HUMAN RESOURCEIN

HINDUSTAN ZINC LIMITED

PRESENTED BY :SUSHOVAN BEJPAWAS PRASOONVICTOR VINODVIVEK SAHARAN

THE COMPANY..Vedanta Resources plc is a global diversified metals and mining company headquartered in London, United Kingdom. It is the largest mining and non-ferrous metals company in India and has mining operations in Australia and Zambia and oil and gas operations in three countries. Its main products are copper, zinc, aluminium, lead, iron ore and petroleum. It is also developing commercial power stations in India. 

Subsidiaries :  Sterlite Industries Hindustan Zinc Limited Sesa Goa Bharat Aluminium Company MALCO Vedanta Aluminium Sterlite Energy Australian Copper Mines Konkola Copper Mines 

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HINDUSTAN ZINC LIMITEDHindustan Zinc Limited (HZL) is an integrated mining and resources producer of zinc, lead, silver and cadmium. It is a subsidiary of Sterlite Industries (India) Limited which comes under Vedanta Resources PLC. HZL is the world's second largest zinc producer. own 474 MW of coal based thermal captive power plants in Rajasthan to

support our metallurgical operations. In addition, our environment friendly power generation includes 274 MW of wind energy and 36MW from waste heat generation.

Its FY2011 revenues were Rs. 108.91 billion

Number of employees - 6742

Hindustan Zinc Limited was incorporated from the erstwhile Metal Corporation of India on 10 January 1966 as a Public Sector Undertaking. 

OPERATIONS.. MINING

World's third largest open-pit mine World's largest Zinc Mine in Rampura Agucha, Rajasthan. World's lowest cost zinc producer.

SMELTING Zinc and Lead smelters and refineries at Chanderiya (Chittorgarh),

Debari (Udaipur) & Dariba (Rajsamand) in Rajasthan smelting facility was established at Pantnagar in Uttarakhand( initially smelting facility for Silver production, but later for Zinc and Lead ) Zinc smelter in Vizag, Andhra Pradesh. Dariba Smelting complex is the recently commissioned plant of

HZL

AWARDS AND RECOGNITIONS.. Hewlitt Associations ranked HZL the “Best Employer Asia “ in

2009 CII Environment Best Practices award 2012 CII-ITC Sustainability award 2013 and 2014 SAP ACE award for Best Run in HR In 2014

HISTORY.. Hindustan Zinc Limited was incorporated from the erstwhile Metal

Corporation of India on 10 January 1966 as a Public Sector Undertaking

In April 2002, Sterlite Opportunities and Ventures Limited (SOVL) made an open offer for acquisition of shares of the company; consequent to the disinvestment of Government of India's (GOI) stake of 26% including management control to SOVL and acquired additional 20% of shares from public, pursuant to the SEBI Regulations 1997

In August 2003, SOVL acquired additional shares to the extent of 18.92% of the paid up capital from GOI with the share holder's agreement between GOI and SOVL

With the above additional acquisition, SOVL's stake in the company has gone up to 64.92%. Thus GOI's stake in the company now stands at 29.54%

STRUCTURE AND

HEIRARCHY IN HZL..

HUMAN RESOURCEIN

HINDUSTAN ZINC LIMITED

HZL takes pride in themselves in creating leaders. All the leadership positions are filled from within.

Run comprehensive career development programs which give every aspiring employee an opportunity to move to the next level. Learning and development initiatives including Jyotirgamaya, Six Sigma Green Belt training, Navjagran and Suraksha Jyoti etc. give employees an edge in their professional growth

Affiliations with some of the top-ranked institutes in the country who partner with them in grooming the employees and turning them in outstanding professionals.

VISION Be the world's largest and most admired Zinc-Lead & Silver Company Sustainable development vision is "to be the first choice in the

markets where we operate, valued by our stakeholders.“ Become more respected as an employer, supplier, customer, and

custodian of natural resources.The key elements of our strategy include :

Nurturing people Enhancing quality of life of our neighbouring community Bettering Health, Safety and Environment (HSE) performance Building trust among our stakeholders  and Fostering innovation

 MISSION Enhance stakeholders value through exploration, innovation, operational

excellence and sustainability Be a globally lowest cost producer Maintain market leadership and customer delight

VISION AND MISSION..

