IEC provides education and training in science, technology, and management with a mission to contribute to India's knowledge growth and economic development. It was founded in 1981 and has expanded to include universities, colleges, and programs across India and internationally, training over 100,000 students total. The document outlines IEC's vision, courses offered, achievements, and organizational culture and policies.

1. Welcome to IEC

2. What IEC Means
• I Stands for Innovation.
• E Stands for Excellence.
• C Stands for Commitment

3. Mission
“To create an ambience for Quality
education,
Training and research in the field of
Science,
Technology and Management, thus
contributing towards building of
knowledge, industrial development and
economic growth of the nation.”

4. Vision
“To be a seat of world class education from
where Technocrats and
Managers would emerge empowered to
face the challenges
of ever changing society with courage,
conviction and compassion.”

5. Introduction to IEC Group
• IEC Group, found its genesis way back in the year 1981 when Sh.
R.L. Gupta, laid the stone to found India Education Centre under his
aegis with a dream to make India leader in Information Technology
soon it become the frontrunner in imparting IT Education.
• In year 1994 with aim of expansion it was corporatized and India
Education Centre Ltd. was founded, later named IEC Software Ltd.
and now IEC Education Ltd. (ISO:9001).
• Having a market capitalization of over 500 crore rupees and one of
the pioneers in India in the field of education.
• IEC Education Limited is Listed on Bombay, Delhi, Jaipur Stock
Exchange.

6. • Has been awarded various core ICT projects by Government of
Madhya Pradesh, Rajasthan Government, Delhi Government taking
the IEC aim of IT revolution from the flesh of cities to various small
towns and rural areas.
• Has enjoyed its global presence with 7 branches and over 275
franchisee centres in India and countries like Nepal, Maldives,
Singapore and Oman.
• IEC has trained more than Lac students through various programs.
• Has also been part of various Global Projects Completed
Successfully in the Past.

7. Milestones for IEC
 1981 – IEC Group came into existence as an Association of
Persons run and managed by Gupta Enterprises, a registered
private family trust established by Mr. R.L Gupta and family.
 1994 – Took upon corporate character after being incorporated as
India Education Centre Limited (IECL), which took over IEC Owned
by Gupta Enterprises.
 1998 – IECL changed its name to IEC Software Ltd. and later on
named IEC Education Ltd.
 1999 – Vocational Educational Foundation (VEF) has already
marked its entry in Education Sector by setting up IEC College of
Engineering and Technology, Greater Noida which made
phenomenal progress and has expanded its field to Pharmacy,
Hotel Management and Management.
 2012 – VEF in financial partnership with IEC Education limited
established IEC University with its campus at Baddi, Himachal
Pradesh.

8. What is VEF (Vocational Education Foundation)
• VEF is a Non Profit Organization founded in 1989 to
provide relevant and reliable education across India.
• Has conducted 120 Vocational Programs to eliminate
illiteracy, benefiting 5000 villagers.
• In 1999, stepped into education sector and started IEC
College of Engineering and Technology, Greater Noida.
• Later on amalgamated the different colleges under the
name of IEC Group of Institutions recognized by AICTE
and PCI.

9. Management

12. IEC University
“Sprawling over 14.5 acres and situated on the foothills of
beautiful Shivalik Mountains, the University campus is an
escape from the madding crowd. Lined with lush green
trees, beautifully landscaped gardens and magnificently
designed buildings with state-of-the-art facilities, IEC
experience is truly international”

13. • To increase students’ employability and improve career prospects,
VEF has come up with IEC University at Atal Shanti Kunj in Baddi,
district Solan, Himachal Pradesh .
• Aims to deliver multi-disciplinary world class education through
effective and efficient processes so as to make it accessible to all
sections of society.
• The University offers an extensive range of multi-disciplinary
courses through the following Institutions.
 IEC School of Engineering
 IEC School of Computer Courses
 IEC School of Commerce and Finance
 IEC School of Social Sciences
 IEC School of Business Management
 IEC School of Foreign Languages
 IEC School of Humanities
 IEC School of Allied Disciplines

14. IEC Group of Institutions

17. Courses Offered

22. Awards & Recognition

27. Accreditations & Affiliations

29. International Academic Collaborations

31. International & Industry Collaborations

35. IEC University

36. Expansion Activities
• Engineering/Management College at Alwar (Rajasthan) & Nanowal
(Punjab).
• IEC College of Fine Arts.
• IEC Institute of Health Sciences, Hamirpur (H.P)
• IEC College of Dental Sciences, Hamirpur.
• Schools in Solan, Alwar & Baddi.
• IT Park at Noida etc.

