest bank in the US by assets and the
second largest bank by market capitalization. Wells Fargo is the second largest bank in deposits,
home mortgage servicing, and debit card. In 2011, Wells Fargo was the 23rd largest company. In
2007 it was the only bank in the United States to be rated AAA by S&P, though its rating has since
been lowered to AA in light of the financial crisis of 2007-2010. The firm's primary U.S. operating
subsidiary is national bank Wells Fargo Bank, N.A., which designates its main office as Sioux Falls,
South Dakota or legal purposes.

Official Website : http://www.WellsFargo.com

Focus on Vision & Values The group values and support its people as a
competitive advantage. At the same time when trying
to gain a competitive edge, the group tries to ensure
that its vision for society & values at running the
organisation are not kept aside.

Promoting talented & Worthy People & The group believes that it must attract, develop, retain
Assigning Responsibilities and motivate the most talented people who care and
who work together as partners across business units
and functions.
Making People Responsible for their The group believes in want to giving its people the
actions training they need to succeed in their work. They want
them to be responsible and accountable for their
businesses and functions.

Rewarding Outstanding Performance The group believes in recognizing and thanking its
& Appraisal people for its outstanding performance. They believe
everyone on their team is important and deserves
respect for who they are and how they can contribute
to our success.
Building A Culture of Team Spirit The Group believes in referring to its employees as
“team members” not “employees” because their people
are a precious resource to be invested in, not expenses
to be managed—and because teamwork is essential to
help their customers & their business succeed
financially. The group believes that products and
technology don’t fulfil the promise behind a brand
people do, people who are more talented, more
motivated, more energized than their competitors.

Evaluating Employee Performance We value the contribution every team member can
make toward our company’s success by:
a) Holding ourselves personally accountable for
results.
b) Taking prudent risks.
c) Leading by example.
d) Leading by having the courage to speak what we
believe is the truth.
e) Making decisions locally, close to the customer.
f) Caring about each other and showing it.
Developing future leaders Each year, the Wells Fargo group invest millions of
dollars in team member training for education,
mentoring and coaching, developing management and
leadership skills, and helping team members find
challenging new assignments.
Developing a culture of shared They believe the greatest skill is the skill to learn new
responsibility skills. At Wells Fargo, career development is a shared
responsibility between team members and their
managers. They believe that they are expected to take
charge of our own career development.

Rank 64. Aviva
Founder – Different Industry – Insurance Headquarter - St
Year of
Investing agencies Establishment - 2000 Industry Helen’s Tower,
London,
United Kingdom

Qualification of Fortune ranking - 64 Products - Life Current CEO – Mr
founder – Not Insurance Andrew Moss
Available
Pensions
General Insurance

Assets Value –
1892 Million
Pounds

Description:-
It was created by a merger of two British insurance firms, Norwich Union and CGU plc. (itself
created by the 1998 merger of Commercial Union and General Accident HYPERLINK as CGNU in
2000. The Aviva name was adopted in July 2002.
Its primary listing is on London Stock Exchange & it is a constituent of FTSE 100 Index. It has a
secondary listing on New York Stock Exchange. It was created by merger of two British insurance
firms Norwich Union & CGU Plc. (itself created by the 1998 merger of Commercial Union &
General Accident) as CGNU in 2000.The Aviva name was adopted in July, 2002.

Website:- http://www.aviva.com/

HR Practices followed in Organisation :

Building A Culture of Pride We involve our people in creating a great place to
work and a company they can be proud to work for.

