1.

WHEELS INDIA LTD

Human Resources Management Policy
Core Belief
The Company strongly believes that human resources which manage the other resources have
infinite potential, and therefore, their development is the key to organizational effectiveness. We
commit ourselves to integrate human resources with Organizational growth and development for
mutual benefit.
Policy
In pursuance of the above philosophy and in order to optimize utilization of human resources in
the Company, the Company is committed to the following:

To plan and induct appropriate manpower in terms of knowledge, skill and attitude.

To provide opportunity for growth to employees, in terms of remuneration, career and

skill development and for attracting and retaining talent.

To value individual dignity and respect the time and efforts put in by employees.

To support innovation and well reasoned risk taking by employees, aimed at growth and
development of the Company and employees.

Maintain a healthy and harmonious relationship with the Union, employees and their
family, built on mutual trust, respect, value system and transparency in dealings with
them.

Promote One Union in the Industry , develop internal leadership for a strong internal
union, through training and education.

To practice equity and fairness in all its dealings with employees.

Not to use child labour and forced labour in any form.

To continuously enhance knowledge, skill of employees at all levels for the performance
of their present and future tasks better, through education and training and towards
building a high performance culture which is globally competitive.

To create an organizational climate to have motivated workforce, enhance productivity

and quality of life employees and their family.

Human Resources Management Policy:

2.1. Values and Ethos:
The Company subscribes to the following. All employees have to sign the code of conduct at the
time of joining WIL. A copy of Code of Conduct is enclosed.

To achieve and maintain a reasonable level of growth and profitability and to adequately
reward the stake holders.

To give our customers excellent value for their money through supply of quality products
at competitive price, backed by good customer service.

To provide opportunity to its employees for growth in terms of remuneration as well as

skill endowment and a satisfying working environment.

To be proactive in the activities of community around us.

2.2. Values:
Our values will form the basis of our attitudes and behavior.

Individually within Wheels India, each of us need to show certain characteristics that will
enable us to work together with the Company to achieve excellence. And this calls for
striving to be the best. In this endeavor, we are attempting to capture the following four
characteristics in everything we do.

Humility: Everyone here is working towards having the humility to acknowledge and
recognize what that there are things that we do not know. One of the Value Systems that
we are continuing to inculcate is that without humility, there can be no true learning.

Curiosity: With humility and an acknowledgement of our lack of knowledge is the need
for curiosity to learn which results in exploring, investigating and eventually learning.
Curiosity calls for us to search our areas for acquiring knowledge in our individual areas
of work or expertise. To everyone at Wheels India, Learning and Acquisition of
knowledge is the oxygen in our workplace.

Integrity: Moral integrity is what makes one sleep well at night and allows us to stand as
an example to our children. It is a question of truth. The most important integrity is the
'Integrity of Information' which is a currency that each of us engage with each other here
within the Company and outside, with the world at large. Any information exchanged has
to have the utmost integrity as it reflects the integrity of the Company.

Perseverance: Striving to be the best in our area of work requires one to internalise the
deficiencies, with humility, and drive oneself to overcome them through intelligence and

hard work. True knowledge is only possible if there is acceptance of failure. You can truly
look at reaching levels of knowledge unexplored only if you break new ground. And to
break that new ground, you need to challenge conventional thinking at times and through
experiments attempt to find the road to excellence. Perseverance sometimes means that
there is a time and place for every idea. Especially in our industry, it is about engineering,
which by the origins of the word suggests an iterative process or trial and error.

These fundamental values are seen everywhere, they are like the air we breathe, the
beams of the sun, or the water we drink, one cannot exist without these. These are
qualities that everyone at Wheels India tries to imbibe in the common vision to strive for
excellence in our work. It is our approach to life.

All employees are expected to conform to the core values and code of conduct in dealing with
customers, suppliers, employees, banks, share holders and other stake holders of the Company.
2.3. Code of conduct:

Every employee must have pride of workmanship and is expected to contribute

conscientiously to the corporate goals and give precedence to Company business and
activities over all other considerations.

Every employee shall, at all times, maintain absolute integrity and devotion to duty and
conduct himself, herself in a manner conducive to the best interest of the Company.
Avoid soliciting gifts, services, money or honorarium from customers, suppliers,
contractors and other employees. Receiving gifts of material value for personal gains has
to be avoided.

Respect company standing orders, procedures and systems and adhere to them. Maintain
discipline, good attendance and punctuality while on duty and in attending meetings &
appointments within the Company or with any outsiders. Courtesy demands that if an
employee is unable to attend a meeting / appointment or if he / she is delayed for such
meetings / appointments for any valid reason, he / she inform the convener of the meeting
in advance.

