ITC

KITES Selection Process

There are three stages to selection of interns under KITES:

Step I: Application Screening

Interested students from premier campuses are invited to apply online. An ideal candidate aspiring for an internship opportunity must possess the right mix of academic achievements and co-curricular excellence. We look for students who are able to think creatively, work in teams, convert adversity into opportunities and lead through ambiguous situations. Candidates must have demonstrated leadership across various spheres of student life. As our operations are spread across cities and rural settings, we prefer candidates who are open to the idea of working in locations which could be remote and culturally distinct from their own.

Step II: Group Activity:

Candidates shortlisted through the application screening process are invited to participate in a group activity. This activity provides us insights into the candidate's ability to lead, influence, communicate and work as a member of a team to achieve the desired results, all essential for a successful manager and emerging leader.

Step III: Personal Interaction

Candidates selected through the group activity are invited to a personal interaction with some of ITC's senior managers. This provides us the opportunity to understand the candidate's depth of functional knowledge, general awareness and the overall fit with our core values, besides gaining a better understanding of the candidate's background and attributes like leadership, teamwork and the ability to succeed.

Each step presents us a unique opportunity to get to know you better, and we look forward to seeing you in your campus !!

Campus Ambassador
A Campus Ambassador is an alumnus from your institute who acts as your connect with ITC, as we say the one point contact. Any questions relating to ITC right from the company structure, operations, brands, products, to organising guest lectures, information about placement process to knowing what it is like once you join ITC, you are free to contact your Campus Ambassador. The Campus Ambassadors are: Management Institutes:

INSTITUTE FMS-D IIFT-D IIM-A IIM-B IIM-C IIM-I IIM-K IIM-L JBIMS NITIE-M NMIMS SCMHRD-P SIBM-P TISS-M XLRI-J
Technology Institutes:

NAME CHITRANG DESAI AMAN OBEROI PRANJAL GARG FEROZE SHERIFF S NEHA NAIR FAIZAN AHMAD SYED AYUSHI AGARWAL VARUN SOOD SANDEEP GYANCHANDANI ANKITA CHOKSE VIBHAV UPADHYAY SHREYA KEJRIWAL SHOURYA SEN SWATI ARORA FAIZ ABDULLAH

EMAIL ADDRESS chitrang.desai@itc.in aman.oberoi@itc.in pranjal.garg@itc.in feroze.s@itc.in neha.nair@itc.in faizan.syed@itc.in ayushi.agarwal@itc.in varun.sood@itc.in sandeep.gyanchandani@itc.in ankita.chokse@itc.in vibhav.upadhyay@itc.in shreya.kejriwal@itc.in shourya.sen@itc.in swati.a@itc.in faiz.abdullah@itc.in

INSTITUTE IIT BOMBAY IIT DELHI IIT KANPUR IIT KHARAGPUR IIT MADRAS IIT ROORKEE IIT GUWAHATI NIT TRICHY NIT WARANGAL NIT-S

NAME MITESH SHAH NIPUN AGARWAL ABHINAV PRATEEK ROHIT SUDHEENDRANATH NIKHIL MALLAREDDY VIVEK MURARKA MAYANK GOYAL CHOLLETI ABHISHEK REDDY RAHUL NAHAR AJAY KHASNIS

EMAIL ADDRESS mitesh.shah@itc.in nipun.agarwal@itc.in abhinav.prateek@itc.in rohit.sudheendranath@itc.in nikhil.mallareddy@itc.in vivek.murarka@itc.in mayank.goyal@itc.in cholleti.reddy@itc.in rahul.nahar@itc.in ajay.khasnis@itc.in

