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Know Your Currency

Currency notes reflect the nation’s rich and diverse culture, its struggle for freedom and its proud achievements as a nation.

With a view to bringing the identity closer to the cultural heritage of the country as also for showcasing her scientific advances, a new series of notes in a new design is being launched.

The new design bank notes are distinctly different from the current Mahatma Gandhi Series of bank notes in colour, size and theme. The theme of the new series notes is India’s heritage sites.

A few new other elements added in these notes are numerals in devnagari and the logo of Swachh Bharat. The new notes also have design elements in myriad and intricate forms and shapes.

While the security features in the current series of bank notes, such as water mark, security thread, latent image of denomination numeral, denomination numeral in colour shifting ink, number panels, see through register, electro-type, bleed lines, etc., continue to remain, their relative positions may have changed in the new design notes.

The Reserve Bank of India is introducing new design banknotes in the denomination of ₹2000 as part of Mahatma Gandhi(New) Series. The new denomination has motif of the Mangalyaan on the reverse, depicting the country’s first venture in interplanetary space. The base colour of the note is magenta. The note has other designs, geometric patterns aligning with the overall colour scheme, both on the obverse and the reverse. The size of the new note is 66mm x 166mm.

The new ₹500 notes in the Mahatma Gandhi (New) Series are different from the present series in colour, size, theme, location of security features and design elements. The size of the new note is 66mm x 150mm. The colour of the notes is stone grey and the predominant new theme is Indian heritage site – Red Fort.

The Reserve Bank of India is introducing new design banknotes in the denomination of ₹2000 as part of Mahatma Gandhi(New) Series. The new denomination has motif of the Mangalyaan on the reverse, depicting the country’s first venture in interplanetary space. The base colour of the note is magenta. The note has other designs, geometric patterns aligning with the overall colour scheme, both on the obverse and the reverse. The size of the new note is 66mm x 166mm.

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SPMCIL, Corporate Office, New Delhi (Delhi)

Information On - Jan 03, 2022
SPMCIL, Corporate Office, New Delhi (Delhi)

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SPMCIL, Corporate Office, New Delhi (Delhi)

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SPMCIL, Corporate Office, New Delhi (Delhi)

COVID19

CSR Initiatives

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  1. CSR Activities  for the Financial year 2022-23
  2. Annual Report 2022-23

CVO's Corner

Brief Introduction of Vigilance Department

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QPR

ABMS Policy

RTI Compliance

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RTI Request and Replies

Security Printing and Minting Corporation of India Limited (SPMCIL) was formed after corporatisation of nine units including four mints, four presses and one paper mill which were earlier functioning under the Ministry of Finance. The Company was incorporated on 13.01.2006 under the Companies Act, 1956 with its headquarters at 16th Floor, Jawahar Vyapar Bhawan, Janpath, New Delhi. SPMCIL, a Miniratna Category-I CPSE, and wholly owned Schedule “A” Company of Government of India, is engaged in the manufacture of security paper, minting of coins, printing of currency and bank notes, non-judicial stamp papers, postage stamps, travel documents, etc. The employees strength of SPMCIL is about 12600 in all its nine units. The Company has four Presses, four Mints and one Paper Mill to meet the requirements of RBI for Currency Notes and Coins and State Governments for Non-Judicial Stamp Papers and Postal Departments for postal stationery, stamps etc. and Ministry of External Affairs for passports, visa stickers and other travel documents. Other products are commemorative coins, MICR and Non-MICR cheques etc. SPMCIL has an asset base of ` 7000 crore and its sales turnover for the financial year 2011-12 increased to ` 3422.68 crore as against ` 3134.57 crore in last financial year. The Company is under the administrative control of Department of Economic Affairs, Ministry of Finance. It is headed by Chairman and Managing Director. All the 9 units of four production verticals i.e. Currency Printing Presses, Security Printing Presses, Security Paper Mill and India Government Mints headed by General Managers are industrial organizations and are regulated in accordance with the labour laws and directions of Government issued from time to time. The main activities of these units are as under:

