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
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.

Deutsche Telekom
Founder - 1995 Industry - Telecom Headquarter -
Year of
(Privatization) 1996 Establishment - Bonn, Germany
(Flotation) 1995

Qualification of Fortune ranking - Products - Fixed- Current CEO -
founder - NA 75 line and mobile René Obermann
telephony, broadband
and fixed-line
internet services, IT
and network services

Assets Value –
€127.81 billion

Website - http://www.telekom.com/dtag/cms/content/dt/en/10282

Description - Deutsche Telekom AG is one of the world's leading telecommunications and
information technology service companies. We have almost 200 million customers and offer them
all kinds of products and services for connected life and work.

Cultural diversity Respecting the various cultures and using their distinctive national
practices for success. This is based on the Group's five Guiding
Principles and the Code of Conduct, which sets out rules to be
observed by all employees in their corporate and personal conduct.
Innovative HR structure Continues to sharpen profile as a talent enterprise and is proactive
in efforts to increase attractiveness as an employer. Intensive
contact with schools and universities, and also participates in the
MINT initiative. Deutsche Telekom wants to have the right
answers in response to the demographic and technological change
taking place at our company and in society as a whole.
Talent Agenda Deutsche Telekom has been the largest vocational training provider
in Germany. Development and Leadership team for development of
managers and individuals to give adequate training to ensure the
promotion of self-fulfilment while also meeting the future business
needs.
Performance linked Paying out bonuses or having any kind of variable compensation
Bonuses plan can be both an incentive and disillusionment, based on how it
is administered and communicated. Bonus must be designed in
such a way that people understand that there is no payout unless the
company hits a certain level of profitability. Additional criteria
could be the team’s success and the individual’s performance.
Never pay out bonus without measuring performance, unless it is a
statutory obligation.
Knowledge Sharing Adopt a systematic approach to ensure that knowledge
management supports strategy. 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. When
an employee returns after attending any competencies or skills
development program, sharing essential knowledge with others
could be made mandatory. Innovative ideas (implemented at the
work place) are good to be posted on these knowledge sharing
platforms. However, what to store & how to maintain a Knowledge
base requires deep thinking to avoid clutter

Japan Tobacco International
Founder - Minato, Industry - Tobacco,
Year of Headquarter -
Tokyo, Japan Establishment - Pharmaceuticals, Tokyo, Japan
April 1, 1985 Food

Qualification of Fortune ranking - Products - Cigarette Current CEO -
founder - NA 426 brands Hiroshi Kimura

Assets Value –
¥2,879.3 billion

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

Description - JTI - Japan Tobacco International is the international tobacco business of Japan
Tobacco Inc., a leading international tobacco product manufacturer, with a global market share of
almost 10%. Our company was formed in 1999 when Japan Tobacco Inc. purchased, for USD 7.8
billion, the international tobacco operations of the US multinational R.J.Reynolds.

Compensation & Benefits Compensation and Benefits (C&B) is part of JTI’s overall HR
strategy, which aims at creating tangible business results through
adequate succession planning and career management. C&B
solutions are integral to attracting and retaining the right people at
JTI. We need high quality people who can successfully drive
today’s business while building the future and cope with the
everyday challenges of their industry.
Training & Development JTI recognizes more than ever that success and competitive
advantage depend on the quality of our people. People set strategy,
make critical decisions, create business opportunities, manage and
drive change. Aligning Training & Development to our corporate
goals ensures JTI employees will always be the highest calibre.
Multicultural Inspiration JTI is a true multinational company, without having one culture or
one nationality taking precedence over another
Highlight performer 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 disgruntlement
Safe, Healthy and Happy Creating a safe, healthy and happy workplace will ensure that your
Workplac employees feel homely and stay with your organization for a very
long time. Capture their pulse through employee surveys

MOTOROLA
Founder - NA Year of Establishment Industry - Headquarter -
- September 25, 1928 Telecommunications Illinois, United
States

Fortune ranking - Products - Tablet PCs, Current CEO -
Qualification of
founder - NA 427 Mobile phones Greg Brown
Smartphones, Two-
way radios,
Networking systems,
Cable television
systems, Wireless
Broadband Networks
RFID Systems, Mobile
Telephone
Infrastructure
Assets Value –
$25.603 billion

Website - http://www.motorolasolutions.com/IN-N/Home?WT.tsrc=Georedirects

Description - Motorola, Inc. was an American multinational telecommunications company based in
Schaumburg, Illinois, which was eventually divided into two independent public companies,
Motorola Mobility and Motorola Solutions on January 4, 2011, after losing $4.3 billion from 2007
to 2009.Motorola Solutions is generally considered to be the direct successor to Motorola, Inc., as
the reorganization was structured with Motorola Mobility being spun off.

Open Book Sharing information such as contract and financial information with
Management Style employees so that they understand the decisions that are made and the
ramifications of those decisions. People understand where the money
comes from and goes to.
Bonuses Paying our bonuses or having any kind of variable compensation plan
can be either an incentive or a distraction, depending on how it is
administered and communicated. Bonuses must be designed in such a
way that people understand that there is no payout unless the company
hits a certain level of profitability. Then, additional criteria can be the
team’s success and the individual’s success.
Hiring Temporary Due to the nature of their business and the long production cycle which
Workers requires head count flexibility, the hiring of temporary workers is seen
as the most creative, cost effective method to increase efficiencies
around the ebb and flow of the production cycle.
Culture International organizations use consistent HR practices to help develop
a common corporate culture
Selection Selection practices vary greatly across locations in international
organizations.

Cement Roadstone Holdings
Founder - Irish Industry - Headquarter -
Year of
Cement Limited Establishment - Construction Dublin, Ireland
(1936), Roadstone 1970
Limited (1949) &
merger (1970)

Qualification of Fortune ranking - Products - Various Current CEO -
founder - NA 428 building materials M. Lee

Assets Value – €
1.262 billion

Website - http://www.crh.com/about-crh.aspx

Description - CRH plc. is an Irish building material group, formerly called Cement-Roadstone
Holdings plc. It is quoted on the Official Lists of the Irish Stock Exchange and London Stock
Exchange. CRH’s strategic vision is clear and consistent - be a responsible international leader in
building materials delivering superior performance and growth.

