ITC has uniqueness in their HRD strategies. Just a glimpse and understanding of it.

1. TOPIC: STUDY OF HUMAN RESOURCE
DEVELOPMENT STRATEGIES OF ITC
LIMITED.
Presented By:
Aathira Sugathan. (47)
Saurabh Ghodke. (60)
Sushmita Jaiswal. (63)
Vaibhav Mudaliar. (73)
Krutika Pachauri. (75)
Shubham Telawane. (87)

2. Started on Aug 24, 1910 as Imperial Tobacco Company of India Limited.
Became India Tobacco Company Limited in 1970.
Renamed as I.T.C Limited in 1974.
Over the years, built a portfolio encompassing a wide range of businesses.
Rechristened as ‘ITC Limited’ on Sept. 18, 2001.
Current Turnover of US $ 8.7 billion & Current Market Capitalization of over US $
45 billion.
It employs over 25,000 people at more than 60 locations across India.

4.  Achieve a sustained competitive advantage in the business environment.
 A futuristic visioning towards the growth of the company.
 The ability to adapt itself to the contingencies emerging in the future.
 To improve business performance.
 To develop organizational cultures that foster innovation and flexibility.

5.  ITC, being a pioneer in the Indian business area, understands the value
of people to the success of the organization.
 Human resource department at ITC follows a proactive approach to
future strategic issues.
 Hence, ITC began the development of a People Strategy. This underpins:
 commitment to attract, develop, support and retaining the best staff.
 It provides strategic direction to guide and align people management efforts throughout the
organization.
 The HR strategy for the coming year is also prepared simultaneously
along with the business strategy.

6. Source, attract and recruit world class talent.
Promote excellence in the fields of leadership and people
management.
Encourage and support staff in their continuing professional
development.
Provide staff with a diverse and supportive working
environment.
Develop efficient, transparent and responsive HR processes
to support ITC business delivery.

7. ITC’s Corporate Strategies.
ITC’s Initiatives.
ITC’s Talent Management Strategies.

8.  Create multiple drivers of growth.
 Continue to focus on the chosen portfolio.
 Benchmark the health of each business across the criteria of Market
Standing, Profitability and Internal Vitality.
 Ensure that each of its businesses is world class and internationally
competitive.
 Create distributed leadership within the organization by nurturing talented
& focused top management teams for each of the businesses.
 Maintain balance between executive freedom and the need for effective
control.

9.  Triple Bottom Line contribution.
 Implemented an extensive social Investments program.
 Engaging with employees on a regular basis.
 Providing personal development and growth, a work culture that ensures
high levels of performance.
 Developing agility and creativity to speedily embrace change.
 Developing leaders from a pool of talented, passionate and diverse
individuals.
 Creating an environment where employees are inspired, engaged and
aligned with the Company’s Vision, Mission and Core Values.

10.  Attracting and nurturing quality talent supported by significant
investments in learning and development.
 Creating a responsive, stakeholder- centric and market focused
culture that enhances organizational capability and vitality.
 ITC encourages local employment in the workforce in manufacturing
and hotels, depending on the availability of requisite skills.
 ITC recruit quality talent from premier campuses across the country
through an objective and robust selection process.

11.  ITC gives training & development to be future-ready and to meet the challenges posed
by ever- changing market realities.
 ITC's Training & Development initiatives include core Programmes of:
 Leadership
 Capability Enhancement
 Skill(s) Development
 Diverse capability building needs at various levels of the organization.
 ITC training and development center is named Epicenter.
 ITCs also have a robust e-learning platform titled ‘’PROP-EL’’ for their growing and
global workforce.
 ITCs have introduced a number of safety measures in their Units and have achieved
international benchmarks in safety standard.

12. Training
Methods
at ITC.
ON-THE-JOB
TRAINING
METHODS.
OFF-THE-JOB
TRAINING
METHODS.
PARTICULAR
TRAINING
PROCEDURE.
TRAINING FOR
DIFFERENT
EMPLOYEES.

14.  Step 1: Establishment of performance standards as per their service
industry. For this one should be derived from company’s strategic goals
and job analysis and job description.
 Step 2: Communication of performance standards to employee who are
working in the service industry.
 Step 3: Measure performance by using information from, personal
observation, statistical reports, oral reports, written reports, comparison of
actual performance with standards in service industry.
 Step 4: Discuss appraisal system with employee and identification of
corrective action where necessary in service industry.