RECRUITMENT PROCESS.. Fresh recruitment - through campus recruitment at various

reputed institutionsWritten TestGroup DiscussionInterview All phases of the interview are eliminatory. # Vedanta group as an whole recruits from the colleges and then the students are segregated as per requirement in the various subsidiary companies of the group.

Engineer trainee – at the initial level

Management trainee – at middle level

Process associate – bachelors of science and commerce though pool campus recruitment

Lateral entry - at the middle level recruitment is done through internally or though sister companies by issuing advertisement across the employees in them .

Upper level management - internal hiring is preferred.

WHAT DOES ‘HZL’ LOOK FOR IN IT’S RECRUITS..?

The recruitment process aims to select candidates who fit into Vedanta culture and core philosophy of :• Passion to excel• Entrepreneurial and innovative• Trustworthy• Concern for Environment• Respect and care for people At Hindustan Zinc, they hire professionals from premier educational institutions across the country. • In other cases, applications are invited for specific vacancies

announced through advertisements in leading newspapers or on this website.

• Also hire through empanelled consultants. 

Give company overview Information about major departments available Location of visit of the company Departmental induction ( for 3 days ) On job training for 6 months Probation period of 6 months to 1 year 3 days safety training

INDUCTION TRAINING

Working / Work culture  Generally the working Hour in the company is eight to eight and a half

hour starting from 8 am to 4 - 4:30 pm for all employees.  But some Top level employee may require to stay beyond 5 pm.  Salary, Increments, promotion and

performance appraisal  Salary increment and promotions are important because these things

help in keeping the employee motivated towards their delivery to the organization.

  Appraisal process starts in September and ends in march - the

company follows the Bell curve for the performance appraisal to achieve sense of competitiveness among the employee.  

WORK CULTURE AND THE WAY FORWARD..

CONTINUE.. Salary increment is based on yearly performance on ‘’ bell curve

appraisal mechanism ‘’ performance on the basis of previous year works in the organization.

Act-up also plays an important role in accelerated promotion and growth. All the recruitment and promotion process in Hindustan zinc done by AON HEWITT consultancy – promotion is done according to A, B, C, D , E which means

A= 15% INCREMENTB= 11% INCREMENTC= 8% INCREMENTD= 5% INCREMENTE= YOU MAY LEAVE

A general increment at Hindustan zinc is about 7.5% increment.

With the Bell curve mechanism being obsolete due to its controversial nature.

Hence, like various organizations , Hindustan zinc is also trending towards a 360 degree appraisal but only to the top management level ( where the all round development and benefit from an individual is considered ).

Salary and other compensation varies with the post in the organization

BSC (entry level) – about 2.4 lakhs CTC + variablesEngineers – about 3.6 lakhs CTC + variablesManagement trainee – about 7.3 lakhs CTC + variables

• The other posts are filled through internal recruitment mostly so their details about salary is not available and it confidential with the organization.

Some other compensations provided to employees can be listed as : Post pay ( salary according to post) Post variable ( incentive according to post) Performance based compensation Perks

Other incentives to the top management only ( GM and above ) House and Car Club membership Driver, Fuel and Mobile expenses 1 foreign tour in every 2 years

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BELL CURVE APPRAISAL MECHANISM

Top 20 percent – High performers Middle 70 percent – Average performers Bottom 10 percent – Non performers.

A bell curve grading forces employees of a company into groups, it is called the forced ranking system of appraisal. Some HR professionals believe that a bell curve is the best way to identify the top performers and under-performers, whereas others believe it compels the appraiser to use a forced rating instead of a fair one. 

LEARNING AND DEVELOPMENT.. "Learning is Growing" is the mantra at Hindustan Zinc.

Hindustan Zinc has successfully built a learning organization where every employee in the Company aspires to move to the next level and is provided support by the organization in this endeavor. Hindustan Zinc facilitates in endowing competencies by:  BS Process Engineering, a three year degree program in

collaboration with BITS-Pilani at BITS off campus established at Chanderiya (one of Hindustan Zinc’s plant locations and also world’s largest zinc smelting complex) to enable Science Graduates to obtain Engineering Degree. 

