Career Growth Opportunities

RECRUITMENT

Induction - Bright and talented students and professionals are hired through world-wide competitive examinations and also through campus recruitments in order to fill various vacancies arising in the company. Hiring is followed by induction training conducted by training at respective centers. This training is aimed at holistic development of candidates through theoretical inputs, personality development methods and management modules.
On-job Training – Post induction, candidates undergo on-job training in different subsidiaries of Bhanja Minerals.
Test – Test conducted by Bhanja Minerals Head Quatres in India.

CAREER GROWTH OPPORTUNITIES

Appointment will be as per job description and post.
On successful Completion of Training and passing the test conducted by Head Quatres, regularization will be with probation for 3 months.
An executive may reach to the level of director if he performs well by 18 to 22 years.

TRAINING INFRASTRUCTURE

Bhanja Minerals has developed a strong training infrastructure through it's training centers worldwide. They are apex training institutes and houses a world class training infrastructure which caters to not only the training needs of Bhanja Minerals but also many other companies. It has residential hostels with internet broadband facility. Training centers has multiple training and conference rooms fitted with audiovisual training aids. Besides, it houses indoor badminton court, swimming pool, tennis court and gym for use of participants. The Institute has full time dedicated faculty and organizes training and conferences for Bhanja Minerals and other companies as well. Employees of Bhanja Minerals are imparted training in its training centers during different phases in their career for professional as well as personal growth and career advancement opportunities.
Vocational Training Centers (VTC) – Each area has a VTC which conducts mainly work related training in regular intervals and also houses simulation rooms / equipment. Training Centers – Each region/country has its own development center for imparting professional and managerial training to the employees of the subsidiary during different phases of their career. Executives at each level and at the time of assuming the charge at the new position i.e. entry to the higher level, a need based training is imparted at the Training Center of each region/country for the level from E.1 to E.5 and at the apex training Center, at the Head Quarters for higher level, i.e. from M.1 to M.3 level executives.
CETI/BETI – Different subsidiaries of Bhanja Minerals also have dedicated training institutes for excavation/mining related training.
Planned Interventions - For up-gradation of professional and managerial skills and abilities of employees, Bhanja Minerals also provides developmental interventions designed for each stage in a person’s career. These are custom made, medium term training programs, specifically designed to give developmental input at a particular stage in the person’s career in order to assist in professional growth in the company.
Education Up-gradation Schemes - To meet developmental aspirations of employees and match them with needs of the organization, Bhanja Minerals has tie-ups with global reputed institutes. The company sponsors fixed size batches of employees who are inducted into these courses based on their performance rating in the company. Unlike other study leave and sabbaticals, employees undergoing these courses do not forego their salary or career growth during the duration of the course. Besides, Bhanja Minerals also sponsors its employees for different academic and professional courses of short and medium term in the country and also abroad.

PERFORMANCE MANAGEMENT

Bhanja Minerals has a standardized and robust performance management system. It is a system designed to assess the functional, managerial and potential competence of employees in an objective and transparent manner. The system is designed such that individual performance of employees can be effectively aligned to the company’s objectives and growth. Besides acting as an appraisal mechanism, the PMS also helps employees identify their developmental needs and act on them in order to achieve professional excellence. Bhanja Minerals is planning for further development of the PMS by introducing latest concepts like Balance Score Card. Also, the PMS scores will be used for the purpose of Performance Related Pay (PRP) among executives as per guidelines in the posted country and also based on individual as well as company performance.