Conversations with the working world.

General Motors India

Human Resources

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Todays agenda

Introductions & Welcome

Our History, Vision, Mission & Values
Some Policies which is useful
Organisation Structure
Policies & procedures
Role Profiles
Communication Channel
Levels & Designation
Performance Management System.
Career Growth Opportunities.
Training & Development.
Security General Affairs
Employee Relations
Policies - Snapshots
Your Queries

Welcome to General Motors India

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Introduction

An organization which believes in

Caring
Nurturing
Developing Talent
Where overall development of an individual is
ensured through
Project based assignments
Cross functional exposure
Training and Development
Cross Cultural Exposure

1928
1954

History &
Milestones

1988

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1994

GM enters India market. Assembles Chevrolet &

Vauxhall cars and Bedford trucks.
GM exits market, unfavorable business climate;
386,000 vehicles produced.
Isuzu & HM set up Halol plant, 3 to 5 ton trucks.
Closed after producing 700 vehicles.
GM India re-enters market with a 50/50 joint venture
Purchases shutdown Halol facility, starts assembly of Opel
Astra
Acquires 100% stake in 1999

2003
2004

Chevrolet Brand launched. GM Tech Center

becomes operational
Financial Shared Services Center set up at
Bangalore

1993
1995
1997
1997
1998

Other Allied Divisions :

GM Hughes launches software & communications

business
GM Delphi enters market. 4 component divisions are
currently operational
GMAC launches Automotive financing venture
GM SPO establishes all-makes service parts
operation AC/Delco brand
GM Electromotive Division establishes operations

VISION
To be the WORLD LEADER in
transportation PRODUCTS and related
SERVICES.
We will earn our customer's enthusiasm
through continuous improvements driven
by the integrity, teamwork and innovation
ofMISSION
GM people

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Our Vision &

Mission

1.

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Core Values

Cultural
Priorities

Customer Enthusiasm
We will dedicate ourselves to products and services that
create enthusiastic customers. No one will be second
guessed for doing the right thing for the customer.
2. Integrity
We will stand for honesty and trust in everything we do. We
will say what we believe and do what we say.
-3. Teamwork
We will win by thinking and acting together as one General
Motors team, focused on global leadership. Our strengths
are our highly skilled people and our diversity.
4. Innovation
We will challenge conventional thinking, explore new technology and
implement new ideas regardless of their source faster than our
competition.
5. Continuous Improvement
We will set ambitious goals, stretch to meet them, and then "raise
the bar" again and again. We believe that everything can be done
better, faster and more effectively in a learning environment.
6. Individual Respect and Responsibility
We will respect others and act responsibly, so that we can work
together to meet our common goals.

Enhance our Product and Customer Focus

Act as one Company
Embrace Stretch Targets
Move with a Sense of Urgency

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GMs India Footprint

Organization:
GM - World's largest vehicle manufacturer
GM India - Company Profile
Original investment: $ 80 mn. As a 50 / 50 J.V.
with Hindustan Motors

Increased GM stake to 100% effective April, 1999

Capacity (three shift) : 85000 units p.a.

- Total plant size = 44,000 M2
- Land Area = 695,000 M2

GM India Organization Chart

Karl Slym

President & MD

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Sheila Sarvar
VP - Engineering
Sunil Rekhi
VP Finance
P Balendran
VP Corp. Affairs
Yash Yadav
VP - HR
Manish Patel
VP - IS&S
Vempati Sastry
Director PPPM

Ankush Arora
VP VSSM
Rakesh Sabbarwal
Dir.-Mfg, Talegaon

Vijay Kalra
VP Mfg, Halol
M Venkatram
VP - GPSC
Anthony C Bates
General Counsel

Dr B G Prakash
Director R&D
Prashant Swadia
Director SFO

GM India, Halol - Human Resources

Organization Chart
Yash Yadav
Vice President - HR

Rakesh Mehta

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General Manager - HR

(Vacant)

Dy General Manager
ER&S

Nachiket Upadhyay
Dy Manager- HR

Niraj Chaturvedi
Manager-General Affairs

Krunal Patel

Yeshwinder Patial

Sailesh Kumar

Ranjan Kumar

Dy Manager HR
HRIT

Dy Manager-HR
Staffing

Asst. Manager HR
Payroll & Benefits

Dy Manager HR
Training & Dev.