Mandatory meetings with Make regularly scheduled, mandatory meeting times with
producers and producers and other department managers to discuss individuals
department managers and their performance, training needs, succession planning
possibilities, etc.
Corporate identity and CRH has a strong corporate identity and culture. The
culture characteristics underlying this culture are a Federal Group
organized for growth, a tried and tested development strategy, a
focus on measured performance and growth, an experienced
management team, a remuneration policy that rewards
performance A responsible corporate citizen, a balanced Business
Recruiting It is a well-known pet peeve of HR managers that hiring managers
try to begin the hiring process for a candidate with only a vague
idea of what exactly they are looking for. Even when job
descriptions are available for them to refer to, they must be
reminded to use the job description as a reference tool. Otherwise
they are wasting everybody’s time – HR, the candidates’ and their
own. Hiring managers must review what it is that they’re looking
for. Each year, requirements and criteria change. Post all jobs on
company web site so that everyone knows about it and can apply
or refer the vacancy to somebody else that might be qualified.
Once you have a candidate, conduct behavioural and technical
tests first, then do a telephone screening, then bring them in for a
face-to-face interview.
Rewards To encourage maximum output and all stages company provides
rewards to all its employees. This would help company to achieve
its goals successfully on time with accuracy.

Ricoh Company, Ltd.
Founder - Tokyo, Industry - Electronics, Headquarter -
Year of
Japan (February 6, Establishment - Imaging Tokyo, Japan
1936) 1907

Current CEO - Shiro
Qualification of Fortune ranking - Products - Imaging
Kondo (President and
founder - NA 429 solutions, Network
CEO)
system solutions,
Industrial products

Assets Value –
US$ 21.5 Billion

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

Description - Ricoh produces electronic products, primarily cameras and office equipment such as
printers, photocopiers, fax machines, and offers Software as a Service (SaaS) document
management solutions such as Document Mall. In the late 1990s through early 2000s, the company
grew to become the largest copier manufacturer in the world. During this time, Ricoh acquired
Savin, Gestetner, Lanier, Rex-Rotary, Monroe, Nashuatec, and most recently IKON. Although the
Monroe brand was discontinued, products continue to be marketed worldwide under the remaining
brand names. In 2006, Ricoh acquired the European operations of Danka for $210 million. These
operations continue as a standalone business unit, under the InfoTech brand.

Basic Policies and System The cornerstone of RICOH policy on recruitment and promotion is
to not discriminate on the basis of race, gender or disability, or in
any other way. All forms of discrimination are strictly prohibited.
Promoting Employment for In April 2002, ROCOH established a special-purpose subsidiary,
Physically and Mentally RICOH Hikari Corp., to provide employment opportunities to
Challenged in Japan mentally challenged individuals who desire to enter the workforce.

Employee - Occupational RICOH Global Policy on Occupational Health & Safety, adopted in
Health & Safety 1998, designates occupational health & safety (OH&S) as an
Management integral part of all RICOH business operations. This policy obliges
RICOH global sites to implement OH&S activities over and above
those required by law, and stipulates that OH&S activities be
carried out in accordance with the Plan, Do, Check, Act (PDCA)
cycle.
Work Organizations must be prepared to address and overcome local
resistance to change.
Keeping it legal Put together a list of organizations you can turn to for legal advice
in the ever changing world of HR. References should at least
include membership in a national human resource organization (like
Society for Resource Management and the Human Resource
Planning Society), and links to your national, state or provincial
government.
Bonuses Profit sharing, stock options, other non-financial-based incentives, a
great Communication plan for when you do have a bonus plan. If
not communicated well, the success of one team and therefore
larger payout can be perceived as not fair. People can feel that they
are not in control of the external factors that may impact the bonus
in a given year (e.g. the economy).

China Railway Materials Corporation
Founder – China Year of Establishment Industry – Headquarter –
Railway - March, 1950 Infrastructure Beijing, China
Engineering Group

Qualification of Fortune ranking - 430 Products – Rails, Current CEO –
founder - NA Locomotive and Li Wenke
rolling stock spare
parts, Machinery,
Electronic
Equipment, Steels,
Coals and Logistics

19.1 billion

Website - www.crec.cn
Description - China Railway Group Limited is the largest integrated railway construction
contractor in China. Railway construction is the core business of CREC. Since the 1950s, we have
been participated in the construction of all major railway lines in China, including Qinghai-Tibet
Railway (the highest railway line in the world), Datong-Qinhuangdao Railway (the longest heavy-
haul railway in China), Chengdu-Kunming Railway (one of the most geologically challenging
railway construction projects) and Beijing–Kowloon Railway (the longest south-to-north trunk
railway line in China, connecting Beijing to Hong Kong).

Positioning A large-sized group dedicated in trading and logistics, serving
both the railways and the whole society.

Strategic Positioning With railway materials, energy, and metals as core business
fields, CRM will build a platform of information and financial
practices to serve both railway market and the whole society. By
incorporating trading and logistics, CRM will expand its chain
upstream and downstream to form an international business
profile.
Long-term Plan In 10 to 15 years, CRM will establish an integral supply chain in
fields of railway materials, energy, and metals to become a
leading enterprise, which is indispensable for the development
of the domestic economy. By 2009, CRM aims at nudging into
the first 50 places of Chinese Top 500 enterprises, and by 2020
the first 40 places.
Major Businesses Supply railway materials, necessary services, and Manufacture
relevant products; Trade goods and materials, such as steels, oil
products, coals, and so on; Multiple-purpose logistics services.

Development To the background of the continuously rising economy and the
great-leap-forward development of China’s railways, CRM will
promote its restructuring process and explore both domestic and
foreign markets grounding on cementing railway market.

China National Aviation Fuel Group
Founder – NA Industry - Oil and Headquarter -
Year of
Establishment Gas Beijing, China
October 11, 2002

Qualification of Fortune ranking – Products – Aviation Current CEO –
founder - NA 431 Fuel, land based oil, Sun Li
logistics and
overseas business.

4,567.8 million

Website -www.cnaf.com
Description - Founded in 2002, China National Aviation Fuel Group Corporation (CNAF) is a
large state-owned air transportation logistics service provider. It was established through the
restructuring of its predecessor, China Aviation Oil Supply Corporation, with a registered capital
of 3.7 billion yuan.

CNAF is the largest integrated jet fuel supplier in China, providing jet fuel procurement,
transportation, storage, inspection, sales and refueling services. It is headquartered in Beijing and is
a pilot state-holding enterprise approved by SASAC to carry out state-authorized investments.
CNAF holds investments in 19 companies inside and outside China, of which 10 are wholly-owned
subsidiaries.

