HR POLICY OF ADITYA BIRLA GROUP The Aditya Birla Group is a multinational corporation based in Mumbai, India with operations

in 25 countries including Thailand, Dubai, Singapore, Myanmar, Laos, Indonesia, Philippines, Egypt, Canada, Australia, China, USA, UK, Germany, Hungary, Brazil, Italy, France, Luxembourg, Switzerland, Bangladesh, Malaysia, Vietnam and Korea. A US$ 28 billion conglomerate, with a market capitalization of US$ 31.5 billion, over 50 per cent of its revenues flow from its operations across the world. The group is a major player in all the industry sectors it operates in. The Group has been adjudged the best employer in India and among the top 20 in Asia by the Hewitt-Economic Times and Wall Street Journal Study 2007. The origins of the group lie in the conglomerate once held by one of India's foremost industrialists Mr. Ghanshyam Das Birla. He bequeathed most of these companies to his grandson, Mr. Aditya Vikram Birla the father of the current Chairman of the group, Mr. Kumar Mangalam Birla. Mr. Kumar Mangalam Birla is the grandson of Mr. Basant Kumar Birla, who heads his own independent business conglomerate. Several other members of the Birla Family, own and run their independent business groups MISSION: To deliver superior value to our customers, shareholders, employees and society at large. HUMAN CAPITAL: Among Human Resources initiatives taken during the FY 2007- 08 to retain and groom talent are: 1. Created new channels of communication. 2. Geography wise HR partners to aid employee interaction. 3. PSI Buddies for all new hires on their date of joining the organization. 4. Initiated Speak your Mind : projects interface with HR. 5. Various spot awards and informal rewards recognizing deserving PSIans. 6. Training boot camp for freshers. 7. Strengthen the Training and Competency function, introducing the Monthly training calendars. 8. Employee integration activities to foster fun at workplace.

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L&T's Human Resources Learning Programme [HRLP] is a year-long programme, designed for Management recruits from premier Business schools. The HRLP commences on 1st June each year. The programme has been carefully designed to aid the all-round development of young executives. The focus of the programme is developing competency on two fronts: functional and behavioural. The objectives of the programme are: To provide exposure in diverse company work-environments and processes To enhance functional and behavioural competencies To provide knowledge about L&Ts businesses, values and culture To view the work profile, Click here. The objective of HRLP is to ensure that young management executives attain an operational level of proficiency in the functions assigned to them. It also helps them to develop behavioural and managerial competencies. Exposure to diverse work environment and processes are ensured through six-monthly trainings. Institutes we visit for HRLP What are we looking for? Selection Process Application for Employment

The competence of our employees is the key factor in building a strong foundation for our quality work, thereby ensuring customer satisfaction. TAV Construction believes wholeheartedly that a companys success depends upon the skill, knowledge, experience and commitment of its people. Strong, positive and sustainable development can only be achieved by raising the awareness and eliciting the participation and cooperation of its employees. TAV Construction attaches great value to the technical and management skills of its international workforce. The competence of our employees is the key factor in building a strong foundation for our quality work, thereby ensuring customer satisfaction. In order to sustain this high level of skill, entrepreneurial spirit, creativity and action are all a vital part of our achievement-oriented culture. Therefore, TAV Construction aims to maintain its leadership position in the industry by giving top priority to the process of attracting and retaining the most talented professionals in the field, who consistently perform at world-class standards.

The primary policy of the Human Resources department of the Company involves the recruitment, assessment, selection, development, deployment and management of such individuals, always in compliance with the highest ethical and professional standards. Human Resources Department is open to your questions regarding TAV Constructions HR Policies and C areer Center: construction.hr@tav.aero