Assignment 1 Strtaegic and Global HRM

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Assignment 1 Strtaegic and Global HRM

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Kushal Adani

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STRATEGIC AND GLOBAL HRM

ASSIGNMENT 1

SUBMITTED BY : Vartika Vashisht (190064)

SUBMITTED TO: PROF. SMITA CHAUDHARY
Company for the assignment: ITC (India Tobacco Company) Limited

ITC is a board-managed professional company, committed to creating enduring value for the
nation and the shareholder. It has a rich organisational culture rooted in its core values of
respect for people and belief in empowerment. Its philosophy of all-round value creation is
backed by strong corporate governance policies and systems.

ITC's CORPORATE STRATEGIES ARE:

 Create multiple drivers of growth by developing a portfolio of world class businesses

that best matches organisational capability with opportunities in domestic and export
markets.
 Continue to focus on the chosen portfolio of FMCG, Hotels, Paper, Paperboards &
Packaging, Agri Business and Information Technology.
 Benchmark the health of each business comprehensively across the criteria of Market
Standing, Profitability and Internal Vitality.
 Ensure that each of its businesses is world class and internationally competitive.
 Enhance the competitive power of the portfolio through synergies derived by blending
the diverse skills and capabilities residing in ITC's various businesses.
 Create distributed leadership within the organisation by nurturing talented and
focused top management teams for each of the businesses.
 Continuously strengthen and refine Corporate Governance processes and systems to
catalyse the entrepreneurial energies of management by striking the golden balance
between executive freedom and the need for effective control and accountability.
HR strategies of ITC:

Engaging Talent

 The HR strategy of ITC focuses on building a 'future-ready' talent bank in the

organisation to ensure a pipeline of high-quality managerial talent, specialists and
business leaders. This is premised on attracting, developing and retaining high-quality
talent.
 ITC’s talent brand "Building winning businesses. Building business leaders. Creating
value for India.", reflects its commitment to nurture world-class talent whilst
providing them the opportunity to develop as leaders and make a contribution to a
larger purpose.

Building Business Leaders

The strategy of organisation is based on the principle of distributed leadership in order to

unleash the entrepreneurial energies of their human resources. The strategy of organisation
and its on-going emphasis on developing and supporting distributed leadership have ensured
that each of the Company’s businesses are managed by a team of competent, passionate and
inspiring leaders.

Generating Employment, Enhancing Employability

The organisation encourages local employment in manufacturing units and hotels, depending
on the availability of requisite skills.

ITC’s robust strategy of organisation and empowering work culture constitute the framework
for enhanced corporate vitality. ITC has made significant investments in developing talent
across the organisational spectrum - from frontline managers to business leaders, all geared to
galvanise the Company to enhance its capability and agility, manage change proactively, stay
ahead of competition and win in the market.

These strategies are driven from the corporate strategy of the company of creating
distributed leadership within the organisation by nurturing talented and focusing on top
management teams for each of the businesses and of continuously strengthening and refining
Corporate Governance processes and systems to catalyse the entrepreneurial energies of
management by striking the golden balance between executive freedom and the need for
effective control and accountability.
How does HR strategy determines the HR practices of ITC

 The talent engagement approach is focused on attracting and nurturing quality talent
supported by significant investments in learning and development in the
organisation. It creates and nurtures workplace challenges that keep employees
engaged, motivated and innovative.
 The organisation’s culture focuses on empowerment, care and concern supported by
systems and processes that encourage engagement and involvement so as to ensure
that each of the businesses is world class, positioned for competitive superiority and
capable of achieving the ambitious growth plan of the Company.
 The Company has fostered a culture that rewards continuous learning, collaboration
and capability development across the organisation to be future-ready and meet the
challenges posed by ever-changing market realities. Importance is given to creation of
a responsive, stakeholder-centric and market-focused organisational structure that
enhances its overall capability and vitality.
 ITC recruitment process follows the process of hiring quality talent from premier
campuses across the country through an objective and robust selection process. New
entrants are assigned to various businesses of the company and are deployed across
the country for the plan of distributed leadership to work out.
 As a part of generating employment and enhancing employability strategy, the
company, provides training and development to their employees. In some of the
units, they partner with local Industrial Training Institutes to provide vital inputs to
the management of these institutions. A large number of youths are also provided
apprentice training opportunities in the manufacturing units.
Following are the KSA’s and expected behaviour which would affect the individual
performance under the impact of HR processes of ITC:

 The company has a strong belief in leadership and take-charge attitude, for which
the employees must be competent, passionate and inspiring in their employment.
 Corporate Entrepreneurship and innovation are the two initiatives which lays the
foundation of ITC’s growth and development. Employees are expected to
communicate their ideas and are encouraged to innovate in all areas
 ITC’s company culture creates and nurtures challenges which means that the
employees need to have the skills to analyse the issues, communicate effectively
and have problem solving approach.
 Since the organisation works in an uncertain environment, it rewards the employees
who are dynamic, fast-learners, responsive and collaborative to make them
capable of meeting the unanticipated challenges faced by the company
 The HR practices and processes followed by the company directly influence the
performance standards of the employees as it focuses on empowerment and
innovation through its culture.

Contribution of individual performance to corporate strategy

The employees of ITC are encouraged to be leaders and entrepreneurs which gives them
accountability and responsibility for their performance. Such practices help the organisation
in achieving its goal of being an organisation with rich culture rooted in its core values of
respect for people and belief in empowerment.
The diverse portfolio of the company enables it to source the best talent through its HR
processes of campus hiring, training programs and local recruits which makes it capable of
having employees with diverse skills and capabilities contributing to the cause of being a
world class and internationally competitive business.
ITC expects the employees to be creative thinkers and problem solvers which they do by
creating distributed leadership within the organisation and focusing on their top management
of each business. The motivated and encouraged employees of the organisation help it to
maintain its committed to create enduring value for the nation and the shareholder. They are
fostering a climate of innovation and continuous learning and are developing leaders from a
diverse pool of talented and passionate individuals.
BIBLIOGRAPHY

portal, i. (2021). Economic Performance | ITC's Sustainable Businesses. Retrieved 31 January 2021,
from https://www.itcportal.com/sustainability/sustainability-report-2013/economic-performance-
04.aspx

Labour Practices And Decent Work | ITC Supporting Livelihoods for over 5 Million People. (2021).
Retrieved 31 January 2021, from https://www.itcportal.com/sustainability/sustainability-report-
2013/labour-practices-and-decent-work.aspx

ITC - Talent Management Strategy | Building Business Leaders & Supporting Communities. (2021).
Retrieved 31 January 2021, from https://www.itcportal.com/sustainability/sustainability-report-
2013/talent-management.aspx#:~:text=Our%20Talent%20Management%20strategy%20is,talent
%20brand%20%22Building%20winning%20businesses.