Policy for serving the customer Aviva's people strategy and our track record as a
responsible employer help us to compete in a
competitive market for the right people to take our
business forward. We have a clear purpose - to drive a
talent leadership and culture-led transformation to
deliver exceptional business performance.
Talent acquisition & employee retention We have approached this by implementing strategies
designed to:
Encourage talented people to join Aviva and
stay
Match the right people to the right roles and
take action where there are gaps
Empower people to be the best they can be
Build pride in Aviva.
Introducing leadership programmes We want to create an employment brand that attracts
and retains the best talent and differentiates Aviva as
an employer of choice. We have introduced
management and leadership programmes to nurture
talent and create proactive dialogue with leaders and
their teams.
Celebrating success & rewarding We also celebrate success through recognition
employees schemes, including Spotlight and Aviva Achievers,
which give employees credit for exceptional
performance.
Senior management pay continues to be linked to the
survey results through clear benchmarked targets on
leadership and engagement.
Employees all round skill development Performance review & Recruiting and retaining the
& Welfare best people in an increasingly competitive market are a
strategic priority for Aviva and we have launched a
new section to showcase career options across our
worldwide markets.
Voluntary programs to foster a culture We delivered more than 57,250 hours of volunteering
of leadership in 2010. More people were involved, but this is a drop-
back in total volume. This was due to the removal of
paid intermediaries previously used to broker
opportunities, and the limited volunteering options
when working with vulnerable children. We are
addressing this by providing more volunteering
choices for employees in 2011.

Rank 65. Metro Group
Founder – Mr Otto Industry – Retail Headquarter -
Year of
Beisheim Establishment – Renaissance Center
1964 Detroit, Michigan,
Metro AG 1996 United States

Qualification of Fortune ranking - 65 Products – Super Current CEO –
founder - Dropped Markets Eckhard Cordes
out of high school Hyper Markets

Assets Value –
US $ 2.211
Billion

Description:-
Metro AG is a diversified retail and /Cash & Carry group based in Dusseldorf, Germany. It has
the largest market share in its home market, and is one of the most globalised retail and wholesale
corporations. It is the fourth-largest retailer in the world measured by revenues (after Wal-Mart,
Carrefour and Tesco). In English it often refers to itself as Metro Group. It was established in 1964
by Otto Beisheim.
The company operates the following sales divisions:
1)Metro & Makro Cash & Carry (Makro stores in the United Kingdom and elsewhere in
Europe were acquired from SHV Holdings in 1998): This division accounts for nearly half
of group sales as of 2004, and is by far the most internationalised division, with stores in
almost every country in which the group operates.
2)Real: A hypermarket operator. 265 stores in Germany and 34 elsewhere as of early 2005.
3) Media Market and Saturn: Media Market is a consumer electronics company with stores
in Germany and several other European countries. Saturn is an electronic media chain, also
with stores in Germany and some other European countries.
4) Galeria Kaufhof: A department store chain with locations in Germany and Belgium.
As of 2007 it has added the former Wal-Mart Germany stores to the Real chain.

Official Website : http://www.metrogroup.de

General HR Practices With the aim of attracting and retaining sufficient
numbers of skilled and committed employees in an
international competitive environment, METRO
GROUP operates an innovative and forward-looking
Human Resources policy. The company manages to
inspire people to the company and the retail sector
through numerous career and development
opportunities, considerable training and further training
programs and the promotion of diversity and fair
working conditions.
Working conditions METRO GROUP is a worldwide advocate for fair and
humane working conditions, so that its employees
remain highly productive and motivated over the long-
term. Along with the compliance with internationally-
recognised standards, this also translates as ensuring
safety at work as well as safeguarding employee health.
Ensuring a risk free health In Germany, in 2010 there was an average of 15
environment accidents at the workplace with over three working
days lost per 1,000 employees within METRO
GROUP. With preventive measures as well as the
intensive training of management and employees
METRO GROUP wants to cut the number of working
accidents continuously.
Training In order to cover their future demand for specialist
staff, METRO GROUP is making considerable
investment in the vocational training of young people.
With a training quota of 8.4 percent in 2010, METRO
GROUP ranks among the leading companies in
Germany providing vocational training. Cooperation
with schools helps provide young people with an early
insight into the range of opportunities available in the
retail sector. In countries where no officially-
recognised vocational training is available, METRO
GROUP ensures the company meets its needs in terms
of future specialists with own training programs.
Further Training The company-wide employee training at Metro Cash &
Carry is of a high international standard. In order to
ensure the challenging contents of the training course
are consistent across all locations, the sales divisions in
Germany, France, Russia and China set up intercultural
training centres. Under the label of "House of
Training", Metro Cash & Carry delivers permanent
training courses for employees on the activities in
wholesale stores or purchasing. Experienced specialists
from the company mediate on practical topics including
food customers and preparation, merchandising and
store layout.

