Hi
I am designing few policies for my company and i need your inputs on the same so that it's easier for drafting full proof policies / procedures for my company. Mine is a software development / BPO / KPO organization.
If possible please send me some good formats/forms also which can be useful for me.
Thank you very much in anticipation for all your support.
Regards
Deepak Parbat
p.s. presently i am working on MOBILE PHONE REIMBURSEMENT POLICY, OFFICE CAR USAGE POLICY, DOMESTIC TRAVEL POLICY, INTERNATIONAL TRAVEL POLICY, EMPLOYEE BONDS in case we send them abroad on assignments etc.
From India, Pune
4I am designing few policies for my company and i need your inputs on the same so that it's easier for drafting full proof policies / procedures for my company. Mine is a software development / BPO / KPO organization.
If possible please send me some good formats/forms also which can be useful for me.
Thank you very much in anticipation for all your support.
Regards
Deepak Parbat
p.s. presently i am working on MOBILE PHONE REIMBURSEMENT POLICY, OFFICE CAR USAGE POLICY, DOMESTIC TRAVEL POLICY, INTERNATIONAL TRAVEL POLICY, EMPLOYEE BONDS in case we send them abroad on assignments etc.
From India, Pune
Hi
I am designing few policies for my company and i need your inputs on the same so that it's easier for drafting full proof policies / procedures for my company. Mine is a software development organization.
If possible please send me some good formats/forms also which can be useful for me.
Thank you very much in anticipation for all your support.
Regards
Nupur mathur
From India, Mumbai
I am designing few policies for my company and i need your inputs on the same so that it's easier for drafting full proof policies / procedures for my company. Mine is a software development organization.
If possible please send me some good formats/forms also which can be useful for me.
Thank you very much in anticipation for all your support.
Regards
Nupur mathur
From India, Mumbai
HI DEEPAK,
RECENTLY WE HAVE WORKED ON SOME POLICIES REQUIRED BY YOU.I AM TRYING TO EXPLAIN SOME OF THEM FOR YOU.
DOMESTIC TRAVEL POLICY-
WHILE WORKING ON TJIS THE MAIN POINTS TO CONSIDER ARE--
1.MAINLY TRAVEL ALLOWANCE INCLUDES BOARDING AND LODGING ALLOWANCE.THE SAME ARE PAID ON PER DAY BASIS FOR A PERIOD OF 24 HOURS FROM TIME OF DEPARTURE.IT IS CALCULATED ON HOURS BASIS.
IN OUR POLICY WE DO NOT SANCTION ANY ALL. FOR LESS THAN 8 HRS TRAVEL.
MORE THAN 8 HRS BOARDING ALL 100% LODGING ALL.NIL
MORE THAN 16 HRS -----''---- 100% -----''---- 100%
FOR MORE THAN 24 HRS THIS WILL BE REPEATEDFOR NEXT DAY.
2. THE CLAIM SHOULD BE SUBMITTED ALONGWITH SUPPORTING DOCUMENTS,BILLS,RECEIPTS ETC.
3. ACTUAL REIBURSEMENT NEEDS THE PROPER GRADATION OF THE OFFICIALS/EMPLOYEES.SUCH AS DIRECTORS,COO,GM,CHIEF MGRS ,OPERATIONAL MANAGERS & EXECUTIVE CATAGORIES ETC.
4. RULES FOR TRAVEL SHOULD BE MADE AS WHAT TYPE OF FARE WILL BE PAID UNDER THE POLICY.
E.G.--UPTO THE CHIEF MGR.LEVEL--AIR FARE, FIRST CLASS/TIER/IIITIER/II CLASS RAIL CHARGE OR AC BUSES
FOR MANAGERIAL,OPERATIONAL AND EXECUTIVES--ONLY II CLASS RAIL AND AC BUSES,BUSES SHOULD BE PAID.
UPPER LIMIT OF LODGING AND BOARDING CHARGES FOR PER DAY SHOULD BE FIXED.AGAIN THIS SHOULD BE BIFURCATED ON METRO CITIES,CORPORATION AND DISTRICT CITIES SEPERATELY.THIS LIMITS SHOULD BE AS PER THE CATAGORIES.
