fortune 500 companies

INSTITUTE OF TECHNOLOGY & MANAGEMENT,

NAVI MUMBAI

“ASSIGNMENT ON HUMAN RESOURCE MANAGEMENT (H.R.M)” HR PRACTICES IN FORTUNE 500 COMPANIES OF THE WORLD

Submitted To:- Submitted By:-

Prof.Ajay Gupta Group No. III Aaditya Sinha Bhuvan Arya Amit Sharma Kumar Anupam Rahul Hedau Anoop Seth Deepak Khuntwal

Topic assigned

(Ranking)

Topic

completed Name of the

student Learning team

Leader Group no

51 to 57 51 to 57 Aaditya Sinha Group No. 3

58 to 65 58 to 65 Anupam Kumar Group No. 3

66 to 72 66 to 72 Anoop Shet Group No. 3

73 to 75 & 426 to

429

73 to 75 & 426 to

429

Rahul Hedau Group No. 3

430 to 436 430 to 436 Deepak Khuntwal Group No. 3

437 to 443 437 to 443 Bhuvan Arya Group No. 3

444 to 450 444 to 450 Amit Sharma Group No. 3

Rank 51. Banco Santander

Founder -Emilio Botin

Year of Establishment - 1999

Industry – Finance Service

Headquarter – Cantabria, SPAIN

Qualification of founder – Law and Economics Scholar

Fortune ranking - 51

Products – Banking services

Current CEO – Emillio Botin

Assets Value – 42.05 Billion

� Description :- Santander wants to consolidate itself as a large international financial group, which provides an increasingly high return to its shareholders and meets all the financial needs of its customers. In order to achieve this, it combines a strong presence in local markets with corporate policies and global capacities.

� Official Website : www.santander.com

HR Practices Description

Employee Care Santnader provides employees with an environment in which people can work with peace of mind, in order to build business

Respecting the Employees The group’s philosophy of “respect for employees “originates with this initiative. Striving to create an environment in which employees could live with their families, built a town that offered not only housing but also schools for children, hospitals, railroads, as well as recreational facilities.

Building a productive & cooperative

work environment

In line with this thinking, the company has aimed to develop a working environment in which employees feel free to exchange opinions regardless of position, age, or gender.

Ethics Taking different CSR initiatives in economic & social sector.

Advanced Ideas Santander established a group wide structure in which we can share knowledge, experience, and information about quality to conduct horizontal development of quality improvement activities within the group.

Relationship with society To ensure that a healthy & mutually beneficial relationship is maintained with the society.

Trustworthy, Products/Services Launching products in the market with cutting edge technologies & products that build the trust of the audience.

Harmony With The Environment We will improve education and training programs for employees and enhance the Group wide quality control system.

Rank 52. International Business Machines (IBM)

Founder – Thomas J. Watson

Year of

Establishment : June 16, 1911

Industry – Information Technology

Corporate HQ :

New york, United States

Qualification of

founder – Commerce and Business Studies Scholar

Fortune ranking - 52 Products : I.T Products

Current CEO - Samuel J Palmisano

Assets Value – US$ 113.452 billion

� Description :- International Business machines is an American Multinational Technology and Consulting firm based in Armonk, New York. IBM manufactures and sells computer hardware and software and it offers infrastructure, hosting and consulting services in areas ranging from mainframe computer to nanotechnology

� Official Website : www.ibm.com


Managing People Managing people is a great responsibility, and one that IBM believes in take very seriously. They believe that the success and sustainability of our business is linked to the prosperity of those communities

Respecting the Employees IBM believes in respecting the individual and seeks to provide job satisfaction.

Protecting Employee Rights The group believes that harassment and victimisation on any grounds are not tolerated.

Developing New Skills The group believes in developing relevant skills, knowledge, and effectiveness to enhance their contribution to our performance and share responsibility for their own career path.

Competitive remuneration structure The group believes in maintaining a framework of competitive remuneration and benefits. Reward packages seek to recognise the contribution of individuals in the context of the pay market, and the performance of the business in which they work.

Clear procedure for settling disputes The group has a clear procedure for disputes and ensure that appropriate structures are in place to facilitate constructive dialogue, involving recognised trade unions where appropriate.

Ensuring Information Security The group believes in ensuring that information received in the course of our business dealings will not be used for personal gain or any purpose except that for which it is given.

Protecting Individual & Financial

Interests

The group believes in ensuring that their personal or financial interests or company policy don’t collide conflicts of interest. The group believes in providing mechanisms to facilitate disclosure.

Rank 53. Cardinal Health

Founder – Robert D. Walter


Industry – Health Care

Headquarter – Dublin,Ohio,U.S

Qualification of founder - Dropped out of high school

Fortune ranking - 53 Products – Health products

Current CEO – George S. Barrett

Assets Value – US $ 19.99 Billion

� Description Cardinal Health, Inc. is a Fortune 500 company that improves the cost-effectiveness of healthcare. As the business behind healthcare, Cardinal Health helps pharmacies, hospitals and ambulatory care sites focus on patient care while reducing costs, improving efficiency and quality, and increasing profitability. Cardinal Health employs more than 30,000 people worldwide.

� Official Website : www.cardinal.com

� HR Practices followed in the Organisation:- The Cardinal Health has followed following HR practices:-


Proper Employee Training & Skill

Enhancement

Employees are educated as to the purpose and importance of their assigned jobs through comprehensive training programs. Employees receive training in both a classroom setting with facilitation and e-learning, on-site and off-site during business hours.

Performance Review & Career

Development

It coordinates training and extracurricular activities for employees at all levels of the business groups

Taking Care of Employee Family &

Holistic Care

Cardinal Health exemplifies a corporate understanding that caring for the employee and family members' mind, body, and soul generates a deeper loyalty and greater employee commitment to achieve the goals and mission of the group.

Maintain Employee Motivation &

Performance Review

The program helps keep employees focused on what matters most in their work, helps them develop the skills they need to meet the changing needs of a department or area, and celebrates the successes at the end of the review cycle. Foxconn shares its successes with employees by holding various employee appreciation activities, such as giving out chocolates, having birthday celebrations once a month etc.

Rank 54. Freddie Mac

Founder -N.A Year of

Establishment - 1970 Industry – Credit services

Headquarter – Virginia, U.S

Qualification of

founder – N.A Fortune ranking - 54 Products – Financial

services Current CEO – Charles E Haldeman

Assets Value – US $ 841.2 billion

� Description: Freddie Mac was chartered by Congress in 1970 with a public mission to stabilize the nation's residential mortgage markets and expand opportunities for homeownership and affordable rental housing. Their statutory mission is to provide liquidity, stability and affordability to the U.S. housing market.

They participate in the secondary mortgage market by purchasing mortgage loans and mortgage-related securities for investment and by issuing guaranteed mortgage-related securities, principally those we call PCs. The secondary mortgage market consists of institutions engaged in buying and selling mortgages in the form of whole loans (i.e., mortgages that have not been securitized) and mortgage-related securities. They do not lend money directly to homeowners

Official Website : www.freddiemac.com

� HR Practices followed in the Organisation:-

� HR Practices � Description

Believing in the success of people The HR Principles of Freddie Mac were developed in 1997 from discussions with thousands of staff on what they thought Freddie Mac stood for, and what they wanted the business to be. Ten years later, Freddie’s staffs have refreshed the Values to reflect the business today and how they wanted to work in the future.

Maintaining Equality in Diversity They aim to employ people who reflect the diverse nature of society and they believe in valuing the contribution they make, irrespective of age, sex, disability, sexual orientation, race, colour, religion, ethnic origin or political beliefs.

Flexing working roles in the company They also try and make sure everyone can work in a way that suits their circumstances we support flexible working, offering part-time roles and encouraging job-sharing opportunities and shift swapping if this is possible.

Checking For Employee Abuse &

Mistreatment

The group believes that If a person believes that he has been the victim of discrimination or have any concerns relating to our equal opportunity policies, he can contact : a)Line Manager b)Personnel Manager c) Local 4) Confidential Protector Line

Values At Teamwork The group believes in the philosophy that treat people how we like to be treated: A) Work as a team’s) Trust and respect each other. c) Listen, support and say thank you. D) Share knowledge and experience.

Believing In Employee-Consumer

Potential

If the Freddie mac find what we do rewarding, they are more likely to go that extra mile to help our customers.

Rank 55 Hyundai Motors

Founder – Chung Ju Yung


Industry – Automobile Manufacturer

Headquarter – Seoul, South Korea

Qualification of founder – School drop-out

Fortune ranking - 55 Products – Automobiles and Commercial vehicles

Current CEO – Chung-Mong Koo

Assets Value – US$ 37 billion

� Official Website : www.worldwide-hyundai.com


Believing in its People They believe that people of its company are aligned around basic values that inspire their behaviour as individuals and as an institution.

Integrity The group believes in dedicating to the highest levels of personal and institutional integrity. The group believes in making honest commitments and work to consistently honour those commitments.

Ethics The Group believes in walking in the shoes of the people we serve and the people they work with across the health care community.

Innovation We pursue a course of continuous, positive and practical innovation; using our deep experience in automobiles to be thoughtful advocates of change and to use the insights we gain to invent a better future.

Performance We are committed to deliver and demonstrate excellence in everything we do.

Rank 56. Enel

Founder – Italian Government

Year of

Establishment - 1962 Industry –Energy Headquarter -

Rome, Italy

Qualification of

founder – N.A Fortune ranking -56 Products – Natural

gas and Electricity generation and distribution

Current CEO – Fulvio Conti

Assets Value – €168.05 billion

� Description Enel is third largest energy provider from Italy, in terms of Market Capitalization. Formerly a state owned monopoly; it is now partially privatised with Italian government control: the largest shareholders are the Italian Ministry of Economy & Finance (13.9%) and the state-run bank Cassa Deposit e Prestiti.

� Official Website : www.Enel.com


Focus on Vision & Values Values and support its people as a competitive advantage. At the same time when trying to gain a competitive edge, the group tries to ensure that its vision for society & values at running the organisation are not kept aside.

Promoting talented & Worthy People &

Assigning Responsibilities

Believes that it must attract, develop, retain and motivate the most talented people who care and who work together as partners across business units and functions.

Making People Responsible for their

actions

Believes in want to giving its people the training they need to succeed in their work. They want them to be responsible and accountable for their businesses and functions.

Rewarding Outstanding Performance

& Appraisal

Believes in recognizing and thanking its people for its outstanding performance. They believe everyone on their team is important and deserves respect for who they are and how they can contribute to our success.

Building A Culture of Team Spirit Believes in referring to its employees as “team members” not “employees” because their people are a precious resource to be invested in, not expenses to be managed—and because teamwork is essential to help their customers & their business succeed financially.

Rank 57. CVS Caremark

Founder – CVS and Caremark Merger


Industry – Pharmacy Headquarter – Woonsocket,Rhode Island, U.S

Qualification of

founder – N.A Fortune ranking - 57 Products -Retail-

Pharmacy, Pharmacy Benefit

Current CEO – Larry J. Merlo

Assets Value- US

$ 98.729 billion

� Description:- It was created by a merger of two firms, CVS and Caremark. It is an integrated pharmacy service provider combining a US pharmacy service providing company with US Pharmacy chain.CVS Caremark provides pharmacy services through its over 7,000 CVS/pharmacy and Longs Drugs store. Website: - www.cvscaremark.com

� HR Practices followed in Organisation :


Building A Culture of Pride We involve our people in creating a great place to work and a company they can be proud to work for.

Talent acquisition & employee

retention

We have approached this by implementing strategies designed to:

� Encourage talented people to join CVSC and stay

� Match the right people to the right roles and take action where there are gaps

� Empower people to be the best they can be Build pride in CVSC

Introducing leadership programmes We want to create an employment brand that attracts and retains the best talent and differentiates CVSC as an employer of choice. We have introduced management and leadership programmes to nurture talent and create proactive dialogue with leaders and their teams.

Celebrating success & rewarding

employees

We also celebrate success through recognition schemes which give employees credit for exceptional performance. Senior management pay continues to be linked to the survey results through clear benchmarked targets on leadership and engagement.

Employees all round skill

development & Welfare

Performance review & Recruiting and retaining the best people in an increasingly competitive market are a strategic priority for Aviva and we have launched a new section to showcase career options across our worldwide markets.

