“How to develop into an Employer of Choice”
BEST HR PRACTICES
EMPLOYER BRANDING
“Employer Branding” sets up the uniqueness of the firm as an employer. It labels the firm’s principles, systems, strategies and behaviors towards the objectives of attracting, and retaining the firm’s existing and prospective human resources.
The employer brand is genuine only if it replicates the business and represents the identity, mission and values. Unless employees live the organizations values, investment in external branding will be wasted.
VISION FOR BEING AN EMPLOYER OF CHOICE
To create a company
· Where people work with a smile on their faces and dreams in their eyes
· Where your views can be generously voiced and are received with an open mind
· Where you know whenever you need help, there is a family of 1000 members waiting to help you out
ORGANIZATIONAL EXCELLENCE MODEL
25 BEST PLACES TO WORK FOR IN INDIA: A CASE STUDY
1. FedEx Corporation2. Sapient Corporation Private limited3. National Thermal Power Corporation Limited4. Honeywell Technology Solutions Lab Pvt Ltd5. RMSI Private Limited6. JW Marriott Hotel Mumbai7. CSC8. Sasken Communication Technologies Limited9. MindTree Consulting Private Limited10. Dabur India Ltd11. Aztec Software & Technology Services Ltd12. Godrej Consumer Products Ltd13. Aviva Life Insurance Company India Pvt. Ltd.14. Philips Software Centre Pvt. Ltd15. Adobe Systems India Pvt Ltd 16. Classic Stripes Pvt Ltd 17. FORBES MARSHALL GROUP 18. Intel Technologies India (Pvt.) Ltd. 19. Intel Technologies India (Pvt.) Ltd. 20. American Express Service Center 21. Infosys Technologies Ltd. 22. Cadbury India Limited 23. PSI Data Systems Ltd 24. Ajuba Solutions (India) Pvt. Ltd. 25. Glaxo SmithKline Consumer Healthcare Ltd
CRITERION FOR BEING THE BEST
Source: Business World “Most Respected Companies Survey 2006”
1. Innovativeness
2. Quality and Depth of Management
3. Financial Performance
4. Ethics and Transparency
5. Quality of Products and Services
6. People Practices and Talent Management
7. Global Competitiveness
IMPORTANCE OF EMPLOYER BRANDING
An exclusive survey of 1,889 people with accountability for recruitment divulges that 95% of respondents believe employer branding is ‘important’.
Creating a distinctive trade name for an employer helps position the company as an employer of choice. It is a distinguishing and relevant opportunity for a company to distinguish itself from the competition.
It is significant for the reason that it is the capacity to convey the brand assurance – that optimizes recruitment of talent pool and speculation as it fosters existing employee’s efficiency, rendezvous, trustworthiness, and withholding. It is a vital strategic driver. That's why employer branding is showing up as a vital aspect in HR budgets. Savvy companies are compiling dynamic strategies of innovative elements - such as a lesser-known, but highly innovative employment brand driver-PR for HR
Largely it can be said that employer branding is important because of the following facts:
· It furnishes the organization with a competitive lead.
· It’s an instrument to magnetize, engage, and retain the "right fit."
· Superior human-capital practices produce greater shareholder worth at companies around the world.
Hence ‘Best Employers’ benefit from a better pool of talent from which to select employees, reduce employee turnover, lower the absenteeism rate, increased customer contentment, elevated financially viable profits, and better sustainability in the prologue of business confrontation.
WHAT MAKES A BEST EMPLOYER – THE BEST HR PRACTICES
· Consistently enthuse great performance from the employee populace
· Swerve out of their way to ensure employees sense being esteemed
· Administer their business in ways that put up long-standing success and sustainability
EMPLOYEE ENGAGEMENT
The state in which individuals are psychologically and rationally committed to the organisation
Few of favored HR Practices in India:
· Pay and Benefits-Employee discernment of whether or not they are remunerated fairly for their offerings and analogous to industry.
· Career Opportunities- Employee perceptions of their future at the company
· Ethnicity at work
· Confidence in immediate overseer and senior management
· Work errands – logical workload
· Sense of personal accomplishments
· Regular response as well as feedback on performance
CHARACTERISTICS OF TODAY’S EMPLOYEES
· Sovereignty – Career belongs to the individual and not the company and expects to be treated individually.
