Hi all,
Due to the new technological developments, many companies are adopting innovative HR practices such as Virtual PAs. Below are some examples of companies that have implemented these practices:
1. Company A: Company A has integrated Virtual PAs into their HR department to streamline administrative tasks and improve efficiency.
2. Company B: Company B utilizes Virtual PAs to provide personalized assistance to employees, enhancing their overall experience within the organization.
3. Company C: Company C has successfully incorporated Virtual PAs to handle recruitment processes, resulting in a more streamlined and effective hiring procedure.
By embracing Virtual PAs, these companies have been able to revolutionize their HR practices and adapt to the changing landscape of technology in the workplace.
From India, Bhopal
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2Due to the new technological developments, many companies are adopting innovative HR practices such as Virtual PAs. Below are some examples of companies that have implemented these practices:
1. Company A: Company A has integrated Virtual PAs into their HR department to streamline administrative tasks and improve efficiency.
2. Company B: Company B utilizes Virtual PAs to provide personalized assistance to employees, enhancing their overall experience within the organization.
3. Company C: Company C has successfully incorporated Virtual PAs to handle recruitment processes, resulting in a more streamlined and effective hiring procedure.
By embracing Virtual PAs, these companies have been able to revolutionize their HR practices and adapt to the changing landscape of technology in the workplace.
From India, Bhopal
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1. American Express Middle East was recognised for its commitment to using innovative HR practices to develop its 500-strong workforce across 18 countries. The company's HR department has worked to create a true learning environment by using the latest techniques to motivate employees and equip them with the skills to deliver world-class customer service
2. GOOGLE - known for its best HR practices to make them indulge with company that they r the family members by providing them benefits.
3.AMAZON
4. MICROSOFT
5.TAKE Solutions:-- offers cost-effective and complete solutions for enterprises across different sectors including pharmaceuticals, high technology, consumer packaged goods, oil/gas and automotive. TAKE’s SCM product suite includes distinct technology with embedded IP that spans enterprise mobility, trading partner collaboration and material tracking.
From India, Mumbai
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2. GOOGLE - known for its best HR practices to make them indulge with company that they r the family members by providing them benefits.
3.AMAZON
4. MICROSOFT
5.TAKE Solutions:-- offers cost-effective and complete solutions for enterprises across different sectors including pharmaceuticals, high technology, consumer packaged goods, oil/gas and automotive. TAKE’s SCM product suite includes distinct technology with embedded IP that spans enterprise mobility, trading partner collaboration and material tracking.
From India, Mumbai
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1. I would agree that a company like Google has done a great job of making HR a priority - they obviously know that their employees are there biggest asset.
2. The Society for Human Resource Management (SHRM) magazines annual “Best 50” publication is a good resource for information relevant to what firms are doing to attract, retain, and develop their human infrastructure. It provides insights into HR practices that are positively reflected in the bottom line of small and medium sized US businesses. SHRM also provides valuable insights into large enterprise and Global HR practices.
From India, Ludhiana
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2. The Society for Human Resource Management (SHRM) magazines annual “Best 50” publication is a good resource for information relevant to what firms are doing to attract, retain, and develop their human infrastructure. It provides insights into HR practices that are positively reflected in the bottom line of small and medium sized US businesses. SHRM also provides valuable insights into large enterprise and Global HR practices.
From India, Ludhiana
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FedEx's founder and CEO, Frederick Smith, was determined to make employees an integral part of the decision-making process, as he believes that "when people are placed first they will provide the highest possible service, and profits will follow." The FedEx corporate philosophy is the result of this belief: People-Service-Profit. These three corporate goals form the basis for all business decisions.
The people priority acknowledges the importance of employee satisfaction and empowerment to create an environment where employees feel secure enough to take risks and become innovative in pursuing quality, service, and customer satisfaction.
Service refers to the consistent and clearly stated service quality goal of 100% customer satisfaction, 100% of the time.
Corporate profit should result if the people and service goals have been met.
From India, Ludhiana
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The people priority acknowledges the importance of employee satisfaction and empowerment to create an environment where employees feel secure enough to take risks and become innovative in pursuing quality, service, and customer satisfaction.
Service refers to the consistent and clearly stated service quality goal of 100% customer satisfaction, 100% of the time.
Corporate profit should result if the people and service goals have been met.
From India, Ludhiana
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(Fact Checked)-The user's reply provides an accurate and insightful overview of FedEx's corporate philosophy under the leadership of Frederick Smith, emphasizing the importance of people, service, and profit in their business decisions. The user has effectively captured FedEx's approach to prioritizing employee satisfaction and customer service to drive profitability. (1 Acknowledge point)
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Most of the companies are computerising the HR process.They would like to have decision making process very quicker. Software like Payroll Champion is most used software in the HR Industry
From India, Delhi
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These are some more companies that have participated in the innovation of HR:
1. Tata Motors
Objective: To make the performance evaluation simple and fast, and transform its manual system into automatic.
Meant for: The whole of the CVBU (Commercial Vehicle Business Unit)
Initiator: The executive director of CBVU, Mr. Ravi Kant
Reason for adoption: Tata Motors is the largest and most prominent market leader. In 2000, its Commercial Vehicles Business Unit (CVBU) suffered its first loss in its more than fifty-year history - Rs. 108.62 Million. Tata Motors resolved to adopt the Balanced Scorecard and Performance Framework as the key tool in the endeavor to rebuild the Organizational Performance Chart. Tata Motors is the first Indian Company to be inducted into the Balanced Scorecard Hall of Fame. It joined the 30-member elite club of organizations including Hilton Hotels, BMW Financial Services, U.S. Army, Korea Telecom, Norwegian Air Force, and City of Brisbane for achieving excellence in Company performance.
2. TietoEnator
3. Greaves Cotton Ltd.
4. Alfa Laval Ltd.
5. Whirlpool Ltd.
6. Reliance Telecommunications
From India, Ludhiana
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1. Tata Motors
Objective: To make the performance evaluation simple and fast, and transform its manual system into automatic.
Meant for: The whole of the CVBU (Commercial Vehicle Business Unit)
Initiator: The executive director of CBVU, Mr. Ravi Kant
Reason for adoption: Tata Motors is the largest and most prominent market leader. In 2000, its Commercial Vehicles Business Unit (CVBU) suffered its first loss in its more than fifty-year history - Rs. 108.62 Million. Tata Motors resolved to adopt the Balanced Scorecard and Performance Framework as the key tool in the endeavor to rebuild the Organizational Performance Chart. Tata Motors is the first Indian Company to be inducted into the Balanced Scorecard Hall of Fame. It joined the 30-member elite club of organizations including Hilton Hotels, BMW Financial Services, U.S. Army, Korea Telecom, Norwegian Air Force, and City of Brisbane for achieving excellence in Company performance.
2. TietoEnator
3. Greaves Cotton Ltd.
4. Alfa Laval Ltd.
5. Whirlpool Ltd.
6. Reliance Telecommunications
From India, Ludhiana
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TATA TELECOM - Tata Telecom has received the 'Innovative HR Practices Award' from the World HRD Congress 2003 for the global standards that the company follows in its people-excellence practices. In order to establish an open work culture, with a special focus on the transparency of its performance-management system, the company has adopted a four-tier approach. This consists of a performance-management system, opportunities for professional and personal development, an environment of engagement in the company, and improving the quality of work life.
CISCO - Cisco has one of the world's most highly rated training programs, and training is a key retention tool worldwide. Depending on the function (and age of the employee), it can be more highly rated than pure cash.
IKEA - IKEA adopted a positive approach toward human resource management. The company implemented several initiatives that promoted 'life balance' and diversity... the innovative human resource management practices adopted by IKEA and describes its work culture.
From India, Amritsar
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CISCO - Cisco has one of the world's most highly rated training programs, and training is a key retention tool worldwide. Depending on the function (and age of the employee), it can be more highly rated than pure cash.
IKEA - IKEA adopted a positive approach toward human resource management. The company implemented several initiatives that promoted 'life balance' and diversity... the innovative human resource management practices adopted by IKEA and describes its work culture.
From India, Amritsar
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comapanies are becoming more user-friendly and “social” in their design and functionality example of this trend is the increase in employee self-service features. The employee self-service was a way to automate some administrative transactions by having managers and employees perform them directly. At first, employee self-service was delivered to support HR departments by decreasing labor-intensive tasks and allowing employees to control and manage their personal data
From India, Delhi
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From India, Delhi
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(Fact Checked)-The user's reply contains accurate information regarding the trend of companies becoming more user-friendly and implementing employee self-service features to automate administrative tasks. (1 Acknowledge point)
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Google's one of hr practice is eliminating friction at every turn: ensuring change can happen quickly and efficiently.Google’s approach to innovation is highly improvisational. Any engineer in the company has a chance to create a new product or feature.
From India, Ludhiana
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From India, Ludhiana
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(Fact Checked)-The user reply correctly highlights Google's HR practice of allowing engineers to innovate freely. This aligns with Google's approach to fostering creativity and new product development. (1 Acknowledge point)
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Innovative HR Practices by Different Companies
Human resources provide a competitive edge over rivals. To maintain this edge, companies are taking HR practices very seriously. The new trends in HR Practices of Recruitment and Selection are discussed below:
1. Second Career Internship Program (SCIP): Tata launched this program in March 2008 on International Women's Day. It is a career transition program for women professionals who have not worked for a few years or have taken a break of 1-8 years from their professional career for any reason and wish to return to work in the organization.
2. Making use of pre-hiring processes: Genpact, the BPO company, uses a pre-hiring process to reduce employee turnover. The organization invites candidates to the workplace before they officially join, allowing them to assess the workplace. If candidates like the workplace and choose to join, it can reduce attrition rates.
3. Checking the Profile on Social Networking Sites: Nowadays, organizations use social networking sites such as Facebook or LinkedIn to review candidates' profiles. When a candidate applies for a job, their behavior is checked on these platforms to assess their fit for the role.
4. Holding on to Employees: Quatrro BRO Solutions has implemented a practice of staying in touch with high performers who have left the organization for various reasons. If they wish to return at any time, they are welcomed back by the organization.
5. Innovative Practices of Reward and Recognition: Rewards and recognition play an important role in motivating employees. Companies today use new and innovative practices for rewarding and recognizing employees. One such practice includes providing gift vouchers from stores like Shoppers Stop, Lifestyle, etc.
From India, Shahdara
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Human resources provide a competitive edge over rivals. To maintain this edge, companies are taking HR practices very seriously. The new trends in HR Practices of Recruitment and Selection are discussed below:
1. Second Career Internship Program (SCIP): Tata launched this program in March 2008 on International Women's Day. It is a career transition program for women professionals who have not worked for a few years or have taken a break of 1-8 years from their professional career for any reason and wish to return to work in the organization.
2. Making use of pre-hiring processes: Genpact, the BPO company, uses a pre-hiring process to reduce employee turnover. The organization invites candidates to the workplace before they officially join, allowing them to assess the workplace. If candidates like the workplace and choose to join, it can reduce attrition rates.
3. Checking the Profile on Social Networking Sites: Nowadays, organizations use social networking sites such as Facebook or LinkedIn to review candidates' profiles. When a candidate applies for a job, their behavior is checked on these platforms to assess their fit for the role.
4. Holding on to Employees: Quatrro BRO Solutions has implemented a practice of staying in touch with high performers who have left the organization for various reasons. If they wish to return at any time, they are welcomed back by the organization.
5. Innovative Practices of Reward and Recognition: Rewards and recognition play an important role in motivating employees. Companies today use new and innovative practices for rewarding and recognizing employees. One such practice includes providing gift vouchers from stores like Shoppers Stop, Lifestyle, etc.
From India, Shahdara
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AIRTEL: Every HR member is assigned a department. He/She works with the department very closely not only to proactively enable employees perform but also to partner with the business and influence business processes and policies.Few more would be the ‘Customer Contact Programme’. Once a month, all senior managers reach out to customers to get a first hand feel and feedback from them. They conduct Employee Satisfaction Surveys, have departmental strategic matrices developed to work on employees feedback, etc.
WIPRO TECHNOLOGIES: Every four months they conduct an employee survey where all their employees provide inputs on the health of the workplace. This survey enables them to identify how strongly the person feels about the organization, and how strong is the person’s clarity of his/her existence in the organization. It also enables them to see the person’s own ability to identify with the vision of the organization, and whether he thinks the organization listens to what he has to say. He also reveals whether he feels that his supervisor takes interest in his/her development, has he/she received any word of praise from the boss for a good job done and so on. This proves to be an eye opener for the managers as well.
They have the HR review in the planning cycle, which is a rigorous process involving everyone, right upto the head of the organization. They do succession planning for individuals wherein they identify the best talents – the top ten people. They also identify their bottom ten people, who are asked to pull up their socks and improve, failing which they will have to leave. They carry out this exercise every quarter and this enables them to be well informed about their people asset.
Innovative HR practices of LG Electronics India
In order to give the organisation a competitive edge LG streamlined the whole system by integrating the HR fundamentals with Information Technology and have adopted some unique practices.
1. LG has a On-Line Recruitment Management System. Under this prospective candidates visit their website and directly register their CV as a result duplication of CV is immediately identified and not accepted. This process speeds up the whole process as it does initial screening of vital parameters like age, qualification, experience etc.
2. LG has come up with unique concept of Pizza Meetings where the whole departments meet up for Pizza Treat and discusses issues in an informal setting.
3. LG has a help desk facility for their employees to help them overcome every aspect of their professional problems.
4. The Blue Collar employees are given English coaching classes and at the end of every month one employee gives speech in English in front of MD and gets an incentive for the same.
5. LG also has a family ambassador programme where dedicated mentor goes to the workers house ans talks to the family their problems and tries to make their situation better.
6. LG has a unique Joyful Working 5 programme. It is based on 5 key factors associated with every job Stress,Communication,Leadership,Target setting and Working hours. JW5 helped in eliminating the issues related to these factors and bringing fun at workplace.
From India, Ludhiana
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WIPRO TECHNOLOGIES: Every four months they conduct an employee survey where all their employees provide inputs on the health of the workplace. This survey enables them to identify how strongly the person feels about the organization, and how strong is the person’s clarity of his/her existence in the organization. It also enables them to see the person’s own ability to identify with the vision of the organization, and whether he thinks the organization listens to what he has to say. He also reveals whether he feels that his supervisor takes interest in his/her development, has he/she received any word of praise from the boss for a good job done and so on. This proves to be an eye opener for the managers as well.
They have the HR review in the planning cycle, which is a rigorous process involving everyone, right upto the head of the organization. They do succession planning for individuals wherein they identify the best talents – the top ten people. They also identify their bottom ten people, who are asked to pull up their socks and improve, failing which they will have to leave. They carry out this exercise every quarter and this enables them to be well informed about their people asset.
Innovative HR practices of LG Electronics India
In order to give the organisation a competitive edge LG streamlined the whole system by integrating the HR fundamentals with Information Technology and have adopted some unique practices.
1. LG has a On-Line Recruitment Management System. Under this prospective candidates visit their website and directly register their CV as a result duplication of CV is immediately identified and not accepted. This process speeds up the whole process as it does initial screening of vital parameters like age, qualification, experience etc.
2. LG has come up with unique concept of Pizza Meetings where the whole departments meet up for Pizza Treat and discusses issues in an informal setting.
3. LG has a help desk facility for their employees to help them overcome every aspect of their professional problems.
4. The Blue Collar employees are given English coaching classes and at the end of every month one employee gives speech in English in front of MD and gets an incentive for the same.
5. LG also has a family ambassador programme where dedicated mentor goes to the workers house ans talks to the family their problems and tries to make their situation better.
6. LG has a unique Joyful Working 5 programme. It is based on 5 key factors associated with every job Stress,Communication,Leadership,Target setting and Working hours. JW5 helped in eliminating the issues related to these factors and bringing fun at workplace.
From India, Ludhiana
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(Fact Checked)-[The user's reply provides accurate and relevant information on innovative HR practices at Airtel, Wipro Technologies, and LG Electronics India. The examples given showcase various initiatives focused on employee engagement, feedback mechanisms, talent management, and organizational development. Well done!] (1 Acknowledge point)
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RIL is focused on building what would be the best "To Be" Organization over the next 18 to 24 months. In order to achieve this objective, RIL is focused on the following initiatives:
People: Energizing and engaging the existing workforce, building a pipeline for the future, and creating an exciting workplace.
HR Processes: To ensure that RIL continues to have the world's best practices and processes, existing processes are being reengineered, and new processes are being introduced.
Policies: The focus in FY-11 was to make the policies employee-friendly, keeping in view employee-specific needs. The HR policies are being reviewed and benchmarked with world-class organizations.
HR Shared Service Center: The center was established last year to ensure efficient and effective delivery of HR services to RIL employees.
HR PRACTICE IN INFOSYS
As part of its inclusive HR policy, Infosys will throw open a satellite center in the heart of the city to enable employees (particularly new and to-be mothers) to cut down on travel time to work. The center, which can accommodate up to 50 women at a time. The company has also initiated a pilot project for employees giving them an opportunity to opt for a one-year sabbatical at any point in their careers.
From India, Ludhiana
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People: Energizing and engaging the existing workforce, building a pipeline for the future, and creating an exciting workplace.
HR Processes: To ensure that RIL continues to have the world's best practices and processes, existing processes are being reengineered, and new processes are being introduced.
Policies: The focus in FY-11 was to make the policies employee-friendly, keeping in view employee-specific needs. The HR policies are being reviewed and benchmarked with world-class organizations.
HR Shared Service Center: The center was established last year to ensure efficient and effective delivery of HR services to RIL employees.
HR PRACTICE IN INFOSYS
As part of its inclusive HR policy, Infosys will throw open a satellite center in the heart of the city to enable employees (particularly new and to-be mothers) to cut down on travel time to work. The center, which can accommodate up to 50 women at a time. The company has also initiated a pilot project for employees giving them an opportunity to opt for a one-year sabbatical at any point in their careers.
From India, Ludhiana
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Starbucks has a great ability to reach into the hearts and minds of an 18-year-old college kid and create expectations around culture, delivery, experience, and brand.
Cisco has one of the world's most highly rated training programs, and training is a key retention tool worldwide. Depending on the function (and age of the employee), it can be more highly valued than pure cash.
FedEx is an example of an organization that has created an effective HR strategy that supports productivity and profitability. The corporation's philosophy is that employees should be doing the kind of work they want to do.
From India, Mumbai
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Cisco has one of the world's most highly rated training programs, and training is a key retention tool worldwide. Depending on the function (and age of the employee), it can be more highly valued than pure cash.
FedEx is an example of an organization that has created an effective HR strategy that supports productivity and profitability. The corporation's philosophy is that employees should be doing the kind of work they want to do.
From India, Mumbai
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HR POLICIES OF TATA MOTORS......
RECRUITMENT:
Tata Steel has always endeavoured to offer some of the best HR practices, and the recruitment process is no exception. The recruitment process is unique as it entails identifying talent from the pool through various practices. Some of them can be enlisted as follows:
Opportunities for employee wards - domain wise written test, assessment centre, personal interview.
We also select talent through Lateral Recruitment process which involves interview by HR, subject matter expert and personal interviews.
Group Migration Policy for our employees, which enables the group employees to explore opportunities to work at Tata Steel from other group companies.
We provide career opportunities for down the line people and internal job postings ensuring that the best talent pool deserves the right opportunity in bringing the best practices in the company.
Campus Selection - B schools, T Schools - written test, psychometric test, personal interview.
Shadow recruitment for niche senior talentR policies regarding recruitment
Employee relations
Tata Steel is of the opinion that people are its greatest asset and has therefore adopted the best practices for its employees.
Trade Unions: The Company believes that a healthy union is an asset for it. Trade unions are therefore present and encouraged at all locations. All the non-officers (86% of the total workforce) are represented by 26 independent trade unions across all locations.
Joint Consultations: Tata Steel is a pioneer of joint consultation in India. A unique system of joint consultation has been in place in Tata Steel for more than 55 years in which both management and employee representatives consult each other at all levels on matters relating to the progress and prosperity of the organisation, including production, productivity, quality, safety, welfare, training, etc. A minimum of 56 Joint Departmental Council meetings are held in a year.
Benefits and Facilities: Tata Steel has many ‘firsts’ in the area of employee welfare. Several welfare initiatives of Tata Steel were institutionalised even before it was formalised worldwide as a convention of the ILO. The Steel Works is the only steel manufacturing unit and the largest of its kind in the world, to adopt and enforce SA 8000 as a tool to improve workplace standards.
Employee Health: Apart from continuous preventive health surveillance of employees (which includes both statutory & non-statutory health check-ups), a unique programme on Wellness@Workplace has been launched across the company.
Higher Studies: Monetary incentives to employees acquiring higher technical qualifications in a related field.
Employee development and growth
The company believes in providing continuous skill and competence upgrading of all employees by providing access to necessary learning opportunities, on an equal and non-discriminatory basis. As a management approach Tata Steel has identified the following strategies to meet this challenge: (i) maximise utilisation of available employees through right skilling and (ii) recruitment of technically qualified persons.
Tata Steel encourages a holistic approach to learning and development through its well established in-house training facilities and approaches. The Tata Steel Management Development Centre (TMDC) endeavours to provide primarily managerial training and also functional training to all officers of Tata Steel, the Shavak Nanavati Technical Institute (SNTI) provides the essential technical and functional training to all officers and non-officers of the Company.
Moreover, Tata Steel ensures the development and growth of its employees in the best possible ways through the following steps:
70:20:10 Learning and Development Programme
The 70:20:10 concept of Learning and Development of officers has been launched with an objective of creating a culture where every manager takes ownership for the development of his/her subordinates. This also helps in instituting systems so that employees are trained, coached and mentored in a systematic manner such that they acquire appropriate knowledge, skill and attitude required by the organisation and are prepared in advance to take up higher responsibilities.
70% of Learning and Development takes place from real life and on-the job experiences, tasks and problem solving.
20% of Learning and Development takes place through coaching, mentoring, discussions, guidance by superiors/experts.
10% of the learning comes from formal Class Room Training.
Job Rotation and Career Planning
In order to eliminate drudgery and maximise the learning opportunities for our employees, robust processes have been put in place pertaining to job rotation and career planning. These processes also help raise and retain the technical capabilities within the organisation by ensuring development of officers through planned rotation to keep meaningful longevity in each position so that the executive develops deeper functional capability.
2.RELIANCE TELECOMMUNICATIONS
Our people, our strength
"We bet on people," said Dhirubhai Ambani, our legendary founder. This is at the core of Reliance Communications’ business philosophy. Reliance Communications believes in hiring world-class talent and supporting them with an enabling organisational framework.
We have already invested in 50,000 person training days and state-of-the-art e-learning facilities. We are introducing several progressive and employee friendly HR practices in e-HR, Employee Self Service, Performance Management System, 360° Feedback and Leadership Development initiatives.
Our Vision is to develop Global Leaders in India by providing them opportunities to learn through a comprehensive and contemporary framework of continuing education.
From India, Ludhiana
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RECRUITMENT:
Tata Steel has always endeavoured to offer some of the best HR practices, and the recruitment process is no exception. The recruitment process is unique as it entails identifying talent from the pool through various practices. Some of them can be enlisted as follows:
Opportunities for employee wards - domain wise written test, assessment centre, personal interview.
We also select talent through Lateral Recruitment process which involves interview by HR, subject matter expert and personal interviews.
Group Migration Policy for our employees, which enables the group employees to explore opportunities to work at Tata Steel from other group companies.
We provide career opportunities for down the line people and internal job postings ensuring that the best talent pool deserves the right opportunity in bringing the best practices in the company.
Campus Selection - B schools, T Schools - written test, psychometric test, personal interview.
Shadow recruitment for niche senior talentR policies regarding recruitment
Employee relations
Tata Steel is of the opinion that people are its greatest asset and has therefore adopted the best practices for its employees.
Trade Unions: The Company believes that a healthy union is an asset for it. Trade unions are therefore present and encouraged at all locations. All the non-officers (86% of the total workforce) are represented by 26 independent trade unions across all locations.
Joint Consultations: Tata Steel is a pioneer of joint consultation in India. A unique system of joint consultation has been in place in Tata Steel for more than 55 years in which both management and employee representatives consult each other at all levels on matters relating to the progress and prosperity of the organisation, including production, productivity, quality, safety, welfare, training, etc. A minimum of 56 Joint Departmental Council meetings are held in a year.
Benefits and Facilities: Tata Steel has many ‘firsts’ in the area of employee welfare. Several welfare initiatives of Tata Steel were institutionalised even before it was formalised worldwide as a convention of the ILO. The Steel Works is the only steel manufacturing unit and the largest of its kind in the world, to adopt and enforce SA 8000 as a tool to improve workplace standards.
Employee Health: Apart from continuous preventive health surveillance of employees (which includes both statutory & non-statutory health check-ups), a unique programme on Wellness@Workplace has been launched across the company.
Higher Studies: Monetary incentives to employees acquiring higher technical qualifications in a related field.
Employee development and growth
The company believes in providing continuous skill and competence upgrading of all employees by providing access to necessary learning opportunities, on an equal and non-discriminatory basis. As a management approach Tata Steel has identified the following strategies to meet this challenge: (i) maximise utilisation of available employees through right skilling and (ii) recruitment of technically qualified persons.
Tata Steel encourages a holistic approach to learning and development through its well established in-house training facilities and approaches. The Tata Steel Management Development Centre (TMDC) endeavours to provide primarily managerial training and also functional training to all officers of Tata Steel, the Shavak Nanavati Technical Institute (SNTI) provides the essential technical and functional training to all officers and non-officers of the Company.
Moreover, Tata Steel ensures the development and growth of its employees in the best possible ways through the following steps:
70:20:10 Learning and Development Programme
The 70:20:10 concept of Learning and Development of officers has been launched with an objective of creating a culture where every manager takes ownership for the development of his/her subordinates. This also helps in instituting systems so that employees are trained, coached and mentored in a systematic manner such that they acquire appropriate knowledge, skill and attitude required by the organisation and are prepared in advance to take up higher responsibilities.
70% of Learning and Development takes place from real life and on-the job experiences, tasks and problem solving.
20% of Learning and Development takes place through coaching, mentoring, discussions, guidance by superiors/experts.
10% of the learning comes from formal Class Room Training.
Job Rotation and Career Planning
In order to eliminate drudgery and maximise the learning opportunities for our employees, robust processes have been put in place pertaining to job rotation and career planning. These processes also help raise and retain the technical capabilities within the organisation by ensuring development of officers through planned rotation to keep meaningful longevity in each position so that the executive develops deeper functional capability.
2.RELIANCE TELECOMMUNICATIONS
Our people, our strength
"We bet on people," said Dhirubhai Ambani, our legendary founder. This is at the core of Reliance Communications’ business philosophy. Reliance Communications believes in hiring world-class talent and supporting them with an enabling organisational framework.
We have already invested in 50,000 person training days and state-of-the-art e-learning facilities. We are introducing several progressive and employee friendly HR practices in e-HR, Employee Self Service, Performance Management System, 360° Feedback and Leadership Development initiatives.
Our Vision is to develop Global Leaders in India by providing them opportunities to learn through a comprehensive and contemporary framework of continuing education.
From India, Ludhiana
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HR is an asset of any organisation. Every organisation is unique, and it flows down to their HR. HR practices channelize this difference in each organization. The mix of HR and technology is unavoidable in today's environment. Following are some unique examples of the same:
1. ACCENTURE
Accenture HR BPO Services helps parent company improve efficiencies, streamline workflows and reduce HR spend. It is known for its VIRTUAL MANAGEMENT of its VIRTUAL WORLD.
It is outsourcing all the work to employees sitting in various parts of the world. They can work whenever they like and wherever they like from however they need to do the required work done in time.
The HR is all linked with their accenture systems and online accounts of the company where anyone can view what the other one is doing and all the employees are free to talk to anyone in the organisation 24x7 since the employees of the company spans the globe.
Accenture saw a unique opportunity in HR outsourcing. A series of technological and process revolutions were underway in human resources management. By applying these innovations to BPO, it established Accenture HR BPO Services, which is charged with providing the most innovative, high-quality and cost-effective human resources services on an outsourced basis in the marketplace.
2. MINDTREE CONSULTING
Once in 3-4 weeks, management call their employees and give them information as to what is happening. Whenever there is a project win or a customer delivery, they ring the bell in the company to inform everybody.
A very beautiful and new practice is the “Mind Tree Minds” magazine of the company. They have CEO’s snapshots which is released once in two weeks, the in-house magazine, meet the “Mind Tree Minds” where the computer selects some names at random and they meet the senior people to get the right perspective of what they are doing, why they should do it, to ensure that there is enough interaction.
Ofcourse, all this enhances communication, commitment and sense of belonging in the employees.
3. CISCO
The line managers have been provided with HR tools, technologies and online tools etc, which give them an advantage over their counterparts in other organisations.
With just a click of mouse, a manager can look at the database of his/her own people, track history of development, increments, promotions, stock options etc.
They also have access to rating and ranking tools.
They have the authority to recommend changes and training needs and they could draw upon the resources available.
Besides companies are using technology not only to have communication and progress along with their employees, but also in hiring them. following are some related examples:
1. HCL Technologies
It got on board almost 60% of its senior-level executives (general managers and above) in 2011 through professional online networking platforms, primarily LinkedIn. "We have a dedicated team which looks into hiring through social media. As early adopters, we are at a stage where the numbers are much higher in terms of percentage of workforce hired from these new channels compared to any of our peers," says Ravi Shankar , senior VP, HR, at HCL Technologies . Shankar says HCL started using portals such as LinkedIn way back in 2007 and, other than hiring a huge chunk of its senior executives, it also employs 20% of its junior and 40% of its mid-level staff through it. HR heads at companies say for senior positions candidates who are not actively looking out for a job change can also be tapped through such platforms and at much lesser costs whilst a consultant at an executive search firm charges a huge fee.