Employee Retention The objective for METRO GROUP is to retain skilled
management and specialist staff as long as possible in
the company. This is a key challenge, particularly in the

growth areas of Eastern Europe and Asia due to the low
levels of unemployment and growing competition.
Providing financial & performance In order to promote loyalty towards the company,
related incentives Metro Cash & Carry in Russia, China and other growth
markets offers interlocking incentives which are both
financial and performance-related. Within a period of
up to three years, employees are able to progressively
improve their specialist skills and their earnings from
the so-called Starter to High Potential level.
Establishing a credible social METRO GROUP's success is linked to a sound social
environment environment. The goal is to strengthen the
attractiveness and performance of the company's
locations, as well as the stakeholders' trust. That's the
reason behind METRO GROUP's commitment to
numerous social projects and initiatives.

Founder – State Year of Industry – Oil and Headquarter –
owned Enterprise Establishment - Gas Caracus, Venezuela
1975
Fortune ranking - Products – Production Current CEO -
66 of Oil and Gas. Rafael
Refining and exporting Ramirez
Of oil and gas.

Assets Value –
US$137.2 billion

Description:
Petróleos de Venezuela, S.A. (PDVSA, (Petroleum of Venezuela) is the Venezuelan state-
owned petroleum company. It has activities in exploration, production, refining and exporting oil, as
well as exploration and production of natural gas. Since its founding on 1 January 1976 with the
nationalization of the Venezuelan oil industry, PDVSA has dominated the oil industry of Venezuela,
the world's fifth largest oil exporter.

Motivation Shell’s HR people are responsible for essential
people-orientated role in all the stages of jobs and
tasks and providing organizational support and
managing change.
FAIR EVALUATION SYSTEM FOR We have an evaluation system that clearly links
EMPLOYEES individual performance to corporate business goals
and priorities. Each employee has well defined
reporting relationships. Self-rating as a part of
evaluation process empowers our employees.
SOCIAL RESPONSIBILITY PDSVA contributes to industrial development by
building and operating
Power infrastructure and fulfilling its corporate
responsibilities with Eco-friendly management and
integrity.
Training PDSVA conducts systematic company wise and
division wise training emphasizing On Job
Training to ensure that associates can be used with
their full abilities.

,

STATOIL

Founder – Year of Industry – Headquarter –
Government of Norway Establishment - Petroleum and power Stavanger, Norway
2007 generation
Fortune ranking - Products – Current CEO -
67 Helge Lund.
Oil and natural gas
production and
exploration.
Petrochemicals.

Assets Value –
US$643.01 billion

Description:

Statoil ASA, trading as Statoil and formerly known as Statoil Hydro, is a Norwegian
energy company, formed by the 2007 merger of Statoil with the oil and gas division of Norsk
Hydro.[2] The Government of Norway is the largest shareholder in Statoil with 67% of the shares.
The ownership interest is managed by the Norwegian Ministry of Petroleum and Energy. [3]Statoil
is a fully integrated petroleum company with production operations in thirteen countries and retail
operations in eight.

HR people position the Group for the future,
Knowledge Sharing building a culture that blends the best of our
past with new influences for the future.

Stateoil believe in adding value to the
Developing people organization by developing its people.
EMPLOYEE ENGAGEMENT "Employee Engagement is a measurable
degree of an employee's positive or negative
emotional attachment to their job, colleagues
and organization which profoundly influences
their willingness to learn and perform at
work".
Establish a corporate climate of greater safety Providing a safe and homely environment will
and quality operations. help to retain human resource of company.
SAFE,HEALTHY AND HAPPY Creating a safe, healthy and happy workplace
WORKPLACE will ensure that our employees feel homely and
stay with our organization for a very long time.
Capture their pulse through employee surveys.

ELECTRICITE DE FRANCE

Founder – Marcel Year of Industry – Energy Headquarter – Paris,
Paul Establishment - France
1946
Qualification of Fortune ranking - Products – Current CEO -
founder – Graduate 68 Henri proglio
of HEC Paris. Electricity generation,
transmission and
distribution, Energy
trading.

