About “JINDAL Group”
• The Jindal group is a US $ 15 billion
conglomerate, which over the last three decades
has emerged as one of India's most dynamic
• Founded in 1952 by Late. Shri.O.P. Jindal, a first-
generation entrepreneur, it is today a leading
steel producer, with interests spanning across the
spectrum, from mining iron ore, to
manufacturing value-added steel products.
"Where others saw walls, he saw doors“-
Shri. O.P.Jindal Group
Sajjan Ratan Prithvi
Jindal Jindal Raj
-Jindal Steel & Power
-JSW Steel Ltd. -JSW Stainless Ltd.
Ltd. -JSW Energy Ltd. -PT Jindal -Jindal SAW ltd.
-JSW Holdings Ltd. Stainless,Indonesia
-Jindal Power Ltd. -Jindal SAW USA,LLC
-JSW Infra & Logistics -Jindal Stainless
-Jindal Petroleum Ltd. -Jindal ITF Ltd.
-Jindal Bolivia Ltd. -JSW Salem Works
-Jindal Architecture -SV Trading Ltd.
-Jindal Cement -JPOCL Ltd. -Hexa Securities &
-Jindal Power Trading -JSOFT Solutions Ltd. -JSS Steelitalia Ltd. Finance Ltd.
Company Ltd. -JSW Building Systems -Jindal Metal & Alloys
-Parivartan City Infra.
-JSW Bengal Steel Ltd. Ltd.
Some Key Points about JSW Steel ltd
• JSW Steel Ltd. is one among the largest Indian
Steel Companies in India today.
• JSW Steel Ltd. consists of the most modern, eco-
friendly steel plants with the latest technologies
for both upstream & downstream processes.
• Largest private sector steel manufacturer in terms
of installed capacity.
• Spread over 4000 acre of area in Bellary
• Present Capacity 14.3 MTPA.
• Aiming to Reach 34MTPA By 2020.
• JSW – Ranked 4th in the ‘Best Companies to
work with’ survey conducted by Business
• Placed 2nd in the Delhi Management for
Association (DMA) Erehwon Awards for
“Innovative HR Practices”
Portfolio of Hot Rolled
JSW Steel Ltd.
• Global recognition for Quality and Efficiency
while nurturing Nature and Society.
“It is said that in the journey of life, more important
than where you are, is where you are heading to..” -
Sajjan Jindal, Chairman and Managing Director, JSW
• Supporting India's growth in Steel Domain
with speed & innovation .
Drive with Differentiate Young
Leadership the Benefit Thinking
CODE OF CONDUCT & DISCIPLINE
Comply with all lawful &
Maintain Integrity Conduct in Best way Abide by Rules
Theft, Fraud & Taking Bribes, Absence from Duty Irregular Misuse of any Cash
Dishonesty Illegal Gratification without Leave Attendance Advance by JSW
Major (Reduction of Salary, Demotion of Grade, Minor (Verbal Warning, Warning Letter, Suspension
Termination of Services etc) of duty upto max of 3 days
Objective Policy Process
• To Forecast Manpower
Req. • Concerned HRD • Comprehensive data is
• To provide for develop annual prepared for 3 years
vacancies arising out manpower plan in rolling plan.
of separations & consultation with line • Annual Manpower
expansions. managers Budget plan is
• Manpower Planning finalised by JMD & CEO
based on Organization • Annual Manpower
Business plans & Budget plan may be
Anticipated vacancies broken into quarterly
Annual Manpower Budget
Level / Designation Manpower Nos. Increase (+) Plan Quarter
Decrease (-) Wise
Current Plan Q1 Q2 Q3 Q4
L18 - Sr. V.P
L17 - V.P
L16 - AVP
L15 - GM
L14 – DGM
L13 – AGM
L12 – SM
L11 - Manager
L10 – DM
L9 - AM People Policies & Processes
L8 - JM
L7 – Executive/Engineer
Total Outsourced (B)
MT – CA / MBA /ICWA / CS
Other Graduate / Post Graduate Trainees
Grand Total A + B + C
• Manpower budget for the companies is
finalized and approved by the respective JMD
& CEO and then communicated to Corporate
• In order to initiate recruitment, the concerned
function/department must submit a request
to recruit, duly approved by the HOD, and the
detailed Position description.