· Desire to seize greatest responsibilities.
· Prefer to research and explore novel opportunities, lofty risk takers with higher ambitions and expectations.
· Dedicated to Work-Life equilibrium- desires agile schedules and gregarious work places.
· Aware of market realities.
· Elevated proclivity to switch job
· Industrially dexterous (techno savvy)
· Want to be heard
· Value acquaintance and skill building, not tenure.
· Want companies to offer tools and programs to perk up their competencies and abilities.
· Bond with a mentor
WHAT THE LEADING COMPANIES DO
HERO HONDA
· Pursue the value system
· Encourage Employee Participation
· The company assumes communication is the key
· There are cross functional teams.
· The company participates in Hewitt Associates – CNBC TV-18: Best Employer Survey
· Human Resource Department looks after employer branding
· Company confer with IIM’s, MDI Professors for Public Relation
· The company sturdily deem that participating and conducting quizzes, events, family get together plays important role in employer branding
· The company makes certain that the employees are made conscious of how the company handles competition, also inform employees regarding the different products and services that are provided by the company
· The company conducts employee engagement survey with GALLUP
Special comments: The recruitment and interviewing panel who visit campus should be perfect as they imitate the brand name of the company
MARUTI UDYOG LIMITED
· Maruti retains top position in auto industry
· They consider employees as a part of family and this creates a bonding and helps in employer branding
· They have a periodical called Gatirang which contains articles on motivation etc by prominent persons and authors, which helps in intensification of organizational learning and carries brand.
· Maruti leads corporate India’s efforts in Road Safety this helps in building employer brand
· There is a particular e-mail id where employees can e-mail their views .
· Maruti has also set up Maruti Employee’s Education Trust (MEET), which is a step for CSR.
· For employer Branding the company sets up stalls at Pragati Maidan in Auto Expo etc
· Company believes that Job Rotation, Rewards and Recognitions, Competitive salary helps in escalation of the Employer Brand.
TATA
· Compensation based on the Economic Value Added (EVA) model
· Very high-quality mentoring program – Part of Job profile for HR people
· Tata Sigma XTM Project Execution Coaching under the guidance of experienced TATA Master Black Belts (MBBs) and Black Belts (BBs) enables organization to overcome barriers to successful Six Sigma deployment.
· Organization has code for ethical practices.
· Campus accreditation process is used for recruitment on campuses
· Training imparted is considered to be the best in the industry
· Exciting growth opportunity, also send employees abroad more frequently
SASKEN COMMUNICATION TECHNOLOGIES
· Employees passionate about working for a turnaround company
· Job Content is challenging and satisfying
· Zero monitoring environments - each employee is held accountable for his work.
· Open policies and processes
· Open to ideas and suggestions
· Ranks high on work culture
· No special reservations for any one i.e. every employee treated equally
· Compensation split under same heads for every employee
· Celebrates festivals and birthdays as one big family.
· Senior executives’ rewards linked to EVA
· Corporate credo is “People First”.
· Flexi time options
· The company has Extensive performance measuring scheme and incentive policies
· Hibernation Policy, which states that, after completing 4 years of service, an employee is entitled to acquire a vacation of 6-weeks to rethink and re-plan his/her career or just to take a break, relax and rejuvenate
NATIONAL THERMAL POWER CORPORATION
· Believe in 4 Blocks of HR: Competence building, Commitment building, Culture building and Systems building.
· HR Vision- To make NTPC a learning Organization
· "Executive Trainee" Scheme for recruitment into various disciplines. There is also a comprehensive one year training comprising theoretical inputs and on-the-job training.
· The new recruits are attached with Senior Executives under a systematic and formal 'Mentoring System'.
· NTPC Open Competition for Executive Talent (NOCET) is organized every year in which teams of executives compete annually through oral and written presentation on a topical theme.
· Forums for knowledge sharing and discussions like Professional Circles and Quality Circles have been set up. Management journal called Horizon.
· Has a strong employee welfare, health & well-being and social security systems leading to high level of commitment.