Assets Value –
US$240.56 billion

Description:

Electricity de France S.A. (Electricity of France), or EDF, is the world’s largest utility
company. Headquartered in Paris and with €65.2 billion in revenues in 2010, EDF operates a
diverse portfolio of 120,000+ megawatts of generation capacity in Europe, Latin America, Asia, the
Middle-East and Africa.EDF is one of the world's largest producers of electricity. In 2003, it
produced 22% of the European Union's electricity, primarily from nuclear power.

Strengthen ties with employee community Various cultural events and discussions will be
through discussions and events. arranged so as to enhance inter employee
understandings.
PERFORMANCE DRIVEN EDF works to deliver performance and create
value in various fields including green growth to
meet the expectations of the company’s
stakeholders.

. Rights and interests of employees In conformity with relevant laws and
regulations, EDF has established a human
resources management system which treats all
employees equally. Besides, they continue to
reform the remuneration, welfare and insurance
system to better adapt to social progress and our
company's development.

INNOVATION AND TECHNOLOGY They want to be the innovation leader for green
LEADERSHIP technologies and safety. As for green
technologies, we pursue three different drive
system solutions: the optimization of internal-
combustion engines, hybridization and locally
emission free drive systems powered battery-
electric or by fuel cell.
FAIR EVALUATION SYSTEM FOR Develop an evaluation system that clearly
EMPLOYEES
links individual performance to corporate
business goals and priorities. Each employee
should have well defined reporting
relationships. Self rating as a part of
evaluation process empowers employees.

,

LUKOIL

Founder – State run Year of Industry – Oil and Headquarter –
company Establishment - gasoline, alternative Moscow, Russia
1991 fuel
69 Vahid
Petroleum and derived Alakbarov
products service
stations.

Assets Value –
US$212.09 billion

Description:
Lukoil was formed in 1991, when three state-run, western Siberian companies,
Langepasneftegaz, Urayneftegaz, and Kogalymneftegaz, merged. The initials of the three
companies are preserved in the name Lukoil. Lukoil is Russia's second largest oil company and its
second largest producer of oil. In 2009, the company produced 97.615 million tons of oil; 1.972
million barrels per day. Headquartered in Moscow, Lukoil is the second largest public company
(next to ExxonMobil) in terms of proven oil and gas reserves. The company has operations in more
than 40 countries around the world.

KNOWLEDGE SHARING We adopt a systematic approach to ensure that
knowledge management supports strategy. We
store knowledge in databases to provide
greater access to information posted either by
the company or the employees on the
knowledge portals of the company.
HIGHLIGHT PERFORMERS Create profiles of top performers and make
these visible though company intranet, display
boards etc. It will encourage others to put in
their best, thereby creating a competitive
environment within the company. If a systems
approach is followed to shortlist high
performers, you can surely avoid
disgruntlements.
360 Degree Performance Management We’re involved in everything from
Feedback Mechanism recruitment and performance management
through to learning and development.
Reducing labor cost Tesoro is looking for low labour cost so as to
increase the revenue by means for maximum
profitability.
Training & Development with open book Leadership and Development team supports
management the development of managers and talented
individuals to ensure the promotion of self-
fulfilment while also meeting the future
business needs.

,

VALERO ENERGY

Founder – State run Year of Establishment Industry – Oil and Headquarter
company - 1980 Gasoline – San
Antonio,
Texas, US.
Fortune ranking - 70 Products – Current
CEO -
Petrochemical William R.

Assets Value –
US$37.621 billion

Description:

Valero was created on January 1, 1980, as a spinoff from the Coastal States Gas
Corporation. At the time, it was the largest corporate spin off in U.S. history. Valero took over the
natural gas operations of the LoVaca Gathering Company, a defunct subsidiary of Coastal States
Gas. The name Valero comes from Mission San Antonio de Valero, better known worldwide as The
Alamo.
Valero Energy Corporation is a Fortune 500 international manufacturer and marketer of
transportation fuels, other petrochemical products, and power based in San Antonio, Texas, United
States. The company owns and operates 15 refineries throughout the United States, Canada, United
Kingdom, and the Caribbean.