37. Welcome
To
HR Zone
E2E Guide
(From Entry Till Eternity)

38. What is E2E ?
“ E2E is an attempt to spell out
everything that you should know
and all that you wanted to know but
hesitant to ask regarding your
career at IEC”

39. Warm Welcome
• All Associates on their date of joining the organization will have to
complete the joining formalities with Human Resources details of
which will be there in the offer letter.
• After completion of the Joining Formalities, assigning Employee
codes, Bank Account & ID Card Processing and all other
Formalities.
• Inclusion of the New Joinees to Payroll System is done only on
receipt of Offer Letter Acknowledgement.
• Official E-Mail Id need to be generated for the new joinees.
• Job Goals and Responsibilities need to be communicated to the
new joinees with getting KRA Sheets acknowledged by the
employee to make them clear about their Job Profile.
• Business Cards will be issued to Associates from certain level only
and the format will be uniform across all branches / designations

40. Organizational Culture

41. Discipline
The company is interested in setting standards of
behavior and performance by making associates know
the discipline standards expected out of them.
Maintaining discipline, by helping associates understand
such standards, by examples, by training and by
guidance. Some examples of standards are mentioned
below
• Acceptable levels of attendance – Time keeping, Days of sickness
and informing the office of leave etc
• Acceptable levels of performance - Accuracy, Speed of work,
Quality of work etc.
• Acceptable behavior in the workplace – Friendly, helping, co-
operative, dependable etc.

42. Dress Code
The company expects its associates to be neat & clean in their appearance
and habits and to wear clothes that are suitable for their work.
• On weekdays (Monday to Friday), dress code should be formal and strictly
not casual except for Saturdays, where casual wear is allowed.
• Sundays and national holidays, when an associate works due to importance
and urgency then as well Semi Formals and casual wear is acceptable,
provided there are no official meetings set during those days.
• The usual dress code for men: Formal wears which include formal shirts and
trousers, shoes, ID Card, professional hair cut and a clean shave.
• For Ladies: Accepted Formal wears like formal suits, sarees or salwar-
kameez alone would be allowed.
Any deviation from the same, will be seriously viewed and action liable to
be taken on the associate by the company

43. “ Smoking Is strictly prohibited in office
premises”
“ Associates are responsible for complying with
the company’s Drug-Free Workplace”
“ Any associate found to be under the influence of
drugs of any form during working hours will be
dismissed”
“ The decision is at the sole discretion of the
management ”

44. Sexual Harassment
• The aim of this policy is to promote an employment environment
free of unwelcome sexual advances, requests for sexual favors and
other verbal or physical conduct or communications constituting
sexual harassment.
• In such cases, the concerned associates should inform the
respective Department Head about the same.
• The HR Department should be informed of the same and necessary
action to be taken, incase the complaint is found to be true.
• The action taken can vary from just a warning by the Department
Head and HR and the Chairman can even go to the extent of
termination of the concerned associates.

45. Disciplinary Procedure
• This policy is to help and encourage all associates to achieve and
maintain the desired standards of conduct and performance and to
ensure consistency and fairness in the treatment of all employees in
meeting those objectives.
• Associates whose conduct or performance is below the standards
required by the organization will be given the opportunity to improve
before getting into serious difficulty by being offered advice and
guidance or proper training.
• If, despite informal discussions, conduct or performance does not
meet acceptable standards then the associate will be given a formal
oral warning by his/her Department Head.
• In the case of oral warnings not serving the purpose, written warning
will be given by the Department Head and a copy of the same sent
to HR to be filed in the associate’s personal file.

