Hi Everybody,
Can you guide me on what all has recently been done in the industries for innovative HR policies? I mean, anything new in this field that is relevant to discuss.
Hello friends,
I am Harleen Mahajan. I am collecting information on companies that have innovative HR practices. Please provide some relevant facts about it.
From India, Ludhiana
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1Can you guide me on what all has recently been done in the industries for innovative HR policies? I mean, anything new in this field that is relevant to discuss.
Hello friends,
I am Harleen Mahajan. I am collecting information on companies that have innovative HR practices. Please provide some relevant facts about it.
From India, Ludhiana
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Hi,
I believe "headhunting/poaching" is something that is becoming more prevalent these days as the competition between companies has intensified. Do you think headhunting brings a lot of effectiveness and efficiency to your work culture or work environment?
Thank you.
From India, Madras
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I believe "headhunting/poaching" is something that is becoming more prevalent these days as the competition between companies has intensified. Do you think headhunting brings a lot of effectiveness and efficiency to your work culture or work environment?
Thank you.
From India, Madras
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Dear Harleenmahajan,
Headhunting differs from poaching in that, while headhunting is done by a recruitment firm from a pool of personnel from different organizations, poaching is done from a single one. For example, if X company is searching for a new recruit, a recruitment agency (services requested by X company) calls up two persons from firms A, B, C, D, and E and makes them an offer, it is called headhunting. Headhunting is a legal way of poaching. If I leave firm A and invite my five ex-colleagues to join me in my new company, that is poaching - Employee Referral.
Poaching can influence work culture and the work environment. This can lead to a change in culture. For example, recruiting 5-6 persons in a department could lead to a change in culture or environment.
I am working in a company that recruited a lot of staff from direct competitors, and actually, this is causing a clash between the new and older staff. 'Older' staff is resigning because of this change in culture.
Regards,
Athena
From Mauritius, Quatre Bornes
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Headhunting differs from poaching in that, while headhunting is done by a recruitment firm from a pool of personnel from different organizations, poaching is done from a single one. For example, if X company is searching for a new recruit, a recruitment agency (services requested by X company) calls up two persons from firms A, B, C, D, and E and makes them an offer, it is called headhunting. Headhunting is a legal way of poaching. If I leave firm A and invite my five ex-colleagues to join me in my new company, that is poaching - Employee Referral.
Poaching can influence work culture and the work environment. This can lead to a change in culture. For example, recruiting 5-6 persons in a department could lead to a change in culture or environment.
I am working in a company that recruited a lot of staff from direct competitors, and actually, this is causing a clash between the new and older staff. 'Older' staff is resigning because of this change in culture.
Regards,
Athena
From Mauritius, Quatre Bornes
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Hi Harleen,
There are many innovative HR policies, and the list is really long. Headhunting and poaching have been used by HR professionals for a very long time. As an experienced HR professional, I must say that I believe poaching is a very negative policy.
Do search on this site, and you can find many innovative HR policies used in various industries.
Regards,
Archna
From India, Delhi
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There are many innovative HR policies, and the list is really long. Headhunting and poaching have been used by HR professionals for a very long time. As an experienced HR professional, I must say that I believe poaching is a very negative policy.
Do search on this site, and you can find many innovative HR policies used in various industries.
Regards,
Archna
From India, Delhi
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Hi,
Nowadays, the retention of employees and employee satisfaction are key processes in an organization. Everyone is developing new HR policies to retain employees, such as offering fringe benefits, as well as empowering employees. Empowerment allows employees the freedom to make decisions, leading to increased responsibility in their work and a stronger attachment to the organization.
Regards,
Pavithra
From India, Hubli
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Nowadays, the retention of employees and employee satisfaction are key processes in an organization. Everyone is developing new HR policies to retain employees, such as offering fringe benefits, as well as empowering employees. Empowerment allows employees the freedom to make decisions, leading to increased responsibility in their work and a stronger attachment to the organization.
Regards,
Pavithra
From India, Hubli
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Hi Harleen,
Thomas International is conducting a certification course from 2nd to 5th March on Thomas Profiling and its tools. Thomas International is a very renowned name in the HR industry. You can enroll your name for the same before 15th February 2011.
Thomas International has more than 300 client partners out of the Fortune 500 companies.
A Thomas certification gives an edge and upliftment to your CV as well. Companies using Thomas Tools prefer Thomas Certified individuals.
Puneet Jain
9350984242
From India, New Delhi
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Thomas International is conducting a certification course from 2nd to 5th March on Thomas Profiling and its tools. Thomas International is a very renowned name in the HR industry. You can enroll your name for the same before 15th February 2011.
Thomas International has more than 300 client partners out of the Fortune 500 companies.
A Thomas certification gives an edge and upliftment to your CV as well. Companies using Thomas Tools prefer Thomas Certified individuals.
Puneet Jain
9350984242
From India, New Delhi
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The HR department knows you and your family inside out. Suppose they gift you two flash drives, one with your name and the other with your wife's name laser-engraved on it. Wouldn't that make you feel special.
From India, Ahmadabad
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From India, Ahmadabad
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Hi All!
I have been associated with Citehr for a while now and am really impressed with the efforts taken by the people involved to keep this a happening place. Secondly, all credit to the participants who share valuable information, news, and thoughts without misusing, misrepresenting, or posting junk or vulgarity. Keep up the good work, guys... all the best.
I would like to seek a favor or help from anyone who could offer. I am currently unemployed due to health reasons (diabetic) and not in a position to support my family, especially my daughter's education. I would be obliged if anyone could recommend a genuine home-based data entry website without investment.
Thanks,
Rajappan
From India, Mumbai
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I have been associated with Citehr for a while now and am really impressed with the efforts taken by the people involved to keep this a happening place. Secondly, all credit to the participants who share valuable information, news, and thoughts without misusing, misrepresenting, or posting junk or vulgarity. Keep up the good work, guys... all the best.
I would like to seek a favor or help from anyone who could offer. I am currently unemployed due to health reasons (diabetic) and not in a position to support my family, especially my daughter's education. I would be obliged if anyone could recommend a genuine home-based data entry website without investment.
Thanks,
Rajappan
From India, Mumbai
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Hello Ma'am,
Patni Computers has introduced a few new policies for their employees' development and engagement, such as:
1. 'Patni Academy for Competency Enhancement' for training (PACE)
2. 'Lifestyle Assessment Survey' and 'Patni Confidante Program' for employee connections
3. 'Winner's Circle' for rewards and recognition
4. 'Patni Leadership Academy' for employee growth and development
It even won a prize for its 'innovative Retention Strategies' at the World HRD Congress 2010.
'Patni Academy for Competency Enhancement' (PACE) offers technical training. One of the prime objectives of PACE is to groom campus recruits in relevant technical streams. Besides, the skill sets of employees are continuously upgraded to enhance the competency levels as per job requirements.
The above-mentioned methods are being introduced for the upgradation and development of employees.
Regards,
Navreet Kaur
From India, Delhi
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Patni Computers has introduced a few new policies for their employees' development and engagement, such as:
1. 'Patni Academy for Competency Enhancement' for training (PACE)
2. 'Lifestyle Assessment Survey' and 'Patni Confidante Program' for employee connections
3. 'Winner's Circle' for rewards and recognition
4. 'Patni Leadership Academy' for employee growth and development
It even won a prize for its 'innovative Retention Strategies' at the World HRD Congress 2010.
'Patni Academy for Competency Enhancement' (PACE) offers technical training. One of the prime objectives of PACE is to groom campus recruits in relevant technical streams. Besides, the skill sets of employees are continuously upgraded to enhance the competency levels as per job requirements.
The above-mentioned methods are being introduced for the upgradation and development of employees.
Regards,
Navreet Kaur
From India, Delhi
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Hi, mam.... Here are different innovative practices in HR by different companies.
1. Wipro Technologies
- Employee survey
- HR review in the planning cycle
- Wings within
- CEO interaction
2. Hughes Software Systems
- Snap awards
- Annual achievement awards
- President awards for overall excellence
- E-greetings
- Painting competition
3. Subex Systems
- No security register
- Subex culture club
- Mentor
- Feel the pulse meet
- House concept
4. Philips Software Center
- Dream Project
- Sponsorship Program for Higher Studies
- Cafeteria
- Provisions for Late Hours at Job
- Philips Yellow Pages
- Leadership Program
- Community Involvement
- Charity begins at Home
- Global Appraisal System
- Reward Programs
- Organization's Feedback
Thanks,
Satinder Singh
MBA 1A
PCTE
From India, Ludhiana
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1. Wipro Technologies
- Employee survey
- HR review in the planning cycle
- Wings within
- CEO interaction
2. Hughes Software Systems
- Snap awards
- Annual achievement awards
- President awards for overall excellence
- E-greetings
- Painting competition
3. Subex Systems
- No security register
- Subex culture club
- Mentor
- Feel the pulse meet
- House concept
4. Philips Software Center
- Dream Project
- Sponsorship Program for Higher Studies
- Cafeteria
- Provisions for Late Hours at Job
- Philips Yellow Pages
- Leadership Program
- Community Involvement
- Charity begins at Home
- Global Appraisal System
- Reward Programs
- Organization's Feedback
Thanks,
Satinder Singh
MBA 1A
PCTE
From India, Ludhiana
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Hi mam,
Different innovative practices in HR by different companies are as follows:
- A recent trend in the software industry is to gift customized products to employees on their birthdays. It is believed that the more emotional the gift, the more loyal the employee will be in the workplace.
