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PRESENTED BY :
SUSHOVAN BEJ
PAWAS PRASOON
VICTOR VINOD
VIVEK SAHARAN
Vedanta Resources plc is a global diversified metals and mining company headquartered
in London, United Kingdom. It is the largest mining and non-ferrous metals company in
India and has mining operations in Australia and Zambia and oil and gas operations in
three countries. Its main products are copper, zinc, aluminium, lead, iron
ore and petroleum. It is also developing commercial power stations in India.
Subsidiaries :
 Sterlite Industries
 Hindustan Zinc Limited
 Sesa Goa
 Bharat Aluminium Company
 MALCO
 Vedanta Aluminium
 Sterlite Energy
 Australian Copper Mines
 Konkola Copper Mines
Hindustan Zinc Limited (HZL) is an integrated mining and resources producer
of zinc, lead, silver and cadmium. It is a subsidiary of Sterlite Industries (India)
Limited which comes under Vedanta Resources PLC.
 HZL is the world's second largest zinc producer.
 own 474 MW of coal based thermal captive power plants in Rajasthan to support our
metallurgical operations. In addition, our environment friendly power generation
includes 274 MW of wind energy and 36MW from waste heat generation.
 Its FY2011 revenues were Rs. 108.91 billion
Number of employees - 6742
Hindustan Zinc Limited was incorporated from the erstwhile Metal Corporation of India
on 10 January 1966 as a Public Sector Undertaking.
 MINING
 World's third largest open-pit mine
 World's largest Zinc Mine in Rampura Agucha, Rajasthan.
 World's lowest cost zinc producer.
 SMELTING
 Zinc and Lead smelters and refineries at Chanderiya (Chittorgarh), Debari
(Udaipur) & Dariba (Rajsamand) in Rajasthan
 smelting facility was established at Pantnagar in Uttarakhand
( initially smelting facility for Silver production, but later for Zinc and Lead )
 Zinc smelter in Vizag, Andhra Pradesh.
 Dariba Smelting complex is the recently commissioned plant of HZL
 Hewlitt Associations ranked HZL the “Best Employer Asia “ in 2009
 CII Environment Best Practices award 2012
 CII-ITC Sustainability award 2013 and 2014
 SAP ACE award for Best Run in HR In 2014
 Hindustan Zinc Limited was incorporated from the erstwhile Metal Corporation of
India on 10 January 1966 as a Public Sector Undertaking
 In April 2002, Sterlite Opportunities and Ventures Limited (SOVL) made an open offer
for acquisition of shares of the company; consequent to the disinvestment of
Government of India's (GOI) stake of 26% including management control to SOVL and
acquired additional 20% of shares from public, pursuant to the SEBI Regulations 1997
 In August 2003, SOVL acquired additional shares to the extent of 18.92% of the paid up
capital from GOI with the share holder's agreement between GOI and SOVL
 With the above additional acquisition, SOVL's stake in the company has gone up to
64.92%. Thus GOI's stake in the company now stands at 29.54%
HZL takes pride in themselves in creating leaders.
 All the leadership positions are filled from within.
 Run comprehensive career development programs which give every aspiring
employee an opportunity to move to the next level. Learning and development
initiatives including Jyotirgamaya, Six Sigma Green Belt training, Navjagran and
Suraksha Jyoti etc. give employees an edge in their professional growth
 Affiliations with some of the top-ranked institutes in the country who partner with
them in grooming the employees and turning them in outstanding professionals.
VISION
 Be the world's largest and most admired Zinc-Lead & Silver Company
 Sustainable development vision is "to be the first choice in the markets where we
operate, valued by our stakeholders.“
 Become more respected as an employer, supplier, customer, and custodian of natural
resources.
The key elements of our strategy include :
 Nurturing people
 Enhancing quality of life of our neighbouring community
 Bettering Health, Safety and Environment (HSE) performance
 Building trust among our stakeholders and
 Fostering innovation
MISSION
 Enhance stakeholders value through exploration, innovation, operational excellence
and sustainability
 Be a globally lowest cost producer
 Maintain market leadership and customer delight
 Fresh recruitment - through campus recruitment at various reputed institutions
Written Test
Group Discussion
Interview
All phases of the interview are eliminatory.