Currency Printing Presses:
Currency Note Press, Nashik Road and Bank Note Press, Dewas which are engaged in production of Bank Notes for our country as well as for foreign countries use state of the art technology. More than 40% of Currency Notes circulated in India are printed by these units. These units are equipped with designing, engraving, complete Pre-printing and Offset facilities, Intaglio Printing machines, Numbering & Finishing machines etc. Both the Currency Note Printing Presses are ISO 9001:2000 & ISO 14001:2004 certified units having fool-proof accounting of security items, stringent security systems with ultra-modern eco-friendly efficient treatment facilities and complemented by a service department to ensure maximum in-transit security. These units have captive railway treasury wagons / carriages for transporting the treasury consignments. These units have history of export of Bank Notes to countries like East Africa, Iraq, Nepal, Sri Lanka, Myanmar, Bhutan etc. The Bank Note Press Dewas also manufactures different types of security ink for various security organizations. Its production of inks for the year 2011-12 was 272.62 MT.

Security Printing Presses:
Security Printing Presses have glorious history of more than 80 years employing specialized technology and multiple printing processes to produce security products under secure operating procedures and manufacturing protocols. These presses have the latest technological facilities for Designing, Pre-printing and Post-Printing. Security Printing Presses have the capability of incorporating security features like chemically reactive elements, various Guilloche patterns, micro lettering, designs with UV inks, bi-fluorescent inks, optical variable inks, micro perforation, adhesive/glue, embossing, die-cutting and personalization etc.

India Security Press, Nashik prints and supplies judicial/non-judicial stamp papers, all types of postal & non postal stamps & stationery, passports, visa & other travel documents, MICR & Non-MICR Cheques, Identity Cards, Railway Warrants, Income Tax Return Order Forms, Saving Instruments, commemorative stamps etc. These security documents are printed & supplied to various State Governments, Union Territories and Central Government departments including Department of Posts, Ministry of Finance, Ministry of External Affairs as well as RBI. It has entered other markets which require documents incorporated with security features and is developing new products as part of diversification. A specialized Forgery Detection Cell also caters to the demand of various law enforcement agencies and RBI. ISP has introduced E-Passport for the first time in India by undertaking production of official and diplomatic E-passports. ISP has successfully printed PAN Application Forms & Allied Stationery for UTI Technology Services and 11 Varieties of Certificates for RTO, Government of Chhattisgarh. Further, it has entered into MoU with Archaeological Survey of India to print and Supply Entry Tickets for various Monuments and another MoU has been signed with Nashik Municipal Corporation, Nashik to print and Supply Octroi receipts. It has printed tickets for Commonwealth Games 2010.

Security Printing Press, Hyderabad was established in the year 1982 to cater to the needs of the Central and various State Governments by printing and supplying security documents such as Postal Stationery items, Central Excise Stamps, Non-Judicial Stamps, Court Fee Stamps, Indian Postal Orders and Saving Instruments etc. It is equipped with modern pre-press plate-making systems and post-printing techniques with processing facility for Perforation, Numbering, UV Print Technology, Online envelope making, Inland Letters, Aerograms, Postal Stationery etc. It has bagged first-ever order for printing of warehouse forms from Haryana Warehouse Corporation. It has also incorporated security features in these forms by introducing Warehouse Logo as well as micro-text in invisible ink.

Security Paper Mill:
Security Paper Mill (SPM), Narmadapuram was established in 1968 and notified as non-commercial undertaking. SPM, an ISO 9001:2000 unit is responsible for manufacturing of different types of Security Papers. Papers manufactured by this unit are used for printing of Currency Notes by CNP & BNP and for Non-Judicial Stamps being printed by ISP & SPP. SPM, Narmadapuram has the distinction of incorporating numerous security features in paper viz Fluorescence Fibres, Multi-tonal three Dimensional Watermark, Electrotype Watermark, various types of Security Threads, Tangents, etc. At SPM, the eco-friendly process and the energy conservation aspects are assigned the utmost importance.