360 Degree Performance This system, which solicits feedback from seniors (including the
Management Feedback boss), peers and subordinates, has been increasingly embraced as
System the best of all available methods for collecting performance
feedback. Gone are the days of working hard to impress only one
person, now the opinions of all matter, especially if you are in
A leadership role (at any level). Every person in the team is
responsible for giving relevant, positive and constructive feedback.
Such systems also help in identifying leaders for higher level
positions in the organization. Senior managers could use this
feedback for self-development.
Performance linked Paying out bonuses or having any kind of variable compensation
Bonuses plan can be both an incentive and disillusionment, based on how it
is administered and communicated. Bonus must be designed in
such a way that people understand that there is no payout unless the
company hits a certain level of profitability.
Additional criteria could be the team’s success and the individual’s
performance. Never pay out bonus without measuring
performance, unless it is a statutory obligation
Highlight performer 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

Compass Group
Founder - Jack Industry - Catering Headquarter -
Year of
Bateman Establishment – and Support Services Chertsey, United
1941 Kingdom

Fortune ranking – Products -Foodservice, Current CEO -
Qualification of
founder – NA 432 Support services, Richard Cousins
Business & Industry,
Healthcare & Seniors,
Education, Sports &
Leisure, Defense,
Offshore & Remote,
International clients

Assets Value –
US$ 13,008.3
million

Website - www.compass-group.com
Description - Compass Group plc (LSE: CPG) is a global contract foodservice and support
services company headquartered near London, United Kingdom. It is the largest contract
foodservice company in the world and has operations in over 50 countries. It serves around 4 billion
meals a year in locations including offices and factories, schools, universities, hospitals, major
sports and cultural venues, mining camps and offshore oil platforms. It is listed on the London
Stock Exchange and is a constituent of the FTSE 100 Index.

Management Management and Performance, is the Group-wide framework we
and Performance use for managing our business. MAP focuses on the key drivers of
our performance:

Client Sales & Marketing. Growing our markets and our new and
existing client relationships.

Consumer Sales & Marketing. Earning ongoing consumer loyalty to
grow volume, participation and spend.

Cost of Food. The optimal quality and range for our customers
delivered at the lowest cost with the most efficient in-unit
production.

Unit Costs. Delivering the right service in the most efficient and
cost-effective way.

Above Unit Costs. Creating the simplest organizational model with
the fewest layers and reduced bureaucracy.

Danone
Founder - Isaac Industry - Food Headquarter -
Year of
Carasso Establishment – processing Paris, France
1919

Qualification of Fortune ranking – Products - Dairy Current CEO -
founder – NA 433 products, Bottled Frank Riboud
water, Baby
nutrition, Medical
nutrition.

Assets Value –
€28.10 billion

Website - www.danone.com
Description: Groupe Danone is a French food-products multinational corporation based in the 9th
arrondissement of Paris. It claims world leadership in fresh dairy products, marketed under the
corporate name, and also in bottled water. In 2007 it swapped its world number 2 positions as
producer of cereals and biscuits for the same position in baby foods, having sold the biscuits
division to Kraft Foods and acquired Numico. In the United States, the Danone brand is marketed as
Dannon, a subsidiary of Groupe Danone (under the name The Dannon Company). Danone owns
many water brands worldwide. In Asia, it has acquired Yili, Aqua (Indonesia) and Robust (92%)
and has a 51% holding in China's Wahaha Joint Venture Company, giving it a total market share of
20% and making it the leading vendor of packaged water in Asia.

Proximity As Danone was convinced that new leadership attitudes were required for the
management group’s transformation, and in particular the sustainability of its business
growth in an increasingly unpredictable world, it launched a multi-annual
program in 2009 based on common values and attitudes that will empower
and strengthen proximity management. This will enable each and every
employee to grow in their role within the company and as a person. The
Danone Leadership College initially aims to promote the leadership skills and
the empowerment of 15,000 team leaders, enabling them in turn to lay the
same foundations in their teams. These managerial attitudes known under the
acronym CODE* are essential for anyone wishing to join the company; they
are proof positive of our wish to recruit employees in order to build careers
rather than merely fill positions.
The strength of Danone’s HR policy lies in the coherence of these various
initiatives over time, but their real significance is captured by the motivation
Employees at the of our managers and the loyalty of our employees, whose commitment rate-
heart of according to the in-house 2009 People Survey, conducted for the first time
performance amongst the entire workforce-is over 85%, making it superior to the average
for large companies in the same sector (78%). This commitment is proof
positive of our employees’ buy-in and personal investment in the company.

Human Resources at Danone are not about only the personal development of
our employees but also improving their performance. One way of leveraging
Improved performance is through sharing best practices, an initiative supported since
effectiveness, 2009 by the deployment of ‘Dan 2.0’ making new technologies available to
stronger growth promote the culture of networking, thereby fostering speed, flexibility and
crosscutting cooperation.
Besides enhancing Danone’s attractiveness as an employer, these tools
(blogs, chat video, wiki) aim to speed up and encourage decision-making and
to promote innovation and a sharing of working methods that has been part of
the Danone culture for a decade.

Nippon Yusen Kabushiki Kaisha (NYK LINE)
Founder - Tosa Clan Year of Establishment Headquarter -
Industry - Shipping
– 1870 Chiyoda, Tokyo

Fortune ranking – Products – Bulk Current CEO –
Qualification of
founder – NA 434 Shipping, Cruise, Hiroshi Hattori
Tanker, Liner, Air
Cargo, Air Freight,
Logistics and Real
Estate.
Assets Value –
US$ 25,667.5
million

Website - www.nyk.com
Description - Japan-based Nippon Yusen Kabushiki Kaisha (TYO: 9101) (Japan Mail Shipping
Line) or NYK Line, is one of the largest shipping companies in the world. It is a core Mitsubishi
company. It is the largest marine transporter in Japan. The company has its headquarters in
Chiyoda, Tokyo. The company has 615 vessels in its arsenal and provides liner service, tramps,
specialized carriers, and tankers. Through nearly 500 subsidiaries, NYK also offers services related
to terminal and harbor transport, cruise lines and travel, logistics services, tugboat operations, and
air transport. Shipping accounts for just over 60 percent of company revenues while logistics brings
in 20 percent. NYK's terminal and harbor transport, shipping-related services, cruise, and real estate
operations are responsible for the remaining portion of revenues.