· Has provided beautiful townships with all amenities such as educational, medical and recreational opportunities for employees and their family members.
· A culture of celebrating achievements and a strong focus on performance.
· They practice post employment training.
· Shell Hellen Keller Award National Centre for Promotion for Employment for Disabled People –Has won it twice.
SAPIENT CORPORATION
· Sapient Corporation: Sapient organizes an annual event known as Silent Auction. Sapient employees offer a host of objects or services for auction to the office these could be things like paintings made by an individual, old art objects from home and other 'fun' services. The bidding process is silent (people go around a room and write their bid against lists provided and when the bell rings bidding closes). The money raised is given to Concern India, an NGO.
· It has an open work culture.
· The company believes that taking part in seminars and guest lectures in colleges plays an important role in employer branding.
· The company strongly believes that positive environment; transparency is very important to motivate people and hence improves the employer brand.
· The company conducts Employee Perception Survey, employee satisfaction survey which helps in employer branding
MAHINDRA AND MAHINDRA LTD
· The company believes that Corporate Social Responsibility is important for a company’s reputation.
· Core Belief- The Company believes that its human resources are its richest assets. Thus large part of the wealth created by the company must go towards the enrichment of its people
· M&M's welfare centers run several programmes and projects in the spheres of education, health and social welfare.
· For M&M, the overall development of employees and their families is as important as their physical well-being. Programmes are conducted for retiring employees and their spouses, covering aspects like adjustment to a new role, finance management, diet and health.
· The company's community service programmes also include free medical check-ups for women and children living in the vicinity of an M&M facility, and schemes aimed at generating income for economically weaker sections of women.
· The company has a special trust for underprivileged and poor people, and a trust has been set up to contribute during the national calamities such as droughts, floods, and earthquakes
· The company uses GALLUP POLL for employee satisfaction surveys
· It also participates in CII HR Excellence Award
· Inspite of being an old traditional hierarchical setup, the relationships are characterized by warmth, openness and a great deal of individual freedom which gives its own distinct uniqueness in the company
ASHOK LEYLAND
· Five Executive days per employee invested in training
· Distant learning and residential modular programs with IIM’s , ASCI Hyderabad TAPMI Manipal and ISB Bangalore.
· Tie-ups with BITS Pilani for custom designed off campus 2 year MS Courses in Engineering Management
· They also provide M-tech courses in automobile engineering with IIT Chennai and Institute Francais du pelrote, France
· Breaking Thresholds By Innovating Total Employees (BITES) for total employees initiatives and team work.
· Reward for Individual Search & Excellence (RISE)
· 100% CLUB award for team performance.
SOME OF THE COULD BE QUICK-WINS
1. Self Regulation
1.1) T-Shirts as uniform on Saturdays
1.2) Only incoming punch to be recorded
1.3) Vouchers for shoe expenses to be reimbursed, no company procurement
1.4) Provide internet connection to all, for selected sites
2. Innovativeness
2.1) Record attendance holders to be rewarded.
2.2) Ombudsman concept for redress of grievances
2.3) Quiz and Puzzle contests on topics SHE, TPM, TQM
2.4) Spontaneous Gifts to innovators (value added work) on a day-to-day basis, e.g. movie passes
2.5) Mentor-Mentee concept
2.6) Instant rewards for successful completion of projects / tasks
2.7) Glow Sign board of Company on highway
2.8) Company buses to be painted with company logo
2.9) Background piped music in offices
2.10) Books to be given to employees on birthday along with B’Day cards
3. Health Facilities
3.1) Health education and 5-S training to employees family and spouse.