India Government Mints:
The Mints are situated at Mumbai, Hyderabad, Kolkata and Noida and have rich minting heritage and legacy of producing quality products. These mints are carrying out minting of all coins circulated in the country. India Government Mints (IGM) offer comprehensive range of services covering every stage of the minting process – from planning to the finished products. Utilization of advanced technology, innovation, quality and reliable delivery methods are some of the components of strength of these mints. IGMs have made a niche in the minting world – with excellence in design, expertise in minting precious metals, and above all, a long tradition of craftsmanship. Reliability is combined in a natural manner in design and production of individualistic solution that truly reflect the customers’ values. Apart from minting of Circulation Coins, the IGMs also manufacture commemorative coins. Besides IGMs have trusted name in minting of items like Medallions and various bullion activities.

SPMCIL, Corporate Office, New Delhi
The Powers of company officials are well defined at all levels in the organization. The duties are assigned from time to time.

SPMCIL, Corporate Office, New Delhi

Overall management of the Company rests with the Board of Directors of the Company, the highest decision making body within the Company. Since SPMCIL is a government Company, the Board of Directors is accountable to the Government of India. The primary role of the Board is that of trusteeship to protect the assets of the Company and take such decisions which enhance production and productivity. The Board oversees Companys strategic directions, reviews corporate performance, authorizes and monitors strategic decision, ensure regulatory compliance and safeguard the interest of the Company. The Board ensures that the Company managed in the manner that fulfils the aspirations of the stakeholders. The day-to-day management of the Company is entrusted with the Chairman & Managing Director who is supported by Functional Directors and other Executives and staffs of the Company. For effective discharge of his functions, the Board of Directors has delegated substantial powers to the Chairman & Managing Director. The Chairman & Managing Director, in turn, delegated specified power to Functional Directors/Executives subject to due control being retained by him and subject to such conditions which are consistent with the need of prompt, effective and efficient discharge of responsibilities entrusted to such Directors/Executives. The Chairman & Managing Director is accountable to the Board of Directors. Functional Directors are accountable to the Chairman & Managing Director. The Executives are accountable to concerned Functional Directors. The decisions making process in the Company involves the following Channel:

SPMCIL, Corporate Office, New Delhi

SPMCIL enters into an MOU with the Department of Economic Affairs, Ministry of Finance, Government of India every year. The MOU contains the performance criteria on which performance of the corporation is evaluated at the end of the year. The MOU also indicates targets and comparative weights for each performance criteria. The performance evaluated at the end of the year is done on a five-point scale, 1 representing ‘Excellent’ & 5 representing ‘Poor’. The Company has achieved ‘Excellent’ MOU rating for three years in succession.

SPMCIL, Corporate Office, New Delhi
SPMCIL has formulated the rules for conduct of business in the company. Major guiding documents are listed below:

• Articles of Association and Memorandum of Association of the Company
• Conduct, Discipline and Appeal Rules
• Procurement Manual
• Personnel Policy Documents
• Handbook on Vigilance Matters
• Accounts Manual
• Internal Audit Manual

SPMCIL, Corporate Office, New Delhi
Various categories of documents that are being held by the Company or under its control are given below:
1. Documents pertaining to incorporation
    1. Memorandum & Articles of Association
    2. Statutory Registers under the Companies Act, 1956.
    3. Statutory Registers under other applicable Acts and Rules & Regulations.
   4. Annual Reports.
   5. Annual Returns.
   6. Returns & Forms filed with the Registrar of Companies, etc.
2. Documents pertaining to Meetings of the Board of Directors
   1. Notices and Minutes Book of the Meetings of the Board of Directors.
   2. Notices and Minutes of the General Body Meeting.
3. Documents pertaining to Accounts:
   1. Books of Accounts
   2. Statement of Quarterly Financial Results
   3. Annual Report
   4. Accounts Manual
   5. Internal Audit Manual
   6. Documents pertaining to payment of Income Tax, Tax Deducted at Sources, etc.
   7. Vouchers, etc.
4. Documents pertaining to establishment matters
    1. Documents containing the details of employees
    2. Various internal policies, rules & regulations pertaining establishment matters
    3. Performance Appraisal Reports of employees
    4. Files and Records concerning compliance of DPE guidelines
     5. Service Rules
     6. CDA Rules
5. Documents pertaining to legal matters –
     1. Petition, plaints, written statements and other documents submitted to Hon’ble Courts, tribunals, etc.
     2. Orders of hon’ble courts; etc.

