ESSAR STEEL

History
The Essar Group was founded in 1969 by brothers Shri Shashi
Ruia and Shri Ravi Ruia.
The Essar Group began its operations with the construction of an
outer breakwater in Chennai port. It quickly moved to capitalise
on every emerging business opportunity, becoming India’s first
private company to buy a tanker in 1976.
In the 1990s, Essar began its steelmaking business by setting up
India’s first sponge iron plant in Hazira, a coastal town in the
western Indian state of Gujarat. The Group went on to build a
pellet plant in Visakhapatnam and eventually a fully integrated
steel plant in Hazira.
The Construction business helped the Group build most of its
business assets. Essar also entered the GSM telephony business,
establishing India’s first mobile phone service in Delhi (branded
Essar Cell phone) with Swiss PTT as the joint venture partner.

ESSAR STEEL Company

Essar Global Limited is a diversified business corporation with a
balanced portfolio of assets in the manufacturing and services
sectors of Steel, Energy, Power, Communications, Shipping Ports
& Logistics, and Construction. Essar Global employs over 40,000
people across offices in Asia, Africa, Europe and the Americas.
With a firm foothold in India, Essar Global has been focusing on
global expansion with projects/investments in Canada, USA,
Africa, the Middle East, the Caribbean and South East Asia.
Privately owned and professionally managed, Essar is judiciously
invested in the commodity, annuity and services businesses.
Forward and backward integration, state-of-the-art technologies,
in-house research and innovation have made Essar Global a
leading player in each of its businesses. Essar’s abiding
philosophy is to be a low cost, high quality, technology driven
group with innovative customer offerings.

Salient Features of the

company
➢ Essar Steel is India's largest exporter of flat steel products
➢ Essar Steel is the largest steel manufacturer on the West
Coast of India
➢ Essar Steel has the first Indian steel plant to receive ISO
14001 award for environment management and ISO 9002 for
the entire plant operations

Vision And Mission of the

company.
Vision
We will be a respected global entrepreneur, through the power of
Positive Action.

Mission
We are committed to innovative growth, through our personal
passion, reinforced by a professional mindset, creating value for
all those we touch.
Beyond business Essar’s Policy
The Essar Group is both a people-driven and people-centric
organization. It understands the value that people deliver in the
making of a great company. The Group’s spirited involvement in
community service is inspired by these beliefs. The Group’s ethos
on social responsibility focuses on not just taking care of its own
employees but enabling and enriching the communities around
the areas where its plants are located. In addition, the Group has
been at the forefront in rendering aid and assistance by way of
donations as well as relief supplies in times of national calamities,
such as the Tsunami, earthquakes and floods.

Human Resource Polices of the

Company
At the Essar Group, we believe that excellent individuals build
excellent companies. And by transforming each employee into a
highly motivated, satisfied and productive team member, we will
create an outstanding organization. We also understand that each
individual has unique talents and expectations from the
organization. Based on those principles, human resources
development at Essar is customised, flexible and well planned.
Every Essar employee is meticulously selected and given the
freedom to be innovative, within a work culture that is non-
bureaucratic and result-oriented. We work with employees to
develop personalized and flexible individual plans for career
growth, retention and compensation within a carefully structured
work framework. Through extensive career mapping, we offer a
choice of career paths that could include job rotations across
functions and Group Companies. Essar's wide range of businesses
and exciting pace of growth presents a range of opportunities and
exposure that only a few others can match. The Group has a very
serious commitment to continuous training and development. Our
Essar Learning Centre provides year-round training. Thus, a career
with Essar will offer you a unique opportunity to unlock your own
potential and realize excellence.

Employees Motivation
The underlying objectives of Essar’s activities is to motivate
employees to participate in and contribute to the activities
initiated by the Community Relations Centre, to create self-help
groups for village women, to further overall development of
children and women, and to spread awareness about AIDS and
de-addiction.

Essar’s key focus areas

Essar has outlined seven focus areas where employee
involvement can make a difference to the lives of the community:
➢ Education
➢ Self-employment
➢ Training
➢ Infrastructure development
➢ Medical
➢ Health & hygiene
➢ Recreation and welfare
Essar’s policy for the People
who related with the company
People, our most valuable assets

At Essar, we understand that excellent people deserve excellent

people practices. That's why we design our human resource
initiatives such that they unlock the full potential of every
employee.