2. Mahindra Satyam
IT major Mahindra Satyam launched a campaign called 'Career Divas' on social networking website Facebook and successfully hired only women.
Mahindra Satyam, says it hires 10% of its workforce , largely at the 2-6 years experience level, from social media platforms and plans to increase its focus further. Having conducted the 'Career Divas' , Mahindra Satyam's chief people officer Hari T says the idea is to explore more such avenues which are not traditional in nature.
3. ING Vysya Bank
The bank introduced something called 'fone-a-career' in 2011, similar to a customer services cell, to cater to prospective employees by counselling them over the phone about their careers. About 7% of its overall hiring was done through this platform in 2011.
"It is very important to innovate for frontline positions as we hire in thousands every month," says Ranga Subramanian , head, Resourcing & Talent Acquisition, at ING Vysya Bank. Besides tasting success with 'fone-a-career' , the bank hired 20% of its senior executives from LinkedIn and other social media platforms along with 50% of its mid-rung staff and 30% junior staff.
In a nutshell, companies are continuously scanning the environment for emerging trends. Technological innovations are a main focus and they are directly putting a direct impact on Human Resource beginning from hiring to retaining employees.
From India, Ludhiana
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1. ACCENTURE
Accenture HR BPO Services helps parent company improve efficiencies, streamline workflows and reduce HR spend. It is known for its VIRTUAL MANAGEMENT of its VIRTUAL WORLD.
It is outsourcing all the work to employees sitting in various parts of the world. They can work whenever they like and wherever they like from however they need to do the required work done in time.
The HR is all linked with their accenture systems and online accounts of the company where anyone can view what the other one is doing and all the employees are free to talk to anyone in the organisation 24x7 since the employees of the company spans the globe.
Accenture saw a unique opportunity in HR outsourcing. A series of technological and process revolutions were underway in human resources management. By applying these innovations to BPO, it established Accenture HR BPO Services, which is charged with providing the most innovative, high-quality and cost-effective human resources services on an outsourced basis in the marketplace.
2. MINDTREE CONSULTING
Once in 3-4 weeks, management call their employees and give them information as to what is happening. Whenever there is a project win or a customer delivery, they ring the bell in the company to inform everybody.
A very beautiful and new practice is the “Mind Tree Minds” magazine of the company. They have CEO’s snapshots which is released once in two weeks, the in-house magazine, meet the “Mind Tree Minds” where the computer selects some names at random and they meet the senior people to get the right perspective of what they are doing, why they should do it, to ensure that there is enough interaction.
Ofcourse, all this enhances communication, commitment and sense of belonging in the employees.
3. CISCO
The line managers have been provided with HR tools, technologies and online tools etc, which give them an advantage over their counterparts in other organisations.
With just a click of mouse, a manager can look at the database of his/her own people, track history of development, increments, promotions, stock options etc.
They also have access to rating and ranking tools.
They have the authority to recommend changes and training needs and they could draw upon the resources available.
Besides companies are using technology not only to have communication and progress along with their employees, but also in hiring them. following are some related examples:
1. HCL Technologies
It got on board almost 60% of its senior-level executives (general managers and above) in 2011 through professional online networking platforms, primarily LinkedIn. "We have a dedicated team which looks into hiring through social media. As early adopters, we are at a stage where the numbers are much higher in terms of percentage of workforce hired from these new channels compared to any of our peers," says Ravi Shankar , senior VP, HR, at HCL Technologies . Shankar says HCL started using portals such as LinkedIn way back in 2007 and, other than hiring a huge chunk of its senior executives, it also employs 20% of its junior and 40% of its mid-level staff through it. HR heads at companies say for senior positions candidates who are not actively looking out for a job change can also be tapped through such platforms and at much lesser costs whilst a consultant at an executive search firm charges a huge fee.
2. Mahindra Satyam
IT major Mahindra Satyam launched a campaign called 'Career Divas' on social networking website Facebook and successfully hired only women.
Mahindra Satyam, says it hires 10% of its workforce , largely at the 2-6 years experience level, from social media platforms and plans to increase its focus further. Having conducted the 'Career Divas' , Mahindra Satyam's chief people officer Hari T says the idea is to explore more such avenues which are not traditional in nature.
3. ING Vysya Bank
The bank introduced something called 'fone-a-career' in 2011, similar to a customer services cell, to cater to prospective employees by counselling them over the phone about their careers. About 7% of its overall hiring was done through this platform in 2011.
"It is very important to innovate for frontline positions as we hire in thousands every month," says Ranga Subramanian , head, Resourcing & Talent Acquisition, at ING Vysya Bank. Besides tasting success with 'fone-a-career' , the bank hired 20% of its senior executives from LinkedIn and other social media platforms along with 50% of its mid-rung staff and 30% junior staff.
In a nutshell, companies are continuously scanning the environment for emerging trends. Technological innovations are a main focus and they are directly putting a direct impact on Human Resource beginning from hiring to retaining employees.
From India, Ludhiana
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(Fact Checked)-The user reply provides accurate examples of innovative HR practices related to technology adoption in various companies. The examples cited showcase how technology is integrated into HR functions. Well done! (1 Acknowledge point)
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In the corporate world, HR leaders are frequently considered some of the most conservative and risk-averse. Running HR in a conservative manner might have served your company well in the last decade, but unfortunately it may be inappropriate and even damaging today. This fast-changing and highly competitive business world has caused senior executives to now expect innovation not just in their product lines but also in all of their business processes.here are few innovative Bold practices that define the current of HR practices.
Unlimited vacation policies – a major role of the HR department is to track absenteeism and vacation days. However, foursquare, Netflix, and several startups have begun to offer unlimited amounts of vacation and sick leave. This bold approach treats employees like mature adults who know how to manage how much time to spend away from work. By offering compelling work, tightknit teams, and performance-based pay, the firm offers enough positive incentives to drive employees to work more hours.
A recruiting TV show – the Chinese are learning how to be bold in recruiting by offering a TV show entitled “Only You” where candidates are interviewed and hired by executives in front of a live TV audience.
Meetups for recruiting — Edelman, the powerhouse PR firm, combines social media and “meet up” events to attract and build relationships with the very best. It uses employee social media contacts to invite candidates to mingle and to build relationships at social events held at popular restaurants. Candidates are offered unique snacks and drinks, while senior executives give a brief presentation. At the events, employees wear name tags with their Twitter handles on them. Attendance has reached as many as 300 and the events have resulted in more than 25 hires.
Outrageous benefits – Google recently revealed that it offers amazing death benefits to every U.S. employee. Should any of its U.S. employees die, their surviving spouse or domestic partner will receive 50% of the employee’s paycheck each year for the next 10 years! With a young employee base, fortunately not many will likely take advantage of this benefit, but it still sends a powerful message that benefits at Google are different.
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Unlimited vacation policies – a major role of the HR department is to track absenteeism and vacation days. However, foursquare, Netflix, and several startups have begun to offer unlimited amounts of vacation and sick leave. This bold approach treats employees like mature adults who know how to manage how much time to spend away from work. By offering compelling work, tightknit teams, and performance-based pay, the firm offers enough positive incentives to drive employees to work more hours.
A recruiting TV show – the Chinese are learning how to be bold in recruiting by offering a TV show entitled “Only You” where candidates are interviewed and hired by executives in front of a live TV audience.
Meetups for recruiting — Edelman, the powerhouse PR firm, combines social media and “meet up” events to attract and build relationships with the very best. It uses employee social media contacts to invite candidates to mingle and to build relationships at social events held at popular restaurants. Candidates are offered unique snacks and drinks, while senior executives give a brief presentation. At the events, employees wear name tags with their Twitter handles on them. Attendance has reached as many as 300 and the events have resulted in more than 25 hires.
Outrageous benefits – Google recently revealed that it offers amazing death benefits to every U.S. employee. Should any of its U.S. employees die, their surviving spouse or domestic partner will receive 50% of the employee’s paycheck each year for the next 10 years! With a young employee base, fortunately not many will likely take advantage of this benefit, but it still sends a powerful message that benefits at Google are different.
From India
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LG has a help desk facility for their employees to help them overcome every aspect of their professional problems.
Google's one of HR practices is eliminating friction at every turn: ensuring change can happen quickly and efficiently.
FedEx's founder and CEO, Frederick Smith, was determined to make employees an integral part of the decision-making process, as he believes that "when people are placed first, they will provide the highest possible service, and profits will follow." The FedEx corporate philosophy is the result of this belief: People-Service-Profit. These three corporate goals form the basis for all business decisions.
From India, Sangrur
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Google's one of HR practices is eliminating friction at every turn: ensuring change can happen quickly and efficiently.
FedEx's founder and CEO, Frederick Smith, was determined to make employees an integral part of the decision-making process, as he believes that "when people are placed first, they will provide the highest possible service, and profits will follow." The FedEx corporate philosophy is the result of this belief: People-Service-Profit. These three corporate goals form the basis for all business decisions.
From India, Sangrur
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(Fact Checked)-The information provided in the user reply is accurate and aligns with innovative HR practices of the mentioned companies. (1 Acknowledge point)
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The following companies are hiring Virtual PAs:
1. MCF Technology Solutions
2. Thomas Nelson Publishers
3. Brian Moran - Democratic Party USA
4. David Risley - Blogger
5. Gideon Shalwick - Video Marketing Expert
Regards,
Gaganpreet Singh
MBA 1B
From India, New Delhi
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1. MCF Technology Solutions
2. Thomas Nelson Publishers
3. Brian Moran - Democratic Party USA
4. David Risley - Blogger
5. Gideon Shalwick - Video Marketing Expert
Regards,
Gaganpreet Singh
MBA 1B
From India, New Delhi
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Some of the recent HR practices are :-
1-Schneider Electric India-- The 3 E approach
The new HR function will work towards equipping line managers with coaching skills to optimize talent utilization and the coming year will see the emergence of a lot of people managers there will be an increasing focus on education and businesses will incorporate the 3 E approach to encourage learning through education, exposure and experience.
2-TATA AutoComp Systems--People as Brands
At Tata AutoComp they have started sowing the seeds to create an environment that would meet these aspirations of people. they recognize their people’s achievements instantly and that too the recognition comes from the senior most management team. This is proving a great motivator. They also run several in-house as well as co-branded training programs that help their employees improve skills as well as come up to speed with the latest trends.They also encourage our people to celebrate all occasions together. Right from birthdays to anniversaries of people they celebrate together They also involve lesser privileged members of the society in our celebrations to bring in a human touch.
3-Mc Donald's--Publicize Good Performances
Every company has some employees who outperform others. Such performances should be highlighted and displayed where other employees can look at them such as on the display boards and intranet etc. This will encourage others to give their best. A proper system should be set up to make a list of high performances at specific times in a year.
4-Raymond Ltd.--360 Degree Feedback System
This system which collects feedback from seniors peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback.Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.
5- Vodafone--Delight Employees with the Unexpected
The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward like a gift or a well-done certificate. Reward not only the top performers but also a few others who are in need of motivation to exhibit their potential.
From India, Chandigarh
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1-Schneider Electric India-- The 3 E approach
The new HR function will work towards equipping line managers with coaching skills to optimize talent utilization and the coming year will see the emergence of a lot of people managers there will be an increasing focus on education and businesses will incorporate the 3 E approach to encourage learning through education, exposure and experience.
2-TATA AutoComp Systems--People as Brands
At Tata AutoComp they have started sowing the seeds to create an environment that would meet these aspirations of people. they recognize their people’s achievements instantly and that too the recognition comes from the senior most management team. This is proving a great motivator. They also run several in-house as well as co-branded training programs that help their employees improve skills as well as come up to speed with the latest trends.They also encourage our people to celebrate all occasions together. Right from birthdays to anniversaries of people they celebrate together They also involve lesser privileged members of the society in our celebrations to bring in a human touch.
3-Mc Donald's--Publicize Good Performances
Every company has some employees who outperform others. Such performances should be highlighted and displayed where other employees can look at them such as on the display boards and intranet etc. This will encourage others to give their best. A proper system should be set up to make a list of high performances at specific times in a year.
4-Raymond Ltd.--360 Degree Feedback System
This system which collects feedback from seniors peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback.Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.
5- Vodafone--Delight Employees with the Unexpected
The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward like a gift or a well-done certificate. Reward not only the top performers but also a few others who are in need of motivation to exhibit their potential.
From India, Chandigarh
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Raymond Ltd. - 360 Degree Feedback System
This system, which collects feedback from seniors, peers, and subordinates, has been increasingly embraced as the best of all available methods for collecting performance feedback. Accenture HR BPO Services help the parent company improve efficiencies, streamline workflows, and reduce HR spend. It is known for its VIRTUAL MANAGEMENT of its VIRTUAL WORLD. It is outsourcing all the work to employees sitting in various parts of the world. They can work whenever they like and wherever they like, however they need to get the required work done on time.
From India, Sangrur
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This system, which collects feedback from seniors, peers, and subordinates, has been increasingly embraced as the best of all available methods for collecting performance feedback. Accenture HR BPO Services help the parent company improve efficiencies, streamline workflows, and reduce HR spend. It is known for its VIRTUAL MANAGEMENT of its VIRTUAL WORLD. It is outsourcing all the work to employees sitting in various parts of the world. They can work whenever they like and wherever they like, however they need to get the required work done on time.
From India, Sangrur
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More investment in Software as a Service (SaaS)
HR is one of the business functions where adoption of SaaS software is highest, and experts foresee the trend accelerating even more in 2013.
The rise of HR master data management
HR managers struggle to maintain data quality in their systems. Master data management will be one of the predominant HR technology trends in 2013.
eg. OSWAL GROUP
From India, Ludhiana
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HR is one of the business functions where adoption of SaaS software is highest, and experts foresee the trend accelerating even more in 2013.
The rise of HR master data management
HR managers struggle to maintain data quality in their systems. Master data management will be one of the predominant HR technology trends in 2013.
eg. OSWAL GROUP
From India, Ludhiana
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(Fact Checked)-[The reply contains accurate information about the rise of SaaS adoption in HR and HR master data management trends in 2013. No amendments needed. Great insight!] (1 Acknowledge point)
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Companies with Most Innovative HR Practices
Today's human resource management cannot be seen as merely a functional department for common welfare, selection, rewards, recognition, compensation, remuneration, work culture, and productivity of employees.
Syntel, a global IT company, was recently awarded in several categories of human resource management at the HRD Congress. The use of technology to achieve strategic HR objectives and the implementation of creative HR solutions have positioned it as one of the most esteemed companies with the most innovative human resource management practices.
Infosys BPO Ltd, at the recent World HRD Congress held in Mumbai, won 7 awards for its human resource management practices. The company's key strength lies in its innovative talent acquisition, recruitment, and retention processes.
From India, Ludhiana
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Today's human resource management cannot be seen as merely a functional department for common welfare, selection, rewards, recognition, compensation, remuneration, work culture, and productivity of employees.
Syntel, a global IT company, was recently awarded in several categories of human resource management at the HRD Congress. The use of technology to achieve strategic HR objectives and the implementation of creative HR solutions have positioned it as one of the most esteemed companies with the most innovative human resource management practices.
Infosys BPO Ltd, at the recent World HRD Congress held in Mumbai, won 7 awards for its human resource management practices. The company's key strength lies in its innovative talent acquisition, recruitment, and retention processes.
From India, Ludhiana
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(Fact Checked)-The information provided regarding Syntel and Infosys BPO Ltd receiving awards for innovative HR practices is accurate and aligned with the original post. (1 Acknowledge point)
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The Hiring Scenario
Weird things are going on in HR these days. By glancing at the Malaysian newspapers, one can see that 9 out or 10 companies are advertising for Training Managers and HR Executives for HR Operations but few for HR positions for HR Organisational Development staffing.
MINDTREE CONSULTING Once in three to four weeks, Management call their employees and give them information as to what is happening. Whenever there is a project win or a customer delivery, they ring the bell in the company to inform everybody. They have the CEO’s snapshots which is released once in two weeks, the in-house magazine, meet the “Mind Tree Minds” where the computer selects some names at random and they meet the senior people to get the right perspective of what they are doing, why they should do it, to ensure that there is enough interaction. These things enhance communication, security, sense of belonging and commitment towards the organization.
AIR TEL Company strongly believes in ‘softer skills’ such as working in teams, inter-personals skills, communication skills, creative thinking, entrepreneurial skills etc. The Company has a unique policy like ‘HR Reach out’. Every HR member is assigned a department. He She works with the department very closely not only to proactively enable employees perform but also to partner with the business and influence business processes and policies. ‘Customer Contact Programme ’. Once a month, all senior managers reach out to customers to get a first hand feel and feedback from them. The Management conducts Employee Satisfaction Surveys, have departmental strategic matrices developed to work on employees feedback, etc.
From India
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Weird things are going on in HR these days. By glancing at the Malaysian newspapers, one can see that 9 out or 10 companies are advertising for Training Managers and HR Executives for HR Operations but few for HR positions for HR Organisational Development staffing.
MINDTREE CONSULTING Once in three to four weeks, Management call their employees and give them information as to what is happening. Whenever there is a project win or a customer delivery, they ring the bell in the company to inform everybody. They have the CEO’s snapshots which is released once in two weeks, the in-house magazine, meet the “Mind Tree Minds” where the computer selects some names at random and they meet the senior people to get the right perspective of what they are doing, why they should do it, to ensure that there is enough interaction. These things enhance communication, security, sense of belonging and commitment towards the organization.
AIR TEL Company strongly believes in ‘softer skills’ such as working in teams, inter-personals skills, communication skills, creative thinking, entrepreneurial skills etc. The Company has a unique policy like ‘HR Reach out’. Every HR member is assigned a department. He She works with the department very closely not only to proactively enable employees perform but also to partner with the business and influence business processes and policies. ‘Customer Contact Programme ’. Once a month, all senior managers reach out to customers to get a first hand feel and feedback from them. The Management conducts Employee Satisfaction Surveys, have departmental strategic matrices developed to work on employees feedback, etc.
From India
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Today's human resource management cannot set itself aside as the mere functional department for common welfare, selection, rewards, recognition, compensation, remuneration, work culture, and productivity of employees. As the corporate and business process is growing in services and innovations, the choice for a better job is huge for any employee in the present employment scenario. The most challenging task for the human resource manager in the present scenario is the talent hunt and hiring process and retention of talented as well as most productive employees in the company. This focus is acutely present in the HR policies of the companies with the most innovative human resource management practice. Here we would introduce some of the greatest global companies with the most innovative human resource management practices.
Google
Google is still considered to be one of the most popular and preferred destinations for career aspirants in information technology. Google is a brand where ideas of the employees are most valued and encouraged, and it has a unique culture for supporting the employee at every possible difficulty. The most innovative idea of Google is to encourage the employees to spend 20% of their productive time on their creative ideas and value addition initiatives.
Larsen and Toubro
L&T engineering and construction division is recently awarded the Asia Pacific HR Conclave Award for the most innovative HR practices. The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines, and business policy, making L&T one of the top companies with the most innovative human resource management practices.
From India, Ludhiana
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Google is still considered to be one of the most popular and preferred destinations for career aspirants in information technology. Google is a brand where ideas of the employees are most valued and encouraged, and it has a unique culture for supporting the employee at every possible difficulty. The most innovative idea of Google is to encourage the employees to spend 20% of their productive time on their creative ideas and value addition initiatives.
Larsen and Toubro
L&T engineering and construction division is recently awarded the Asia Pacific HR Conclave Award for the most innovative HR practices. The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines, and business policy, making L&T one of the top companies with the most innovative human resource management practices.
From India, Ludhiana
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1. Google is the biggest search engine company known for its best HR practices to engage employees with the company.
2. Cisco has one of the world's most highly-rated training programs, and training is a key retention tool worldwide. Depending on employees' skills, they are rated accordingly.
Now, every company rates its employees based on their knowledge and skills, seeking perfection in HR trends and having new software ideas and techniques to manage employees, including their onboarding, resignations, salaries, perks, bonuses, and more. Everything will be updated by inputting their information at once. Thank you.
From India, Ludhiana
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2. Cisco has one of the world's most highly-rated training programs, and training is a key retention tool worldwide. Depending on employees' skills, they are rated accordingly.
Now, every company rates its employees based on their knowledge and skills, seeking perfection in HR trends and having new software ideas and techniques to manage employees, including their onboarding, resignations, salaries, perks, bonuses, and more. Everything will be updated by inputting their information at once. Thank you.
From India, Ludhiana
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In 2013, companies will take social further: this will be the year of Social HR, with organizations integrating social technologies into the way they recruit, develop & engage employees.
Gamification Becomes A Standard Practice companies like
1.Deloitte
earned through completing various training modules–on Twitter, LinkedIn
With more research, studies, and real-world examples proving the power of incorporating game mechanics into non-game activities like marketing, call center operations and learning and development, a greater number of enterprise processes will start to become “gamified.”
The technology research firm Gartner, Inc. predicts that 70 percent of Global 2000 businesses will be managing at least one “gamified” application or system by 2014
From India, Ludhiana
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Gamification Becomes A Standard Practice companies like
1.Deloitte
earned through completing various training modules–on Twitter, LinkedIn
With more research, studies, and real-world examples proving the power of incorporating game mechanics into non-game activities like marketing, call center operations and learning and development, a greater number of enterprise processes will start to become “gamified.”
The technology research firm Gartner, Inc. predicts that 70 percent of Global 2000 businesses will be managing at least one “gamified” application or system by 2014
From India, Ludhiana
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1. Google is the biggest search engine company known for its best HR practices to engage employees with the company.
2. Cisco - Cisco has one of the world's most highly rated training programs, and training is a key retention tool worldwide. Depending on the skills of employees, they are rated accordingly.
Now, every company rates employees based on their knowledge and skills, seeking perfection in HR trends and having new software ideas and techniques to handle employees, such as their onboarding, resignations, salaries, perks, bonuses, and more. Everything will be updated by inputting their information at once. Thank you :-)
From India, Ludhiana
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2. Cisco - Cisco has one of the world's most highly rated training programs, and training is a key retention tool worldwide. Depending on the skills of employees, they are rated accordingly.
Now, every company rates employees based on their knowledge and skills, seeking perfection in HR trends and having new software ideas and techniques to handle employees, such as their onboarding, resignations, salaries, perks, bonuses, and more. Everything will be updated by inputting their information at once. Thank you :-)
From India, Ludhiana
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Most challenging task for the human resource manager in the present scenario is the talent hunt and hiring process and retention of talented as well as most productive employees in the company. This focus is acutely present in the HR policies of the companies with the most innovative human resource management practices. Here we would introduce some of the greatest global companies with the most innovative human resource management practices.
Syntel
This global IT Company was recently awarded in several categories of human resource management in the HRD congress. The use of technology for the achievement of strategic HR objectives and creative practices in HR solutions made it be one of the most valued companies with the most innovative human resource management practices.
Google
Google is still considered to be one of the most popular and preferred destinations for career aspirants in information technology. Google is a brand name where ideas of the employees are most valued and encouraged, and it has a unique culture for supporting the employee at every possible difficulty. The most innovative idea of Google is to encourage the employees to spend 20% of their productive time on their own creative ideas and value addition initiatives.
Larsen and Toubro
L&T engineering and construction division was recently awarded the Asia Pacific HR Conclave Award for the most innovative HR practices. The main strength of the company's HR practices lies in rigorous and continuous training in general management, technical disciplines, and business policy, and this made L&T one of the top companies with the most innovative human resource management practices.
Infosys BPO Ltd
In the recent World HRD Congress held in Mumbai, the company won seven awards for its human resource management practices. The major strength of the company lies in innovative talent hunting, recruitment, and retention processes.
From India, Ludhiana
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Syntel
This global IT Company was recently awarded in several categories of human resource management in the HRD congress. The use of technology for the achievement of strategic HR objectives and creative practices in HR solutions made it be one of the most valued companies with the most innovative human resource management practices.
Google is still considered to be one of the most popular and preferred destinations for career aspirants in information technology. Google is a brand name where ideas of the employees are most valued and encouraged, and it has a unique culture for supporting the employee at every possible difficulty. The most innovative idea of Google is to encourage the employees to spend 20% of their productive time on their own creative ideas and value addition initiatives.
Larsen and Toubro
L&T engineering and construction division was recently awarded the Asia Pacific HR Conclave Award for the most innovative HR practices. The main strength of the company's HR practices lies in rigorous and continuous training in general management, technical disciplines, and business policy, and this made L&T one of the top companies with the most innovative human resource management practices.
Infosys BPO Ltd
In the recent World HRD Congress held in Mumbai, the company won seven awards for its human resource management practices. The major strength of the company lies in innovative talent hunting, recruitment, and retention processes.
From India, Ludhiana
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(Fact Checked)-The user reply contains accurate information regarding innovative HR practices in companies like Syntel, Google, Larsen and Toubro, and Infosys BPO Ltd. The focus on talent hunt, hiring, and retention aligns with modern HR trends. (1 Acknowledge point)
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Harpreet Kaur
MBA 1-C
The most challenging task for the human resource manager in the present scenario is the talent hunt, hiring process, and retention of talented as well as the most productive employees in the company. This focus is acutely present in the HR policies of companies with the most innovative human resource management practices. Here we would introduce some of the greatest global companies with the most innovative human resource management practices.
Syntel
This global IT company was recently awarded in several categories of human resource management at the HRD congress. The use of technology for the achievement of strategic HR objectives and creative practices in HR solutions made it one of the most valued companies with the most innovative human resource management practices.
Google
Google is still considered one of the most popular and preferred destinations for career aspirants in information technology. Google is a brand where employees' ideas are most valued and encouraged, and it has a unique culture that supports employees in every possible difficulty. The most innovative idea of Google is to encourage employees to spend 20% of their productive time on their creative ideas and value addition initiatives.
Larsen and Toubro
L&T's engineering and construction division was recently awarded the Asia Pacific HR Conclave Award for the most innovative HR practices. The main strength of the company's HR practices lies in rigorous and continuous training in general management, technical disciplines, and business policy, making L&T one of the top companies with the most innovative human resource management practices.
Infosys BPO Ltd
In the recent World HRD Congress held in Mumbai, the company won seven awards for its human resource management practices. The major strength of the company lies in innovative talent hunting, recruitment, and retention processes.
From India, Ludhiana
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MBA 1-C
The most challenging task for the human resource manager in the present scenario is the talent hunt, hiring process, and retention of talented as well as the most productive employees in the company. This focus is acutely present in the HR policies of companies with the most innovative human resource management practices. Here we would introduce some of the greatest global companies with the most innovative human resource management practices.
Syntel
This global IT company was recently awarded in several categories of human resource management at the HRD congress. The use of technology for the achievement of strategic HR objectives and creative practices in HR solutions made it one of the most valued companies with the most innovative human resource management practices.
Google is still considered one of the most popular and preferred destinations for career aspirants in information technology. Google is a brand where employees' ideas are most valued and encouraged, and it has a unique culture that supports employees in every possible difficulty. The most innovative idea of Google is to encourage employees to spend 20% of their productive time on their creative ideas and value addition initiatives.
Larsen and Toubro
L&T's engineering and construction division was recently awarded the Asia Pacific HR Conclave Award for the most innovative HR practices. The main strength of the company's HR practices lies in rigorous and continuous training in general management, technical disciplines, and business policy, making L&T one of the top companies with the most innovative human resource management practices.
Infosys BPO Ltd
In the recent World HRD Congress held in Mumbai, the company won seven awards for its human resource management practices. The major strength of the company lies in innovative talent hunting, recruitment, and retention processes.
From India, Ludhiana
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Companies are taking up people-related initiatives as there is a need to manage human resources advantageously, so as not to lose the competitive edge in talent that they have built. In managing their human resources, companies have time and again focused on values, invested in personnel, emphasized on meritocracy and consequently attaining excellence in HR processes.
Innovative Practices
Dell :It sponsors a community of networking groups formed by employees with common interests in areas such as ethnicity, gender, nationality & lifestyle. These groups offer Dell employees the opportunity to network with other employees from the company, while providing encouragement and an enhanced sense of belonging through informal mentoring, professional and community events, and access to personal and professional development and growth
*employee portal : A portal can provide employee self-service solution, act as a binding force across various HR initiatives and result in a clear, orchestrated and powerful HR strategy. It reduces operating costs, improves awareness, employee feedback and communication.used in wipro & infosys (B2E Intranet)
TCS is known for its human resource practices in India as well as globally. In the EU, it continues to be the employer of choice and has the lowest attrition rate of 9.9 per cent.The company lays emphasis on the overall development of it employees and also offers multi-lingual capability training modules.TCS enables its employees to meet their career objectives through rotation across projects, functions and locations globally.It also helps employees in building new skills and competencies, and promotes knowledge sharing and team building.
* Second career Internship Program:
Tata SCIP was launched in March 2008 on International Women’s Day . It is a career transition management programme for women professionals who have taken a break of 1-8 years for any reason, and wish to re-enter the professional space.
* Holding on to the employees
Quatrro BPO Solutions has nurtured a concept of keeping in touch with high performers who leave the concern and hone in them, whenever they want to come back.
* Making use of pre hiring Process:
Genpact, the BPO pioneer, uses a pre-hiring process to aid in arresting attrition. The organisation brings people before they join, and have them look at the workplace. If the people choose to join, that reduces potential attrition.
* Checking the Profile on Social Networking Sites:
Organisations are pursing the candidate’s profile on sites such as Face book and LinkedIn. Once a candidate applies, his social behavior is traced. The persons social Skills decide if he fits the job. This practice has also started in India.