SPMCIL, Corporate Office, New Delhi

SPMCIL is a commercial organization which has come into being after corporatisation of Mints, Presses and Paper Mill which were earlier under the control of Ministry of Finance, Department of Economic Affairs. The policies formulated by it relate to its internal management. Hence, there is no requirement for consultation with the members of the public prior to formulation of its internal policies. All its policies are formulated in compliance with the provisions of all applicable statues, rules and regulations, etc. and in consultation with recognized unions.

SPMCIL, Corporate Office, New Delhi
Meetings of the Boards, Committees and other bodies are not open to the Public and the minutes of such meetings are not made accessible to public in view of the nature of business of the Company.

SPMCIL, Corporate Office, New Delhi (Delhi)
Higher Officials of Corporate Office and Units

SPMCIL, Corporate Office, New Delhi (Delhi)
Level, Designations and Pay Scales of Executives and Non-Executives of SPMCIL

SPMCIL, Corporate Office, New Delhi
Information relating to Company Profile, business, quarterly financial performance, Annual Reports, etc. is held by the company in electronic form and is available on the website of the company, i.e., www.spmcil.com.

SPMCIL, Corporate Office, New Delhi
Any Citizen of India who desires to obtain any information under the Right to Information Act, 2005 may make a request preferably in the application format in writing to the Public Information Officer/ Assistant Public Information Officer. The Company does not maintain any library for public use.

SPMCIL, Corporate Office, New Delhi (Delhi)
FAAs and PIOs of Corporate Office

SPMCIL, Corporate Office, New Delhi (Delhi)
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Human Resource

People- before-Profits is the guiding philosophy for the broad array of HR policies at SPMCIL. We strongly believe in and are committed to the development and holistic growth of all our employees not just professionally, but as a person too. We are currently a family of 5500+ employees. Productivity in terms of per capita output, has improved significantly from Corporatization back in 2006 to now in 2023 despite the steady decline in workforce.

Internal Complaints Committee (ICC) under Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013 for Corporate Office, SPMCIL.

We at SPMCIL aim to foster an open and conducive environment where views and suggestions are welcomed from everyone. The HR objectives for SPMCIL are summarized as follows –

  • Strategic Alignment with Business Objectives – Employees are enabled in such a way that they can contribute in the various decision making forums irrespective of their level. All HR Policies are developed in alignment with the business objectives, SPMCIL’s mission and vision.
  • Team-work and mutual trust – A culture of team work is deeply ingrained in the culture of SPMCIL. We at SPMCIL recognize that “Teamwork makes the dream work”. Regular workshops and collaborative sessions are organized to promote mutual trust and team-work.
  • Continuous Learning and Development – Huge focus is placed on the development of employees, both professionally and spiritually. SPMCIL nominates its employees regularly to participate and learn from the various Management Development Programs conducted by premier institutes like IIMs, IITs, NPC, NITIE, AJNIFM etc, besides global exposure
  • Open channel for feedback - Feedback is taken from employees by conducting organizational climate surveys and employee satisfaction surveys. The purpose is to seek employee feedback on various systems to realize the scope of improvement.

Efficient recruitment along-with organized & structured induction practices are two important priorities for the SPMCIL Management. During most of the Executive recruitments, the logical,

quantitative and discipline specific knowledge is tested, though we are gradually bringing in the psychometric assessments to identify candidates culturally fit for the company. The company is actively hiring to promote young blood in the company, in view of the growing demand, and superannuation of existing workforce.

The onboarding process is comprehensively planned to include interactive sessions from all departments (including Technical, Legal, HR, IT, Civil, Vigilance and others). New employees are given exposure to various works of shop-floor through plant-visit.

Recently, in 2021, SPMCIL Mentorship Policy was also introduced and is being implemented to acclimatize a new incumbent better to the work environment. Check the HR Activities & Careers Section on Company’s website for latest updates around recruitment and onboarding activities.

Cordial industrial relations are maintained across the Company resulting into harmony and industrial peace.
With the objective to provide a common platform to the representatives of the workers/ staff, SPMCIL Apex Bipartite Forum was constituted. Moreover, SC/ST and OBC interaction meetings are also regularly held to promote industrial amity. Check the HR Activities Section on Company’s website for latest update on SPMCIL Bipartite Meeting.

