Hi,
I am working as an HR executive in an organization with 3,400 employees spread across five manufacturing units and the head office. Despite the extensive operations, we currently lack robust HR practices beyond basic payroll, recruitment, leave management, and certain statutory functions that are insufficient for a successful organization.
Now that my management is interested in implementing new HR practices, I would appreciate your suggestions for improvement to help my organization become the best employer. We are also in the process of developing an Induction Manual and Training Program. Please provide your suggestions, feedback, and any formats you may have.
Thank you in advance.
Chaitanya
HR
From United States, New Bedford
Acknowledge(0)
Amend(0)
I am working as an HR executive in an organization with 3,400 employees spread across five manufacturing units and the head office. Despite the extensive operations, we currently lack robust HR practices beyond basic payroll, recruitment, leave management, and certain statutory functions that are insufficient for a successful organization.
Now that my management is interested in implementing new HR practices, I would appreciate your suggestions for improvement to help my organization become the best employer. We are also in the process of developing an Induction Manual and Training Program. Please provide your suggestions, feedback, and any formats you may have.
Thank you in advance.
Chaitanya
HR
From United States, New Bedford
Acknowledge(0)Amend(0)
Hi Chaitanya, M posting certain articles which i had downloaded from citehr earlier..hope this helps you.. Regards, Nirali Desai
From India, Mumbai
Acknowledge(0)Amend(0)
6From India, Mumbai
Acknowledge(0)Amend(0)
Hi, please take details for the Induction & Training Programme from the links below:
- <link outdated-removed> (Search On Cite | Search On Google)
- <link outdated-removed> (Search On Cite | Search On Google)
- <link outdated-removed> (Search On Cite | Search On Google)
Kindly start with Training Needs, Training Programme, Performance Management, Employee Engagements, Exit Interviews.
Make an HR policy & Employee Manual.
From India, Coimbatore
Acknowledge(0)Amend(0)
- <link outdated-removed> (Search On Cite | Search On Google)
- <link outdated-removed> (Search On Cite | Search On Google)
- <link outdated-removed> (Search On Cite | Search On Google)
Kindly start with Training Needs, Training Programme, Performance Management, Employee Engagements, Exit Interviews.
Make an HR policy & Employee Manual.
From India, Coimbatore
Acknowledge(0)Amend(0)
Hi Chaitanya:
The good practices will start with the management and organization policies.
Any organization should have adequate support to HR from the management to implement any new practices which benefits the organization. If the management is supportive, try develop good policies and implement it across the organization for all levels in hierarcy.
Having an Employee Handbook in place is highly useful.
If you already have Handbook just check whether the following policies are captured in your handbook.
Index
Scope
Introduction
A. Core Values
B. Mission Statement
I. Section I – Employment Practices
A. Affirmative Action Policy Statement
B. Persons with Disabilities Policy
C. Attendance
D. Categories of Employees
E. Disciplinary Action
F. Policy on Grooming, Dress and Personal Appearance
G. Drug - Free Workplace
H. Employee Referral Program
I. Employee Service Awards
J. Employment Records
K. Exit Interview
L. Flexi time Policy
M. Hiring of Relatives
N. Lightning Award Policy
O. Minimum Age Requirements
P. Pay Policies
Q. Pregnancy
R. Problem Resolution Procedures
S. Promotions and Transfers
T. Salary Administration
U. Sexual Harassment
V. Termination of Employment
W. Performance Target Award Program
X. Tuition Reimbursement
II. Section II – Benefits and Eligibility
A. Group Insurance
1. Life Insurance
2. Mediclaim
3. Group Accident Policy
4. Annual Master Health Checkup
B. Holidays
C. Leave Policies
D. Gratuity
E. Superannuation
F. Provident Fund
G. Employees’ Family Pension Scheme
III. Section III – General
A. General
1. Building Security
2. Charitable Contributions
3. Electronic Mail (E- Mail) Policy
4. Environmental/Recycling Programs
5. Evacuation Procedures
6. Financial Interest Policy
7. Gambling
8. Gift Policy
B. General Policies
1. Inspections by Government Agencies
2. Internet Policy
3. Parking
4. Safety
5. Secondary & Freelance Employment
6. Smoking Policy
7. Solicitations
8. Travel and Travel Reimbursement Policy
9. Whistleblower Policy
11. Code of Ethics
From India, Hyderabad
Acknowledge(0)Amend(0)
The good practices will start with the management and organization policies.