The NYK Group aims to balance the container business's growth and
Minimizing the impact stability by decreasing the large procurements required for maintaining
of market volatility a fixed vessel fleet over a long term, and instead utilizing short-term
chartered vessels and increasing cargo forwarding.

Maximizing use of the NYK Group's long-held services - including
Strengthen sales warehousing, distribution, and customs clearance - will allow the
capabilities company to differentiate itself from other shipping companies and
better respond to customers' needs.

Hub & Spoke: The NYK Group has developed automobile terminals
Utilize auto logistics and feeder networks ahead of other shipping companies. By utilizing
capabilities NYK's assets, customers can enjoy shorter transit times, higher
transportation frequencies, and lower inventory. And with fuel costs
rising, efficient operations are achieved through hub-and-spoke
operations that enhancement cost competitiveness.
Full-service transportation capabilities: While positioning shipping
at the core of the transportation of automobiles, the NYK Group has
focused on providing comprehensive services that include land
transportation of automobiles and PDI.

The NYK Group intends to make use of these extremely capable
Employ technological seafarers as the group rolls out energy transportation services that are
capabilities more technologically advanced.

To carve out a share of the surge in transportation from resource-rich
Leverage global countries to emerging markets, we are strengthening our organization
network to enable sales initiatives that are more deeply rooted in local regions.
We will accelerate initiatives that give local bases autonomy to conduct
everything from sales to fleet development and financing.

Sinomach
Founder - NA Industry - Headquarter -
Year of
Establishment – manufacturing Beijing, China
January,1997 conglomerate

Qualification of Fortune ranking – Products - Current CEO -
founder – NA 435 machinery, Ren Hongbin
automobiles, tractors.

Assets Value – US
$ 19,933.4 million

Website - www.sinomach.com.cn
Description - With approval of the State Council, China National Machinery Industry Corporation
(SINOMACH) was established in January 1997.SINOMACH is a large scale, state-owned
enterprise group under the supervision of the State Assets Supervision and Administration
Commission. SINOMACH has the most diversified business coverage, a complete business chain,
and the strongest R&D capabilities in China’s machinery industry. Under its portfolio, there are 50
wholly owned and holding subsidiaries, including 6 listed companies and more than 70 overseas
offices and branches. There are close to 80,000 employees working for SINOMACH around the
world. Main businesses of SINOMACH focus on R&D and manufacture of machinery and
equipment, project contracting, trade and services. Its service covers a wide range of key national
economic sectors including industry, agriculture, communication and transportation, energy,
building, light industries, automobile, ship-building, mining, metallurgy and aerospace industries.
SINOMACH has provided professional services for over 140 countries and regions around the
world.

Culture of Harmony The Chinese culture of more 5000 years is long standing and well
established. The word of “harmony” has been dominating the
history of the Chinese nation generations after generations. Right
starting from the core values of Confucianism, Taoism and
Buddhism and up to the principle of “peaceful rise of China” in the
21 century, the extensive spirit of “harmony” has never failed to
provide the guidance for great thinkers and scholars of the past and
younger generations of today.
Work Together and Win Work together: Internally, attentions should be paid to the
Together overall situation, work together and bring the overall strength into
full play and externally, the sound credibility has to be
established, honestly abide by laws and cooperate in absolute
sincerity, thus guiding converging forces, enhancing cohesive
forces and uplifting the competitiveness.
Win together: persevere in scientific and sustainable
developments. By means of scientific management, innovative
ideas and advanced technologies, first class products and services
have to be created so as to achieve the common development for
the enterprise, employees, customers and the society.

The Enterprise Visions Assuming the special missions and responsibilities of the enterprise
in the development of the machinery industry in China and
committing to innovations, great efforts will be made to uplift the
technological level of the industry so as to satisfy major demands of
the modern industrial sectors on the machinery and equipment
manufacturing industry and build platforms for exchanges and
cooperation between China and foreign countries. Through
persevering efforts, the leading position in the machinery industry
will be established and consolidated so as to make contributions for
the progress and prosperity of the society.

Hartford Financial Services
Founder – NA Industry - Financial Headquarter -
Year of
Services, Insurance &
Establishment – Hartford,
1810 Investments Connecticut, U.S

Fortune ranking – Products – Life Current CEO - Liam
Qualification of
founder - NA 436 insurance, employee E. McGee
benefits, business
insurance,
automobile
insurance, annuities,
mutual funds,
individual retirement
accounts and college
savings plans.

Assets Value US $
318,346 million

Website – thehartford.com
Description - The Hartford Financial Services Group, Inc. (NYSE: HIG) is one of the largest
insurance and investment companies based in the United States, with offices in the United States,
Japan, the United Kingdom, Canada, Brazil and Ireland. The Hartford Group is a leading provider
of life insurance, group and employee benefits, automobile and homeowners insurance and
business insurance - as well as investment products, annuities, mutual funds, and college savings
plans. The Hartford Group serves millions of customers worldwide - including individuals,
institutions, and businesses - through independent agents and brokers, financial institutions, and
online.

Customer Focus We listen to our customers and deliver innovative solutions and
extraordinary service. We prize our partnerships and relationships.

Diversity & Inclusion We attract, reward and retain the best talent, and we show respect
for all individuals and their ideas and experiences.

Financial Discipline We create superior shareholder value through profitable growth and
responsible risk management.

Integrity We strive to do the right thing by holding ourselves to the highest
standards of ethical conduct.
Teamwork We work together as high performing teams to achieve functional
excellence and superior business results.

Winning Spirit We are action-oriented and take ownership in the success of our
company.

Philanthropy and We take pride in our world-wide communities and our employees.
Volunteerism See how our dedication helps to change the lives of others.

NationalGrid

Founder - NA Year of Establishment Industry – Utilities Headquarter –
1990 London, United
Kingdom

Qualification of Fortune ranking - 437 Products - Current CEO – Steve
founder - NA Electricity and Gas Holiday
Transmission and
Gas Distribution
Assets Value –
£1,389 million

Website – www.nationalgrid.com

Description - National Grid plc is a multinational electricity and gas utility company
headquartered in London, United Kingdom. Its principal activities are in the United Kingdom and
northeastern United States and it is one of the largest investor-owned energy companies in the
world. National Grid is listed on the LONDON STOCK EXCHANGE and is a constituent of the
FTSE 100 index. It has a secondary listing on the New York Stock Exchange.

