In MMTC we focus on fashioning our HR policies towards providing more non-monetary incentives stemming from job satisfaction, diverse learning opportunities and wider exposure to ever-changing global business environment. MMTC Ltd., which is a global trading organization and one of Asia's leading trading companies, has been the first corporate in the public sector to realize the vital role which online trading has come to occupy in today's global business.

HR mantra in MMTC is to provide more and more job enrichment opportunities to all so as to ensure that employees remain motivated to realize their full potential for organizational goals and self-development. Opportunities are also provided to all to enrich their knowledge base and technical skills through in-house training programmes and through trainings/seminars organized by reputed outside agencies. Human resource development in MMTC, therefore, is a continuous exercise compatible with the change in business patterns and technological innovations in an era of diversification and search for new business opportunities. Notwithstanding the culture of a public sector organization, we in MMTC realize that our most important asset is the employee. We design our HR policies to meet the above objective. Following are some of the HR policies followed in MMTC.

1. In an IT driven culture, computer literacy is imparted to all employees
   
   
2. Non-graduate employees are encouraged through various incentive schemes to become graduates. Likewise, post-graduate qualifications are encouraged through incentives for promotion to higher levels.
   
   
3. Graduate employees are encouraged to obtain professional qualifications through corporate sponsorships.
   
   
4. Through job rotation employees are constantly motivated to acquire knowledge and operational skills in different areas of company's operations. This exercise obviously prepares employees for managing higher positions more competently.
   
   
5. As an incentive to better performers, merit based promotions are considered.
   
   
6. Regular training programmes for upgrading employee skills, knowledge and attitudes, in areas like IT, ERP, e-commerce, international trading practices, general management techniques etc. are organized in an effort to keep employee morale and commitment high.
   
   
7. Specialization is encouraged in higher management positions through specialized management development programmes arranged within India and outside India. LME training, hedging in metals, global bullion pricing, third country trading, offshore trading, counter-trade mechanism are some of such specialized trainings.
   
   
8. General management training programmes for all categories of managers are periodically organized through reputed institutions like IIM, ASCI, IIFT, MDI etc.
   
   
9. Periodical training programmes are also organized for the development of SC/ST/OBC employees and women employees.

In short, corporate philosophy at MMTC towards HR is to ensure continuous development of human resource for fast changing global business through individual freedom and flexibility.

MMTC has been the front-runner in selecting brilliant graduates for appointment as Deputy Managers (E1) - the induction level for executives in trading and finance disciplines - through prestigious institutes by way of campus interviews. For other disciplines like Law, Systems, Rajbhasha, Research etc. vacancies are advertised in leading newspapers. Statutory reservations for SC/ST/OBC are followed both in recruitment and promotions. To motivate talent within the company, staff cadre employees are encouraged to become Deputy Managers through limited competitive test.

The existing managerial levels and their with their pay-scales are as follows:

Minimum experience for promotions from one level to the next higher level is three years depending upon availability of vacancies.

In order to rationalize the manpower in the decanalised era and in the wake of computerization, recruitment of staff in MMTC is banned for the time being while we are focusing on skill development of existing manpower.