3.2) Mandatory Annual Medical Check Up for all employees above 40 along with Spouse, at company cost
3.3) GYMNASIUM and Swimming Pool facility in plant premises
3.4) 15 min meditation break post lunch
4. Work Place Ambience
4.1) Big screen color Television in canteen
4.2) Modular integrated work stations
4.3) Revolving Chairs
4.4) Automation of doors and toilets
4.5) Buffet system in canteen
4.6) Tea / Coffee / soft drinks vending machines
4.7) Every employee of the company needs to be uniformed
4.8) State specific lunch in canteen once a week
4.9) Online Library and knowledge management modules
5. Family Welfare
5.1) Birthday / Anniversary cards for all family members
5.2) Merit scholarship above 80% to the wards
5.3) SODEXO Meal discount coupons / Big-Bazaar Gift Vouchers
5.4) Interest free loan for higher education for self and family
5.5) Assistance in procurement of Lap tops for all on soft loans
5.6) Residential Society & New Joiner hostel
5.7) Demotivation for late sitting
5.8) Department / Division parties
5.9) Family visit to plants
5.10) Free lunch / coupons for exclusive performers of the month
5.11) Forced hibernation holiday, merit based
5.12) Lucky draw while selling company assets
5.13) Different kinds of contests for kids e.g. drawing, essay writing, quiz etc
6. Non monetary benefits
6.1) Club facility for all staff based on grades
6.2) Only Air Travels for all
6.3) Magnanimous long term service awards
6.4) Free collection of bills / cheque from company front desk – Concierge Service
6.5) Encourage foreign trips for performers
6.6) Separate smoking zone, Incentives for non smokers
6.7) Sick Leaves should either be merged with PL or should be enchased
6.8) Star performers should have separate T-Shirts
7. Compensation
7.1) Reviewing salary structure for 15 years & above
7.2) Take home salary should increased
7.3) Retention bank allowance
7.4) Customized / flexible salary breakup
7.5) Salary breakup should be different by age groups
7.6) Basic pay should be fixed very high as an attraction
7.7) All employees of organization should be out of ESI
7.8) Variable Performance pay need to be made highly attractive
8. Higher education
8.1) DCE / AMIE evening B. Tech
8.2) GET's to be trained at their college campus
8.3) DETs career / higher education
8.4) ITIs to be enrolled for higher education including computer courses
8.5) Short term MDP Modules be made mandatory for all in Senior Management Grade
8.6) Short term computer courses for workers grade
9. Post Retirement benefits
9.1) Financial advising for lump sum amount
9.2) Continuous medical welfare / benefits
10. Talent Management
10.1) Higher position to be filled up in house
10.2) Large scale integration meet with COO / CMD
10.3) Final Year summer trainees to be absorbed
10.4) Tea / Coffee / Lunch / Dinner sessions with CMD
10.5) Encourage younger talents of the company to present Knowledge Management Activities on National Television Channels
10.6) Corporate Communication department to be established at Plant level
10.7) All Graduate Engineers to report to GM-HR wherever they are working
11. Career growth
11.1) Frequent job rotation
11.2) Sponsorship of MBA Program / courses to key performers.
11.3) Career Progression plan for all employees
11.4) Competency mapping and Assessment
WRITTEN BY
Mr. Hari Nair is a young Post Graduate in Public, Personnel Management & Industrial Relations from Osmania University, did his Graduation in Commerce and has a Degree in Education Psychology & a Diploma in Journalism. His Career Matrix commenced at the age of Nineteen as Officer Administration and he has a rich and varied experience of 17 years. Had worked in Training & Establishment division of Ministry of Defence, Chittorgarh; as Functional Head HR for Minda Huf Limited, NOIDA; Federal Mogul Sintered Products Limited, Bhiwadi; Indo Rama Textiles Limited, Pithampur & L&T Group of Companies, Pithampur. Currently he is at the helm of affairs at Sona Koyo Steering Systems Ltd, Gurgaon as its General Manager – Human Resources. He is a Friend, Mentor, Counselor and a Consultant for many Organizations and is a Life Member of NHRD, ISTD, ISABS, DMA, AIMA, IOD, NIPM and NCR Chamber Of Commerce & Industry. He can be reached by e-mail –
or 
and on his Mobile No. +91-98-102-89047
Mr. Abhishek Gavane is a fresh MBA graduate with Bachelor’s degree in Mechanical Engineering. He has been privileged as University Topper at Government Engineering College, Rewa (MP). Moreover he has attained 3rd rank in GGSIP University, New Delhi in the function of Human Resource Management. Presently working at executive level in Sona Koyo Steering Systems Ltd, Gurgaon he has acquired affluent experience across functions akin OD Interventions, Training & Development and Recruitments. He can be reached by e-mail –
or 
or on his Mobile No. +91-98-913-65444
From India, New Delhi
22BEST HR PRACTICES
EMPLOYER BRANDING
“Employer Branding” sets up the uniqueness of the firm as an employer. It labels the firm’s principles, systems, strategies and behaviors towards the objectives of attracting, and retaining the firm’s existing and prospective human resources.