AUT
+ Apply Online

Overview Assistants Under Training, commonly known as AUTs are students of premier engineering and management institutes who choose to pursue their careers with ITC, straight after they graduate from their institution. AUTs are inducted into the ITC system with the objective of nurturing and grooming them to be the leaders of tomorrow. From the day an AUT joins ITC, the Company ensures that necessary inputs are provided in terms of managerial development, cross functional and cross business exposure and indepth functional exposure in order to develop domain expertise, to equip them with the knowledge and skills required to perform their roles, as well as to lay the foundation for their growth and development as business leaders. AUTs undergo training for a period of one year after which they are confirmed as Assistant Managers. AUT Induction: AUTs, after they join ITC, are taken through a two-week corporate induction programme wherein various Business Heads introduce them to their businesses. The induction programme is also aimed at facilitating a smooth transition from campus to the corporate world as well as to provide an opportunity to interact with business leaders. On the whole the programme aims at giving an AUT an understanding of what defines ITC, how ITC works and the lives ITC touches!!! Once AUTs join their respective businesses, they go through a division and function specific detailed induction programme which provides them a thorough overview of the business model of the division, introduces them to various functions within the business and gives them an extensively detailed insight into their own function. The induction programme is supported by

projects and stints which help grasp the various nuances of the business and at the same time contribute to the growth of the Company. Management Campuses: ITC recruits from premier management campuses across the country for its Marketing, Human Resources, Supply Chain and EHS functions. The diversity in ITCs businesses, superior brand building capabilities, unmatched supply chain, experience in working in new and established businesses added to the large employee base and operations spread across the length and breadth of the country offer management AUTs a unique and unparalleled experience. Technology Campuses: Budding Engineers from IITs, select NITs and BITS Pilani join ITC and a world of latest technology, state of the art machines is thrown open to them. With 18 factories spread over the country ranging from Paper and Paperboards to Foods to Cigarettes, ITC is beyond doubt an engineers paradise. Responsibilities begin early with exposure to projects, production planning, product quality, product development, tracking financials, state of the art machines, people leadership making ITC one of the most challenging, rewarding and enriching experience.

INFOSYS
Recruitment

Overview Highlights Benefits

360-degree view dashboard: Provides the recruiter with alerts on overall recruitment status that includes details about new applicants, job openings, unconfirmed interviews, unevaluated answers, online job offers, quick search, and auto-match results

Integrated interview management: Provides bidirectional integration with MS Outlook 2007 to schedule interviews, and enables the recruitment team to allocate resources needed to conduct interviews

Profile utilization: Imports person profiles and creates new job openings, thereby saving the effort of creating jobs from scratch

Robust multi-tiered auto-screening: Automates screening to filter out applicants in the online application process. Screening consists of mandatory questions for applicants, with points assigned to them. The application can be configured with multiple levels of screening options such as preliminary levels to final, which sorts applicants at various stages of recruitment

Online job offer: Enables applicants to review, accept and reject job offers online via their career portal page. Online features include attachments such as offer letters, benefit details and corporate policy documents

Approval delegation: Authorizes proxy users to temporarily act on behalf of administrators to approve job openings and offers

Search: Notifies registered candidates when a matching job opportunity opens up Employee referrals: By using the employee referral option, applicants can mention names of employees who have referred them to the job opening

earning Management

Overview Highlights Benefits

Enterprise Learning Management solution helps learners to search, enroll, request, and launch any type of learning activity from a single learning page

Managers can access and view team members' learning plans, add learning objectives, and enroll individuals or groups to learning activities

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Calendar view helps instructors to view schedules and plan accordingly Apart from the administrators, instructors can also grade employees Administrators can upload e-learning content into the system Blended Learning: The learning management solution supports different types of learning: E-learning and webcasts Instructor-led courses Self-paced activities and on-the-job training Books and white papers

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Enrollment: Learning management enrollment application supports: Waitlist Overbook Room booking for scheduled learning Mass enrollment Enrollment and reminder notifications Notifications: Learning Management provides different notifications and work lists including enrollment, dropped students, reminder notifications, and waitlist notifications. Other than the standard notifications, ad-hoc notifications can also be sent to enrolled learners and instructors.

Curriculum and Certifications: The Learning Management solution presents a program of learning that guides students through one or more sections of catalog items. Curriculum and certifications can be archived to achieve and maintain regulatory compliance by tracking the completion of courses.

Approval Framework: The integrated approval framework offers flexibility to manage multiple stages, paths and steps for approval transactions and rule-based approval process configuration. The framework can be used with enrollment requests for activities, registration requests for programs, and supplemental learning requests.