  • TRAINING A· Training and Development of Employees in SPMCIL has emerged to play a pivotal role for Capacity Building and enhancing the Operational Efficiency. The primary objective of Training Programs is to impart knowledge and hone skills of our employees to adapt to the machines and modernization plan. The development of soft skills along-with managerial competencies of Executives and Supervisors also constitute an integral part of employees training. To gain exposure to new technology and to facilitate continuous learning, employees are frequently deputed to training programs and seminars from reputed institutes including International Conferences/Forums
  • SPMCIL has collaborated with various institutes such as IIT Roorkee, ISB Hyderabad, IIM Ahmedabad, IIM Bangalore, IIM Noida, AJNIFM, SHRM, CPPRI, ISTM, ESCI etc. for relevant learning programs from time-to-time. 
  • Further to promote global exposure, employees from various streams are nominated for international conferences/symposiums to stay updated with the latest technology and trends in the industry. ·
  • For employees keen on pursuing higher education and to meet the academic aspirations of employees in alignment with the needs of the organization, SPMCIL has a provision for Sabbatical/Study Leave and Company Sponsorships.

  • With the concerted efforts of HR and guidance of Top Management of SPMCIL, we established a new business unit – Centre for Business Strategy and Innovation, to act as future think-tank for capacity augmentation.
  • SPMCIL has partnered with a reputed consultant to facilitate Assessment and Development Centres at the Company. These are introduced to understand the training needs better and help our employees, especially those in critical role to develop. The assessments are comprehensive consisting of in-basket exercises, simulations, interviews and psychometric profiling of an individual. Development Centres help in charting of individual development plans using various tools, such as focused training, case studies and mentoring to help bridge the gap.

  • Annual Inter Units Sports Tournaments are conducted in various Units where all the nine Units alongwith Corporate Office participate with the objective to create goodwill amongst the employees and generate intrinsic values for the organisation.
  • SPMCIL celebrates Foundation Day on 10th February every year. On this day, awards and recognition is bestowed on the individual employees and to the Units for functional excellence. Reward and Recognition helps in encouraging the employees to continue excelling in their role, and promote performance culture in the Company.
  • Every year, the best performing Units are awarded with Running Shield in the following categories:
    (i) Environment & Safety
    (ii) Energy Conservation
    (iii)Productivity
    (iv) Training and Development
    (v) Rajbhasha
    (vi) Vigilance
  • There is an overall efficiency shield for best performing unit, named as “CMD Cup”.
  • Medical Camps are organized by the Company for the welfare of its employees every now and then – both at Corporate and at Unit Level.
  • International Yoga Day Celebrations - The CMD, SPMCIL highlighted the origin of word ‘Yoga’ and important developments of modern Yoga in her inaugural address during the yoga camp organized virtually on 21st June, 2021 on the occasion of 7th International Yoga Day.

At SPMCIL we have various policies to promote the interest of employees and their family. We have a well laid out Promotion Policy, comprehensive Recruitment Rules, Telephone Policy, Laptop Policy, SPMCIL Leave Policy, TA/DA rules, Medical Policy etc. Further, the employees here enjoy an attractive compensation package which includes cafeteria plan and Performance Related Pay (as applicable)

Development of human resources is essential for organization to become dynamic and growth-oriented. Human Resource Development (HRD) system aims at creating a dynamic and growth oriented climate in order to keep pace with fast changing environment.

  • There has been a constant focus on digitalization and modernization. The Company will continue to provide an environment conducive for learning, encouraging adoption of best practices in every area, nurturing creativity and innovation among employees.
  • Strategic alignment of HRM to business priorities has become the need of the hour. And this the Board of SPMCIL truly acknowledges. Thus there are concerted efforts on manpower planning and recruitment to facilitate adequate strength for taking on capacity expansion projects in line with the state-of-the-art technology
  • The HR of SPMCIL will continue to focus on employee welfare and enriching employee experiences through various socialization programs, employee policies and engagement activities.