• All candidates are assessed on the basis of
merit, job related skills and competencies
• There is no discrimination on the basis of
religion, caste, creed or sex.
• Internal recruitment is promoted to provide
job rotation, diversity and growth to existing
Sourcing of Candidates
Internal Job Posting
• Requisition for recruitment should be on the
• The CVs sourced by Human Resources will be
examined and short listed by the department
• Interview calls will be executed by concerned HR
• Candidates should be given adequate notice to
• Reimbursement of interview expenses will be as
per the Domestic Travel Policy of the company
• Details of compensation and related matters
will be discussed with the candidate only by
Human Resources and will be agreed mutually
before the letter of appointment is issued.
• Human Resources will fix salary after a
thorough understanding of the candidate’s
past experience, potential for job at hand as
well as last drawn salary
Before you are selected
• For the appointment of Manager and above grades,
written approval of concerned JMD & CEO at plants
and of Head Corporate HR at Corporate office.
• For grades below Manager, written approval of the
Functional Director and in case there is no Functional
Director, then by the Senior V.P/V.P.
• Pre-employment Medical check-up has to be cleared at
the company’s selected hospital before the
appointment letter is given to the selected candidate.
• HR department shall carry out at least two reference
checks of all the selected candidates
• One Week Induction Training Programme
conducted in HR Auditorium
• Lectures from HODs of various departments
like Operation,Quality,Maintenance etc.
• Wide range of Management games,Quizzes
YOGA training Conducted.
• Visit of each department is conducted in order
to familiarise with Plant operations.
For overseas training
Duration of Period of Amount of Bond
Foreign Training Bond
Up to 5 days 1 Year Total expenses incurred for the trip or
Rs 1 Lakh, whichever is less.
Up to 10 Days 2 Years Total expenses incurred for the trip or Rs
1.5 Lakhs, whichever is less.
11 Days or more 3 Years Total expenses incurred for the trip or
Rs 2 Lakhs, whichever is less.
• Covering all employees for MDP (Mgmt
Development Prog.) ,LDP & PDP in premier B
schools like IIM-B, IIM-A, MDI-G,NITIE ,NMIMS
• To achieve per employee training man days of
more than 7days per year.
• To conduct Employee Engagement Survey
Through subsequent action planning for
• To integrate the post training evaluation with the
Performance Management process for current
Policy No 44
TRAINING Revision No
4.Service agreement for
1.1 To articulate the company’s philosophy on
employee training &Development. Training must
align individual needs with the business needs.
1.2 To provide guidelines to team members to
plan and execute Training Programmes.
2.1.Human Resources will endeavor to provide
approximately 6 days (48 hours) of training per employee
on an annual basis.
3.1. Training needs will be identified from the Performance
Management process as well as the employees’ own sense
of development needs. The senior management team of the
company, based on their observation could also articulate
the training needs.
3.2. Training needs will be collated by the
concerned Human Resources department and
validated through the concerned functional head by
June every year. (E-Portal for training needs where
individual can submit his/her requirements)
3.3. For needs which are common in nature and
extend across the organization, in- house training
will be facilitated by the concerned Human
Resources department i.e. Local Human Resources /
Corporate Human Resources, as the case may be.
3.4.Employees having training needs, which are
individual and specialized in nature will be nominated
for external programs – within India or overseas
depending on the kind of training.
3.5.The immediate superior will initiate the nomination
after discussion with the concerned employee. The
nomination form should then be sent to the Human
Resources, justifying the need of the employee to attend
the program and the action plan, which would be drawn
up after the completion of the course. The Human
Resources department will process the nomination and
make necessary payments to the institutes/agencies.
Recommending & Approving Authority
Recommended by Approved by
External Training in India
Plant Functional Head/HOD+HR JMD & CEO/Functional
Corporate/Branches Corp.Functional Head / Director / Head Corporate
HOD + Head Training HR
Plant Functional Head/HOD + JMD & CEO
JMD & CEO + Plant HR
Corporate/Branches Crop.Functional Head/ HOD Director/Head Corporate
+ Head Corporate HR HR
4.1.All employees up to General Manager level
excluding all employees from Human Resources
department of JSW who offer their services as
internal faculty for a seminar, workshop and/or
training program coordinated by Human
Resources Department will be entitled to an
honorarium as under.