Avoid use of Company resources / facilities such as PCs / internet facility, office
telephone, vehicles by all employees (including temporary / contract) for personal use.
They shall be responsible for maintaining them properly and returning them in a good
condition on cessation of employment.

Those who have not been provided with an official mobile phone should avoid using it in
the factory.

Not to link any personal work with official travel and avoid availing leave while on
Company duty travel at outstations, unless it is for medical / emergency reasons and
control expenditure, by setting a good example to others. Any extravagant and

ostentatious expenditure will give a negative impression to others. Control the use of
foreign exchange released and promptly surrender the unused foreign currency to the
Company on return from overseas duty travel. Limit claims to the extent of actual
expenses. Advances taken from the Company for duty travel or any other official purpose
should be settled by rendering proper accounts to the Accounts department within 48
hours, failing which, the Management is at liberty to recover the entire advance money
immediately by giving proper notice to the employee concerned.

Use of alcohol, smoking and chewing of tobacco is strictly prohibited in the factory. Only
those employees who are authorized by MD, are authorized to interact with Press / media
on matters relating to Company. Approval of MD is required before disclosing matters
relating to technology, processes, finance or any other Organizational matters to
professional journals and releases, to ensure that such professional activities do not
interfere with the Company interests.

All employees shall at all times maintain utmost secrecy of all know how and
information relating to the Companys products and business and all matters connected
directly or indirectly thereto. They shall not give anyone orally or otherwise any
information, which they acquire during the course of employment about our
manufacturing process, technical know how, security arrangements, administrative or
organizational matters whether confidential, secret or otherwise either during the
employment with us or up to a minimum of three years after leaving our Company.

A copy of Code of Conduct is enclosed

2.3.1. Wheels India has adopted the Code of Conduct for Affirmative Action given by
Confederation of Indian Industry, which is reproduced below:

The Company affirms the recognition that its competitiveness is interlinked with the well
being of all sections of the Indian society.

The Company believes that equal opportunity in employment for all sections of society is
a component of its growth and competitiveness. It further believes that inclusive growth
is a component of growth and development of the country.

The Company affirms the recognition that diversity to reflect socially disadvantaged
sections of the society in the workplace has a positive impact on business.

The Company will not practice nor support conscious discrimination in any form.

The Company does not bias employment away from applicants belonging to
disadvantaged sections of society if such applicants possess competitive skills and job
credentials as made public.

The Companys selection of business partners is not based on any considerations other
than normal business parameters. In case of equal business offers, the Company will
select a business partner belonging to a socially disadvantaged section of society.

The Company has / will have a written policy statement on Affirmative Action in the
workplace.

The Company has / will have an employment policy that is in the public domain. It may
place such policies and employment opportunities on its website to encourage
applications from socially disadvantaged sections of society.

The Company has / will make all efforts for up-skilling and continual training of
employees from socially disadvantaged sections of society in order to enhance their
capabilities, and competitive skills.

The Company has / will have a partnership programme with educational institutions/s to
support and aid students from socially disadvantaged sections of society.

The Company has / will have a senior executive accountable to the CEO to oversee and
promote its Affirmative Action policies and programmes. The senior executive presents /
will present a biannual report to the Board of the Company about such policies and
programmes.

The Company further has a policy to maintain record on Affirmative Action.

The Company makes available its learning and experiences as a good corporate citizen in
Affirmative Action to other companies desiring to incorporate such policies in their own
business.

2.4. Wheels India Policy on HR and Equal Opportunity:

The Company believes that human resources which manage the other resources have
infinite potential and therefore, their development is the key to Organizational
effectiveness. We firmly believe in integrating the HR with the business operations and to
contribute significantly towards achieving the business objectives, growth and
development of the Organization and employees

Wheels India provides equal opportunity to its employees and all qualified applicants for
employment, without regard to their religion, race, caste, color, marital status, sex, age
etc., and decisions are based solely on merit

Employees in Wheels India are treated with dignity and respect an in accordance with the
companys policy to maintain a work environment free from discrimination and abusive
behavior, including gender based ones, in any form or manner whatsoever

Minimum age for recruitment: Candidates should have completed 18 years of age as on
the date of application

Wheels India has adopted the Confederation of Indian Industrys (CII) Code of Conduct
for Affirmative Action. Accordingly, we encourage candidates belonging to Scheduled
Caste and Scheduled Tribe to apply and provide them equal opportunity either for
employment and / or for institutional training as part of their educational curriculum