Objective National Grid plc’s policies stem from and complement its
Framework for Responsible Business and its Operational
Philosophy as a group of businesses. Our primary purpose is to:
• attract, motivate and retain the people best suited to the needs of
National Grid and its businesses; and
• develop highly competent individuals in relation to these needs,
and embed a strong performance ethic throughout the Group.
While individual Group businesses must remain competitive
within their different business environments, and this will need to
be reflected in the detailed application of the Group’s Human
Resources policies, the overall framework of policies and
standards must be coherent, Group-wide in scope, aligned with our
business priorities and core values.

Policy Framework National Grid is committed to:
• inclusion and diversity and avoiding any discrimination on the
grounds of race, gender, nationality, age, disability, sexual
orientation, gender identity, religion or background;
• promoting a work environment free from any harassment,
intimidation or bullying;
• developing reward and recognition schemes that will allow
National Grid businesses to recruit, retain and properly incentivize
in a way that reflects the market in which they operate;
• Relevant consultation with employees and their representatives
in the Country of origin.
Monitoring and Compliance The Group Director of Human Resources will review compliance
with this policy statement on an annual basis. Any changes needed
to ensure its effectiveness will be drawn to the Board’s attention.
Each business within National Grid must ensure that it has the
necessary arrangements in place to monitor and report compliance
against this policy on an ongoing basis. Each Associate Company
will be encouraged to put in place similar arrangements to enable
compliance to be reported on an annual basis. The Group
Executive will be provided with assurance on an annual basis on
performance in the key areas covered in this policy statement.

Safe, Healthy and Happy Creating a safe, healthy and happy workplace will ensure that your
Workplace- employees feel homely and stay with your organization for a very
long time. Capture their pulse through employee surveys.

AMR
Founder - NA
Year of Industry - Headquarter –Fort
Establishment - Transportation Worth, Texas,
1982 United States

Qualification of Fortune ranking - Products – Airline Current CEO –
founder - NA 438 Services Gerard J. Armey

Assets Value –US$
25.088 billion

Website – www.aa.com
Description-AMR Corporation is a commercial aviation business and airline holding company
based as part of American airline's reorganization, its name derives from American Airline’s ticker
symbol on the New York stock exchange. AMR Corporation is one of the very few larger passenger
and legacy carrier airline businesses, which have not become insolvent or had to file for
reorganization bankruptcy during its corporate history, indicative of its success as an airline based
corporate and business entity.

Safe, Healthy and Creating a safe, healthy and happy workplace will ensure that your
Happy Workplace employees feel homely and stay with your organization for a very
long time. Capture their pulse through surveys. Merely recognizing
talent does not work, you need to couple it with ceremonies where
recognition is broadcast. Looking at the Dollar Check is often less
significant than listening to the thunderous applause by colleagues
in a public forum.

Open Book Management Sharing information about contracts, sales, new clients,
Style management objectives, company policies, employee personal data
etc. ensures that the employees are as enthusiastic about the
business as the management. Through this open book process you
can gradually create a culture of participative management and
ignite the creative endeavour of your work force... It involves
making people an interested party to your strategic decisions, thus
aligning them to your business objectives. Be as open as you can. It
helps in building trust & motivates employees. Employee self
service portal, Manager on-line etc. are the tools available today to
the management to practice this style.
Knowledge Sharing AMR Stores knowledge in databases to provide greater access to
information posted either by the company or the employees on the
knowledge portals of the company. When an employee returns after
attending any competencies or skills development program, sharing
essential knowledge with others could be made mandatory.
Innovative ideas are good to be posted on these knowledge sharing
platforms. However, what to store & how to maintain a Knowledge
base requires deep thinking to avoid clutter.

TUI
Founder - NA Industry – Travel, Headquarter –
Year of
Establishment -2002 Tourism Hanover, Germany

Qualification of Fortune ranking - Products - Charter Current CEO –
founder - NA 439 and scheduled Michael Frenzel
passenger airlines,
package holidays,
cruise lines, hotels
and resorts

Assets Value –
€113.6 million

Website – www.tui-group.com
Description – TUI AG (Touristik Union International) is a German multinational travel and
tourism company headquartered in Hanover. Until 2001 it was an industrial and transportation
company named Preussag AG, which in the mid-1990s decided to reinvent itself as a tourism,
shipping, and logistics company. It sold off many of its industrial concerns and purchased several
major travel and transportation firms.

Recognizing Potential and Further training and personnel development are key building
Seizing opportunities blocks on the road to success for a company operating in a strongly
competitive environment. That makes it all the more important to
identify and promote individual potential. Skills and motivation are
key, but so is the personality and bearing of every employee and
manager.
Health and Family In the World of TUI the focus is on people. This applies both to our
customers and to our employees. That is why we constantly seek to
improve their well-being at the workplace, offering health
programmers and schemes to ensure the right work-life balance.

Health Management with in TUI has continuously built up its health management system while
TUI organization permanently incorporating its staff. For a number of years TUI has
had a Health and Diversity Management unit that reports directly
to the executive board.

LG Display

LG Display
Founder - NA Industry –LCD Headquarter –
Year of
Establishment -1999 Panel maker Seoul, South
Korea

Qualification of Fortune ranking – Products – LCD Current CEO –
founder – NA 440 Modules Mr. Young Soo
Kwon

1.0 billion

Website – www.lgdisplay.com
Description - LG Display is the world's largest LCD panel maker, ahead of Samsung electronics in
a slender lead. Currently, the two South Korean companies together exceed 50% of the global LCD
panel market.

Creativity and autonomy An individual's creativity is the basis for value creation. LG
Electronics respects diversity and autonomy, allowing each of its
employees to exercise their creativity to the full.
Emphasis on competence Competence is the basis for performance. LG Electronics sees
competence as the most important factor in its personnel
decisions.
Performance based regards Rewards based on performance are essential for human
motivation. LG Electronics evaluates performance results fairly
and rewards them accordingly.

TELSTRA
Founder -NA Year of Industry - Headquarter –
Establishment -12 Telecommunication Melbourne,
June 1975 Australia

Fortune ranking - Products – Voice, Current CEO –
Qualification of
founder - NA 441 Mobile, Internet, David Thodey
Pay TV
Assets Value –
A$3,940 million

Website –www.telstra.com.au
Description - Telstra Corporation Limited is an Australian telecommunication and media company,
building telecommunications networks and marketing voice, mobile, internet access and pay
television.