# Vedanta group as an whole recruits from the colleges and then the students are
segregated as per requirement in the various subsidiary companies of the group.
Engineer trainee – at the initial level
Management trainee – at middle level
Process associate – bachelors of science and commerce though pool campus recruitment
 Lateral entry - at the middle level recruitment is done through internally or though
sister companies by issuing advertisement across the employees in them .
 Upper level management - internal hiring is preferred.
The recruitment process aims to select candidates who fit into Vedanta culture and core
philosophy of :
• Passion to excel
• Entrepreneurial and innovative
• Trustworthy
• Concern for Environment
• Respect and care for people
At Hindustan Zinc, they hire professionals from premier educational institutions across
the country.
• In other cases, applications are invited for specific vacancies announced through
advertisements in leading newspapers or on this website.
• Also hire through empanelled consultants.
 Give company overview
 Information about major departments available
 Location of visit of the company
 Departmental induction ( for 3 days )
 On job training for 6 months
 Probation period of 6 months to 1 year
 3 days safety training
 Working / Work culture
 Generally the working Hour in the company is eight to eight and a half hour starting
from 8 am to 4 - 4:30 pm for all employees.
 But some Top level employee may require to stay beyond 5 pm.
 Salary, Increments, promotion and performance appraisal
 Salary increment and promotions are important because these things help in keeping
the employee motivated towards their delivery to the organization.
 Appraisal process starts in September and ends in march - the company follows the
Bell curve for the performance appraisal to achieve sense of competitiveness among
the employee.
 Salary increment is based on yearly performance on ‘’ bell curve appraisal
mechanism ‘’ performance on the basis of previous year works in the organization.
Act-up also plays an important role in accelerated promotion and growth.
All the recruitment and promotion process in Hindustan zinc done by AON HEWITT
consultancy – promotion is done according to A, B, C, D , E which means
A= 15% INCREMENT
B= 11% INCREMENT
C= 8% INCREMENT
D= 5% INCREMENT
E= YOU MAY LEAVE
A general increment at Hindustan zinc is about 7.5% increment.
 With the Bell curve mechanism being obsolete due to its controversial nature.
Hence, like various organizations , Hindustan zinc is also trending towards a 360 degree
appraisal but only to the top management level ( where the all round development and
benefit from an individual is considered ).
Salary and other compensation varies with the post in the organization
BSC (entry level) – about 2.4 lakhs CTC + variables
Engineers – about 3.6 lakhs CTC + variables
Management trainee – about 7.3 lakhs CTC + variables
• The other posts are filled through internal recruitment mostly so their details about
salary is not available and it confidential with the organization.
Some other compensations provided to employees can be listed as :
 Post pay ( salary according to post)
 Post variable ( incentive according to post)
 Performance based compensation
 Perks
Other incentives to the top management only ( GM and above )
 House and Car
 Club membership
 Driver, Fuel and Mobile expenses
 1 foreign tour in every 2 years
 Top 20 percent – High performers
 Middle 70 percent – Average performers
 Bottom 10 percent – Non performers.
A bell curve grading forces employees of a company into groups, it is called the forced
ranking system of appraisal. Some HR professionals believe that a bell curve is the best
way to identify the top performers and under-performers, whereas others believe it
compels the appraiser to use a forced rating instead of a fair one.
"Learning is Growing" is the mantra at Hindustan Zinc.
Hindustan Zinc has successfully built a learning organization where every employee in the
Company aspires to move to the next level and is provided support by the organization in
this endeavor. Hindustan Zinc facilitates in endowing competencies by:
 BS Process Engineering, a three year degree program in collaboration with BITS-Pilani
at BITS off campus established at Chanderiya (one of Hindustan Zinc’s plant locations
and also world’s largest zinc smelting complex) to enable Science Graduates to obtain
Engineering Degree.