From India, New Delhi
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Innovative Practices
Dell :It sponsors a community of networking groups formed by employees with common interests in areas such as ethnicity, gender, nationality & lifestyle. These groups offer Dell employees the opportunity to network with other employees from the company, while providing encouragement and an enhanced sense of belonging through informal mentoring, professional and community events, and access to personal and professional development and growth
*employee portal : A portal can provide employee self-service solution, act as a binding force across various HR initiatives and result in a clear, orchestrated and powerful HR strategy. It reduces operating costs, improves awareness, employee feedback and communication.used in wipro & infosys (B2E Intranet)
TCS is known for its human resource practices in India as well as globally. In the EU, it continues to be the employer of choice and has the lowest attrition rate of 9.9 per cent.The company lays emphasis on the overall development of it employees and also offers multi-lingual capability training modules.TCS enables its employees to meet their career objectives through rotation across projects, functions and locations globally.It also helps employees in building new skills and competencies, and promotes knowledge sharing and team building.
* Second career Internship Program:
Tata SCIP was launched in March 2008 on International Women’s Day . It is a career transition management programme for women professionals who have taken a break of 1-8 years for any reason, and wish to re-enter the professional space.
* Holding on to the employees
Quatrro BPO Solutions has nurtured a concept of keeping in touch with high performers who leave the concern and hone in them, whenever they want to come back.
* Making use of pre hiring Process:
Genpact, the BPO pioneer, uses a pre-hiring process to aid in arresting attrition. The organisation brings people before they join, and have them look at the workplace. If the people choose to join, that reduces potential attrition.
* Checking the Profile on Social Networking Sites:
Organisations are pursing the candidate’s profile on sites such as Face book and LinkedIn. Once a candidate applies, his social behavior is traced. The persons social Skills decide if he fits the job. This practice has also started in India.
From India, New Delhi
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(Fact Checked)-The user's reply provides a comprehensive overview of innovative HR practices in various companies, aligning with the original post. The examples provided showcase strategies related to employee engagement, talent retention, and recruitment practices. Overall, the response is informative and relevant. (1 Acknowledge point)
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Major hr trends :
1) rising healthcare cost
2) increasing diversity in work place
3) the shift toward employee- centic benfits that increasingly emphasis consumer choice and consumer responsiblility
4)current trends in managing employee health absence and productivity
SOME POINTS THAT ARE GOING ON IN HR :-
1) Businesses Seek to Regain Positive HR Image
• Improving Morale Following Years of HR Cost Reduction Measures
• Meaningful Raises
• More Perks & Benefits
• Focus on Employee Retention
2) Green Initiatives Still on Hold
• “Green” not Recession-proof
• Automation Encouraged
• Exceptions - IT
3) Digital-Age Reality Sets-in
• Flexible Scheduling
• Scheduling Study
• Employee Morale
• HR Automation
• Increase Productivity
4) Analysis via HR Metrics to Address Performance
• HR Technology
• Analytic Tools
• Spot Negative Trends
• Job Tracking Software
5) HR Technology Meets the Small Business
• Increasing Technology, Efficiency
• Automating Processes
• No More Manual Recording
• Save Time and Money
• Integrate Time Clocks & HR Software
6) Increasing Efficiency of Business Processes
• What You Need, When it’s Needed
• Reducing Mistakes
• Job Tracking Software
7) HR Shared Services Gains Steam
• Consolidate HR Costs
• Automate Processes
• Save Money
• Benefits of HR Shared Services
From India, Delhi
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1) rising healthcare cost
2) increasing diversity in work place
3) the shift toward employee- centic benfits that increasingly emphasis consumer choice and consumer responsiblility
4)current trends in managing employee health absence and productivity
SOME POINTS THAT ARE GOING ON IN HR :-
1) Businesses Seek to Regain Positive HR Image
• Improving Morale Following Years of HR Cost Reduction Measures
• Meaningful Raises
• More Perks & Benefits
• Focus on Employee Retention
2) Green Initiatives Still on Hold
• “Green” not Recession-proof
• Automation Encouraged
• Exceptions - IT
3) Digital-Age Reality Sets-in
• Flexible Scheduling
• Scheduling Study
• Employee Morale
• HR Automation
• Increase Productivity
4) Analysis via HR Metrics to Address Performance
• HR Technology
• Analytic Tools
• Spot Negative Trends
• Job Tracking Software
5) HR Technology Meets the Small Business
• Increasing Technology, Efficiency
• Automating Processes
• No More Manual Recording
• Save Time and Money
• Integrate Time Clocks & HR Software
6) Increasing Efficiency of Business Processes
• What You Need, When it’s Needed
• Reducing Mistakes
• Job Tracking Software
7) HR Shared Services Gains Steam
• Consolidate HR Costs
• Automate Processes
• Save Money
• Benefits of HR Shared Services
From India, Delhi
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Innovative HR practices build competencies and capabilities for superior and winning performances today and simultaneously create long term fertility for innovation of business ideas and strategies for future.
in the competitive world the organization should have the innovative ideas then only it can lead the organization very successful. Human Resource leader should follow creative practices that practices should help to develop the employer as well as employee. Then only the organization can run successful.
1. Syntel
This global IT Company recently awarded in several categories of human resource management in the HRD congress. The use of technology for achievement of strategic HR objectives and creative practices in HR solution made it to be one of the most valued companies with most innovative human resource management practice.
2. Larsen and Toubro
L&T engineering and construction division is recently awarded the Asia Pacific HR Conclave Award for most innovative HR practices. The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines and business policy and this made L&T as one of the top companies with most innovative human resource management practices.
3. Infosys BPO Ltd
In the recent world HRD congress held in Mumbai the company won 7 awards for its human resource management practices. The major strength of the company lies in innovative talent hunting, recruitment and retention process.
4. ECO Canada
ECO Canada works to engage businesses, workers, educators, professional associations and government to focus on determining the specific skills and human resource needs of Canada’s environment industry.
From India, Jalandhar
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in the competitive world the organization should have the innovative ideas then only it can lead the organization very successful. Human Resource leader should follow creative practices that practices should help to develop the employer as well as employee. Then only the organization can run successful.
1. Syntel
This global IT Company recently awarded in several categories of human resource management in the HRD congress. The use of technology for achievement of strategic HR objectives and creative practices in HR solution made it to be one of the most valued companies with most innovative human resource management practice.
2. Larsen and Toubro
L&T engineering and construction division is recently awarded the Asia Pacific HR Conclave Award for most innovative HR practices. The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines and business policy and this made L&T as one of the top companies with most innovative human resource management practices.
3. Infosys BPO Ltd
In the recent world HRD congress held in Mumbai the company won 7 awards for its human resource management practices. The major strength of the company lies in innovative talent hunting, recruitment and retention process.
4. ECO Canada
ECO Canada works to engage businesses, workers, educators, professional associations and government to focus on determining the specific skills and human resource needs of Canada’s environment industry.
From India, Jalandhar
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- How do 'Google' HR policies differ from other organizations?
1) If a Google employee dies, the spouse of the employee will receive half of the salary for the next ten years.
2) Drinking alcohol at work is not banned; however, one must use good judgment.
- Maternity policy at 'Pfizer':
Pfizer's policy is amazing. You get 3 weeks before your due date. Then 8 or 12 weeks depending on standard or c-section delivery. After that, you get an additional 6 weeks of paid parental leave (available to adoptive parents as well). Following all of this, you can take up to 6 months of unpaid time off, during which they will hold your job, or you can transition back by working part-time for 6 months.
- Reasons for employee absenteeism?
Employee absences from work for reasons related to domestic and family violence are due to injury, emotional distress, being forcibly kept at home, and court appearances. Absences are not limited to individuals directly affected by the violence. According to a recent study, 47% of family and friends of those affected by domestic and family violence take time off work to accompany their loved ones to court or the hospital, or to care for children.
From India, New Delhi
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1) If a Google employee dies, the spouse of the employee will receive half of the salary for the next ten years.
2) Drinking alcohol at work is not banned; however, one must use good judgment.
- Maternity policy at 'Pfizer':
Pfizer's policy is amazing. You get 3 weeks before your due date. Then 8 or 12 weeks depending on standard or c-section delivery. After that, you get an additional 6 weeks of paid parental leave (available to adoptive parents as well). Following all of this, you can take up to 6 months of unpaid time off, during which they will hold your job, or you can transition back by working part-time for 6 months.
- Reasons for employee absenteeism?
Employee absences from work for reasons related to domestic and family violence are due to injury, emotional distress, being forcibly kept at home, and court appearances. Absences are not limited to individuals directly affected by the violence. According to a recent study, 47% of family and friends of those affected by domestic and family violence take time off work to accompany their loved ones to court or the hospital, or to care for children.
From India, New Delhi
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HR PRACTICES IN GOOGLE
1. Building innovation into job descriptions: '20 percent time'
Technical employees are required to spend 80% of their time on the core search and advertising businesses, and 20% on technical projects of their own choosing."
"Employees' work structure follows a '70/20/10' model,
2. Eliminating friction at every turn: ensuring change can happen quickly and efficiently Google’s approach to innovation is highly improvisational. Any engineer in the company has a chance to create a new product or feature.
3. Letting the market choose: “crowdsourcing” its product strategy
4. Cultivating a taste for failure and chaos Schmidt encourages it: “Please fail very quickly—so that you can try again.. he had praised an executive who made a several-million-dollar blunder: “‘I’m so glad you made this mistake. Because I want to run a company where we are moving too quickly and doing too much, not being too cautious and doing too little. If we don’t have any of these mistakes, we’re just not taking enough risk.’”
5. Supporting inspiration with data - making extensive, aggressive use of data and testing to support ideas according to a Harvard case study people aren't allowed to say 'I think' but instead must say 'The data suggest...'
6. Google's use of algorithms in recruitment First, you survey current employees on a variety of characteristics and traits, including teamwork, biographical information, past experiences and accomplishments (i.e., have they started a company, written a book, won a championship, set a record).
From India, Delhi
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1. Building innovation into job descriptions: '20 percent time'
Technical employees are required to spend 80% of their time on the core search and advertising businesses, and 20% on technical projects of their own choosing."
"Employees' work structure follows a '70/20/10' model,
2. Eliminating friction at every turn: ensuring change can happen quickly and efficiently Google’s approach to innovation is highly improvisational. Any engineer in the company has a chance to create a new product or feature.
3. Letting the market choose: “crowdsourcing” its product strategy
4. Cultivating a taste for failure and chaos Schmidt encourages it: “Please fail very quickly—so that you can try again.. he had praised an executive who made a several-million-dollar blunder: “‘I’m so glad you made this mistake. Because I want to run a company where we are moving too quickly and doing too much, not being too cautious and doing too little. If we don’t have any of these mistakes, we’re just not taking enough risk.’”
5. Supporting inspiration with data - making extensive, aggressive use of data and testing to support ideas according to a Harvard case study people aren't allowed to say 'I think' but instead must say 'The data suggest...'
6. Google's use of algorithms in recruitment First, you survey current employees on a variety of characteristics and traits, including teamwork, biographical information, past experiences and accomplishments (i.e., have they started a company, written a book, won a championship, set a record).
From India, Delhi
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A Best “Practice” in HR is a particular method, approach, or practice of managing people which has a positive impact on a company’s overall business performance by improving employee satisfaction, employee motivation, and customer Satisfaction, and/or bottom-line business performance. Because of change in technology different companies are adopting innovative HR practices.
For example:-
CISCO- The line managers have been provided with HR tools, technologies, online tools etc., which give them an edge over their counterparts in other organizations. At the click of a button, a manager can look at the database of his/her own people, track history of development, increments, promotions, stock options etc. They are also given the rating and ranking tools. They could recommend changes and training needs and they could draw upon the resources available.
MINDTREE CONSULTING- Once in three to four weeks, Management call their employees and give them information as to what is happening. Whenever there is a project win or a customer delivery, they ring the bell in the company to inform everybody. They have the CEO’s snapshots which is released once in two weeks, the in-house magazine, meet the “Mind Tree Minds” where the computer selects some names at random and they meet the senior people to get the right perspective of what they are doing, why they should do it, to ensure that there is enough interaction. These things enhance communication, security, sense of belonging and commitment towards the organization.
Human Resource leaders should follow creative & innovative HR practices such that it shouldhelp to develop the employer as well as employee and the environment around us.
From India, Delhi
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For example:-
CISCO- The line managers have been provided with HR tools, technologies, online tools etc., which give them an edge over their counterparts in other organizations. At the click of a button, a manager can look at the database of his/her own people, track history of development, increments, promotions, stock options etc. They are also given the rating and ranking tools. They could recommend changes and training needs and they could draw upon the resources available.
MINDTREE CONSULTING- Once in three to four weeks, Management call their employees and give them information as to what is happening. Whenever there is a project win or a customer delivery, they ring the bell in the company to inform everybody. They have the CEO’s snapshots which is released once in two weeks, the in-house magazine, meet the “Mind Tree Minds” where the computer selects some names at random and they meet the senior people to get the right perspective of what they are doing, why they should do it, to ensure that there is enough interaction. These things enhance communication, security, sense of belonging and commitment towards the organization.
Human Resource leaders should follow creative & innovative HR practices such that it shouldhelp to develop the employer as well as employee and the environment around us.
From India, Delhi
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(Fact Checked)-The user's reply provides insightful examples of innovative HR practices at CISCO and Mindtree Consulting, emphasizing the importance of technology and communication. (1 Acknowledge point)
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gaurav chillana mba1c
1.The Sky factory:- open book managment system
This company follows the open book managment system. In this system accounts are left open for all their employees to see as and when they wish, at the same time as the employees are taught to understand better the full financial picture.
2.Wipro Ltd.--360 Degree Feedback System
This system which collects feedback from seniors peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback.Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.
3.ranbaxy;- imformation sharing matrix
Sharing each and every type of imformation in quick and easy way
4. microsoft corporation:- Performance Culture Model
Microsoft Corporation has adopted the “Performance Culture Model`` as the best12 approach to drive its success. All the critical people metrics are categorized and measured as per the Growth Pyramid
5. Mc Donald's- Good Performances rewards
Every company has some employees who outperform others. Such performances should be highlighted and displayed where other employees can look at them such as on the display boards and intranet etc. This will encourage others to give their best. A proper system should be set up to make a list of high performances at specific times in a year.
From India, Ludhiana
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1.The Sky factory:- open book managment system
This company follows the open book managment system. In this system accounts are left open for all their employees to see as and when they wish, at the same time as the employees are taught to understand better the full financial picture.
2.Wipro Ltd.--360 Degree Feedback System
This system which collects feedback from seniors peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback.Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.
3.ranbaxy;- imformation sharing matrix
Sharing each and every type of imformation in quick and easy way
4. microsoft corporation:- Performance Culture Model
Microsoft Corporation has adopted the “Performance Culture Model`` as the best12 approach to drive its success. All the critical people metrics are categorized and measured as per the Growth Pyramid
5. Mc Donald's- Good Performances rewards
Every company has some employees who outperform others. Such performances should be highlighted and displayed where other employees can look at them such as on the display boards and intranet etc. This will encourage others to give their best. A proper system should be set up to make a list of high performances at specific times in a year.
From India, Ludhiana
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(Fact Checked)-[response] (1 Acknowledge point)
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Nawras was recognized as the best ‘Organisation with Innovative HR Practices’ at the Asia Pacific HRM Congress Communications Awards 2012, recently held in Bengaluru, India.
Kumail al Moosawi, director, People at Nawras, said
We have designed a number of programmes to build a caring work culture that strives for excellence to become the employer of choice in the sultanate as we offer pleasingly different communication services to our valued customers.”
Nawras is a ‘people company’ and has shown its dedication to maintaining an energetic and positive work atmosphere.
[B]Google:[/B]
(i) Diversity among employees: Ex – army man to former school teacher in the workforce.
(ii) For recruitment they expect the person has to be comfortable with technology and be optimistic about the future. “Like someone who you would find interesting on a long train journey”. The company’s recruitment process ensures that it gets the people edge it needs. There is a battery of wiring tests, interviews are rigorous, not in the sense of being a stress interview, but interviewers try and go deep into what makes the candidate tick. Then the detailed feedback on the candidate is given to an independent team in charge of hiring. The company’s credo is to hire someone who is better than you.
2. Employee referrals by employees which comprises 50% of all hiring at SAP Labs India, Bangalore.
3. Non – standard pool of talent: housewives with a gap in career
4. “Bar Raisers”:
The HR department has organized an elite group of 34 employees – who have veto power in an recruitment decision, if a Bar member feels a potential recruit does not match upto the company’s standards.
5. Short stories:
The Company compiled 52 short stories, one for each week, the company used to introduce new recruits. The stories talk about its history and evolution, technology and people who made a difference.
6. The company goes beyond its employees and connects with their support group: the family, when an employee joins, his parents or spouse get a welcome letter.
From India, New Delhi
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Kumail al Moosawi, director, People at Nawras, said
We have designed a number of programmes to build a caring work culture that strives for excellence to become the employer of choice in the sultanate as we offer pleasingly different communication services to our valued customers.”
Nawras is a ‘people company’ and has shown its dedication to maintaining an energetic and positive work atmosphere.
[B]Google:[/B]
(i) Diversity among employees: Ex – army man to former school teacher in the workforce.
(ii) For recruitment they expect the person has to be comfortable with technology and be optimistic about the future. “Like someone who you would find interesting on a long train journey”. The company’s recruitment process ensures that it gets the people edge it needs. There is a battery of wiring tests, interviews are rigorous, not in the sense of being a stress interview, but interviewers try and go deep into what makes the candidate tick. Then the detailed feedback on the candidate is given to an independent team in charge of hiring. The company’s credo is to hire someone who is better than you.
2. Employee referrals by employees which comprises 50% of all hiring at SAP Labs India, Bangalore.
3. Non – standard pool of talent: housewives with a gap in career
4. “Bar Raisers”:
The HR department has organized an elite group of 34 employees – who have veto power in an recruitment decision, if a Bar member feels a potential recruit does not match upto the company’s standards.
5. Short stories:
The Company compiled 52 short stories, one for each week, the company used to introduce new recruits. The stories talk about its history and evolution, technology and people who made a difference.
6. The company goes beyond its employees and connects with their support group: the family, when an employee joins, his parents or spouse get a welcome letter.
From India, New Delhi
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(Fact Checked)-The user reply contains accurate and relevant information on innovative HR practices at Nawras and Google, showcasing diversity, recruitment processes, employee referrals, and unique employee engagement initiatives. Well done! (1 Acknowledge point)
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Companies are taking up Human Resource-related initiatives as there is a need to manage human resources advantageously, so as not to lose the competitive edge they have built in the market. Human Resource leaders should follow creative practices that help to develop the employer as well as employees. There are some companies going for innovative HR practices as follows.
1. Infosys Technologies, a leading software company based in India, was voted the best employer in the country in many HR surveys in recent years. The company was well-known for its employee-friendly HR practices. Though Infosys grew to become a US$ 2 billion company by the year 2006, it still retained the culture of a small company. Infosys attracted the best talent from across the world and recruited candidates by conducting one of the toughest selection processes. All the selected candidates were required to go through an intensive 14-week training program. All employees were required to undergo training every year, and some of the chosen employees were trained at the Infosys Leadership Institute to take on higher responsibilities in the company.
2. GOOGLE IS THE BIGGEST SEARCH ENGINE CO. known for its best HR practices to make employees engage with the company. The most innovative idea of Google is to encourage employees to spend 20% of their productive time on their creative ideas and value addition initiatives. Employees' work structure follows a '70/20/10' model.
3. CISCO - Cisco has one of the world's most highly rated training programs, and training is a key retention tool worldwide. Depending on the function (and age of the employee), it can be more highly rated than pure cash.
4. BIRLA 3M - We encourage Two-way communication. We have something called "Between Us." Once in six months, the MD and the HR head go to all the branch offices. The MD talks about the business and requests the people's involvement in fulfilling the organization's dreams. The HR head talks about the new HR policies, and then there is an open discussion. Employees can express themselves on whatever issues they have with regard to work. If there are sensitive issues they don't want to discuss openly, they can write and give those without their names. The question is read, and the answer given. The paper on which the question is written is destroyed then and there to make sure that nobody tries to trace the handwriting of the person or in any way recognize him/her.
5. TCS is known for its human resource practices in India as well as globally. In the EU, it continues to be the employer of choice and has the lowest attrition rate of 9.9 percent. The company lays emphasis on the overall development of its employees and also offers multi-lingual capability training modules.
Lokesh Singla
MBA 1C
From India
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1. Infosys Technologies, a leading software company based in India, was voted the best employer in the country in many HR surveys in recent years. The company was well-known for its employee-friendly HR practices. Though Infosys grew to become a US$ 2 billion company by the year 2006, it still retained the culture of a small company. Infosys attracted the best talent from across the world and recruited candidates by conducting one of the toughest selection processes. All the selected candidates were required to go through an intensive 14-week training program. All employees were required to undergo training every year, and some of the chosen employees were trained at the Infosys Leadership Institute to take on higher responsibilities in the company.
2. GOOGLE IS THE BIGGEST SEARCH ENGINE CO. known for its best HR practices to make employees engage with the company. The most innovative idea of Google is to encourage employees to spend 20% of their productive time on their creative ideas and value addition initiatives. Employees' work structure follows a '70/20/10' model.
3. CISCO - Cisco has one of the world's most highly rated training programs, and training is a key retention tool worldwide. Depending on the function (and age of the employee), it can be more highly rated than pure cash.
4. BIRLA 3M - We encourage Two-way communication. We have something called "Between Us." Once in six months, the MD and the HR head go to all the branch offices. The MD talks about the business and requests the people's involvement in fulfilling the organization's dreams. The HR head talks about the new HR policies, and then there is an open discussion. Employees can express themselves on whatever issues they have with regard to work. If there are sensitive issues they don't want to discuss openly, they can write and give those without their names. The question is read, and the answer given. The paper on which the question is written is destroyed then and there to make sure that nobody tries to trace the handwriting of the person or in any way recognize him/her.
5. TCS is known for its human resource practices in India as well as globally. In the EU, it continues to be the employer of choice and has the lowest attrition rate of 9.9 percent. The company lays emphasis on the overall development of its employees and also offers multi-lingual capability training modules.
Lokesh Singla
MBA 1C
From India
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(Fact Checked)-The user reply contains accurate information about innovative HR practices at various companies. (1 Acknowledge point)
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ACCENTURE[U][/U]
-HR policy allows one employee to transfer his unused vacation days to someone else in need.
-Incase of critical illness in the family if an employee needs extended time off then the employees can donate their HOURS OF WORK to the one who needs it.It is not a cash donation. It is not leave without pay. So other employees can pitch in.
-'Buddy Program'.
Any new employee is allocated a buddy and we do it for team leads and above. Before you join the organization, your buddy will reach out to you, talk to you, take you through the entire settling down process.
ASIAN PAINTS
instead of any monetary rewards the best performer gets a dinner with CEO/ GM.
ZAPPOS
offers all new employees a $2,000 incentive to quit.it is perhaps one of the most cost effective means of ensuring everyone in the organization is happy and satisfied with their jobs.
SEMCO
Ricardo Semler’s idea is about making everyone’s salary a public knowledge. this motivates the employees to work harder for appraisal.
WIPRO Ltd
360 Degree Feedback System
This system which collects feedback from seniors peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback.Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.
GOOGLE
If a Google employee dies the spouse of the employee will get half of the salary for coming ten years.
From India, Sangrur
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-HR policy allows one employee to transfer his unused vacation days to someone else in need.
-Incase of critical illness in the family if an employee needs extended time off then the employees can donate their HOURS OF WORK to the one who needs it.It is not a cash donation. It is not leave without pay. So other employees can pitch in.
-'Buddy Program'.
Any new employee is allocated a buddy and we do it for team leads and above. Before you join the organization, your buddy will reach out to you, talk to you, take you through the entire settling down process.
ASIAN PAINTS
instead of any monetary rewards the best performer gets a dinner with CEO/ GM.
ZAPPOS
offers all new employees a $2,000 incentive to quit.it is perhaps one of the most cost effective means of ensuring everyone in the organization is happy and satisfied with their jobs.
SEMCO
Ricardo Semler’s idea is about making everyone’s salary a public knowledge. this motivates the employees to work harder for appraisal.
WIPRO Ltd
360 Degree Feedback System
This system which collects feedback from seniors peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback.Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.
If a Google employee dies the spouse of the employee will get half of the salary for coming ten years.
From India, Sangrur
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These are some of the companies
1-DELL-they have an employee option survey “TELL DELL”!in short employees would vote on whether dell had made any progress or not!
2-FedEx- pay exception is a procedure at FedEx which allows managers to recommend and give exceptional pay increases to their highly performing employees when it is not covered by normal policy!
3-Google-the most innovative idea of the GOOGLE is to encourage the employees to spend 20% of their productive time on their own creative ideas and value addition initiatives!
4-IKEA-It uses a company -wide survey called “VOICE” to monitor how co-workers view various aspects of their employment at IKEA! And provides flexible timings as per workers need!
From India, Ludhiana
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1-DELL-they have an employee option survey “TELL DELL”!in short employees would vote on whether dell had made any progress or not!
2-FedEx- pay exception is a procedure at FedEx which allows managers to recommend and give exceptional pay increases to their highly performing employees when it is not covered by normal policy!
3-Google-the most innovative idea of the GOOGLE is to encourage the employees to spend 20% of their productive time on their own creative ideas and value addition initiatives!
4-IKEA-It uses a company -wide survey called “VOICE” to monitor how co-workers view various aspects of their employment at IKEA! And provides flexible timings as per workers need!
From India, Ludhiana
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(Fact Checked)-The information provided in the user's reply is accurate and aligns with innovative HR practices at the mentioned companies. (1 Acknowledge point)
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Some companies going for innovative HR practices are as follows:
TATA STEEL: Tata Steel has always endeavoured to offer some of the best HR practices, and the recruitment process is no exception. The recruitment process is unique as it entails identifying talent from the pool through various practices. Some of them can be enlisted as follows:
Opportunities for employee wards - domain wise written test, assessment centre, personal interview.
We also select talent through Lateral Recruitment process which involves interview by HR, subject matter expert and personal interviews.
Group Migration Policy for our employees, which enables the group employees to explore opportunities to work at Tata Steel from other group companies.
We provide career opportunities for down the line people and internal job postings ensuring that the best talent pool deserves the right opportunity in bringing the best practices in the company.
Campus Selection - B schools, T Schools - written test, psychometric test, personal interview.
Shadow recruitment for niche senior talent.
INFOSYS: Transparency is best HR policy during tough times.Said Kris Gopalakrishnan, CEO of Infosys: “When your customer is losing revenue by 20-30 per cent, you are forced to cut costs by about 30 per cent. It is important to explain the need to take such a decisions to all the stakeholders
JINDAL SAW LTD: The Organization values Human Resources as the most potent factor towards maximizing capital returns. Towards this goal and achieving the vision of the Company, the organization has put with operation processes and avenues around contemporary people practices covering amongst others, in areas of Sourcing, Performance Management, Culture, Work life balance, People Capability, People Engagement, etc. The Organization has an open, transparent culture, enabling employees to share views, suggestions, and concerns with their Superiors. Assess to Management at all levels is encouraged.
RANBAXY: the various HR policies which are followed by Ranbaxy, the pharmaceutical giant. Ranbaxy, well known for its sound HR policies, empowers all its employees to identify their own potentials in a professional set up. It is an equal opportunity employer where employees can innovate and find new ideas to work upon. This company takes pain in developing its employees as an attempt to increase their contribution behind their corporate success. It also trains its employees in their latest domains so that they can become a master performer in their particular field. An added advantage here is that you are entitled to be a share holder of your parent.
WIPRO: INTERNAL PEOPLE MANAGEMENT
current hr policies
ANNUAL LEAVE
very employee will get an annual leave of 30daysand if more than thirty days is taken than leave willbe deducted from the next year.
ANNUAL SICK DAYS
In a year 5 days are given as leave for sick days, if more than five days are taken a certain amount will be deducted from the salary.
training and development
A Person who join Wipro with less than one year experience works as developer for a couple of project to learn and develop the
various developing software program.
Training is provided as per required.
Wipro leaders program.
recognition and reward
· Wipro Hall of Frame
· Mastermind
· Thanks a zillion
· Dear boss
EDUCATION
Learning through internet is provided.
Education tie-ups :It provide (PGSM)Post Graduate SoftwareManagement program.
It also give middle management course for 5 weeks.
It also provide distance learning.
BENEFITS OFFERED
Medical assistance program.
Interest free loan is also provided.
It providesWipro Employee Stock Option Plan(WESO)allows wipro to make employee share withthem and reward the success.
It provide credit cards for the employee as per the policy.
From India, Chandigarh
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TATA STEEL: Tata Steel has always endeavoured to offer some of the best HR practices, and the recruitment process is no exception. The recruitment process is unique as it entails identifying talent from the pool through various practices. Some of them can be enlisted as follows:
Opportunities for employee wards - domain wise written test, assessment centre, personal interview.
We also select talent through Lateral Recruitment process which involves interview by HR, subject matter expert and personal interviews.
Group Migration Policy for our employees, which enables the group employees to explore opportunities to work at Tata Steel from other group companies.
We provide career opportunities for down the line people and internal job postings ensuring that the best talent pool deserves the right opportunity in bringing the best practices in the company.
Campus Selection - B schools, T Schools - written test, psychometric test, personal interview.
Shadow recruitment for niche senior talent.
INFOSYS: Transparency is best HR policy during tough times.Said Kris Gopalakrishnan, CEO of Infosys: “When your customer is losing revenue by 20-30 per cent, you are forced to cut costs by about 30 per cent. It is important to explain the need to take such a decisions to all the stakeholders
JINDAL SAW LTD: The Organization values Human Resources as the most potent factor towards maximizing capital returns. Towards this goal and achieving the vision of the Company, the organization has put with operation processes and avenues around contemporary people practices covering amongst others, in areas of Sourcing, Performance Management, Culture, Work life balance, People Capability, People Engagement, etc. The Organization has an open, transparent culture, enabling employees to share views, suggestions, and concerns with their Superiors. Assess to Management at all levels is encouraged.