Bribes, Pay-Offs and You must be honest in all your dealings with others. You must not
Kick-Backs make or accept bribes, pay-offs or kick-backs. Bribes, pay-offs and
kick-backs occur when a person offers, makes, authorises, requests or
accepts payment of money or anything of value, either directly or
indirectly, to:
• influence the judgement or conduct of a customer, supplier or
competitor
• ensure a desired outcome from a customer, supplier or competitor
• influence a decision of, or gain a benefit from, any government
official, government agency, political party or candidate for political
office
• gain an improper advantage
Confidential Information Confidential information is a valuable business asset and includes
opinions, knowledge and facts about Telstra, its employees, its business
and its customers that have not been disclosed to the public. It also
includes information derived from the performance of your work with
Telstra. You should treat all Telstra information, including information
contained in Telstra documents, files, records, emails or on the intranet,
as confidential unless it has been expressly approved for public release.
If you have access to confidential information, you are responsible for
ensuring that it is used only for authorised purposes and is protected
from theft, unauthorised disclosure or inappropriate use.
Conflicts of Interest and We all have interests and activities outside our work with Telstra.
Outside Activities However, when this results in divided loyalties – that is, when personal
interests or activities influence, or could appear to influence,
Someone’s ability to act in the best interests of Telstra – a conflict of
interest exists. You must avoid actual and apparent conflicts of interest.
Examples of situations where a conflict of interest could arise are:
• employment outside of Telstra
• serving as a director of another business
• holding interests or investments in, or having a personal or
professional relationship with, a
competitor, customer or supplier with whom you deal
• giving or receiving gifts, prizes and hospitality.

The TJX Companies, Inc.

Founder - Industry - Retail Headquarter –
Year of
Bernard Establishment - Framingham,Massachusetts
Cammarata 1956

Qualification of Fortune ranking Products – Current CEO - Carol M.
founder -NA - 442 Clothing, Meyrowitz
footwear, bedding
,furniture,
jewelry,Beauty
products , and
housewares.

Assets Value –
US$ 21.9
billion(2010)

Website – www.tjx.com
Description -The TJX Companies, Incorporated, is the largest international apparel and home
fashions off-price department store chain in the US. Based in Framingham, Massachusetts, the
company originally evolved from the Zaire discount department store chain, founded in 1956,
which opened its first branch of T.J. Maxx in 1976 and its first BJ's Wholesale Club in 1984. In
1988, Zaire sold their own nameplate to Ames, a rival discount department store chain ,and the
company renamed itself to The TJX Companies, Incorporated.

Vendor social compliance At The TJX Companies, we value our vendor relationships greatly
as they have been a key factor in our long-term success and are built
on the mutual agreement of upholding the high ethical standards
embodied in TJX’s Vendor Code of Conduct and Vendor Social
Compliance Program. The approach is open and honest - the goal,
continuous improvement. In order for our vendors to understand our
standards and expectations, TJX has created its Vendor Code of
Conduct which requires each of our vendors, at a minimum, to act in
accordance with all applicable laws and regulations when
manufacturing products to be sold to TJX. With respect to certain
issues, our Code prescribes higher standards of performance.

Attention to governance The TJX Companies, Inc. has practiced excellence in corporate
governance for more than three decades. TJX is committed to the
highest standards of ethics, which are reflected in our Director Code
of Business Conduct and Ethics, Code of Ethics for TJX Executives
and Associate Code of Conduct. These policies are practiced daily
and anchored by our core values of integrity, openness and treating
others with dignity and fairness. We strongly believe that effective
corporate governance must evolve and change with the needs of our
stakeholders. Therefore, we listen carefully, re-evaluate our policies
and practices periodically and aim to act in the best interests of our
Associates, customers, shareholders, vendors and communities in
which we operate.

Environmental Initiatives While the "E" in V.A.L.U.E. stands for "Environmental Initiatives,"
it could also stand for "everyone" as we strongly believe each and
every one of us has a role to play in protecting the environment and
conserving natural resources. The TJX Companies has long been
committed to pursuing initiatives that are smart for our business and
good for the environment. One way in which we demonstrate our
commitment is by reducing our energy and water use and waste
generation.

Leveraging differences At The TJX Companies, leveraging differences and diversity among
people is integrated throughout our business. As a Company of
Choice, we are committed to being a Retailer of Choice – leveraging
the diversity among our customers and our vendor base, an
Employer of Choice – leveraging differences to recruit and retain a
talented and diverse workforce, and a Neighbor of Choice –
leveraging diversity within the communities we serve. At TJX, we
embrace global diversity and inclusion as seriously as any business
imperative.

Emerson Electric
Founder - NA Industry - Headquarter –
Year of
Establishment - Conglomerates Ferguson,MO,USA
1890

Fortune ranking - Products -process Current CEO –
Qualification of
founder - NA 443 control systems David N. Farr
climate technologies
power technologies
industrial automation
electric motors
storage systems
network power
professional tools
Assets Value –$
22.843
billion(2010)

Website - www.Emerson.com
Description - Emerson Electric Company is a major multinational corporation headquartered in
Ferguson, Missouri, United States. This Fortune 500 Company manufactures products and provides
engineering services for a wide range of industrial, commercial, and consumer markets .Emerson is
one of the largest conglomerate companies in the USA. As of 2010, it has a workforce of
approximately 127,700 employees worldwide, with a global presence spanning 150 countries.

Ethical behavior Emerson demands the highest business and personal standards of
ethics. Recognizing that Emerson's reputation is priceless, we lack
tolerance for any ethical compromise in our operations as well as in
service to our customers, communities and other stakeholders. We
formalize our requirements in the Emerson Business Ethics
Program, a set of policies and practices honed over the past two
decades that defines standards for every Emerson employee in his
or her business practices. Emerson's leaders continuously
communicate the roles and responsibilities of employees on the full
scope of ethics-related issues, including compliance with the laws,
rules and regulations, and accepted practices of each country in
which we do business; handling of proprietary data and
information; financial reporting; securities trading; and reporting of
ethical violations.
Health and Safety Emerson’s emphasis on creating and sustaining healthy and safe
work environments reflects our respect for our employees and
others. High standards in these areas underpin a critical aspect of
operating productively and, in turn, help us compete effectively.
Beyond this, Emerson’s products and services enable our customers
and their customers to provide healthy and safe environments.
Environmental Environmental responsibility stands at the forefront of today’s
Stewardship global corporate agenda. Emerson addresses this responsibility in
two primary ways: 1) through our commitment to provide products
and services that improve energy efficiencies and reduce potential
harm to the environment, and 2) through our efforts to operate our
facilities in a manner that protects the environment, meets or
exceeds government requirements, and continually reduces energy
consumption and waste. Our global reach affords us a broad
environmental perspective that balances advances in living
standards and prosperity with potential impact on the planet and the
well-being of future generations.