Recruitments
We welcome talented college graduates. We are a preferred
employer at India's top engineering and business schools because
we offer competitive compensation, diverse opportunities in
terms of business and roles, fast growth and quick assumption of
large responsibilities. For the same reasons, we are able to attract
the best and the brightest talent at all levels.

Campus Programs
The Essar group has a strong emphasis on hiring at the entry
level, to create a pool of talented employees who are developed
and groomed to grow with the group. At the entry level, the group
hires mainly through two types of programmes:
➢Management trainee programmes
➢Graduate trainee programmes
 ➢Business leadership programmes

Management trainee
programmes
Through the management trainee programmes, Essar hires post
graduate management students from top ranking business
schools throughout India. Trainees are initially hired as a group
resource for a range of functions such as marketing, finance,
human resources and operations. Essar makes selections between
December and February, through a rigorous selection process.
Selected candidates then go through a comprehensive one-month
induction programme, which includes classroom sessions, an
introduction to all the group companies, plants and corporate
functions, and a six-day executive leadership camp at the Essar
Learning Centre. Soon after the induction, in an interview with
corporate human resources each trainee has the opportunity to
discuss mutual expectations, a career map and the group
company and assignment that he or she will be posted to.
Trainees are confirmed after completing the one-year
management trainee programmes. Depending on their
capabilities, management trainees can usually look forward to a
faster career track, an expanded role and eventually, a leadership
position within the organization.

Graduate trainee programmes

The Essar group prides itself on using global-scale, world-class
technology in all its companies. To maintain our technical edge,
the group hires engineer trainees annually between August and
January. Essar hires graduate engineer trainees (GETs) from the
IITs and the top-ranking regional engineering colleges across the
country and diploma engineer trainees (DETs) from the best
polytechnics in Gujarat, Andhra Pradesh and Tamil Nadu and other
regions of the countries to source the best talent available. These
trainees are hired for specific group companies. After they are
selected, they go through an induction programmes at the
company, which includes classroom sessions and plant visits.
Soon afterwards, each trainee has an interview with the Essar
Learning Centre head, to discuss his or her immediate placement
and future growth prospects. Trainees are confirmed after a one-
year training programmes for GETs and a two-year programmes
for DETs. Depending on their capabilities, both GETs and DETs can
look forward to increasing their technological expertise, a growing
technical specialization and key senior operational and technical
roles within the company.

Building careers
Essar has a high emphasis on performance, and we link both
career growth and rewards directly to merit and achievement. We
customize career paths and retention plans according to the
unique needs of an individual. Right from the entry level, we draw
career maps for each employee, outlining possible alternate
career paths, which could include planned job rotations between
functions or even group companies.

Solid performances, solid

rewards
Employees with a proven track record of high performance and
potential are identified annually through a fast-track programmed
evaluated by a top management panel. These achievers are
rewarded with top-of-the-market compensation, retention bonuses
and relevant training inputs.

Training and Development

Essar has a very serious commitment to continuous training and
development. Our world-class Essar Learning Centre provides
year-round training. We provide numerous resources for self-
assessment and development. Thus, a career with the Essar
group offers a unique opportunity to unlock your own potential
and realize excellence.
Continuous opportunities for development and growth - that’s the
firm commitment that Essar makes to every single employee. The
Essar group is one of India’s largest spenders on continuous
training, investing about Rs. 1.4 crore (US$ 3 m) annually. Essar
Learning Centre (ELC) at Hazira, Gujarat has emerged as one of
India’s foremost training facilities, training 2,000-odd people a
year through 7,000 man days of training.
Being a dedicated facility, the ELC allows us to design tailor-made
and flexible programmes, so that training at Essar is always
relevant and customized both to business needs and the needs of
the individual. Our programmes cover a wide range of technical,
functional and behavioral training, from materials management to
e-commerce procurement to transformational leadership and
communication and negotiation skills. Our faculty includes the
best of experts and practicing managers. Since we believe in
imparting managerial & behavioral training, we also include a
number of non-business modules like corporate etiquette or
parenting skills. The ELC also has extensive resources for self-
development such as a business library of books and audiovisual
material. Thus, we support and encourage all Essar employees to
develop themselves to the fullest.

Executives Leadership Camp

(ELC)
The Executive Leadership Camp (ELC) is a six-day residential
programmes held at the Essar Learning Centre at Hazira, Gujarat.
This comprehensive programmes transforms junior management
employees into effective business executives.