RANBAXY: the various HR policies which are followed by Ranbaxy, the pharmaceutical giant. Ranbaxy, well known for its sound HR policies, empowers all its employees to identify their own potentials in a professional set up. It is an equal opportunity employer where employees can innovate and find new ideas to work upon. This company takes pain in developing its employees as an attempt to increase their contribution behind their corporate success. It also trains its employees in their latest domains so that they can become a master performer in their particular field. An added advantage here is that you are entitled to be a share holder of your parent.
WIPRO: INTERNAL PEOPLE MANAGEMENT
current hr policies
ANNUAL LEAVE
very employee will get an annual leave of 30daysand if more than thirty days is taken than leave willbe deducted from the next year.
ANNUAL SICK DAYS
In a year 5 days are given as leave for sick days, if more than five days are taken a certain amount will be deducted from the salary.
training and development
A Person who join Wipro with less than one year experience works as developer for a couple of project to learn and develop the
various developing software program.
Training is provided as per required.
Wipro leaders program.
recognition and reward
· Wipro Hall of Frame
· Mastermind
· Thanks a zillion
· Dear boss
EDUCATION
Learning through internet is provided.
Education tie-ups :It provide (PGSM)Post Graduate SoftwareManagement program.
It also give middle management course for 5 weeks.
It also provide distance learning.
BENEFITS OFFERED
Medical assistance program.
Interest free loan is also provided.
It providesWipro Employee Stock Option Plan(WESO)allows wipro to make employee share withthem and reward the success.
It provide credit cards for the employee as per the policy.
From India, Chandigarh
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Yes, many companies have paid attention to examine the determinants on the adoption of HR practices and their effect on organizational outcomes such as productivity and efficiency.
According to association of software and services companies (NASSCOM) the global uncertainities, natural diasasters and low consumer confidence even did not affect global spending on technology and BPO services remain strong
Lets have some examples
1. HR is following innovative practices in IT sector
INFOSYS-It has implemented a consolidated people soft human capital management system enabling the client to align HR processes with its strategic business gols.
WIPRO-In WIPRO human resource planning becomes an important component of securing future operations. For sustainability they have made high plans.
2. Even many pharmaceutical companies adopt innovative HR practices
JOHNSON AND JOHNSON- It is considered as a company with strong corporate culture which they manages through HR practices. The strategy implemented by JNJ includes corporate culture, leadership and global strategy. This help them to diversify their current employees and raise the standards for future employees.
CIPLA- Through HR it ensures effective manpower planning and smooth induction of new joinees.It maintain the harmonious relation with trade unions and workmen.
RANBAXY- through HR ranbaxy is able to maintain personel administratin and manpower mangement.
GLAXO SMITH KLINE- It has even won HR excellence award.Their HR policies support corporate and business staff functions. Providing a variety of programs and services to HR colleagues, line management and employees, our responsibilities include the strategic planning process, HR measurement, compliance, and operational effectiveness.
3.THE BOEING COMPANY- BOEING balances high tech with high touch. Boeing is looking to HR and its ability to provide benefits and proved customer service, best practices and cost savings. It provides the wide array of services and tools designed to support many life events and experiences.
4.HYUNDAI MOTOR LIMITED- According to Hyundai Motor, its mission is to create value and growth for stakeholders through eco-friendly management and respect for mankind. Within HR, the goal is to develop globally competitive talent that shares the company’s mission. To address business-performance issues, Hyundai decided to take a performance-consulting approach. The HR team developed a series of initial questions to ask when approached by an internal customer unit.
5.WALMART- One of the reasons why Wal-Mart has been so successful and scale up its model across so many locations is the values and beliefs established by its founder and the customer centric culture that is replicated across locations. The company right from the time of its inception has a clear mission which is to save its customers money and enable them to live better.
Regards
Gunjot kaur
From India, Ludhiana
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According to association of software and services companies (NASSCOM) the global uncertainities, natural diasasters and low consumer confidence even did not affect global spending on technology and BPO services remain strong
Lets have some examples
1. HR is following innovative practices in IT sector
INFOSYS-It has implemented a consolidated people soft human capital management system enabling the client to align HR processes with its strategic business gols.
WIPRO-In WIPRO human resource planning becomes an important component of securing future operations. For sustainability they have made high plans.
2. Even many pharmaceutical companies adopt innovative HR practices
JOHNSON AND JOHNSON- It is considered as a company with strong corporate culture which they manages through HR practices. The strategy implemented by JNJ includes corporate culture, leadership and global strategy. This help them to diversify their current employees and raise the standards for future employees.
CIPLA- Through HR it ensures effective manpower planning and smooth induction of new joinees.It maintain the harmonious relation with trade unions and workmen.
RANBAXY- through HR ranbaxy is able to maintain personel administratin and manpower mangement.
GLAXO SMITH KLINE- It has even won HR excellence award.Their HR policies support corporate and business staff functions. Providing a variety of programs and services to HR colleagues, line management and employees, our responsibilities include the strategic planning process, HR measurement, compliance, and operational effectiveness.
3.THE BOEING COMPANY- BOEING balances high tech with high touch. Boeing is looking to HR and its ability to provide benefits and proved customer service, best practices and cost savings. It provides the wide array of services and tools designed to support many life events and experiences.
4.HYUNDAI MOTOR LIMITED- According to Hyundai Motor, its mission is to create value and growth for stakeholders through eco-friendly management and respect for mankind. Within HR, the goal is to develop globally competitive talent that shares the company’s mission. To address business-performance issues, Hyundai decided to take a performance-consulting approach. The HR team developed a series of initial questions to ask when approached by an internal customer unit.
5.WALMART- One of the reasons why Wal-Mart has been so successful and scale up its model across so many locations is the values and beliefs established by its founder and the customer centric culture that is replicated across locations. The company right from the time of its inception has a clear mission which is to save its customers money and enable them to live better.
Regards
Gunjot kaur
From India, Ludhiana
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Nawras, Oman's communication provider, was awarded as the best 'Organization with Innovative HR Practices' at the Asia Pacific HRM Congress Communication Awards 2012 held in Bengaluru, India. The award was for innovative HR practices introduced by the organization. Nawras has introduced an open plan working space for everyone, including the CEO. This layout enhances communication between different departments and encourages face-to-face interactions.
Nawras has also introduced 'Facemail' every Wednesday when family members meet in person to solve queries rather than send emails. Above all, they established the People Experience Department. The department is responsible for conducting motivational and awareness workshops, communicating staff benefits, and managing weekly team activities, better known as the 'Take a Break Challenge'. Nawras also brings family members together to share experiences, celebrate achievements, and discuss future company plans for the coming year over an annual two-day event called 'All Hands'.
Outsourcing HR Services:
One of the biggest trends in today's world is outsourcing HR services. It helps organizations' internal teams to focus on things that cannot be outsourced, such as developing custom solutions for business managers. The organizations outsource areas that can be improved through economies of scale or that require global coordination or expertise. Punjab State Power Corporation has recently recruited Junior Electrical Engineers and Assistant Engineers by outsourcing their recruitment process.
From India, Shahdara
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Nawras has also introduced 'Facemail' every Wednesday when family members meet in person to solve queries rather than send emails. Above all, they established the People Experience Department. The department is responsible for conducting motivational and awareness workshops, communicating staff benefits, and managing weekly team activities, better known as the 'Take a Break Challenge'. Nawras also brings family members together to share experiences, celebrate achievements, and discuss future company plans for the coming year over an annual two-day event called 'All Hands'.
Outsourcing HR Services:
One of the biggest trends in today's world is outsourcing HR services. It helps organizations' internal teams to focus on things that cannot be outsourced, such as developing custom solutions for business managers. The organizations outsource areas that can be improved through economies of scale or that require global coordination or expertise. Punjab State Power Corporation has recently recruited Junior Electrical Engineers and Assistant Engineers by outsourcing their recruitment process.
From India, Shahdara
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(Fact Checked)-[response] Nawras indeed won awards for innovative HR practices, including open plan workspace and family-oriented initiatives. Outsourcing HR services trend is accurate. Well done! (1 Acknowledge point)
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Gurleen Singh
MBA- 1C
1. Google: If any employee of Google Dies while working their family will get:50% salary for next 10 years, $1000/month for every child till 19(till 23 if they are pursuing full time education)
2. CMC Ltd: Company engages employees in serving the old age homes and physically challenged people with some part of their profits and also they got awarded for their innovative HR practices.
3. Infosys: They Provide shares to their employees to improve their satisfaction level and to make them important human assets.
4. Mother son Sumi Infotech and Designs Ltd: They award their employees every year who have been working with them from 8-10 years to make long term relations with their employees.
5. Take Solutions: Company firmly advocates and observes the need for a holistic framework towards its People Practices and continuously strive in creating an environment that drives and nurtures high performing workgroups, through innovation, adoption of best practices and adherence to all-encompassing processes
6. Oracle: Flexible Working Hours and Work from Home to Employees.
7. Zurker: A social networking website that is recently launched that provides shares to it’s users.
8. TCS: Integrating disparate branch units to leverage from the other’s strength and collaborate effectively, Transition into a closely knit network with common objectives and goals, Formation of a Leadership Team with defined responsibilities to strategize and evaluate opportunities, Clarity in role definitions and professional competencies, Learning and development of competencies for improved services¬¬¬¬.
From India, Ludhiana
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MBA- 1C
1. Google: If any employee of Google Dies while working their family will get:50% salary for next 10 years, $1000/month for every child till 19(till 23 if they are pursuing full time education)
2. CMC Ltd: Company engages employees in serving the old age homes and physically challenged people with some part of their profits and also they got awarded for their innovative HR practices.
3. Infosys: They Provide shares to their employees to improve their satisfaction level and to make them important human assets.
4. Mother son Sumi Infotech and Designs Ltd: They award their employees every year who have been working with them from 8-10 years to make long term relations with their employees.
5. Take Solutions: Company firmly advocates and observes the need for a holistic framework towards its People Practices and continuously strive in creating an environment that drives and nurtures high performing workgroups, through innovation, adoption of best practices and adherence to all-encompassing processes
6. Oracle: Flexible Working Hours and Work from Home to Employees.
7. Zurker: A social networking website that is recently launched that provides shares to it’s users.
8. TCS: Integrating disparate branch units to leverage from the other’s strength and collaborate effectively, Transition into a closely knit network with common objectives and goals, Formation of a Leadership Team with defined responsibilities to strategize and evaluate opportunities, Clarity in role definitions and professional competencies, Learning and development of competencies for improved services¬¬¬¬.
From India, Ludhiana
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10 TOP HR POLICIES ADOPTED BY COMPANIES
Safe, Healthy, And Happy Workplace
Open Book Management Style
Performance-Linked Bonuses
360-Degree Performance Management Feedback System
Fair Evaluation System For Employees
Knowledge Sharing
Highlight Performers
Open House Discussions And Feedback Mechanisms
Reward Ceremonies
Delight Employees With The Unexpected
THE HP VIRTUAL ROOM COLLABORATION PROGRAM
Due to changes in technology, HP has developed different HR policies to provide flexibility in the workplace for employees. One such initiative is the Virtual Room Collaboration Program, where team members can host meetings, briefings, and training events in a convenient online location. Users can display and share their desktops, review presentations and documents, store team documents, collaborate using a whiteboard with editing tools, chat privately or in groups, enhance interaction with in-room video and audio, and schedule meetings with flexible timing, integrated with Microsoft Outlook. Previously, such products were mainly accessible to large companies, but prices have significantly decreased to the low hundreds of dollars per user, making them affordable even for small groups.
INFOSYS
SSD HR PRACTICE FOR EMPLOYEES PROBLEM
The Smart Service Desk (SSD) is an automated trouble ticketing tool for employees to raise online tickets related to their transactional issues with HR, Finance, IT Team, etc. Additionally, the company employs a 360-degree performance evaluation process that emphasizes self-determination and self-assessment.
From India, Ghaziabad
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Safe, Healthy, And Happy Workplace
Open Book Management Style
Performance-Linked Bonuses
360-Degree Performance Management Feedback System
Fair Evaluation System For Employees
Knowledge Sharing
Highlight Performers
Open House Discussions And Feedback Mechanisms
Reward Ceremonies
Delight Employees With The Unexpected
THE HP VIRTUAL ROOM COLLABORATION PROGRAM
Due to changes in technology, HP has developed different HR policies to provide flexibility in the workplace for employees. One such initiative is the Virtual Room Collaboration Program, where team members can host meetings, briefings, and training events in a convenient online location. Users can display and share their desktops, review presentations and documents, store team documents, collaborate using a whiteboard with editing tools, chat privately or in groups, enhance interaction with in-room video and audio, and schedule meetings with flexible timing, integrated with Microsoft Outlook. Previously, such products were mainly accessible to large companies, but prices have significantly decreased to the low hundreds of dollars per user, making them affordable even for small groups.
INFOSYS
SSD HR PRACTICE FOR EMPLOYEES PROBLEM
The Smart Service Desk (SSD) is an automated trouble ticketing tool for employees to raise online tickets related to their transactional issues with HR, Finance, IT Team, etc. Additionally, the company employs a 360-degree performance evaluation process that emphasizes self-determination and self-assessment.
From India, Ghaziabad
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(Fact Checked)-[response] (1 Acknowledge point)
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10 Top HR Policies Adopted by Companies
Safe, Healthy, and Happy Workplace
Open-Book Management Style
Performance-Linked Bonuses
360-Degree Performance Management Feedback System
Fair Evaluation System for Employees
Knowledge Sharing
Highlighting Performers
Open House Discussions and Feedback Mechanisms
Reward Ceremonies
Delight Employees with the Unexpected
The HP Virtual Room Collaboration Program
Due to changes in technology, HP has developed different HR policies to provide flexibility in the workplace for employees, such as the virtual collaboration platform. This platform allows team members to host meetings, customer briefings, and training events in one convenient online location. Users can display and share their desktop to review presentations and documents, store team documents, work together using a whiteboard with editing tools, chat privately or in a group, enhance interaction with in-room video and audio, and schedule meetings with flexible scheduling and integration with Microsoft Outlook. Such products were once realistically available only to large companies, but prices are rapidly decreasing to the low hundreds of dollars per user, making them affordable even for small groups.
Infosys
SSD HR Practice for Employee Problems
The Smart Service Desk (SSD) is an automated trouble ticketing tool for employees to raise online tickets related to their transactional issues with HR, Finance, IT Team, etc. Additionally, the company has a 360-degree performance evaluation process that focuses on self-determination and self-assessment.
Regards,
Vishal Sharma
MBA(1A)
{VISHAL1191}
From India, Ghaziabad
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Safe, Healthy, and Happy Workplace
Open-Book Management Style
Performance-Linked Bonuses
360-Degree Performance Management Feedback System
Fair Evaluation System for Employees
Knowledge Sharing
Highlighting Performers
Open House Discussions and Feedback Mechanisms
Reward Ceremonies
Delight Employees with the Unexpected
The HP Virtual Room Collaboration Program
Due to changes in technology, HP has developed different HR policies to provide flexibility in the workplace for employees, such as the virtual collaboration platform. This platform allows team members to host meetings, customer briefings, and training events in one convenient online location. Users can display and share their desktop to review presentations and documents, store team documents, work together using a whiteboard with editing tools, chat privately or in a group, enhance interaction with in-room video and audio, and schedule meetings with flexible scheduling and integration with Microsoft Outlook. Such products were once realistically available only to large companies, but prices are rapidly decreasing to the low hundreds of dollars per user, making them affordable even for small groups.
Infosys
SSD HR Practice for Employee Problems
The Smart Service Desk (SSD) is an automated trouble ticketing tool for employees to raise online tickets related to their transactional issues with HR, Finance, IT Team, etc. Additionally, the company has a 360-degree performance evaluation process that focuses on self-determination and self-assessment.
Regards,
Vishal Sharma
MBA(1A)
{VISHAL1191}
From India, Ghaziabad
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The technologies making the biggest impact in the HR market at present are:
1. Applicant tracking systems
2. E-recruitment software
3. Internal mobility software
4. Performance and appraisal management software
5. Succession planning software
6. Personal development software
7. Career planning software
8. Package review software
Please let me know if you need any further assistance or information.
From India, Delhi
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1. Applicant tracking systems
2. E-recruitment software
3. Internal mobility software
4. Performance and appraisal management software
5. Succession planning software
6. Personal development software
7. Career planning software
8. Package review software
Please let me know if you need any further assistance or information.
From India, Delhi
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Increased mobility and the enhanced ability to access technology, data, and tools without being tied to a computer will further liberate and empower both HR professionals and people managers.
Mobile devices will continue to revolutionize HR practices, line management, and employee workflows, facilitating real-time decision-making in talent management and rewards allocation. Vendors are developing applications that enable line managers to conduct annual rewards processes using their iPhones. By simply accessing the app, they can provide merit increases and route them through the workflow. Subsequently, an approving manager can review and approve the increase using their iPhone. When evaluating new technologies, organizations should inquire whether the vendor's solution is compatible with smartphones and supports multiple platforms, especially crucial for global organizations.
From India, Ludhiana
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Mobile devices will continue to revolutionize HR practices, line management, and employee workflows, facilitating real-time decision-making in talent management and rewards allocation. Vendors are developing applications that enable line managers to conduct annual rewards processes using their iPhones. By simply accessing the app, they can provide merit increases and route them through the workflow. Subsequently, an approving manager can review and approve the increase using their iPhone. When evaluating new technologies, organizations should inquire whether the vendor's solution is compatible with smartphones and supports multiple platforms, especially crucial for global organizations.
From India, Ludhiana
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(Fact Checked)-The user reply provides accurate insights into how mobile technology is transforming HR practices, enabling real-time decision-making and enhancing accessibility for both employees and managers. It aligns with the trend of utilizing mobile devices for HR processes. (1 Acknowledge point)
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TCS with its hr-
We provide HR services in three models:
Integrated hosted technology and services on a Process-as-a-Service (PaaS) model
Customer-preferred environment followed by transactional services
Transactional services on customer-owned technology environments
TCS’ alliance with SAP enables us to consolidate multiple disparate HR systems onto a unified global platform. This includes pre-built global HR processes, best-in-class integration technologies and country-specific localizations. This, in turn, results in significant cost reductions and enhances your HR processes.
From India, Ludhiana
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We provide HR services in three models:
Integrated hosted technology and services on a Process-as-a-Service (PaaS) model
Customer-preferred environment followed by transactional services
Transactional services on customer-owned technology environments
TCS’ alliance with SAP enables us to consolidate multiple disparate HR systems onto a unified global platform. This includes pre-built global HR processes, best-in-class integration technologies and country-specific localizations. This, in turn, results in significant cost reductions and enhances your HR processes.
From India, Ludhiana
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Hi All
Because of the new technological developments there a lot of companies going for innovative HR practices like Virtual PA's.
List down some of the same in context with the related companies
Wal-Mart, founded by Sam Walton ,is one of the world largest companies by market capitalization and number of people employed and touching millions of customers everyday.To be able to efficiently operate such a complex operation at such a large and do it consistently would only be possible by the huge effort by Wal-Mart’s ‘associates’ as its employees are called. Human resources practices of Wal-Mart with a special focus on group and team behavior, leadership, conflict and negotiation, human resource practices and organizational culture and diversity within the company to understand them.Analysis of various HR related areas of Wal-Mart – One of the reasons why Wal-Mart has been so successful and scale up its model across so many locations is the values and beliefs established by its founder and the customer centric culture that is replicated across locations. The company right from the time of its inception has a clear mission which is to save its customers money and enable them to live better.
From India, Moga
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Because of the new technological developments there a lot of companies going for innovative HR practices like Virtual PA's.
List down some of the same in context with the related companies
Wal-Mart, founded by Sam Walton ,is one of the world largest companies by market capitalization and number of people employed and touching millions of customers everyday.To be able to efficiently operate such a complex operation at such a large and do it consistently would only be possible by the huge effort by Wal-Mart’s ‘associates’ as its employees are called. Human resources practices of Wal-Mart with a special focus on group and team behavior, leadership, conflict and negotiation, human resource practices and organizational culture and diversity within the company to understand them.Analysis of various HR related areas of Wal-Mart – One of the reasons why Wal-Mart has been so successful and scale up its model across so many locations is the values and beliefs established by its founder and the customer centric culture that is replicated across locations. The company right from the time of its inception has a clear mission which is to save its customers money and enable them to live better.
From India, Moga
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Hi All
Because of the new technological developments there a lot of companies going for innovative HR practices like Virtual PA's.
List down some of the same in context with the related companies
Human Resources Services of TCS
A volatile global economy and dynamic market conditions have compelled HR functions to reduce costs, maximize operational efficiency and focus on strategic initiatives.
TCS’ complete HR Services provide us with a choice of end-to-end HR processes, which are delivered with minimal risk and controlled costs.
The TCS Advantage
They provide HR services in three models:
Integrated hosted technology and services on a Process-as-a-Service (PaaS) model
Customer-preferred environment followed by transactional services
Transactional services on customer-owned technology environments
TCS’ alliance with SAP enables us to consolidate multiple disparate HR systems onto a unified global platform. This includes pre-built global HR processes, best-in-class integration technologies and country-specific localizations. This, in turn, results in significant cost reductions and enhances your HR processes.
What TCS Provides
TCS’ offering focuses on processes across the whole spectrum of HR services:
Recruitment and resourcing
Workforce administration
Compensation and benefits
Performance and learning
Payroll and time
TCS’ HR Services are backed by industry experience, HR expertise and global coverage We provide comprehensive traditional and IT-enabled multi-process services that are specifically designed to allow you to concentrate on your core business activities.
These processes are then enabled by the following range of tools, methodologies and activities under a well-orchestrated governance model:
Service delivery models
IT and infrastructure (including a strategic alliance with SAP)
Process and transformation tools
Analytics and third-party vendor management
Through this range of open and transparent best practice business services, TCS brings rapid transformation across all HR processes with the goal of minimizing manual workload, providing better service and drastically reducing costs.
Business Value
Consolidation and transformation of multiple disparate HR systems and processes on TCS’ Global HR Platform, resulting in up to 50% increase in productivity, over 30% reduction in costs and real-time HR insights and analytics
Up to 40% cost savings on in-scope processes combined with 100% compliance to agreed service standards
Significant measurable improvements in employee satisfaction within 6-12 months
From India, Moga
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Because of the new technological developments there a lot of companies going for innovative HR practices like Virtual PA's.
List down some of the same in context with the related companies
Human Resources Services of TCS
A volatile global economy and dynamic market conditions have compelled HR functions to reduce costs, maximize operational efficiency and focus on strategic initiatives.
TCS’ complete HR Services provide us with a choice of end-to-end HR processes, which are delivered with minimal risk and controlled costs.
The TCS Advantage
They provide HR services in three models:
Integrated hosted technology and services on a Process-as-a-Service (PaaS) model
Customer-preferred environment followed by transactional services
Transactional services on customer-owned technology environments
TCS’ alliance with SAP enables us to consolidate multiple disparate HR systems onto a unified global platform. This includes pre-built global HR processes, best-in-class integration technologies and country-specific localizations. This, in turn, results in significant cost reductions and enhances your HR processes.
What TCS Provides
TCS’ offering focuses on processes across the whole spectrum of HR services:
Recruitment and resourcing
Workforce administration
Compensation and benefits
Performance and learning
Payroll and time
TCS’ HR Services are backed by industry experience, HR expertise and global coverage We provide comprehensive traditional and IT-enabled multi-process services that are specifically designed to allow you to concentrate on your core business activities.
These processes are then enabled by the following range of tools, methodologies and activities under a well-orchestrated governance model:
Service delivery models
IT and infrastructure (including a strategic alliance with SAP)
Process and transformation tools
Analytics and third-party vendor management
Through this range of open and transparent best practice business services, TCS brings rapid transformation across all HR processes with the goal of minimizing manual workload, providing better service and drastically reducing costs.
Business Value
Consolidation and transformation of multiple disparate HR systems and processes on TCS’ Global HR Platform, resulting in up to 50% increase in productivity, over 30% reduction in costs and real-time HR insights and analytics
Up to 40% cost savings on in-scope processes combined with 100% compliance to agreed service standards
Significant measurable improvements in employee satisfaction within 6-12 months
From India, Moga
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INNOVATIVE HR PRACTICES FOLLOWED BY GOOGLE IN INDIA
INTRODUCTION
India is now becoming a major player in the global stage. This change has given lot of opportunities to our country to grow further but it has also posed lot of challenges in front of us, Indian companies have gained the confidence to acquire foreign giant companies and try to establish themselves competitively against their foreign counterparts. at the same time we have to give emphasis on the various challenges before us like the gap between people in the corporate world and those in the rural areas.
This paper tries to extract the facts to find out how the companies in India facing HR problems employ innovative practices to recruit and retain their employees and make them feel that their organization is the best place to work and enjoying working and made the companies in the great height in their own field of business.
CRITICAL DIMENSIONS OF BEST PRACTICES
Attract and Access:
Attracting and retaining talent is becoming a big problem for every organization, they are following every trick and strategy to recruit and retain the employees.
Develop and Grow:
Nowadays organizations try to recognize the aspirations of employees and focus on their growth and development. India provides job rotation opportunities to high – performing employees from operations division. This gives them broader understanding of the business.
Engage and Align:
Employee engagement has retained the focus of organizational leadership and many companies keep launching new practices to woo employees. They are using innovative practices like “Loyalty”.
From India, Delhi
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INTRODUCTION
India is now becoming a major player in the global stage. This change has given lot of opportunities to our country to grow further but it has also posed lot of challenges in front of us, Indian companies have gained the confidence to acquire foreign giant companies and try to establish themselves competitively against their foreign counterparts. at the same time we have to give emphasis on the various challenges before us like the gap between people in the corporate world and those in the rural areas.
This paper tries to extract the facts to find out how the companies in India facing HR problems employ innovative practices to recruit and retain their employees and make them feel that their organization is the best place to work and enjoying working and made the companies in the great height in their own field of business.
CRITICAL DIMENSIONS OF BEST PRACTICES
Attract and Access:
Attracting and retaining talent is becoming a big problem for every organization, they are following every trick and strategy to recruit and retain the employees.
Develop and Grow:
Nowadays organizations try to recognize the aspirations of employees and focus on their growth and development. India provides job rotation opportunities to high – performing employees from operations division. This gives them broader understanding of the business.
Engage and Align:
Employee engagement has retained the focus of organizational leadership and many companies keep launching new practices to woo employees. They are using innovative practices like “Loyalty”.
From India, Delhi
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1. FedEx (Courier Service) Company - Over the years, FedEx has established its reputation as being one of the most employee-friendly companies in the world and is also credited for introducing many innovative HR practices. The people-service-profit (PSP) philosophy, which FedEx introduced since its inception in 1973, was one-of-its-kind at the time. The formal HR policy linked employees directly to profitability and long-term growth.
2. Infosys - While recruiting new employees, Infosys took adequate care to identify the right candidates. One of the qualities that Infosys looked for in a candidate was their focus on recruiting candidates who display a high degree of 'learnability.' Learnability refers to the ability to derive generic knowledge from specific experiences and apply the same in new situations.
3. Cisco (Networking Transfer) Company - Also in technology; Cisco has one of the world's most highly rated training programs, and training is a key retention tool worldwide. Depending on the function (and age of the employee), it can be more highly rated than pure cash.
4. CMC (IT Solution) Company - Won the award for challenging the norms and setting path-breaking HR policies and processes compared to traditional approaches. CMC's success story and innovative strategies for establishing effective HR communication and engagement practices were honored at the awards ceremony hosted by the National Human Resource Development Network at its 16th National Conference in Hyderabad.
5. Airtel - Airtel decided to go in for a very young team. The average age is just 26 years. This has helped the HR department to mold the young entrants to the company.
From India, Faridabad
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2. Infosys - While recruiting new employees, Infosys took adequate care to identify the right candidates. One of the qualities that Infosys looked for in a candidate was their focus on recruiting candidates who display a high degree of 'learnability.' Learnability refers to the ability to derive generic knowledge from specific experiences and apply the same in new situations.
3. Cisco (Networking Transfer) Company - Also in technology; Cisco has one of the world's most highly rated training programs, and training is a key retention tool worldwide. Depending on the function (and age of the employee), it can be more highly rated than pure cash.
4. CMC (IT Solution) Company - Won the award for challenging the norms and setting path-breaking HR policies and processes compared to traditional approaches. CMC's success story and innovative strategies for establishing effective HR communication and engagement practices were honored at the awards ceremony hosted by the National Human Resource Development Network at its 16th National Conference in Hyderabad.
5. Airtel - Airtel decided to go in for a very young team. The average age is just 26 years. This has helped the HR department to mold the young entrants to the company.
From India, Faridabad
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1. Wipro Corporation
Azim Premji, CEO of Wipro Corporation managed to exploit the talent of his human capital. Human resource managers considered employees as "talent investors" and treated them as partners to be rewarded as other investors are. Wipro was the first Indian company to launch the employee stock ownership programme. Infosys created the “campus” which was a set of multi-floored buildings constructed on a sprawling five acre land that provided banking facilities, ATM, volleyball and basketball courts, shower rooms, bus facilities and housing if employees needed to work overtime.
2. Clariant
(India) Ltd is one such company. With the demerger of Sandoz (I) Ltd, a new autonomous company
called Clariant was born. A special program called Clariant Participation to improve
Profitability through Performance and People (CLAP) was put into place to efficiently guide the transition. The unique feature of this program was that The program aspired to "change the mental process" The company moved from "Top Down Close Communication" to "Up Down Open Communication", from "We and They" to "Do it Together", from "Control" to "Leading and Managing". All these efforts enhanced communication among the workers. Task forces and cross functional teams increased employee participation and involvement.
3. arvind mills
• Development of synergies between top management and worker
Arvind Mills succeeded in finding a harmonious balance between the top management
and the industry workers. Udaan, a kite flying competition between the management team and the
operations team is a perfect example of building healthy relations between the two working bodies.
In addition, programs such as Booboos (rock show) and Umang (forum) were introduced to create
synergies among workers and to build a feeling of togetherness.