GR Arun

Sanjeev Dumasia

(Vacant)

Chirag Vaishnav

Asst. Manager - HR

Sr Executive - Admin

Sr. Executive - HR

Asst. Manager - HR

Dr. Sunil Nagori

Medical Officer

Jagdish
Nurse

Vishnu
(Vacant)

Asst. Manager - HR

Gaurang Pandya

Neha Khanna

Sr Executive - Admn

Training Support

Randhir

Nurse

Emp. Benefits

Pavan

Deepak

Bhavesh

Sandip

ER Assistant

Emp. Attn. & Leave

Nurse

Rajiv Verma

Nurse

Admin Assistant

Brijesh
HRIT Support

Outsourced / Contract

Leave Policy

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What you need to

know

Leave details of an individual are available in the Employee Approval

System on Lotus Notes.
An employee must apply for leave electronically through the employee
approval system.
Application for PL to be made 3 days in advance & for CL, 2 days in
advance.
Approval of SL applied for is at the sole discretion of the company
medical officer.

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What you need to

know

New joinees to consult their supervisor for their shift details / working days
Decision to work on a 5 day OR a 6 day week will be guided solely by business
requirements.

Attendance Policy

Every employee is given Employee Identity com Access cards.

Access card is not transferable.
Incase of lost card a fine of Rs. 500 is levied. One should immediately
inform Security and Payroll.

Attendance Regularization

Electronics System , where by an employee can regularize his attendance

shortfall.
An employee is allowed to come late or leave early by three hours,
without applying for leave with consent of his immediate superior.
However that needs to be regularized through the electronic approval.

Attendance System is connected to Payroll. In case, attendance

regularization is not done in time, one would get the payment for
that many days which is shown as present in the system.
Payroll distributes individual report twice in a month.

Associate Welfare

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What you need to

know

Gratuity & PF As per Statute. We are a member of

RPFC. We have our account with LIC Gratuity. Both
the cases payment is as per Statute.
Term Insurance Family protection against natural
death of salaried employee.. The payout can vary
from 15 40 Lacs depending on level.
Mediclaim Family insurance cover for 2 Lacs .
Additionally 3 Lacs for some special diseases. There
is a waiting period of one month for claim from the
date of registration. For maternity , 9 months waiting
is mandatory.
GPA Coverage for medicine as well as absence
from workplace.

All these policies need nomination. Please give

your nominations at the time of joining . You
can change your nomination , if you need..

Security Policy
Photography within GMI premises not allowed
without MDs approval
Camera & Mobile phones with camera not
permitted inside GMI premises
Approval of IS&S Dept. along with an intimation
to security is necessary for carrying any
electronic item like Laptop, CDs or any data
storage devices etc. inside GMI premises

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What you need to

know

Winning with Integrity

Conflict of Interest Policy
Gift Policy
GM Aware line

Winning with Integrity (From the Leader)

GM Team Members:

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The pace of change at GM has never been faster, and it wont slow down any time soon. As we launch this annual
update of our guidelines for employee conduct, Winning With Integrity, now is a good time for all of us to reflect on
things that do not change at GM: our core values. They are constant. They are the foundation that we stand on in
conducting business. Winning With Integrity is a cornerstone of our commitment to those values, starting with the
core value of integrity.
Integrity is not optional at GM. We live it every day. It guides our decisions, our work, and our commitment to correct
mistakes when we spot them. It guides us whether the company is riding high or battling through tough stretches.
Integrity transcends borders and language; its all about promoting a culture that demands and supports proper
business conduct. Doing the right thing day-in and day-out is essential to our reputation and our success.
Operating with integrity means honest and accurate reporting of our performance, both
internally and externally. It means careful attention to our internal controls and policies. It
means understanding our legal responsibilities, and complying with them. In short, it means competing by the rules
and making sure that our actions match our words.
This publication, Winning With Integrity, sets out the policies and obligations that help guide our business conduct
worldwide. Please read it carefully and follow its guidance consistently.
It all comes down to personal responsibility mine, yours, and all of ours for the way we work and conduct
ourselves as GM employees. Winning with integrity requires a commitment by every member of the GM team.
I know I can count on all employees to do their part; you have my commitment to do the same.
Fritz Henderson
President and Chief Executive Officer