Rank 58. JX Holdings Plc.

Founder -Fumuiaki Watari

Year of Establishment - Nippon Oil Corporation 1888 Nippon Mining Holdings, Inc. 1905

Industry - Oil & Energy . Oil & Natural Gas Exploration. Mining & Metals Production

Headquarter – Tokyo,Japan

Qualification of founder - Dropped out of high school


Products – Mining & Metallurgy Products

Oil & Gas Refining

Current CEO - Mitsunori Takahagi

Assets Value – 6299.1 Billion Yen

� Description :- JX Holdings Plc. has been established through the joint share transfer by Nippon Oil Corporation and Nippon Mining Holdings, Inc. On July 1, 2010, all the businesses of the both Group Companies were integrated, restructured and reorganized under JX Holdings, resulting the incorporation of three core business companies; Petroleum Refining and Marketing Business Company, Oil and Natural Gas Exploration and Production Business Company and Metals Business Company. We, with the JX Group Slogan “The Future of Energy, Resources and Materials,” will fully integrate our management functions across all the business operations by combining the management resources of the group companies and utilizing their combined strength to the fullest extent possible.

� Official Website : www.hd.jx-group.co.jp


Employee Care The JX Holdings Believes that it is imperative to provide employees with an environment in which people can work with peace of mind, in order to build business For this reason, the company has focused its efforts on raising the standard of living for its employees at different locations.

Respecting the Employees The group’s philosophy of “respect for employees “originates with this initiative. Striving to create an environment in which employees could live with their families, built a town that offered not only housing but also schools for children, hospitals, railroads, as well as recreational facilities. At the same time, a spirit of “respect for employees” was nurtured, which has subsequently been passed down to the current group. This spirit of “respect for employees “has also influenced its business activities, subsequently bringing free and vigorous discussions and flexible organization where employees can freely communicate with each other. . .

Building a productive & cooperative

work environment

In line with this thinking, the company has aimed to develop a working environment in which employees feel free to exchange opinions regardless of position, age, or gender.

E- Ethics Taking different CSR initiatives in economic & social sector.

A- Advanced Ideas: JX Holdings established a group wide structure in which we can share knowledge, experience, and information about quality to conduct horizontal development of quality improvement activities within the group.

R – Relationship with society To ensure that a healthy & mutually beneficial relationship is maintained with the society.

T- Trustworthy, Products/Services Launching products in the market with cutting edge technologies & products that build the trust of the audience.

H- Harmony With The Environment Based on the above-mentioned Basic Quality Policy, we will promote the sharing of information, knowledge, and experience related to quality control throughout the Group. At the same time, we will improve education and training programs for employees and enhance the Group wide quality control system.

Rank 59. Lloyds Banking Group

Founder -

Year of

Establishment :2009

Industry – Banking Services

Corporate HQ :

Gresham Street ,London,UK

Qualification of

founder - Dropped out of high school


Products :Banking

Retail Banking

Corporate Banking Financial Services

Current CEO - Sir Win Bischoff

Assets Value – 991.6 Billion Pounds

� Description:-Lloyds Banking Group plc. is a major British financial institution, formed through the acquisition of HBOS by Lloyds TSB in 2009. As at February 2010, HM Treasury held a 41% shareholding through UK Financial Investment Ltd (see 'Government stake' below). Lloyds Banking Group's activities are organised into four business divisions: Retail Banking (including Mortgages), Wholesale, Life Pensions & Insurance, and Wealth & International. Lloyds' extensive operations span the globe including the US, Europe, Middle East and Asia.

Lloyds TSB was formed in 1995 by the merger of Lloyds Bank and the Trustee Savings Bank. The company operated in England &Wales as Lloyds TSB Bank plc. and in Scotland as Lloyds TSB Scotland plc. Its other subsidiaries included the mortgage bank Cheltenham and Gloucester, life assurance company Scottish Widows, finance house Black Horse and private equity investor Lloyds Development Capital.

� Official Website : http://www.LloydsBankingGroup.com


Managing People Managing people is a great responsibility, and one that Lloyds Banking group believes in take very seriously. They believe that the success and sustainability of our business is linked to the prosperity of those communities

Respecting the Employees Lloyds Banking Group believes in respecting the individual and seeks to provide job satisfaction.

Protecting Employee Rights The group believes that harassment and victimisation on any grounds are not tolerated.

Developing New Skills The group believes in developing relevant skills, knowledge, and effectiveness to enhance their contribution to our performance and share responsibility for their own career path.

Building a conducive work environment The group believes in seek to provide a clean, healthy and safe work environment. The group believes in taking every reasonable precaution to avoid injury to ourselves, our colleagues and members of the public.

Competitive remuneration structure The group believes in maintaining a framework of competitive remuneration and benefits. Reward packages seek to recognise the contribution of individuals in the context of the pay market, and the performance of the business in which they work.

Clear procedure for settling disputes The group has a clear procedure for disputes and ensure that appropriate structures are in place to facilitate constructive dialogue, involving recognised trade unions where appropriate.

Ensuring Independent Operations of

Sub-Entities:-

The group has taken such steps as are necessary to ensure independent operation of the UK staff pension schemes, and our compliance with all relevant legislation. The group does not allow solicitation, acceptance or provision of any benefit or gift for services provided by or to the company.

Ensuring Information Security The group believes in ensuring that information received in the course of our business dealings will not be used for personal gain or any purpose except that for which it is given.

Protecting Individual & Financial

Interests

The group believes in ensuring that their personal or financial interests or company policy don’t collide conflicts of interest. The group believes in providing mechanisms to facilitate disclosure.

Rank 60. Hon Hai Precision Industry

Founder -Terry Gou

Year of

Establishment - 1974 Industry - Electronics Manufacturing Services

Headquarter - Tucheng District , Taipei City ,Taiwan

Qualification of


Fortune ranking - 60 Products - Electronics

Current CEO – Terry Gou


� Description The Foxconn Technology Group is a multinational business group anchored by the Hon Hai Precision Industry Co.Ltd. Is a Republic of China registered corporation headquartered in Tucheng, Taiwan? Foxconn is the world's largest maker of electronic components Hon Hai Precision Industry Co Ltd was founded in 1974 as a manufacturer of electrical components (notably electrical connectors for computer components.

� Official Website : http://www. foxconn.com

� HR Practices followed in the Organisation:- The Foxconn or Hon Hai Precision Industry has followed following HR practices:-


Proper Employee Training & Skill

Enhancement

It is Fox Conn’s belief that having proper employee training and skills enhancement improves employee motivation, contributes to creating a positive work environment, and teaches them how to be leaders. Employees are educated as to the purpose and importance of their assigned jobs through comprehensive training programs. Employees receive training in both a classroom setting with facilitation and e-learning, on-site and off-site during business hours.

Performance Review & Career

Development

All employees are under regular review of performance and career development by supervisors. Employee training is an integral part of Fox Conn’s Corporate Human Resources/IE (Industrial Engineering). Department's vision and long-term strategic objectives. It coordinates training and extracurricular activities for employees at all levels of the business groups.

Taking Care of Employee Family &

Holistic Care

Foxconn exemplifies a corporate understanding that caring for the employee and family members' mind, body, and soul generates a deeper loyalty and greater employee commitment to achieve the goals and mission of the group.

Maintain Employee Motivation &

Performance Review

The program helps keep employees focused on what matters most in their work, helps them develop the skills they need to meet the changing needs of a department or area, and celebrates the successes at the end of the review cycle. Foxconn shares its successes with employees by holding various employee appreciation activities, such as giving out chocolates, having birthday celebrations once a month etc.

Strategic Partnerships with Reputable

Universities

Foxconn has established strategic partnerships with the most reputable universities in China to offer formal academic education training and grant opportunities to employees. Foxconn offers a wide range of Diploma, Undergraduate, Postgraduate and PhD programs.

Employee Training at different Levels In 2009, the company provided approximately 15,360,000 hours of training for a total of about 17,580,000 person-times, of which 500,000 hours were devoted to SER training with 2,000,000 person-times.

Rank 61. Tesco Plc.

Founder -Mr Jack Cohen

Year of

Establishment - 1919 Industry – Banking Telecommunications

Headquarter – Delamare Rd Cheshunt Hertfordshire, United Kingdom

Qualification of founder – Canvas Maker ( Royal Flying Corps)

Fortune ranking - 61 Products - Groceries

Consumer Goods

Financial services

Telecom

Current CEO – Mr Philip Clarke

Assets Value – 2.67 billion pounds

� Description: Tesco plc. Is a global grocery and general merchandise retailer headquartered in Cheshunt, United Kingdom? It is the third-largest retailer in the world measured by revenues (after Wal-Mart and Carrefour) and the second-largest measured by profits (after Wal-Mart).It has stores in 14 countries across Asia, Europe and North America and is the grocery market leader in the UK (where it has a market share of around 30%), Malaysia, the Republic of Ireland and Thailand. The company was founded by Jack Cohen in 1919 and opened its first store in 1929 in Burnt Oak, Edgware, and Middlesex. Originally a UK-focused grocery retailer, Tesco has diversified both geographically and into areas such as the retailing of books, clothing, electronics, furniture, petrol and software; financial services; telecoms and internet services; DVD rental; and music downloads.

Official Website : http://www.tesco.com

� HR Practices followed in the Organisation:-

� HR Practices � Description

Believing in the success of people The HR Principles of Tesco were developed in 1997 from discussions with thousands of staff on what they thought Tesco stood for, and what they wanted the business to be. Ten years later, Tesco staff has refreshed the Values to reflect the business today and how they wanted to work in the future. The same values were re-launched across the Group in 2009.The group believes that its success depends on its people.

Maintaining Equality in Diversity The group aims to employ people who reflect the diverse nature of society and they believe in valuing the contribution they make, irrespective of age, sex, disability, sexual orientation, race, colour, religion, ethnic origin or political beliefs.

Maintaining fairness in recruitment They are in company stores, in distribution centres and in the offices, TE SCO group believes in recruitment on merit, using clearly defined and fair criteria.

Flexing working roles in the company They also try and make sure everyone can work in a way that suits their circumstances we support flexible working, offering part-time roles and encouraging job-sharing opportunities and shift swapping if this is possible.

Checking For Employee Abuse &

Mistreatment

The group believes that If a person believes that he has been the victim of discrimination or have any concerns relating to our equal opportunity policies, he can contact : a)Line Manager b)Personnel Manager c) Local 4) Confidential Protector Line

Values At Teamwork The group believes in the philosophy that treat people how we like to be treated: A) Work as a team’s) Trust and respect each other. c) Listen, support and say thank you. D) Share knowledge and experience.

Believing In Employee-Consumer

Potential

If the Tesco team find what we do rewarding, they are more likely to go that extra mile to help our customers.

General HR values for running the company:-

The group has launched a four-part vision for the future of the business. They want Tesco to be seen as the most highly valued business in the world. Valued not only by their customers, but also by the communities they serve our staff and our shareholders.

They wish to remain a growth company. They want to continue to pursue growth in all parts of the business – in the UK, internationally, in services and across general merchandise, clothing and electrical.

They want to be a modern and innovative company. They want to stay ahead of the curve,

anticipating changes and adapting for the sake of our customers and staff.

They want to win locally by applying our skills globally. Locally because all retailing is local. But increasingly we are utilising the skill and scale of the Group to benefit the performance and competitiveness of each of our businesses around the world.

Rank 62 United HealthCare Group

Founder – Founded with govt aid

Year of

Establishment - 1977 Industry –

Health Industry

Health Insurance

Headquarter - Minnetonka, Minnesota,USA

Qualification of

founder - Non-Available

Fortune ranking - 62 Products – Healthcare Services

Current CEO - Stephen Hemsley

Assets Value – US$ 59.0billion

� Description:-

UnitedHealth Group Incorporated is a diversified health and "well-being" company. Headquartered in Minnetonka, Minnesota, UnitedHealth Group offers a spectrum of products and services through two operating businesses: UnitedHealth care and Optus. Through its family of subsidiaries and divisions, UnitedHealth Group serves approximately 70 million individuals nationwide. In 2010, the company posted a net income of $4.6 billion. UnitedHealth Group is the parent of UnitedHealth care, a large health insurer in the United States. It was created in 1977, as UnitedHealth Care Corporation (it was renamed in 1998), but traces its origin to a firm it acquired in 1977, Charter Med Incorporated, which was founded in 1974. In 1979, it introduced the first network-based health plan for seniors. In 1984, it became a publicly traded company.