Building an ideal workplace culture. To improve the efficiency and effectiveness of
working and decision making of employees by
providing continuous reinforcement.
Pro-active working Before employee approach to company, the
company itself will evaluate and probe about the
employee and fair decision making will be done.
Strengthen ties with employee community Various cultural events and discussions will be
through discussions and events. arranged so as to enhance inter employee
understandings.
Training Company ensures training programs are in place
to build a leadership pipeline and monitor
consistent application of training standards
throughout the organization.
Attract and retain high level of talent through The talented employee is a key of growth for the
creativity company so as to retain this resource company
will develop a creative plan to make the
employee ease in the environment of corporate
culture.

,

Founder – Friedrich Year of Establishment Industry – Chemicals, Headquarter
Engelhorn - 1865 manufacturing, Energy –
Ludwigshafen,
Germany.
Fortune ranking - 71 Products – Current CEO
Chemicals, plastics, - Kurt Bock
performance chemicals,
catalyst, coatings, crop
technology, crude oil and
natural gas exploration
and production.
Assets Value –
US$59.39 billion

Description:

BASF was founded on 6 April 1865 in Mannheim, in the state of Baden-Württemberg,
Germany, by Friedrich Engelhorn. He had been responsible for setting up a gasworks and street
lighting for the town council in 1861. The gasworks produced tar as a byproduct, and Engelhorn
used this for the production of dyes.
BASF SE is the largest chemical company in the world and is headquartered in Germany.
At the end of 2010, the company employed more than 109,000 people, with over 50,800 in
Germany alone. In 2010, BASF posted sales of €63.87 billion and income from operations before
special items of about €8.1 billion. The company is currently expanding its international activities
with a particular focus on Asia. Between 1990 and 2005, the company invested €5.6 billion in Asia,
for example in sites near Nanjing and Shanghai, China and Mangalore in India.

Open Book Management Style Central HR is an enabler of high value-adding
Human Resource management, and works
closely with HR within Shell’s various
businesses to create a seamless global
function.

Building work environment that increases Delighting employees occasionally so as to
creativity. increase morale of teams.
HIGHLIGHT PERFORMER
We create profiles of top performers and make
these visible through company intra net,
display boards etc. It will encourage others to
put in their best, thereby creating a
competitive environment within the company.
.EMPLOYEE EVALUATION: Every company has an employee evaluation
system in place but a good system links
individual performance to the goals and priorities
of the organization. This works well when
achievements are tracked over a year.
CUSTOMER RESPECT BASF listens to its customers and constantly
seeks to increase quality and provide better
service with which to create customer value.

SOCIETE GENERALE

Founder – Group of Year of Industry – Financial Headquarter –
people. Establishment - Services Boulevard
1864 Haussmann, 9th
arrondissement, Paris
72 Frederic Odeon
Retail, Private,
investment and
Corporate banking
insurance;
investment
management
Assets Value –
US$1.132trillion

Description:
The bank was founded by a group of industrialists and financiers during the second
empire, on May 4, 1864, to support the development of commerce and industry in France. The
bank's first chairman was the prominent industrialist Eugene Schneider (1805–1875) followed by
Edward Blount, a Scotsman.
Society General S.A. is a large European Bank and a major Financial Services
company which also has a substantial global presence. The three main divisions are Retail Banking
& Specialized Financial Services (particularly in France and Eastern Europe), Corporate and
Investment Banking (Derivatives, Structured Finance and Euro Capital Markets) and Global
Investment Management & Services.

Rewards and Performance linked Bonuses The Reward team provides specialist advice on
pay awards and bonus schemes as well as
managing employee benefits offering.
Personal development and training In addition to the business purpose training
personal development training is also organized
every year.
Health and safety To safeguard the welfare of employees when
they are at work is the objective of The SG.
Well Being of environment For employee assistance a 24 hrs. free helpline
has been established, so as to keep environment
friendly.
Whistle blowing policy ‘Speak up’, the policy has been provided to
employees to raise complaints anonymously.