46. • If the matters previously complained of have not been resolved or in
the event of very serious misconduct, then the associate will be
dismissed.
• The dismissal decision will be taken in concurrence with the
Management and HR. HR will issue a dismissal order signed by the
Management.
• Examples of conduct, which may lead to dismissal, following
disciplinary action, are as follows
 Poor Attendance / Time keeping
 Unreasonable Absenteeism
 Poor Work Performance
 Carelessness / Negligence
 Refusal to obey reasonable instructions
 Behavior which is likely to disrupt working relationships or
relationships with clients.
 Failure to observe health and safety requirements of the company.
 Disrespect to any one in the organization

47. Some examples of gross misconduct, which may lead to
dismissal following disciplinary action, are as follows:
 Theft
 Fraud
 Assault on a colleague or client
 Gross negligence
 Serious disregard of Health and Safety requirements
 Sex or Race discrimination

48. Safety At work
At IEC, Personal and professional safety is given preference over
anything else so employees are expected to follow certain safety
provisions for their personal and organizational well being.
• Employees whose job profile necessitates the use of any form of
safety precautions or provisions are expected to strictly adhere to
the safety rules, wear and use personal protective equipment as
needed and instructed and promptly report accidents, failing
which management shall not responsible for any consequence or
loss.
• Any damage or loss of any safety equipments should definitely
be informed to the Dept head immediately.
• IEC also ensures adequate training in First Aid. If you are not
confident on handling first aid, do not hesitate to send a
requisition for First Aid training.
• Each associate is responsible for performing his/her
responsibilities in a safe manner that will not endanger the other
associates

49. Personal Safety and Safety in the Public:
• Employees having two or four wheelers are expected to have a
driving license and other necessary documents.
• Employees using two wheelers while on duty are expected to
wear helmets without fail.
• Please follow all traffic rules, public safety rules and measures
without fail.
• The company will not be responsible for any consequence arising
out of violating any of the above.

50. “ The office space provided to the associates for the
smooth functioning of the company should be maintained
clean”
“ The company recognizes talent and capacity irrespective
of the Gender, Creed, Caste etc and rewards the same
appropriately”
“ The company does not encourage / employ child labour
and employment of minors”
“ Associates are not supposed to bring children with them to
work on regular working days”
“ Confidentiality of data related to Company, its activities,
business etc. should be maintained in the interest of the
company as well as the individual”

51. Performance Appraisal
• The organization conduct performance appraisals for Associates every year
during June for non faculty positions and at a regular interval for faculty
positions but increment will happen only once annually, depending upon the
revenue generated.
• The Performance Appraisal and Development Systems will be initiated by
Human Resources at least a month prior to the appraisal falling due.
• Appraisal forms available with HR Department for all Associates whose
appraisal falls due will be distributed to the Associate, through the
respective Human Resources facilitators and Department Heads.
• Form is to be returned to the HRD at least 3 days before the review date to
the Department Head.
• The communication pertaining to the change in the salary, Level,
Designation etc. are communicated to through the Appraisal Letter.
• % of increase in salary is subject to management decision made based on
the observations done on the Associates’ performance, behavior in the
working place and various other aspects.
• If performance is not satisfactory, the appraisal may be postponed to a later
date/period, which is purely at the discretion of the Management.

52. Information at a glance
• Working Days/Hours - 9.30 am to 6.00 pm – Monday to
Saturday. If the company is working in the shifts, the shifts time will
be announced in advance.
“On regular working days, late comings after 09.45 pm for more than 3
days in a month will be considered as half day unapproved/unpaid
leave and leaving office before 5.45 pm will also be considered as a
half day leave”
“The Company may at its discretion change the working hours and
introduce shift working to meet exigencies of business”
“The company at its discretion may change the weekly off day”
“Some functions require the presence of employees round the clock-
seven days a week. The heads in the respective
functions/departments will be responsible for organizing that”

53. • Attendance Procedure –
 All Associates of the company must register their attendance and
record their movement during office hours.
 Associates are required to register their attendance in the register
kept in the front office for the purpose.
 Associates must also register their " INTIME " & " OUTTIME " in the
Register whenever they enter or exit the office premises.
 The H R associate is responsible for the maintenance and
monitoring Attendance & Movement Register.
 The HR associates will be responsible for maintaining the
Movement Register.
 Associates coming late more than the permissible number of times
and want to avoid acquiring loss of pay due to the accumulated late
comings can do so by giving a leave letter for half a day, on the
same day.
 Associates who go on official duty direct from their house in the
morning should fill in the movement register in order to mark "OD"
against their name in the attendance register, failing which the same
will be considered late.