GM Aware line

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Allows individuals to remain anonymous and report:

1) Concerns of possible criminal wrongdoing by the company,
its management, supervisors, employees or agents;
2) Actions believed to be contrary to Corporate policy (e.g.,
actions believed to be inconsistent with General Motors
Guideline for Employee Conduct, actions involving
substance abuse, etc.); and
3) Possible emergency or life-threatening situations
Note: Awareline is not designed to be the primary process for handling
emergency situations. Each location has a developed and communicated
local procedure for handling emergencies. Awareline should be considered
the last resort for handling an emergency situation.

Toll Free Hotline Nos: 000-800-100-3180

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Awareline
Incident Types

Fraud
Theft
Drugs
Sexual
Harassment
Employee/Workpl
ace Violence
Discrimination
Safety
Product Quality
Conflict of Interest
Information
Security
Harassment

Toll Free Hotline Nos: 000-800-100-3180

Personal Threats
Gambling
Alcohol
Environmental
Issues
Counterfeit
Sabotage
Loan Sharking
Benefit Fraud
Mortgage Fraud GMAC
Export
Compliance
Violations
Computer Misuse

OTHER POLICIES (available on LN)

1. Reimbursements through Expense Report.
2. Pool Car Policy.

What you need to

know

3. Car Policy (7C & above)

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4. Communication Policy Telephone & Mobile

5. Gift & Gratuities Policy.
6. Hard Furnishing.
7. Cash Operation Policy
8. Employee Spontaneous Reward & Recognition policy.
9. Domestic & International Travel Policy.
10. Reimbursement of expenses of personal vehicles
used for business purposes.
11. Advance Studies Scheme.

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Role/assignment
progression

Assignments .
Functional assignment Mfg / Mktg / PE /
GPSC / PPPM
Role profile

Start of with Delivery role

Get into Supervisory / IC Specialist

Role

Get into Managerial Role

Get into General management profile

Get into Strategic profile

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Communication
Channels

GM believes in Open Door Policy and

strongly encourages its employees
To express their opinion
To challenge status quo.
We have several communication forums
where senior managements meet
employees
DSM (Diagonal Slice Meeting)
Biz Information Sharing Meeting
New Joiners meeting with MD
Departmental Team Meeting
Functional Meeting.
Additionally all the senior people are open
to discuss any
ideas/suggestions/observations/issues.

Levels & Designations

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Career
Movements

Team Member

Staff

Level 1C/1B/1A
Level 2C/2B/2A
Level 2PB/2PA
Level 3B/3A
Level 3PA/3PB

Team Member
Certified TM
Asst. Team Leader
Team Leader
Area Leader

Level 4C/4B
Sr. Exe /Sr. Eng
Level 4A/5C
Asst. Manager
Level 5B/5A
Dy. Manager
Level 6C/6B/6A Manager
Level 7C
Div. Mgr
Level 7B
Sr. Div. Mgr
Level 7A
Dy. Gen. Manager
Level 8C
General Manager
Level 8B
Director
Level 8A
Vice President

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Performance
Measurement
Plan
(PMP)

System : Management by Objectives.

Duration : Half yearly
Reviews : Jan & July Every year.

Steps
1.
2.

3.

Performance Measurement Planning - Discuss with your Boss &

identify your Key Performance Areas & Targets.
If required - Identify Developmental Areas / Training you require to
perform your job effectively.
(within 1 month of your joining musts submit the PMP form to HR
Dept.)
Review for Probation Period. (after 6 months)

JOINING

PROBATION
REVIEW

MID YEAR (July)

REVIEW

YEAR END
REVIEW
(Jan)

Jan March

July Sept

No

YES

Apr - June

Oct Dec

No

No

July - Sept

Jan Mar

No

Yes

Oct - Dec

Apr - June

No

No

Examples
1.
2.
3.
4.

Employee joined on 10th of January , getting confirmed 10th of July - No Mid term Review.
Employee joined on 10th of April , getting confirmed 10th of October - No Mid term Review.
Employee Joining on 10th of September , getting confirmed on 10th March , next year Skips year end review, eligible next year's full cycle.
Employee joining 10th of November , getting confirmed on 10th of May next year - Skips
year end review, next year's mid term review . But he will take part in year end review of next
year.