For one lecture, duration ranging from 1-3 Rs.300/-
For a full day lecture, duration ranging Rs.500/-
from 4-8 hours
• Training sessions conducted frequently are –
“How to improve the Quality of life”, “Aao chale
Lakshya ki Or” etc. to improve work life
balance in employees
Policy No 07
Summer Project and Training scheme Revision No 03
Effective Date April 01,2010
Issued By Corporate HR
3.Policy can be modified in
future for the company
1.1.To provide opportunities to the young
Management and Engineering students to
transfer their knowledge gained in institutes to
JSW group companies.
1.2.To create awareness and build JSW brand
among the future engineering and management
2.1.Each year in the month of December, the concerned HR will
prepare the total requirement of such short term trainees in
consultation with the Functional Heads / JMD & CEOs.
2.2.The number will depend on real life projects to be worked
on in various functions. Typically, MBAs are given projects in
Marketing, Finance, HR, Commercial, etc and Engineers are put
on Technical Projects.
2.3.Functions / Departments should not substitute their
manpower requirement by taking summer / project trainees to
perform routine nature of work. The summer / project trainees
will be taken for the short-term projects of 2-6 months and of a
one time nature.
2.4.The summer trainees / internship
will be paid a fixed stipend as under:
Institutes / Colleges Fixed Stipends (Rs.)
1)First Attempts 30,000/- pm
2)Multiple Attempts 20,000/- pm
Company Secretary/ ICWAI 20000/- pm
MBAs students from
1)Category A Institute Institute Category classified 30,000/- pm
2)Category B Institute inline with Entry Level Policy. 20,000/- pm
3)Category C Institutes/ 10,000/- pm
1)Category A Colleges IITs,BITS Pillani,IT BHU & ISM 20,000/- pm
2)Category B Colleges NITs 15,000/- pm
3)Others All other Institutes 8000/- pm
Projects Work (for period of 5000/- pm
2.5.They will also be eligible for reimbursement
of conveyance at actuals @Rs.3/- per Km. for
outdoor assignment connected with their
2.6.In case they are required to travel outside in
connection with the project then such trainees
will be eligible for TA / DA as per L8 grade of the
All records related to employment are filed into this dossier, which
remains in custody of Human Resources department.
• List of things to be maintained in the dossier:
Papers related to personal records as declared by the candidate
Papers related to awards and recognition.
Papers related to the individual’s training and development.
Matters related to disciplinary actions and / or punishment if any.
Correspondence related to attendance, leave of absence, etc.
Papers related to change in employee status.
Any other agreement between the company and the employee.
Increment & Promotion letters
• Confirmation Of Trainees:
Trainees are confirmed and absorbed after successful completion of training
Half yearly evaluation will be conducted in the 6th and 12th month by the HOD.
Employees, joining the services of the company in level L12 (Sr. Mgr) and below,
would be under probation for the period of six months.
During the probation period the evaluation will be done in the 3rd & 6th month
Being a multi-location organization, at times it becomes necessary to transfer
an employee from one location to another either to meet the company’s
requirements or for his / her career growth.
Notice period will be of three months for all confirmed employees (Jr.
Manager & above). For other confirmed employees, notice period will be of
one month. For trainees and employees on probation, it would be a period
of seven days.
Exit interviews will be conducted for all employees leaving the services of
the company due to resignation.
The HR head will serve the retirement intimation to the employee three
months prior to the date of retirement
Level Retirement Age
Whole time Director 62 years
DGM & Above 60 years
Below DGM 58 years
Termination or involuntary separation of an employee shall only be
done, in case he / she has committed the following:
Chronic non-performance / absenteeism
Any other serious act / breach of duties which adversely affect the business
interest and image of the company.
Working Hours & Attendance
• Plants: 9 am to 6.00 pm – Monday To Saturday (for office & administration
• Corporate Office :9.30 am to 6.00 pm – Monday To Saturday (1st,3rd, 5th
• All employees are required to punch their identity cards at the reception,
where no electronic attendance system is available, employees will sign
the attendance registers.
• For every 4 late comings in a month, one-day leave will be adjusted.
• Privilege Leave (PL): 24 working days
While availing PL, intervening weekly offs and paid holidays are excluded.
Out of 24 PL per year, an employee has to necessarily avail minimum 10 days
in each calendar year and the balance 14 PL can be carried forward, subject
to a maximum ceiling of 180 days.