We have, nearly for five decades, consistently maintained a peaceful and harmonious
relationship with the trade union and the employees, based on mutual trust & confidence,
respect and concern for human values. We nurture leadership with one strong internal
trade union

We adhere to statues maintain rapport with Government / external Agencies and

contribute to maintaining peaceful industrial relations.
2. VOLTAS LTD

HR policy
The cornerstone of the Voltas Human Resources Management philosophy is the
conviction that the well-being of the company and of its people are interdependent; and
that the company's most valuable assets are its people.
Our commitment

To employ the most competent, on the basis of merit

To ensure that every employee is treated with dignity and respect, and in a fair,
consistent and equitable manner

To create a stimulating, enabling and supportive work atmosphere

To aid and encourage employees in realizing their full potential

We recognize that the success of this philosophy depends in a large measure on the
manner in which managers and their team members - at every level - carry out their
duties and obligations to each other and to the company. Without mutual confidence and
loyalty among employees, as well as respect for each other as human beings, our
philosophy will not work.
Managers at all levels are committed to the following principles

Have knowledge of, and accept total responsibility for, the success of the organisation's
human resources philosophy, policies and procedures, and review them with team
members to ensure their total understanding.
Ensure consistent and fair application of all HR policies.
Exercise leadership by demonstrating integrity, professional knowledge, the courage of
your convictions, and concern for the feelings of others.
Establish a relationship with team members that encourages a free bi-directional flow of
information, permits open discussion of differing views, and allows decision making at
the most appropriate le vels.
In the same context, all employees are expected to maintain certain standards in relation
to their work, and in representing themselves as the staff of Voltas. They will :

Communicate constructive ideas and opinions to managers and team members

either pro-actively, or on request

Accept and support decisions made contrary to their expressed positions

Apply the highest standards of ethics, integrity and honesty

Comply with the company's policies and procedures

3. Oil and Natural Gas Corporation Limited

Human Resource Policy

ONGC is a blue chip Maharatna Public Sector Company maintaining its dominant
position and leadership in energy business. As the company aspires to be a global leader
in Integrated energy business through sustainable growth, knowledge excellence and
exemplary governance practices, our progressive and innovative Human Resources
Policies and systems have created an enabling milieu which facilitates recruitment,
retention and nurturing of world class human capital for leadership in energy business.
We believe that HR Policies and interventions have the inherent responsibility of
organizational transformation and effective change management through progressive
adoption of techniques and structures that accord precedence to action oriented goals and
continuous resource development. It is with this goal in perspective that our Human
Resource policies focus on key areas like talent acquisition and retention, training and

development, compensation management and social security.

The company hires the best available talent in various disciplines through a rigorous
selection process. It also visits the campuses of leading educational institutions to head
hunt the critical talent based on its requirements.
Training and Development of human resources is another priority area. The training
infrastructure comprises of ONGC Academy located at the Headquarters in Dehradun as
well as Regional Training Institutes (RTIs) at other locations. Apart from regular inhouse training programs, various management development programmes are organized in
association with the best management institutes of the country to keep the executives
updated with latest management philosophies and concepts. Other HR initiatives like
mentoring and coaching to nurture and groom fresh talent who join the company and
Assessment Development Centre (ADC) to test the managerial faculties of the
experienced lot and prepare them to assume higher responsibilities in the future are also
undertaken on periodic basis.
The company HR leadership believes that in order to sustain its edge, it needs to win the
war of talent continuously as it cannot afford to lose its rare talent pool to competition.
Accordingly, various measures pertaining to compensation and welfare of employees are
undertaken and the same are revised / modified periodically according to changing
circumstances and requirements. Needless to mention that all statutory benefits are duly
provided.
Social security is another area that ONGC HR policies emphasize on a continuous basis.
We have policies in place that ensure the social security benefits not only during service
but also after retirement. Some of the prominent measures in this respect are top class
medical facilities to employees and their dependents including parents, Composite Social
Security scheme which provides financial security to dependents of deceased /
permanently disabled employees and PRBS (which is a kind of pension benefit). A trust
called Sahyog Trust has been established which provides financial assistance to our
secondary workforce during various contingencies.
Sincere efforts are made to meet the aspirations by adopting best in class HR practices.
Various benchmarks studies pertaining to employee satisfaction, motivation,
organizational culture and climate are periodically conducted by in-house expertise as
well as by external agencies in order to introspect and understand the pulse of the
employees and take corrective measures. Such actions become all the more important
because of the uniqueness of business that ONGC is into and the rare talent pool that
ONGC possesses to run and manage such an exclusive operation.