� Official Website : http://www.unitedhealthgroup.com


Believing in its People The group believes that people of its company are aligned around basic values that inspire their behaviour as individuals and as an institution.

Integrity The group believes in dedicating to the highest levels of personal and institutional integrity. The group believes in making honest commitments and work to consistently honour those commitments.

Ethics The group believes in not compromising ethics. The group in striving to deliver on their promises and they believe they have the courage to acknowledge mistakes and do whatever is needed to address them. The Group believes in walking in the shoes of the people we serve and the people they work with across the health care community.

Listening to the Employees They believe that their job is to listen with empathy and then respond appropriately and quickly with service and advocacy for each individual, each group or community and for society as a whole. They celebrate our role in serving people and society in an area as vitally human as their health.

Developing a culture for quality

healthcare

They believe in building trust through cultivating relationships and working in productive collaboration with government, employers, physicians, nurses and other health care professionals, hospitals and the individual consumers of health care.

Promoting & Encouraging New Ideas

The group believes that trust is earned and preserved through truthfulness, integrity, active engagement and collaboration with their colleagues and clients. We encourage the variety of thoughts and perspectives that reflect the diversity of their markets, customers and workforce.

Innovation

We pursue a course of continuous, positive and practical innovation, using our deep experience in health care to be thoughtful advocates of change and to use the insights we gain to invent a better future that will make the health care environment work and serve everyone more fairly, productively and consistently.

Performance We are committed to deliver and demonstrate excellence in everything we do. They believe that they will be accountable and responsible for consistently delivering high-quality and superior results that make a difference in the lives of the people we touch.

Rank 63. Wells Fargo

Founder – Mr Henry Wells Mr William J Fargo

Year of Establishment - New York City March 18, 1852

Industry – Banking

Financial Services

Headquarter - San Francisco, United States

Qualification of founder - High School

Fortune ranking -63 Products – Retail Banking

Investment Banking

Commercial Banking

Mortgages

Consumer Finance

Current CEO – John G Stumpf

Assets Value – US$ 1.258 Trillion

� Description Wells Fargo & Company is an American multinational diversified financial services company with operations around the world. Wells Fargo is the fourth largest bank in the US by assets and the second largest bank by market capitalization. Wells Fargo is the second largest bank in deposits, home mortgage servicing, and debit card. In 2011, Wells Fargo was the 23rd largest company. In 2007 it was the only bank in the United States to be rated AAA by S&P, though its rating has since been lowered to AA in light of the financial crisis of 2007-2010. The firm's primary U.S. operating subsidiary is national bank Wells Fargo Bank, N.A., which designates its main office as Sioux Falls, South Dakota or legal purposes.

� Official Website : http://www.WellsFargo.com


Focus on Vision & Values The group values and support its people as a competitive advantage. At the same time when trying to gain a competitive edge, the group tries to ensure that its vision for society & values at running the organisation are not kept aside.

Promoting talented & Worthy People &

Assigning Responsibilities

The group believes that it must attract, develop, retain and motivate the most talented people who care and who work together as partners across business units and functions.

Making People Responsible for their

actions

The group believes in want to giving its people the training they need to succeed in their work. They want them to be responsible and accountable for their businesses and functions.

Rewarding Outstanding Performance

& Appraisal

The group believes in recognizing and thanking its people for its outstanding performance. They believe everyone on their team is important and deserves respect for who they are and how they can contribute to our success.

Building A Culture of Team Spirit The Group believes in referring to its employees as “team members” not “employees” because their people are a precious resource to be invested in, not expenses to be managed—and because teamwork is essential to help their customers & their business succeed financially. The group believes that products and technology don’t fulfil the promise behind a brand people do, people who are more talented, more motivated, more energized than their competitors.

Evaluating Employee Performance We value the contribution every team member can make toward our company’s success by: a) Holding ourselves personally accountable for results. b) Taking prudent risks. c) Leading by example. d) Leading by having the courage to speak what we believe is the truth. e) Making decisions locally, close to the customer. f) Caring about each other and showing it.

Developing future leaders Each year, the Wells Fargo group invest millions of dollars in team member training for education, mentoring and coaching, developing management and leadership skills, and helping team members find challenging new assignments.

Developing a culture of shared

responsibility

They believe the greatest skill is the skill to learn new skills. At Wells Fargo, career development is a shared responsibility between team members and their managers. They believe that they are expected to take charge of our own career development.

Rank 64. Aviva

Founder – Different Investing agencies

Year of

Establishment - 2000 Industry – Insurance Industry

Headquarter - St Helen’s Tower,

London,

United Kingdom

Qualification of founder – Not Available

Fortune ranking - 64 Products - Life Insurance

Pensions

General Insurance

Current CEO – Mr Andrew Moss

Assets Value –1892 Million Pounds

� Description:- It was created by a merger of two British insurance firms, Norwich Union and CGU plc. (itself created by the 1998 merger of Commercial Union and General Accident HYPERLINK as CGNU in 2000. The Aviva name was adopted in July 2002. Its primary listing is on London Stock Exchange & it is a constituent of FTSE 100 Index. It has a secondary listing on New York Stock Exchange. It was created by merger of two British insurance firms Norwich Union & CGU Plc. (itself created by the 1998 merger of Commercial Union & General Accident) as CGNU in 2000.The Aviva name was adopted in July, 2002.

� Website:- http://www.aviva.com/

� HR Practices followed in Organisation :


Building A Culture of Pride We involve our people in creating a great place to work and a company they can be proud to work for.

Policy for serving the customer Aviva's people strategy and our track record as a responsible employer help us to compete in a competitive market for the right people to take our business forward. We have a clear purpose - to drive a talent leadership and culture-led transformation to deliver exceptional business performance.

Talent acquisition & employee retention We have approached this by implementing strategies designed to:

� Encourage talented people to join Aviva and stay

� Match the right people to the right roles and take action where there are gaps

� Empower people to be the best they can be Build pride in Aviva.

Introducing leadership programmes We want to create an employment brand that attracts and retains the best talent and differentiates Aviva as an employer of choice. We have introduced management and leadership programmes to nurture talent and create proactive dialogue with leaders and their teams.

Celebrating success & rewarding

employees

We also celebrate success through recognition schemes, including Spotlight and Aviva Achievers, which give employees credit for exceptional performance. Senior management pay continues to be linked to the survey results through clear benchmarked targets on leadership and engagement.

Employees all round skill development

& Welfare

Performance review & Recruiting and retaining the best people in an increasingly competitive market are a strategic priority for Aviva and we have launched a new section to showcase career options across our worldwide markets.

Voluntary programs to foster a culture

of leadership

We delivered more than 57,250 hours of volunteering in 2010. More people were involved, but this is a drop-back in total volume. This was due to the removal of paid intermediaries previously used to broker opportunities, and the limited volunteering options when working with vulnerable children. We are addressing this by providing more volunteering choices for employees in 2011.

Rank 65. Metro Group

Founder – Mr Otto Beisheim

Year of

Establishment – 1964

Metro AG 1996

Industry – Retail Headquarter - Renaissance Center Detroit, Michigan, United States

Qualification of


Fortune ranking - 65 Products – Super Markets

Hyper Markets

Current CEO – Eckhard Cordes


� Description:- Metro AG is a diversified retail and /Cash & Carry group based in Dusseldorf, Germany. It has the largest market share in its home market, and is one of the most globalised retail and wholesale corporations. It is the fourth-largest retailer in the world measured by revenues (after Wal-Mart, Carrefour and Tesco). In English it often refers to itself as Metro Group. It was established in 1964 by Otto Beisheim. The company operates the following sales divisions:

1)Metro & Makro Cash & Carry (Makro stores in the United Kingdom and elsewhere in Europe were acquired from SHV Holdings in 1998): This division accounts for nearly half of group sales as of 2004, and is by far the most internationalised division, with stores in almost every country in which the group operates. 2)Real: A hypermarket operator. 265 stores in Germany and 34 elsewhere as of early 2005. 3) Media Market and Saturn: Media Market is a consumer electronics company with stores in Germany and several other European countries. Saturn is an electronic media chain, also with stores in Germany and some other European countries. 4) Galeria Kaufhof: A department store chain with locations in Germany and Belgium.

As of 2007 it has added the former Wal-Mart Germany stores to the Real chain.

� Official Website : http://www.metrogroup.de


General HR Practices With the aim of attracting and retaining sufficient numbers of skilled and committed employees in an international competitive environment, METRO GROUP operates an innovative and forward-looking Human Resources policy. The company manages to inspire people to the company and the retail sector through numerous career and development opportunities, considerable training and further training programs and the promotion of diversity and fair working conditions.

Working conditions METRO GROUP is a worldwide advocate for fair and humane working conditions, so that its employees remain highly productive and motivated over the long-term. Along with the compliance with internationally-recognised standards, this also translates as ensuring safety at work as well as safeguarding employee health.

Ensuring a risk free health

environment

In Germany, in 2010 there was an average of 15 accidents at the workplace with over three working days lost per 1,000 employees within METRO GROUP. With preventive measures as well as the intensive training of management and employees METRO GROUP wants to cut the number of working accidents continuously.

Training In order to cover their future demand for specialist staff, METRO GROUP is making considerable investment in the vocational training of young people. With a training quota of 8.4 percent in 2010, METRO GROUP ranks among the leading companies in Germany providing vocational training. Cooperation with schools helps provide young people with an early insight into the range of opportunities available in the retail sector. In countries where no officially-recognised vocational training is available, METRO GROUP ensures the company meets its needs in terms of future specialists with own training programs.

Further Training The company-wide employee training at Metro Cash & Carry is of a high international standard. In order to ensure the challenging contents of the training course are consistent across all locations, the sales divisions in Germany, France, Russia and China set up intercultural training centres. Under the label of "House of Training", Metro Cash & Carry delivers permanent training courses for employees on the activities in wholesale stores or purchasing. Experienced specialists from the company mediate on practical topics including food customers and preparation, merchandising and store layout.

Employee Retention The objective for METRO GROUP is to retain skilled management and specialist staff as long as possible in the company. This is a key challenge, particularly in the

growth areas of Eastern Europe and Asia due to the low levels of unemployment and growing competition.

Providing financial & performance

related incentives

In order to promote loyalty towards the company, Metro Cash & Carry in Russia, China and other growth markets offers interlocking incentives which are both financial and performance-related. Within a period of up to three years, employees are able to progressively improve their specialist skills and their earnings from the so-called Starter to High Potential level.

Establishing a credible social

environment

METRO GROUP's success is linked to a sound social environment. The goal is to strengthen the attractiveness and performance of the company's locations, as well as the stakeholders' trust. That's the reason behind METRO GROUP's commitment to numerous social projects and initiatives.

Founder – State owned Enterprise


Industry – Oil and Gas

Headquarter – Caracus, Venezuela


Products – Production of Oil and Gas.

Refining and exporting Of oil and gas.

Current CEO - Rafael Ramirez

Assets Value – US$137.2 billion

Description: Petróleos de Venezuela, S.A. (PDVSA, (Petroleum of Venezuela) is the Venezuelan state-owned petroleum company. It has activities in exploration, production, refining and exporting oil, as well as exploration and production of natural gas. Since its founding on 1 January 1976 with the nationalization of the Venezuelan oil industry, PDVSA has dominated the oil industry of Venezuela, the world's fifth largest oil exporter.


Motivation Shell’s HR people are responsible for essential people-orientated role in all the stages of jobs and tasks and providing organizational support and managing change.

FAIR EVALUATION SYSTEM FOR EMPLOYEES

We have an evaluation system that clearly links individual performance to corporate business goals and priorities. Each employee has well defined reporting relationships. Self-rating as a part of evaluation process empowers our employees.

SOCIAL RESPONSIBILITY PDSVA contributes to industrial development by building and operating Power infrastructure and fulfilling its corporate responsibilities with Eco-friendly management and integrity.

Training PDSVA conducts systematic company wise and division wise training emphasizing On Job Training to ensure that associates can be used with their full abilities.