Any organization should have adequate support to HR from the management to implement any new practices which benefits the organization. If the management is supportive, try develop good policies and implement it across the organization for all levels in hierarcy.
Having an Employee Handbook in place is highly useful.
If you already have Handbook just check whether the following policies are captured in your handbook.
Index
Scope
Introduction
A. Core Values
B. Mission Statement
I. Section I – Employment Practices
A. Affirmative Action Policy Statement
B. Persons with Disabilities Policy
C. Attendance
D. Categories of Employees
E. Disciplinary Action
F. Policy on Grooming, Dress and Personal Appearance
G. Drug - Free Workplace
H. Employee Referral Program
I. Employee Service Awards
J. Employment Records
K. Exit Interview
L. Flexi time Policy
M. Hiring of Relatives
N. Lightning Award Policy
O. Minimum Age Requirements
P. Pay Policies
Q. Pregnancy
R. Problem Resolution Procedures
S. Promotions and Transfers
T. Salary Administration
U. Sexual Harassment
V. Termination of Employment
W. Performance Target Award Program
X. Tuition Reimbursement
II. Section II – Benefits and Eligibility
A. Group Insurance
1. Life Insurance
2. Mediclaim
3. Group Accident Policy
4. Annual Master Health Checkup
B. Holidays
C. Leave Policies
D. Gratuity
E. Superannuation
F. Provident Fund
G. Employees’ Family Pension Scheme
III. Section III – General
A. General
1. Building Security
2. Charitable Contributions
3. Electronic Mail (E- Mail) Policy
4. Environmental/Recycling Programs
5. Evacuation Procedures
6. Financial Interest Policy
7. Gambling
8. Gift Policy
B. General Policies
1. Inspections by Government Agencies
2. Internet Policy
3. Parking
4. Safety
5. Secondary & Freelance Employment
6. Smoking Policy
7. Solicitations
8. Travel and Travel Reimbursement Policy
9. Whistleblower Policy
11. Code of Ethics
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi Chaitanya May I know, which industry you are working.... so as to suggest the policies to suit to your requirements... Suresh
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi Chaitanya,
You may have the following policies, procedures, and processes in place as helping tools in developing your organization to the next stage:
- Design and improve your development strategies
- Review your MBO policy
- Recruitment Process
- Develop a comprehensive retention strategy
- Define KRA, KPI for every department
- Career planning, Succession planning
I would also recommend having an HR manual and an employee handbook. As one of our friends mentioned earlier, the list covers most of the areas of any HR manual.
Hope this serves the purpose.
From India, Bangalore
Acknowledge(0)Amend(0)
You may have the following policies, procedures, and processes in place as helping tools in developing your organization to the next stage:
- Design and improve your development strategies
- Review your MBO policy
- Recruitment Process
- Develop a comprehensive retention strategy
- Define KRA, KPI for every department
- Career planning, Succession planning
I would also recommend having an HR manual and an employee handbook. As one of our friends mentioned earlier, the list covers most of the areas of any HR manual.
Hope this serves the purpose.
From India, Bangalore
Acknowledge(0)Amend(0)
Can anyone share some of your good HR practices from the perspective of employee relations, initiatives/programs, creative ideas,etc that you are currently carrying out in your company? Sk
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
8-) hi, you can also include Rescission of Resignation policy and Bullying and Harrassment policy. ta, Bame
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
Hi Nirali,
Thank you for the useful input. I am working in a BPO. Though turnover is good, we are facing a problem with attrition. Can you help me by giving any ideas to work on attrition, particularly for a Medical Transcription company? It is a very big task to compete with the market and retain our employees without increasing salaries, but I want to try and see the results.
Thank you in advance,
Sowmya, AM - HR
From India, Hyderabad
Acknowledge(0)Amend(0)
Thank you for the useful input. I am working in a BPO. Though turnover is good, we are facing a problem with attrition. Can you help me by giving any ideas to work on attrition, particularly for a Medical Transcription company? It is a very big task to compete with the market and retain our employees without increasing salaries, but I want to try and see the results.
Thank you in advance,
Sowmya, AM - HR
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi,all friends & HR Fellows Can anybody mention here about BEST INNOVATION - in HR ,which implemented and appreciated by management in your organization.
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
Hi Chitanya,
I am also from the manufacturing industry. To be very precise, let's take an example: this is the right time to launch an educational assistance fund for your employees' children. Whether it's Rs. 1000 per child, this initiative will create a strong bond with the organization. I have implemented this and am experiencing good results; you should give it a try.
