> Sectoral, Company, Products and Services > Business Model > HR practices

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2. Contents
Sectoral, Company, Products and Services:​ 3
Business Model :​ 5
Human Resource Functions :​ 6
Human Resource Practices:​ 6
Recruitment and Selection Process:​ 7
Design Training Methods and Calender:​ 8
Performance Appraisal System :​ 8
Employee Career Planning​ 8
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3. Sectoral, Company, Products and Services:
Materials sector:
●​ The segment of the economy in which firms encompass the discovery, processing, and sale of
materials to other sectors of the economy.
●​ Most industries rely on companies in this sector for the raw materials they need to manufacture
their goods.
●​ Basic materials are substances that occur naturally such as oil, stone, and gold.
●​ The basic materials sector is
subject to supply and demand
Industries within sector:
●​ Steel: 12.9%
●​ Chemicals: 41.8%
●​ Agriculture: 8.5%
●​ Building Materials: 24.6%
●​ Metals and Mining: 11.1%
●​ Forest Products: 1.1 %
Metals and Mining:
●​ India became the world second largest crude steel producer in 2018 with output 106.5 million tonnes. India’s
coal production in FY19 to reach 739.36 million tonnes. Production of iron ore in FY19 (up to Feb 19) stood
at 187.60 million tonnes. India has around 8 per cent of world’s deposits of iron ore. Power and cement
industries are also aiding growth in the metals and mining sector.
●​ India ranks fourth in terms of iron ore production globally. India’s iron and steel export during between
April-September 2019 stood at US$ 4.67 billion.
●​ The Ministry of Steel aims to increase the steel production capacity to 300 million tonnes by 2030-31 from
134.6 million tonnes in 2017-2018 indicating new opportunities in the sector.
●​ Infrastructure projects continue to provide lucrative business opportunities for steel, zinc and aluminium
producers. Aluminium production is forecasted to grow to 3.33 million metric tonnes by FY20.
●​ Company Information:
●​ Sesa Sterlite earlier Sterlite Industries (India)
Ltd (SIIL) was incorporated on September 8,
1975 as Rainbow Industries Ltd. It was
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4. later renamed to Sterlite Industries (India) Ltd. in 1986.
●​ SIIL is India’s leading vertically integrated non–ferrous metallurgical company. The merger of Sesa
Goa, Sterlite and Vedanta Aluminium created Sesa hiSterlite.
●​ Sterlite Industries (India) Ltd is the largest non–ferrous metals and mining company and is one of the
fastest growing private sector companies. SIIL is a leading producer of copper in India. SIIL
pioneered the manufacturing of Continuous Cast Copper Rods in India, and established India's
largest Copper Smelting and Refining Plant for production of world class refined copper.
●​ SIIL is the principal
subsidiary of
Vedanta Resources
plc, a diversified
and integrated
FTSE 100 metals
and mining
company, Vedanta
Resources principal
operations are
located throughout
India, with further
operations in
Zambia and
Australia. The
major metals
produced are
aluminium, copper,
zinc and lead.
Vedanta has also
recently acquired Sesa Goa Limited, India’s largest producer exporter of Iron ore.
Product range of the company includes:
Main Products
●​ Copper cathode
●​ Continuos Cast Rods
(CCR)
By products:
●​ Sulphuric Acid
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5. ●​ Phosphoric Acid
●​ Hydro Fluoro silicic Acid
●​ Gypsum
●​ Ferro sand
●​ Slime
●​ DORE
Business Model :
Human Resource Functions :
●​ Recruitement and Selection
●​ Training and Development ( People and Organisation)
●​ Performance Evaluation and Management
●​ Promotion
●​ Redundancy
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6. ●​ Industrial and Employee Relations
●​ Record keeping of all personal data
●​ Compensation, Pensions, bonuses, etc in liaison with Payroll
●​ Confidential advice to internal customers in relation to problems at work
●​ Career development
Human Resource Practices:
●​ Internal Growth Workshop– Aligned with the philosophy of recognizing internal talent and
promoting them to leadership roles, the Group conducts ‘Chairman’s Internal Growth
Workshops’/ ‘CEO’s Town hall Meetings’ to identify potential candidates across the Group.
These workshops have resulted in the identification of 600+ cross-functional high potential New
Leaders to date who have taken up significantly enhanced roles and responsibilities.
●​ V Connect- A best in class “Anchor-talent” program focussed on enhancing the employee
engagement levels. To facilitate the program, a specialized app was introduced. The app
allowed participants to schedule their “connects” with their Anchor/Mentors; get the latest
business updates; access to articles and videos that focus on effective leadership, skill-building
etc.; and participate in quizzes/learning challenges. 13000+ professionals are covered
V-Connect Program
●​ 360 Degree Feedback & Coaching– 360 Degree Feedback is conducted across the Group for all
SBU ExCo members and senior leadership. Feedback on the participants is collected from four
levels- peer, subordinate, manager and self. Basis this, IDAP is created by HR in collaboration
with managers. Coaching provides employees right anchoring to use the feedback
constructively to chart their developmental journey and enable them to work on their growth in
the organization
●​ Job Rotation – In line with our philosophy of promoting growth of internal leaders and adding a
diversified perspective to business strategy, it is important to provide cross-functional exposure
to senior leaders. Leaders who have been in a function for more than 3 years are moved to
cross-functional roles to further enhance their competencies and capabilities
●​ Wealth creation (Stock options)- Vedanta has one of the best Employee Stock Option scheme in
the industry. This ensures that there is a sense of ownership in our employees and they are
involved in Vedanta’s growth story. This contributes to fulfilling their long-term desires and align
their personal ambitions to the organizational goals.
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7. ●​ Performance Bonus– This helps to promote a performance-driven culture in a way that
importance is given to both individual and business performance. This fosters delivery of high
performance, teamwork and involvement in Vedanta’s growth story
Recruitment and Selection Process:
Design Training Methods and Calender:
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8. Performance Appraisal System :
All employees participate in a reward-linked annual appraisal programme where performance is
gauged against key performance indicators set during the goal setting process at the beginning of the year
and is measured against a pre-determined five-point scale. Feedback and the identification of areas of
improvement for further development are an integral part of this appraisal process.
Our Global Exposure Program has been designed to explore cutting-edge technologies and provide an
opportunity to understand and learn about best practices around the world.
Employee Career Planning
Owing to the high proportion of our workforce who join Vedanta as new graduates, managing career
progression and development is very important to the business, particularly to ensure talent retention. To
manage a new recruit’s transition from ‘Campus to Corporate’, we have a structured orientation programme.
For more established employees we have various additional programmes to enhance their engagement
There are also programmes to assist employees in a smooth transition from work to retirement. These
programmes include computer literacy, wealth management, tradesman skill-building, certificates and other
diploma courses, retirement workshops and employee assistance programmes.
We have unique and well demonstrated track record of providing career opportunities from within by
predominately hiring freshers and grooming them to take leadership roles. Employees with a performance
track record and high potential are identified through a well structured and transparent development process
and are given accelerated growth with specialised technical and general management training, periodic job
rotations and leadership guidance.
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