 Specialized & customized technical modules for Process and Maintenance Engineers
in collaboration with the best institutes across the country.
 Leadership Programs for Business Heads/Unit Heads in collaboration with Best
Management Institutes.
 Foreign Exposure to the Best mines and smelters across the world to learn the
benchmarked practices and implement the same.
 Jyotirgamaya, the Program covers all executives in behavioral module and the
Jyotirgamaya technical module enhances technical competence in specialized fields.
 Six Sigma Training to cover all executives to equip young minds with problem solving
ability and help them in identifying improvement opportunities.
 Navjagran, an initiative with the objective to help the employees discover and realize
their full potential for self development and organizational growth
 Surakshajyoti, an initiative for
employees to establish safety
as a way of life.
ACT-UP (Accelerated Competency tacking & Upgradation Program) is the
process of identifying high potential employees with a spark of leadership who can be
groomed to take up leadership positions. The process aims to identify high potential
employees based on Vedanta competencies:
Individual Development Plans (IDP's) for the high potential employees are prepared
outlining their short term, medium term and long term career paths. They are groomed
and are assigned a mentor, who ensures that the IDP is followed & the person moves as
per the career plan.
The high potential employees are provided with fast track growth & learning
opportunities through:
•
• Foreign Exposure
• Mentoring
• Long Term Development Inputs
• Cross - functional Assignments
• Special Projects
WELFARE
The HR takes employee welfare seriously and tkes up mny steps to ensure the same.they
provide various facilities like -
 Township - near the manufacturing facility.
 Safety & Security - arrangement of a safe working environment also safety training
given regularly.
 Medi- claim & dispensary - medi-claim provided to employees & their families .
Dispensary facility also provided to assist the employee of their family in case of any
illness.
 Club Facility - for recreation for both employee and his family
 School
MOTIVATION
 Various management games and training are provided to the employees to keep them
motivated towards their work.
 Also the families of employees given a chance to visit the working facility.
 Interaction of employees with senior management.
Employees Grievance
 HR a link between the employees and the management. Grievances of the employees
are entertained by the HR department .
 In addition to this they also handle external grievances as to build sustainable
relationship with all the stakeholders.
 Whistle blowing also in place for the events where grievances are overlooked.
Compliance Handling
HR provides training against anti bribery to all the employees to comply with company’s
sustainable policy.
HZL also follows strict sexual harassment policy to prevent such cases in the
organization.
Whistle Blower policy
Under this policy you are free to complain about anything if going wrong it follows a
certain process :
 Complain to your boss
 Complain to some upper level person
 If both of them ignore register a complain on Vedanta – whistle blower website and
your name will not be disclosed and proper action will be taken against that.
Code of Conduct
These set out the ethical framework of our activities by detailing our commitment to
work ethically, responsibly and openly with others.
The code of conduct is an important part of our Mission & Values, where we highlight
principles and standards for our global business conduct. The code guides our behaviour
and helps us to promote:
 Honest and ethical conduct, the ethical handling of conflicts of interest between
personal and professional relationships.
 Full, fair, accurate, timely and understandable disclosure of reports and documents
that Hindustan Zinc Limited files with or submits to relevant authorities, and in other
public communications.
 Compliance with applicable government laws, rules and regulations.
 Prompt internal reporting to the appropriate person or persons identified in this Code.
 Accountability for adherence to this Code.
EXIT INTERVIEW
It is very rarely found in any organization but Hindustan zinc follows it. the following
steps are carried out ( for the employee who is going to leave the organization)
Questionnaire – by Boss ( whom the employee was reporting )
Interview – with the HR location head
Interview – with strategic business unit head ( SBU head)
Final exit – on the basis of interview and questionnaire the BOSS can give reference
about the employee that he/she can rejoin the organization later or not .
http://www.hzlindia.com/products.aspx
http://en.wikipedia.org/wiki/Hindustan_Zinc
http://www.chetanasforum.com/topic/2629-freshers-hindustan-
zinc-limited-recruits-freshers
http://www.vedantaresources.com/grow-with-us/why-
vedanta.aspx
http://hzlindia.com/about_us.aspx
# Also THANK YOU to Mr. Sushant Kumar Sinha for his support and
providing the valuable information.