Rameshan
From India, Tiruppur
Acknowledge(0)Amend(0)
I am also from the manufacturing industry. To be very precise, let's take an example: this is the right time to launch an educational assistance fund for your employees' children. Whether it's Rs. 1000 per child, this initiative will create a strong bond with the organization. I have implemented this and am experiencing good results; you should give it a try.
Rameshan
From India, Tiruppur
Acknowledge(0)Amend(0)
Hi....Dear All, My Self Amit Saxena i am working as Exe.Administrative in H.R.Administration depat.
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Hi,
When it comes to best HR practices, focusing more on welfare activities, individual development, quality of life, and employee relations in a very professional manner automatically establishes effective HR practices, leading to the recognition of a top-tier HR system. These aspects go beyond salary considerations.
Regards,
Arun
From India, Delhi
Acknowledge(0)Amend(0)
When it comes to best HR practices, focusing more on welfare activities, individual development, quality of life, and employee relations in a very professional manner automatically establishes effective HR practices, leading to the recognition of a top-tier HR system. These aspects go beyond salary considerations.
Regards,
Arun
From India, Delhi
Acknowledge(0)Amend(0)
Hi!
My company has complete Operating Manuals that are professionally written and benchmarked with the best corporate practices worldwide. But we sell them. Get in touch if interested.
Ed Llarena, Jr. Managing Partner Emilla Consulting
From Philippines, Parañaque
Acknowledge(0)Amend(0)
My company has complete Operating Manuals that are professionally written and benchmarked with the best corporate practices worldwide. But we sell them. Get in touch if interested.
Ed Llarena, Jr. Managing Partner Emilla Consulting
From Philippines, Parañaque
Acknowledge(0)Amend(0)
Dear All,
Please click on the link below to learn about the best practices among companies:
https://www.citehr.com/100762-great-places-work-india-top-10-best-hr-employment-practices-made-them-best.html
Thank you.
From India, Coimbatore
Acknowledge(0)Amend(0)
Please click on the link below to learn about the best practices among companies:
https://www.citehr.com/100762-great-places-work-india-top-10-best-hr-employment-practices-made-them-best.html
Thank you.
From India, Coimbatore
Acknowledge(0)Amend(0)
Hello, Chaitanya. I have gone through various postings on your query. 3400 people multi-location Pharma... you definitely must have some good practices yourself. The organization would not have survived without strengths. The first assignment you must look at is what strengths the organization has. Then build on strengths. In the name of benchmarking best practices, some organizations have overlooked their best practices! Look at your strengths, then look at others and build.
Siva
From India, Chennai
Acknowledge(0)Amend(0)
Siva
From India, Chennai
Acknowledge(0)Amend(0)
Hi Sowmya,
According to me, in order to curb attrition, you should first find the causes for such attrition. This can be done through exit interviews. In the current context, you can carry out an employee opinion/satisfaction survey, which will help you find out the reasons for people leaving and their expectations and aspirations.
I am attaching some information on attrition as well as exit interviews. For the employee satisfaction survey, there is a lot on CiteHR that you can access if you search.
Hope this helps you.
Regards,
Nirali Desai
🌟
From India, Mumbai
Acknowledge(0)Amend(0)
According to me, in order to curb attrition, you should first find the causes for such attrition. This can be done through exit interviews. In the current context, you can carry out an employee opinion/satisfaction survey, which will help you find out the reasons for people leaving and their expectations and aspirations.
I am attaching some information on attrition as well as exit interviews. For the employee satisfaction survey, there is a lot on CiteHR that you can access if you search.
Hope this helps you.
Regards,
Nirali Desai
🌟
From India, Mumbai
Acknowledge(0)Amend(0)
For bringing the positive change, Managers may have to :
Depend less on your position in the hierarchy and more on your expertise, leadership and personality
Pay more attention to that a wider range of other in the organization think and say
To get the things done requires a manager to be more than responsive to people and situations. It demands pragmatic common sense combined with a good knowledge of the organisations’ principal aims. In practical terms it means that you as a manager may have to :
The leadership of change requires managers to avoid becoming trapped in side issues, details, paper work or irrelevancies. In practical terms it means that you as a manager may have to :
From India, Pune
Acknowledge(0)Amend(0)
Depend less on your position in the hierarchy and more on your expertise, leadership and personality
Pay more attention to that a wider range of other in the organization think and say
- Adapt easily to new information and situations
- Attend more to your own and other people’s intuition.