Founder - C Year of Establishment Industry - Media Headquarter -
Bertelsmann - 1st July 1835 Gutersloh, Germany
Verleg

Qualification of Fortune ranking - 444 Products - Current CEO -
founder Broadcasting Hartmut Ostrowski
Publishing
Music
Media Services
Assets Value -
€15.353 billion

Website - http://www.bertelsmann.com/Employees.html

Description - Bertelsmann AG is a multinational media corporation founded in 1835, base
Gutersloh, Germany. The company operates in 63 countries and employs 102,983 workers (as of
December 31, 2009), which makes it the most international media corporation in the world. In 2009
the company reported€15.354 billion revenue.

HR Practice - Motivated individuals who identify with the company and its core values are the
driving force behind the company’s quality, ability to innovate, and sustained growth

Employee Participation Freedom and responsibility strengthen employee motivation
and identification with the company, ensuring that all
employee can work together to guarantee the long-term
success of the company.
Work-life Balance Juggling family life and work is never easy, which is why
Bertelsmann, together with the independent provider PME
Familienservice, assists its employees with a wide range of
offers

Success through diversity Equal opportunity for all – no matter who you are. This right
applies to all Bertelsmann locations worldwide and is firmly
anchored in our core values. Respect for each individual
employee demands that ethnic background, gender, age,
religion, sexual orientation and disabilities are of no
consequence in our company.
Promoting Health More exercise, better nutrition and comprehensive,
preventive health care: getting and staying fit is enormously
important for each and every one of us. As a business, we
also have a strong interest in having healthy and motivated
employees. Demographic change is causing a decline in the
number of young professionals on the labour market.

Freelancers, Trainees and Interns Project-related freelance work – especially in the media
sector – is becoming an interesting career prospect for more
and more people. Bertelsmann operate s in businesses that
are often subject to change at short notice. This requires a
high degree of flexibility both from the company and its
employees. In order to be able to produce quality content on
a long-term basis in spite of this, our company employs
freelancers in addition to the permanent staff

Founder - Year of Establishment Industry - Oil and Gas Headquarter -
- 1921 Bogata,Colombia

Qualification of Fortune ranking - 445 Products - Fuels, Current CEO -
founder - Lubricants, Javier Gutiérrez
Petrochemical, Pemberthy
Biofuels

Assets Value -$21.9
Billion

Website - www.ecopetrol.com

Description - Ecopetrol formerly known as Empresa Colombiana de Petróleos S.A. (English:
Colombian Petroleum Company) is the largest and primary petroleum company in Colombia.
Because of its size, Ecopetrol is a Fortune Global 500 company ranked 445 it belongs to the group
of the 25 largest petroleum companies in the world, and it is one of the four principal petroleum
companies in Latin America.

HR Practice -

Safe, Healthy and Happy Workplace Creating a safe, healthy and happy workplace will ensure
that your employees feel homely and stay with your
organization for a very long time. Capture their pulse
through employee surveys.

Open Book Management Style Sharing information about contracts, sales, new clients,
management objectives, company policies, employee
personal data etc. ensures that the employees are as
enthusiastic about the business as the management. Through
this open book process you can gradually create a culture of
participative management and ignite the creative endeavour
of your work force. It involves making people an interested
party to your strategic decisions, thus aligning them to your
business objectives. Be as open as you can. It helps in
building trust & motivates employees. Employee self-service
portal, Manager on-line etc. are the tools available today to
the management to practice this style.

Knowledge Sharing Adopt a systematic approach to ensure that knowledge
management supports strategy. 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.

Delight Employees with the The last but not least way is to occasionally delight your
Unexpected employees with unexpected things that may come in the
form of a reward, a gift or a well-done certificate. Reward
not only the top performers but also a few others who are in
need of motivation to exhibit their potential.

Henan Coal & Chemical
Founder - NA Year of Establishment Industry - Oil and Gas Headquarter -
- 1921 Hanan, China

Qualification of Fortune ranking - 446 Products - coal, Current CEO -
founder - NA Lubricants, Chen Xiang'en
Petrochemical,
Biofuels

Assets Value -$221.9
Billion

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

Description - Henan Coal & Chemical is a Chinese company with asset worth $221.9 Billion and
its headquartering placed in Hanan, China. Henan is a province of the People's Republic of China,
located in the central part of the country. Henan Coal Chemical Industry Group Co. Ltd., one of the
largest state-owned enterprises in Henan province, has taken over Louche Hinge Industrial Group
Co. Ltd., and may be planning a backdoor listing.

HR Practice

Delight Employees with the The last but not least way is to occasionally delight your
Unexpected employees with unexpected things that may come in the
form of a reward, a gift or a well-done certificate. Reward
not only the top performers but also a few others who are
in need of motivation to exhibit their potential.
Fair Evaluation System for Employees Develop an evaluation system that clearly 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. Evaluation becomes fairer if it is
based on the records of periodic counselling &
achievements of the employee, tracked over the year. For
higher objectivity, besides the immediate boss, each
employee should be screened by the next higher level
(often called a Reviewer). Cross - functional feedback, if
obtained by the immediate boss from another manager
(for whom this employee’s work is also important), will
add to the fairness of the system. Relative ratings of all
subordinates reporting to the same manager are another
tool for fairness of evaluation. Normalization of
evaluation is yet another dimension of improving fairness

Ideas rule the world. Great organizations recognize,
Open house discussions and feedback nurture and execute great ideas. Employees are the biggest
mechanism source of ideas. The only thing that can stop great ideas
flooding your organization is the lack of an appropriate
mechanism to capture ideas. Open house discussions,
employee-management meets, suggestion boxes and ideas
capture tools such as Critical Incidents diaries are the
building blocks that can help the Managers to identify &
develop talent.

Founder - Year of Establishment - Industry - Steel Headquarter - Kobe,
1st September 1905 Japan

Qualification of Fortune ranking - 447 Products- machinery Current CEO -
founder - and engineering, Yasuo Inubushi
industrial and
construction machinery
Assets Value - 233.3
billion yen

Website – http://www.kobelco.co.jp/

Description -The Kobe Steel Group operates in a wide range of fields that provide the very
foundation of society, including both the materials sector (iron and steel, welding, aluminium and
copper) and the machinery sector (industrial machinery, construction machinery, engineering, and
the environmental business). We also engage in diverse operations such as electric power supply,
real estate and electronic materials.