Constitution of Internal Complaints Committee(ICC) under sexual Harassment of Women at Workplace(Prevention, Prohibition & Redressal) Act, 2013

Constitution of Internal Complaints Committee(ICC)

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• SPMCIL as a Corporatized entity is continuously striving to build a performance driven culture having systems which shall be uniformly applicable to all the employees across the Company.
• Building capacity in the organization by developing the human resource and optimum utilization of human assets is a continuous endeavour in the organization for which beginning has already been made and as evident from the balance sheet and performance of the Company.
• It was a herculean task and big challenge for HR wing to spear-head the change and Corporate HR was the driving force in accelerating the process of transformation with a human face in all strata of working life of SPMCIL.
• SPMCIL as a public sector enterprise has come a long way within a short span after corporatization and the success story of the Company as a corporatized entity now being cited in many professional forum.

PRAGYAN ( Pratibha + Gyan)

• A knowledge forum titled as “PRAGYAN” which is a combination of PRATIBHA + GYAN has been introduced by the Company on 31st January, 2013 making it applicable to the Units and Corporate office Employees. A platform has been provided and opportunity given to the Individual talent to share and exchange their thoughts and ideas by holding Workshop and Symposium in the Units which shall enable the forum and participants to update on contemporary developments taking place elsewhere.
Employee Satisfaction Survey–2013
• Employees Satisfaction Survey was conducted in year 2012-13 and tool used was a structured questionnaire in five point Likert scale. 107 Employees from across all Nine Units which includes Executives, Supervisors and Workmen participated in the survey through random sampling.Findings of the study showthat more than 80% of sample size considers their level of satisfaction in the Company as very high.
Employee Engagement Survey – 2014
• During the year 2014-15, Company had undertaken an exercise for mapping of Employee Engagement in SPMCIL for which a structured questionnaire was prepared by Corporate HR and circulated to the Units for response from Employees on random sampling basis. The questions include areas of (i) Pride (ii) Inter Personal Relations (iii) Communication (iv) Learning &Development (iv) Reward & Recognition (v) Work Engagement (vi) Work Environment (vii) Worklife Balance.
• Findings of the study based on the inputs and views provided in the structured format by the respondents from amongst Executives, Supervisors and Workers spread over across the nine Units were quite encouraging. Inference drawn from Data Analysis shows that SPMCIL has reached to a reasonably high standard in Employee Engagement because average Index as derived from the study is “83” out of 100.

SPMCIL as Public Enterprise has come a long way within a short span in successfully putting vibrant HR Policies and Practices at place. While doing so, exhausting the process of joint consultation to the extent possible with the recognized Unions operating from all the Units without compromising the Management right was a big challenge for HR. It has been our thrust in SPMCIL as a Corporatized entity to have uniform HR Policies and Practices across the Company. The followings are worth highlighting:

Personnel Focus

• Recruitment Policy
• Performance Management System
• Promotion policy of Executives
• Promotion Policy of Non-Executives (Under consultation)
• Rotational Transfer Guidelines
• Training and Development
• Succession Plan

Compensation and Benefits

• Pay-Scales
• Dearness Allowance
• House Rent Allowance
• Night Duty Allowance
• Special Allowance
• Overtime Payment
• Incentive Scheme
• Performance Related Pay

Perks and Facilities

• Cafeteria Plan
• Transport Allowance
• Children Education Allowance
• Leave Travel Concession
• Telephone Policy-2010
• SPMCIL TA/DA Rules-2010
• SPMCIL Leave Rules – 2012
• House Allotment Rules – 2013 (To be notified)

Loans and Advances

• House Building Advance
• Motor Vehicle Advance
• Computer Advance
• Festival Advance

Industrial Relations

• SPMCIL Apex Level Bipartite Forum
• Unit Specific Consultation
• Grievance Redressal Mechanism
• Interaction with SC/ST Employees
• Participative Management
(i) Works Committee
(ii) Quality circles

Conduct and Discipline

General Provision of Discipline
SPMCIL Conduct, Discipline and Appeal Rules – 2010

Statutory Compliance

• Factories Act
• Contract Labour Act
• ESI Act
• Employees Compensation Act
• Industrial Dispute Act
• RTI Act

Social Security

• SPMCIL Trusts
(i) EPF Trust, 1952
(ii) GPF Trust, 1925
(iii) Pension Trust Under 37A
• LIC Insurance Coverage
• Pension Under EPS Scheme 1995
• Payment of Gratuty
• SPMCIL Employees Benevolent Fund (To be notified)