54. • Leaves –
 An employee will be eligible for 12 casual Leaves and 15 Earned
Leaves annually. Associates on probation can avail only casual
leaves and after probation confirmation, they become eligible for E.L
as well.
 Employees also have option to get the E.L’s encashed at the end
the year.
• Probation -
 New Joiners would be put on probation for a period of 12 months
which can be extended further subject to the performance of the
individuals or service may be terminated at 24 hours notice.
 However, it is in the discretion of the management, that the
probationary period of associates might be brought down or further
extended and the management will decide this case to case.
 The associates cannot claim this as their right.

55. • Holidays –
 The list of National Holidays and Festival Holidays, which will be
observed by the company every year, will be announced at the
beginning of the year and will be applicable, as indicated therein.
 This list of holidays for the year will be put on the Notice Board latest
by January 5th every year.
 The HR Department, with the consent of CEO, would incorporate
the necessary changes, if required.
 Holidays which were not /cannot be declared at the beginning of the
year, while deciding the holiday calendar for the year, will be
declared as and when the need arises.
 On events like a strike, death of an important political person or a
VIP and climatic fluctuations like storm, floods etc… holidays can be
declared on the spot by the management.
 This decision is purely at the discretion of the management and any
associate cannot claim this as his / her right to ask for the same.

56. • Lunch Timings –
 A lunch time of 30 minutes can be availed anytime between 1.00
p.m to 2.30 p.m.
 The company discourages frequent breaks taken during office hours
for the consumption of tea / coffee outside the office.
 Incase of any associate feeling sick, drowsy or any other ailment
that is temporary, he / she can take rest for sometime within the
office premises barring which any other form of rest is disallowed.
• Salary Slip –
 Each associate has to receive the salary slip every month along with
monthly salary.
 It is mandatory that each associate has to collect the monthly salary
slip from HR within 5 days from the date of receipt of the salary .
 If there is any deviation/ mistake in the salary slip, must inform to
HR within 5 days from the receipt of the same.

57. • Notice Board –
 In order to keep the associates updated on the various events
happening in the company, a notice board is maintained.
 The notice board should be in a prime area in the office.
 The notice board should be used as a positive tool to increase /
encourage associates’ morale and should not be used for wrong
purposes i.e. abusing others and other cheap activities.
 Any violation on the above policy will be seriously viewed by the
management.

58. Compensation & Allowances

59. • Payment of Salary & Allowances –
All fixed payments would be credited along with the salary by Tenth of
every month.
• On-Duty Travel Allowance/Travel Policy –
 On Duty Travel Allowance/Travel Policy details would be specified
in the form meant for the same.
 Prior Approval / Tour sanction need to be got from Dept Head /
Management and submitted to the Accounts dept to claim travel
allowance.
 On returning back, Travel Expenses statement has to be submitted
to Accounts within 2 days of returning.
• Medical Insurance

60. Separation

61. Resignation
• An associate resigning from the services of the organization shall
submit a letter of resignation giving notice as per the terms of
employment.
• Resignation letter along with recommendations / comments of the
Department Head/Reporting Authority, should be sent to the HR
Department for further processing.
• An Associate must submit the Clearance Form from all concerned to
enable the management to relieve him/ her.
• An Exit Interview shall be conducted by the Departmental Head and
the Human Resources separately.

62. Notice Period
• Notice Period of 1 month at least need to be served before formal
relieving.
• Leave is not permitted during the notice period.
• The notice period of all associates of all levels is at the sole
discretion of the management.
• Unless the notice period is served, relieving order and experience
certificate will not be given to the employee.

63. Exit Interview
• The Department Head would contact Human Resources as soon as
he/she learns of a resignation and communicate to Human
Resources the last day to be worked.
• The Human Resources, in consultation with the Department
Head/Management, will decide on the last date till which the
associate is expected to work as per the agreed terms.
• Human Resources will conduct an exit interview with the separating
employee.
• Human Resources will schedule an exit interview with the employee
after receiving the Clearance Form from the Department Head.
• Human Resources, during the Exit Interview will get all the above-
mentioned points cleared and the separating associate should sign
the Exit Interview Sheet, countersigned by the HR person in charge.

64. • Termination -
“The company may terminate the services of an associate for reasons
of non-performance / gross misconduct / misappropriation”
• Settlement –
 Settlement for the associates who cease to be in the services of the
company will be made subject to the meeting of all criteria specified
therein.
 HR Department will ensure that the Full & Final Settlement process
is completed .
 Resigned employees must contact only the HR Department for
clarifications on their settlement.

65. THANK YOU
For further Queries, feel free to contact the HR Department