4.HINDUSTAN UNILEVER LTD

HUL is a signatory to the CII Code of Conduct on Affirmative Action.
HUL Policy on Affirmative Action
The Company believes that equal opportunity in employment for all sections of the
society is a component of its growth and competitiveness. It further believes that
inclusive growth is a component of growth and development of the country.
The Company affirms the recognition that diversity to reflect socially disadvantaged
sections of the society in the workplace has a positive impact on business.
The Company does not practice nor support conscious discrimination in any form.
HUL does not bias employment away from applicants belonging to disadvantaged
sections of society if such applicants possess competitive skills and job credentials as
made public.
The Companys selection of business partners is not based on any considerations other
than normal business parameters. In case of equal business offers, the Company will
select a business partner belonging to a socially disadvantaged section of society.
The Company has a written policy statement on Affirmative Action in the workplace.
The Company has an employment policy that is in the public domain. It will place such
policies and employment opportunities on its website to encourage applications from
socially disadvantaged sections of society.
The Company makes all efforts for upskilling and continual training of employees from
socially disadvantaged sections of society in order to enhance their capabilities and
competitive skills.
The Company has a partnership programme with educational institutions to support and
aid students from socially disadvantaged sections of society.
The Executive Director, Human Resources is accountable to the CEO to oversee and
promote its Affirmative Action policies and programmes. The ED HR will present a
biannual report to the Board of the Company about such policies and programmes.
The Company further maintains records on Affirmative Action.

The Company makes available its learning and experiences as a good corporate citizen in
Affirmative Action to other companies desiring to incorporate such policies in their own
business.
5.COAL INDIA LTD
CIL HR

HUMAN RESOURCE DEVELOPMENT IN COAL INDIA

Human Resource Development emphasis in Coal India has been set up to deal with the
development of existing Human Resources as well as looking ahead with clear
perspective with reference to technological advances and growth of manpower to fulfill
demand of production vis--vis technology.
To cope up with the task emerging from strategic plan, Annual HRD plan is worked out
every year to integrate HRD efforts in all the twenty six training centre located in
different subsidiaries in following four segments.

I. Technical Training :
It is to provide requirement of training for technology being used in each subsidiary and
any other technology being conceived at the corporate level for which preparedness is
necessary to meet current shortage of skilled manpower and also preparing statutory
personnel for meeting statutory obligation through training. To analyze and project
requirement of personnel in critical and non critical categories as well as to prepare them
so that capital and technology input to the project through capacity and new equipment or
enrichment in the production process through particular systems in technology could
provide appropriate return to the investment.
In order to implement the above, workers are exposed through :
* Basic
Course :

Appropriate to technology, equipment and system

* Refresher
course :

Once in three years to those who have already gone through

basic course or are already working in specific skill area.

* Specialized
course :

In case of change in technology, in equipment configuration

and capacity and improvement in the system of production,
suitable input is given to all the new entrants to the critical
skilled areas and have to go through basic courses, while
immediate action have to be taken to conduct refresher courses
for those who are occupying skilled position. Basic training
have to be conducted in the company's technical training
centres either within the same company or in any other
subsidiary company where the facility exists. Refresher
training is also conducted either on the site or in the training
centres of the subsidiary company. There are around 105
Vocational Training Centres to take care of statutory
obligation. Basic and Refresher training are imparted in all
these training centres.

II. Management Training :

Executives at each level and at the time of assuming the charge at the new position i.e.
entry to the higher level, a need based training is imparted at the Management Training
Centre of each subsidiary companies for the level from E.1 to E.5 and at the apex training
Centre, Indian Institute of Coal Management, Ranchi, for higher level, i.e. from M.1 to
M.3 level executives.
III. Transformation Training :
A planned attempt to help those who join CIL as part of management policy and for the
workmen who are required to acquire skill for movement from conventional to semimechanised mines with intermediate technology or at the instance of closure of mines
and surplus manpower. These trainees are used as source of supply of manpower in
critical and non-critical areas of skills for the technology specific to the subsidiary
company.
IV. General Development Training :
With a change in the scenario with reference to status of mine, specifically in ECL,
BCCL and to an extent in CCL and separate focus for MCL, NCL, SECL and WCL, the
vision of the company, health of organisation - profit & loss, criteria for raising

productivity, cost parameters and criteria for excellence in performance for survival of
the company is propagated through intra - organisational communication as well as face
to face interface with workers and supervisors in a planned way by sharing the reality of
business.