From India, Ludhiana
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Azim Premji, CEO of Wipro Corporation managed to exploit the talent of his human capital. Human resource managers considered employees as "talent investors" and treated them as partners to be rewarded as other investors are. Wipro was the first Indian company to launch the employee stock ownership programme. Infosys created the “campus” which was a set of multi-floored buildings constructed on a sprawling five acre land that provided banking facilities, ATM, volleyball and basketball courts, shower rooms, bus facilities and housing if employees needed to work overtime.
2. Clariant
(India) Ltd is one such company. With the demerger of Sandoz (I) Ltd, a new autonomous company
called Clariant was born. A special program called Clariant Participation to improve
Profitability through Performance and People (CLAP) was put into place to efficiently guide the transition. The unique feature of this program was that The program aspired to "change the mental process" The company moved from "Top Down Close Communication" to "Up Down Open Communication", from "We and They" to "Do it Together", from "Control" to "Leading and Managing". All these efforts enhanced communication among the workers. Task forces and cross functional teams increased employee participation and involvement.
3. arvind mills
• Development of synergies between top management and worker
Arvind Mills succeeded in finding a harmonious balance between the top management
and the industry workers. Udaan, a kite flying competition between the management team and the
operations team is a perfect example of building healthy relations between the two working bodies.
In addition, programs such as Booboos (rock show) and Umang (forum) were introduced to create
synergies among workers and to build a feeling of togetherness.
From India, Ludhiana
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WIPRO
Recruitment Process Outsourcing
Wipro's HR solution entails end to end Recruitment Process Outsourcing (RPO) model enveloping sourcing to position closure activities. Wipro’s on-site and off-shore campus recruitment supports clients in US, India, UK, Switzerland, Hong Kong and Singapore. They work with campus placement coordinators to source and pre-screen candidates based on required skills. They help clients on project hiring drives, job fairs, mapping competing organizations, researching niche job boards etc. We service different verticals (retail, financial, IT) from entry-level to senior management positions.
INFOSYS
Infosys Technologies Helps Service Corporation International Lower Operational Costs by Consolidating Disparate HR System
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Recruitment Process Outsourcing
Wipro's HR solution entails end to end Recruitment Process Outsourcing (RPO) model enveloping sourcing to position closure activities. Wipro’s on-site and off-shore campus recruitment supports clients in US, India, UK, Switzerland, Hong Kong and Singapore. They work with campus placement coordinators to source and pre-screen candidates based on required skills. They help clients on project hiring drives, job fairs, mapping competing organizations, researching niche job boards etc. We service different verticals (retail, financial, IT) from entry-level to senior management positions.
INFOSYS
Infosys Technologies Helps Service Corporation International Lower Operational Costs by Consolidating Disparate HR System
From India, Ludhiana
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The companies’ are-
1-WIPRO -every 4 months they conduct an employee survey where all the employees provide inputs on health of the workplace! This serves as an eye opener for the managers!
2-AIRTEL-it has a policy like “HR reach out”! Every employee is assigned a department! The management conducts employee satisfaction surveys!
3-LARSEN AND TOUBRO-they provide continuous and rigorous training in general management, technical disciplines and business policies! This made it one of the top companies with innovative HR practices!
From India, Chandigarh
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1-WIPRO -every 4 months they conduct an employee survey where all the employees provide inputs on health of the workplace! This serves as an eye opener for the managers!
2-AIRTEL-it has a policy like “HR reach out”! Every employee is assigned a department! The management conducts employee satisfaction surveys!
3-LARSEN AND TOUBRO-they provide continuous and rigorous training in general management, technical disciplines and business policies! This made it one of the top companies with innovative HR practices!
From India, Chandigarh
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Employees are the valuable assets of the company. The company will make profits only if their employees are satisfied. They will work hard if there is a congenial atmosphere.
SAIL is giving out awards to manufacturing companies that have implemented innovative HR practices to the advantage of their firm. I think it is a very good opportunity to get your HR policies recognized among the manufacturing fraternity!
1. Amazon
2. Microsoft
3. Tata Group
From India, Patiala
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SAIL is giving out awards to manufacturing companies that have implemented innovative HR practices to the advantage of their firm. I think it is a very good opportunity to get your HR policies recognized among the manufacturing fraternity!
1. Amazon
2. Microsoft
3. Tata Group
From India, Patiala
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TAKE Solutions:-- offers cost-effective and complete solutions for enterprises across different sectors including pharmaceuticals, high technology, consumer packaged goods, oil/gas and automotive. TAKE’s SCM product suite includes distinct technology with embedded IP that spans enterprise mobility, trading partner collaboration and material tracking.
CISCO- Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
GOOGLE- when any of their employee dies, google gives compensation to its employee's family.
From India, Ludhiana
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CISCO- Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
GOOGLE- when any of their employee dies, google gives compensation to its employee's family.
From India, Ludhiana
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Quatrro BRO Solutions
Holding on the employees: Quatrro BRO Solutions has started a concept of keeping in touch with high performers who left the organization for some reasons and if they want to come back at any time they are welcome by the organization.
Google
Google's one of hr practice is eliminating friction at every turn: ensuring change can happen quickly and efficiently.Google’s approach to innovation is highly improvisational. Any engineer in the company has a chance to create a new product or feature.
Maternity policy at 'Pfizer':
Pfizer's
Pfizer's policy is amazing. You get 3 weeks before your due date. Then 8 or 12 weeks depending on standard or c section delivery. Then you get an additional 6 weeks paid parental leave (they offer this leave to adoptive parents). After all of this you can take up to 6 months unpaid off and they'll hold your job or you can bridge back, work part time for 6 months.
From India, Sangrur
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Holding on the employees: Quatrro BRO Solutions has started a concept of keeping in touch with high performers who left the organization for some reasons and if they want to come back at any time they are welcome by the organization.
Google's one of hr practice is eliminating friction at every turn: ensuring change can happen quickly and efficiently.Google’s approach to innovation is highly improvisational. Any engineer in the company has a chance to create a new product or feature.
Maternity policy at 'Pfizer':
Pfizer's
Pfizer's policy is amazing. You get 3 weeks before your due date. Then 8 or 12 weeks depending on standard or c section delivery. Then you get an additional 6 weeks paid parental leave (they offer this leave to adoptive parents). After all of this you can take up to 6 months unpaid off and they'll hold your job or you can bridge back, work part time for 6 months.
From India, Sangrur
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(Fact Checked)-[The user reply provides accurate information about innovative HR practices at Quatrro BRO Solutions, Google, and Pfizer. The details shared align with current trends in HR practices and demonstrate various approaches to employee retention, innovation, and benefits. Thank you for sharing these insightful examples!] (1 Acknowledge point)
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Examples of companies that are implementing innovative HR practices are:
Google
Google is still considered one of the most popular and preferred destinations for career aspirants in information technology. Google is a brand where employees' ideas are highly valued and encouraged, fostering a unique culture that supports employees through any difficulties. One of Google's most innovative ideas is to encourage employees to dedicate 20% of their productive time to their own creative ideas and value addition initiatives.
Larsen and Toubro
L&T's engineering and construction division was recently awarded the Asia Pacific HR Conclave Award for its innovative HR practices. The company's main strength lies in its rigorous and continuous training in general management, technical disciplines, and business policies, positioning L&T as one of the top companies with the most innovative human resource management practices.
Infosys BPO Ltd
At the recent World HRD Congress in Mumbai, Infosys BPO Ltd received seven awards for its human resource management practices. The company's major strength lies in its innovative talent hunting, recruitment, and retention processes.
From India, Gurgaon
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Google is still considered one of the most popular and preferred destinations for career aspirants in information technology. Google is a brand where employees' ideas are highly valued and encouraged, fostering a unique culture that supports employees through any difficulties. One of Google's most innovative ideas is to encourage employees to dedicate 20% of their productive time to their own creative ideas and value addition initiatives.
Larsen and Toubro
L&T's engineering and construction division was recently awarded the Asia Pacific HR Conclave Award for its innovative HR practices. The company's main strength lies in its rigorous and continuous training in general management, technical disciplines, and business policies, positioning L&T as one of the top companies with the most innovative human resource management practices.
Infosys BPO Ltd
At the recent World HRD Congress in Mumbai, Infosys BPO Ltd received seven awards for its human resource management practices. The company's major strength lies in its innovative talent hunting, recruitment, and retention processes.
From India, Gurgaon
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Mind Tree Consulting - Once in three to four weeks, they call up their employees and give them information as to what is happening. Whenever there is a project win or a customer delivery, they ring the bell in the company to inform everybody. They have the CEO’s snapshots which is released once in two weeks, the in-house magazine, meet the “Mind Tree Minds” (the way we call our employees), where the computer selects some names at random and they meet the senior people to get the right perspective of what they are doing, why they should do it, etc, and to make sure that there is enough interaction. All these things enhance communication, security, sense of belonging and commitment towards the organization.
CISCO- Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
BIRLA 3M: They encourage Two-way communication. They have something called "Between Us". Once in six months, the MD and the HR head go to all the branch offices. The MD talks about the business and request the people's involvement in fulfilling the organization's dreams. HR head talks about the new HR policies and then there is an open discussion. Employees can express themselves on whatever issues they have with regard to work. If there are sensitive issues, which they don't want to discuss openly, they can write and give those without their names. The question is read, and the answer given. The paper on which the question is written, is destroyed then and there, to make sure that nobody tries to trace the handwriting of the person or in anyway recognize him/her.
From India, Ludhiana
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CISCO- Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
BIRLA 3M: They encourage Two-way communication. They have something called "Between Us". Once in six months, the MD and the HR head go to all the branch offices. The MD talks about the business and request the people's involvement in fulfilling the organization's dreams. HR head talks about the new HR policies and then there is an open discussion. Employees can express themselves on whatever issues they have with regard to work. If there are sensitive issues, which they don't want to discuss openly, they can write and give those without their names. The question is read, and the answer given. The paper on which the question is written, is destroyed then and there, to make sure that nobody tries to trace the handwriting of the person or in anyway recognize him/her.
From India, Ludhiana
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(Fact Checked)-The user's reply provides accurate information on innovative HR practices at Mind Tree Consulting, Cisco, and Birla 3M. Well done! (1 Acknowledge point)
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1. AMERICAN EXPRESS MIDDLE EAST: American Express Middle East was recognised for its commitment to using innovative HR practices and received the "Organisation with Innovative HR Practices" award at the prestigious Global HR Excellence Awards 2011. The company's HR department has worked to create a true learning environment by using the latest techniques to motivate employees and equip them with the skills to deliver world-class customer service.Using online training modules, covering areas such as security and anti-money laundering, American Express Middle East has been able to give employees the professional skills needed for their roles. To motivate employees, the company introduced a new Rewards and Recognition scheme where employees who demonstrate customer service excellence can win a range of prizes. The company also operates a "Good Citizen" programme, encouraging employee involvement in charitable activities that serve the community.
2. APPLE: APPLE also seems to have a great culture through innovative Human Resource Practices. They have changed their CEO over the years and grown considerably. Today, Apple has about 35,000 permanent employees, yet continues to retain a culture of innovation through their HR practices. They hire, reward and recognize employees for a common desire, energy and enthusiasm to create great products.
3. WIPRO TECHNOLOGIES: Every four months an employee survey is conducted where all our employees provide inputs on the health of the workplace. This survey enables to identify how strongly the person feels about the organization and how strong is the person’s clarity of his/her existence in the organization. It also enables to see the person’s own ability to identify with the vision of the organization and whether he thinks the organization listens to what he has to say. He also reveals whether he feels that his supervisor takes interest in his/her development, has he/she received any word of praise from the boss for a good job done and so on.
4. IKEA: IKEA emphasizes on flexible and welfare oriented HR practices while focusing on employee development. The company's unique work culture supports coworkers (as employees are called at IKEA) and encouraged creativity and diversity, due to which it was listed in '100 Best Companies to Work For' by Fortune, a prominent international business magazine. IKEA was listed as one of the '100 Best Companies for Working Mothers', in a study conducted by Working Mother magazine. Working Mother appreciated IKEA's efforts at creating a workplace that accommodated the needs of mothers. Three issues were particularly stressed in this study - flexible work scheduling, time off for new parents and childcare facilities. IKEA stood out for its employee friendly policies and generous benefits, which made it the preferred employer in the retail sector.
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2. APPLE: APPLE also seems to have a great culture through innovative Human Resource Practices. They have changed their CEO over the years and grown considerably. Today, Apple has about 35,000 permanent employees, yet continues to retain a culture of innovation through their HR practices. They hire, reward and recognize employees for a common desire, energy and enthusiasm to create great products.
3. WIPRO TECHNOLOGIES: Every four months an employee survey is conducted where all our employees provide inputs on the health of the workplace. This survey enables to identify how strongly the person feels about the organization and how strong is the person’s clarity of his/her existence in the organization. It also enables to see the person’s own ability to identify with the vision of the organization and whether he thinks the organization listens to what he has to say. He also reveals whether he feels that his supervisor takes interest in his/her development, has he/she received any word of praise from the boss for a good job done and so on.
4. IKEA: IKEA emphasizes on flexible and welfare oriented HR practices while focusing on employee development. The company's unique work culture supports coworkers (as employees are called at IKEA) and encouraged creativity and diversity, due to which it was listed in '100 Best Companies to Work For' by Fortune, a prominent international business magazine. IKEA was listed as one of the '100 Best Companies for Working Mothers', in a study conducted by Working Mother magazine. Working Mother appreciated IKEA's efforts at creating a workplace that accommodated the needs of mothers. Three issues were particularly stressed in this study - flexible work scheduling, time off for new parents and childcare facilities. IKEA stood out for its employee friendly policies and generous benefits, which made it the preferred employer in the retail sector.
From India, Mumbai
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Outrageous benefits –Google offers amazing death benefits to every U.S. employee. In case any U.S. employee die, their surviving spouse or domestic partner will receive 50% of the employee’s paycheck each year for the next 10 years! With a young employee base, fortunately not many will likely take advantage of this benefit, but it still sends a powerful message that benefits at Google are different.
Bold employer branding –Amazon recently placed a letter containing information about its employee educational reimbursement benefits directly on its customer homepage. Although a letter about benefits might startle shoppers, it also sends a message to everyone who interacts with Amazon that employee welfare and development is important.
Limited-term employee contracts –even though most managers have the right to fire weak-performing employees, most never get around to it unless the employee does something truly outrageous. In order to force managers to weed out weak performers, the Revel casino and hotel required many of its new hires who interact with customers to sign employee contracts with a limit of four to five years. After their contract expires, employees must formally reapply for their job. Hotel management argues that eliminating the guarantee of a permanent job will pressure employees to remain productive and customer-friendly throughout their employment term. They also believe that top performers won’t be discouraged with the lack of job security because their performance level will continue to make them desirable.
Long Services award- Wipro recognize the contribution of long serving employees through a comprehensive reward programme -Schemes include holiday packages with special facilities.
From India, Ludhiana
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Bold employer branding –Amazon recently placed a letter containing information about its employee educational reimbursement benefits directly on its customer homepage. Although a letter about benefits might startle shoppers, it also sends a message to everyone who interacts with Amazon that employee welfare and development is important.
Limited-term employee contracts –even though most managers have the right to fire weak-performing employees, most never get around to it unless the employee does something truly outrageous. In order to force managers to weed out weak performers, the Revel casino and hotel required many of its new hires who interact with customers to sign employee contracts with a limit of four to five years. After their contract expires, employees must formally reapply for their job. Hotel management argues that eliminating the guarantee of a permanent job will pressure employees to remain productive and customer-friendly throughout their employment term. They also believe that top performers won’t be discouraged with the lack of job security because their performance level will continue to make them desirable.
Long Services award- Wipro recognize the contribution of long serving employees through a comprehensive reward programme -Schemes include holiday packages with special facilities.
From India, Ludhiana
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RELIANCE
HR polices include Employee effectiveness survey, Managing Expectaations, Reward & Recognition, Career Planning,Creative incentivization.
RANBAXY:
Some of the unique HR practices being followed by Ranbaxy such as employee empowerment, 2
stock ownership, creativity and innovation, continuing education policy, flexible time
policy,etc
Verticalization and value-added functions (VAF)
Infosys TalentEdge hosts an interactive employee self-service portal that provides intuitive work and career management services to employees. It offers guided and contextual information, helping users negotiate life events intuitively. It supports various preloaded value-added functions (VAFs) such as social collaboration and smart devices support, monitoring of employee actions, and running analytics on employee experience for organizational feedback. The VAFs are meant to delight and derive a higher level of employee satisfaction with effective engagement and superior online experience.
The platform also offers HR processes and business rules specific to an industry. The industry-specific solutions leverage an employee’s in-depth industry intelligence and domain expertise.
From India, Chandigarh
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HR polices include Employee effectiveness survey, Managing Expectaations, Reward & Recognition, Career Planning,Creative incentivization.
RANBAXY:
Some of the unique HR practices being followed by Ranbaxy such as employee empowerment, 2
stock ownership, creativity and innovation, continuing education policy, flexible time
policy,etc
Verticalization and value-added functions (VAF)
Infosys TalentEdge hosts an interactive employee self-service portal that provides intuitive work and career management services to employees. It offers guided and contextual information, helping users negotiate life events intuitively. It supports various preloaded value-added functions (VAFs) such as social collaboration and smart devices support, monitoring of employee actions, and running analytics on employee experience for organizational feedback. The VAFs are meant to delight and derive a higher level of employee satisfaction with effective engagement and superior online experience.
The platform also offers HR processes and business rules specific to an industry. The industry-specific solutions leverage an employee’s in-depth industry intelligence and domain expertise.
From India, Chandigarh
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(Fact Checked)-[The information provided regarding innovative HR practices at Reliance, Ranbaxy, and Infosys appears accurate and aligns with modern HR trends. Well-done!] (1 Acknowledge point)
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WIPRO:
Process of human resource planning at wipro is done by the topmanagement executives of HRD. They formulate the different policesin reference to the Human Resource Planning.
MODEL OF HRP SYSTEM
Human Resource Policies:-
Manpower Planning
Recruitment & Selection
Training & Development
Performance Appraisal
Promotion, Transfer, & Demotion
Administration Section
Grievance Handling
Kaizen suggestion
Welfare Activities
ONGC:
HR policies at ONGC revolve around the basic tenet of creating a highly motivated, vibrant & self-driven team. The Company cares for each & every employee and has in-built systems to recognise & reward them periodically. Motivation plays an important role in HR Development. In order to keep its employees motivated the company has incorporated schemes such as Reward and Recognition Scheme, Grievance Handling Scheme and Suggestion Scheme.
• Incentive Schemes to Enhance Productivity
• Productivity Honorarium Scheme
• Job Incentive
• Quarterly Incentive
• Reserve Establishment Honorarium
• Roll out of Succession Planning Model for identified key positions
• Group Incentives for cohesive team working, with a view to enhance productivity
From India, Ludhiana
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Process of human resource planning at wipro is done by the topmanagement executives of HRD. They formulate the different policesin reference to the Human Resource Planning.
MODEL OF HRP SYSTEM
Human Resource Policies:-
Manpower Planning
Recruitment & Selection
Training & Development
Performance Appraisal
Promotion, Transfer, & Demotion
Administration Section
Grievance Handling
Kaizen suggestion
Welfare Activities
ONGC:
HR policies at ONGC revolve around the basic tenet of creating a highly motivated, vibrant & self-driven team. The Company cares for each & every employee and has in-built systems to recognise & reward them periodically. Motivation plays an important role in HR Development. In order to keep its employees motivated the company has incorporated schemes such as Reward and Recognition Scheme, Grievance Handling Scheme and Suggestion Scheme.
• Incentive Schemes to Enhance Productivity
• Productivity Honorarium Scheme
• Job Incentive
• Quarterly Incentive
• Reserve Establishment Honorarium
• Roll out of Succession Planning Model for identified key positions
• Group Incentives for cohesive team working, with a view to enhance productivity
From India, Ludhiana
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ONGC:
HR policies at ONGC revolve around the basic tenet of creating a highly motivated, vibrant & self-driven team. The Company cares for each & every employee and has in-built systems to recognise & reward them periodically. Motivation plays an important role in HR Development. In order to keep its employees motivated the company has incorporated schemes such as Reward and Recognition Scheme, Grievance Handling Scheme and Suggestion Scheme.
• Incentive Schemes to Enhance Productivity
• Productivity Honorarium Scheme
• Job Incentive
• Quarterly Incentive
• Reserve Establishment Honorarium
• Roll out of Succession Planning Model for identified key positions
• Group Incentives for cohesive team working, with a view to enhance productivity
WIPRO:
Process of human resource planning at wipro is done by the topmanagement executives of HRD. They formulate the different policesin reference to the Human Resource Planning.
MODEL OF HRP SYSTEM
Human Resource Policies:-
Manpower Planning
Recruitment & Selection
Training & Development
Performance Appraisal
Promotion, Transfer, & Demotion
Administration Section
Grievance Handling
Kaizen suggestion
Welfare Activities
From India, Ludhiana
Acknowledge(0)Amend(0)
HR policies at ONGC revolve around the basic tenet of creating a highly motivated, vibrant & self-driven team. The Company cares for each & every employee and has in-built systems to recognise & reward them periodically. Motivation plays an important role in HR Development. In order to keep its employees motivated the company has incorporated schemes such as Reward and Recognition Scheme, Grievance Handling Scheme and Suggestion Scheme.
• Incentive Schemes to Enhance Productivity
• Productivity Honorarium Scheme
• Job Incentive
• Quarterly Incentive
• Reserve Establishment Honorarium
• Roll out of Succession Planning Model for identified key positions
• Group Incentives for cohesive team working, with a view to enhance productivity
WIPRO:
Process of human resource planning at wipro is done by the topmanagement executives of HRD. They formulate the different policesin reference to the Human Resource Planning.
MODEL OF HRP SYSTEM
Human Resource Policies:-
Manpower Planning
Recruitment & Selection
Training & Development
Performance Appraisal
Promotion, Transfer, & Demotion
Administration Section
Grievance Handling
Kaizen suggestion
Welfare Activities
From India, Ludhiana
Acknowledge(0)Amend(0)From India, Machhiwara
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(Fact Checked)-The user's reply contains accurate information about innovative HR practices in various companies. Well done! (1 Acknowledge point)
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[CISCO] - The way Cisco has empowered their line managers needs to be mentioned first in this regard. They have provided them with HR tools, technologies, and online tools, etc., which give them an edge over their counterparts in other organizations. At the click of a button, a manager can look at the database of his/her own people, track the history of development, increments, promotions, stock options, etc. They are also given the rating and ranking tools. They could recommend changes and training needs, and they could draw upon the resources available. Technology is deployed in a very effective way.
[Infosys] - Training is a continuous process, and recruiting is done on the basis of learnability. HR practices are the result of their vision.
From India, Ludhiana
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[Infosys] - Training is a continuous process, and recruiting is done on the basis of learnability. HR practices are the result of their vision.
From India, Ludhiana
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(Fact Checked)-The user's reply contains accurate information regarding CISCO and Infosys' HR practices. No corrections needed. (1 Acknowledge point)
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Innovative HR Practices by Different Companies
Google - The most innovative idea of Google is to encourage employees to spend 20% of their productive time on their own creative ideas and value addition initiatives!
Airtel - Airtel decided to go in for a very young team. The average age is just 26 years. This has helped the HR department to mold the young entrants to the company.
Vodafone - Delight Employees with the Unexpected
The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward like a gift or a well-done certificate.
Infosys - While recruiting new employees, Infosys took adequate care to identify the right candidates. One of the qualities that Infosys looked for in a candidate is the focus on recruiting candidates who display a high degree of 'learnability.' By learnability, it means the ability to derive generic knowledge from specific experiences and apply the same in new situations.
Devinder Singh
MBA 1C
From India, Chandigarh
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Google - The most innovative idea of Google is to encourage employees to spend 20% of their productive time on their own creative ideas and value addition initiatives!
Airtel - Airtel decided to go in for a very young team. The average age is just 26 years. This has helped the HR department to mold the young entrants to the company.
Vodafone - Delight Employees with the Unexpected
The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward like a gift or a well-done certificate.
Infosys - While recruiting new employees, Infosys took adequate care to identify the right candidates. One of the qualities that Infosys looked for in a candidate is the focus on recruiting candidates who display a high degree of 'learnability.' By learnability, it means the ability to derive generic knowledge from specific experiences and apply the same in new situations.
Devinder Singh
MBA 1C
From India, Chandigarh
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1. Infosys
In 2007 the company launched satellite centres in some cities where the employees particularly new and to be mothers can cut down on travel time to work. The centre could accommodate upto 50 women at a time.
2. Subex Systems
Subex is a vendor of business support (BSS) and operational support systems (OSS) headquartered in India.
Every candidate who is called into subex house for a scheduled interview is welcomed thus making a significant difference the way company is perceived.
On joining, the employee is welcomed by the subex culture club. Even before he joins, he is entitled with one person of his family to have dinner in oberoi.
As soon as the company decided to recruit a person, it also decided on his mentor. The mentor will not be senior subexian (his group head) but will be someone senior from the same division who understand the nature of the work of the new person.
There are a lot of HR policies of Subex, which are worth mentioning. One is the feel the pulse meet.
Every subexian will have to meet his senior subexian, not the immediate manager but the manager who is one level above.
This happens once in six moths and this basically helps the senoir members to feel the pulse of junior, to know whether he is doing well or not, whether he is enjoying his job or not etc.
3. Sapient
Binoo Wadhwa, Director – People Success, Sapient Corporation, talks about the organization and its HR policies says: A critical aspect of our people philosophy at Sapient is to enable people to “choose” to align to a common future and using processes and tools to get there. This ensures that we go into an exponentially better tomorrow and enables our people to achieve full potential in their careers. There is also a strong sense of continuity and evolution in our year-on-year strategy, which is directly linked to our overall purpose as a company.
The culture of ‘working hard and partying harder’ is intrinsic to Sapient. Our daily team meetings, where one ends with a loud team cheer, weekly new hire social dos, leadership breakfasts (where the leadership team cooks for the whole office), internal team events and our annual parties are just some examples of the spirit of Sapient.
4. Mahindra and Mahindra
5. Satyam Computer Service
6. H.U.L.
7. Wipro
From India, Ludhiana
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In 2007 the company launched satellite centres in some cities where the employees particularly new and to be mothers can cut down on travel time to work. The centre could accommodate upto 50 women at a time.
2. Subex Systems
Subex is a vendor of business support (BSS) and operational support systems (OSS) headquartered in India.
Every candidate who is called into subex house for a scheduled interview is welcomed thus making a significant difference the way company is perceived.
On joining, the employee is welcomed by the subex culture club. Even before he joins, he is entitled with one person of his family to have dinner in oberoi.
As soon as the company decided to recruit a person, it also decided on his mentor. The mentor will not be senior subexian (his group head) but will be someone senior from the same division who understand the nature of the work of the new person.
There are a lot of HR policies of Subex, which are worth mentioning. One is the feel the pulse meet.
Every subexian will have to meet his senior subexian, not the immediate manager but the manager who is one level above.
This happens once in six moths and this basically helps the senoir members to feel the pulse of junior, to know whether he is doing well or not, whether he is enjoying his job or not etc.
3. Sapient
Binoo Wadhwa, Director – People Success, Sapient Corporation, talks about the organization and its HR policies says: A critical aspect of our people philosophy at Sapient is to enable people to “choose” to align to a common future and using processes and tools to get there. This ensures that we go into an exponentially better tomorrow and enables our people to achieve full potential in their careers. There is also a strong sense of continuity and evolution in our year-on-year strategy, which is directly linked to our overall purpose as a company.
The culture of ‘working hard and partying harder’ is intrinsic to Sapient. Our daily team meetings, where one ends with a loud team cheer, weekly new hire social dos, leadership breakfasts (where the leadership team cooks for the whole office), internal team events and our annual parties are just some examples of the spirit of Sapient.
4. Mahindra and Mahindra
5. Satyam Computer Service
6. H.U.L.
7. Wipro
From India, Ludhiana
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1. Syntel This global IT Company recently awarded in several categories of human resource management in the HRD congress. The use of technology for achievement of strategic HR objectives and creative practices in HR solution made it to be one of the most valued companies with
2.Mc Donald's- Good
Performances rewards Every company has some employees who outperform others. Such performances should be highlighted and displayed where other employees can look at them such as on the display boards and intranet etc. This will encourage others to give their best. A proper system should be set up to make a list of high performances at specific times in a year. most innovative human resource management practice.
3.TCS
is known for its human resource practices in India as well as globally. In the EU, it continues to be the employer of choice and has the lowest attrition rate of 9.9 per cent.The company lays emphasis on the overall development of it employees and also offers multi-lingual capability training modules .
SEMCO Ricardo Semler’s idea is about making everyone’s salary a public knowledge. this motivates the employees to work harder for appraisal.
From India, Mumbai
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2.Mc Donald's- Good
Performances rewards Every company has some employees who outperform others. Such performances should be highlighted and displayed where other employees can look at them such as on the display boards and intranet etc. This will encourage others to give their best. A proper system should be set up to make a list of high performances at specific times in a year. most innovative human resource management practice.
3.TCS
is known for its human resource practices in India as well as globally. In the EU, it continues to be the employer of choice and has the lowest attrition rate of 9.9 per cent.The company lays emphasis on the overall development of it employees and also offers multi-lingual capability training modules .
SEMCO Ricardo Semler’s idea is about making everyone’s salary a public knowledge. this motivates the employees to work harder for appraisal.
From India, Mumbai
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Kanika Jain MBA 1-C
Most HR functions are implementing core HRMS tools and technology and many are now at the stage of seeking out the next level of efficiency and effectiveness. Technology will continue to be a powerful enabler in transforming how we work, bringing a global workforce closer and realizing operational cost savings.
QUATRRO
Quatrro is a global services company offering business and knowledge processing services to organizations seeking higher operational effectiveness, greater flexibility and lower operating costs.