,

STATOIL

Founder – Government of Norway


Industry – Petroleum and power generation

Headquarter – Stavanger, Norway


Products –

Oil and natural gas production and exploration. Petrochemicals.

Current CEO - Helge Lund.


Description: Statoil ASA, trading as Statoil and formerly known as Statoil Hydro, is a Norwegian energy company, formed by the 2007 merger of Statoil with the oil and gas division of Norsk Hydro.[2] The Government of Norway is the largest shareholder in Statoil with 67% of the shares. The ownership interest is managed by the Norwegian Ministry of Petroleum and Energy. [3]Statoil is a fully integrated petroleum company with production operations in thirteen countries and retail operations in eight.


Knowledge Sharing

HR people position the Group for the future, building a culture that blends the best of our past with new influences for the future.

Developing people

Stateoil believe in adding value to the organization by developing its people.

EMPLOYEE ENGAGEMENT "Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization which profoundly influences their willingness to learn and perform at work".

Establish a corporate climate of greater safety and quality operations.

Providing a safe and homely environment will help to retain human resource of company.

SAFE,HEALTHY AND HAPPY WORKPLACE

Creating a safe, healthy and happy workplace will ensure that our employees feel homely and stay with our organization for a very long time. Capture their pulse through employee surveys.

ELECTRICITE DE FRANCE

Founder – Marcel Paul

Year of

Establishment - 1946

Industry – Energy Headquarter – Paris, France

Qualification of

founder – Graduate of HEC Paris.


Products –

Electricity generation, transmission and distribution, Energy trading.

Current CEO - Henri proglio


Description:

Electricity de France S.A. (Electricity of France), or EDF, is the world’s largest utility company. Headquartered in Paris and with €65.2 billion in revenues in 2010, EDF operates a diverse portfolio of 120,000+ megawatts of generation capacity in Europe, Latin America, Asia, the Middle-East and Africa.EDF is one of the world's largest producers of electricity. In 2003, it produced 22% of the European Union's electricity, primarily from nuclear power.


Strengthen ties with employee community through discussions and events.

Various cultural events and discussions will be arranged so as to enhance inter employee understandings.

PERFORMANCE DRIVEN EDF works to deliver performance and create value in various fields including green growth to meet the expectations of the company’s stakeholders.

. Rights and interests of employees In conformity with relevant laws and regulations, EDF has established a human resources management system which treats all employees equally. Besides, they continue to reform the remuneration, welfare and insurance system to better adapt to social progress and our company's development.

INNOVATION AND TECHNOLOGY LEADERSHIP

They want to be the innovation leader for green technologies and safety. As for green technologies, we pursue three different drive system solutions: the optimization of internal-combustion engines, hybridization and locally emission free drive systems powered battery- electric or by fuel cell.

FAIR EVALUATION SYSTEM FOR EMPLOYEES

Develop an evaluation system that clearly links individual performance to corporate business goals and priorities. Each employee should have well defined reporting relationships. Self rating as a part of evaluation process empowers employees.

,

LUKOIL

Founder – State run company

Year of


Industry – Oil and gasoline, alternative fuel

Headquarter – Moscow, Russia


Products –

Petroleum and derived products service stations.

Current CEO - Vahid Alakbarov


Description: Lukoil was formed in 1991, when three state-run, western Siberian companies, Langepasneftegaz, Urayneftegaz, and Kogalymneftegaz, merged. The initials of the three companies are preserved in the name Lukoil. Lukoil is Russia's second largest oil company and its second largest producer of oil. In 2009, the company produced 97.615 million tons of oil; 1.972 million barrels per day. Headquartered in Moscow, Lukoil is the second largest public company (next to ExxonMobil) in terms of proven oil and gas reserves. The company has operations in more than 40 countries around the world.


KNOWLEDGE SHARING We adopt a systematic approach to ensure that knowledge management supports strategy. We store knowledge in databases to provide greater access to information posted either by the company or the employees on the knowledge portals of the company.

HIGHLIGHT PERFORMERS Create profiles of top performers and make these visible though company intranet, display boards etc. It will encourage others to put in their best, thereby creating a competitive environment within the company. If a systems approach is followed to shortlist high performers, you can surely avoid disgruntlements.

360 Degree Performance Management Feedback Mechanism

We’re involved in everything from recruitment and performance management through to learning and development.

Reducing labor cost Tesoro is looking for low labour cost so as to increase the revenue by means for maximum profitability.

Training & Development with open book management

Leadership and Development team supports the development of managers and talented individuals to ensure the promotion of self-fulfilment while also meeting the future business needs.

,

VALERO ENERGY

Founder – State run company


Industry – Oil and Gasoline

Headquarter – San Antonio, Texas, US.

Fortune ranking - 70 Products –

Petrochemical

Current CEO - William R.


Description: Valero was created on January 1, 1980, as a spinoff from the Coastal States Gas Corporation. At the time, it was the largest corporate spin off in U.S. history. Valero took over the natural gas operations of the LoVaca Gathering Company, a defunct subsidiary of Coastal States Gas. The name Valero comes from Mission San Antonio de Valero, better known worldwide as The Alamo. Valero Energy Corporation is a Fortune 500 international manufacturer and marketer of transportation fuels, other petrochemical products, and power based in San Antonio, Texas, United States. The company owns and operates 15 refineries throughout the United States, Canada, United Kingdom, and the Caribbean.

\


Building an ideal workplace culture. To improve the efficiency and effectiveness of working and decision making of employees by providing continuous reinforcement.

Pro-active working Before employee approach to company, the company itself will evaluate and probe about the employee and fair decision making will be done.

Strengthen ties with employee community through discussions and events.

Various cultural events and discussions will be arranged so as to enhance inter employee understandings.

Training Company ensures training programs are in place to build a leadership pipeline and monitor consistent application of training standards throughout the organization.

Attract and retain high level of talent through creativity

The talented employee is a key of growth for the company so as to retain this resource company will develop a creative plan to make the employee ease in the environment of corporate culture.

,

Founder – Friedrich Engelhorn


Industry – Chemicals, manufacturing, Energy

Headquarter

– Ludwigshafen, Germany.

Fortune ranking - 71 Products – Chemicals, plastics, performance chemicals, catalyst, coatings, crop technology, crude oil and natural gas exploration and production.

Current CEO - Kurt Bock

Assets Value –US$59.39 billion

Description:

BASF was founded on 6 April 1865 in Mannheim, in the state of Baden-Württemberg, Germany, by Friedrich Engelhorn. He had been responsible for setting up a gasworks and street lighting for the town council in 1861. The gasworks produced tar as a byproduct, and Engelhorn used this for the production of dyes. BASF SE is the largest chemical company in the world and is headquartered in Germany. At the end of 2010, the company employed more than 109,000 people, with over 50,800 in Germany alone. In 2010, BASF posted sales of €63.87 billion and income from operations before special items of about €8.1 billion. The company is currently expanding its international activities with a particular focus on Asia. Between 1990 and 2005, the company invested €5.6 billion in Asia, for example in sites near Nanjing and Shanghai, China and Mangalore in India.


Open Book Management Style Central HR is an enabler of high value-adding Human Resource management, and works closely with HR within Shell’s various businesses to create a seamless global function.

Building work environment that increases creativity.

Delighting employees occasionally so as to increase morale of teams.

HIGHLIGHT PERFORMER We create profiles of top performers and make these visible through company intra net, display boards etc. It will encourage others to put in their best, thereby creating a competitive environment within the company.

.EMPLOYEE EVALUATION: Every company has an employee evaluation system in place but a good system links individual performance to the goals and priorities of the organization. This works well when achievements are tracked over a year.

CUSTOMER RESPECT BASF listens to its customers and constantly seeks to increase quality and provide better service with which to create customer value.

SOCIETE GENERALE

Founder – Group of people.


Industry – Financial Services

Headquarter – Boulevard Haussmann, 9th arrondissement, Paris


Products –

Retail, Private, investment and Corporate banking insurance; investment management

Current CEO - Frederic Odeon

Assets Value – US$1.132trillion

Description: The bank was founded by a group of industrialists and financiers during the second empire, on May 4, 1864, to support the development of commerce and industry in France. The bank's first chairman was the prominent industrialist Eugene Schneider (1805–1875) followed by Edward Blount, a Scotsman. Society General S.A. is a large European Bank and a major Financial Services company which also has a substantial global presence. The three main divisions are Retail Banking & Specialized Financial Services (particularly in France and Eastern Europe), Corporate and Investment Banking (Derivatives, Structured Finance and Euro Capital Markets) and Global Investment Management & Services.


Rewards and Performance linked Bonuses The Reward team provides specialist advice on pay awards and bonus schemes as well as managing employee benefits offering.

Personal development and training In addition to the business purpose training personal development training is also organized every year.

Health and safety To safeguard the welfare of employees when they are at work is the objective of The SG.

Well Being of environment For employee assistance a 24 hrs. free helpline has been established, so as to keep environment friendly.

Whistle blowing policy ‘Speak up’, the policy has been provided to employees to raise complaints anonymously.

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Sony Corporation

Founder - Masaru Ibuka and Akio Morita

Year of Establishment - November 17, 1994

Industry - Entertainment and Multimedia

Headquarter - Tokyo, Japan

Qualification of founder - Waseda University

Fortune ranking - 73 Products - Consumer & professional electronic equipment Communication & information-related equipment Semiconductor Electronic devices & components Battery Chemicals PlayStation Blu-ray

Current CEO - Howard Stringer


Website - http://www.sony.net/SonyInfo/ Description - The Sony Group is primarily focused on the Electronics (such as AV/IT products & components), Game (such as PlayStation), Entertainment (such as motion pictures and music), and Financial Services (such as insurance and banking) sectors. Not only do we represent a wide range of businesses, but we remain globally unique. Our aim is to fully leverage this uniqueness in aggressively carrying out our convergence strategy so that we can continue to emotionally touch and excite our customers.


Dedicated to Diversity Encourage applications from qualified women, men, visible minorities, aboriginal peoples, and persons with disabilities. Work assignments, transfers, promotions and compensation are all determined on the basis of merit without regard to race, ancestry, place of origin, color, ethnic origin, citizenship, creed, and age, record of offence, marital or family status, sexual orientation, or disability.

Total Rewards Offer performance-driven pay, results driven bonus program, a comprehensive benefits program, professional development opportunities, and a work environment conducive to both professional and personal fulfillment individual performance is assessed annually in order to fairly distribute raises and bonuses.

Health & development Benefits program like Vision Care, Dental, Medical, Travel Insurance, Disability, Life Insurance, Alternative therapies and Accidental Death and Dismemberment coverage.

GOOD Work Environment There are a number of employee programs and policies in place designed to make employees feel valued and appreciated which in turn, amount to happy and motivated employees. They offer a stimulating, challenging and highly supportive work environment –with an outstanding reputation for exceptional quality and services.

Work/Life Balance Sony has a number of family-friendly policies and programs in place to help achieve this generous vacation policy plus floater days, compassionate sick leave policy, paid leaves of absences, flexible work arrangements, Employee Assistance Program (covering a wide spectrum of issues), as well as health and wellness programs are all reflective of commitment to achieving employee work-life balance.

ArcelorMittal

Founder - Lakshmi N. Mittal


Industry - Steel Headquarter - Luxembourg, UK

Qualification of founder - St. Xavier's College, Calcutta


Products - Steel, flat steel products, long steel products, wire products, plates

Current CEO - Lakshmi N. Mittal

Assets Value – US $130.9 billion

Website - http://www.arcelormittal.com/ Description - ArcelorMittal is the world's leading steel company, with operations in more than 60 countries. ArcelorMittal is the leader in all major global steel markets, including automotive, construction, household appliances and packaging, with leading R&D and technology, as well as sizeable captive supplies of raw materials and outstanding distribution networks.


Health and Safety

They work every day in potentially dangerous conditions, where accidents are always possible. That's why workplace safety is such an overwhelming priority - so important, in fact, that every Board and Group Management Board meeting starts with an update on Health and Safety performance.

Employee development

• The value of talent - A whole range of programs and initiatives

designed to develop the people they already have, and recruit

the leaders of tomorrow's ArcelorMittal. They put huge

importance on developing the talent we already have, and give

internal candidates priority whenever a new job vacancy

arises.

