AN

ASINGMENT
ON
HR POLCY ON ITC LIMITED
HUMAN RESOURCE MANAGENENT
MBA PROGRAMMS
SEM : 2ND (40)
GUIDED BY : AMMI PANDYA
SUBMISSION DATE: 16TH MARCH,2016.
SUBMITTED BY : BHAVESH JOLIYA
(SIGNETURE OF STUDENT)
Submitted to :
DEPARTMENT OF BUSINESS
ADMINISTRATION
M K BHAVANAGAR UNIVERCITY
BHAVANAGAR

DISCRIPTION OF ITC HR PRACTICES

ITC's human resource management systems and processes aim
to create a responsive, customer-centric and market-focused
culture that enhances organisational capability and vitality, so
thateach business is internationally competitive and equipped
to exploit emerging marketopportunities

Recruitment objectives:
To effectively manage the manpower recruitment in coherence
with long term and shortterm manpower planning of the
organization through a standard recruitment and
selectionpolicy.
To proactively and systematically identify the recruitment needs
in time. To ensure that allthe recruitment are within the
manpower budget and as per the laid down policy.
The recruited people with required level of skilled and aptitude
for learning and growth.
Recruitment Sources:The sources of recruitment may be
broadly divided into two categories: internal sources
andexternal sources. On receipt of the Manpower
JOB POSITION
Job position is another way of hiring people from within. In this
method, the organizationpublicizes job openings on bulletin
boards, electronic media and similar outlets. Hindustan
lever introduced its version open job position in early 2002 and
over 40 positions have since been filedthrough the process. HLL
even allows its employee to undertake career shifts, for
example fromtechnical position system.

EMPLOYEE REFERRALS
Employee referral means using personal contacts to locate job
opportunities. It is arecommendation from a current employee
regarding a job applicant. The logic behind employeereferral is
that it takes one to know one employee working in the
organization in this case, areencouraged to recommend the
name of their friends working in other organization for a
possiblevacancy in the near future. In fact, this has become a
popular way of recruiting people in the highlycompetitive
information technology industry now a day. Companies offer
rich rewards also toemployees whose recommendation are
accepted after the routine screening and examining processis
over- and job offers extended to the suggested candidates.

2 Extarnal MethodCampus Recruitment

It is a method of recruiting by visiting and participating in
college campuses and their placement centers. Here the
recruiters visits reputed educational institutions such as IITs,
IIMscolleges and universities with a view to pickup job aspirants
having a requisite technical of professional skills. Job seekers
are provided information about the jobs and the recruiters
internget a snap shot of job seekers through constant
interchange of information with respectiveinstitutions.

Advertisement
This includes advertisement in news papers; trade,
professionals and technical journals; radio andTV etc. In recent
time this medium became just as colorful lively and imaginative
as consumer advertising. The ad generally gives a brief outline
of the job responsibilities, compensationpackage, prospects in
the organization etc. This method is appropriate when
SELECTION PROCEDUREScreening of Application :

TEST

Depending on the requirement of the job if required,

management mayconduct
written/aptitude/psychometric/physical or any other test as
deemfit.

INTERVIEW:

All the candidates short listed for interview will be informed

through aformal call letter for attending interview at least
15 days in advance.
The candidate will be interview by the interview panel.

Joining Formalities:
Employees joining shall first report in the HR
departmentwill facilitate in completing the joining formalities
such asfilling of joining report and other necessary forms.

HR department will ensure that the candidates will beallowed

to join subject to their being found medically

DISCRIPTION OF RALLIS INDIA HR PRACTICES

Rallis India is one of Indias leading agrochemicals companies,
with a century old tradition of servicing rural markets and the
most comprehensive portfolio of pesticides for Indian
farmers.The Company is known for its deep understanding of
Indian agriculture, sustained relationshipswith farmers, quality
agrochemicals, branding and marketing expertise and its strong
productportfolio.
Rallis is also recognized for its manufacturing capabilities and
ability to develop newprocesses and formulations supported by
the capability to register new products. It has
marketingalliances with several multinational agrochemical
companies, including FMC,

COMMPERATIVE ANALYSIS
performance management system to controlthe performance
of employees.ITC has one most powerful recruitment
and selection procedure inIndia. They use the internal and
external sources of recruitment in best manner.They give more
emphasis on motivation of employees and give freedom to