- Place more value on the creative, experimenting style of making things happen
- Rely less on rules, systems, procedures and control and hence live with a greater degree of risk and uncertainty
- Recognise the needs of followers to satisfy their higher needs of personal development, autonomy and self realization.
To get the things done requires a manager to be more than responsive to people and situations. It demands pragmatic common sense combined with a good knowledge of the organisations’ principal aims. In practical terms it means that you as a manager may have to :
- Formulate your own goals
- Evaluate your own successes and failures with ruthless and sometimes painful honesty
- Seek constantly to clarify and simplify aims so that the tasks to make them happen are clearly identified and allocated.
- Go beyond your own job boundaries and take an interest in events throughout the whole organization
- Test constantly whether proposed actions are really achievable and desirable
- Keep an eye on the bottom line which may be profitability, quality of service, morale and so on.
The leadership of change requires managers to avoid becoming trapped in side issues, details, paper work or irrelevancies. In practical terms it means that you as a manager may have to :
- Develop political and networking skills in which you learn to read the political and economic climate
- Look outward beyond your own work area and the organization itself.
- Acquire public relations skills, in particular learning how to handle the media
- Organize how you spend your time and limited energy
- Maximize delegation
- Build yourself good channels of communication and systems for monitoring what is happening.
From India, Pune
Acknowledge(0)Amend(0)
Hi Chaitanya,
I am working as an HR in a software company. Can you please suggest to me how to conduct a reference check of a candidate before he/she joins our company? Also, tell me when to take the reference check, i.e., before or after giving the appointment letter.
Regards,
Kala
From India, Mumbai
Acknowledge(0)Amend(0)
I am working as an HR in a software company. Can you please suggest to me how to conduct a reference check of a candidate before he/she joins our company? Also, tell me when to take the reference check, i.e., before or after giving the appointment letter.
Regards,
Kala
From India, Mumbai
Acknowledge(0)Amend(0)
HI, Im Roopa, new to this forum and this is the first time posting in a forum. would like to have some insights about Key HR priorities(Key Focus Areas, Measure to aceive them) Thanks Roopa
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear Chaitanya, Herewith attach file , it may useful to you for introduction of HRD -welfare scheme Regards, Mahesh Patel
From India, Ahmadabad
Acknowledge(0)Amend(0)
From India, Ahmadabad
Acknowledge(0)Amend(0)
Hi Chaitanya,
I feel in the process of collecting information, a post by T. Sivasankaran is neglected somewhere. He has a very valid point. Please make a note of that also.
In case you have made a note of that, then please neglect my message.
From India, Pune
Acknowledge(0)Amend(0)
I feel in the process of collecting information, a post by T. Sivasankaran is neglected somewhere. He has a very valid point. Please make a note of that also.
In case you have made a note of that, then please neglect my message.
From India, Pune
Acknowledge(0)Amend(0)
Dear Chaitanya,
I am working as an HR executive in an organization with 3,400 employees spread across five manufacturing units and the head office. Despite our extensive operations, we lack robust HR practices beyond basic payroll, recruitment, leave management, and certain statutory functions that are insufficient for a successful organization.
With my management now expressing interest in implementing new HR practices, I seek your suggestions for improvement to help our organization become the best employer. We are also in the process of creating an Induction manual and Training program. I would appreciate your feedback, suggestions, and any sample formats you may have.
Thank you in advance.
Chaitanya
HR
Dear Chaitanya,
You may want to conduct a Google search for the HR software product 'EmpXtrack,' which consists of 18 modules based on the best HR practices across various industries. One of the most effective HR practices is transforming your organization into a learning organization, with technology playing a key role in enhancing your HR processes.
I hope you find the EmpXtrack website informative and beneficial.
Regards,
B K Bhatia
From India, Delhi
Acknowledge(0)Amend(0)
I am working as an HR executive in an organization with 3,400 employees spread across five manufacturing units and the head office. Despite our extensive operations, we lack robust HR practices beyond basic payroll, recruitment, leave management, and certain statutory functions that are insufficient for a successful organization.
With my management now expressing interest in implementing new HR practices, I seek your suggestions for improvement to help our organization become the best employer. We are also in the process of creating an Induction manual and Training program. I would appreciate your feedback, suggestions, and any sample formats you may have.
Thank you in advance.