• Performance management and leadership development –

There approach to performance management puts as much

emphasis on how employees achieve their goals, as what they

achieve. They want to encourage ways of working that

support our values and create role models for our future

success. A competency framework, which sets out the skills we

need from tomorrow's leaders. These include change

management, decision making, a focus on results, strategic

thinking, teamwork, full awareness of our stakeholders,

effective communication, and a commitment to learning and

development. Having a single framework like this makes it

easier to have consistency standards across the Group, and an

objective method for assessing both abilities and potential.

Social dialogue

They believe that open dialogue with our employees is crucial to a productive and supportive working environment, mutual trust and respect are vital to a genuine partnership approach, which has proved effective.

Deutsche Telekom Founder - 1995 (Privatization) 1996 (Flotation)

Year of


Industry - Telecom Headquarter - Bonn, Germany

Qualification of

founder - NA Fortune ranking - 75

Products - Fixed-line and mobile telephony, broadband and fixed-line internet services, IT and network services

Current CEO - René Obermann


Website - http://www.telekom.com/dtag/cms/content/dt/en/10282 Description - Deutsche Telekom AG is one of the world's leading telecommunications and information technology service companies. We have almost 200 million customers and offer them all kinds of products and services for connected life and work.


Cultural diversity Respecting the various cultures and using their distinctive national practices for success. This is based on the Group's five Guiding Principles and the Code of Conduct, which sets out rules to be observed by all employees in their corporate and personal conduct.

Innovative HR structure Continues to sharpen profile as a talent enterprise and is proactive in efforts to increase attractiveness as an employer. Intensive contact with schools and universities, and also participates in the MINT initiative. Deutsche Telekom wants to have the right answers in response to the demographic and technological change taking place at our company and in society as a whole.

Talent Agenda Deutsche Telekom has been the largest vocational training provider in Germany. Development and Leadership team for development of managers and individuals to give adequate training to ensure the promotion of self-fulfilment while also meeting the future business needs.

Performance linked

Bonuses

Paying out bonuses or having any kind of variable compensation plan can be both an incentive and disillusionment, based on how it is administered and communicated. Bonus must be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Additional criteria could be the team’s success and the individual’s performance. Never pay out bonus without measuring performance, unless it is a statutory obligation.

Knowledge Sharing Adopt a systematic approach to ensure that knowledge management supports strategy. Store knowledge in databases to provide greater access to information posted either by the company or the employees on the knowledge portals of the company. When an employee returns after attending any competencies or skills development program, sharing essential knowledge with others could be made mandatory. Innovative ideas (implemented at the work place) are good to be posted on these knowledge sharing platforms. However, what to store & how to maintain a Knowledge base requires deep thinking to avoid clutter

Japan Tobacco International

Founder - Minato, Tokyo, Japan

Year of Establishment - April 1, 1985

Industry - Tobacco, Pharmaceuticals, Food


Qualification of founder - NA


Products - Cigarette brands

Current CEO - Hiroshi Kimura

Assets Value – ¥2,879.3 billion

Website - http://www.jti.com/ Description - JTI - Japan Tobacco International is the international tobacco business of Japan Tobacco Inc., a leading international tobacco product manufacturer, with a global market share of almost 10%. Our company was formed in 1999 when Japan Tobacco Inc. purchased, for USD 7.8 billion, the international tobacco operations of the US multinational R.J.Reynolds.


Compensation & Benefits Compensation and Benefits (C&B) is part of JTI’s overall HR strategy, which aims at creating tangible business results through adequate succession planning and career management. C&B solutions are integral to attracting and retaining the right people at JTI. We need high quality people who can successfully drive today’s business while building the future and cope with the everyday challenges of their industry.

Training & Development JTI recognizes more than ever that success and competitive advantage depend on the quality of our people. People set strategy, make critical decisions, create business opportunities, manage and drive change. Aligning Training & Development to our corporate goals ensures JTI employees will always be the highest calibre.

Multicultural Inspiration JTI is a true multinational company, without having one culture or one nationality taking precedence over another

Highlight performer Create profiles of top performers and make these visible though company intranet, display boards etc. It will encourage others to put in their best, thereby creating a competitive environment within the company. If a systems approach is followed to shortlist high performers, you can surely avoid disgruntlement

Safe, Healthy and Happy

Workplac

Creating a safe, healthy and happy workplace will ensure that your employees feel homely and stay with your organization for a very long time. Capture their pulse through employee surveys

MOTOROLA

Founder - NA

Year of Establishment - September 25, 1928

Industry - Telecommunications

Headquarter - Illinois, United States



Products - Tablet PCs, Mobile phones Smartphones, Two-way radios, Networking systems, Cable television systems, Wireless Broadband Networks RFID Systems, Mobile Telephone Infrastructure

Current CEO - Greg Brown

Assets Value – $25.603 billion

Website - http://www.motorolasolutions.com/IN-N/Home?WT.tsrc=Georedirects Description - Motorola, Inc. was an American multinational telecommunications company based in Schaumburg, Illinois, which was eventually divided into two independent public companies, Motorola Mobility and Motorola Solutions on January 4, 2011, after losing $4.3 billion from 2007 to 2009.Motorola Solutions is generally considered to be the direct successor to Motorola, Inc., as the reorganization was structured with Motorola Mobility being spun off.


Open Book

Management Style

Sharing information such as contract and financial information with employees so that they understand the decisions that are made and the ramifications of those decisions. People understand where the money comes from and goes to.

Bonuses Paying our bonuses or having any kind of variable compensation plan can be either an incentive or a distraction, depending on how it is administered and communicated. Bonuses must be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Then, additional criteria can be the team’s success and the individual’s success.

Hiring Temporary

Workers

Due to the nature of their business and the long production cycle which requires head count flexibility, the hiring of temporary workers is seen as the most creative, cost effective method to increase efficiencies around the ebb and flow of the production cycle.

Culture International organizations use consistent HR practices to help develop a common corporate culture

Selection Selection practices vary greatly across locations in international organizations.

Cement Roadstone Holdings

Founder - Irish Cement Limited (1936), Roadstone Limited (1949) & merger (1970)


Industry - Construction

Headquarter - Dublin, Ireland



Products - Various building materials

Current CEO - M. Lee

Assets Value – € 1.262 billion

Website - http://www.crh.com/about-crh.aspx Description - CRH plc. is an Irish building material group, formerly called Cement-Roadstone Holdings plc. It is quoted on the Official Lists of the Irish Stock Exchange and London Stock Exchange. CRH’s strategic vision is clear and consistent - be a responsible international leader in building materials delivering superior performance and growth.


Mandatory meetings with

producers and

department managers

Make regularly scheduled, mandatory meeting times with producers and other department managers to discuss individuals and their performance, training needs, succession planning possibilities, etc.

Corporate identity and

culture

CRH has a strong corporate identity and culture. The characteristics underlying this culture are a Federal Group organized for growth, a tried and tested development strategy, a focus on measured performance and growth, an experienced management team, a remuneration policy that rewards performance A responsible corporate citizen, a balanced Business

Recruiting It is a well-known pet peeve of HR managers that hiring managers try to begin the hiring process for a candidate with only a vague idea of what exactly they are looking for. Even when job descriptions are available for them to refer to, they must be reminded to use the job description as a reference tool. Otherwise they are wasting everybody’s time – HR, the candidates’ and their own. Hiring managers must review what it is that they’re looking for. Each year, requirements and criteria change. Post all jobs on company web site so that everyone knows about it and can apply or refer the vacancy to somebody else that might be qualified. Once you have a candidate, conduct behavioural and technical tests first, then do a telephone screening, then bring them in for a face-to-face interview.

Rewards To encourage maximum output and all stages company provides rewards to all its employees. This would help company to achieve its goals successfully on time with accuracy.

Ricoh Company, Ltd.

Founder - Tokyo, Japan (February 6, 1936)


Industry - Electronics, Imaging


Qualification of


Products - Imaging solutions, Network system solutions, Industrial products

Current CEO - Shiro Kondo (President and CEO)

Assets Value –

US$ 21.5 Billion

Website - http://www.ricoh.com/ Description - Ricoh produces electronic products, primarily cameras and office equipment such as printers, photocopiers, fax machines, and offers Software as a Service (SaaS) document management solutions such as Document Mall. In the late 1990s through early 2000s, the company grew to become the largest copier manufacturer in the world. During this time, Ricoh acquired Savin, Gestetner, Lanier, Rex-Rotary, Monroe, Nashuatec, and most recently IKON. Although the Monroe brand was discontinued, products continue to be marketed worldwide under the remaining brand names. In 2006, Ricoh acquired the European operations of Danka for $210 million. These operations continue as a standalone business unit, under the InfoTech brand.


Basic Policies and System The cornerstone of RICOH policy on recruitment and promotion is to not discriminate on the basis of race, gender or disability, or in any other way. All forms of discrimination are strictly prohibited.

Promoting Employment for

Physically and Mentally

Challenged in Japan

In April 2002, ROCOH established a special-purpose subsidiary, RICOH Hikari Corp., to provide employment opportunities to mentally challenged individuals who desire to enter the workforce.

Employee - Occupational

Health & Safety

Management

RICOH Global Policy on Occupational Health & Safety, adopted in 1998, designates occupational health & safety (OH&S) as an integral part of all RICOH business operations. This policy obliges RICOH global sites to implement OH&S activities over and above those required by law, and stipulates that OH&S activities be carried out in accordance with the Plan, Do, Check, Act (PDCA) cycle.

Work Organizations must be prepared to address and overcome local resistance to change.

Keeping it legal Put together a list of organizations you can turn to for legal advice in the ever changing world of HR. References should at least include membership in a national human resource organization (like Society for Resource Management and the Human Resource Planning Society), and links to your national, state or provincial government.

Bonuses Profit sharing, stock options, other non-financial-based incentives, a great Communication plan for when you do have a bonus plan. If not communicated well, the success of one team and therefore larger payout can be perceived as not fair. People can feel that they are not in control of the external factors that may impact the bonus in a given year (e.g. the economy).

China Railway Materials Corporation

Founder – China Railway Engineering Group

Year of Establishment - March, 1950

Industry – Infrastructure

Headquarter – Beijing, China


Fortune ranking - 430 Products – Rails, Locomotive and rolling stock spare parts, Machinery, Electronic Equipment, Steels, Coals and Logistics

Current CEO – Li Wenke


Website - www.crec.cn Description - China Railway Group Limited is the largest integrated railway construction contractor in China. Railway construction is the core business of CREC. Since the 1950s, we have been participated in the construction of all major railway lines in China, including Qinghai-Tibet Railway (the highest railway line in the world), Datong-Qinhuangdao Railway (the longest heavy-haul railway in China), Chengdu-Kunming Railway (one of the most geologically challenging railway construction projects) and Beijing–Kowloon Railway (the longest south-to-north trunk railway line in China, connecting Beijing to Hong Kong).


Positioning A large-sized group dedicated in trading and logistics, serving both the railways and the whole society.

Strategic Positioning With railway materials, energy, and metals as core business fields, CRM will build a platform of information and financial practices to serve both railway market and the whole society. By incorporating trading and logistics, CRM will expand its chain upstream and downstream to form an international business profile.

Long-term Plan In 10 to 15 years, CRM will establish an integral supply chain in fields of railway materials, energy, and metals to become a leading enterprise, which is indispensable for the development of the domestic economy. By 2009, CRM aims at nudging into the first 50 places of Chinese Top 500 enterprises, and by 2020 the first 40 places.

Major Businesses Supply railway materials, necessary services, and Manufacture relevant products; Trade goods and materials, such as steels, oil products, coals, and so on; Multiple-purpose logistics services.

Development To the background of the continuously rising economy and the great-leap-forward development of China’s railways, CRM will promote its restructuring process and explore both domestic and foreign markets grounding on cementing railway market.

China National Aviation Fuel Group Founder – NA

Year of

Establishment October 11, 2002

Industry - Oil and Gas

Headquarter - Beijing, China

Qualification of

founder - NA Fortune ranking – 431

Products – Aviation Fuel, land based oil, logistics and overseas business.

Current CEO – Sun Li

Assets Value – US$ 4,567.8 million

Website -www.cnaf.com Description - Founded in 2002, China National Aviation Fuel Group Corporation (CNAF) is a large state-owned air transportation logistics service provider. It was established through the restructuring of its predecessor, China Aviation Oil Supply Corporation, with a registered capital of 3.7 billion yuan.