Hindustan zinc limited - HR

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Hindustan zinc limited - HR

  • 1. PRESENTED BY : SUSHOVAN BEJ PAWAS PRASOON VICTOR VINOD VIVEK SAHARAN
  • 2. Vedanta Resources plc is a global diversified metals and mining company headquartered in London, United Kingdom. It is the largest mining and non-ferrous metals company in India and has mining operations in Australia and Zambia and oil and gas operations in three countries. Its main products are copper, zinc, aluminium, lead, iron ore and petroleum. It is also developing commercial power stations in India. Subsidiaries :  Sterlite Industries  Hindustan Zinc Limited  Sesa Goa  Bharat Aluminium Company  MALCO  Vedanta Aluminium  Sterlite Energy  Australian Copper Mines  Konkola Copper Mines
  • 3.
  • 4. Hindustan Zinc Limited (HZL) is an integrated mining and resources producer of zinc, lead, silver and cadmium. It is a subsidiary of Sterlite Industries (India) Limited which comes under Vedanta Resources PLC.  HZL is the world's second largest zinc producer.  own 474 MW of coal based thermal captive power plants in Rajasthan to support our metallurgical operations. In addition, our environment friendly power generation includes 274 MW of wind energy and 36MW from waste heat generation.  Its FY2011 revenues were Rs. 108.91 billion Number of employees - 6742 Hindustan Zinc Limited was incorporated from the erstwhile Metal Corporation of India on 10 January 1966 as a Public Sector Undertaking.
  • 5.  MINING  World's third largest open-pit mine  World's largest Zinc Mine in Rampura Agucha, Rajasthan.  World's lowest cost zinc producer.  SMELTING  Zinc and Lead smelters and refineries at Chanderiya (Chittorgarh), Debari (Udaipur) & Dariba (Rajsamand) in Rajasthan  smelting facility was established at Pantnagar in Uttarakhand ( initially smelting facility for Silver production, but later for Zinc and Lead )  Zinc smelter in Vizag, Andhra Pradesh.  Dariba Smelting complex is the recently commissioned plant of HZL
  • 6.  Hewlitt Associations ranked HZL the “Best Employer Asia “ in 2009  CII Environment Best Practices award 2012  CII-ITC Sustainability award 2013 and 2014  SAP ACE award for Best Run in HR In 2014
  • 7.  Hindustan Zinc Limited was incorporated from the erstwhile Metal Corporation of India on 10 January 1966 as a Public Sector Undertaking  In April 2002, Sterlite Opportunities and Ventures Limited (SOVL) made an open offer for acquisition of shares of the company; consequent to the disinvestment of Government of India's (GOI) stake of 26% including management control to SOVL and acquired additional 20% of shares from public, pursuant to the SEBI Regulations 1997  In August 2003, SOVL acquired additional shares to the extent of 18.92% of the paid up capital from GOI with the share holder's agreement between GOI and SOVL  With the above additional acquisition, SOVL's stake in the company has gone up to 64.92%. Thus GOI's stake in the company now stands at 29.54%
  • 8.
  • 9.
  • 10. HZL takes pride in themselves in creating leaders.  All the leadership positions are filled from within.  Run comprehensive career development programs which give every aspiring employee an opportunity to move to the next level. Learning and development initiatives including Jyotirgamaya, Six Sigma Green Belt training, Navjagran and Suraksha Jyoti etc. give employees an edge in their professional growth  Affiliations with some of the top-ranked institutes in the country who partner with them in grooming the employees and turning them in outstanding professionals.