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Career Growth
Avenues

GM Provides opportunities across sectors,

across geographies to flourish your career
One can expect to grow
Functional Domain to become a specialist in his
chosen area.
Can be a Business Lead after cross functional
assignment in several or few functional other
than his entry level specialization.
Can grow across boundaries and become a
regional / global functional head or business unit
head.
In all the opportunities, we look for a performer
who has excelled in current role, who has the
potential to grow big , who believes in our value
system and above all there is an alignment
between the required Skill Set for a position and
his own skill sets.

Training
&
Development

Training Need Identification (TNI) through PMP forms

(Development Needs)
TNI Mutual discussion between Self & Superior.

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Planning & Conduction of Trainings Annual Training

Calendar & Monthly Training Calendar.
Departmental Training Coordination by Training
Coordinators.
For External Trainings, External Training Nomination
form duly approved by Staff Head. If over Rs.10000/approval of MD is required.
Raytheon Training Centre - for Product & Field related
trainings.
Targets : 34 Hours / person / year.

Security

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Security &
General Affairs

1.
2.
3.
4.

ID Card at Main Entry Gate.

Mobile with Camera is not allowed.
Fire Safety.
Visitor Security.

General Affairs:
1. Pool Car - Online through Lotus Notes.
2. Canteen - Coupons issued on Tuesday & Thursday
1030 1130 hrs & 1930 2030 hrs
3. Transportation Bus
Saturday & Sunday
4. Courier Services 11 p.m. 05:00 p.m. (Admin Room
behind reception)
5. Statutory Compliances & Liaison with Government
Agencies like police, Administration etc,
6. Corporate Social Responsibility.
7. Event Management - Business Plan rollout, Fun
Time, Product Launch etc.

PROACTIVE APPROACH:
ADDRESSING ISSUES OF EMPLOYEES BEFORE IT SURFACES AND BECOMES
A GRIEVANCE.
COMMUNICATION FORUMS LIKE:

Employee
Relations

HRTSC MEETING OF DESIGNATED MEMBER FROM EACH SECTION OF

SHOP WITH HR AND SHOP FLOOR MANAGERS.
DSM MEETING OF MANAGING DIRECTOR WITH EMPLOYEE BORN IN A
PARTICULAR MONTH.

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(Philosophy is Communicate , Communicate and Over Communicate)

PARTICIPATION IN SEVERAL BODIES:
CANTEEN COMMITTEE
TRANSPORT COMMITTEE
CULTURAL COMMITTEE
SUGGESTION SCHEME

PROMOTIONS:
PROMOTIONS ARE FAIR, AND PERFORMANCE DRIVEN,
REWARD AND RECOGNITION:

SPONTANEOUS AWARD

STAR PERFORMER AWARD

SUGGESTION AWARD ( MAX RS 10000/-)

Conversations with the working world.

GMI Policy Snapshots

Team HR

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Objective

To give a broad overview of the policies covered in this presentation. However this is
an overview. In case of any doubts, employees are strongly encouraged to go
through the policy document. If there is any contentious issue about any policy,
original policy document will be referred to for resolution.

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Gratuity Policy

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Gratuity Policy Broad Guideline

Coverage : All the employees are covered under this policy.

This is a statutory policy. Our policy is in line with Payment of Gratuity act.

As per policy , gratuity payout on final separation , an employee gets fifteen days of
last drawn basic salary/wage for every completed years of service.

Eligibility :

One has to complete five years of uninterrupted / continuous services.

Five years continuous services is not necessary , in case separation is due to death /
disablement

Gratuity Policy Broad Guideline

When the Payment is done

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Calculation for Gratuity Amount

On separation.
On resignation after 5 years of cont. service.
Termination of employment due to death / disablement due to accident / injury.

For every completed year of service or part thereof in excess of six months, the
gratuity shall be paid at the rate of fifteen days basic salary/wages last drawn by the
employee concerned.
Gratuity = Current Basic+DA+Personal Pay / 26 X 15 X No. of completed years of
service

Gratuity payout is non taxable subject to a maximum of Rs. 3.5 Lacs. Any amount
over and above that will be taxable.