CNAF is the largest integrated jet fuel supplier in China, providing jet fuel procurement, transportation, storage, inspection, sales and refueling services. It is headquartered in Beijing and is a pilot state-holding enterprise approved by SASAC to carry out state-authorized investments. CNAF holds investments in 19 companies inside and outside China, of which 10 are wholly-owned subsidiaries.


360 Degree Performance

Management Feedback

System

This system, which solicits feedback from seniors (including the boss), peers and subordinates, has been increasingly embraced as the best of all available methods for collecting performance feedback. Gone are the days of working hard to impress only one person, now the opinions of all matter, especially if you are in A leadership role (at any level). Every person in the team is responsible for giving relevant, positive and constructive feedback. Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feedback for self-development.

Performance linked

Bonuses

Paying out bonuses or having any kind of variable compensation plan can be both an incentive and disillusionment, based on how it is administered and communicated. Bonus must be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Additional criteria could be the team’s success and the individual’s performance. Never pay out bonus without measuring performance, unless it is a statutory obligation

Highlight performer Create profiles of top performers and make these visible though company intranet, display boards etc. It will encourage others to put in their best, thereby creating a competitive environment within the company. If a systems approach is followed to shortlist high performers, you can surely avoid disgruntlements

Compass Group Founder - Jack Bateman

Year of Establishment – 1941

Industry - Catering and Support Services

Headquarter - Chertsey, United Kingdom

Qualification of founder – NA

Fortune ranking – 432

Products -Foodservice, Support services, Business & Industry, Healthcare & Seniors, Education, Sports & Leisure, Defense, Offshore & Remote, International clients

Current CEO - Richard Cousins


Website - www.compass-group.com Description - Compass Group plc (LSE: CPG) is a global contract foodservice and support services company headquartered near London, United Kingdom. It is the largest contract foodservice company in the world and has operations in over 50 countries. It serves around 4 billion meals a year in locations including offices and factories, schools, universities, hospitals, major sports and cultural venues, mining camps and offshore oil platforms. It is listed on the London Stock Exchange and is a constituent of the FTSE 100 Index.


Management

and Performance

Management and Performance, is the Group-wide framework we use for managing our business. MAP focuses on the key drivers of our performance:

Client Sales & Marketing. Growing our markets and our new and existing client relationships.

Consumer Sales & Marketing. Earning ongoing consumer loyalty to grow volume, participation and spend.

Cost of Food. The optimal quality and range for our customers delivered at the lowest cost with the most efficient in-unit production.

Unit Costs. Delivering the right service in the most efficient and cost-effective way.

Above Unit Costs. Creating the simplest organizational model with the fewest layers and reduced bureaucracy.

Danone

Founder - Isaac Carasso

Year of

Establishment – 1919

Industry - Food processing

Headquarter - Paris, France

Qualification of

founder – NA Fortune ranking – 433

Products - Dairy products, Bottled water, Baby nutrition, Medical nutrition.

Current CEO -Frank Riboud


Website - www.danone.com Description: Groupe Danone is a French food-products multinational corporation based in the 9th arrondissement of Paris. It claims world leadership in fresh dairy products, marketed under the corporate name, and also in bottled water. In 2007 it swapped its world number 2 positions as producer of cereals and biscuits for the same position in baby foods, having sold the biscuits division to Kraft Foods and acquired Numico. In the United States, the Danone brand is marketed as Dannon, a subsidiary of Groupe Danone (under the name The Dannon Company). Danone owns many water brands worldwide. In Asia, it has acquired Yili, Aqua (Indonesia) and Robust (92%) and has a 51% holding in China's Wahaha Joint Venture Company, giving it a total market share of 20% and making it the leading vendor of packaged water in Asia.


Proximity

management

As Danone was convinced that new leadership attitudes were required for the group’s transformation, and in particular the sustainability of its business growth in an increasingly unpredictable world, it launched a multi-annual program in 2009 based on common values and attitudes that will empower and strengthen proximity management. This will enable each and every employee to grow in their role within the company and as a person. The Danone Leadership College initially aims to promote the leadership skills and the empowerment of 15,000 team leaders, enabling them in turn to lay the same foundations in their teams. These managerial attitudes known under the acronym CODE* are essential for anyone wishing to join the company; they are proof positive of our wish to recruit employees in order to build careers rather than merely fill positions.

Employeesatthe

heartof

performance

The strength of Danone’s HR policy lies in the coherence of these various initiatives over time, but their real significance is captured by the motivation of our managers and the loyalty of our employees, whose commitment rate-according to the in-house 2009 People Survey, conducted for the first time amongst the entire workforce-is over 85%, making it superior to the average for large companies in the same sector (78%). This commitment is proof positive of our employees’ buy-in and personal investment in the company.

Improved

effectiveness,

strongergrowth

Human Resources at Danone are not about only the personal development of our employees but also improving their performance. One way of leveraging performance is through sharing best practices, an initiative supported since 2009 by the deployment of ‘Dan 2.0’ making new technologies available to promote the culture of networking, thereby fostering speed, flexibility and crosscutting cooperation. Besides enhancing Danone’s attractiveness as an employer, these tools (blogs, chat video, wiki) aim to speed up and encourage decision-making and to promote innovation and a sharing of working methods that has been part of the Danone culture for a decade.

Nippon Yusen Kabushiki Kaisha (NYK LINE) Founder - Tosa Clan


Industry - Shipping Headquarter - Chiyoda, Tokyo



Products – Bulk Shipping, Cruise, Tanker, Liner, Air Cargo, Air Freight, Logistics and Real Estate.

Current CEO – Hiroshi Hattori


Website - www.nyk.com Description - Japan-based Nippon Yusen Kabushiki Kaisha (TYO: 9101) (Japan Mail Shipping Line) or NYK Line, is one of the largest shipping companies in the world. It is a core Mitsubishi company. It is the largest marine transporter in Japan. The company has its headquarters in Chiyoda, Tokyo. The company has 615 vessels in its arsenal and provides liner service, tramps, specialized carriers, and tankers. Through nearly 500 subsidiaries, NYK also offers services related to terminal and harbor transport, cruise lines and travel, logistics services, tugboat operations, and air transport. Shipping accounts for just over 60 percent of company revenues while logistics brings in 20 percent. NYK's terminal and harbor transport, shipping-related services, cruise, and real estate operations are responsible for the remaining portion of revenues.


Minimizing the impact

of market volatility

The NYK Group aims to balance the container business's growth and stability by decreasing the large procurements required for maintaining a fixed vessel fleet over a long term, and instead utilizing short-term chartered vessels and increasing cargo forwarding.

Strengthen sales

capabilities

Maximizing use of the NYK Group's long-held services - including warehousing, distribution, and customs clearance - will allow the company to differentiate itself from other shipping companies and better respond to customers' needs.

Utilize auto logistics

capabilities

Hub & Spoke: The NYK Group has developed automobile terminals and feeder networks ahead of other shipping companies. By utilizing NYK's assets, customers can enjoy shorter transit times, higher transportation frequencies, and lower inventory. And with fuel costs rising, efficient operations are achieved through hub-and-spoke operations that enhancement cost competitiveness. Full-service transportation capabilities: While positioning shipping at the core of the transportation of automobiles, the NYK Group has focused on providing comprehensive services that include land transportation of automobiles and PDI.

Employ technological

capabilities

The NYK Group intends to make use of these extremely capable seafarers as the group rolls out energy transportation services that are more technologically advanced.

Leverageglobal

network

To carve out a share of the surge in transportation from resource-rich countries to emerging markets, we are strengthening our organization to enable sales initiatives that are more deeply rooted in local regions. We will accelerate initiatives that give local bases autonomy to conduct everything from sales to fleet development and financing.

Sinomach Founder - NA

Year of Establishment – January,1997

Industry - manufacturing conglomerate

Headquarter - Beijing, China



Products - machinery, automobiles, tractors.

Current CEO - Ren Hongbin

Assets Value – US $ 19,933.4 million

Website - www.sinomach.com.cn Description - With approval of the State Council, China National Machinery Industry Corporation (SINOMACH) was established in January 1997.SINOMACH is a large scale, state-owned enterprise group under the supervision of the State Assets Supervision and Administration Commission. SINOMACH has the most diversified business coverage, a complete business chain, and the strongest R&D capabilities in China’s machinery industry. Under its portfolio, there are 50 wholly owned and holding subsidiaries, including 6 listed companies and more than 70 overseas offices and branches. There are close to 80,000 employees working for SINOMACH around the world. Main businesses of SINOMACH focus on R&D and manufacture of machinery and equipment, project contracting, trade and services. Its service covers a wide range of key national economic sectors including industry, agriculture, communication and transportation, energy, building, light industries, automobile, ship-building, mining, metallurgy and aerospace industries. SINOMACH has provided professional services for over 140 countries and regions around the world.


Culture of Harmony The Chinese culture of more 5000 years is long standing and well established. The word of “harmony” has been dominating the history of the Chinese nation generations after generations. Right starting from the core values of Confucianism, Taoism and Buddhism and up to the principle of “peaceful rise of China” in the 21 century, the extensive spirit of “harmony” has never failed to provide the guidance for great thinkers and scholars of the past and younger generations of today.

Work Together and Win

Together Work together: Internally, attentions should be paid to the overall situation, work together and bring the overall strength into full play and externally, the sound credibility has to be established, honestly abide by laws and cooperate in absolute sincerity, thus guiding converging forces, enhancing cohesive forces and uplifting the competitiveness. Win together: persevere in scientific and sustainable developments. By means of scientific management, innovative ideas and advanced technologies, first class products and services have to be created so as to achieve the common development for the enterprise, employees, customers and the society.

The Enterprise Visions Assuming the special missions and responsibilities of the enterprise in the development of the machinery industry in China and committing to innovations, great efforts will be made to uplift the technological level of the industry so as to satisfy major demands of the modern industrial sectors on the machinery and equipment manufacturing industry and build platforms for exchanges and cooperation between China and foreign countries. Through persevering efforts, the leading position in the machinery industry will be established and consolidated so as to make contributions for the progress and prosperity of the society.

Hartford Financial Services Founder – NA


Industry - Financial Services, Insurance & Investments

Headquarter - Hartford, Connecticut, U.S



Products – Life insurance, employee benefits, business insurance, automobile insurance, annuities, mutual funds, individual retirement accounts and college savings plans.

Current CEO - Liam E. McGee

Assets Value US $ 318,346 million

Website – thehartford.com

Description - The Hartford Financial Services Group, Inc. (NYSE: HIG) is one of the largest insurance and investment companies based in the United States, with offices in the United States, Japan, the United Kingdom, Canada, Brazil and Ireland. The Hartford Group is a leading provider of life insurance, group and employee benefits, automobile and homeowners insurance and business insurance - as well as investment products, annuities, mutual funds, and college savings plans. The Hartford Group serves millions of customers worldwide - including individuals, institutions, and businesses - through independent agents and brokers, financial institutions, and online.


Customer Focus We listen to our customers and deliver innovative solutions and extraordinary service. We prize our partnerships and relationships.

Diversity & Inclusion We attract, reward and retain the best talent, and we show respect for all individuals and their ideas and experiences.

Financial Discipline We create superior shareholder value through profitable growth and responsible risk management.

Integrity We strive to do the right thing by holding ourselves to the highest standards of ethical conduct.

Teamwork We work together as high performing teams to achieve functional excellence and superior business results.

Winning Spirit We are action-oriented and take ownership in the success of our company.

Philanthropy and Volunteerism

We take pride in our world-wide communities and our employees. See how our dedication helps to change the lives of others.

NationalGrid

Founder - NA Year of Establishment 1990

Industry – Utilities Headquarter – London, United

Kingdom


Fortune ranking - 437 Products - Electricity and Gas Transmission and Gas Distribution

Current CEO – Steve Holiday

Assets Value – £1,389 million

Website – www.nationalgrid.com Description - National Grid plc is a multinational electricity and gas utility company headquartered in London, United Kingdom. Its principal activities are in the United Kingdom and northeastern United States and it is one of the largest investor-owned energy companies in the world. National Grid is listed on the LONDON STOCK EXCHANGE and is a constituent of the FTSE 100 index. It has a secondary listing on the New York Stock Exchange.