- Providing Dream Projects
- Sponsorship Programs for Higher Studies
- Cafeteria
- Provisions for Late Hours at Job
- Leadership Programs
- Employee Satisfaction Surveys
- Overtime/Additional Hours Worked Payment
- Fair Treatment
- Reward & Recognition Framework
Thanks,
Japneet Kaur
PCTE
From India, Chandigarh
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Different innovative practices in HR by different companies are as follows:
- A recent trend in the software industry is to gift customized products to employees on their birthdays. It is believed that the more emotional the gift, the more loyal the employee will be in the workplace.
- Providing Dream Projects
- Sponsorship Programs for Higher Studies
- Cafeteria
- Provisions for Late Hours at Job
- Leadership Programs
- Employee Satisfaction Surveys
- Overtime/Additional Hours Worked Payment
- Fair Treatment
- Reward & Recognition Framework
Thanks,
Japneet Kaur
PCTE
From India, Chandigarh
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Hello ma'am,
Different innovative practices in HR by different companies include:
1. Teaching Development for New Academic Staff
2. Time Off for Study for Professional Staff
3. Work Outside the University
4. Safety while Working in Temperature Extremes
5. Reduced Hours for the Care of Children
6. Plant/Equipment Safety Management
7. Overseas Conference Leave
8. Organization's Feedback
The website education.nic.in focuses on the comprehensive development of all its citizens, including the Department for School Education & Literacy and the Department for Higher Education.
IBM focuses on:
- Balancing work life
- Employee training
- Educational tie-ups with Symbiosis
Thanks,
Dipinder Singh Kalsi
PCTE
From India, Chandigarh
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Different innovative practices in HR by different companies include:
1. Teaching Development for New Academic Staff
2. Time Off for Study for Professional Staff
3. Work Outside the University
4. Safety while Working in Temperature Extremes
5. Reduced Hours for the Care of Children
6. Plant/Equipment Safety Management
7. Overseas Conference Leave
8. Organization's Feedback
The website education.nic.in focuses on the comprehensive development of all its citizens, including the Department for School Education & Literacy and the Department for Higher Education.
IBM focuses on:
- Balancing work life
- Employee training
- Educational tie-ups with Symbiosis
Thanks,
Dipinder Singh Kalsi
PCTE
From India, Chandigarh
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Good Evening Ma'am,
Human Resource Management in India has witnessed change in the last two decades due to Economic liberalization in 1991, which created a hyper-competitive environment.
The various HR practices being followed by different companies are:
- Equal employment opportunities.
- Providing flexibility for female employees at various life stages.
- Promoting the practice of entrepreneurship by employees within the organization.
- Work Environment.
- Open Management.
- Performance feedback.
- Sharing Knowledge.
- Rewards and Surprises to employees from time to time.
With Adobe solutions for human resources, Adobe Inc. offers:
- Enterprise migration from paper-based forms to electronic documents.
- LiveCycle ES and the Human Capital Applications Solution Accelerator work to automate the manual processes associated with employee onboarding and offboarding.
- Speed "day one" productivity of new hires.
- Interactive personalization that builds employee trust and confidence.
LiveCycle ES comprises solution components that can be combined based on customer requirements and tightly integrated with existing IT infrastructures.
The synergy between strategic planning and innovative HRM practices will be vital for the Indian economy.
Thanks,
Shaveta Gupta
MBA - 1A (PCTE)
From India, Ludhiana
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Human Resource Management in India has witnessed change in the last two decades due to Economic liberalization in 1991, which created a hyper-competitive environment.
The various HR practices being followed by different companies are:
- Equal employment opportunities.
- Providing flexibility for female employees at various life stages.
- Promoting the practice of entrepreneurship by employees within the organization.
- Work Environment.
- Open Management.
- Performance feedback.
- Sharing Knowledge.
- Rewards and Surprises to employees from time to time.
With Adobe solutions for human resources, Adobe Inc. offers:
- Enterprise migration from paper-based forms to electronic documents.
- LiveCycle ES and the Human Capital Applications Solution Accelerator work to automate the manual processes associated with employee onboarding and offboarding.
- Speed "day one" productivity of new hires.
- Interactive personalization that builds employee trust and confidence.
LiveCycle ES comprises solution components that can be combined based on customer requirements and tightly integrated with existing IT infrastructures.
The synergy between strategic planning and innovative HRM practices will be vital for the Indian economy.
Thanks,
Shaveta Gupta
MBA - 1A (PCTE)
From India, Ludhiana
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Hello Ma'am,
Below are some of the innovative HR practices that are being followed in the industry presently or have been catered to in the recent past. They are illustrated as follows:
1. Employee Motivation in the workplace.
2. Individual Innovativeness and organizational citizenship behavior.
3. Innovative human resource leadership.
4. Trends & Needs.
5. Support needed for the management of change and improvement of human capital.
These are some of the techniques that have helped HR personnel in the respective companies to reduce the attrition rate.
Regards,
Namrata Nagpal
MBA-1a
From India, Ludhiana
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Below are some of the innovative HR practices that are being followed in the industry presently or have been catered to in the recent past. They are illustrated as follows:
1. Employee Motivation in the workplace.
2. Individual Innovativeness and organizational citizenship behavior.
3. Innovative human resource leadership.
4. Trends & Needs.
5. Support needed for the management of change and improvement of human capital.
These are some of the techniques that have helped HR personnel in the respective companies to reduce the attrition rate.
Regards,
Namrata Nagpal
MBA-1a
From India, Ludhiana
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Good evening, Ma'am,
The latest techniques used in the field of Human Resource Development are:
Employees for Lease: Sometimes, organizations depend on consultancy agencies or individual consultants for their expertise to tap and utilize their expert knowledge. The consultancy agencies offer expert advice, and the execution of the advice is left to the employees of the organization. In some cases, the employees may fail to convert the know-how into a project. Under such circumstances, new types of organizations will emerge, which would be called Employee Leasing Organizations.
Moonlighting by Employees: This situation arises among employees due to dissatisfaction with the present wage and salary structure. They feel that the employer enjoys increased profits and that they are being exploited. Consequently, they may agitate for a wage hike, take up another part-time job, or start a business simultaneously with their original job. This practice is also known as Double Jobbing.
Flexi-time & Flexi-work: The number of hours in a day, the number of days in a week, and the work schedule when the worker has to perform are usually stated in the Job Description. The concept of Flexi-time has been introduced to accommodate the convenience of workers without affecting organizational functioning. Flexi-time is a program that allows flexible entry and leaving times for employees, leading to increased productivity, reduced absenteeism, lower employee turnover, and improved morale.
Flexi-work: This program allows flexibility in handling various types of work in different departments of organizations in a systematic way by the employee during their tenure of employment. For example, a candidate may start as a clerk in the Personnel Department and after two years, be allowed to work in any other department of the organization.
Training & Development: Organizations invest a significant amount of time and resources in training, developing, and educating their employees to align with job requirements and organizational needs. This is often due to the lack of linkage between the industry and universities. In the future, organizations may establish their own educational institutes that tailor their course curriculum to suit the requirements of various jobs within the organization. These institutes will continuously update their course curriculum based on changes in technology, work methods, production processes, activities, and more. The intake of these institutes will be based on the exclusive requirements of the organization.
With Regards,
Prabhjot Singh
MBA-1A (PCTE)
From India, Kanpur
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The latest techniques used in the field of Human Resource Development are:
Employees for Lease: Sometimes, organizations depend on consultancy agencies or individual consultants for their expertise to tap and utilize their expert knowledge. The consultancy agencies offer expert advice, and the execution of the advice is left to the employees of the organization. In some cases, the employees may fail to convert the know-how into a project. Under such circumstances, new types of organizations will emerge, which would be called Employee Leasing Organizations.
Moonlighting by Employees: This situation arises among employees due to dissatisfaction with the present wage and salary structure. They feel that the employer enjoys increased profits and that they are being exploited. Consequently, they may agitate for a wage hike, take up another part-time job, or start a business simultaneously with their original job. This practice is also known as Double Jobbing.
Flexi-time & Flexi-work: The number of hours in a day, the number of days in a week, and the work schedule when the worker has to perform are usually stated in the Job Description. The concept of Flexi-time has been introduced to accommodate the convenience of workers without affecting organizational functioning. Flexi-time is a program that allows flexible entry and leaving times for employees, leading to increased productivity, reduced absenteeism, lower employee turnover, and improved morale.
Flexi-work: This program allows flexibility in handling various types of work in different departments of organizations in a systematic way by the employee during their tenure of employment. For example, a candidate may start as a clerk in the Personnel Department and after two years, be allowed to work in any other department of the organization.
Training & Development: Organizations invest a significant amount of time and resources in training, developing, and educating their employees to align with job requirements and organizational needs. This is often due to the lack of linkage between the industry and universities. In the future, organizations may establish their own educational institutes that tailor their course curriculum to suit the requirements of various jobs within the organization. These institutes will continuously update their course curriculum based on changes in technology, work methods, production processes, activities, and more. The intake of these institutes will be based on the exclusive requirements of the organization.
With Regards,
Prabhjot Singh
MBA-1A (PCTE)
From India, Kanpur
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hello mam........
INNOVATIVE HR PRACTICES OF INDIAN COMPANIES
INTRODUCTION
India now becomes a player in the global stage. Everyone wants to do business with us, this change has given lot of opportunities to our country to grow further but it posed lot of challenges in front of us like Indian companies gained confidence to acquire foreign giant companies and try to establish themselves very competitive than the foreign companies 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 is becoming serious concern and the wage differentials between blue collared workers and senior managers, the candidates having good education and communication skills getting more chance in the job market than other people lesser than them, attrition levels are all time high in India for example business process outsourcing facing problems with talent retention.
This paper try to extract the facts to find out how the companies in India facing HR problems and what kind of innovative practices they are following to recruit and retain their employees and made them feel best place to work and enjoying working and made the companies in the great height in their own field of business.