Features of the camp

Participants in this holistic programme begin their day with yoga.
Throughout the camp, they learn more about Essar's key values
and culture through modules like quality & customer orientation,
Essar leadership values, organizational & behavioral etiquette, a
value meet and a plant visit. They learn how to become part of
the organization team through modules like self-awareness and
interpersonal relationship, conflict management, group dynamics
and team building, leadership & leadership styles & followership.
The programme also builds their personal management skills by
teaching useful skills like assertive skills, time management and
presentation skills. A fun outbound module allows them to
reinforce and use skills like teamwork or strategic thinking
through specially designed outdoor games and activities such as
a treasure hunt or rappelling.

Management Development
Programme (MDP)
The Management Development Programme (MDP) is a six-day
residential programmes that aims to prepare middle management
executives for newer roles in a changing environment. The MDP
helps make middle managers active and effective participants in
organizational processes like planning, implementation and
decision-making.

Features of the Camp

After beginning their day with yoga, participants learn how to
contribute to organizational growth and excellence through
modules like Essar leadership values, quality (kaizen), customer
satisfaction, striving for excellence, cost reduction and continuous
improvement. They learn how to be effective managers with
modules like the role of a manger in the present scenario,
performance management, goal setting, team building, people
development, conflict management and counseling skills. The
programmes enhances their personal management skills by
teaching segments like self-awareness, leadership, assertive
skills, motivation, integrity/personal values, negotiation skills and
corporate etiquette. A fun two-day outbound module allows them
to reinforce and use skills like teamwork or strategic thinking
through specially designed outdoor games and activities such as
a treasure hunt or rappelling.

Management Team
(Promoter Directors)
 Shri. Shashi Ruia (Chairman) Shri. Ravi Ruia (Vice
Chairman)

Prashant Ruia (Director) Anshuman Ruia

(Director)

Smiti Kanodia (Director) Rewant Ruia

(Director)
Corporate Functions
Mr. S. V. Venkatesan(Resident Director – Chennai)
Mr. J. Mehra (Resident Director - New Delhi)
Mr. Jayesh Buch(Resident Director – Ahmedabad)
Mr. Madhu S. Vuppuluri (Resident Director - New York)
Mr. Suresh Sundaram(Director - Corporate Aviation)
Mr. Adil Malia(President - Human Resources)
Mr. Sunil Bajaj(President - Corporate Affairs)
Mr. Mukesh Bhavnani(President – Legal)
Mr. Vijay Mehra (Chief Information Officer)
Mr. Sharad Goel(Group Head - Media Relations)
Mr. N. S. Paramasivam(Group Head - Forex & Treasury)
Mr. Dinyar M. Jivaasha (Group Head - Corp. Risk & Ins. Mgmt.)
SUGGESTION SCHEME FOR PARTNERS
IN GROWTH

Since inception, SRUJAN VIKAS, Suggestion Reward Scheme in

Visakhapatnam Steel Plant (VSP) has been playing a prominent
role to unleash the hidden talents of employees, resulting in huge
tangible and intangible benefits to the company.
Customers and Suppliers of VSP also play a major role in building
the strong image of VSP. Hence, it has been decided by VSP
management to capture the voice of customers and suppliers
through appropriate forum to improve customer and supplier
interface and serve them better. In these lines, a suggestion
scheme has been evolved and launched in VSP with a view to
encourage customers and suppliers to offer constructive
suggestions for improvement in different areas. The salient
features of the scheme are as follows:

1) Customers of RINL can give suggestions in prescribed

Customer Suggestion forms available at Customer Relations
Management Cell, all branch sales offices of Marketing and
Marketing Head Quarters.

2) Suppliers of RINL can also give suggestions in prescribed

Vendor Suggestion forms available at Vendor Development Cell of
Materials Management Department.
3) Acknowledgement letter after receiving suggestions will be
given by the concerned section / department to the suggestor.

4) A committee comprising of HOD of Marketing, HOD of MS

Department and member from Finance (not below the rank of E-5)
will evaluate the suggestions received from the customers.

5) A committee comprising of HOD of Materials Management

Dept., HOD of MS Dept. and member from Finance (not below the
rank of E-5) will evaluate the suggestions received from the
suppliers.

6) All accepted suggestions will be implemented by

respective departments.

7) Mementoes will be given to selected suggestors at Annual

Customers Meet / Vendors Meet / Appropriate forum.