Chaitanya
HR
Dear Chaitanya,
You may want to conduct a Google search for the HR software product 'EmpXtrack,' which consists of 18 modules based on the best HR practices across various industries. One of the most effective HR practices is transforming your organization into a learning organization, with technology playing a key role in enhancing your HR processes.
I hope you find the EmpXtrack website informative and beneficial.
Regards,
B K Bhatia
From India, Delhi
Acknowledge(0)Amend(0)
Hi,
Reference checks are to be done once the employee joins the organization, either through a consultant who would charge for verification based on:
1. Number of inputs and/or nature of inputs you require
(or)
2. In-house HR coordinator can contact the HR department
Broadly, inputs include:
1. ID proof
2. Address verification
3. Education verification (certificate validity)
4. Criminal record check
5. Previous employment check
6. Reference check
7. Passport validation
8. Driving license verification
9. IT returns validation
Chaitanya
HR
From United States, New Bedford
Acknowledge(0)Amend(0)
Reference checks are to be done once the employee joins the organization, either through a consultant who would charge for verification based on:
1. Number of inputs and/or nature of inputs you require
(or)
2. In-house HR coordinator can contact the HR department
Broadly, inputs include:
1. ID proof
2. Address verification
3. Education verification (certificate validity)
4. Criminal record check
5. Previous employment check
6. Reference check
7. Passport validation
8. Driving license verification
9. IT returns validation
Chaitanya
HR
From United States, New Bedford
Acknowledge(0)Amend(0)
Can anybody put here your valuable suggestions while practicing very good innovation (implementation) through HR - in the sense of:
1. "Human Touch" amongst the employees.
2. "Employee Satisfaction" - with minimum welfare facilities.
3. "Motivated HR Assets of the organization."
4. Best - "Cost Innovation."
Acknowledge(0)Amend(0)
1. "Human Touch" amongst the employees.
2. "Employee Satisfaction" - with minimum welfare facilities.
3. "Motivated HR Assets of the organization."
4. Best - "Cost Innovation."
Acknowledge(0)Amend(0)
The only references which I can think of are:
1. If possible, try inculcating the Balanced Scorecard method.
2. MBO if possible.
3. Make the management's heart beat for its employees, and everything will fall into its place.
4. Role modeling/benchmarking companies from the same sector can also be a good step, but again, what is good for one may not be good for another.
5. Have a proper survey held to understand what your employees actually need and what is an achievable goal.
The whole process takes some time.
All the best,
Regards,
Prabhakar
From India, Mumbai
Acknowledge(0)Amend(0)
1. If possible, try inculcating the Balanced Scorecard method.
2. MBO if possible.
3. Make the management's heart beat for its employees, and everything will fall into its place.
4. Role modeling/benchmarking companies from the same sector can also be a good step, but again, what is good for one may not be good for another.
5. Have a proper survey held to understand what your employees actually need and what is an achievable goal.
The whole process takes some time.
All the best,
Regards,
Prabhakar
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Dost,
I guess, by now, you have realised the limitations of all theories, which are being taught during our academic pursuation. It's a reality. However, since you are in this profession even by accident, have a "passion" for the profession. Now, our work is to develop the HR by either means.
When the thought process of going out of way and seeking somebody's help, you are about to succeed. Here is a small write-up which will give you impetus to think better and find out new solutions.
Best luck.
WAR BEGINS IN THE MIND OF MAN
The high, noble-sounding words that form an epigraph to the UNESCO Constitution state, “Since wars begin in the mind of men, it is in the minds of men that the defences of peace must be established.” Will this UNESCO epigraph ever be fulfilled by nations? So far the picture seems very dismal.
Medieval history is witness to ghastly accounts of religious wars or crusades between zealous Christians and Muslims that lasted for three centuries. Some religious leaders still exhort their followers to participate in jihads or ‘holy wars'.
Wars today are not confined only to army personnel who personally and directly are engaged in military campaigns. The injurious effects of wars now extend to entire civilian populations as well. It is a foregone conclusion that in a future world war nuclear weapons would be widely used. The destruction of life and property will be so great that neither victor nor vanquished will be left to rule over the debris of this world.
Cyclones, earthquakes and tsunamis are not considered these days to be acts of God. Nations are jointly trying to overcome these natural hazards but wars are not like natural disasters, they are man-made. But even then there is no worldwide agitation against warmongers.