The employer brand is genuine only if it replicates the business and represents the identity, mission and values. Unless employees live the organizations values, investment in external branding will be wasted.
VISION FOR BEING AN EMPLOYER OF CHOICE
To create a company
· Where people work with a smile on their faces and dreams in their eyes
· Where your views can be generously voiced and are received with an open mind
· Where you know whenever you need help, there is a family of 1000 members waiting to help you out
ORGANIZATIONAL EXCELLENCE MODEL
25 BEST PLACES TO WORK FOR IN INDIA: A CASE STUDY
1. FedEx Corporation2. Sapient Corporation Private limited3. National Thermal Power Corporation Limited4. Honeywell Technology Solutions Lab Pvt Ltd5. RMSI Private Limited6. JW Marriott Hotel Mumbai7. CSC8. Sasken Communication Technologies Limited9. MindTree Consulting Private Limited10. Dabur India Ltd11. Aztec Software & Technology Services Ltd12. Godrej Consumer Products Ltd13. Aviva Life Insurance Company India Pvt. Ltd.14. Philips Software Centre Pvt. Ltd15. Adobe Systems India Pvt Ltd 16. Classic Stripes Pvt Ltd 17. FORBES MARSHALL GROUP 18. Intel Technologies India (Pvt.) Ltd. 19. Intel Technologies India (Pvt.) Ltd. 20. American Express Service Center 21. Infosys Technologies Ltd. 22. Cadbury India Limited 23. PSI Data Systems Ltd 24. Ajuba Solutions (India) Pvt. Ltd. 25. Glaxo SmithKline Consumer Healthcare Ltd
CRITERION FOR BEING THE BEST
Source: Business World “Most Respected Companies Survey 2006”
1. Innovativeness
2. Quality and Depth of Management
3. Financial Performance
4. Ethics and Transparency
5. Quality of Products and Services
6. People Practices and Talent Management
7. Global Competitiveness
IMPORTANCE OF EMPLOYER BRANDING
An exclusive survey of 1,889 people with accountability for recruitment divulges that 95% of respondents believe employer branding is ‘important’.
Creating a distinctive trade name for an employer helps position the company as an employer of choice. It is a distinguishing and relevant opportunity for a company to distinguish itself from the competition.
It is significant for the reason that it is the capacity to convey the brand assurance – that optimizes recruitment of talent pool and speculation as it fosters existing employee’s efficiency, rendezvous, trustworthiness, and withholding. It is a vital strategic driver. That's why employer branding is showing up as a vital aspect in HR budgets. Savvy companies are compiling dynamic strategies of innovative elements - such as a lesser-known, but highly innovative employment brand driver-PR for HR
Largely it can be said that employer branding is important because of the following facts:
· It furnishes the organization with a competitive lead.
· It’s an instrument to magnetize, engage, and retain the "right fit."
· Superior human-capital practices produce greater shareholder worth at companies around the world.
Hence ‘Best Employers’ benefit from a better pool of talent from which to select employees, reduce employee turnover, lower the absenteeism rate, increased customer contentment, elevated financially viable profits, and better sustainability in the prologue of business confrontation.
WHAT MAKES A BEST EMPLOYER – THE BEST HR PRACTICES
· Consistently enthuse great performance from the employee populace
· Swerve out of their way to ensure employees sense being esteemed
· Administer their business in ways that put up long-standing success and sustainability
EMPLOYEE ENGAGEMENT
The state in which individuals are psychologically and rationally committed to the organisation
Few of favored HR Practices in India:
· Pay and Benefits-Employee discernment of whether or not they are remunerated fairly for their offerings and analogous to industry.
· Career Opportunities- Employee perceptions of their future at the company
· Ethnicity at work
· Confidence in immediate overseer and senior management
· Work errands – logical workload
· Sense of personal accomplishments
· Regular response as well as feedback on performance
CHARACTERISTICS OF TODAY’S EMPLOYEES
· Sovereignty – Career belongs to the individual and not the company and expects to be treated individually.