FOUR 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 Interview”- to find out what is it that makes its employees stay on, the feedback from loyal employees often reflects on the leadership style and is seen to work as a great motivation.
Transition:
Movement of talent within the organization and outside of the organization sends strong signals to the employees about the organization’s care and concern. Right from the induction, which is often the first impression the employees carries, to the exit interview, the sensitivity displayed by the organization has a lasting impact on all employees.
INNOVATIVE PRACTICES IN HR AREAS:
Recruitment and selection
Learning and development
Rewards and recognition
Career planning
Compensation and benefits
Performance management
Leadership and development
Organization structure
1.RECRUITMENT AND SELECTION
1. Google:
(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.
2.LEARNING AND DEVELOPMENT
SME’s(Subject Matter Experts):
HR team identifies the internal subject matter experts to give training to the employees
Sending employees for higher studies
EWelcome:
When employees join the company, they have to interact with functionaries in other regions who assume that the new person in knows the internal systems. Often the new employee is unfamiliar with the systems and is at sea. The EWelcome gateway lists certain universal systems of the company and helps them get familiar with such things. A stand – out feature is that if this checklist remains incomplete it sends an automatic notice to the manager responsible for the employee.
Company follows a training policy to have seven days of training every year is mandatory for all employees, even this chairman and the directors.
GOLD (Godrej Organization for Learning and Development):
Web-based learning tied up with UK – based NetG to distribute e- learning modules among the workforce. The company gives equal importance to soft skill training. “ Out of box thinking is more important “, the sponsored the Edward De Bono certification of lateral thinking for two of its managerial employees, so they could teach in – house. This learning creates a leadership pipeline.
3. REWARDS AND RECOGNITION
1. MAD (Mutual Admiration):
Is an event where every employee is given green cardboard leaves on which they scribble messages of appreciation and pin them onto the MAD tree in the cafeteria. The leaves are a way of reaching out to colleagues and teams who have mattered. And at the end of the week, the foliage gets thick. Surely, the employees like being around each other.
2. Smart Work and Smart Reward:
It directed towards improving employees productivity. It rewards those who complete tasks in fewer working hours than stipulated.” The reward process is well defined and transparent. It has helped in ensuring better work – life balance.
3. Promotion within
4. CAREER PLANNING
1. Career Success Centre:
An online portal and a one – stop shop for all career related resources. The portal helps employees plan and develop their careers according to business needs.
5. COMPENSATION AND BENEFITS
1. Paternity leave
2. Extra three months maternity leave at half the salary leave
3. No attendance monitoring
4. unlimited sick leave
5. equal privileges for employees across levels: employees at all levels travel in the same class, stay in similar hotels, work out of standard cubicles, log in their own leave.
6. PERFORMANCE MANAGEMENT
1. 360 degree feedback system
2. “Performance Task Force”: A cross functional team constitutes 20 members and this force keeps track of what needs to be plugged, and what seems to be working. It goes back to HR every six months to deliver feedback.
7. LEADERSHIP AND DEVELOPMENT
1. Food for thought:
Inviting employees in groups to chat with Managing director over lunch in an informal environment on various issues and topics.
2. Succession planning
3. Employee empowerment
4. Reach out:
An initiative to keep a direct link of communication to its employees, the president of the company meets the employees.
8. ORGANIZATION STRUCTURE
1. Flexi and Part – time
2. The companies allow the employees to shift jobs if they wish to, across its different functions.
3. Skits: The companies are asking the employees to devise skits to dramatize its values, design screen savers and even create mascots themed on the values, they would much rather hunker down and design some more.
4. The company created new position called “Employee Engagement Manager”: the major task of the manager is to energize the workplace with fun – filled events and effective communication.
5. “People Champions”: Every project team has one facilitator from the HR department. The people champion takes care of any administrative need a project might have, leaving the project members free to concentrate on their work.
6. Orientation along with parents: The Company invites the parents of new recruits for orientation, its good for the parents to know the kind of organization their children work for, this insight came from campus recruitment, where parents would stay with their children right till results were parents would stay with their children right till results were announced.
7. “People Movement Management Review Committee”: it ensures talented employees were retained by reassigning them to other groups. The company also hired consultants to assist those who were asked to leave to find jobs in other organizations.
CONCLUSION:
In the present competitive world, the companies are facing lot of skill shortage, talent crunch and attrition those reached historically height ever, that made the companies feel the internal customer also more important equally with external customers, so every company try to devise innovative HR practices to attract best talent , giving them nice environment to work with, that enables the company to retain talents, the above said practices are conceived and implemented and found successful by the leading companies in India. It is found that convergence of practices of different companies in different HR areas, if any company wants to apply those practices that will benefit for the company to become more competitive in the global market.
From India, Chandigarh
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INNOVATIVE HR PRACTICES OF INDIAN COMPANIES
INTRODUCTION
India now becomes a player in the global stage. Everyone wants to do business with us, this change has given lot of opportunities to our country to grow further but it posed lot of challenges in front of us like Indian companies gained confidence to acquire foreign giant companies and try to establish themselves very competitive than the foreign companies 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 is becoming serious concern and the wage differentials between blue collared workers and senior managers, the candidates having good education and communication skills getting more chance in the job market than other people lesser than them, attrition levels are all time high in India for example business process outsourcing facing problems with talent retention.
This paper try to extract the facts to find out how the companies in India facing HR problems and what kind of innovative practices they are following to recruit and retain their employees and made them feel best place to work and enjoying working and made the companies in the great height in their own field of business.
FOUR 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 Interview”- to find out what is it that makes its employees stay on, the feedback from loyal employees often reflects on the leadership style and is seen to work as a great motivation.
Transition:
Movement of talent within the organization and outside of the organization sends strong signals to the employees about the organization’s care and concern. Right from the induction, which is often the first impression the employees carries, to the exit interview, the sensitivity displayed by the organization has a lasting impact on all employees.
INNOVATIVE PRACTICES IN HR AREAS:
Recruitment and selection
Learning and development
Rewards and recognition
Career planning
Compensation and benefits
Performance management
Leadership and development
Organization structure
1.RECRUITMENT AND SELECTION
1. Google:
(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.
2.LEARNING AND DEVELOPMENT
SME’s(Subject Matter Experts):
HR team identifies the internal subject matter experts to give training to the employees
Sending employees for higher studies
EWelcome:
When employees join the company, they have to interact with functionaries in other regions who assume that the new person in knows the internal systems. Often the new employee is unfamiliar with the systems and is at sea. The EWelcome gateway lists certain universal systems of the company and helps them get familiar with such things. A stand – out feature is that if this checklist remains incomplete it sends an automatic notice to the manager responsible for the employee.
Company follows a training policy to have seven days of training every year is mandatory for all employees, even this chairman and the directors.
GOLD (Godrej Organization for Learning and Development):
Web-based learning tied up with UK – based NetG to distribute e- learning modules among the workforce. The company gives equal importance to soft skill training. “ Out of box thinking is more important “, the sponsored the Edward De Bono certification of lateral thinking for two of its managerial employees, so they could teach in – house. This learning creates a leadership pipeline.
3. REWARDS AND RECOGNITION
1. MAD (Mutual Admiration):
Is an event where every employee is given green cardboard leaves on which they scribble messages of appreciation and pin them onto the MAD tree in the cafeteria. The leaves are a way of reaching out to colleagues and teams who have mattered. And at the end of the week, the foliage gets thick. Surely, the employees like being around each other.
2. Smart Work and Smart Reward:
It directed towards improving employees productivity. It rewards those who complete tasks in fewer working hours than stipulated.” The reward process is well defined and transparent. It has helped in ensuring better work – life balance.
3. Promotion within
4. CAREER PLANNING
1. Career Success Centre:
An online portal and a one – stop shop for all career related resources. The portal helps employees plan and develop their careers according to business needs.
5. COMPENSATION AND BENEFITS
1. Paternity leave
2. Extra three months maternity leave at half the salary leave
3. No attendance monitoring
4. unlimited sick leave
5. equal privileges for employees across levels: employees at all levels travel in the same class, stay in similar hotels, work out of standard cubicles, log in their own leave.
6. PERFORMANCE MANAGEMENT
1. 360 degree feedback system
2. “Performance Task Force”: A cross functional team constitutes 20 members and this force keeps track of what needs to be plugged, and what seems to be working. It goes back to HR every six months to deliver feedback.
7. LEADERSHIP AND DEVELOPMENT
1. Food for thought:
Inviting employees in groups to chat with Managing director over lunch in an informal environment on various issues and topics.
2. Succession planning
3. Employee empowerment
4. Reach out:
An initiative to keep a direct link of communication to its employees, the president of the company meets the employees.
8. ORGANIZATION STRUCTURE
1. Flexi and Part – time
2. The companies allow the employees to shift jobs if they wish to, across its different functions.
3. Skits: The companies are asking the employees to devise skits to dramatize its values, design screen savers and even create mascots themed on the values, they would much rather hunker down and design some more.
4. The company created new position called “Employee Engagement Manager”: the major task of the manager is to energize the workplace with fun – filled events and effective communication.
5. “People Champions”: Every project team has one facilitator from the HR department. The people champion takes care of any administrative need a project might have, leaving the project members free to concentrate on their work.
6. Orientation along with parents: The Company invites the parents of new recruits for orientation, its good for the parents to know the kind of organization their children work for, this insight came from campus recruitment, where parents would stay with their children right till results were parents would stay with their children right till results were announced.
7. “People Movement Management Review Committee”: it ensures talented employees were retained by reassigning them to other groups. The company also hired consultants to assist those who were asked to leave to find jobs in other organizations.