,

Sony Corporation
Founder - Masaru Year of Establishment Industry - Headquarter - Tokyo,
Ibuka and Akio - November 17, 1994 Entertainment and Japan
Morita Multimedia

Qualification of Fortune ranking - 73 Products - Current CEO -
founder - Waseda Consumer & Howard Stringer
University professional
electronic
equipment
Communication &
information-related
equipment
Semiconductor
Electronic devices
& components
Battery
Chemicals
PlayStation
Blu-ray
Assets Value – US$
155.94 billion

Website - http://www.sony.net/SonyInfo/

Description - The Sony Group is primarily focused on the Electronics (such as AV/IT products &
components), Game (such as PlayStation), Entertainment (such as motion pictures and music), and
Financial Services (such as insurance and banking) sectors. Not only do we represent a wide range
of businesses, but we remain globally unique. Our aim is to fully leverage this uniqueness in
aggressively carrying out our convergence strategy so that we can continue to emotionally touch
and excite our customers.

Dedicated to Diversity Encourage applications from qualified women, men, visible
minorities, aboriginal peoples, and persons with disabilities.
Work assignments, transfers, promotions and compensation are
all determined on the basis of merit without regard to race,
ancestry, place of origin, color, ethnic origin, citizenship, creed,
and age, record of offence, marital or family status, sexual
orientation, or disability.
Total Rewards Offer performance-driven pay, results driven bonus program, a
comprehensive benefits program, professional development
opportunities, and a work environment conducive to both
professional and personal fulfillment individual performance is
assessed annually in order to fairly distribute raises and
bonuses.
Health & development Benefits program like Vision Care, Dental, Medical, Travel
Insurance, Disability, Life Insurance, Alternative therapies and
Accidental Death and Dismemberment coverage.
GOOD Work Environment There are a number of employee programs and policies in place
designed to make employees feel valued and appreciated which
in turn, amount to happy and motivated employees. They offer a
stimulating, challenging and highly supportive work
environment –with an outstanding reputation for exceptional
quality and services.
Work/Life Balance Sony has a number of family-friendly policies and programs in
place to help achieve this generous vacation policy plus floater
days, compassionate sick leave policy, paid leaves of absences,
flexible work arrangements, Employee Assistance Program
(covering a wide spectrum of issues), as well as health and
wellness programs are all reflective of commitment to achieving
employee work-life balance.

ArcelorMittal
Founder - Lakshmi Industry - Steel Headquarter -
Year of
N. Mittal Establishment - Luxembourg, UK
2006

Qualification of Fortune ranking - Products - Steel, flat Current CEO -
founder - St. 74 steel products, long Lakshmi N. Mittal
Xavier's College, steel products, wire
Calcutta products, plates

Assets Value – US
$130.9 billion

Website - http://www.arcelormittal.com/

Description - ArcelorMittal is the world's leading steel company, with operations in more than 60
countries. ArcelorMittal is the leader in all major global steel markets, including automotive,
construction, household appliances and packaging, with leading R&D and technology, as well as
sizeable captive supplies of raw materials and outstanding distribution networks.

Health and Safety They work every day in potentially dangerous conditions, where
accidents are always possible. That's why workplace safety is such
an overwhelming priority - so important, in fact, that every Board
and Group Management Board meeting starts with an update on
Health and Safety performance.
Employee development • The value of talent - A whole range of programs and initiatives
designed to develop the people they already have, and recruit
the leaders of tomorrow's ArcelorMittal. They put huge
importance on developing the talent we already have, and give
internal candidates priority whenever a new job vacancy
arises.
• Performance management and leadership development –
There approach to performance management puts as much
emphasis on how employees achieve their goals, as what they
achieve. They want to encourage ways of working that
support our values and create role models for our future
success. A competency framework, which sets out the skills we
need from tomorrow's leaders. These include change
management, decision making, a focus on results, strategic
thinking, teamwork, full awareness of our stakeholders,
effective communication, and a commitment to learning and
development. Having a single framework like this makes it
easier to have consistency standards across the Group, and an
objective method for assessing both abilities and potential.
Social dialogue They believe that open dialogue with our employees is crucial to a
productive and supportive working environment, mutual trust and
respect are vital to a genuine partnership approach, which has
proved effective.

Fortune 500 companies

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Similar to Fortune 500 companies

Similar to Fortune 500 companies (20)

More from Rahul Hedau

More from Rahul Hedau (15)

Recently uploaded

Recently uploaded (20)

Fortune 500 companies