LARSEN & TOUBRO
The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines and business policy and this made L&T as one of the top companies with most innovative human resource management practices.L&T engineering and construction division is recently awarded the Asia Pacific HR Conclave Award for most innovative HR practices.
Deloitte
As we move into the final trend for the future of HR Transformation, keep in mind that HR needs to excel in all three areas to maintain responsibility for operational delivery and board and talent strategy. The organization’s expectation of HR will no doubt continue to increase – driven by increasing competitive pressures in markets and recognition of the role played by human capital in succeeding in these markets.
From India, Chandigarh
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Most HR functions are implementing core HRMS tools and technology and many are now at the stage of seeking out the next level of efficiency and effectiveness. Technology will continue to be a powerful enabler in transforming how we work, bringing a global workforce closer and realizing operational cost savings.
QUATRRO
Quatrro is a global services company offering business and knowledge processing services to organizations seeking higher operational effectiveness, greater flexibility and lower operating costs.
LARSEN & TOUBRO
The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines and business policy and this made L&T as one of the top companies with most innovative human resource management practices.L&T engineering and construction division is recently awarded the Asia Pacific HR Conclave Award for most innovative HR practices.
Deloitte
As we move into the final trend for the future of HR Transformation, keep in mind that HR needs to excel in all three areas to maintain responsibility for operational delivery and board and talent strategy. The organization’s expectation of HR will no doubt continue to increase – driven by increasing competitive pressures in markets and recognition of the role played by human capital in succeeding in these markets.
From India, Chandigarh
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(Fact Checked)-The information provided about Quatrro, Larsen & Toubro, and Deloitte aligns with innovative HR practices leveraging technology for efficiency and effectiveness. No corrections needed. (1 Acknowledge point)
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1.FedEx has developed several innovative human resource programs over the years. These programs have served as a benchmark for many companies
a. FedEx’s ‘People-Service-Profit’ (PSP) philosophy:This philosophy was based on the fact that if FedEx took proper care of its employees, they would provide efficient service to the customers.
b. Survey-Feedback-Action Program or SFA Program at FedEx.with the introduction of online survey system in the US and other automations. Each April, every employee is asked to participate in the on-line survey. After the results are gathered, managers hold feedback sessions with their employees to discuss the survey findings and identify problems within and outside of their department.
c.Leadership Evaluation and Awareness Process’ (LEAP): to encourage non-managerial cadre employees to move to the managerial level within the company.
d.Employee Communication Program: included the SFA program, Guaranteed Fair Treatment Procedure and Open Door Policy. FedEx also devised a mechanism to address and resolve employee grievances. This was apart from employing a formal communication system to inform employees about the major events taking place in the company.
e.Job Change Applicant Tracking System on-line computer job posting system that allows hourly employees to post for any available job.
Recognition and Reward Program
f.FedEx rewards employees for their work with awards such as the ‘Bravo Zulu’ and the ‘Golden Falcon Award’.
FedEx is an example of an organization that has created an effective HR strategy that supports productivity and profitability.
2.Infosys
a. 360-Degree Feedback: The employees also look at aspects of the managers' performance, strategic vision, ability to communicate, problem-solving skills, responsiveness. The results of the survey (the rankings and comments) are then aggregated and published online for everyone to see.
-Recognition for Adding Value: 'What gets measured gets reviewed and what gets reviewed gets improved' is what the company believes in and rewards each employee whose innovation is lauded by the customer.
-Employee-Management Interface: It reduces the gap between the manager and the employee. Direct Q&A link with the President himself, who is to respond within a given time-frame.
b. Focus on Learning: A lot of investment in employee-focused resources (e-Learning) and creating libraries for employees, holding workshops. All employees are eligible for ESOPs after one year of joining.
-Innovation: Innovate@HCL is one such e-forum that enables employee involvement and participation towards innovations in their work environment and beyond.
c.MyXtraMiles is a loyalty point system that gives 'mileage' to employees who receive appreciation from any of the following four sources: peers, subordinates, managers and customers. The points can be redeemed for attractive gifts, including trips abroad. The EHD Team comprising HR and finance professionals aids the employees in solving their day-to-day transactional needs.
3.Accenture
All Accenture employees have career counsellors, typically two levels above them in the hierarchy, who are given a budget and specific time to mould the career of their wards.
It has a Cross Entity Leadership Program to allow people to switch between businesses, and all openings are posted on internal portals. It allows employees to work from home and also work part time.
It has set up an Inhouse Event Management arm and employees who take part in clubs and special interest groups are expected to conceive and run programmes for each of these initiatives, ranging from sports to corporate social responsibility.
4.Unique and innovative HR policies of Haier -- Which are-
1-race track model of recruiting and promotion.
2-Ways to apppraise high performance manager and how to deal with low performance managers.
3-Daily OEC management evaluation of factories workers.
4- 6 S footprints on factory floor.
5- 80-20 management responsibility principles.
6- Individuality monthly SBU profit and loss statement for each employee.
7- SST market chain based compensation system
Haier's incentive policies are openness and fairness. It adopts a point system for production workers using the OEC management 3E card. Haier's Human Resources Management Director Wang Yingmin explains the OEC acronym: "O stands for Overall; E stands for Everyone, Everything, and Everyday; C stands for Control and Clear. OEC means that every employee has to accomplish the target work every day. The OEC management-control system aims at overall control of everything that every employee finishes on his or her job every day, with a 1% increase over what was done the previous day." Employees are required to fill out an OEC 3E Card daily. This is a Microsoft Excel file with items of production quantity, quality, defective product material used, technology level, equipment evaluation, safe operation, and labor discipline evaluation.
If an employee earns more points on the 3E card than required, he or she makes a higher wage and bonus, and both management and the employee know his or her daily wage and why.
From India, Chandigarh
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a. FedEx’s ‘People-Service-Profit’ (PSP) philosophy:This philosophy was based on the fact that if FedEx took proper care of its employees, they would provide efficient service to the customers.
b. Survey-Feedback-Action Program or SFA Program at FedEx.with the introduction of online survey system in the US and other automations. Each April, every employee is asked to participate in the on-line survey. After the results are gathered, managers hold feedback sessions with their employees to discuss the survey findings and identify problems within and outside of their department.
c.Leadership Evaluation and Awareness Process’ (LEAP): to encourage non-managerial cadre employees to move to the managerial level within the company.
d.Employee Communication Program: included the SFA program, Guaranteed Fair Treatment Procedure and Open Door Policy. FedEx also devised a mechanism to address and resolve employee grievances. This was apart from employing a formal communication system to inform employees about the major events taking place in the company.
e.Job Change Applicant Tracking System on-line computer job posting system that allows hourly employees to post for any available job.
Recognition and Reward Program
f.FedEx rewards employees for their work with awards such as the ‘Bravo Zulu’ and the ‘Golden Falcon Award’.
FedEx is an example of an organization that has created an effective HR strategy that supports productivity and profitability.
2.Infosys
a. 360-Degree Feedback: The employees also look at aspects of the managers' performance, strategic vision, ability to communicate, problem-solving skills, responsiveness. The results of the survey (the rankings and comments) are then aggregated and published online for everyone to see.
-Recognition for Adding Value: 'What gets measured gets reviewed and what gets reviewed gets improved' is what the company believes in and rewards each employee whose innovation is lauded by the customer.
-Employee-Management Interface: It reduces the gap between the manager and the employee. Direct Q&A link with the President himself, who is to respond within a given time-frame.
b. Focus on Learning: A lot of investment in employee-focused resources (e-Learning) and creating libraries for employees, holding workshops. All employees are eligible for ESOPs after one year of joining.
-Innovation: Innovate@HCL is one such e-forum that enables employee involvement and participation towards innovations in their work environment and beyond.
c.MyXtraMiles is a loyalty point system that gives 'mileage' to employees who receive appreciation from any of the following four sources: peers, subordinates, managers and customers. The points can be redeemed for attractive gifts, including trips abroad. The EHD Team comprising HR and finance professionals aids the employees in solving their day-to-day transactional needs.
3.Accenture
All Accenture employees have career counsellors, typically two levels above them in the hierarchy, who are given a budget and specific time to mould the career of their wards.
It has a Cross Entity Leadership Program to allow people to switch between businesses, and all openings are posted on internal portals. It allows employees to work from home and also work part time.
It has set up an Inhouse Event Management arm and employees who take part in clubs and special interest groups are expected to conceive and run programmes for each of these initiatives, ranging from sports to corporate social responsibility.
4.Unique and innovative HR policies of Haier -- Which are-
1-race track model of recruiting and promotion.
2-Ways to apppraise high performance manager and how to deal with low performance managers.
3-Daily OEC management evaluation of factories workers.
4- 6 S footprints on factory floor.
5- 80-20 management responsibility principles.
6- Individuality monthly SBU profit and loss statement for each employee.
7- SST market chain based compensation system
Haier's incentive policies are openness and fairness. It adopts a point system for production workers using the OEC management 3E card. Haier's Human Resources Management Director Wang Yingmin explains the OEC acronym: "O stands for Overall; E stands for Everyone, Everything, and Everyday; C stands for Control and Clear. OEC means that every employee has to accomplish the target work every day. The OEC management-control system aims at overall control of everything that every employee finishes on his or her job every day, with a 1% increase over what was done the previous day." Employees are required to fill out an OEC 3E Card daily. This is a Microsoft Excel file with items of production quantity, quality, defective product material used, technology level, equipment evaluation, safe operation, and labor discipline evaluation.
If an employee earns more points on the 3E card than required, he or she makes a higher wage and bonus, and both management and the employee know his or her daily wage and why.
From India, Chandigarh
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(Fact Checked)-The user's reply contains accurate information about innovative HR practices at FedEx, Infosys, Accenture, and Haier. The examples provided showcase various effective HR strategies and programs implemented by these companies. (1 Acknowledge point)
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The road to hiring a good VA starts before you’ve even begun searching. Here are four steps to consider:
Step1: Create a clear job description. Clearly write out all of the job’s responsibilities. Think about how your business is currently set up and how the VA will fit in. Do you need a task-based VA, a full-time assistant, or someone who will work for you on a part-time basis?
Step 2: Determine the job’s requirements. This means not only requirements in terms of experience but also the kind of hardware/Internet connection necessary to complete the job, as well as any necessary skills and personality traits. Also, determine what time frame will be given to complete the job/role.
Step 3: Calculate how much can you afford to pay. Knowing this can help you narrow down your search and ensure that you stick to your priorities. You should also research what VA’s are typically receiving for conducting the work that you seek. You can do this by asking your peers what they charge, looking at the listings on virtual hiring sites, and even heading over to a VA forum and asking some experienced VA’s themselves.
Step 4: Determine how you will evaluate the new hire. Set some benchmarks and productivity goals so you can quickly cut your loses should the arrangement not work out. Though it may be disheartening to have to let a new VA go and start the hiring process again, keep in mind that there are plenty of candidates out there who are willing and able to do the work you need. Don’t waste your precious time and money going around in circles.
The Low-Down on Working with Overseas Virtual Assistants
Many aspiring entrepreneurs and small business owners looking to keep their costs to a minimum seek to hire VA’s based overseas in order to take advantage of the sometimes stark differences in payrate. But there are a whole host of issues that can easily whittle away any anticipated savings. Here are a few things to consider:
Overseas VA’s aren’t so cheap anymore. As demand increases, prices for competent overseas virtual assistants have been on the up and up.
Be prepared for a language barrier. While English is commonly spoken in some of the major countries supplying virtual assistants, such as India and the Philippines, don’t assume that your potential VA is fully fluent in English, or any other language that you may require. In fact, it’s best to go into the search process assuming the opposite. Make sure that you specifically request fluency in a given language and that you incorporate some of the screening tips mentioned below to verify this fluency.
Consider the cultural differences. Before you start looking for workers from another country, make sure you are familiar with the cultural differences that exist there. In India, for example, workers are more likely to agree to take on a project even if it is above them as they tend to have a harder time saying no.
Consider the time difference. One of the biggest barriers to working with an overseas VA is the difference in time zones. If your virtual hire is on the other side of the globe, then you may find it particularly challenging to manage his or her workflow. Someone who is working in a time zone that is 10-12 hours off from your own may not be readily available for the spontaneous questions, clarifications, or last minute requests that tend to come up.
Consider the quality of equipment and online access. Research the quality and reliability of any equipment and internet connectivity your new hire will need as well as how the particular country’s infrastructure is set up. Like any other contractor, a virtual assistant is responsible for his or her own internet connection and hardware. But Internet service and access to higher-end equipment may be limited within some countries.
How to Screen Applicants
Even if a potential hire comes recommended by a good friend or peer, you should nevertheless exercise your full due diligence in checking up on this person’s background, skills, and experience. This becomes all the more vital if your virtual assistant will be handling or have access to sensitive information, such as customer payment and contact info, or areas of your business, such as files for your company website.
The internet is cluttered with virtual assistant horror stories- lack of stated experience or expertise, instances of shoddy work, resentful VA’s who shut down websites, or stole information, or sought to sully their employer’s online reputation. If you want to avoid adding your own experience to the fray, then here are a few tips to keep in mind:
-Look for a clear and concise response to your job posting or request. The candidate should clearly detail the skill and experience he or she has and how it suits your requirements. Where appropriate ask to see samples of prior work or jobs that they have completed.
-The candidate should provide at least three references, and you should make the effort to contact them. You should also pay attention to how current these references are. A collection of old references, like a client the VA worked for three years ago, or an unexplained gap in employment may be a warning sign that you should move on to someone else.
-Check out their web presence. Does this person have a website, a Facebook page, and LinkedIn profile? Take a look at them. You will get a sense of who this person is by looking at how they present themselves online.
-Make sure that you have your VA sign a clear and thorough confidentiality agreement as well as an independent contractor agreement. (See my collection of free business documents for a generic example of such a contract.) It will help to protect both you and them from misunderstandings and liabilities.
-Conduct a phone interview and correspond via email. Make it a point to communicate a few times with potential VA’s before agreeing to hire them. Doing so will help you to see how good their English is and if they really know what they say they do. You can generally get a pretty good idea about this just from speaking to them on the phone or via email exchanges.
-Consider using a virtual staffing firm. If all the checking and research doesn’t seem doable then you should consider using the services of a virtual staffing firm. The cost may be a little higher than what you would expect to pay if you were working with a virtual assistant directly, but the time, money, and effort you’d save in the hiring process whether by using their services to narrow down the applicant field or to screen out potential candidates may make it worth it.
Some Tips to Effectively Working with a VA
In a previous post, I detailed some tips for getting the most out of your outsourcing arrangements. When it comes to virtual assistants, here are a few additional things to keep in mind:
-First, as a precaution make sure that all your documents and other vital business information are backed up. The chances of a fatal error occurring with your precious files are greater with a VA since this person is not in front of you, you are more likely to leave out some important information or step, and you may have the added difficulty of working across cultural lines and time zones.
-Keep instructions, clear, concise, and where you are able to, include screenshots and pictures. It may take sometime for you to do all these steps, but the potential time (and headache) you’ll save may be much greater. From experience I found that all the back and forth explaining, re-hashing, clarifying, and correcting of errors due to misunderstandings can be a very big black hole when it comes to time and money.
-Put some kind of time frame on your requests and make sure that it is clearly communicated to your VA. If, for example, you need some Internet-based research or help answering emails, then indicate how long your virtual assistant should work on the project and then let the person know that he or she should get back to you with progress report. This way you can both keep tabs on how your VA is performing and quickly recognize any bottlenecks in the work process.
-Make sure that you use some process of evaluation mentioned above. Where a VA arrangement clearly isn’t working out, then it is in you best interest to move on as quickly as possible.
.
Human Resource Policies in Toyota India
The human resources in Toyota a 70 year old company in the automotive sector are given much importance and according to the Chairman of the board of directors of the company human resource development efforts across the globe have been enhanced quite a lot to meet the challenges of global human resource issues relating to diverse cultures and backgrounds in various countries Toyota operates. To accomplish this task the company follows the Monozukuri philosophy of Japanese manufacturing according to which “making things means making people” (Toyota Motor Corporation 2008).
The Toyota Way is a set of 14 principles devised by the company to implement an effective and efficient manufacturing process and maximising on quality and excellent human resource management. Some of these principles are directly linked to human resource management and employee satisfaction and loyalty. Principle 4 is concerned with levelling out and distributing work load which is termed as Heijunka in Japanese. Principle 6 is concerned with standardising tasks for improvement and employee empowerment. The main principle which focuses purely on effective human resource management is principle 9 which is concerned with the training, development and growth of employees and managers who not only implement these techniques themselves but teach it to others as well (Liker 2004).
The company implements these principles to production and manufacturing of cars throughout its plants around the world including India. The company faces challenges in human resource management in India due to cultural differences more diverse than any other country including United States of America. Indian employees are usually sensitive to criticism, tend to resist the company’s policy of continuous improvement through identification of problems and may not be quite serious towards deadlines. The company has to adapt to these conditions and devise plans accordingly to cope with these challenges. The company has made quite a few efforts over the years to make human resource management in India by placing much emphasis on policies related to training, development, benefits, growth and attractive compensation to employees
OTHER COMPANIES ARE FEDEX, STARBUCKS
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Step1: Create a clear job description. Clearly write out all of the job’s responsibilities. Think about how your business is currently set up and how the VA will fit in. Do you need a task-based VA, a full-time assistant, or someone who will work for you on a part-time basis?
Step 2: Determine the job’s requirements. This means not only requirements in terms of experience but also the kind of hardware/Internet connection necessary to complete the job, as well as any necessary skills and personality traits. Also, determine what time frame will be given to complete the job/role.
Step 3: Calculate how much can you afford to pay. Knowing this can help you narrow down your search and ensure that you stick to your priorities. You should also research what VA’s are typically receiving for conducting the work that you seek. You can do this by asking your peers what they charge, looking at the listings on virtual hiring sites, and even heading over to a VA forum and asking some experienced VA’s themselves.
Step 4: Determine how you will evaluate the new hire. Set some benchmarks and productivity goals so you can quickly cut your loses should the arrangement not work out. Though it may be disheartening to have to let a new VA go and start the hiring process again, keep in mind that there are plenty of candidates out there who are willing and able to do the work you need. Don’t waste your precious time and money going around in circles.
The Low-Down on Working with Overseas Virtual Assistants
Many aspiring entrepreneurs and small business owners looking to keep their costs to a minimum seek to hire VA’s based overseas in order to take advantage of the sometimes stark differences in payrate. But there are a whole host of issues that can easily whittle away any anticipated savings. Here are a few things to consider:
Overseas VA’s aren’t so cheap anymore. As demand increases, prices for competent overseas virtual assistants have been on the up and up.
Be prepared for a language barrier. While English is commonly spoken in some of the major countries supplying virtual assistants, such as India and the Philippines, don’t assume that your potential VA is fully fluent in English, or any other language that you may require. In fact, it’s best to go into the search process assuming the opposite. Make sure that you specifically request fluency in a given language and that you incorporate some of the screening tips mentioned below to verify this fluency.
Consider the cultural differences. Before you start looking for workers from another country, make sure you are familiar with the cultural differences that exist there. In India, for example, workers are more likely to agree to take on a project even if it is above them as they tend to have a harder time saying no.
Consider the time difference. One of the biggest barriers to working with an overseas VA is the difference in time zones. If your virtual hire is on the other side of the globe, then you may find it particularly challenging to manage his or her workflow. Someone who is working in a time zone that is 10-12 hours off from your own may not be readily available for the spontaneous questions, clarifications, or last minute requests that tend to come up.
Consider the quality of equipment and online access. Research the quality and reliability of any equipment and internet connectivity your new hire will need as well as how the particular country’s infrastructure is set up. Like any other contractor, a virtual assistant is responsible for his or her own internet connection and hardware. But Internet service and access to higher-end equipment may be limited within some countries.
How to Screen Applicants
Even if a potential hire comes recommended by a good friend or peer, you should nevertheless exercise your full due diligence in checking up on this person’s background, skills, and experience. This becomes all the more vital if your virtual assistant will be handling or have access to sensitive information, such as customer payment and contact info, or areas of your business, such as files for your company website.
The internet is cluttered with virtual assistant horror stories- lack of stated experience or expertise, instances of shoddy work, resentful VA’s who shut down websites, or stole information, or sought to sully their employer’s online reputation. If you want to avoid adding your own experience to the fray, then here are a few tips to keep in mind:
-Look for a clear and concise response to your job posting or request. The candidate should clearly detail the skill and experience he or she has and how it suits your requirements. Where appropriate ask to see samples of prior work or jobs that they have completed.
-The candidate should provide at least three references, and you should make the effort to contact them. You should also pay attention to how current these references are. A collection of old references, like a client the VA worked for three years ago, or an unexplained gap in employment may be a warning sign that you should move on to someone else.
-Check out their web presence. Does this person have a website, a Facebook page, and LinkedIn profile? Take a look at them. You will get a sense of who this person is by looking at how they present themselves online.
-Make sure that you have your VA sign a clear and thorough confidentiality agreement as well as an independent contractor agreement. (See my collection of free business documents for a generic example of such a contract.) It will help to protect both you and them from misunderstandings and liabilities.
-Conduct a phone interview and correspond via email. Make it a point to communicate a few times with potential VA’s before agreeing to hire them. Doing so will help you to see how good their English is and if they really know what they say they do. You can generally get a pretty good idea about this just from speaking to them on the phone or via email exchanges.
-Consider using a virtual staffing firm. If all the checking and research doesn’t seem doable then you should consider using the services of a virtual staffing firm. The cost may be a little higher than what you would expect to pay if you were working with a virtual assistant directly, but the time, money, and effort you’d save in the hiring process whether by using their services to narrow down the applicant field or to screen out potential candidates may make it worth it.
Some Tips to Effectively Working with a VA
In a previous post, I detailed some tips for getting the most out of your outsourcing arrangements. When it comes to virtual assistants, here are a few additional things to keep in mind:
-First, as a precaution make sure that all your documents and other vital business information are backed up. The chances of a fatal error occurring with your precious files are greater with a VA since this person is not in front of you, you are more likely to leave out some important information or step, and you may have the added difficulty of working across cultural lines and time zones.
-Keep instructions, clear, concise, and where you are able to, include screenshots and pictures. It may take sometime for you to do all these steps, but the potential time (and headache) you’ll save may be much greater. From experience I found that all the back and forth explaining, re-hashing, clarifying, and correcting of errors due to misunderstandings can be a very big black hole when it comes to time and money.
-Put some kind of time frame on your requests and make sure that it is clearly communicated to your VA. If, for example, you need some Internet-based research or help answering emails, then indicate how long your virtual assistant should work on the project and then let the person know that he or she should get back to you with progress report. This way you can both keep tabs on how your VA is performing and quickly recognize any bottlenecks in the work process.
-Make sure that you use some process of evaluation mentioned above. Where a VA arrangement clearly isn’t working out, then it is in you best interest to move on as quickly as possible.
.
Human Resource Policies in Toyota India
The human resources in Toyota a 70 year old company in the automotive sector are given much importance and according to the Chairman of the board of directors of the company human resource development efforts across the globe have been enhanced quite a lot to meet the challenges of global human resource issues relating to diverse cultures and backgrounds in various countries Toyota operates. To accomplish this task the company follows the Monozukuri philosophy of Japanese manufacturing according to which “making things means making people” (Toyota Motor Corporation 2008).
The Toyota Way is a set of 14 principles devised by the company to implement an effective and efficient manufacturing process and maximising on quality and excellent human resource management. Some of these principles are directly linked to human resource management and employee satisfaction and loyalty. Principle 4 is concerned with levelling out and distributing work load which is termed as Heijunka in Japanese. Principle 6 is concerned with standardising tasks for improvement and employee empowerment. The main principle which focuses purely on effective human resource management is principle 9 which is concerned with the training, development and growth of employees and managers who not only implement these techniques themselves but teach it to others as well (Liker 2004).
The company implements these principles to production and manufacturing of cars throughout its plants around the world including India. The company faces challenges in human resource management in India due to cultural differences more diverse than any other country including United States of America. Indian employees are usually sensitive to criticism, tend to resist the company’s policy of continuous improvement through identification of problems and may not be quite serious towards deadlines. The company has to adapt to these conditions and devise plans accordingly to cope with these challenges. The company has made quite a few efforts over the years to make human resource management in India by placing much emphasis on policies related to training, development, benefits, growth and attractive compensation to employees
OTHER COMPANIES ARE FEDEX, STARBUCKS
From India
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McDonald's - Good Performances Rewards
Every company has some employees who outperform others. Such performances should be highlighted and displayed where other employees can look at them, such as on display boards and intranet, etc. This will encourage others to give their best. A proper system should be set up to make a list of high performances at specific times in a year, showcasing the most innovative human resource management practices.
Infosys
a. 360-Degree Feedback: The employees also look at aspects of the managers' performance, strategic vision, ability to communicate, problem-solving skills, and responsiveness. The results of the survey (the rankings and comments) are then aggregated and published online for everyone to see.
From India, New Delhi
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Every company has some employees who outperform others. Such performances should be highlighted and displayed where other employees can look at them, such as on display boards and intranet, etc. This will encourage others to give their best. A proper system should be set up to make a list of high performances at specific times in a year, showcasing the most innovative human resource management practices.
Infosys
a. 360-Degree Feedback: The employees also look at aspects of the managers' performance, strategic vision, ability to communicate, problem-solving skills, and responsiveness. The results of the survey (the rankings and comments) are then aggregated and published online for everyone to see.
From India, New Delhi
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INFOSYS: As part of its inclusive HR policy, Infosys will throw open a satellite centre in the heart of the city to
enable employees (particularly new and to-be mothers) to cut down on travel time to work. The centre,
which can accommodate up to 50 women at a time. The company has also initiated a pilot project for
employees giving them an opportunity to opt for a one-year sabbatical at any point in their careers.
Mahindra Satyam: IT major Mahindra Satyam launched a campaign called 'Career Divas' on social networking website Facebook and successfully hired only women.
Mahindra Satyam, says it hires 10% of its workforce , largely at the 2-6 years experience level, from social media platforms and plans to increase its focus further.
RELIANCE TELECOMMUNICATIONS: "We bet on people," said Dhirubhai Ambani, our legendary founder. This is at the core of Reliance Communications’ business philosophy. Reliance Communications believes in hiring world-class talent and supporting them with an enabling organisational framework.We have already invested in 50,000 person training days and state-of-the-art e-learning facilities. We are introducing several progressive and employee friendly HR practices in e-HR, Employee Self Service, Performance Management System, 360° Feedback and Leadership Development initiatives.
From India, Ludhiana
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enable employees (particularly new and to-be mothers) to cut down on travel time to work. The centre,
which can accommodate up to 50 women at a time. The company has also initiated a pilot project for
employees giving them an opportunity to opt for a one-year sabbatical at any point in their careers.
Mahindra Satyam: IT major Mahindra Satyam launched a campaign called 'Career Divas' on social networking website Facebook and successfully hired only women.
Mahindra Satyam, says it hires 10% of its workforce , largely at the 2-6 years experience level, from social media platforms and plans to increase its focus further.
RELIANCE TELECOMMUNICATIONS: "We bet on people," said Dhirubhai Ambani, our legendary founder. This is at the core of Reliance Communications’ business philosophy. Reliance Communications believes in hiring world-class talent and supporting them with an enabling organisational framework.We have already invested in 50,000 person training days and state-of-the-art e-learning facilities. We are introducing several progressive and employee friendly HR practices in e-HR, Employee Self Service, Performance Management System, 360° Feedback and Leadership Development initiatives.
From India, Ludhiana
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Innovative HR practices build competencies and capabilities for superior and winning performances today and simultaneously create long-term fertility for innovation of business ideas and strategies for the future.
Those in high-growth sectors such as technology usually do well, particularly before they become too large (Google would be a good example). Google has done a great job of making HR a priority.
L&T engineering and construction division recently awarded the Asia Pacific HR Conclave Award for the most innovative HR practices. The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines, and business policy. This has positioned L&T as one of the top companies with the most innovative human resource management practices.
From India, Sangrur
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Those in high-growth sectors such as technology usually do well, particularly before they become too large (Google would be a good example). Google has done a great job of making HR a priority.
L&T engineering and construction division recently awarded the Asia Pacific HR Conclave Award for the most innovative HR practices. The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines, and business policy. This has positioned L&T as one of the top companies with the most innovative human resource management practices.
From India, Sangrur
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Infosys BPO Ltd
In the recent World HRD Congress held in Mumbai, the company won 7 awards for its human resource management practices. The major strength of the company lies in innovative talent hunting, recruitment, and retention processes.
Syntel
This global IT company was recently awarded in several categories of human resource management at the HRD Congress. The use of technology to achieve strategic HR objectives and creative practices in HR solutions have made it one of the most valued companies with the most innovative human resource management practices.
From India, Mumbai
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In the recent World HRD Congress held in Mumbai, the company won 7 awards for its human resource management practices. The major strength of the company lies in innovative talent hunting, recruitment, and retention processes.
Syntel
This global IT company was recently awarded in several categories of human resource management at the HRD Congress. The use of technology to achieve strategic HR objectives and creative practices in HR solutions have made it one of the most valued companies with the most innovative human resource management practices.
From India, Mumbai
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A few companies following new and innovative techniques for their human resources areas are as follows:
1. Google - providing a very open environment including video games, nap time, pool tables, and flexible timings, thus providing a great environment for their employees.
2. UNINOR - this company has removed doors and large desks to promote an open work culture.
3. Zappos - here the employees are given great medical benefits and up to 40% off on the purchase of any product from Zappos.
4. DreamWorks Animation - Employees are given free breakfasts and lunches, afternoon yoga, on-campus art classes, and monthly parties, providing a creative environment for employees.
5. Accenture - here the employees are provided with all their daily schedules online, hence not having to go to any office to get daily orders or instructions.