CONCLUSION:
In the present competitive world, the companies are facing lot of skill shortage, talent crunch and attrition those reached historically height ever, that made the companies feel the internal customer also more important equally with external customers, so every company try to devise innovative HR practices to attract best talent , giving them nice environment to work with, that enables the company to retain talents, the above said practices are conceived and implemented and found successful by the leading companies in India. It is found that convergence of practices of different companies in different HR areas, if any company wants to apply those practices that will benefit for the company to become more competitive in the global market.
From India, Chandigarh
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Hello Madam,
These are some of the HR techniques:
- Safety while working in temperature extremes
- Reduced hours for the care of children
- Plant/equipment safety management
- Overseas conference leave
- Sponsorship program for higher studies
- Cafeteria
- Provisions for late hours at job
Regards,
Simranpreet Singh
MBA 1A
PCTE
From India, Ludhiana
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These are some of the HR techniques:
- Safety while working in temperature extremes
- Reduced hours for the care of children
- Plant/equipment safety management
- Overseas conference leave
- Sponsorship program for higher studies
- Cafeteria
- Provisions for late hours at job
Regards,
Simranpreet Singh
MBA 1A
PCTE
From India, Ludhiana
Acknowledge(0)Amend(0)
Hello ma'am,
HR practices are designed to attract the best talent and provide them with a conducive work environment, enabling the company to retain its employees. The following innovative HR practices are conceived and successfully implemented by leading companies in India:
- Recruitment and selection
- Learning and development
- Rewards and recognition
- Career planning
- Compensation and benefits
- Performance management
- Leadership and development
- Organizational structure
Innovative HR practices at:
1. HDFC
- Reward and recognition
- Target setting
- Employee retention
- Flexibility in working hours
- Employee counseling
- Career planning
2. Airtel
- Employee Satisfaction Survey
- HR Reach out
- Customer Contact Programme
3. Hughes Software System
- Snap Awards
- Annual Achievement Awards
- Presidential Awards for Overall Excellence
The above-mentioned methods are introduced to upgrade and develop employees.
Regards,
Arneet Kaur
MBA-1A
From India, Chandigarh
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HR practices are designed to attract the best talent and provide them with a conducive work environment, enabling the company to retain its employees. The following innovative HR practices are conceived and successfully implemented by leading companies in India:
- Recruitment and selection
- Learning and development
- Rewards and recognition
- Career planning
- Compensation and benefits
- Performance management
- Leadership and development
- Organizational structure
Innovative HR practices at:
1. HDFC
- Reward and recognition
- Target setting
- Employee retention
- Flexibility in working hours
- Employee counseling
- Career planning
2. Airtel
- Employee Satisfaction Survey
- HR Reach out
- Customer Contact Programme
3. Hughes Software System
- Snap Awards
- Annual Achievement Awards
- Presidential Awards for Overall Excellence
The above-mentioned methods are introduced to upgrade and develop employees.
Regards,
Arneet Kaur
MBA-1A
From India, Chandigarh
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Hi Mam,
Here I am giving some HR techniques:
- Equal employment opportunities.
- Providing flexibility for female employees at various life stages.
- Promoting the practice of entrepreneurship by employees within the organization.
- Work environment.
- Target setting.
- Employee retention.
- Flexibility in working hours.
- Recruitment and selection.
- Learning and development.
Regards,
Avinash Kaur
MBA 1A PCTE
From India, Delhi
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Here I am giving some HR techniques:
- Equal employment opportunities.
- Providing flexibility for female employees at various life stages.
- Promoting the practice of entrepreneurship by employees within the organization.
- Work environment.
- Target setting.
- Employee retention.
- Flexibility in working hours.
- Recruitment and selection.
- Learning and development.
Regards,
Avinash Kaur
MBA 1A PCTE
From India, Delhi
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Hello, ma'am,
The various HR practices being followed by different companies:
LG
1. Creativity and autonomy
2. Emphasis on competence
3. Performance-based rewards
4. Equal opportunities
5. Long-term perspective
6. Training
7. Rewards
ADITYA BIRLA GROUP
1. Created new channels of communication.
2. Geography-wise HR partners to aid employee interaction.
3. PSI Buddies for all new hires on their date of joining the organization.
4. Initiated "Speak your Mind" projects interface with HR.
5. Various spot awards and informal rewards recognizing deserving PSIans.
6. Training boot camp for freshers.
7. Strengthen the Training and Competency function, introducing the Monthly training calendars.
8. Employee integration activities to foster fun at the workplace.
9. Routine medical check...
Varun Gupta
MBA-1(a)
From India, Chandigarh
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The various HR practices being followed by different companies:
LG
1. Creativity and autonomy
2. Emphasis on competence
3. Performance-based rewards
4. Equal opportunities
5. Long-term perspective
6. Training
7. Rewards
ADITYA BIRLA GROUP
1. Created new channels of communication.
2. Geography-wise HR partners to aid employee interaction.
3. PSI Buddies for all new hires on their date of joining the organization.
4. Initiated "Speak your Mind" projects interface with HR.
5. Various spot awards and informal rewards recognizing deserving PSIans.
6. Training boot camp for freshers.
7. Strengthen the Training and Competency function, introducing the Monthly training calendars.
8. Employee integration activities to foster fun at the workplace.
9. Routine medical check...
Varun Gupta
MBA-1(a)
From India, Chandigarh
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Good evening, Ma'am,
Ten HR practices that can help achieve organizational goals are:
- 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
- Delighting Employees with the Unexpected
Motorola University has taken the responsibility for propelling multimedia technologies forward. Some of their accomplishments include:
The Motorola Multimedia Committee (MMC) - to promote the use of alternative learning technologies in Motorola's businesses.
(MYTT) - a new history and culture course that teaches subscribers receive via email or intranet, two to three episodes per week of engaging stories from Motorola's past, present, or future.
HR 2000 training structure enables Motorola to position multi-skilled, capable human resources management candidates.
Thanks,
AjayPal Singh
MBA - 1 A (PCTE)
From India, Ludhiana
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Ten HR practices that can help achieve organizational goals are:
- 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
- Delighting Employees with the Unexpected
Motorola University has taken the responsibility for propelling multimedia technologies forward. Some of their accomplishments include:
The Motorola Multimedia Committee (MMC) - to promote the use of alternative learning technologies in Motorola's businesses.
(MYTT) - a new history and culture course that teaches subscribers receive via email or intranet, two to three episodes per week of engaging stories from Motorola's past, present, or future.
HR 2000 training structure enables Motorola to position multi-skilled, capable human resources management candidates.
Thanks,
AjayPal Singh
MBA - 1 A (PCTE)
From India, Ludhiana
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Good evening mam,
Here are some innovative policies followed by mobile major nokia for its suppliers.
1 Communication and coordination
Supplier shall ensure that information relevant to employees (about, e.g., business activities, changes and results) is communicated across the organization. Supplier shall ensure employees can share such information fast enough to be able to align their activities efficiently. Supplier shall respect the right of all employees to form and join trade unions of their choice and to bargain collectively, and in cases this is restricted by law, facilitate parallel means to ensure that individuals or groups are able to raise concerns to the attention of the management.
2 Employee satisfaction
Supplier should have the means to evaluate and improve employee satisfaction. A company of substantial size (i.e. headcount exceeding 100) should have an employee satisfaction program based on employee opinion surveys and should take action based on the results of the program.
3 Feedback and complaint channels
Supplier shall have a system through which employees can give feedback or complain about unethical conduct, unfair treatment or practices, violation of company values, policies and procedures, or improvement ideas and suggestions. Management shall, when appropriate, act upon this feedback and handle it confidentially and anonymously. Management shall ensure that there are no adverse consequences as a result of giving feedback.
4 Fair treatment
Supplier shall ensure that employees at its facilities are treated with respect and dignity, equal opportunity and are safe from abuse, harassment or bullying of any kind (e.g., physical, verbal, mental, sexual, racial, cultural, age or disability related). Supplier shall ensure company rules / guidelines are communicated to employees. Supplier shall ensure that disciplinary procedures prohibit physical punishment and do not support financial deductions, or the threat thereof.
5 Performance management
Supplier should have a system to manage employee performance. Supplier should ensure individual objectives are derived from company strategy and policies. Supplier should ensure performance is evaluated fairly and objectively, against defined criteria and on a periodic basis, to identify ways to improve performance.
6 Competence analysis
Supplier should periodically conduct competence analyses to identify the knowledge and skills/competences required to perform the organization’s business activities according to short- and long-term strategic goals.
7 Competence development
Supplier shall ensure that employees, at all levels and with equal opportunity, have the education, training and competence they need for their positions and tasks. Supplier shall develop training plans based on competence analyses and implement them to enhance and develop workforce capabilities. Supplier shall maintain a training register, detailing the training employees have received.
8 Occupational health and safety response
Supplier shall have occupational health and safety procedures to prepare for and respond to emergency situations involving occupational health and safety risks. Supplier shall record and investigate emergency situations. Management shall encourage employees to report accidents and take action upon these records and reports.
9 Resource planning
Resources need to be available to meet both current and future business needs according to company strategy. Resource planning shall be conducted at both organizational / global and unit / local levels. In particular, underage workers or false apprenticeship schemes must not be used.
10 Working time and time off
Supplier shall ensure that employees can perform assigned tasks efficiently without exceeding the maximum working hours as defined by local labor laws or applicable collective agreements. Supplier shall ensure that employees have at least one day off per seven-day week, and that overtime work is voluntary. Holidays (e.g., public holidays) and leaves of absence (e.g., medical or parental) shall comply with local labor laws or applicable collective agreements.
This were few of the many policies mandatory for suppliers of Nokia.
I hope that these will make the discussion more productive.