· Desire to seize greatest responsibilities.
· Prefer to research and explore novel opportunities, lofty risk takers with higher ambitions and expectations.
· Dedicated to Work-Life equilibrium- desires agile schedules and gregarious work places.
· Aware of market realities.
· Elevated proclivity to switch job
· Industrially dexterous (techno savvy)
· Want to be heard
· Value acquaintance and skill building, not tenure.
· Want companies to offer tools and programs to perk up their competencies and abilities.
· Bond with a mentor
WHAT THE LEADING COMPANIES DO
HERO HONDA
· Pursue the value system
· Encourage Employee Participation
· The company assumes communication is the key
· There are cross functional teams.
· The company participates in Hewitt Associates – CNBC TV-18: Best Employer Survey
· Human Resource Department looks after employer branding
· Company confer with IIM’s, MDI Professors for Public Relation
· The company sturdily deem that participating and conducting quizzes, events, family get together plays important role in employer branding
· The company makes certain that the employees are made conscious of how the company handles competition, also inform employees regarding the different products and services that are provided by the company
· The company conducts employee engagement survey with GALLUP
Special comments: The recruitment and interviewing panel who visit campus should be perfect as they imitate the brand name of the company
MARUTI UDYOG LIMITED
· Maruti retains top position in auto industry
· They consider employees as a part of family and this creates a bonding and helps in employer branding
· They have a periodical called Gatirang which contains articles on motivation etc by prominent persons and authors, which helps in intensification of organizational learning and carries brand.
· Maruti leads corporate India’s efforts in Road Safety this helps in building employer brand
· There is a particular e-mail id where employees can e-mail their views .
· Maruti has also set up Maruti Employee’s Education Trust (MEET), which is a step for CSR.
· For employer Branding the company sets up stalls at Pragati Maidan in Auto Expo etc
· Company believes that Job Rotation, Rewards and Recognitions, Competitive salary helps in escalation of the Employer Brand.
TATA
· Compensation based on the Economic Value Added (EVA) model
· Very high-quality mentoring program – Part of Job profile for HR people
· Tata Sigma XTM Project Execution Coaching under the guidance of experienced TATA Master Black Belts (MBBs) and Black Belts (BBs) enables organization to overcome barriers to successful Six Sigma deployment.
· Organization has code for ethical practices.
· Campus accreditation process is used for recruitment on campuses
· Training imparted is considered to be the best in the industry
· Exciting growth opportunity, also send employees abroad more frequently
SASKEN COMMUNICATION TECHNOLOGIES
· Employees passionate about working for a turnaround company
· Job Content is challenging and satisfying
· Zero monitoring environments - each employee is held accountable for his work.
· Open policies and processes
· Open to ideas and suggestions
· Ranks high on work culture
· No special reservations for any one i.e. every employee treated equally
· Compensation split under same heads for every employee
· Celebrates festivals and birthdays as one big family.
· Senior executives’ rewards linked to EVA
· Corporate credo is “People First”.
· Flexi time options
· The company has Extensive performance measuring scheme and incentive policies
· Hibernation Policy, which states that, after completing 4 years of service, an employee is entitled to acquire a vacation of 6-weeks to rethink and re-plan his/her career or just to take a break, relax and rejuvenate
NATIONAL THERMAL POWER CORPORATION
· Believe in 4 Blocks of HR: Competence building, Commitment building, Culture building and Systems building.
· HR Vision- To make NTPC a learning Organization
· "Executive Trainee" Scheme for recruitment into various disciplines. There is also a comprehensive one year training comprising theoretical inputs and on-the-job training.
· The new recruits are attached with Senior Executives under a systematic and formal 'Mentoring System'.
· NTPC Open Competition for Executive Talent (NOCET) is organized every year in which teams of executives compete annually through oral and written presentation on a topical theme.
· Forums for knowledge sharing and discussions like Professional Circles and Quality Circles have been set up. Management journal called Horizon.
· Has a strong employee welfare, health & well-being and social security systems leading to high level of commitment.