• Casual Leave (CL): 7 working days
CL cannot be combined with any other kind of leave. However, it can be
prefixed or suffixed with weekly offs and/or public holidays.
Unused CL shall lapse at the end of the calendar year and cannot be
encashed at the time of separation.
• Sick Leave (SL): 7 working days
If the available quantum of SL is insufficient and duration of sickness is more,
PL can be combined with SL to cover the period of illness.
Unavailed SL is added to PL , which can be encashed .
• Maternity Leave (ML)
All female employees shall be entitled to maternity leave for a period not exceeding
ML shall not be allowed on more than 2 occasions during the entire service of the
• Leave Without Pay (LWP)
LWP will be granted in exceptional cases, when all admissible leave has been
LWP will be approved by the JMD & CEO / Director / Corporate HR, as the case may
• Recall from Leave
The company, in interest of work, may recall, any employee who is on leave.
Special Disability Leave (SDL)
• Employee who has become disabled and temporarily unfit to work on account of
injuries due to accidents arising out of and in course of employment shall be allowed
SDL with full salary, allowances, benefits, subject to production of Medical
• It is an yearly exercise starting with filling up of KRA (Key Result Area) Form by
• Mid Year Review Form: The employee has to describe in detail as to how much
progress has been made on the areas targeted in the KRA Form by him/her 6
• Before the end of the financial year a Performance Appraisal Form is filled by the
employee citing how and how much of the target set in KRA Form has been
• Immediate boss and Department VP asses the form and give rating to the
• The HOD then scrutinizes the form and calls the employee for a one to one
• Finally, the form is sent to HR Department for evaluation.
Exceptional Performance Appraisal
• To recognize the exceptional performance of an individual or a team which
has performed beyond the normal scope of work, with an element of
creativity / innovation making visible impact on the process output.
• Employees upto Manager level are eligible for this scheme.
• Exceptional Performance for this purpose means efforts resulting into:
-Improved system / process
-Decreased cost / Increased Revenue
-Improved Cycle Time / Efficiency
-Improved Customer Satisfaction
• Reward of Rs. 10000 – Rs. 15000 by Exceptional Award Committee after
The purpose of this policy is to assist the employees in
understanding the various components of Compensation.
Policy & Philosophy
The compensation philosophy is to drive results and
behaviour of employees consistent with the organizational
The group believes in competitive compensation to
attract and retain talent.
Basic Salary FPI
House Rent Medical
People, Policy & Process
• Basic salary is determined as applicable to the
grade and industry standards.
House Rent Allowance (HRA):
• To assist the employees to meet their housing
needs at the work place.
• To assist employees to meet local conveyance
• To assist the middle and senior level employees
i.e. “Assistant General Manager to Sr. Vice
President ” to own a car, and to provide them
with mobility to improve their effectiveness.
City Compensatory Allowance:
• To assist the employees to bear the high cost of
living prevailing in an urban area or a city.
• To assist the employees to meet their routine medical
expenses for Self, Spouse and identified dependent family
• Includes treatment under Allopathy, Ayurved and
• The “Annual Health Check up” conducted in the first
quarter of the financial year at all locations.
• At Vijayanagar, the check up is conducted at own hospital.
For other locations, the local HR will undergo tie up with a
reputed hospital .
Performance Reward: Performance reward is given as per the
company policy. The amount varies from year to year and is
Fixed Production Incentive (FPI): FPI is payable to employees
below Asst. General Manager (below L13). The amount varies
with the level of the employee as per policy.
Variable Production Incentive (VPI): VPI is payable to
employees below Asst. General Manager grade depending
on Production and Techno Economic Factors achievement.
Leave Travel Assistance (LTA):
To assist employees to visit their home town or any other
place in India with their family members during privilege leave
As per the provisions of the Payment of Bonus Act, 1965 / the
appointment letter, the bonus will be paid to the employee
annually in the first quarter of the new financial year.
360 Degree Feedback
It is payable annually to AGM & above grade employees (L13
& above), as per company policy.
Provident Fund (PF): Monthly PF deduction at the rate of 12% of the basic
salary with matching contribution by the company. Part of the company
contribution to PF goes to family pension scheme as per prevailing rules.
Profession Tax (PT): Profession tax is deducted from salary as per the rate
applicable to the state in which the employee is presently working.