Yours sincerely,
Deepak Nagpal
MBA 1a
From India, Patiala
Acknowledge(0)Amend(0)
Here are some innovative policies followed by mobile major nokia for its suppliers.
1 Communication and coordination
Supplier shall ensure that information relevant to employees (about, e.g., business activities, changes and results) is communicated across the organization. Supplier shall ensure employees can share such information fast enough to be able to align their activities efficiently. Supplier shall respect the right of all employees to form and join trade unions of their choice and to bargain collectively, and in cases this is restricted by law, facilitate parallel means to ensure that individuals or groups are able to raise concerns to the attention of the management.
2 Employee satisfaction
Supplier should have the means to evaluate and improve employee satisfaction. A company of substantial size (i.e. headcount exceeding 100) should have an employee satisfaction program based on employee opinion surveys and should take action based on the results of the program.
3 Feedback and complaint channels
Supplier shall have a system through which employees can give feedback or complain about unethical conduct, unfair treatment or practices, violation of company values, policies and procedures, or improvement ideas and suggestions. Management shall, when appropriate, act upon this feedback and handle it confidentially and anonymously. Management shall ensure that there are no adverse consequences as a result of giving feedback.
4 Fair treatment
Supplier shall ensure that employees at its facilities are treated with respect and dignity, equal opportunity and are safe from abuse, harassment or bullying of any kind (e.g., physical, verbal, mental, sexual, racial, cultural, age or disability related). Supplier shall ensure company rules / guidelines are communicated to employees. Supplier shall ensure that disciplinary procedures prohibit physical punishment and do not support financial deductions, or the threat thereof.
5 Performance management
Supplier should have a system to manage employee performance. Supplier should ensure individual objectives are derived from company strategy and policies. Supplier should ensure performance is evaluated fairly and objectively, against defined criteria and on a periodic basis, to identify ways to improve performance.
6 Competence analysis
Supplier should periodically conduct competence analyses to identify the knowledge and skills/competences required to perform the organization’s business activities according to short- and long-term strategic goals.
7 Competence development
Supplier shall ensure that employees, at all levels and with equal opportunity, have the education, training and competence they need for their positions and tasks. Supplier shall develop training plans based on competence analyses and implement them to enhance and develop workforce capabilities. Supplier shall maintain a training register, detailing the training employees have received.
8 Occupational health and safety response
Supplier shall have occupational health and safety procedures to prepare for and respond to emergency situations involving occupational health and safety risks. Supplier shall record and investigate emergency situations. Management shall encourage employees to report accidents and take action upon these records and reports.
9 Resource planning
Resources need to be available to meet both current and future business needs according to company strategy. Resource planning shall be conducted at both organizational / global and unit / local levels. In particular, underage workers or false apprenticeship schemes must not be used.
10 Working time and time off
Supplier shall ensure that employees can perform assigned tasks efficiently without exceeding the maximum working hours as defined by local labor laws or applicable collective agreements. Supplier shall ensure that employees have at least one day off per seven-day week, and that overtime work is voluntary. Holidays (e.g., public holidays) and leaves of absence (e.g., medical or parental) shall comply with local labor laws or applicable collective agreements.
This were few of the many policies mandatory for suppliers of Nokia.
I hope that these will make the discussion more productive.
Yours sincerely,
Deepak Nagpal
MBA 1a
From India, Patiala
Acknowledge(0)Amend(0)
Subject - Re: New HR happenings
hi mam,
As far i know Going strong on human resource (HR) practices, Bharat Sanchar Nigam Limited (BSNL), the largest telecom public sector undertaking (PSU), has lined up some intiatives.
These include a new recruitment policy with an intensive professional touch. For the first time, BSNL has set up a recruitment cell to identify suitable candidates, either MBAs or chartered accountants (CAs) or engineers at the entry level.
After corporatisation, fresh recruitments from the Indian Telecom Service through Union Public Service Commission (UPSC), have stopped. “There is a proposal for a new recruitment policy. This will surely strengthen the recruitment policy at the entry level within the organisation
Thanks mam ,
Yogesh Bhatt
MBA 1(A)
From India, Mumbai
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hi mam,
As far i know Going strong on human resource (HR) practices, Bharat Sanchar Nigam Limited (BSNL), the largest telecom public sector undertaking (PSU), has lined up some intiatives.
These include a new recruitment policy with an intensive professional touch. For the first time, BSNL has set up a recruitment cell to identify suitable candidates, either MBAs or chartered accountants (CAs) or engineers at the entry level.
After corporatisation, fresh recruitments from the Indian Telecom Service through Union Public Service Commission (UPSC), have stopped. “There is a proposal for a new recruitment policy. This will surely strengthen the recruitment policy at the entry level within the organisation
Thanks mam ,
Yogesh Bhatt
MBA 1(A)
From India, Mumbai
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Hello ma'am,
The field of Human Resource Management is developing very fast, and every department of human activity is realizing its importance in the smooth functioning of the organization.
New techniques in Human Resource:
1. Employees for Lease
2. Moonlighting by Employees
3. Flexi-time and Flexi-work
4. Time Keeping
5. Training and Development
6. Collective Bargaining
Thank you,
Harshdeep Singh
MBA 1 A
From India, Chandigarh
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The field of Human Resource Management is developing very fast, and every department of human activity is realizing its importance in the smooth functioning of the organization.
New techniques in Human Resource:
1. Employees for Lease
2. Moonlighting by Employees
3. Flexi-time and Flexi-work
4. Time Keeping
5. Training and Development
6. Collective Bargaining
Thank you,
Harshdeep Singh
MBA 1 A
From India, Chandigarh
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Dear Harleen Mahajan,
Your requirement for latest "innovative HR policies" is altogether a separate Training Program.
You can attend along with your team as and when the Program is announced.
But if you are an only individual and keen to know, then you can attend our one-to-one session, in short called Business Meditation™. It is a tool where an individual can explore one's own requirement.
Entry with prior appointment and the session will be chargeable.
You can get back to us on
Regards,
V.V. Harish
From India, Delhi
Acknowledge(0)Amend(0)
Your requirement for latest "innovative HR policies" is altogether a separate Training Program.
You can attend along with your team as and when the Program is announced.
But if you are an only individual and keen to know, then you can attend our one-to-one session, in short called Business Meditation™. It is a tool where an individual can explore one's own requirement.
Entry with prior appointment and the session will be chargeable.
You can get back to us on
Regards,
V.V. Harish
From India, Delhi
Acknowledge(0)Amend(0)
Good evening, Ma'am,
Here are some good HR policies implemented by Philips Software Center:
1. Dream Project.
2. Sponsorship Program for Higher Studies.
3. Job Rotation.
4. Cafeteria.
5. Yellow Pages.
6. Leadership Program.
Regards,
Gauravjit Singh
MBA-1A
From India, Mumbai
Acknowledge(0)Amend(0)
Here are some good HR policies implemented by Philips Software Center:
1. Dream Project.
2. Sponsorship Program for Higher Studies.
3. Job Rotation.
4. Cafeteria.
5. Yellow Pages.
6. Leadership Program.
Regards,
Gauravjit Singh
MBA-1A
From India, Mumbai
Acknowledge(0)Amend(0)
Hello Ma'am,
Below are some of the innovative HR practices that are being followed in the industry presently or have been catered to in the recent past. They are illustrated as follows:
Different innovative practices in HR by different companies include:
1. Teaching Development for New Academic Staff
2. Time Off for Study for Professional Staff
3. Work Outside the University
4. Safety while Working in Temperature Extremes
5. Reduced Hours for the Care of Children
6. Plant/Equipment Safety Management
7. Overseas Conference Leave
8. Organization's Feedback
9. Employee Motivation in the workplace
10. Individual Innovativeness and organizational citizenship behavior
11. Innovative human resource leader
12. Trends & Needs
13. Support needed for the management of change and improvement of human capital
These are some of the techniques that have helped HR personnel of the respective companies in reducing the attrition rate.
Gourav Bulandi
MBA-1A PCTE
From India, Kanpur
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Below are some of the innovative HR practices that are being followed in the industry presently or have been catered to in the recent past. They are illustrated as follows:
Different innovative practices in HR by different companies include:
1. Teaching Development for New Academic Staff
2. Time Off for Study for Professional Staff
3. Work Outside the University
4. Safety while Working in Temperature Extremes
5. Reduced Hours for the Care of Children
6. Plant/Equipment Safety Management
7. Overseas Conference Leave
8. Organization's Feedback
9. Employee Motivation in the workplace
10. Individual Innovativeness and organizational citizenship behavior
11. Innovative human resource leader
12. Trends & Needs
13. Support needed for the management of change and improvement of human capital
These are some of the techniques that have helped HR personnel of the respective companies in reducing the attrition rate.
Gourav Bulandi
MBA-1A PCTE
From India, Kanpur
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Hi All Wanted to share that Employee Wellness programs are using as employee engagement and retention tool these days. Regards Mithun Gupta
From India, Delhi
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From India, Delhi
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Hello Mam
Patni Computers has introduced few new policies for their employees development and engagement such as-:
1.Patni Academy for Competency Enhancement’ for training( PACE)
2.Lifestyle Assessment Survey’ and ‘Patni Confidante Program’ for employee connects
3.‘Winner’s Circle’ for rewards and recognition and
4.‘Patni Leadership Academy’
for employee growth and development
It even won a prize for its 'innovative Retention Strategies’ at the World HRD Congress 2010.
‘Patni Academy for Competency Enhancement’ (PACE) offers technical training. One of the prime objectives of PACE is to groom campus recruits in relevant technical streams. Besides, skill sets of employees are continuously upgraded to enhance the competency levels of employees as per job requirements.
The above mentioned methods are being introduced for upgradation and development of employees .