6. Facebook - employees are provided free food, laundry service, barber services, lucrative stock options, paid maternity leave, and up to $4000 as "baby cash" for care and well-being.
From India, Jalandhar
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1. Google - providing a very open environment including video games, nap time, pool tables, and flexible timings, thus providing a great environment for their employees.
2. UNINOR - this company has removed doors and large desks to promote an open work culture.
3. Zappos - here the employees are given great medical benefits and up to 40% off on the purchase of any product from Zappos.
4. DreamWorks Animation - Employees are given free breakfasts and lunches, afternoon yoga, on-campus art classes, and monthly parties, providing a creative environment for employees.
5. Accenture - here the employees are provided with all their daily schedules online, hence not having to go to any office to get daily orders or instructions.
6. Facebook - employees are provided free food, laundry service, barber services, lucrative stock options, paid maternity leave, and up to $4000 as "baby cash" for care and well-being.
From India, Jalandhar
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RAIGARH: Jindal Steel & Power Limited (JSPL), Raigarh has been conferred with the award for “ Organization with Innovative HR Practices” at the award function of Asia Pasific HRM Congress 2011 held at at Taj Residency, Bengaluru on September 2 and 3, 2011.
“This award is a perfect embellishment on the efforts put in by employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.”, Mr R.S. Dabas, Sr. Vice President (P&A, IR & HR) said.
“We had sent our application to the jury at the congress and based on HR practices JSPL, Raigarh was declared as the winner in this category.”, he added. The ASIA PACIFIC HRM CONGRESS 2011 AWARDS was also organized by the congress.
The theme of the award was “Organization with Innovative HR Practices”. The Congress was attended by more than 200 delegates from more than 50 organizations across industries. Top notch HR Professionals from across industries & continents were present at the Congress and spoke on various subjects & their own experiences related to the HR field.
Innovation & people connect being the main subject of the congress we had some brilliant examples from various organizations being shared & discussed by the delegates.
The Award is a true reflection of the people practices that we have developed over the years and we will continue to strive for Excellence in our effort to be the best organization to work for., Mr Dabas said.
This award is a perfect embellishment on the efforts put in by our employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.
From India, Ludhiana
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0
0
“This award is a perfect embellishment on the efforts put in by employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.”, Mr R.S. Dabas, Sr. Vice President (P&A, IR & HR) said.
“We had sent our application to the jury at the congress and based on HR practices JSPL, Raigarh was declared as the winner in this category.”, he added. The ASIA PACIFIC HRM CONGRESS 2011 AWARDS was also organized by the congress.
The theme of the award was “Organization with Innovative HR Practices”. The Congress was attended by more than 200 delegates from more than 50 organizations across industries. Top notch HR Professionals from across industries & continents were present at the Congress and spoke on various subjects & their own experiences related to the HR field.
Innovation & people connect being the main subject of the congress we had some brilliant examples from various organizations being shared & discussed by the delegates.
The Award is a true reflection of the people practices that we have developed over the years and we will continue to strive for Excellence in our effort to be the best organization to work for., Mr Dabas said.
This award is a perfect embellishment on the efforts put in by our employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.
From India, Ludhiana
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(Fact Checked)-The user reply accurately shares information about Jindal Steel & Power Limited winning an award for innovative HR practices. (1 Acknowledge point)
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Ankush Juneja
MBA 1-A
1.CISCO
Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
3.IKEA-IKEA adopted a positive approach toward human resource management. The company implemented several initiatives that promoted 'life balance' and diversity... the innovative human resource management practices adopted by IKEA and describes its work culture.
2.MINDTREE CONSULTING
Once in 3-4 weeks, management call their employees and give them information as to what is happening. Whenever there is a project win or a customer delivery, they ring the bell in the company to inform everybody.
A very beautiful and new practice is the “Mind Tree Minds” magazine of the company. They have CEO’s snapshots which is released once in two weeks, the in-house magazine, meet the “Mind Tree Minds” where the computer selects some names at random and they meet the senior people to get the right perspective of what they are doing, why they should do it, to ensure that there is enough interaction.
Ofcourse, all this enhances communication, commitment and sense of belonging in the employees.
3.Mahindra Satyam
IT major Mahindra Satyam launched a campaign called 'Career Divas' on social networking website Facebook and successfully hired only women.
Mahindra Satyam, says it hires 10% of its workforce , largely at the 2-6 years experience level, from social media platforms and plans to increase its focus further. Having conducted the 'Career Divas' , Mahindra Satyam's chief people officer Hari T says the idea is to explore more such avenues which are not traditional in nature.
4.Schneider Electric India-- The 3 E approach
The new HR function will work towards equipping line managers with coaching skills to optimize talent utilization and the coming year will see the emergence of a lot of people managers there will be an increasing focus on education and businesses will incorporate the 3 E approach to encourage learning through education, exposure and experience.
5.TATA AutoComp Systems--People as Brands
At Tata AutoComp they have started sowing the seeds to create an environment that would meet these aspirations of people. they recognize their people’s achievements instantly and that too the recognition comes from the senior most management team. This is proving a great motivator. They also run several in-house as well as co-branded training programs that help their employees improve skills as well as come up to speed with the latest trends.They also encourage our people to celebrate all occasions together. Right from birthdays to anniversaries of people they celebrate together They also involve lesser privileged members of the society in our celebrations to bring in a human touch.
From India, Ludhiana
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MBA 1-A
1.CISCO
Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
3.IKEA-IKEA adopted a positive approach toward human resource management. The company implemented several initiatives that promoted 'life balance' and diversity... the innovative human resource management practices adopted by IKEA and describes its work culture.
2.MINDTREE CONSULTING
Once in 3-4 weeks, management call their employees and give them information as to what is happening. Whenever there is a project win or a customer delivery, they ring the bell in the company to inform everybody.
A very beautiful and new practice is the “Mind Tree Minds” magazine of the company. They have CEO’s snapshots which is released once in two weeks, the in-house magazine, meet the “Mind Tree Minds” where the computer selects some names at random and they meet the senior people to get the right perspective of what they are doing, why they should do it, to ensure that there is enough interaction.
Ofcourse, all this enhances communication, commitment and sense of belonging in the employees.
3.Mahindra Satyam
IT major Mahindra Satyam launched a campaign called 'Career Divas' on social networking website Facebook and successfully hired only women.
Mahindra Satyam, says it hires 10% of its workforce , largely at the 2-6 years experience level, from social media platforms and plans to increase its focus further. Having conducted the 'Career Divas' , Mahindra Satyam's chief people officer Hari T says the idea is to explore more such avenues which are not traditional in nature.
4.Schneider Electric India-- The 3 E approach
The new HR function will work towards equipping line managers with coaching skills to optimize talent utilization and the coming year will see the emergence of a lot of people managers there will be an increasing focus on education and businesses will incorporate the 3 E approach to encourage learning through education, exposure and experience.
5.TATA AutoComp Systems--People as Brands
At Tata AutoComp they have started sowing the seeds to create an environment that would meet these aspirations of people. they recognize their people’s achievements instantly and that too the recognition comes from the senior most management team. This is proving a great motivator. They also run several in-house as well as co-branded training programs that help their employees improve skills as well as come up to speed with the latest trends.They also encourage our people to celebrate all occasions together. Right from birthdays to anniversaries of people they celebrate together They also involve lesser privileged members of the society in our celebrations to bring in a human touch.
From India, Ludhiana
Acknowledge(0)Amend(0)
RAIGARH: Jindal Steel & Power Limited (JSPL), Raigarh has been conferred with the award for “ Organization with Innovative HR Practices” at the award function of Asia Pasific HRM Congress 2011 held at at Taj Residency, Bengaluru on September 2 and 3, 2011.
“This award is a perfect embellishment on the efforts put in by employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.”, Mr R.S. Dabas, Sr. Vice President (P&A, IR & HR) said.
“We had sent our application to the jury at the congress and based on HR practices JSPL, Raigarh was declared as the winner in this category.”, he added. The ASIA PACIFIC HRM CONGRESS 2011 AWARDS was also organized by the congress.
The theme of the award was “Organization with Innovative HR Practices”. The Congress was attended by more than 200 delegates from more than 50 organizations across industries. Top notch HR Professionals from across industries & continents were present at the Congress and spoke on various subjects & their own experiences related to the HR field.
Innovation & people connect being the main subject of the congress we had some brilliant examples from various organizations being shared & discussed by the delegates.
The Award is a true reflection of the people practices that we have developed over the years and we will continue to strive for Excellence in our effort to be the best organization to work for., Mr Dabas said.
This award is a perfect embellishment on the efforts put in by our employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.
Roshan Karan Gupta - MBA IB
From India, Ludhiana
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0
0
“This award is a perfect embellishment on the efforts put in by employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.”, Mr R.S. Dabas, Sr. Vice President (P&A, IR & HR) said.
“We had sent our application to the jury at the congress and based on HR practices JSPL, Raigarh was declared as the winner in this category.”, he added. The ASIA PACIFIC HRM CONGRESS 2011 AWARDS was also organized by the congress.
The theme of the award was “Organization with Innovative HR Practices”. The Congress was attended by more than 200 delegates from more than 50 organizations across industries. Top notch HR Professionals from across industries & continents were present at the Congress and spoke on various subjects & their own experiences related to the HR field.
Innovation & people connect being the main subject of the congress we had some brilliant examples from various organizations being shared & discussed by the delegates.
The Award is a true reflection of the people practices that we have developed over the years and we will continue to strive for Excellence in our effort to be the best organization to work for., Mr Dabas said.
This award is a perfect embellishment on the efforts put in by our employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.
Roshan Karan Gupta - MBA IB
From India, Ludhiana
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(Fact Checked)-The user's reply is focused on an award received by Jindal Steel & Power Limited for innovative HR practices, which aligns with the original post's topic of innovative HR practices. The details provided in the reply are relevant and accurate. (1 Acknowledge point)
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Ankush Juneja
MBA 1-A
1.CISCO
Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
2.MINDTREE CONSULTING
Once in 3-4 weeks, management call their employees and give them information as to what is happening. Whenever there is a project win or a customer delivery, they ring the bell in the company to inform everybody.
A very beautiful and new practice is the “Mind Tree Minds” magazine of the company. They have CEO’s snapshots which is released once in two weeks, the in-house magazine, meet the “Mind Tree Minds” where the computer selects some names at random and they meet the senior people to get the right perspective of what they are doing, why they should do it, to ensure that there is enough interaction.
Ofcourse, all this enhances communication, commitment and sense of belonging in the employees.
3.Mahindra Satyam
IT major Mahindra Satyam launched a campaign called 'Career Divas' on social networking website Facebook and successfully hired only women.
Mahindra Satyam, says it hires 10% of its workforce , largely at the 2-6 years experience level, from social media platforms and plans to increase its focus further. Having conducted the 'Career Divas' , Mahindra Satyam's chief people officer Hari T says the idea is to explore more such avenues which are not traditional in nature.
4.Schneider Electric India-- The 3 E approach
The new HR function will work towards equipping line managers with coaching skills to optimize talent utilization and the coming year will see the emergence of a lot of people managers there will be an increasing focus on education and businesses will incorporate the 3 E approach to encourage learning through education, exposure and experience.
5.TATA AutoComp Systems--People as Brands
At Tata AutoComp they have started sowing the seeds to create an environment that would meet these aspirations of people. they recognize their people’s achievements instantly and that too the recognition comes from the senior most management team. This is proving a great motivator. They also run several in-house as well as co-branded training programs that help their employees improve skills as well as come up to speed with the latest trends.They also encourage our people to celebrate all occasions together. Right from birthdays to anniversaries of people they celebrate together They also involve lesser privileged members of the society in our celebrations to bring in a human touch.
From India, Ludhiana
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MBA 1-A
1.CISCO
Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
2.MINDTREE CONSULTING
Once in 3-4 weeks, management call their employees and give them information as to what is happening. Whenever there is a project win or a customer delivery, they ring the bell in the company to inform everybody.
A very beautiful and new practice is the “Mind Tree Minds” magazine of the company. They have CEO’s snapshots which is released once in two weeks, the in-house magazine, meet the “Mind Tree Minds” where the computer selects some names at random and they meet the senior people to get the right perspective of what they are doing, why they should do it, to ensure that there is enough interaction.
Ofcourse, all this enhances communication, commitment and sense of belonging in the employees.
3.Mahindra Satyam
IT major Mahindra Satyam launched a campaign called 'Career Divas' on social networking website Facebook and successfully hired only women.
Mahindra Satyam, says it hires 10% of its workforce , largely at the 2-6 years experience level, from social media platforms and plans to increase its focus further. Having conducted the 'Career Divas' , Mahindra Satyam's chief people officer Hari T says the idea is to explore more such avenues which are not traditional in nature.
4.Schneider Electric India-- The 3 E approach
The new HR function will work towards equipping line managers with coaching skills to optimize talent utilization and the coming year will see the emergence of a lot of people managers there will be an increasing focus on education and businesses will incorporate the 3 E approach to encourage learning through education, exposure and experience.
5.TATA AutoComp Systems--People as Brands
At Tata AutoComp they have started sowing the seeds to create an environment that would meet these aspirations of people. they recognize their people’s achievements instantly and that too the recognition comes from the senior most management team. This is proving a great motivator. They also run several in-house as well as co-branded training programs that help their employees improve skills as well as come up to speed with the latest trends.They also encourage our people to celebrate all occasions together. Right from birthdays to anniversaries of people they celebrate together They also involve lesser privileged members of the society in our celebrations to bring in a human touch.
From India, Ludhiana
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(Fact Checked)-The user's reply contains accurate information about innovative HR practices in various companies. There is no need for any corrections. (1 Acknowledge point)
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McDonald's
1. Providing rewards for better performance.
2. Giving incentives for their work.
3. Motivation provided to work better in the form of a competitive environment.
Infosys
1. Strong Linkage - there is a strong link between employees and management.
2. Communication Gap - there is less communication gap between them.
3. Providing Recognition - they provide recognition to the employees who perform better.
4. Appreciation - they give appreciation for work done by employees by providing feedback to them.
Accenture
1. Career counseling for employees.
2. Switch-over programs.
3. Relaxation programs: clubbing facility and provision to work from home.
Toyota
1. Strategy of 14 principles.
2. Distribution of work.
From India, Moga
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1. Providing rewards for better performance.
2. Giving incentives for their work.
3. Motivation provided to work better in the form of a competitive environment.
Infosys
1. Strong Linkage - there is a strong link between employees and management.
2. Communication Gap - there is less communication gap between them.
3. Providing Recognition - they provide recognition to the employees who perform better.
4. Appreciation - they give appreciation for work done by employees by providing feedback to them.
Accenture
1. Career counseling for employees.
2. Switch-over programs.
3. Relaxation programs: clubbing facility and provision to work from home.
Toyota
1. Strategy of 14 principles.
2. Distribution of work.
From India, Moga
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HR practices by Infosys involve a wide range of functions. Many organizations in Western countries have invested in examining the business success of their recruitment practices.
1. Domino's Pizza
2. Google: They provide extra benefits to the family members if a member dies during working hours.
3. FedEx
4. Amazon
5. Motorola
From India, Mumbai
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1. Domino's Pizza
2. Google: They provide extra benefits to the family members if a member dies during working hours.
3. FedEx
4. Amazon
5. Motorola
From India, Mumbai
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Syntel
This global IT company was recently awarded in several categories of human resource management at the HRD Congress. The use of technology to achieve strategic HR objectives and the implementation of creative HR solutions have positioned it as one of the most valued companies with the most innovative human resource management practices.
Google
Google is still considered one of the most popular and preferred destinations for career aspirants in the field of information technology. Google is a brand where employees' ideas are highly valued and encouraged, fostering a unique culture that supports employees through any difficulty. One of Google's most innovative practices is encouraging employees to dedicate 20% of their productive time to their own creative ideas and value addition initiatives.
Infosys BPO Ltd
At the recent World HRD Congress held in Mumbai, the company won 7 awards for its human resource management practices. The company's major strength lies in innovative talent hunting, recruitment, and retention processes.
From India, Ludhiana
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This global IT company was recently awarded in several categories of human resource management at the HRD Congress. The use of technology to achieve strategic HR objectives and the implementation of creative HR solutions have positioned it as one of the most valued companies with the most innovative human resource management practices.
Google is still considered one of the most popular and preferred destinations for career aspirants in the field of information technology. Google is a brand where employees' ideas are highly valued and encouraged, fostering a unique culture that supports employees through any difficulty. One of Google's most innovative practices is encouraging employees to dedicate 20% of their productive time to their own creative ideas and value addition initiatives.
Infosys BPO Ltd
At the recent World HRD Congress held in Mumbai, the company won 7 awards for its human resource management practices. The company's major strength lies in innovative talent hunting, recruitment, and retention processes.
From India, Ludhiana
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(Fact Checked)-The user reply provided accurate information regarding Syntel, Google, and Infosys BPO Ltd's innovative HR practices and recognition. The details align with their achievements in HR management. (1 Acknowledge point)
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[JASMINE KAUR {MBA -1A ];2016032'] HR practices by INFOSYS - through their HR functions. A wide range of organizations in western countries have invested in examining the business success of their recruitment practices.
1. DOMINOS PIZZA
2. GOOGLE: They are paying extra benefits to the family members if their member dies during work hours.
3. FEDEX
4. AMAZON
5. MOTOROLA HR 2000 Programme - With the emerging globalization trend, Motorola has designed a common program for all its diverse business locations. All the participants undergo rigorous training programs as follows:
- An intensive 3-week orientation to Motorola culture, values, goals, and initiatives.
- An 18-month training program consisting of at least 3 rotations in at least 3 different sectors.
- Functional training in at least 3 or more HR areas.
From India, Mumbai
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1. DOMINOS PIZZA
2. GOOGLE: They are paying extra benefits to the family members if their member dies during work hours.
3. FEDEX
4. AMAZON
5. MOTOROLA HR 2000 Programme - With the emerging globalization trend, Motorola has designed a common program for all its diverse business locations. All the participants undergo rigorous training programs as follows:
- An intensive 3-week orientation to Motorola culture, values, goals, and initiatives.
- An 18-month training program consisting of at least 3 rotations in at least 3 different sectors.
- Functional training in at least 3 or more HR areas.
From India, Mumbai
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HR practices by Infosys involve a wide range of organizations in western countries investing in examining the business success of their recruitment practices.
1. Dominos Pizza
2. Google: They are providing extra benefits to the family members if a member dies during working hours.
3. FedEx
4. Amazon
5. Motorola - HR 2000 Programme: With the emerging globalization trend, Motorola has designed a common program for all its diverse business locations. Participants undergo rigorous training programs, including:
- An intensive 3-week orientation to Motorola's culture, values, goals, and initiatives.
- An 18-month training program with at least 3 rotations in different sectors.
- Functional training in at least 3 or more HR areas.
From India, Mumbai
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1. Dominos Pizza
2. Google: They are providing extra benefits to the family members if a member dies during working hours.
3. FedEx
4. Amazon
5. Motorola - HR 2000 Programme: With the emerging globalization trend, Motorola has designed a common program for all its diverse business locations. Participants undergo rigorous training programs, including:
- An intensive 3-week orientation to Motorola's culture, values, goals, and initiatives.
- An 18-month training program with at least 3 rotations in different sectors.
- Functional training in at least 3 or more HR areas.
From India, Mumbai
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AIRTEL: Every HR member is assigned a department. He/She works with the department very closely not only to proactively enable employees perform but also to partner with the business and influence business processes and policies.Few more would be the ‘Customer Contact Programme’. Once a month, all senior managers reach out to customers to get a first hand feel and feedback from them. They conduct Employee Satisfaction Surveys, have departmental strategic matrices developed to work on employees feedback, etc.
Raymond Ltd.--360 Degree Feedback System
This system which collects feedback from seniors peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback.Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.
Vodafone--Delight Employees with the Unexpected
The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward like a gift or a well-done certificate. Reward not only the top performers but also a few others who are in need of motivation to exhibit their potential.
From India, Ludhiana
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Raymond Ltd.--360 Degree Feedback System
This system which collects feedback from seniors peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback.Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.
Vodafone--Delight Employees with the Unexpected
The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward like a gift or a well-done certificate. Reward not only the top performers but also a few others who are in need of motivation to exhibit their potential.
From India, Ludhiana
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(Fact Checked)-The information provided in the user's reply is accurate and relevant to the original post about innovative HR practices in companies. Well done! (1 Acknowledge point)
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1. American Express Middle East was recognised for its commitment to using innovative HR practices to develop its 500-strong workforce across 18 countries. The company's HR department has worked to create a true learning environment by using the latest techniques to motivate employees and equip them with the skills to deliver world-class customer service
2. GOOGLE - known for its best HR practices to make them indulge with company that they r the family members by providing them benefits.
3.AMAZON
4. MICROSOFT
5.TAKE Solutions:-- offers cost-effective and complete solutions for enterprises across different sectors including pharmaceuticals, high technology, consumer packaged goods, oil/gas and automotive. TAKE’s SCM product suite includes distinct technology with embedded IP that spans enterprise mobility, trading partner collaboration and material tracking.
6. MOTOROLA :- HR 2000 Programme HR 2000 Programme - With the emerging globalization trend, Motorola has designed a common program for all its diverse business locations. All the participants undergo rigorous training programs as follows: -
An intensive 3-week orientation to Motorola culture, values, goals and initiatives.
An 18-month training program consisting of at least 3 rotations in at least 3 different sectors.
Functional training in at least 3 or more of HR areas.
From India, Mumbai
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2. GOOGLE - known for its best HR practices to make them indulge with company that they r the family members by providing them benefits.
3.AMAZON
4. MICROSOFT
5.TAKE Solutions:-- offers cost-effective and complete solutions for enterprises across different sectors including pharmaceuticals, high technology, consumer packaged goods, oil/gas and automotive. TAKE’s SCM product suite includes distinct technology with embedded IP that spans enterprise mobility, trading partner collaboration and material tracking.
6. MOTOROLA :- HR 2000 Programme HR 2000 Programme - With the emerging globalization trend, Motorola has designed a common program for all its diverse business locations. All the participants undergo rigorous training programs as follows: -
An intensive 3-week orientation to Motorola culture, values, goals and initiatives.
An 18-month training program consisting of at least 3 rotations in at least 3 different sectors.
Functional training in at least 3 or more of HR areas.
From India, Mumbai
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Companies are taking up people-related initiatives as there is a need to manage human resources advantageously, so as not to lose the competitive edge in talent that they have built. In managing their human resources, companies have time and again focused on values, invested in personnel, emphasized on meritocracy and consequently attaining excellence in HR processes.
Innovative Practices of Recruitment and Selection
* Second career Internship Program:
Tata SCIP was launched in March 2008 on International Women’s Day . It is a career transition management programme for women professionals who have taken a break of 1-8 years for any reason, and wish to re-enter the professional space.
* Holding on to the employees
Quatrro BPO Solutions has nurtured a concept of keeping in touch with high performers who leave the concern and hone in them, whenever they want to come back.
* Making use of pre hiring Process:
Genpact, the BPO pioneer, uses a pre-hiring process to aid in arresting attrition. The organisation brings people before they join, and have them look at the workplace. If the people choose to join, that reduces potential attrition.
* Checking the Profile on Social Networking Sites:
Organisations are pursing the candidate’s profile on sites such as Face book and LinkedIn. Once a candidate applies, his social behavior is traced. The persons social Skills decide if he fits the job. This practice has also started in India.
Innovative practices of Reward and Recognition
In today’s competitive world, rewards and recognition plays an important role in motivating and retaining employees. Rewards and recognition is an important part in every HR plan these days. Rewarding the high performing and motivating others to become such is becoming mandatory in IT & BPO industry
From India, Ludhiana
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Innovative Practices of Recruitment and Selection
* Second career Internship Program:
Tata SCIP was launched in March 2008 on International Women’s Day . It is a career transition management programme for women professionals who have taken a break of 1-8 years for any reason, and wish to re-enter the professional space.
* Holding on to the employees
Quatrro BPO Solutions has nurtured a concept of keeping in touch with high performers who leave the concern and hone in them, whenever they want to come back.
* Making use of pre hiring Process:
Genpact, the BPO pioneer, uses a pre-hiring process to aid in arresting attrition. The organisation brings people before they join, and have them look at the workplace. If the people choose to join, that reduces potential attrition.
* Checking the Profile on Social Networking Sites:
Organisations are pursing the candidate’s profile on sites such as Face book and LinkedIn. Once a candidate applies, his social behavior is traced. The persons social Skills decide if he fits the job. This practice has also started in India.
Innovative practices of Reward and Recognition
In today’s competitive world, rewards and recognition plays an important role in motivating and retaining employees. Rewards and recognition is an important part in every HR plan these days. Rewarding the high performing and motivating others to become such is becoming mandatory in IT & BPO industry
From India, Ludhiana
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(Fact Checked)-The user's reply contains accurate information regarding innovative HR practices such as Second Career Internship Program, employee retention strategies, pre-hiring processes, and social media screening in recruitment. Additionally, it discusses the importance of rewards and recognition in motivating employees. Well done! (1 Acknowledge point)
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Innovative HR Practices by Different Companies
1. TATA
Second Career Internship Program (SCIP): Tata launched this program, SCIP, in March 2008 on International Women's Day. It is a career transition program for women professionals who have not been working for the past few years or have taken a break of 1-8 years from their job for any reason and wish to re-enter the workforce.
2. HCL Technologies
HCL Technologies onboarded almost 60% of its senior-level executives (general managers and above) in 2011 through professional online networking platforms, primarily LinkedIn. Ravi Shankar, Senior VP of HR at HCL Technologies, mentions, "We have a dedicated team that handles hiring through social media. As early adopters, we have a higher percentage of our workforce hired from these new channels compared to our peers." HCL started using portals like LinkedIn as early as 2007, and apart from hiring senior executives, it also recruits 20% of its junior staff and 40% of its mid-level staff through these platforms. HR heads note that for senior positions, candidates not actively seeking job changes can also be reached through such platforms at a lower cost compared to hiring through executive search firms.
3. LG
LG utilizes an Online Recruitment Management System where prospective candidates can visit the website and directly register their CV. This system quickly identifies and rejects duplicate CVs, expediting the screening process by assessing key parameters like age, qualifications, and experience.
4. Monte Carlo
HR managers face challenges in maintaining data quality in their systems. Master data management is set to be a prominent HR technology trend in 2013.
5. Larsen and Toubro
L&T's engineering and construction division recently received the Asia Pacific HR Conclave Award for its innovative HR practices. The company's HR strength lies in comprehensive and continuous training in general management, technical disciplines, and business policies, positioning L&T as a leading company with innovative human resource management practices.
6. Infosys Technologies
Infosys Technologies, a prominent software company based in India, was recognized as the best employer in the country in various HR surveys in recent years. The company is acclaimed for its employee-friendly HR practices. Despite growing to a US$ 2 billion company by 2006, Infosys maintained a small-company culture. Infosys attracted top talent globally and conducted rigorous selection processes. Selected candidates underwent a 14-week intensive training program, with all employees required to undergo annual training. Some employees were also trained at the Infosys Leadership Institute to prepare for higher responsibilities within the company.
From India, Ludhiana
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1. TATA
Second Career Internship Program (SCIP): Tata launched this program, SCIP, in March 2008 on International Women's Day. It is a career transition program for women professionals who have not been working for the past few years or have taken a break of 1-8 years from their job for any reason and wish to re-enter the workforce.
2. HCL Technologies
HCL Technologies onboarded almost 60% of its senior-level executives (general managers and above) in 2011 through professional online networking platforms, primarily LinkedIn. Ravi Shankar, Senior VP of HR at HCL Technologies, mentions, "We have a dedicated team that handles hiring through social media. As early adopters, we have a higher percentage of our workforce hired from these new channels compared to our peers." HCL started using portals like LinkedIn as early as 2007, and apart from hiring senior executives, it also recruits 20% of its junior staff and 40% of its mid-level staff through these platforms. HR heads note that for senior positions, candidates not actively seeking job changes can also be reached through such platforms at a lower cost compared to hiring through executive search firms.
3. LG
LG utilizes an Online Recruitment Management System where prospective candidates can visit the website and directly register their CV. This system quickly identifies and rejects duplicate CVs, expediting the screening process by assessing key parameters like age, qualifications, and experience.
4. Monte Carlo
HR managers face challenges in maintaining data quality in their systems. Master data management is set to be a prominent HR technology trend in 2013.
5. Larsen and Toubro
L&T's engineering and construction division recently received the Asia Pacific HR Conclave Award for its innovative HR practices. The company's HR strength lies in comprehensive and continuous training in general management, technical disciplines, and business policies, positioning L&T as a leading company with innovative human resource management practices.
6. Infosys Technologies
Infosys Technologies, a prominent software company based in India, was recognized as the best employer in the country in various HR surveys in recent years. The company is acclaimed for its employee-friendly HR practices. Despite growing to a US$ 2 billion company by 2006, Infosys maintained a small-company culture. Infosys attracted top talent globally and conducted rigorous selection processes. Selected candidates underwent a 14-week intensive training program, with all employees required to undergo annual training. Some employees were also trained at the Infosys Leadership Institute to prepare for higher responsibilities within the company.
From India, Ludhiana
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(Fact Checked)-The user's reply contains accurate information regarding innovative HR practices by different companies. The examples provided showcase various unique approaches taken by these companies to enhance their HR functions. (1 Acknowledge point)
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Innovative HR Practices by Different Companies
TATA
Second Career Internship Program (SCIP): Tata launched this program, SCIP, in March 2008 on International Women's Day. It is a career transition program for women professionals who have not been working for the past few years or have taken a break of 1-8 years from their job for any reason and wish to re-enter the workforce.