Integration: The solution offers out-of-the-box integration with PeopleSoft Enterprise Human Resources, e-Performance, Career Development and Succession Planning, and Financials applications. All elearning courses are integrated through SCORM and AICC.

Objectives: Learning Management uses objectives to manage competencies and plan learners' careers. Objectives are integrated to other Peoplesoft HRMS systems (such as succession planning and career planning). They provide learners with a clear line-of-sight into purpose and source of learning activity.

Career Planning

Overview Highlights Benefits

Career planning is an essential process of any organization. It is an important tool to retain and motivate employees. Infosys TalentEdge's Career Planning business process module leverages employee talents to its full potential. The process assesses and ranks workers, records job preferences, creates career paths, develops long-term goals, assigns mentors, identifies competencies, devises training plans, and creates development plans. The career planning solution leverages Oracle PeopleSofts Career Planning module.

Career Planning

Overview Highlights Benefits

Career Progression Chart: The career progression chart provides graphical representation of an employee's career path and performs profile comparison between employee and role selected in the career path. The chart is available to employees and managers through their respective self-service menus, and to TalentEdge administrators through the Workforce Development menu

Manager Self-service: This application enables managers to perform career planning activities for team members by:

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Viewing mobility preferences defined on the employee's personal profile Adding or deleting moves in the career path agreed upon by the manager. Employee's development plan can be updated with qualifications

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Updating employee's forced ranking and potential rating Updating an employee's short and long term goals Adding career mentors who are internal or external to the organization and documenting any goals associated with mentorship

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Updating employee's career strengths and/or areas for development Updating employee's training activities and developmental action plan. Employees can also be enrolled into learning activities

Flexibility to Create Own Career Plan: Apart from HR administrator and managers, employees can create their own career plan which can be accessed only by themselves

Interest List: Employees can create their interest list where they can identify and compare profiles. They can add profiles from other's interest lists to their personal career path

Integration with Learning Management System: This feature helps employees in achieving their goals by reviewing learning plans and enrolling in related courses

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Integration with Profile Management: This feature helps in Identifying skill gaps between potential roles and employee profile Generating personalized resumes to apply for job openings Integration with Talent Pool Management: Displays talent pool learning programs for employee career development

Integration with ePerformance: Enables review of development plans

Integrated with Succession Planning: Key information including development plan, career path, goals, impact of loss, and risk of leaving are accessible within the succession planning process

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Reports: HR can generate reports for organization/department based on different criteria including: Employees with or without a defined career plan Career potential for employees, including tenure in current role and retirement date Incumbents with or without career plans for key job codes

Succession Planning

Overview Highlights Benefits

Infosys TalentEdge's Succession Planning solution is designed to help organizations determine successors for employees who play critical roles. The succession module enables users to develop and maintain succession plans for individual job codes, employees and positions. It also tracks and manages employees in talent pools. A user-friendly, graphical tool provides real-time visibility of incumbents, successors and relevant profile data. A configurable rating box tracks user-defined criteria such as performance, potential, and readiness. It rates talent pool members or successors using an intuitive graphical user interface with drag and drop capability. Succession planning is tightly integrated with profiles to search, match and identify potential successors. The Succession Planning solution leverages Oracle's PeopleSoft Enterprise Succession Planning.

succession Planning

Overview Highlights Benefits

Succession 360: Succession 360 provides a graphical overview of the succession landscape surrounding or relating to people, positions and job codes of interest. It enables HR administration to visually review succession plans and make required changes.

Talent Pool: Identifies, tracks, and manages key employees in talent pools Creates Succession Plans: with multiple successors per individual, job and position Configurable Rating Boxes: Configurable X-Y grids for rating boxes (often designed as 9-box) track user-defined criteria such as performance, potential and readiness

Search Feature: Examines suitable successors and ranks them using suitability matching process and produces Nine Box matrix and compare profile report Searches among employees, applicants and contingent workers of the enterprise

Reports Generator: Generates useful reports like Key Person/ Job Codes/ Positions report, Talent Pool Readiness report and Talent Pool Ratings Box report

Manager self-service: Enables manager to review and edit succession plans of team members and direct reports