Welfare Measures

• SPMCIL Medical Policy-2012
• Scheme for payment of Lumpsum Compensation in lieu of Compassionate Appointment
• SPMCIL Compassionate Appointment Scheme – 2012
• SPMCIL Employees Suggestion Scheme – 2012
• Small Family Norms
• Scheme for Acquiring Higher Education

Connecting With Employees

• Mentoring and Coaching
• Sporting Events
• Cultural Programmes
• Annual Day Celebrations

HR Bench Marking Project

• PRAGYAN (Pratibha + Gyan)

  • There was a time when the Employees of one Unit had hardly any opportunity to see another Unit and interact with the peer-group and Supervisors. Today after Corporatisation connecting with Employees has become a continuous process not only by the Unit Management but also at the apex level by the Corporate Office Management.
  • Sporting events are conducted in various Units where all the nine Units and Corporate Office participate with the objective to create goodwill amongst the Employees and generate intrinsic values for the Organisation.
  • Company has since introduced Awards to the individual Employees and also to the Units for functional excellence.
  • The best performing Units are awarded with Running shield in the following categories: (i) Environment & Safety (ii) Energy Conservation (iii) Productivity (iv) Training and Development (v) Rajbhasha (vi) Vigilance.
  • Proud moment for SPMCIL was the Diamond Jubilee Celebration of India Government Mint, Kolkata on 31st March, 2012 where Hon’ble Union Finance Minister and other State Level Ministers graced to commemorate the milestone.
  • The euphoria of sporting events was quite apparent during the year 2013-14 in the inter-Unit Badminton tournament conducted in BNP-Dewas in the month of January 2014 where all the 10 teams which inlude Nine Units and Corporate Office participated.
  • SPMCIL celebrated Foundation Day at Media Center, New Delhi on 10th February, 2014 where the Hon’ble Minister of State (Finance) Shri Namo Narain Meena, addressed the Employees which was inspiring.
  • Carrying forward the practices of connecting with employees so as to create intrinsic values in the organization an inter unit football tournament was conducted in December’14 at Nasik where in all the ten teams from the units and corporate office participated. SPM, Hoshangabad emerged as champions beating IGM, Kolkata.
  • The exhibition football match between the management team and Apex level Bipartite form representative from amongst the employee unions created lot of good will for the organization, where Director (HR), Chairman of the forum, also played, was a great source of inspiration for one and all.

• Training and Re-training of Employees in SPMCIL as a Corporatised entity was an important priority for Capacity Building. Executives, Supervisors and the Workers are trained in core functional areas so that they cope well with existing Machines for enhanced production and increased productivity. The development of soft skill of Executives and Supervisors also constitute an integral part of Employees training.

• A strategic beginning was made after Corporatisation by issuing comprehensive guidelines in March 2008 to the Units by the Corporate Office specifying the basic frame work for identification of training needs and executing the annual Training Plan by leveraging in-house capacity particularly for Supervisors and Workers.

• National Institute of Financial Management (NIFM) located at Faridabad was initially identified as the training-Hub for development of SPMCIL Executives. 32 Executives were trained during 2009-10. 97 Executives were trained during 2010-11, 84 Executives were trained during 2011-12 by NIFM for a duration of six days in their premises at Faridabad. The Executive Development Programme (EDP) conducted by NIFM in the class-room has given due exposure to theoretical aspects of various functions which includes Operation & Technical, Materials Management, Sales & Marketing, IT, Finance and Human Resource.

• Hyderabad Mint located at Cherapally has been identified for the time being as the Training Center because of available infrastructure for training and development of all Supervisors of the Company in multifarious operational functions and alsorequisite skill to interface with Workers at the workplace being Supervisors.

• The Units of SPMCIL identify the skill gap and training needs of Industrial Workers working in the shop floor and Plant.Accordingly, Units decide the TrainingPlan and module including the safety training to Workers preferablyin-house within the Organisationby engaging Resource persons from Outside.