Income Tax (IT): Income tax is deducted at source as per rules. The
employees are required to submit proof of investment for the purpose of
seeking IT exemptions, if any.
Life Insurance Premium (LIP): Deductions can be made from the salary on
account of personal life insurance policies taken by the employee. The
premium would be deducted from the salary if an employee so requests in
writing to the Human Resources department.
Employee generated Performance
Training quality Suggestion savings of INR. management
Appraisals 80 crores (in process
the last 5 years)
• An exercise across the plant for all employees
to voice their opinions, issues and suggestions
to the top management.
Jindal Sanjeevani Hospital
Indian Institute of Materials Management
JSW IGNOU Centre
Best man Award Bravery
Employee Awards Contractor
Marriage • One time cheque of Rs. 10,001/-
• or a gift item equivalent to Rs. 10,001/-
Visiting • Employees at the level of Deputy Manager & above
• Two hundred visiting cards per year will be given
Cards from the grades of Executive to Assistant Manager.
• Employees at Plant locations are entitled to three
Uniforms sets of uniforms
• Free of cost, annually.
1. The company shall take a “zero-tolerance” approach against
sexual harassment. Appropriate disciplinary action shall be
taken (including termination) against the guilty, depending
on the intensity of the sexual harassment conduct.
2. If the investigations reveal that the complainant has raised a
false complaint with malafide motives, HR Head shall initiate
appropriate disciplinary action, while ensuring that others are
not discouraged from raising complaints in the future.
To protect the resources of the organization an create an environment that is
conducive to sound security practices
• Proper record of employees, associates and visitors
with regard to identification, time and purpose.
Physical • Proper accounting and check of all material both in
Qty and specification moving in or out of the
• Confidential information transmitted over any
Information communication n/w should be in encrypted form.
• Confidential information should not be faxed.
Corporate Social Responsibility
• Vision “ Empowered Communities with
• Mission “To contribute towards the social &
economic development of
communities, especially women &
• JSW Group is among the very few companies in
the country who have committed 1.5% of their
net profit towards Corporate Social Responsibility
• Spent Rs. 32 crores(2010-11) on CSR activities.
Culture & Health
• JSW lays strong infrastructure
Primary, Secondary Mid-day
and Vocational Mentoring Meal
• Akshaya Patra
• Jindal Vidya Scholarships Training of
Mandir. to Rural Teachers
• Village Learning Computer
Centers (VLC). Education
JSW Foundation is involved in preservation,
conservation and restoration of Heritage buildings.
ART India Magazine Jindal Art Center
• JSW also promotes a • Mrs Sangita Jindal on the
quarterly publication 'Art invitation of the National
India‘ to promote, Centre for the Performing
debate and discuss on Art. Arts, established the JSW
Foundation's cultural wing,
• This magazine has been the Jindal Arts Centre (JAC).
recognized by the New York
Times as “The only serious
art magazine” in the region.
• To create an environmental friendly environ, the
Foundation builds model villages by developing rural
infrastructure complete with roads and drainage system.
• The Foundation also sensitizes rural eco-friendliness
through enhanced tree planting.
• Received the Green-tech Foundation’s Gold Award in
metal and mining sector - 2006 for outstanding
achievement in environment management.
• JSW focus on Public Health System and
encouraging medical .
• Aims to reduce the prevalent bench marks in:
• Child Mortality Maternal Health
• Malnutrition HIV – AIDS
JSW is aware that in most rural areas women are major source of
support to families.
Helping them through:
• Formation of Self Help Groups (SHG)
• Enterprise Promotion
• Training in Non-Conventional Operations
• Datahalli -Transforming village women into BPO
National Sustainability Award
CII Award for Business Excellence
India Manufacturing Excellence Award
Innovative HR Practices
DMA Erehwan HR Innovative
City’zen-Corporate with a Design
Best Practices in Talent
Management Award London
Silver Award in metal and mining
Notas do Editor
Expenses incurred in connection with following items are not allowed for reimbursement:All types of cosmetics, Hair Tonic, Bournvita, Ovaltine, Horlicks, Malts, Boost, Complan, drinking chocolate, etc.
To demonstrate employee care by the company.
Confidential information should be in encrypted form.
JSW Foundation, an independent Trust, which administers the social development initiatives of the JSW Group is chaired by Mrs. SangitaJindal.
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