Regards
Sourav Sethi
mba-1a
From India, Kanpur
Acknowledge(0)Amend(0)
Patni Computers has introduced few new policies for their employees development and engagement such as-:
1.Patni Academy for Competency Enhancement’ for training( PACE)
2.Lifestyle Assessment Survey’ and ‘Patni Confidante Program’ for employee connects
3.‘Winner’s Circle’ for rewards and recognition and
4.‘Patni Leadership Academy’
for employee growth and development
It even won a prize for its 'innovative Retention Strategies’ at the World HRD Congress 2010.
‘Patni Academy for Competency Enhancement’ (PACE) offers technical training. One of the prime objectives of PACE is to groom campus recruits in relevant technical streams. Besides, skill sets of employees are continuously upgraded to enhance the competency levels of employees as per job requirements.
The above mentioned methods are being introduced for upgradation and development of employees .
Regards
Sourav Sethi
mba-1a
From India, Kanpur
Acknowledge(0)Amend(0)
The human resource policies of Germany are playing a pivotal role in maintaining a healthy economy. HR policies in Germany contribute significantly to the country's growth by promoting sustainable development within companies and influencing the political and economic structure. These policies help in achieving a balance that benefits both the workforce and revenue generation.
German HR policies cover various aspects of company management, aiming to foster growth for employees and employers in the long term. Key components include:
- Recruitment policy: Ensuring a balanced recruitment process through proper interview techniques and providing essential documents like appointment letters and pay slips to familiarize candidates with their roles and responsibilities.
- Performance appraisal benefits: Rewarding individual performance to motivate employees and support overall growth.
- Bonus schemes: Providing yearly bonuses to align with business objectives and boost motivation.
- Absence policy: Structuring policies to manage absenteeism effectively for mutual benefit.
- Overtime compensation: Ensuring fair remuneration for extra hours worked.
- Pension plans and termination policies.
- Avoiding Negligent Hiring.
The evolution of HR policies in Germany reflects a focus on quality and innovation, ultimately fostering dynamic growth for both employers and employees, both personally and financially.
ASHISH KUMAR MBA-1A
From India, Ludhiana
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German HR policies cover various aspects of company management, aiming to foster growth for employees and employers in the long term. Key components include:
- Recruitment policy: Ensuring a balanced recruitment process through proper interview techniques and providing essential documents like appointment letters and pay slips to familiarize candidates with their roles and responsibilities.
- Performance appraisal benefits: Rewarding individual performance to motivate employees and support overall growth.
- Bonus schemes: Providing yearly bonuses to align with business objectives and boost motivation.
- Absence policy: Structuring policies to manage absenteeism effectively for mutual benefit.
- Overtime compensation: Ensuring fair remuneration for extra hours worked.
- Pension plans and termination policies.
- Avoiding Negligent Hiring.
The evolution of HR policies in Germany reflects a focus on quality and innovation, ultimately fostering dynamic growth for both employers and employees, both personally and financially.
ASHISH KUMAR MBA-1A
From India, Ludhiana
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Good evening, ma'am,
HR managers today are focusing attention on the following:
a) Policies - HR policies based on trust, openness, equity, and consensus.
b) Motivation - Create conditions in which people are willing to work with zeal, initiative, and enthusiasm; make people feel like winners.
c) Relations - Fair treatment of people and prompt redress of grievances would pave the way for healthy workplace relations.
d) Change agent - Prepare workers to accept technological changes by clarifying doubts.
e) Quality Consciousness - Commitment to quality in all aspects of personnel administration will ensure success.
Due to the new trends in HR, in a nutshell, the HR manager should treat people as resources, reward them equitably, and integrate their aspirations with corporate goals through suitable HR policies.
Anjali
MBA-1(a)
From India, Chandigarh
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HR managers today are focusing attention on the following:
a) Policies - HR policies based on trust, openness, equity, and consensus.
b) Motivation - Create conditions in which people are willing to work with zeal, initiative, and enthusiasm; make people feel like winners.
c) Relations - Fair treatment of people and prompt redress of grievances would pave the way for healthy workplace relations.
d) Change agent - Prepare workers to accept technological changes by clarifying doubts.
e) Quality Consciousness - Commitment to quality in all aspects of personnel administration will ensure success.
Due to the new trends in HR, in a nutshell, the HR manager should treat people as resources, reward them equitably, and integrate their aspirations with corporate goals through suitable HR policies.
Anjali
MBA-1(a)
From India, Chandigarh
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LG Human Resource Policies
1. Creativity and Autonomy
An individual's creativity is the basis for value creation. LG Electronics respects diversity and autonomy, allowing each of its employees to exercise their creativity to the full.
2. Emphasis on Competence
Competence is the basis for performance. LG Electronics sees competence as the most important factor in its personnel decisions.
3. Performance-Based Rewards
Rewards based on performance are essential for human motivation. LG Electronics evaluates performance results fairly and rewards them accordingly.
4. Equal Opportunities
Equal opportunities build trust among people. LG Electronics ensures equal opportunities.
Regards,
Amarjot Kaur
MBA 1A
From India, Amritsar
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1. Creativity and Autonomy
An individual's creativity is the basis for value creation. LG Electronics respects diversity and autonomy, allowing each of its employees to exercise their creativity to the full.
2. Emphasis on Competence
Competence is the basis for performance. LG Electronics sees competence as the most important factor in its personnel decisions.
3. Performance-Based Rewards
Rewards based on performance are essential for human motivation. LG Electronics evaluates performance results fairly and rewards them accordingly.
4. Equal Opportunities
Equal opportunities build trust among people. LG Electronics ensures equal opportunities.
Regards,
Amarjot Kaur
MBA 1A
From India, Amritsar
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Good Evening, Ma'am
Some of the innovative HR practices being followed by different companies:
Birla 3M
To encourage Two-way communication. They have something called "Between Us". Once every six months, the MD and the HR head visit all the branch offices. The MD discusses the business and seeks the employees' involvement in realizing the organization's goals. The HR head introduces new HR policies followed by an open discussion. Employees can voice their concerns regarding work. For sensitive issues that they prefer not to discuss openly, they can submit written questions anonymously. The questions are read aloud, and answers are provided. The papers with questions are immediately destroyed to ensure anonymity.
HR practices in Recruitment
1. Employee Referral Scheme.
2. "Interview over a Meal" - Building a comfortable environment.
3. Congratulating Parents on the final selection of a candidate, as practiced by Max Newyork Life.
4. Internal job postings allow employees to apply for openings two levels above their current position, an initiative by BSL.
Regards
Gurinder Singh
MBA-1A
From India, Kanpur
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Some of the innovative HR practices being followed by different companies:
Birla 3M
To encourage Two-way communication. They have something called "Between Us". Once every six months, the MD and the HR head visit all the branch offices. The MD discusses the business and seeks the employees' involvement in realizing the organization's goals. The HR head introduces new HR policies followed by an open discussion. Employees can voice their concerns regarding work. For sensitive issues that they prefer not to discuss openly, they can submit written questions anonymously. The questions are read aloud, and answers are provided. The papers with questions are immediately destroyed to ensure anonymity.
HR practices in Recruitment
1. Employee Referral Scheme.
2. "Interview over a Meal" - Building a comfortable environment.
3. Congratulating Parents on the final selection of a candidate, as practiced by Max Newyork Life.
4. Internal job postings allow employees to apply for openings two levels above their current position, an initiative by BSL.
Regards
Gurinder Singh
MBA-1A
From India, Kanpur
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In the competitive world, the organization should have innovative ideas; only then can it lead to very successful outcomes. Human Resource leaders should follow creative practices that help develop both the employer and the employees. This approach is essential for the organization to run successfully.
Some HR techniques include:
- Providing safety in the workplace
- Clarifying goals
- Creating work environments that support teamwork and personal job satisfaction
- Offering job stability
Regards,
Harchand Singh
MBA1a
From India, Delhi
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Some HR techniques include:
- Providing safety in the workplace
- Clarifying goals
- Creating work environments that support teamwork and personal job satisfaction
- Offering job stability
Regards,
Harchand Singh
MBA1a
From India, Delhi
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Hi mam,
Different innovative practices in HR by different companies include career development risks, re-entry problems, and culture shock. To balance the pros and cons of home country and host country evaluations, performance evaluations should combine the two sources of appraisal information.
From India
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Different innovative practices in HR by different companies include career development risks, re-entry problems, and culture shock. To balance the pros and cons of home country and host country evaluations, performance evaluations should combine the two sources of appraisal information.
From India
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Hi mam,
Different innovative practices in HR by different companies are:
Selection of employees requires careful evaluation of the personal characteristics of the candidate and his/her spouse.
Compensation systems should support the overall strategic intent of the organization but should be customized for local conditions.
From India
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Different innovative practices in HR by different companies are:
Selection of employees requires careful evaluation of the personal characteristics of the candidate and his/her spouse.
Compensation systems should support the overall strategic intent of the organization but should be customized for local conditions.
From India
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Hi, ma'am,
Here are different innovative practices in HR by different companies.
In many European countries - Germany for one - the law establishes representation. Organizations typically negotiate agreements with the unions at a national level. In Europe, it is more likely for salaried employees and managers to be unionized.
Companies engage in continuous quality improvement through Total Quality Management (TQM) and HR contributions such as training, development, counseling, etc.
From India, Chandigarh
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Here are different innovative practices in HR by different companies.
In many European countries - Germany for one - the law establishes representation. Organizations typically negotiate agreements with the unions at a national level. In Europe, it is more likely for salaried employees and managers to be unionized.
Companies engage in continuous quality improvement through Total Quality Management (TQM) and HR contributions such as training, development, counseling, etc.