HR Practice -
To maintain an appealing workplace, Kobe Steel actively
Supporting a Balance between Work creates a work environment that supports both the jobs and
and Personal Life the personal lives of employees.

As we have been recruiting considerably more female
Eliminating Gender Bias employees in recent years, we are committed to creating an
environment in which women can fully exercise their
abilities. As part of our efforts to achieve this, we have
introduced a mentoring system for female employees in
career-track positions.

Respect for Human Rights To maintain a working environment where human rights
are respected and that is free of any sort of discrimination,
the Kobe Steel Group runs educational programs on
human rights, such as human rights awareness training for
different management levels. We are also giving training
to recruitment staff on unprejudiced recruiting.

Preventing Harassment Prevent Our Guidelines for Business Conduct, part of our Corporate
Code of Ethics, clearly state that we will not tolerate
sexual harassment, power harassment, or any other form
of harassment or bullying. We have in place a framework
designed to prevent harassment and quickly resolve any
issues that may arise, including operating a harassment
consultation service, and compiling and publicizing our
Sexual Harassment Prevention Manual.

Health Management To create a working environment that promotes employee
health, we are enhancing our management system in both
the mental and physical realms, with an even greater
emphasis on prevention.

At Kobe Steel, we operate a reemployment scheme for
Employing Older People experienced older workers. By continuing to benefit from
the skills and abilities possessed by veteran employees
who have reached retirement age, this enables us to
facilitate the transfer of skills to younger workers and to
maintain and improve vitality in the workplace.

Founder - Gerald adriaan Year of Establishment - Industry - Beverages Headquarter -
Heineken 1864 Amsterdam
Netherlands
Qualification of founder - Fortune ranking - 448 Products - Beers and Current CEO
Lagers - Jean-
François van
Boxmeer
Assets Value – €26.55 billion

Website – http://www.heinekeninternational.com

Description - Heineken International is a Dutch Brewing Company. As of 2007, Heineken owns
over 125 breweries in more than 70 countries. Heineken organises the company into five territories
which are then divided into regional operations. The regions are: Western Europe, Central and
Eastern Europe, The Americas, Africa and the Middle East, and Asia Pacific. These territories
contain 115 brewing plants in more than 65 countries.

HR Practice -

Child labour Our recruitment policy doesn't permit engagement of child
labour directly or indirectly. Regular audits ensure
compliance at our own sites and at third party
locations/sites.

Forced or compulsory labour The Employee Relations Policy and business principles
adopted by the company prohibit such practices and this is
upheld in letter and spirit.

Diversity We are committed to maintaining diversity in our working
environment. We aggressively pursue the target of
increasing the proportion of women in management cadres.
We have a number of gender-friendly policies such as
Maternity Benefit, Career Break, Flexi-working, and Agile
Working from remote location, Sabbaticals, Part-time work
and Career Breaks.

Facilities for full-time employees Benefits are provided to full-time employees, such as basic
access to above-minimum wages, subsidized canteen
facility, safety training and equipment, safe infrastructure
and washroom facilities, irrespective of contractual status.
Certain benefits extended as a result of collective bargaining
agreements are available only to those groups of workmen
covered by the agreements.

Employee engagement We maintain good communication channels with employees
through company based information and consultation
procedures. We have several processes instituted to ensure a
two-way communication channel. In 2009, we began an
employee engagement programme to ensure that employees
are involved Heineken's vision and plans for the future.

Founder - Year of Establishment - Industry - Document Headquarter-
1906 Services ,Digital Norwalk, Connecticut,
Imaging U.S.
Qualification of Fortune ranking - 449 Products - Printers Current CEO -
founder - Copiers Scanners Faxes Ursula Burns
Projectors Displays

Assets Value – $50.66
Billion

Website – http://www.xerox.com

Description -Xerox is a global brand it maintains a joint venture, Fuji Xerox, with Japanese
photographic firm Fuji Photo Film Co. to develop, produce and sell in the Asia Pacific region.
Manufactures and sells a range of colour and black-and-white printer, multifunction systems, photo
copiers, digital production printing presses, and related consulting services and supplies. Xerox
announced the intended acquisition of Affiliated Computer Services for $6.4 billion. The deal
closed on February 8, 2010

HR Practice -

Evaluations that lead to achievement of organizational goals and the growth of employees
Review for a shift to role-based compensation structure
Stronger management capabilities
Strengthening functions of checking the operation of human resources systems

Founder - Liu Year of Establishment Industry - Computer Headquarter -
Chuanzhi - 1st November 1984 System Beijing, China

Qualification of Fortune ranking - 450 Products – Desktops Current CEO - Yang
founder - Institute of Servers Yuanging
Telecommunication Notebooks
Engineering Peripherals
Printers
Televisions
Scanners
Netbooks
Assets Value -
$10.705 billion

Website – http://www.lenovo.com/

Description -Lenovo Group Limited is a multinational computer technology corporation that
develops, manufactures and markets desktop and notebook personal computers, workstation, server,
storage drives, IT management software, and related services. Lenovo’s principal operations are
currently located in Beijing, Morrisville, North Carolinas in the United States, and Singapore. On
November 27, 2009, Lenovo Group announced its intention to purchase Lenovo Mobile
Communication Technology. Lenovo Mobile now ranks No.3 in China’s mobile handset market.

HR Practice -

Recruitment and retention Lenovo believes that being the best possible employer helps
to recruit and retain the best employees. Retaining talented
employees is critically important, and the Group recognises
that the best way of earning employee loyalty is by providing
them with good and challenging jobs, with opportunities for
development and progression, and with competitive
compensation and benefits schemes.
Training and development As our business continues to evolve, we encourage and
enable all our people to develop and grow with it. Lenovo
Group continues to invest in and improve its managerial and
technical capabilities through internal development and
training of its employees across India and South East Asia.
Diverse workforce We believe as a matter of principle that diversity within the
workforce greatly enhances our overall capabilities. We pride
ourselves on being an equal opportunity employer and do not
discriminate on the basis of race, caste, religion, colour,
ancestry, gender, marital status, sexual orientation, age,
nationality, ethnic origin or disability.
Open and continuing dialogue Clear, honest, two-way communication between management
and employees at all levels is intrinsic to the culture of the
Lenovo. Mutual trust based on openness and transparency is
equally ingrained in the performance culture of our
operations.

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