· Has provided beautiful townships with all amenities such as educational, medical and recreational opportunities for employees and their family members.
· A culture of celebrating achievements and a strong focus on performance.
· They practice post employment training.
· Shell Hellen Keller Award National Centre for Promotion for Employment for Disabled People –Has won it twice.
SAPIENT CORPORATION
· Sapient Corporation: Sapient organizes an annual event known as Silent Auction. Sapient employees offer a host of objects or services for auction to the office these could be things like paintings made by an individual, old art objects from home and other 'fun' services. The bidding process is silent (people go around a room and write their bid against lists provided and when the bell rings bidding closes). The money raised is given to Concern India, an NGO.
· It has an open work culture.
· The company believes that taking part in seminars and guest lectures in colleges plays an important role in employer branding.
· The company strongly believes that positive environment; transparency is very important to motivate people and hence improves the employer brand.
· The company conducts Employee Perception Survey, employee satisfaction survey which helps in employer branding
MAHINDRA AND MAHINDRA LTD
· The company believes that Corporate Social Responsibility is important for a company’s reputation.
· Core Belief- The Company believes that its human resources are its richest assets. Thus large part of the wealth created by the company must go towards the enrichment of its people
· M&M's welfare centers run several programmes and projects in the spheres of education, health and social welfare.
· For M&M, the overall development of employees and their families is as important as their physical well-being. Programmes are conducted for retiring employees and their spouses, covering aspects like adjustment to a new role, finance management, diet and health.
· The company's community service programmes also include free medical check-ups for women and children living in the vicinity of an M&M facility, and schemes aimed at generating income for economically weaker sections of women.
· The company has a special trust for underprivileged and poor people, and a trust has been set up to contribute during the national calamities such as droughts, floods, and earthquakes
· The company uses GALLUP POLL for employee satisfaction surveys
· It also participates in CII HR Excellence Award
· Inspite of being an old traditional hierarchical setup, the relationships are characterized by warmth, openness and a great deal of individual freedom which gives its own distinct uniqueness in the company
ASHOK LEYLAND
· Five Executive days per employee invested in training
· Distant learning and residential modular programs with IIM’s , ASCI Hyderabad TAPMI Manipal and ISB Bangalore.
· Tie-ups with BITS Pilani for custom designed off campus 2 year MS Courses in Engineering Management
· They also provide M-tech courses in automobile engineering with IIT Chennai and Institute Francais du pelrote, France
· Breaking Thresholds By Innovating Total Employees (BITES) for total employees initiatives and team work.
· Reward for Individual Search & Excellence (RISE)
· 100% CLUB award for team performance.
SOME OF THE COULD BE QUICK-WINS
1. Self Regulation
1.1) T-Shirts as uniform on Saturdays
1.2) Only incoming punch to be recorded
1.3) Vouchers for shoe expenses to be reimbursed, no company procurement
1.4) Provide internet connection to all, for selected sites
2. Innovativeness
2.1) Record attendance holders to be rewarded.
2.2) Ombudsman concept for redress of grievances
2.3) Quiz and Puzzle contests on topics SHE, TPM, TQM
2.4) Spontaneous Gifts to innovators (value added work) on a day-to-day basis, e.g. movie passes
2.5) Mentor-Mentee concept
2.6) Instant rewards for successful completion of projects / tasks
2.7) Glow Sign board of Company on highway
2.8) Company buses to be painted with company logo
2.9) Background piped music in offices
2.10) Books to be given to employees on birthday along with B’Day cards
3. Health Facilities
3.1) Health education and 5-S training to employees family and spouse.