• In this process as per the figures collected from the Units, 732 Supervisors and 6087 Workers were trainedduring 2009-10, 654 Supervisors and 1418 Workers were trained during 2010-11, 517Supervisors and 1278 Workers were trained during 2011-12, 411 Supervisors and 1289 Workers were trained during 2012-13 and 487 Supervisors and 1372 workers were trained during 2013-14.

• M/s KPMG evaluated the SPMCIL Training Programmes conducted during 2011-12 and it was evident from the report of KPMG that Training and Development of the Employees in SPMCIL across Nine Units and Corporate Office has generated huge satisfaction amongst the Employees and considered as a source of motivation.

• The Training on SAP during 2012-13 was of immense importance to the Company when 258 Nos. of employees were trained in the SAP Skill.

• During 2013-14, 29 Nos of Executives participated in 5 ½ days “Leadership development & Team Management Programme” at Industrial Engineering (NITIE), Mumbai, which was customized for Executives of SPMCIL. 25 Nos of Executives were trained on the theme of “ Preventive Maintenance” at IGM-Hyderabad for which Andhra Pradesh Productivity Council was identified as an Expert agency to impart the training. 18 Nos of Executives participated in a customized training programme organized by Institute of Public Enterprise, Hyderabad on “Enterprise Risk Management and Mitigating Risk”.

• As part of MoUcommitment for 2013-14, Training Utility Index on a 10 point scale forProgrammes on (i) Leadership Development and Team Management (ii) Preventive maintenance (iii) New Technology development and (iv) Training on Risk Management was generated and graded in the range of 7 to 10 which entailed Excellent MoU rating in training Area.

• The Company has notified the formation of a full-fledged joint consultative machinery on 16.03.2010 known as “SPMCIL Apex Bipartite Forum-2010”. This Forum has representatives of Workers and Staff side elected/nominated in consultation with the recognized Unions by the concerned Units. The Director (HR) is the Chairman of the forum and the General Managers of Units are the members from Management side.

• The first meeting of SPMCIL Bipartite Forum was held on 26th August, 2010 in Nashik which was the beginning of new era in the corporatized life of SPMCIL where the workers, staff and trade union representatives from across nine units interacted with the CMD, Directors and General Managers in a congenial atmosphere and the meeting had set the pace for future course of effective consultation with the Unions and Employee representatives in the highest consultative Forum for future good of the Organisation.

• The objective of the Forum is to provide a common platform to the representatives of Workers, Staff Members and Union Office Bearers for interaction with Top Management of the Company. The forum facilitates the discussions and deliberations on the employee related issues of the Corporation having ramification over multiple-Units and Company as a whole. The Unit-specific issues are left to the concerned Units to resolve.

• Till date after Corporatization nine meetings of Apex Bipartite Forum have since been successfully conducted in line with the policy notified and the objective prescribed. Slowly and steadily the Forum is emerging to play a pivotal role in carrying forward the Company to next higher level through the process of joint consultation.

• Optimum Utilization of available Human Resources to achieve the business goal of the Company.
• Enhance the capabilities and potential of the employees by training and retraining.
• Provide an employee friendly environment at the work place to enhance self-efficacy of the employees.
• Prioritize individual growth and career progression of potentially efficient employees.
• Compensate the employees with reasonably sustainable remuneration and benefits.
• Create healthy and cordial relations with the Unions to ensure workplace peace and tranquillity
• Upkeep the level of motivation and standard of morale high by various sporting and welfare measures.
• Not to compromise with the honesty and discipline of the employees.
• Create a performance driven culture where accountability shall reign supreme.
• Imbibe work ethos and culture to create a sense of belongingness towards the Company
• Thrive for excellence in adopting to innovative HR practices.

  • Since Corporatization (Number Declining)
  • Unit-Wise Strength Of Employees
  • Executives/Supervisors/Workmen Of Spmcil
  • Performance And Output (Volumes Going Up)
  • Sales Turnover Has Become Double
  • Profit After Tax Per Employee

  • As Corporatised Entity
  • Govt. Employees On Deemed Deputation
  • Landmark Settlement
  • En-Masse Transfer
  • Mission Accomplished

Achievements

Independent External Monitors

Shri Prem Chand Pankaj

Email: prempankaj@gmail.com

Shri Thudi Venudhar Reddy

Email: venudharifs@gmail.com

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