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GRADUATE ENGINEER TRAINEE (GET)

TRAINING SCHEME

Human Resource Department EVEREST INDUSTRIES LTD

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INDEX

S. No. Contents Page No.

1 Objective/Scope 3

2 Manpower Planning/Budgeting 3

3 Age 4

4 Recruitment Sources and Selection of Institutes 4

5 Selection Criteria/Selection Panel/Approving Authority

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6 Boarding and Lodging of Outstation candidates 5

7 Pre-employment Medical Check-up 5

8 Reference check and family background of candidates

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9 Training period 5

10 Stipend and Retention Bonus 6

11 Leave Rules 7

12 Absorption in permanent cadre after training period 7

13 Bachelor Accommodation after completion of Training period

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14 Retention Bond 8

15 Process Flow Diagram 9

16 Training Module/Methodology/Function Allotment 10

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EVEREST INDUSTRIES LIMITED

GET TRAINING SCHEME

Policy No: EIL/HR/GET SCHEME Issue date: 12/11/2013

Revision No.: 001 Total Page 9

1. Objective:

To lay down the approach and procedure of recruitment, selection and terms & conditions related to employment for Graduate Engineer Trainee with an objective to develop /meet future technical and managerial manpower needs of the organization.

2. Scope:

To cater the technical and managerial manpower need from functions like production, maintenance, projects, design, R&D, sales and marketing, QA, purchase and HR. Graduate Engineer’s from Mechanical, Electrical, Instrumentation and Civil Branches.

3. Manpower Planning/Budgeting:

Every year on 28th February, Corporate HR shall prepare requirement of GETs based on the needs of the Plants, Zones and HO. On receipt of the input from the location heads, HR shall initiate the hiring plan after obtaining necessary approvals.

While preparing the annual manpower budget, the Functional Head shall consider following factors;

i) Organization’s business plan

ii) Market Behavior

iii) Gap in existing manpower requirement

iv) New Technology implementation

Based on the manpower budget, Functional Heads shall prepare the revised organizational structure and get it approved from Managing Director, thereafter it would be handed over to HR for initiating recruitment process.

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In case of any additional manpower requirement arises during the year which was unplanned/non budgeted in the annual manpower planning/budgeting, the Functional Head shall seek the approval of the Managing Director of the company in the Manpower Requisition Form (Format No. EIL/HR/R&S/002) and submit the approval to HR department for initiating recruitment process.

4. Age:

Maximum eligibility age for the recruitment of any candidate shall not exceed 25 years.

5. Recruitment Sources and Selection of Institutes:

Corporate HR shall identify the list of selected institutes with their corporate campus relations campaign to meet the annual manpower needs of the organization. List of registered institutes attached as per Annexure. In identification of the registered institutes the following criteria shall be considered.

A. The institutes shall be approved by AICTE and to be maintained as per UGC norms. B. Shall have 5 years of existence and to be managed with good academic credentials. C. HR Team shall survey the institute about the infrastructure, labs, and extracurricular

activities. D. The institute shall be approved by the Selection Panel & Approving Authority

6. Selection Criteria:

Candidates shall be from selected colleges with minimum 60% marks, reasonable I.Q. and subject knowledge.

Selection stages shall be written test (Aptitude & Subject knowledge), group discussion, personal interview and final interview by the selection panel.

Engineers with experience of 6 months to 1 ½ years shall also be considered under this scheme. But training period will remain unchanged. The selection procedure will remain same i.e written test (Aptitude & subject knowledge), group discussion, personal interview and then final interview.

7. Selection Panel and Approving Authority:

Final selection of the GET shall be done by the selection panel. Selection Panel shall consist of 3 Members.

Head HR shall be the approving authority of the selection of GETs.

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8. Boarding and Lodging of Outstation candidates:

a) Candidates attending campus interview shall not be paid any boarding, lodging and travelling expenses. However, for attending final interview at Head Office shall be reimbursed to & fro three tier AC train fare/Chair Car/Bus expenses on submission of ticket. Boarding and lodging if any, shall be borne by the candidates.

b) Selected candidates shall be reimbursed three tier AC train fare/Chair Car/Bus on reporting at concerned location on submission of ticket.

9. Pre-employment Medical Check-up:

All selected candidates shall undergo prescribed pre employment medical examination (Format No. EIL/HR/R&S/007) with the Everest designated hospital or any hospital of repute close to the candidate’s location. Cost of pre employment medical examination will be reimbursed by the company at the time of joining, on submission of bills.