Gratuity Policy Broad Guideline

When gratuity is not payable or partially payable

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When an employee leaves organization before completion of five years.

If the employee is terminated after five years of continuous services on ground of
any of the following misconduct

willful omission or negligence causing any damage or loss to, or destruction

of, property belonging to the company, shall be forfeited to the extent of the
damage or loss so caused

The gratuity payable to an employee (may be wholly or partially forfeited)

If the services of such employee have been terminated for his

riotous or disorderly conduct or any other act of violence on his
part, or
If the services of such employee have been terminated for any act,
which constitutes an offence involving moral turpitude, provided
that such offence is committed by him in the course of his
employment.

Gratuity Policy Broad Guideline

Nomination for gratuity

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At the time of joining company .

Nomination can be changed afterwards
Last Nomination , which reached payroll department , would be considered while
disbursement.
In case of no nomination and gratuity is due because of death of employee, it gets
paid to legal heir of employee.

How the payment is made ?

Form for gratuity payment is available with payroll.

On resignation , the eligible employees should start by filling up the form.
Typically it takes thirty days from the date of release to get the disbursement.

Note : Any dispute regarding the policy administration will be

resolved with reference to the policy document rather than this pres

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Term Insurance Policy

Term Insurance Policy Broad

Coverage : All the salaried employees are covered under this policy.
Guideline

Eligibility :

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When sum insured is not payable

Covered from day one of joining GMI

In case of suicide
When the employee ceases to be on the rolls of GMI

Level specific Sum Insured Information

Levels

Sum Insured

4C 6A

1500000

7C 7A

2000000

8C and above

4000000

Note : Any dispute regarding the policy administration will be

resolved with reference to the policy document rather than this
presentation

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Group Mediclaim Policy

Group Mediclaim Policy Broad

Coverage : All the employees are covered under this policy.
Guideline

Coverage Period:

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Employees get registered with mediclaim from day one of joining GMI. However , as
per insurance guideline there is a period of one month , when no claim is
entertained. Therefore , practically your coverage starts after one month of your
joining. In case of maternity, any employee can avail this benefit for self/spouse only
nine months after getting registered.

Level specific Sum Insured Information

Level

Per family sum insured (Rs.)

Additional sum insured per

family for major ailments
(Rs.)

1-3P

80000

100000

4-5

140000

200000

6 and above

200000

300000

Group Mediclaim Policy Broad

Sum insured amount is for normal coverage for hospitalisation. There is an additional
Guideline
coverage for major illnesses like stroke, cancer, renal failure, major organ transplant,
multiple sclerosis, coronary artery surgery.

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Family coverage

Four members of employees family gets coverage under the scheme.

Insurance cards are issued , typically within three months of joining.
Even , if the insurance card is not issued, GMI employee can provide employee code
to get admitted.

Hospital network

There are hospital list available across country , where you can get cashless
treatment by showing this card.
In case, you have taken hospital which is beyond network, then you would not get
cashless facility. However, you can claim your expense.
The list of hospitals are available with medical center (Ext 611) / Future Generali
Representative.

Group Mediclaim Policy Broad

Guideline
Family Floater Sum insured amount is available for that particular year for a family of four.

Minimum 24 hours hospitalisation is mandatory to get claims under this scheme.

Cashless Facility

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In case of planned hospitalisation , please get in touch with location specific Future
Generali representative. This will streamline the whole process of hospitalisation.
In case of sudden hospitalisation, get admitted. There is a process of getting authorization
from hospitalisation.
In case, any network hospitalisation is refusing cashless facility , please get in touch with
Future Generali representative for resolution.

Claim procedure

In case any employee has paid money for hospitalization treatment and want
reimbursement, need to produce all relevant bills/vouchers/reports to Future Generali
representative. Employees can get in touch with Payroll for detail information about
checklist. The employee would need furnish the claim within 30 days from date of discharge
from hospital.

Group Mediclaim Policy Broad

Guideline
Maternity Coverage

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Maternity claims starts nine months after registration.

Claims pertaining first two children are covered.
MTP within first 12 weeks of date of conception
Pre & Post Natal expenses unless it needs hospitalization.