Specialized & customized technical modules for Process and Maintenance Engineers in collaboration with the best institutes across the country.

Leadership Programs for Business Heads/Unit Heads in collaboration with Best Management Institutes.

Foreign Exposure to the Best mines and smelters across the world to learn the benchmarked practices and implement the same.

Jyotirgamaya, the Program covers all executives in behavioral module and the Jyotirgamaya technical module enhances technical competence in specialized fields.

Six Sigma Training to cover all executives to equip young minds with problem solving ability and help them in identifying improvement opportunities.

Navjagran, an initiative with the objective to help the employees discover and realize their full potential for self development and organizational growth

Surakshajyoti, an initiative for employees to establish safety as a way of life.

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GROWTH OPPORTUNITIES..ACT-UP (Accelerated Competency tacking & Upgradation Program) is the process of identifying high potential employees with a spark of leadership who can be groomed to take up leadership positions. The process aims to identify high potential employees based on Vedanta competencies:

NURTURING TALENT..Individual Development Plans (IDP's) for the high potential employees are prepared outlining their short term, medium term and long term career paths. They are groomed and are assigned a mentor, who ensures that the IDP is followed & the person moves as per the career plan.

The high potential employees are provided with fast track growth & learning opportunities through:•  •  Foreign Exposure•  Mentoring•  Long Term Development Inputs•  Cross - functional Assignments•  Special Projects

EMPLOYEE WELFARE AND MOTIVATION..WELFAREThe HR takes employee welfare seriously and tkes up mny steps to ensure the same.they provide various facilities like - Township - near the manufacturing facility. Safety & Security - arrangement of a safe working environment also

safety training given regularly. Medi- claim & dispensary - medi-claim provided to employees &

their families . Dispensary facility also provided to assist the employee of their family in case of any illness.

Club Facility - for recreation for both employee and his family School

MOTIVATION Various management games and training are provided to the

employees to keep them motivated towards their work. Also the families of employees given a chance to visit the working

facility. Interaction of employees with senior management.

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EMPLOYEE SUPPORT..Employees Grievance HR a link between the employees and the management. Grievances of

the employees are entertained by the HR department . In addition to this they also handle external grievances as to build

sustainable relationship with all the stakeholders. Whistle blowing also in place for the events where grievances are

overlooked.

Compliance HandlingHR provides training against anti bribery to all the employees to comply with company’s sustainable policy.HZL also follows strict sexual harassment policy to prevent such cases in the organization.

Whistle Blower policy Under this policy you are free to complain about anything if going wrong it follows a certain process : Complain to your boss Complain to some upper level person If both of them ignore register a complain on Vedanta – whistle blower

website and your name will not be disclosed and proper action will be taken against that.

CONTINUE..Code of ConductThese set out the ethical framework of our activities by detailing our commitment to work ethically, responsibly and openly with others.The code of conduct is an important part of our Mission & Values, where we highlight principles and standards for our global business conduct. The code guides our behaviour and helps us to promote:

Honest and ethical conduct, the ethical handling of conflicts of interest between personal and professional relationships.

Full, fair, accurate, timely and understandable disclosure of reports and documents that Hindustan Zinc Limited files with or submits to relevant authorities, and in other public communications.

Compliance with applicable government laws, rules and regulations.

Prompt internal reporting to the appropriate person or persons identified in this Code.

Accountability for adherence to this Code.

EXIT INTERVIEW

It is very rarely found in any organization but Hindustan zinc follows it. the following steps are carried out ( for the employee who is going to leave the organization)Questionnaire – by Boss ( whom the employee was reporting )Interview – with the HR location headInterview – with strategic business unit head ( SBU head)Final exit – on the basis of interview and questionnaire the BOSS can give reference about the employee that he/she can rejoin the organization later or not . 

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http://www.hzlindia.com/products.aspxhttp://en.wikipedia.org/wiki/Hindustan_Zinchttp://www.chetanasforum.com/topic/2629-freshers-

hindustan-zinc-limited-recruits-freshershttp://www.vedantaresources.com/grow-with-us/why-

vedanta.aspxhttp://hzlindia.com/about_us.aspx

# Also THANK YOU to Mr. Sushant Kumar Sinha for his support and providing the valuable information.

REFERENCES..