  • 11. VISION  Be the world's largest and most admired Zinc-Lead & Silver Company  Sustainable development vision is "to be the first choice in the markets where we operate, valued by our stakeholders.“  Become more respected as an employer, supplier, customer, and custodian of natural resources. The key elements of our strategy include :  Nurturing people  Enhancing quality of life of our neighbouring community  Bettering Health, Safety and Environment (HSE) performance  Building trust among our stakeholders and  Fostering innovation MISSION  Enhance stakeholders value through exploration, innovation, operational excellence and sustainability  Be a globally lowest cost producer  Maintain market leadership and customer delight
  • 12.  Fresh recruitment - through campus recruitment at various reputed institutions Written Test Group Discussion Interview All phases of the interview are eliminatory. # Vedanta group as an whole recruits from the colleges and then the students are segregated as per requirement in the various subsidiary companies of the group. Engineer trainee – at the initial level Management trainee – at middle level Process associate – bachelors of science and commerce though pool campus recruitment  Lateral entry - at the middle level recruitment is done through internally or though sister companies by issuing advertisement across the employees in them .  Upper level management - internal hiring is preferred.
  • 13. The recruitment process aims to select candidates who fit into Vedanta culture and core philosophy of : • Passion to excel • Entrepreneurial and innovative • Trustworthy • Concern for Environment • Respect and care for people At Hindustan Zinc, they hire professionals from premier educational institutions across the country. • In other cases, applications are invited for specific vacancies announced through advertisements in leading newspapers or on this website. • Also hire through empanelled consultants.
  • 14.  Give company overview  Information about major departments available  Location of visit of the company  Departmental induction ( for 3 days )  On job training for 6 months  Probation period of 6 months to 1 year  3 days safety training
  • 15.  Working / Work culture  Generally the working Hour in the company is eight to eight and a half hour starting from 8 am to 4 - 4:30 pm for all employees.  But some Top level employee may require to stay beyond 5 pm.  Salary, Increments, promotion and performance appraisal  Salary increment and promotions are important because these things help in keeping the employee motivated towards their delivery to the organization.  Appraisal process starts in September and ends in march - the company follows the Bell curve for the performance appraisal to achieve sense of competitiveness among the employee.
  • 16.  Salary increment is based on yearly performance on ‘’ bell curve appraisal mechanism ‘’ performance on the basis of previous year works in the organization. Act-up also plays an important role in accelerated promotion and growth. All the recruitment and promotion process in Hindustan zinc done by AON HEWITT consultancy – promotion is done according to A, B, C, D , E which means A= 15% INCREMENT B= 11% INCREMENT C= 8% INCREMENT D= 5% INCREMENT E= YOU MAY LEAVE A general increment at Hindustan zinc is about 7.5% increment.  With the Bell curve mechanism being obsolete due to its controversial nature. Hence, like various organizations , Hindustan zinc is also trending towards a 360 degree appraisal but only to the top management level ( where the all round development and benefit from an individual is considered ).
  • 17. Salary and other compensation varies with the post in the organization BSC (entry level) – about 2.4 lakhs CTC + variables Engineers – about 3.6 lakhs CTC + variables Management trainee – about 7.3 lakhs CTC + variables • The other posts are filled through internal recruitment mostly so their details about salary is not available and it confidential with the organization. Some other compensations provided to employees can be listed as :  Post pay ( salary according to post)  Post variable ( incentive according to post)  Performance based compensation  Perks Other incentives to the top management only ( GM and above )  House and Car  Club membership  Driver, Fuel and Mobile expenses  1 foreign tour in every 2 years
  • 18.  Top 20 percent – High performers  Middle 70 percent – Average performers  Bottom 10 percent – Non performers. A bell curve grading forces employees of a company into groups, it is called the forced ranking system of appraisal. Some HR professionals believe that a bell curve is the best way to identify the top performers and under-performers, whereas others believe it compels the appraiser to use a forced rating instead of a fair one.