Objective National Grid plc’s policies stem from and complement its Framework for Responsible Business and its Operational Philosophy as a group of businesses. Our primary purpose is to: • attract, motivate and retain the people best suited to the needs of National Grid and its businesses; and • develop highly competent individuals in relation to these needs, and embed a strong performance ethic throughout the Group. While individual Group businesses must remain competitive within their different business environments, and this will need to be reflected in the detailed application of the Group’s Human Resources policies, the overall framework of policies and standards must be coherent, Group-wide in scope, aligned with our business priorities and core values.

Policy Framework National Grid is committed to: • inclusion and diversity and avoiding any discrimination on the grounds of race, gender, nationality, age, disability, sexual orientation, gender identity, religion or background; • promoting a work environment free from any harassment, intimidation or bullying; • developing reward and recognition schemes that will allow National Grid businesses to recruit, retain and properly incentivize in a way that reflects the market in which they operate; • Relevant consultation with employees and their representatives in the Country of origin.

Monitoring and Compliance The Group Director of Human Resources will review compliance with this policy statement on an annual basis. Any changes needed to ensure its effectiveness will be drawn to the Board’s attention. Each business within National Grid must ensure that it has the necessary arrangements in place to monitor and report compliance against this policy on an ongoing basis. Each Associate Company will be encouraged to put in place similar arrangements to enable compliance to be reported on an annual basis. The Group Executive will be provided with assurance on an annual basis on performance in the key areas covered in this policy statement.

Safe, Healthy and Happy

Workplace-

Creating a safe, healthy and happy workplace will ensure that your employees feel homely and stay with your organization for a very long time. Capture their pulse through employee surveys.

AMR

Founder - NA

Year of


Industry - Transportation

Headquarter –Fort Worth, Texas, United States



Products – Airline Services

Current CEO – Gerard J. Armey

Assets Value –US$ 25.088 billion

Website – www.aa.com Description-AMR Corporation is a commercial aviation business and airline holding company based as part of American airline's reorganization, its name derives from American Airline’s ticker symbol on the New York stock exchange. AMR Corporation is one of the very few larger passenger and legacy carrier airline businesses, which have not become insolvent or had to file for reorganization bankruptcy during its corporate history, indicative of its success as an airline based corporate and business entity.


Safe, Healthy and

Happy Workplace

Creating a safe, healthy and happy workplace will ensure that your employees feel homely and stay with your organization for a very long time. Capture their pulse through surveys. Merely recognizing talent does not work, you need to couple it with ceremonies where recognition is broadcast. Looking at the Dollar Check is often less significant than listening to the thunderous applause by colleagues in a public forum.

Open Book Management Style

Sharing information about contracts, sales, new clients, management objectives, company policies, employee personal data etc. ensures that the employees are as enthusiastic about the business as the management. Through this open book process you can gradually create a culture of participative management and ignite the creative endeavour of your work force... It involves making people an interested party to your strategic decisions, thus aligning them to your business objectives. Be as open as you can. It helps in building trust & motivates employees. Employee self service portal, Manager on-line etc. are the tools available today to the management to practice this style.

Knowledge Sharing AMR Stores knowledge in databases to provide greater access to information posted either by the company or the employees on the knowledge portals of the company. When an employee returns after attending any competencies or skills development program, sharing essential knowledge with others could be made mandatory. Innovative ideas are good to be posted on these knowledge sharing platforms. However, what to store & how to maintain a Knowledge base requires deep thinking to avoid clutter.

TUI

Founder - NA Year of

Establishment -2002 Industry – Travel, Tourism

Headquarter – Hanover, Germany

Qualification of


Products - Charter and scheduled passenger airlines, package holidays, cruise lines, hotels and resorts

Current CEO –Michael Frenzel

Assets Value – €113.6 million

Website – www.tui-group.com Description – TUI AG (Touristik Union International) is a German multinational travel and tourism company headquartered in Hanover. Until 2001 it was an industrial and transportation company named Preussag AG, which in the mid-1990s decided to reinvent itself as a tourism, shipping, and logistics company. It sold off many of its industrial concerns and purchased several major travel and transportation firms.


Recognizing Potential and

Seizing opportunities

Further training and personnel development are key building blocks on the road to success for a company operating in a strongly competitive environment. That makes it all the more important to identify and promote individual potential. Skills and motivation are key, but so is the personality and bearing of every employee and manager.

Health and Family In the World of TUI the focus is on people. This applies both to our customers and to our employees. That is why we constantly seek to improve their well-being at the workplace, offering health programmers and schemes to ensure the right work-life balance.

Health Management with in

TUI organization

TUI has continuously built up its health management system while permanently incorporating its staff. For a number of years TUI has had a Health and Diversity Management unit that reports directly to the executive board.

LG Display LG Display

Founder - NA

Year of Establishment -1999

Industry –LCD Panel maker

Headquarter –Seoul, South Korea



Products – LCD Modules

Current CEO – Mr. Young Soo Kwon


Website – www.lgdisplay.com Description - LG Display is the world's largest LCD panel maker, ahead of Samsung electronics in a slender lead. Currently, the two South Korean companies together exceed 50% of the global LCD panel market.


Creativity and autonomy An individual's creativity is the basis for value creation. LG Electronics respects diversity and autonomy, allowing each of its employees to exercise their creativity to the full.

Emphasis on competence Competence is the basis for performance. LG Electronics sees competence as the most important factor in its personnel decisions.

Performance based regards Rewards based on performance are essential for human motivation. LG Electronics evaluates performance results fairly and rewards them accordingly.

TELSTRA

Founder -NA

Year of

Establishment -12 June 1975

Industry -Telecommunication

Headquarter –Melbourne, Australia

Qualification of


Products – Voice, Mobile, Internet, Pay TV

Current CEO –David Thodey

Assets Value – A$3,940 million

Website –www.telstra.com.au Description - Telstra Corporation Limited is an Australian telecommunication and media company, building telecommunications networks and marketing voice, mobile, internet access and pay television.


Bribes, Pay-Offs and Kick-Backs

You must be honest in all your dealings with others. You must not make or accept bribes, pay-offs or kick-backs. Bribes, pay-offs and kick-backs occur when a person offers, makes, authorises, requests or accepts payment of money or anything of value, either directly or indirectly, to: • influence the judgement or conduct of a customer, supplier or competitor • ensure a desired outcome from a customer, supplier or competitor • influence a decision of, or gain a benefit from, any government official, government agency, political party or candidate for political office • gain an improper advantage

Confidential Information Confidential information is a valuable business asset and includes opinions, knowledge and facts about Telstra, its employees, its business and its customers that have not been disclosed to the public. It also includes information derived from the performance of your work with Telstra. You should treat all Telstra information, including information contained in Telstra documents, files, records, emails or on the intranet, as confidential unless it has been expressly approved for public release. If you have access to confidential information, you are responsible for ensuring that it is used only for authorised purposes and is protected from theft, unauthorised disclosure or inappropriate use.

Conflicts of Interest and Outside Activities

We all have interests and activities outside our work with Telstra. However, when this results in divided loyalties – that is, when personal interests or activities influence, or could appear to influence, Someone’s ability to act in the best interests of Telstra – a conflict of interest exists. You must avoid actual and apparent conflicts of interest. Examples of situations where a conflict of interest could arise are: • employment outside of Telstra • serving as a director of another business • holding interests or investments in, or having a personal or professional relationship with, a competitor, customer or supplier with whom you deal • giving or receiving gifts, prizes and hospitality.

The TJX Companies, Inc.

Founder -

Bernard Cammarata

Year of


Industry - Retail Headquarter – Framingham,Massachusetts

Qualification of

founder -NA Fortune ranking - 442

Products – Clothing, footwear, bedding ,furniture, jewelry,Beauty products , and housewares.

Current CEO - Carol M. Meyrowitz

Assets Value – US$ 21.9 billion(2010)

Website – www.tjx.com Description -The TJX Companies, Incorporated, is the largest international apparel and home fashions off-price department store chain in the US. Based in Framingham, Massachusetts, the company originally evolved from the Zaire discount department store chain, founded in 1956, which opened its first branch of T.J. Maxx in 1976 and its first BJ's Wholesale Club in 1984. In 1988, Zaire sold their own nameplate to Ames, a rival discount department store chain ,and the company renamed itself to The TJX Companies, Incorporated.


Vendor social compliance At The TJX Companies, we value our vendor relationships greatly as they have been a key factor in our long-term success and are built on the mutual agreement of upholding the high ethical standards embodied in TJX’s Vendor Code of Conduct and Vendor Social Compliance Program. The approach is open and honest - the goal, continuous improvement. In order for our vendors to understand our standards and expectations, TJX has created its Vendor Code of Conduct which requires each of our vendors, at a minimum, to act in accordance with all applicable laws and regulations when manufacturing products to be sold to TJX. With respect to certain issues, our Code prescribes higher standards of performance.

Attention to governance The TJX Companies, Inc. has practiced excellence in corporate governance for more than three decades. TJX is committed to the highest standards of ethics, which are reflected in our Director Code of Business Conduct and Ethics, Code of Ethics for TJX Executives and Associate Code of Conduct. These policies are practiced daily and anchored by our core values of integrity, openness and treating others with dignity and fairness. We strongly believe that effective corporate governance must evolve and change with the needs of our stakeholders. Therefore, we listen carefully, re-evaluate our policies and practices periodically and aim to act in the best interests of our Associates, customers, shareholders, vendors and communities in which we operate.

Environmental Initiatives While the "E" in V.A.L.U.E. stands for "Environmental Initiatives," it could also stand for "everyone" as we strongly believe each and every one of us has a role to play in protecting the environment and conserving natural resources. The TJX Companies has long been committed to pursuing initiatives that are smart for our business and good for the environment. One way in which we demonstrate our commitment is by reducing our energy and water use and waste generation.

Leveraging differences At The TJX Companies, leveraging differences and diversity among people is integrated throughout our business. As a Company of Choice, we are committed to being a Retailer of Choice – leveraging the diversity among our customers and our vendor base, an Employer of Choice – leveraging differences to recruit and retain a talented and diverse workforce, and a Neighbor of Choice – leveraging diversity within the communities we serve. At TJX, we embrace global diversity and inclusion as seriously as any business imperative.

Emerson Electric Founder - NA


Industry - Conglomerates

Headquarter – Ferguson,MO,USA



Products -process control systems climate technologies power technologies industrial automation electric motors storage systems network power professional tools

Current CEO – David N. Farr

Assets Value –$ 22.843 billion(2010)

Website - www.Emerson.com Description - Emerson Electric Company is a major multinational corporation headquartered in Ferguson, Missouri, United States. This Fortune 500 Company manufactures products and provides engineering services for a wide range of industrial, commercial, and consumer markets .Emerson is one of the largest conglomerate companies in the USA. As of 2010, it has a workforce of approximately 127,700 employees worldwide, with a global presence spanning 150 countries.


Ethical behavior Emerson demands the highest business and personal standards of ethics. Recognizing that Emerson's reputation is priceless, we lack tolerance for any ethical compromise in our operations as well as in service to our customers, communities and other stakeholders. We formalize our requirements in the Emerson Business Ethics Program, a set of policies and practices honed over the past two decades that defines standards for every Emerson employee in his or her business practices. Emerson's leaders continuously communicate the roles and responsibilities of employees on the full scope of ethics-related issues, including compliance with the laws, rules and regulations, and accepted practices of each country in which we do business; handling of proprietary data and information; financial reporting; securities trading; and reporting of ethical violations.

Health and Safety Emerson’s emphasis on creating and sustaining healthy and safe work environments reflects our respect for our employees and others. High standards in these areas underpin a critical aspect of operating productively and, in turn, help us compete effectively. Beyond this, Emerson’s products and services enable our customers and their customers to provide healthy and safe environments.

Environmental

Stewardship

Environmental responsibility stands at the forefront of today’s global corporate agenda. Emerson addresses this responsibility in two primary ways: 1) through our commitment to provide products and services that improve energy efficiencies and reduce potential harm to the environment, and 2) through our efforts to operate our facilities in a manner that protects the environment, meets or exceeds government requirements, and continually reduces energy consumption and waste. Our global reach affords us a broad environmental perspective that balances advances in living standards and prosperity with potential impact on the planet and the well-being of future generations.