3.2) Mandatory Annual Medical Check Up for all employees above 40 along with Spouse, at company cost
3.3) GYMNASIUM and Swimming Pool facility in plant premises
3.4) 15 min meditation break post lunch
4. Work Place Ambience
4.1) Big screen color Television in canteen
4.2) Modular integrated work stations
4.3) Revolving Chairs
4.4) Automation of doors and toilets
4.5) Buffet system in canteen
4.6) Tea / Coffee / soft drinks vending machines
4.7) Every employee of the company needs to be uniformed
4.8) State specific lunch in canteen once a week
4.9) Online Library and knowledge management modules
5. Family Welfare
5.1) Birthday / Anniversary cards for all family members
5.2) Merit scholarship above 80% to the wards
5.3) SODEXO Meal discount coupons / Big-Bazaar Gift Vouchers
5.4) Interest free loan for higher education for self and family
5.5) Assistance in procurement of Lap tops for all on soft loans
5.6) Residential Society & New Joiner hostel
5.7) Demotivation for late sitting
5.8) Department / Division parties
5.9) Family visit to plants
5.10) Free lunch / coupons for exclusive performers of the month
5.11) Forced hibernation holiday, merit based
5.12) Lucky draw while selling company assets
5.13) Different kinds of contests for kids e.g. drawing, essay writing, quiz etc
6. Non monetary benefits
6.1) Club facility for all staff based on grades
6.2) Only Air Travels for all
6.3) Magnanimous long term service awards
6.4) Free collection of bills / cheque from company front desk – Concierge Service
6.5) Encourage foreign trips for performers
6.6) Separate smoking zone, Incentives for non smokers
6.7) Sick Leaves should either be merged with PL or should be enchased
6.8) Star performers should have separate T-Shirts
7. Compensation
7.1) Reviewing salary structure for 15 years & above
7.2) Take home salary should increased
7.3) Retention bank allowance
7.4) Customized / flexible salary breakup
7.5) Salary breakup should be different by age groups
7.6) Basic pay should be fixed very high as an attraction
7.7) All employees of organization should be out of ESI
7.8) Variable Performance pay need to be made highly attractive
8. Higher education
8.1) DCE / AMIE evening B. Tech
8.2) GET's to be trained at their college campus
8.3) DETs career / higher education
8.4) ITIs to be enrolled for higher education including computer courses
8.5) Short term MDP Modules be made mandatory for all in Senior Management Grade
8.6) Short term computer courses for workers grade
9. Post Retirement benefits
9.1) Financial advising for lump sum amount
9.2) Continuous medical welfare / benefits
10. Talent Management
10.1) Higher position to be filled up in house
10.2) Large scale integration meet with COO / CMD
10.3) Final Year summer trainees to be absorbed
10.4) Tea / Coffee / Lunch / Dinner sessions with CMD
10.5) Encourage younger talents of the company to present Knowledge Management Activities on National Television Channels
10.6) Corporate Communication department to be established at Plant level
10.7) All Graduate Engineers to report to GM-HR wherever they are working
11. Career growth
11.1) Frequent job rotation
11.2) Sponsorship of MBA Program / courses to key performers.
11.3) Career Progression plan for all employees
11.4) Competency mapping and Assessment
WRITTEN BY
Mr. Hari Nair is a young Post Graduate in Public, Personnel Management & Industrial Relations from Osmania University, did his Graduation in Commerce and has a Degree in Education Psychology & a Diploma in Journalism. His Career Matrix commenced at the age of Nineteen as Officer Administration and he has a rich and varied experience of 17 years. Had worked in Training & Establishment division of Ministry of Defence, Chittorgarh; as Functional Head HR for Minda Huf Limited, NOIDA; Federal Mogul Sintered Products Limited, Bhiwadi; Indo Rama Textiles Limited, Pithampur & L&T Group of Companies, Pithampur. Currently he is at the helm of affairs at Sona Koyo Steering Systems Ltd, Gurgaon as its General Manager – Human Resources. He is a Friend, Mentor, Counselor and a Consultant for many Organizations and is a Life Member of NHRD, ISTD, ISABS, DMA, AIMA, IOD, NIPM and NCR Chamber Of Commerce & Industry. He can be reached by e-mail –
Mr. Abhishek Gavane is a fresh MBA graduate with Bachelor’s degree in Mechanical Engineering. He has been privileged as University Topper at Government Engineering College, Rewa (MP). Moreover he has attained 3rd rank in GGSIP University, New Delhi in the function of Human Resource Management. Presently working at executive level in Sona Koyo Steering Systems Ltd, Gurgaon he has acquired affluent experience across functions akin OD Interventions, Training & Development and Recruitments. He can be reached by e-mail –
From India, New Delhi
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