  • 19. "Learning is Growing" is the mantra at Hindustan Zinc. Hindustan Zinc has successfully built a learning organization where every employee in the Company aspires to move to the next level and is provided support by the organization in this endeavor. Hindustan Zinc facilitates in endowing competencies by:  BS Process Engineering, a three year degree program in collaboration with BITS-Pilani at BITS off campus established at Chanderiya (one of Hindustan Zinc’s plant locations and also world’s largest zinc smelting complex) to enable Science Graduates to obtain Engineering Degree.  Specialized & customized technical modules for Process and Maintenance Engineers in collaboration with the best institutes across the country.
  • 20.  Leadership Programs for Business Heads/Unit Heads in collaboration with Best Management Institutes.  Foreign Exposure to the Best mines and smelters across the world to learn the benchmarked practices and implement the same.  Jyotirgamaya, the Program covers all executives in behavioral module and the Jyotirgamaya technical module enhances technical competence in specialized fields.  Six Sigma Training to cover all executives to equip young minds with problem solving ability and help them in identifying improvement opportunities.  Navjagran, an initiative with the objective to help the employees discover and realize their full potential for self development and organizational growth  Surakshajyoti, an initiative for employees to establish safety as a way of life.
  • 21. ACT-UP (Accelerated Competency tacking & Upgradation Program) is the process of identifying high potential employees with a spark of leadership who can be groomed to take up leadership positions. The process aims to identify high potential employees based on Vedanta competencies:
  • 22. Individual Development Plans (IDP's) for the high potential employees are prepared outlining their short term, medium term and long term career paths. They are groomed and are assigned a mentor, who ensures that the IDP is followed & the person moves as per the career plan. The high potential employees are provided with fast track growth & learning opportunities through: • • Foreign Exposure • Mentoring • Long Term Development Inputs • Cross - functional Assignments • Special Projects
  • 23. WELFARE The HR takes employee welfare seriously and tkes up mny steps to ensure the same.they provide various facilities like -  Township - near the manufacturing facility.  Safety & Security - arrangement of a safe working environment also safety training given regularly.  Medi- claim & dispensary - medi-claim provided to employees & their families . Dispensary facility also provided to assist the employee of their family in case of any illness.  Club Facility - for recreation for both employee and his family  School
  • 24. MOTIVATION  Various management games and training are provided to the employees to keep them motivated towards their work.  Also the families of employees given a chance to visit the working facility.  Interaction of employees with senior management.
  • 25. Employees Grievance  HR a link between the employees and the management. Grievances of the employees are entertained by the HR department .  In addition to this they also handle external grievances as to build sustainable relationship with all the stakeholders.  Whistle blowing also in place for the events where grievances are overlooked. Compliance Handling HR provides training against anti bribery to all the employees to comply with company’s sustainable policy. HZL also follows strict sexual harassment policy to prevent such cases in the organization. Whistle Blower policy Under this policy you are free to complain about anything if going wrong it follows a certain process :  Complain to your boss  Complain to some upper level person  If both of them ignore register a complain on Vedanta – whistle blower website and your name will not be disclosed and proper action will be taken against that.
  • 26. Code of Conduct These set out the ethical framework of our activities by detailing our commitment to work ethically, responsibly and openly with others. The code of conduct is an important part of our Mission & Values, where we highlight principles and standards for our global business conduct. The code guides our behaviour and helps us to promote:  Honest and ethical conduct, the ethical handling of conflicts of interest between personal and professional relationships.  Full, fair, accurate, timely and understandable disclosure of reports and documents that Hindustan Zinc Limited files with or submits to relevant authorities, and in other public communications.  Compliance with applicable government laws, rules and regulations.  Prompt internal reporting to the appropriate person or persons identified in this Code.  Accountability for adherence to this Code.
  • 27. EXIT INTERVIEW It is very rarely found in any organization but Hindustan zinc follows it. the following steps are carried out ( for the employee who is going to leave the organization) Questionnaire – by Boss ( whom the employee was reporting ) Interview – with the HR location head Interview – with strategic business unit head ( SBU head) Final exit – on the basis of interview and questionnaire the BOSS can give reference about the employee that he/she can rejoin the organization later or not .