Medical Expenses which typically are covered

Room & boarding expenses as incurred at the hospital/nursing home.

Nursing expenses.
Fee paid to medical practitioner, surgeon, anesthetics, consultants and specialist.
Anesthesia, blood, oxygen, operation theatre charges, surgical appliances, medicines & drugs,
diagnostic materials and X-Ray, dialysis, chemotherapy, radiotherapy, cost of pacemaker,
artificial limbs & cost of organs and similar expenses.
Pre hospitalization (30 days) and post hospitalization (60 days) expenses, where ever applicable.

Note : Any dispute regarding the policy administration will be

resolved with reference to the policy document rather than this
presentation

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Domestic Travel Policy

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Hard Furnishing Policy

Hard Furnishing Policy Broad Guideline

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Hard Furnishing Policy is applicable for level 6C onwards

The entitlements are as listed below
Level

Entitlement

6C

25000

6B

50000

6A

62500

7C

75000

7B

100000

7A

112500

8C

125000

8B

137500

8A & Band M

150000

Note : Any dispute regarding the policy administration will be

resolved with reference to the policy document rather than this
presentation

Hard Furnishing Policy Broad Guideline

Apply through LN to Facilities Controller ; goes to HR Head ; after approval
from him goes to MD. Hard Furnishing appropriation form is available on LN in
Employee Approval section.
Consumer Durables ; furniture and fixtures fall under this category
Employee need to buy it using his own fund. The invoice will be in GMIs name.
Reimbursement will be through ER.
Repurchase is possible after a month from the date of commissioning at the
following rate ,

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Price = Original Acquisition Cost X [ 1 (1.667% X Number of months from the

acquisition till month of termination) ]
At the end of five year , it is available at 1% of original value to GMI.

Note : Any dispute regarding the policy administration will be

resolved with reference to the policy document rather than this
presentation

Hard Furnishing Policy Broad Guideline

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All the purchases will need to be new articles. No second hand items will be
applicable.
It must be commissioned in Employees residence and will remain as GMI
property till the employee repurchase back.
Company will maintain an insurance on these assets. In case of any incident
affecting these assets, employee is supposed to inform Facility Controller.
Repair & maintenance expense will be employees responsibility.
Imputed income will be intimated by Facilities Controller to Payroll . Payroll will
deduct IT as per IT rule .

Note : Any dispute regarding the policy administration will be

resolved with reference to the policy document rather than this
presentation

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LTA Policy

LTA Policy Broad Guideline

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LTA is for calendar year , i.e. from Jan to Dec. In case of new joiners in
between the year, the amount will be proportionate. Also the entitlement is only
after confirmation.
LTA amount is equivalent to 15% of basic. (for GMI Auto Div.) & 8.33% for Tech
Center employees.
Employee can go on a trip along with his family (Parents; Brother; Sister ; wife
and kids as long as they are wholly or mainly dependent on them)
IT Exemption for LTA is applicable twice in a block of four years.
In case of Tax exemption required, LTA form along with original travel
documents needs to be submitted to payroll in the month of December.

Note : Any dispute regarding the policy administration will be

resolved with reference to the policy document rather than this
presentation

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Employee Special Discount on GMI Car Purchase

Employee Disount Policy levels Broad

Guideline
Employee of GMI as well as GM are entitled to this special discount on purchase of GMI

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cars. This discount keeps varying and policy document gets updated accordingly. For
latest discount table , please refer policy document. A valid identification proof and letter
from HR us required.
The aforesaid discount should not be clubbed with any other discounts such as fleet sale
discount, high ageing discount etc meaning other applicable discount schemes will not be
applicable.
The employee would be required to give an undertaking for all such purchases.
This policy is applicable when an employee buys vehicle for self or any of his relatives.

Immediate family Includes: Brother, Sister, Mother, Father, Spouse, Son, and Daughter
Brother in Law
Sister In law
Father In law
Mother in Law
Uncle Blood relation of Father / Mother
Aunt Blood Relation of Father / Mother
Grand Mother
Grand Father
Note : Any dispute regarding the policy administration
will be
resolved with reference to the policy document rather
than this presentation

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Thanks
&

Your Queries