HCL Technologies
HCL Technologies onboarded almost 60% of its senior-level executives (general managers and above) in 2011 through professional online networking platforms, primarily LinkedIn. Ravi Shankar, senior VP, HR at HCL Technologies, mentioned, "We have a dedicated team that focuses on hiring through social media. As early adopters, our numbers in terms of workforce hired from these new channels are much higher compared to our peers." HCL started using portals like LinkedIn as early as 2007 and hires 20% of its junior and 40% of its mid-level staff through it. HR heads note that for senior positions, candidates not actively seeking a job change can be tapped through such platforms at lower costs than consultants at executive search firms.
LG
LG employs an On-Line Recruitment Management System where prospective candidates visit their website and directly register their CV. This system immediately identifies and rejects duplicated CVs, speeding up the initial screening process for vital parameters such as age, qualification, and experience.
Monte Carlo
HR managers face challenges in maintaining data quality in their systems; master data management will be one of the predominant HR technology trends in 2013.
Larsen and Toubro
L&T's engineering and construction division recently received the Asia Pacific HR Conclave Award for its innovative HR practices. The company's HR practices are characterized by rigorous and continuous training in general management, technical disciplines, and business policy, making L&T one of the top companies with innovative human resource management practices.
Infosys Technologies
Infosys Technologies, a leading software company based in India, was voted the best employer in the country in many HR surveys in recent years. The company is well-known for its employee-friendly HR practices. Despite growing into a US$ 2 billion company by 2006, Infosys maintained the culture of a small company. Infosys attracted top talent globally, recruiting candidates through a rigorous selection process. Selected candidates underwent an intensive 14-week training program, and all employees were required to undergo annual training. Some employees were trained at the Infosys Leadership Institute to assume higher responsibilities within the company.
SUMEET PALTA
MBA IB 1B
From India, Ludhiana
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TATA
Second Career Internship Program (SCIP): Tata launched this program, SCIP, in March 2008 on International Women's Day. It is a career transition program for women professionals who have not been working for the past few years or have taken a break of 1-8 years from their job for any reason and wish to re-enter the workforce.
HCL Technologies
HCL Technologies onboarded almost 60% of its senior-level executives (general managers and above) in 2011 through professional online networking platforms, primarily LinkedIn. Ravi Shankar, senior VP, HR at HCL Technologies, mentioned, "We have a dedicated team that focuses on hiring through social media. As early adopters, our numbers in terms of workforce hired from these new channels are much higher compared to our peers." HCL started using portals like LinkedIn as early as 2007 and hires 20% of its junior and 40% of its mid-level staff through it. HR heads note that for senior positions, candidates not actively seeking a job change can be tapped through such platforms at lower costs than consultants at executive search firms.
LG
LG employs an On-Line Recruitment Management System where prospective candidates visit their website and directly register their CV. This system immediately identifies and rejects duplicated CVs, speeding up the initial screening process for vital parameters such as age, qualification, and experience.
Monte Carlo
HR managers face challenges in maintaining data quality in their systems; master data management will be one of the predominant HR technology trends in 2013.
Larsen and Toubro
L&T's engineering and construction division recently received the Asia Pacific HR Conclave Award for its innovative HR practices. The company's HR practices are characterized by rigorous and continuous training in general management, technical disciplines, and business policy, making L&T one of the top companies with innovative human resource management practices.
Infosys Technologies
Infosys Technologies, a leading software company based in India, was voted the best employer in the country in many HR surveys in recent years. The company is well-known for its employee-friendly HR practices. Despite growing into a US$ 2 billion company by 2006, Infosys maintained the culture of a small company. Infosys attracted top talent globally, recruiting candidates through a rigorous selection process. Selected candidates underwent an intensive 14-week training program, and all employees were required to undergo annual training. Some employees were trained at the Infosys Leadership Institute to assume higher responsibilities within the company.
SUMEET PALTA
MBA IB 1B
From India, Ludhiana
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(Fact Checked)-The user reply provides accurate and insightful information on innovative HR practices by different companies. Well done! (1 Acknowledge point)
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Four broad trends that will reach a tipping point in 2013:
1. Talent Acquisition + Talent Mobility = Talent success.
2. Analytics become the HR director's strategic weapon.
3. The rise of social media.
4. The need for diversity.
From India, Moga
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1. Talent Acquisition + Talent Mobility = Talent success.
2. Analytics become the HR director's strategic weapon.
3. The rise of social media.
4. The need for diversity.
From India, Moga
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companies across sectors are focusing on some of the more critical HR practices. Some of the trends that have been noticed are:
Leadership development
Creating a pipeline of leadership talent is key to a business’ future growth. It is imperative for the top level of an organization to make leadership talent management a priority, and put its money into long-term plans, as opposed to short-term ones. If companies are worried about their talent pipeline, they have to develop their people.
Work-life balance
No company or employee has found the Holy Grail of balancing work and life, but that is a work in progress. However, multinationals, information technology (IT) and IT enabled services (ITeS) companies have been able to promote the balance between career, family and leisure-time better. Other sectors have also been increasingly promoting a work-life balance.
Interestingly, most companies in India use benefits such as flexible timings, telecommuting, crèche facilities and concierge services as an attraction and retention strategy. Experts say companies should see the work-life balance as a business proposition since progressive companies carry business forward with employees and families.
Inclusion and diversity
With higher numbers of Gen Yers joining the workforce in India at a time when companies across the world have an ageing workforce on their rolls, conflicts are to be expected. Therefore, companies are investing both time and resources in ensuring that all age groups are comfortable working together.
Organisations in India have also been focusing on making workplaces more representative. For companies such as ICICI Bank Ltd, Hindustan Unilever Ltd, Vedanta Resources, PepsiCo India, Shell Companies in India and Bharti Airtel Ltd, gender diversity has become a critical area of focus.
Health and wellness
The work culture at globalized workplaces involves long working hours, frequent travel, multitasking and tight deadlines - and all this often leaves employees mentally and physically stressed. Companies have begun to realize that healthy employees contribute to higher efficiency and productivity. Apart from medical benefits, companies are also offering yoga classes and health camps and have doctors on campus.HCL Technologies Ltd, for instance, like many other IT companies, has 24/7 medical facilities in all its centres. DuPont has an Intranet-based tool, which assesses an employee’s health through a questionnaire and makes recommendations based on the scores.
Right skilling
Right skilling, or matching jobs with a particular level of training rather than hiring overskilled workers, is gaining currency. Companies use this strategy to tide over a manpower supply crunch and to broaden their talent baseApart from IT and ITeS firms, organizations in the banking and financial services sector, too, have been increasingly hiring graduates and training them. The upside? Lower attrition rates and wage costs. Pai explains that when you have an over-qualified employee, it is very difficult to meet her aspiration levels and, therefore, the chances of the employee moving on to something more challenging are higher.
Managing ‘solid citizens
Organizations which neglect their solid citizens are doing this at their own peril, say experts. Unlike star performers who are potential leaders, and therefore more likely to move out of an organization faster, this group provides stability and bench strength to an organization. Experts say companies need to take a fresh look at solid citizens and invest time and resources in managing and developing this group.
Instant rewards
Recognizing and rewarding performers is one of the most effective tools to attract and retain the right talent. Companies in India are looking at rewards systems more seriously, and are adopting total rewards practices that include compensation in both cash and kind.
Apart from lifestyle perquisites such as a house, a car or a club membership, profit-linked incentives, deferred gratuity, and wealth-building programmes in the form of stock options and soft loans, companies are also including work-life balance programmes; competency pay packages where niche skills are compensated; and career opportunities, such as overseas assignments, new projects, etc., to reward staff. These rewards can be tailored to suit the top performers’ aspirations to achieve maximum effect.
Measuring human capital: Evaluation of performance plays a key role, not just in rewarding an individual employee, but also in setting performance benchmarks. And hence, the need for a fair and transparent performance management system. A strong performance analysis helps make human resources both efficient and effective.
Managing aspirations
As aspirations of organizations grow, so do those of employees. And, with the changing lifestyles and profiles of the workforce, personal and professional aspirations of employees are not just varied, but are increasingly on the rise. Experts say people as well as organizations have aspirations, and when the two get aligned, achieving business goals becomes easier. Companies should be clear about goals of individuals as well as of the organization, and the role each needs to play. The firm should also communicate the goals, and have robust and reliable processes to execute them.
360 degrees feedback
Finally, recognizing the need to make performance appraisal systems more effective, an increasing number of companies are using the 360 degrees or multi-rater feedback process. Unlike the traditional appraisal system, which gives unidimensional feedback, this one allows an employee to give feedback to her reporting manager, peers, direct reports and others. While most companies started using this system as a means for performance appraisal, most of them now use the 360 degrees feedback system to identify the learning and development needs of employees.
Since companies are finally valuing people and their softer skills, does that make it easier to hire good people? The answer is no. In today’s business climate, attracting and retaining the best employees is very difficult. The reason is a combination of the change in business practices and the shift in employee attitudes.
The business landscape has changed dramatically in the past decade as a result of many factors from the feverish hiring boom of the 90s to the economic slowdown in the later part of the last decade. During this same period of time, employee attitudes have changed dramatically. Exposure to widespread layoffs and corporate scandals has led to an erosion of company loyalty and reevaluation of career and life priorities by many employees.
So now we have companies looking to acquire the best talent and a growing workforce of talented individuals who are no longer attracted by compensation alone, but who require and value intangibles as well.
The bottom line is this. In order to achieve professional growth and success in the next period of increased talent acquisition, technology professionals are going to have to step out of their comfort zone and develop the holistic, relationship-focused business skills that companies are requiring.
And by the same token, companies are going to have to take a more strategic and supportive approach to recruiting and retention if they want to find and keep the new breed of evolving talent.
From India, Moga
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Leadership development
Creating a pipeline of leadership talent is key to a business’ future growth. It is imperative for the top level of an organization to make leadership talent management a priority, and put its money into long-term plans, as opposed to short-term ones. If companies are worried about their talent pipeline, they have to develop their people.
Work-life balance
No company or employee has found the Holy Grail of balancing work and life, but that is a work in progress. However, multinationals, information technology (IT) and IT enabled services (ITeS) companies have been able to promote the balance between career, family and leisure-time better. Other sectors have also been increasingly promoting a work-life balance.
Interestingly, most companies in India use benefits such as flexible timings, telecommuting, crèche facilities and concierge services as an attraction and retention strategy. Experts say companies should see the work-life balance as a business proposition since progressive companies carry business forward with employees and families.
Inclusion and diversity
With higher numbers of Gen Yers joining the workforce in India at a time when companies across the world have an ageing workforce on their rolls, conflicts are to be expected. Therefore, companies are investing both time and resources in ensuring that all age groups are comfortable working together.
Organisations in India have also been focusing on making workplaces more representative. For companies such as ICICI Bank Ltd, Hindustan Unilever Ltd, Vedanta Resources, PepsiCo India, Shell Companies in India and Bharti Airtel Ltd, gender diversity has become a critical area of focus.
Health and wellness
The work culture at globalized workplaces involves long working hours, frequent travel, multitasking and tight deadlines - and all this often leaves employees mentally and physically stressed. Companies have begun to realize that healthy employees contribute to higher efficiency and productivity. Apart from medical benefits, companies are also offering yoga classes and health camps and have doctors on campus.HCL Technologies Ltd, for instance, like many other IT companies, has 24/7 medical facilities in all its centres. DuPont has an Intranet-based tool, which assesses an employee’s health through a questionnaire and makes recommendations based on the scores.
Right skilling
Right skilling, or matching jobs with a particular level of training rather than hiring overskilled workers, is gaining currency. Companies use this strategy to tide over a manpower supply crunch and to broaden their talent baseApart from IT and ITeS firms, organizations in the banking and financial services sector, too, have been increasingly hiring graduates and training them. The upside? Lower attrition rates and wage costs. Pai explains that when you have an over-qualified employee, it is very difficult to meet her aspiration levels and, therefore, the chances of the employee moving on to something more challenging are higher.
Managing ‘solid citizens
Organizations which neglect their solid citizens are doing this at their own peril, say experts. Unlike star performers who are potential leaders, and therefore more likely to move out of an organization faster, this group provides stability and bench strength to an organization. Experts say companies need to take a fresh look at solid citizens and invest time and resources in managing and developing this group.
Instant rewards
Recognizing and rewarding performers is one of the most effective tools to attract and retain the right talent. Companies in India are looking at rewards systems more seriously, and are adopting total rewards practices that include compensation in both cash and kind.
Apart from lifestyle perquisites such as a house, a car or a club membership, profit-linked incentives, deferred gratuity, and wealth-building programmes in the form of stock options and soft loans, companies are also including work-life balance programmes; competency pay packages where niche skills are compensated; and career opportunities, such as overseas assignments, new projects, etc., to reward staff. These rewards can be tailored to suit the top performers’ aspirations to achieve maximum effect.
Measuring human capital: Evaluation of performance plays a key role, not just in rewarding an individual employee, but also in setting performance benchmarks. And hence, the need for a fair and transparent performance management system. A strong performance analysis helps make human resources both efficient and effective.
Managing aspirations
As aspirations of organizations grow, so do those of employees. And, with the changing lifestyles and profiles of the workforce, personal and professional aspirations of employees are not just varied, but are increasingly on the rise. Experts say people as well as organizations have aspirations, and when the two get aligned, achieving business goals becomes easier. Companies should be clear about goals of individuals as well as of the organization, and the role each needs to play. The firm should also communicate the goals, and have robust and reliable processes to execute them.
360 degrees feedback
Finally, recognizing the need to make performance appraisal systems more effective, an increasing number of companies are using the 360 degrees or multi-rater feedback process. Unlike the traditional appraisal system, which gives unidimensional feedback, this one allows an employee to give feedback to her reporting manager, peers, direct reports and others. While most companies started using this system as a means for performance appraisal, most of them now use the 360 degrees feedback system to identify the learning and development needs of employees.
Since companies are finally valuing people and their softer skills, does that make it easier to hire good people? The answer is no. In today’s business climate, attracting and retaining the best employees is very difficult. The reason is a combination of the change in business practices and the shift in employee attitudes.
The business landscape has changed dramatically in the past decade as a result of many factors from the feverish hiring boom of the 90s to the economic slowdown in the later part of the last decade. During this same period of time, employee attitudes have changed dramatically. Exposure to widespread layoffs and corporate scandals has led to an erosion of company loyalty and reevaluation of career and life priorities by many employees.
So now we have companies looking to acquire the best talent and a growing workforce of talented individuals who are no longer attracted by compensation alone, but who require and value intangibles as well.
The bottom line is this. In order to achieve professional growth and success in the next period of increased talent acquisition, technology professionals are going to have to step out of their comfort zone and develop the holistic, relationship-focused business skills that companies are requiring.
And by the same token, companies are going to have to take a more strategic and supportive approach to recruiting and retention if they want to find and keep the new breed of evolving talent.
From India, Moga
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(Fact Checked)-The user's reply contains accurate and insightful information regarding various HR practices and trends. The details provided align well with current industry practices and challenges. (1 Acknowledge point)
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CASE OF TOYOTA
"Because people make our automobiles, nothing gets started until we train and educate our people." As seen in these words, which were expressed by Honorary Advisor Eiji Toyoda, Toyota seeks to develop human resources through the activity of making things. Toyota believes that the development of human resources requires the handing down of values and perspectives. In conjunction with the geographic expansion of business and the growth of business areas, undertaking global actions for the development of human resources has become a priority issue. Toyota is building both tangible (a new learning facility) and intangible (course content) structures relating to team member development that ensures a secure and steady flow of qualified human resources to conduct Toyota's global business in the 21st century.
Fully Committed and Thorough Human Resources Development Toyota conducts systematic company-wide and divisional training and assignments for training purposes with an emphasis on on-the-job training (OJT) to ensure that associates can fully utilize their abilities. Toyota has defined the required qualifications of "professional staff" 1
for office and engineering positions, and "T shaped human resources" 2 who are able to perform day-to-day activities and expand their skills in technical positions. Company-wide training is conducted based on employee qualifications, as well as specialized training for individual divisions, language training, and special knowledge and skill training. In October 2002, Toyota created the booklet "Toyota — Developing People" and distributed it to all associates to create a common understanding that "the source of Toyota's competitiveness is human resources development" and to promote the creation of workplaces where personnel development takes place at all sites and at all levels.
CASE OF HINDUSTAN UNILEVER LIMITED
HR supports and develops Unilever’s most important asset –our people – by enabling them to deliver outstanding business performance.
An eye on the future
There environment is about empowering people.
Both to contribute to there business objectives and to achieve their own personal and career goals. We also keep an eye on the future, with our 'leadership behaviours' initiative aiming to identify the next generation of leaders.
In HR, you’re not just a part of the Unilever culture – you help create it. What we do impacts everyone within the organisation, which in turn impacts the consumer and the bottom line
Diverse roles
HR's job is to make sure we have highly-skilled, exceptional people in all areas of the organisation.
Within that, there are numerous possibilities split into three broad areas
HR Business Partners
…identify the needs of the business in order to develop, manage and implement appropriate strategies.
They ensure that the right structure, culture, people and capabilities are in place to foster positive working relationships.
HR Expertise Teams
…work on policies, processes, systems and tools that allow each business area to attract, select and develop talented individuals.
They also provide a connection with world-class external experts and keep us up-to-date with industry best practice.
HR Services
…deliver and continuously improve services such as payroll, recruitment, pensions and benefits.
They also track, monitor and aggressively manage service performance to ensure that it’s delivered to the required quality and at the optimum cost.
SOME OF THE HR PRACTICES FOLLOWED BY COMPANIES NOWADAYS
1. Safe, Healthy And Happy Workplace
2. Open Book Management Style
3. Performance Linked Bonuses
4. 360-Degree Performance Management Feedback System
5. Fair Evaluation System For Employees
6. Knowledge Sharing
7. Highlight Performers
8. Open House Discussions And Feedback Mechanisms
9. Reward Ceremonies
10. Delight Employees With The Unexpected
From India, Mumbai
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"Because people make our automobiles, nothing gets started until we train and educate our people." As seen in these words, which were expressed by Honorary Advisor Eiji Toyoda, Toyota seeks to develop human resources through the activity of making things. Toyota believes that the development of human resources requires the handing down of values and perspectives. In conjunction with the geographic expansion of business and the growth of business areas, undertaking global actions for the development of human resources has become a priority issue. Toyota is building both tangible (a new learning facility) and intangible (course content) structures relating to team member development that ensures a secure and steady flow of qualified human resources to conduct Toyota's global business in the 21st century.
Fully Committed and Thorough Human Resources Development Toyota conducts systematic company-wide and divisional training and assignments for training purposes with an emphasis on on-the-job training (OJT) to ensure that associates can fully utilize their abilities. Toyota has defined the required qualifications of "professional staff" 1
for office and engineering positions, and "T shaped human resources" 2 who are able to perform day-to-day activities and expand their skills in technical positions. Company-wide training is conducted based on employee qualifications, as well as specialized training for individual divisions, language training, and special knowledge and skill training. In October 2002, Toyota created the booklet "Toyota — Developing People" and distributed it to all associates to create a common understanding that "the source of Toyota's competitiveness is human resources development" and to promote the creation of workplaces where personnel development takes place at all sites and at all levels.
CASE OF HINDUSTAN UNILEVER LIMITED
HR supports and develops Unilever’s most important asset –our people – by enabling them to deliver outstanding business performance.
An eye on the future
There environment is about empowering people.
Both to contribute to there business objectives and to achieve their own personal and career goals. We also keep an eye on the future, with our 'leadership behaviours' initiative aiming to identify the next generation of leaders.
In HR, you’re not just a part of the Unilever culture – you help create it. What we do impacts everyone within the organisation, which in turn impacts the consumer and the bottom line
Diverse roles
HR's job is to make sure we have highly-skilled, exceptional people in all areas of the organisation.
Within that, there are numerous possibilities split into three broad areas
HR Business Partners
…identify the needs of the business in order to develop, manage and implement appropriate strategies.
They ensure that the right structure, culture, people and capabilities are in place to foster positive working relationships.
HR Expertise Teams
…work on policies, processes, systems and tools that allow each business area to attract, select and develop talented individuals.
They also provide a connection with world-class external experts and keep us up-to-date with industry best practice.
HR Services
…deliver and continuously improve services such as payroll, recruitment, pensions and benefits.
They also track, monitor and aggressively manage service performance to ensure that it’s delivered to the required quality and at the optimum cost.
SOME OF THE HR PRACTICES FOLLOWED BY COMPANIES NOWADAYS
1. Safe, Healthy And Happy Workplace
2. Open Book Management Style
3. Performance Linked Bonuses
4. 360-Degree Performance Management Feedback System
5. Fair Evaluation System For Employees
6. Knowledge Sharing
7. Highlight Performers
8. Open House Discussions And Feedback Mechanisms
9. Reward Ceremonies
10. Delight Employees With The Unexpected
From India, Mumbai
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(Fact Checked)-The user's reply contains accurate and insightful information about the HR practices followed by Toyota and Hindustan Unilever Limited, as well as general HR practices. Well done! (1 Acknowledge point)
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The research study comes out of Bersin & Associates’ new HR Practice, which was recently launched, the company says, to “address long-standing requests from HR professionals to help them build their skills, and prioritize and align their HR strategies with the business to deliver the greatest return.”
“The challenge for HR professionals today is living up to the high expectations that come with a seat at the table — expectations to drive business results through people and culture,” said Bersin’s Harris. “Our new HR Practice and this particular body of research reveal the keys to driving impact. We are also addressing long-standing requests by our Bersin & Associates members to help them prioritize and align their HR strategies with the business to deliver the greatest return.”
I’m not sure how the HR Practice will go for Bersin, but if it performs like other parts of the Bersin organization, it should give all the other HR consultants a good run for their money.
In fact, just this list of the Top 10 best HR Practices is a great start because it clearly gets to the heart of what HR needs to be doing to add value to an organization. And if you have spent much time around HR, you know that just about everyone needs to focus a lot more on that.
From India, Chandigarh
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“The challenge for HR professionals today is living up to the high expectations that come with a seat at the table — expectations to drive business results through people and culture,” said Bersin’s Harris. “Our new HR Practice and this particular body of research reveal the keys to driving impact. We are also addressing long-standing requests by our Bersin & Associates members to help them prioritize and align their HR strategies with the business to deliver the greatest return.”
I’m not sure how the HR Practice will go for Bersin, but if it performs like other parts of the Bersin organization, it should give all the other HR consultants a good run for their money.
In fact, just this list of the Top 10 best HR Practices is a great start because it clearly gets to the heart of what HR needs to be doing to add value to an organization. And if you have spent much time around HR, you know that just about everyone needs to focus a lot more on that.
From India, Chandigarh
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Employers are realizing that the success of an organization
relies on more than hiring qualified candidates. Effective
human resource (HR) planning and management is
required at all stages of an employee’s corporate lifecycle
to help ensure employee growth and satisfaction. When
employees are satisfied, they are more likely to produce
high quality work, optimize performance, and exercise
more critical thought and creativity. This combination of
high satisfaction and maximum productivity amounts to
employee engagement.
THE NVCA..Canadian Eco Co.
Selective Recruitment Using Job Boards
Although staff turnover is not a major issue for the
Nottawasaga Valley Conservation Authority (NVCA), the
agency relies on selective recruitment techniques to
maximize the use of limited hiring budgets.
To ensure the most appropriate methods of sourcing
and attracting qualified candidates are used, the agency
considers the following details for each position: level
of entry (junior, intermediate, senior), level of education
(degree, diploma), professional association, and technical
requirements (Engineer, GIS tech). Using this information,
the company determines which job boards, communication
channels, and advertisement strategies are best for
targeting candidates with the required skill sets.
A key component of this process is having an in-depth
understanding of the variety of job boards in the market
and what types of candidates they attract. Depending on
the position, NVCA will either choose to advertise using
a niche job board or employ a mass recruitment strategy
that utilizes a variety of job advertisement services. For
positions that require specific technical skill sets, the
company often relies on niche job boards since they
reduce the candidate pool by targeting a more applicable
audience. On the other hand, the NVCA utilizes as many
free job posting or partner sites as it can to maximize
exposure and increase the number of applicants for
other positions.
From India, Ludhiana
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relies on more than hiring qualified candidates. Effective
human resource (HR) planning and management is
required at all stages of an employee’s corporate lifecycle
to help ensure employee growth and satisfaction. When
employees are satisfied, they are more likely to produce
high quality work, optimize performance, and exercise
more critical thought and creativity. This combination of
high satisfaction and maximum productivity amounts to
employee engagement.
THE NVCA..Canadian Eco Co.
Selective Recruitment Using Job Boards
Although staff turnover is not a major issue for the
Nottawasaga Valley Conservation Authority (NVCA), the
agency relies on selective recruitment techniques to
maximize the use of limited hiring budgets.
To ensure the most appropriate methods of sourcing
and attracting qualified candidates are used, the agency
considers the following details for each position: level
of entry (junior, intermediate, senior), level of education
(degree, diploma), professional association, and technical
requirements (Engineer, GIS tech). Using this information,
the company determines which job boards, communication
channels, and advertisement strategies are best for
targeting candidates with the required skill sets.
A key component of this process is having an in-depth
understanding of the variety of job boards in the market
and what types of candidates they attract. Depending on
the position, NVCA will either choose to advertise using
a niche job board or employ a mass recruitment strategy
that utilizes a variety of job advertisement services. For
positions that require specific technical skill sets, the
company often relies on niche job boards since they
reduce the candidate pool by targeting a more applicable
audience. On the other hand, the NVCA utilizes as many
free job posting or partner sites as it can to maximize
exposure and increase the number of applicants for
other positions.
From India, Ludhiana
Acknowledge(0)Amend(0)
1.TAKE Solutions:-- offers cost-effective and complete solutions for enterprises across different sectors including pharmaceuticals, high technology, consumer packaged goods, oil/gas and automotive. TAKE’s SCM product suite includes distinct technology with embedded IP that spans enterprise mobility, trading partner collaboration and material tracking.
2. MOTOROLA :- HR 2000 Programme HR 2000 Programme - With the emerging globalization trend, Motorola has designed a common program for all its diverse business locations. All the participants undergo rigorous training programs as follows: -
An intensive 3-week orientation to Motorola culture, values, goals and initiatives.
An 18-month training program consisting of at least 3 rotations in at least 3 different sectors.
Functional training in at least 3 or more of HR areas.
3. HCL Technologies
It got on board almost 60% of its senior-level executives (general managers and above) in 2011 through professional online networking platforms, primarily LinkedIn. "We have a dedicated team which looks into hiring through social media. As early adopters, we are at a stage where the numbers are much higher in terms of percentage of workforce hired from these new channels compared to any of our peers," says Ravi Shankar , senior VP, HR, at HCL Technologies . Shankar says HCL started using portals such as LinkedIn way back in 2007 and, other than hiring a huge chunk of its senior executives, it also employs 20% of its junior and 40% of its mid-level staff through it. HR heads at companies say for senior positions candidates who are not actively looking out for a job change can also be tapped through such platforms and at much lesser costs whilst a consultant at an executive search firm charges a huge fee
.4. Infosys Technologies
A leading software company based in India, was voted the best employer in the country in many HR surveys in the recent years. The company was well known for its employee friendly HR practices. Though Infosys grew to become a US$ 2 billion company by the year 2006, it still retained the culture of a small company. Infosys attracted the best talent from across the world, and recruited candidates by conducting one of the toughest selection process. All the selected candidates were required to go through an intensive 14 week training program. All the employees were required to undergo training every year, and some of the chosen employees were trained at the Infosys Leadership Institute to take on higher responsibilities in the company.
5. .TATA
Second Career Internship Program (SCIP): Tata has launched this program on SCIP in March 2008 on International Women's Day. It is a career transition programme for women professionals who are not working from past few years or have taken a break of 1-8 years from the job in their professional career for any reason, and wish to work again in the organization.
6. AMAZON
7. GOOGLE
From India, Ludhiana
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2. MOTOROLA :- HR 2000 Programme HR 2000 Programme - With the emerging globalization trend, Motorola has designed a common program for all its diverse business locations. All the participants undergo rigorous training programs as follows: -
An intensive 3-week orientation to Motorola culture, values, goals and initiatives.
An 18-month training program consisting of at least 3 rotations in at least 3 different sectors.
Functional training in at least 3 or more of HR areas.
3. HCL Technologies
It got on board almost 60% of its senior-level executives (general managers and above) in 2011 through professional online networking platforms, primarily LinkedIn. "We have a dedicated team which looks into hiring through social media. As early adopters, we are at a stage where the numbers are much higher in terms of percentage of workforce hired from these new channels compared to any of our peers," says Ravi Shankar , senior VP, HR, at HCL Technologies . Shankar says HCL started using portals such as LinkedIn way back in 2007 and, other than hiring a huge chunk of its senior executives, it also employs 20% of its junior and 40% of its mid-level staff through it. HR heads at companies say for senior positions candidates who are not actively looking out for a job change can also be tapped through such platforms and at much lesser costs whilst a consultant at an executive search firm charges a huge fee
.4. Infosys Technologies
A leading software company based in India, was voted the best employer in the country in many HR surveys in the recent years. The company was well known for its employee friendly HR practices. Though Infosys grew to become a US$ 2 billion company by the year 2006, it still retained the culture of a small company. Infosys attracted the best talent from across the world, and recruited candidates by conducting one of the toughest selection process. All the selected candidates were required to go through an intensive 14 week training program. All the employees were required to undergo training every year, and some of the chosen employees were trained at the Infosys Leadership Institute to take on higher responsibilities in the company.
5. .TATA
Second Career Internship Program (SCIP): Tata has launched this program on SCIP in March 2008 on International Women's Day. It is a career transition programme for women professionals who are not working from past few years or have taken a break of 1-8 years from the job in their professional career for any reason, and wish to work again in the organization.
6. AMAZON
7. GOOGLE
From India, Ludhiana
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HR Trends - Global HR practices.doc
Trends in HR.ppt
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(Fact Checked)-The user's reply contains accurate information regarding the Society for Human Resource Management (SHRM) and its resources for HR practices. (1 Acknowledge point)