10. Reference check and family background of candidates:

Considering the market demand and high level of attrition and availability of job for the qualified engineers, all selected candidates shall undergo for Reference check and Background verification as stated in the attached annexure A.

11. Training period:

GETs shall undergo 2 Years training at various location based on the group training programme planned by Corporate HR. In this rotation programme, it shall be ensured that the trainee shall cover all the functions in the Plant and Zones during the training period.

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12. Pay Benefits:- The stipend and Pay benefits are paid on par with the market standards. Their stipend structure

includes Basic, P.F., HRA, Training Kit Allowance, Gratuity, and flexi allowances. The Trainees

are provided a subsidized food and a stay at the company premises. To retain the trainees a

retention bonus of Rs.1, 00,000/-is paid according to the company policy. This amount will be

credited along with the salary for the month of September every year after confirmation in

M2-grade. As this policy is applicable w.e.f.1st January 2014, the trainees who have been already

confirmed are paid in September on a pro-rated basis.

The pay details are discussed with the trainees during the pre-placement talks and during their

final HR round. As per company norms the stipend structure and other benefits are to be kept

confidential

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13. Leave Rule:

GET shall be entitled for Privilege Leave (PL) and Casual Leave (CL) as per below mentioned rules.

Training year

Leave type & Number of Leaves

CL PL

Availing Rules

1st Year

7 15

CL not utilized will not be carry forwarded in 2nd year. PL will be credited after completion of 2nd year Training Period

2nd Year

7 15

CL not utilized will get lapsed. PL will be credited after completion of 2nd year Training Period

On absorption

As per Grade

14. Absorption in permanent cadre after training period:

After successfully completion of the training period, GET shall be absorbed in Grade M-2 as Engineer subject to found suitable after due assessment of their performance during the training period.

15. Bachelor Accommodation after completion of Training period:

After absorption in permanent cadre, bachelor accommodation shall be provided to GETs. All expenses like rent, fooding etc shall be bear by the GETs.

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16. Retention Bond:

On appointment, an GET shall signed a Retention Bond for 4 years as per the following conditions:

Training Period/Absorption

Retention Bond Amount

Repay of Retention Bond amount in case of leaving during the Bond Period

Initial one month of training period

Nil

Nil

>1 month to 4 years

3.0 Lac

In case of leaving before 1.5 years of training period: 1.5 Lac

In case of leaving between 1.5 years to 4 years : 3.00 Lac

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Process Flow Diagram

Manpower Budgeting

Identification &

Selection of

Institutes/Colleges

Background

verification and Pre

Employment Medical

Check-ups

Start of Training

including Job Rotation

Joining of the selected

candidates/Joining

Formalities

Campus activity:

Written Test/ Group

discussion/ Interview

Absorption in

respective grades after

completion of Training

period

Shortlisting of

Candidates

Final Interview with

selection panel and

approval

END

Offer Letter Release

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Training Reference Module

Activity Period

Process Owner

Presentation

Remarks

Joining Formality Induction/ Orientation/ Address by Functional Heads and Senior Management

7 Days

HR

Group Project in Production Function Group Project in Maintenance Function Group Project in Quality Function

2 months 2 months 2 months

Mentor Mentor Mentor

Presentation by the Group Presentation by the group Presentation by the group

Marks will be given to each group. Maximum Marks 100. (80 Marks for Presentation, 20 Marks for Other Attributes like Discipline/Learning attitude/Presentation skill etc.

Project Methodology Once the Joining formalities have been completed the GET shall have a formal induction by HR Department. After the induction basing on the function they shall be assigned to groups where as they shall be guided by the Mentors who include Plant heads/Functional Heads. At the end of the project the group has to submit a detailed project Report and finally deliver a group presentation where the GETs shall be assessed by the Selection Committee. If the groups have failed to deliver the presentation they shall be retained as GET and their confirmation shall be on hold and shall not be absorbed in permanent grade. Specific Function Allotment/Assignment After completion of all three projects GET shall be allotted specific function based on the manpower requirement for their rigorous on job training where he/she will learn the activity of that function in depth. Commencement of the Policy: This policy shall be effective from 1st January 2014.

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Prepared By: Mr.Hari Shankar Tiwari

Designation:Sr.Manager-HR

Signature:

Approved By:Mr.Subhransu Mohanty

Designation GM & Head HR

Signature:

Annexure A

Reference check and family background of candidates

Financial status

Political influence

Criminal Record

Locality

Smoking/Alcoholic