From India, Chandigarh
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Different innovative practices in HR by different companies include the following:
Selection of employees requires careful evaluation of the personal characteristics of the candidate and his/her spouse.
Compensation systems should support the overall strategic intent of the organization but should be customized for local conditions.
From India, Ludhiana
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Selection of employees requires careful evaluation of the personal characteristics of the candidate and his/her spouse.
Compensation systems should support the overall strategic intent of the organization but should be customized for local conditions.
From India, Ludhiana
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Hello all,
Please read this.
Human resource outsourcing is a new innovation that renders a traditional HR department obsolete in an organization. Exult, the international leader in HR BPO, has already partnered with Bank of America and other global players like BP Amoco. They plan to expand their business to encompass most of the Fortune 500 companies over the years.
Rishabh Kakkar
From India, Ludhiana
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Please read this.
Human resource outsourcing is a new innovation that renders a traditional HR department obsolete in an organization. Exult, the international leader in HR BPO, has already partnered with Bank of America and other global players like BP Amoco. They plan to expand their business to encompass most of the Fortune 500 companies over the years.
Rishabh Kakkar
From India, Ludhiana
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INNOVATIVE HR PRACTICES
All managers have heard and read countless times about how to build teams, empower the workforce, and develop trust. The commonplace HR practices prevalent across the entire business world are just as relevant to this business as any other. The HR policies must be integrated with business policies. HR professionals must have a balance in terms of centralization or decentralization of HR practices; some are ethnocentric, while others may be geocentric or regiocentric.
For example:
A number of years ago, I worked for a company that gave employees "scratchers" (similar to a lottery ticket) for various types of recognition. With the points accumulated from these scratchers, they could then purchase items from the company store such as hats, shirts, jackets, coffee cups, golf accessories, all marked with the company logo. Apart from giving recognition, this practice built pride in the company name.
Another company more recently gave employees Visa Gift cards that had the company artwork on them.
From India, Ludhiana
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All managers have heard and read countless times about how to build teams, empower the workforce, and develop trust. The commonplace HR practices prevalent across the entire business world are just as relevant to this business as any other. The HR policies must be integrated with business policies. HR professionals must have a balance in terms of centralization or decentralization of HR practices; some are ethnocentric, while others may be geocentric or regiocentric.
For example:
A number of years ago, I worked for a company that gave employees "scratchers" (similar to a lottery ticket) for various types of recognition. With the points accumulated from these scratchers, they could then purchase items from the company store such as hats, shirts, jackets, coffee cups, golf accessories, all marked with the company logo. Apart from giving recognition, this practice built pride in the company name.
Another company more recently gave employees Visa Gift cards that had the company artwork on them.
From India, Ludhiana
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Good evening, ma'am.
The latest techniques in the field of Human Resource Development are:
Employees for Lease: Sometimes, organizations depend on consultancy agencies or individual consultants for their expertise to tap into and utilize their expert knowledge. The consultancy agencies offer expert advice, and the execution of the advice is left to the employees of the organization.
Moonlighting by Employees: This situation arises among employees due to dissatisfaction with the present wage and salary structure. They feel that the employer is benefiting from increased profits and that they are being exploited. Consequently, they may agitate for a wage hike, take up another part-time job, or start a business simultaneously with their original job. This is also known as Double Jobbing.
Dual Career Groups: There has been a significant increase in the number of female employees in all types of organizations due to increased career orientation among women in recent years, the creation of a variety of jobs, higher-level commitment, better performance, less demanding and agitative orientation, economic freedom, better social status, and aspirations for a quality work life.
Flexi-time and Flexi-work: The number of hours in a day, the number of days in a week, and the work schedule when the worker has to perform are normally stated in the Job Description. The concept of Flexi-time has been introduced to accommodate the convenience of the workers without affecting organizational functioning. Flexi-time is a program that allows flexible entry and leaving times for employees.
From India, Ludhiana
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The latest techniques in the field of Human Resource Development are:
Employees for Lease: Sometimes, organizations depend on consultancy agencies or individual consultants for their expertise to tap into and utilize their expert knowledge. The consultancy agencies offer expert advice, and the execution of the advice is left to the employees of the organization.
Moonlighting by Employees: This situation arises among employees due to dissatisfaction with the present wage and salary structure. They feel that the employer is benefiting from increased profits and that they are being exploited. Consequently, they may agitate for a wage hike, take up another part-time job, or start a business simultaneously with their original job. This is also known as Double Jobbing.
Dual Career Groups: There has been a significant increase in the number of female employees in all types of organizations due to increased career orientation among women in recent years, the creation of a variety of jobs, higher-level commitment, better performance, less demanding and agitative orientation, economic freedom, better social status, and aspirations for a quality work life.
Flexi-time and Flexi-work: The number of hours in a day, the number of days in a week, and the work schedule when the worker has to perform are normally stated in the Job Description. The concept of Flexi-time has been introduced to accommodate the convenience of the workers without affecting organizational functioning. Flexi-time is a program that allows flexible entry and leaving times for employees.
From India, Ludhiana
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Good evening, ma'am,
Different innovative approaches in HR by various companies are as follows:
TATA MOTORS:
1) Balanced Scorecard.
2) Days at TATA.
3) Employee communication.
4) Training programs.
5) Selection executive.
6) Training in Finance.
7) Training in Fundamentals of Human Resource Management.
8) Training in International Compensation.
9) Training in Compensation.
10) Training in Development.
11) TATA Administrative Services.
12) Large-scale cost reduction.
13) Training for senior management.
14) Training in performance-linked incentives.
TCS:
1) MAITREE.
2) PROPEL.
3) PULSE.
4) PEEP.
5) Referral policy.
INFOSYS:
1) Employee handbook contents.
2) Intranet uses.
3) Open-door policy.
4) Promotional policy.
5) Leave policy.
6) Extended leave policy.
7) Whistleblower Policy.
Regards,
GAURAV KUMAR GUPTA.
MBA-1A
PCTE.
From India, Kanpur
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Different innovative approaches in HR by various companies are as follows:
TATA MOTORS:
1) Balanced Scorecard.
2) Days at TATA.
3) Employee communication.
4) Training programs.
5) Selection executive.
6) Training in Finance.
7) Training in Fundamentals of Human Resource Management.
8) Training in International Compensation.
9) Training in Compensation.
10) Training in Development.
11) TATA Administrative Services.
12) Large-scale cost reduction.
13) Training for senior management.
14) Training in performance-linked incentives.
TCS:
1) MAITREE.
2) PROPEL.
3) PULSE.
4) PEEP.
5) Referral policy.
INFOSYS:
1) Employee handbook contents.
2) Intranet uses.
3) Open-door policy.
4) Promotional policy.
5) Leave policy.
6) Extended leave policy.
7) Whistleblower Policy.
Regards,
GAURAV KUMAR GUPTA.
MBA-1A
PCTE.
From India, Kanpur
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Hello, ma'am,
NEW TECHNIQUES IN HUMAN RESOURCE
1. Employees for Lease
2. Flexi-time & Flexi-work
3. Time Keeping
4. Training & Development
5. Moonlighting by Employees
6. Dream Project
7. Sponsorship Program For Higher Studies
8. Job Rotation
9. Cafeteria
10. Yellow Pages
11. Leadership Program
Regards,
Piyush Jolly
MBA-1 (A)
From India, Kanpur
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NEW TECHNIQUES IN HUMAN RESOURCE
1. Employees for Lease
2. Flexi-time & Flexi-work
3. Time Keeping
4. Training & Development
5. Moonlighting by Employees
6. Dream Project
7. Sponsorship Program For Higher Studies
8. Job Rotation
9. Cafeteria
10. Yellow Pages
11. Leadership Program
Regards,
Piyush Jolly
MBA-1 (A)
From India, Kanpur
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Hello Mam
Patni Computers has introduced few new policies for their employees development and engagement such as-:
1.Patni Academy for Competency Enhancement’ for training( PACE)
2.Lifestyle Assessment Survey’ and ‘Patni Confidante Program’ for employee connects
3.‘Winner’s Circle’ for rewards and recognition and
4.‘Patni Leadership Academy’
for employee growth and development
It even won a prize for its 'innovative Retention Strategies’ at the World HRD Congress 2010.
‘Patni Academy for Competency Enhancement’ (PACE) offers technical training. One of the prime objectives of PACE is to groom campus recruits in relevant technical streams. Besides, skill sets of employees are continuously upgraded to enhance the competency levels of employees as per job requirements.
The above mentioned methods are being introduced for upgradation and development of employees .
Regards
Kamalpreet Singh
MBA-1 (A)
From India, Mumbai
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Patni Computers has introduced few new policies for their employees development and engagement such as-:
1.Patni Academy for Competency Enhancement’ for training( PACE)
2.Lifestyle Assessment Survey’ and ‘Patni Confidante Program’ for employee connects
3.‘Winner’s Circle’ for rewards and recognition and
4.‘Patni Leadership Academy’
for employee growth and development
It even won a prize for its 'innovative Retention Strategies’ at the World HRD Congress 2010.
‘Patni Academy for Competency Enhancement’ (PACE) offers technical training. One of the prime objectives of PACE is to groom campus recruits in relevant technical streams. Besides, skill sets of employees are continuously upgraded to enhance the competency levels of employees as per job requirements.
The above mentioned methods are being introduced for upgradation and development of employees .
Regards
Kamalpreet Singh
MBA-1 (A)
From India, Mumbai
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Walmart Hr Practices
Wal-Mart’s main strategy has been to become a price leader through efficiency and processing, and in doing this it has positioned itself as the world’s largest retailer, accounting for ten percent of the United States’ two and a half percent annual productivity growth over the past decade (Solman, 2004). This success has not come without a cost though. Wal-Mart has faced much criticism, as well as litigation, for its human resource (HR) policies, being accused of underpaying and demanding too much of its associates. Research has shown (Bernardin, 2007) that HR practices are the leading indicators of lagging financial performance measures, but Wal-Mart is making itself an exception to this rule.