Founder - C Bertelsmann

Verleg

Year of Establishment - 1st July 1835

Industry - Media Headquarter - Gutersloh, Germany

Qualification of

founder

Fortune ranking - 444 Products - Broadcasting Publishing Music Media Services

Current CEO - Hartmut Ostrowski

Assets Value - €15.353 billion

Website - http://www.bertelsmann.com/Employees.html

Description - Bertelsmann AG is a multinational media corporation founded in 1835, base Gutersloh, Germany. The company operates in 63 countries and employs 102,983 workers (as of December 31, 2009), which makes it the most international media corporation in the world. In 2009 the company reported€15.354 billion revenue.

HR Practice - Motivated individuals who identify with the company and its core values are the driving force behind the company’s quality, ability to innovate, and sustained growth

Employee Participation Freedom and responsibility strengthen employee motivation and identification with the company, ensuring that all employee can work together to guarantee the long-term success of the company.

Work-life Balance Juggling family life and work is never easy, which is why Bertelsmann, together with the independent provider PME Familienservice, assists its employees with a wide range of offers

Success through diversity Equal opportunity for all – no matter who you are. This right applies to all Bertelsmann locations worldwide and is firmly anchored in our core values. Respect for each individual employee demands that ethnic background, gender, age, religion, sexual orientation and disabilities are of no consequence in our company.

Promoting Health More exercise, better nutrition and comprehensive, preventive health care: getting and staying fit is enormously important for each and every one of us. As a business, we also have a strong interest in having healthy and motivated employees. Demographic change is causing a decline in the number of young professionals on the labour market.

Freelancers, Trainees and Interns Project-related freelance work – especially in the media sector – is becoming an interesting career prospect for more and more people. Bertelsmann operate s in businesses that are often subject to change at short notice. This requires a high degree of flexibility both from the company and its employees. In order to be able to produce quality content on a long-term basis in spite of this, our company employs freelancers in addition to the permanent staff

Founder - Year of Establishment - 1921

Industry - Oil and Gas Headquarter - Bogata,Colombia

Qualification of

founder -

Fortune ranking - 445 Products - Fuels, Lubricants, Petrochemical, Biofuels

Current CEO - Javier Gutiérrez Pemberthy

Assets Value -$21.9 Billion

Website - www.ecopetrol.com

Description - Ecopetrol formerly known as Empresa Colombiana de Petróleos S.A. (English: Colombian Petroleum Company) is the largest and primary petroleum company in Colombia. Because of its size, Ecopetrol is a Fortune Global 500 company ranked 445 it belongs to the group of the 25 largest petroleum companies in the world, and it is one of the four principal petroleum companies in Latin America.

HR Practice -

Safe, Healthy and Happy Workplace Creating a safe, healthy and happy workplace will ensure that your employees feel homely and stay with your organization for a very long time. Capture their pulse through employee surveys.

Open Book Management Style Sharing information about contracts, sales, new clients, management objectives, company policies, employee personal data etc. ensures that the employees are as enthusiastic about the business as the management. Through this open book process you can gradually create a culture of participative management and ignite the creative endeavour of your work force. It involves making people an interested party to your strategic decisions, thus aligning them to your business objectives. Be as open as you can. It helps in building trust & motivates employees. Employee self-service portal, Manager on-line etc. are the tools available today to the management to practice this style.

Knowledge Sharing Adopt a systematic approach to ensure that knowledge management supports strategy. Store knowledge in databases to provide greater access to information posted either by the company or the employees on the knowledge portals of the company.

Highlight performers Create profiles of top performers and make these visible though company intranet, display boards etc. It will encourage others to put in their best, thereby creating a competitive environment within the company.

Delight Employees with the Unexpected

The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward, a gift or a well-done certificate. Reward not only the top performers but also a few others who are in need of motivation to exhibit their potential.

Henan Coal & Chemical

Founder - NA Year of Establishment - 1921

Industry - Oil and Gas Headquarter - Hanan, China

Qualification of

founder - NA

Fortune ranking - 446 Products - coal, Lubricants, Petrochemical, Biofuels

Current CEO - Chen Xiang'en

Assets Value -$221.9 Billion

Website - http://www.hnccgc.com/ Description - Henan Coal & Chemical is a Chinese company with asset worth $221.9 Billion and its headquartering placed in Hanan, China. Henan is a province of the People's Republic of China, located in the central part of the country. Henan Coal Chemical Industry Group Co. Ltd., one of the largest state-owned enterprises in Henan province, has taken over Louche Hinge Industrial Group Co. Ltd., and may be planning a backdoor listing.

HR Practice

Delight Employees with the Unexpected

The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward, a gift or a well-done certificate. Reward not only the top performers but also a few others who are in need of motivation to exhibit their potential.

Fair Evaluation System for Employees Develop an evaluation system that clearly links individual performance to corporate business goals and priorities. Each employee should have well defined reporting relationships. Self-rating as a part of evaluation process empowers employees. Evaluation becomes fairer if it is based on the records of periodic counselling & achievements of the employee, tracked over the year. For higher objectivity, besides the immediate boss, each employee should be screened by the next higher level (often called a Reviewer). Cross - functional feedback, if obtained by the immediate boss from another manager (for whom this employee’s work is also important), will add to the fairness of the system. Relative ratings of all subordinates reporting to the same manager are another tool for fairness of evaluation. Normalization of evaluation is yet another dimension of improving fairness

Open house discussions and feedback mechanism

Ideas rule the world. Great organizations recognize, nurture and execute great ideas. Employees are the biggest source of ideas. The only thing that can stop great ideas flooding your organization is the lack of an appropriate mechanism to capture ideas. Open house discussions, employee-management meets, suggestion boxes and ideas capture tools such as Critical Incidents diaries are the building blocks that can help the Managers to identify & develop talent.

Founder - Year of Establishment - 1st September 1905

Industry - Steel Headquarter - Kobe, Japan

Qualification of

founder -

Fortune ranking - 447 Products- machinery and engineering, industrial and construction machinery

Current CEO - Yasuo Inubushi

Assets Value - 233.3 billion yen

Website – http://www.kobelco.co.jp/

Description -The Kobe Steel Group operates in a wide range of fields that provide the very foundation of society, including both the materials sector (iron and steel, welding, aluminium and copper) and the machinery sector (industrial machinery, construction machinery, engineering, and the environmental business). We also engage in diverse operations such as electric power supply, real estate and electronic materials.

HR Practice -

Supporting a Balance between Work and Personal Life

To maintain an appealing workplace, Kobe Steel actively creates a work environment that supports both the jobs and the personal lives of employees.

Eliminating Gender Bias As we have been recruiting considerably more female employees in recent years, we are committed to creating an environment in which women can fully exercise their abilities. As part of our efforts to achieve this, we have introduced a mentoring system for female employees in career-track positions.

Respect for Human Rights To maintain a working environment where human rights are respected and that is free of any sort of discrimination, the Kobe Steel Group runs educational programs on human rights, such as human rights awareness training for different management levels. We are also giving training to recruitment staff on unprejudiced recruiting.

Preventing Harassment Prevent Our Guidelines for Business Conduct, part of our Corporate Code of Ethics, clearly state that we will not tolerate sexual harassment, power harassment, or any other form of harassment or bullying. We have in place a framework designed to prevent harassment and quickly resolve any issues that may arise, including operating a harassment consultation service, and compiling and publicizing our Sexual Harassment Prevention Manual.

Health Management To create a working environment that promotes employee health, we are enhancing our management system in both the mental and physical realms, with an even greater emphasis on prevention.

Employing Older People At Kobe Steel, we operate a reemployment scheme for experienced older workers. By continuing to benefit from the skills and abilities possessed by veteran employees who have reached retirement age, this enables us to facilitate the transfer of skills to younger workers and to maintain and improve vitality in the workplace.

Founder - Gerald adriaan Heineken


Industry - Beverages Headquarter - Amsterdam Netherlands

Qualification of founder - Fortune ranking - 448 Products - Beers and Lagers

Current CEO - Jean-François van Boxmeer


Website – http://www.heinekeninternational.com

Description - Heineken International is a Dutch Brewing Company. As of 2007, Heineken owns over 125 breweries in more than 70 countries. Heineken organises the company into five territories which are then divided into regional operations. The regions are: Western Europe, Central and Eastern Europe, The Americas, Africa and the Middle East, and Asia Pacific. These territories contain 115 brewing plants in more than 65 countries.

HR Practice -

Child labour Our recruitment policy doesn't permit engagement of child labour directly or indirectly. Regular audits ensure compliance at our own sites and at third party locations/sites.

Forced or compulsory labour The Employee Relations Policy and business principles adopted by the company prohibit such practices and this is upheld in letter and spirit.

Diversity We are committed to maintaining diversity in our working environment. We aggressively pursue the target of increasing the proportion of women in management cadres. We have a number of gender-friendly policies such as Maternity Benefit, Career Break, Flexi-working, and Agile Working from remote location, Sabbaticals, Part-time work and Career Breaks.

Facilities for full-time employees Benefits are provided to full-time employees, such as basic access to above-minimum wages, subsidized canteen facility, safety training and equipment, safe infrastructure and washroom facilities, irrespective of contractual status. Certain benefits extended as a result of collective bargaining agreements are available only to those groups of workmen covered by the agreements.

Employee engagement We maintain good communication channels with employees through company based information and consultation procedures. We have several processes instituted to ensure a two-way communication channel. In 2009, we began an employee engagement programme to ensure that employees are involved Heineken's vision and plans for the future.

Founder - Year of Establishment - 1906

Industry - Document Services ,Digital Imaging

Headquarter- Norwalk, Connecticut, U.S.

Qualification of

founder -

Fortune ranking - 449 Products - Printers Copiers Scanners Faxes Projectors Displays

Current CEO - Ursula Burns

Assets Value – $50.66 Billion

Website – http://www.xerox.com

Description -Xerox is a global brand it maintains a joint venture, Fuji Xerox, with Japanese photographic firm Fuji Photo Film Co. to develop, produce and sell in the Asia Pacific region. Manufactures and sells a range of colour and black-and-white printer, multifunction systems, photo copiers, digital production printing presses, and related consulting services and supplies. Xerox announced the intended acquisition of Affiliated Computer Services for $6.4 billion. The deal closed on February 8, 2010

HR Practice -

Evaluations that lead to achievement of organizational goals and the growth of employees

Review for a shift to role-based compensation structure

Stronger management capabilities

Strengthening functions of checking the operation of human resources systems

Founder - Liu Chuanzhi

Year of Establishment

- 1st November 1984

Industry - Computer System

Headquarter -

Beijing, China

Qualification of founder - Institute of Telecommunication Engineering

Fortune ranking - 450 Products – Desktops Servers Notebooks Peripherals Printers Televisions Scanners Netbooks

Current CEO - Yang Yuanging

Assets Value - $10.705 billion

Website – http://www.lenovo.com/

Description -Lenovo Group Limited is a multinational computer technology corporation that develops, manufactures and markets desktop and notebook personal computers, workstation, server, storage drives, IT management software, and related services. Lenovo’s principal operations are currently located in Beijing, Morrisville, North Carolinas in the United States, and Singapore. On November 27, 2009, Lenovo Group announced its intention to purchase Lenovo Mobile Communication Technology. Lenovo Mobile now ranks No.3 in China’s mobile handset market.

HR Practice -

Recruitment and retention Lenovo believes that being the best possible employer helps to recruit and retain the best employees. Retaining talented employees is critically important, and the Group recognises that the best way of earning employee loyalty is by providing them with good and challenging jobs, with opportunities for development and progression, and with competitive compensation and benefits schemes.

Training and development As our business continues to evolve, we encourage and enable all our people to develop and grow with it. Lenovo Group continues to invest in and improve its managerial and technical capabilities through internal development and training of its employees across India and South East Asia.

Diverse workforce We believe as a matter of principle that diversity within the workforce greatly enhances our overall capabilities. We pride ourselves on being an equal opportunity employer and do not discriminate on the basis of race, caste, religion, colour, ancestry, gender, marital status, sexual orientation, age, nationality, ethnic origin or disability.

Open and continuing dialogue Clear, honest, two-way communication between management and employees at all levels is intrinsic to the culture of the Lenovo. Mutual trust based on openness and transparency is equally ingrained in the performance culture of our operations.