Man has treated war as if it were something external to his inner psychological nature. In fact man's psyche plays an important role in the wars which are fought externally but actually begin in the human mind. Aldous Huxley, in his celebrated book “Ends and Means”, prophesied, “If we want to get rid of war we must get rid first of all of its psychological causes.” Krishnamurti, a great thinker and sage, said that war is merely an outward expression of inward state, an enlargement of our daily actions. There are psychological factors which are inherent causes of war such as fear, hatred, envy, insecurity, collective ego, competitive spirit, craze for supremacy over others, primitive tribal and racial arrogance and religious fanaticism. Spiritual therapy is the only way to root out the seeds of war from the minds of men.
From India, Pune
Acknowledge(0)Amend(0)
I guess, by now, you have realised the limitations of all theories, which are being taught during our academic pursuation. It's a reality. However, since you are in this profession even by accident, have a "passion" for the profession. Now, our work is to develop the HR by either means.
When the thought process of going out of way and seeking somebody's help, you are about to succeed. Here is a small write-up which will give you impetus to think better and find out new solutions.
Best luck.
WAR BEGINS IN THE MIND OF MAN
The high, noble-sounding words that form an epigraph to the UNESCO Constitution state, “Since wars begin in the mind of men, it is in the minds of men that the defences of peace must be established.” Will this UNESCO epigraph ever be fulfilled by nations? So far the picture seems very dismal.
Medieval history is witness to ghastly accounts of religious wars or crusades between zealous Christians and Muslims that lasted for three centuries. Some religious leaders still exhort their followers to participate in jihads or ‘holy wars'.
Wars today are not confined only to army personnel who personally and directly are engaged in military campaigns. The injurious effects of wars now extend to entire civilian populations as well. It is a foregone conclusion that in a future world war nuclear weapons would be widely used. The destruction of life and property will be so great that neither victor nor vanquished will be left to rule over the debris of this world.
Cyclones, earthquakes and tsunamis are not considered these days to be acts of God. Nations are jointly trying to overcome these natural hazards but wars are not like natural disasters, they are man-made. But even then there is no worldwide agitation against warmongers.
Man has treated war as if it were something external to his inner psychological nature. In fact man's psyche plays an important role in the wars which are fought externally but actually begin in the human mind. Aldous Huxley, in his celebrated book “Ends and Means”, prophesied, “If we want to get rid of war we must get rid first of all of its psychological causes.” Krishnamurti, a great thinker and sage, said that war is merely an outward expression of inward state, an enlargement of our daily actions. There are psychological factors which are inherent causes of war such as fear, hatred, envy, insecurity, collective ego, competitive spirit, craze for supremacy over others, primitive tribal and racial arrogance and religious fanaticism. Spiritual therapy is the only way to root out the seeds of war from the minds of men.
From India, Pune
Acknowledge(0)Amend(0)
Hello Chaitanya,
Our HR product 'EmpXtrack' is based on the best HR practices in different industry verticals across the world. Maybe you can attempt to modernize your HR function by introducing automation in a planned manner. 'EmpXtrack' is a web-based integrated HR solution with 18 modules, each individual module having a state-of-the-art architecture and fully customizable to the needs of any organization. Since we have already implemented 'EmpXtrack' in over 90 companies across the US, Middle East, Africa, Australia, and India, you will find this product well-suited to your needs. You may visit empxtrack.com to get all the details. We are there to clarify if you would like to discuss any specific issue. Good luck and God bless!
Regards, B K Bhatia
From India, Delhi
Acknowledge(0)Amend(0)
Our HR product 'EmpXtrack' is based on the best HR practices in different industry verticals across the world. Maybe you can attempt to modernize your HR function by introducing automation in a planned manner. 'EmpXtrack' is a web-based integrated HR solution with 18 modules, each individual module having a state-of-the-art architecture and fully customizable to the needs of any organization. Since we have already implemented 'EmpXtrack' in over 90 companies across the US, Middle East, Africa, Australia, and India, you will find this product well-suited to your needs. You may visit empxtrack.com to get all the details. We are there to clarify if you would like to discuss any specific issue. Good luck and God bless!
Regards, B K Bhatia
From India, Delhi
Acknowledge(0)Amend(0)
'EmpXtrack' is a composite HR platform based on the best HR practices in different organizations across the world. If you have enough time, go through the website empxtrack.com, which will give you an approach to manage HR based on best practices.
Good luck,
B.K. Bhatia
From India, Delhi
Acknowledge(0)Amend(0)
Good luck,
B.K. Bhatia
From India, Delhi
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Top 10 HR practices.pdf