The discrepancy between Wal-Mart’s poor HR leading indicators and its high degree of financial success has to do with the introduction and extensive use of technology in its processes. By increasing the level of automation in its warehouses and stores, Wal-Mart has reduced the importanceof employee satisfaction. The smooth flow of operations is less dependent on employees, allowing Wal-Mart to hire individuals with low levels of education for minimum wage compensation. This increase in the use of technology also means that very little employee training is necessary for successful execution of job tasks. The minimal training significantly reduces the investment that Wal-Mart has in each employee, which makes them easily replaceable as there is not a large financial or temporal penalty in getting a new person up to speed on their responsibilities.
The reputation this builds for Wal-Mart is not favorable and could result in a reduced customer value proposition and loss in customers, but image and corporate social responsibility are not the only factors driving customer value. Additional factors include price and convenience, two things that Wal-Mart is very good at delivering.
From India, Ludhiana
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Wal-Mart’s main strategy has been to become a price leader through efficiency and processing, and in doing this it has positioned itself as the world’s largest retailer, accounting for ten percent of the United States’ two and a half percent annual productivity growth over the past decade (Solman, 2004). This success has not come without a cost though. Wal-Mart has faced much criticism, as well as litigation, for its human resource (HR) policies, being accused of underpaying and demanding too much of its associates. Research has shown (Bernardin, 2007) that HR practices are the leading indicators of lagging financial performance measures, but Wal-Mart is making itself an exception to this rule.
The discrepancy between Wal-Mart’s poor HR leading indicators and its high degree of financial success has to do with the introduction and extensive use of technology in its processes. By increasing the level of automation in its warehouses and stores, Wal-Mart has reduced the importanceof employee satisfaction. The smooth flow of operations is less dependent on employees, allowing Wal-Mart to hire individuals with low levels of education for minimum wage compensation. This increase in the use of technology also means that very little employee training is necessary for successful execution of job tasks. The minimal training significantly reduces the investment that Wal-Mart has in each employee, which makes them easily replaceable as there is not a large financial or temporal penalty in getting a new person up to speed on their responsibilities.
The reputation this builds for Wal-Mart is not favorable and could result in a reduced customer value proposition and loss in customers, but image and corporate social responsibility are not the only factors driving customer value. Additional factors include price and convenience, two things that Wal-Mart is very good at delivering.
From India, Ludhiana
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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."
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).
Next, you statistically determine which of these many traits your top performers and most impactful employees' exhibit that differentiates them from bottom performing and average employees.
From India, Ludhiana
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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."
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).
Next, you statistically determine which of these many traits your top performers and most impactful employees' exhibit that differentiates them from bottom performing and average employees.
From India, Ludhiana
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Best Hr Practices
Here are some of the best HR practices that help in the creation of a highly satisfied and motivated work force.
Work Environment
A safe and happy workplace makes the employees feel good about being there. Each one is given importance and provided the security that gives them the motivation and incentive to stay. This is usually achieved through internal surveys to find out whether they are satisfied and if not what they think needs to be changed.
Open Management
Employees don’t like the feeling of being kept in the dark about what is happening in the company. They feel motivated and develop enthusiasm only when the management opens up to them and discusses the company policies, sales, clients, contracts, goals and objectives. This encourages participative management. Asking them for ideas on how to improve will get their creative juices flowing. Being open about everything related to the company will help in building trust and motivating the employees. This open management policy canbe practiced using several tools.
Performance Incentives
Every good performance is appreciated in the form of a pat on the back, bonuses or giving some other compensation for a job well done. Organizations that struggle to keep up with the attrition rate are mostly those that think employees are “just” doing their job. Even if it is the employee’s job, completion in an appreciable manner calls for an incentive, and this goes a long way in boosting the staff morale. These incentives can be implemented at the individual as well as the team level and it has been seen that this works wonders in getting the best out of the employees. But it is important to keep in mind that these bonuses should not be given without a reason, unless it is a commitment for annual bonuses or some such thing. Doing so will only reduce the perceived value of the bonuses.
From India, Ludhiana
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Here are some of the best HR practices that help in the creation of a highly satisfied and motivated work force.
Work Environment
A safe and happy workplace makes the employees feel good about being there. Each one is given importance and provided the security that gives them the motivation and incentive to stay. This is usually achieved through internal surveys to find out whether they are satisfied and if not what they think needs to be changed.
Open Management
Employees don’t like the feeling of being kept in the dark about what is happening in the company. They feel motivated and develop enthusiasm only when the management opens up to them and discusses the company policies, sales, clients, contracts, goals and objectives. This encourages participative management. Asking them for ideas on how to improve will get their creative juices flowing. Being open about everything related to the company will help in building trust and motivating the employees. This open management policy canbe practiced using several tools.
Performance Incentives
Every good performance is appreciated in the form of a pat on the back, bonuses or giving some other compensation for a job well done. Organizations that struggle to keep up with the attrition rate are mostly those that think employees are “just” doing their job. Even if it is the employee’s job, completion in an appreciable manner calls for an incentive, and this goes a long way in boosting the staff morale. These incentives can be implemented at the individual as well as the team level and it has been seen that this works wonders in getting the best out of the employees. But it is important to keep in mind that these bonuses should not be given without a reason, unless it is a commitment for annual bonuses or some such thing. Doing so will only reduce the perceived value of the bonuses.
From India, Ludhiana
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Hello Ma'm
Some HR policies being followed include:
Learning Environment
Career Graphs for employees
Inculcate Team Work
Making employees accountable
Fun at work
Achieving a match between individual and organizational goal
Helping employees acquire new skills
Celebrations and Social and Cultural Networks
Periodic rewards or gifts for work done
Measuring employee satisfaction
Stress Management
Company specific:
Hughes Software Systems:
1. Managers give “Snap Awards” for individual and team achievements to their teams when they excel or do something outstanding.
2.There are Annual Achievement Award under four categories:
• Most Initiatives
• Best Customer Orientation
• Best Team Worker
• Most Innovative.
3. There is an award for Best People and Project Managers, given to two best managers and leaders each year.
4. E-greetings have been operational is HSS through the intranet to send appreciation to other employees. Special cards suited to the HSS environment are available.
Airtel
1.strongly believe in ‘softer skills’ such as working in teams, inter-personals skills, communication skills, creative thinking, entrepreneurial skills etc.
2. Customer Contact Programme’. Once a month, all senior managers reach out to customers to get a first hand feel and feedback from them.
Wipro Technologies
A program, which is known as “wings within’- an internal job posting system. This works well, as our people can apply for jobs in other departments and they do not have to inform their supervisors about it. If selected they can move out and nobody can stop them.
From India, Bhatinda
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Some HR policies being followed include:
Learning Environment
Career Graphs for employees
Inculcate Team Work
Making employees accountable
Fun at work
Achieving a match between individual and organizational goal
Helping employees acquire new skills
Celebrations and Social and Cultural Networks
Periodic rewards or gifts for work done
Measuring employee satisfaction
Stress Management
Company specific:
Hughes Software Systems:
1. Managers give “Snap Awards” for individual and team achievements to their teams when they excel or do something outstanding.
2.There are Annual Achievement Award under four categories:
• Most Initiatives
• Best Customer Orientation
• Best Team Worker
• Most Innovative.
3. There is an award for Best People and Project Managers, given to two best managers and leaders each year.
4. E-greetings have been operational is HSS through the intranet to send appreciation to other employees. Special cards suited to the HSS environment are available.
Airtel
1.strongly believe in ‘softer skills’ such as working in teams, inter-personals skills, communication skills, creative thinking, entrepreneurial skills etc.
2. Customer Contact Programme’. Once a month, all senior managers reach out to customers to get a first hand feel and feedback from them.
Wipro Technologies
A program, which is known as “wings within’- an internal job posting system. This works well, as our people can apply for jobs in other departments and they do not have to inform their supervisors about it. If selected they can move out and nobody can stop them.
From India, Bhatinda
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Hello ma'am,
These are the following innovations in HR that are adopted by different firms:
- Good working conditions
- Understanding workforce diversity
- Employee surveys for mental satisfaction levels
- Providing initiatives
- Top-level management interacting with lower-level management
- Consulting with experts during recruitment
- Paying attention to the problems of their employees
- Annual achievement awards
Sumeet Kumar Jaiswal
MBA 1A
From India, Pune
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These are the following innovations in HR that are adopted by different firms:
- Good working conditions
- Understanding workforce diversity
- Employee surveys for mental satisfaction levels
- Providing initiatives
- Top-level management interacting with lower-level management
- Consulting with experts during recruitment
- Paying attention to the problems of their employees
- Annual achievement awards
Sumeet Kumar Jaiswal
MBA 1A
From India, Pune
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Hi,
Talent Exchange is launching a dedicated weekly newspaper, online portal, and 24x7 call center. I think this is a Made in India Talent Management innovation in Human Capital Management. Let us be a part of the "Job Revolution" in this Talent age. I think this will be a One-Stop HR Solution center for Students, Job Seekers, and Employers.
From India, Hyderabad
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Talent Exchange is launching a dedicated weekly newspaper, online portal, and 24x7 call center. I think this is a Made in India Talent Management innovation in Human Capital Management. Let us be a part of the "Job Revolution" in this Talent age. I think this will be a One-Stop HR Solution center for Students, Job Seekers, and Employers.
From India, Hyderabad
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Innovative HR Practices-.doc
Aligning HR Policies to Business Objectives.ppt
HR policies & procedures May 2007.pdf