5. CONVEYANCE OTHER THAN THIS WILL BE REIMBURSED AT ACTUAL.TO SOME EXTENT IT IS FOR CAR/TAXI USAGE AND FOR SOME
LOWER CATAGORIES FOR AUTO,LOCLA TRAIN ONLY.
6. THESE RULES MAY DIFER FROM COMPANY TO COMPANY AS PER THEIR POLICIES.BUT I HAVE GIVEN THE MAJOR POINTS TO REMEMBER
WHILE MAKING A SEPERATE POLICY.
7. IF THE EMPLOYEE IS TRAVELLING OUTSTATION USING HIS OWN TWO WHEELER THEN HE SHOULD BE REIMBURSED ON PER KM.TRAVEL.THE RATE SHOULD BE FIXED SAY RS.1.50 PER KM OR OTHERWISE AS PER CO RULES.
8. IF THE EMPLOYEE IS PERMITTED TO TRAVEL USING HIS OWN FOUR WHEELER,THEN HE SHOULD BE REIMBURSED ON BASIS OF KM DISTANCE WITH SOME RATE SAY RS.4.50 PER KM.
IN THESE CASES EMPLOYEE SHOULD SUBMIT DETAILS OF HIS TRAVEL.
I THINK I HAVE COVERED ALL THE POINTS REQUIRED TO PREPARE A POLICY.
From India, Thana
RECENTLY WE HAVE WORKED ON SOME POLICIES REQUIRED BY YOU.I AM TRYING TO EXPLAIN SOME OF THEM FOR YOU.
DOMESTIC TRAVEL POLICY-
WHILE WORKING ON TJIS THE MAIN POINTS TO CONSIDER ARE--
1.MAINLY TRAVEL ALLOWANCE INCLUDES BOARDING AND LODGING ALLOWANCE.THE SAME ARE PAID ON PER DAY BASIS FOR A PERIOD OF 24 HOURS FROM TIME OF DEPARTURE.IT IS CALCULATED ON HOURS BASIS.
IN OUR POLICY WE DO NOT SANCTION ANY ALL. FOR LESS THAN 8 HRS TRAVEL.
MORE THAN 8 HRS BOARDING ALL 100% LODGING ALL.NIL
MORE THAN 16 HRS -----''---- 100% -----''---- 100%
FOR MORE THAN 24 HRS THIS WILL BE REPEATEDFOR NEXT DAY.
2. THE CLAIM SHOULD BE SUBMITTED ALONGWITH SUPPORTING DOCUMENTS,BILLS,RECEIPTS ETC.
3. ACTUAL REIBURSEMENT NEEDS THE PROPER GRADATION OF THE OFFICIALS/EMPLOYEES.SUCH AS DIRECTORS,COO,GM,CHIEF MGRS ,OPERATIONAL MANAGERS & EXECUTIVE CATAGORIES ETC.
4. RULES FOR TRAVEL SHOULD BE MADE AS WHAT TYPE OF FARE WILL BE PAID UNDER THE POLICY.
E.G.--UPTO THE CHIEF MGR.LEVEL--AIR FARE, FIRST CLASS/TIER/IIITIER/II CLASS RAIL CHARGE OR AC BUSES
FOR MANAGERIAL,OPERATIONAL AND EXECUTIVES--ONLY II CLASS RAIL AND AC BUSES,BUSES SHOULD BE PAID.
UPPER LIMIT OF LODGING AND BOARDING CHARGES FOR PER DAY SHOULD BE FIXED.AGAIN THIS SHOULD BE BIFURCATED ON METRO CITIES,CORPORATION AND DISTRICT CITIES SEPERATELY.THIS LIMITS SHOULD BE AS PER THE CATAGORIES.
5. CONVEYANCE OTHER THAN THIS WILL BE REIMBURSED AT ACTUAL.TO SOME EXTENT IT IS FOR CAR/TAXI USAGE AND FOR SOME
LOWER CATAGORIES FOR AUTO,LOCLA TRAIN ONLY.
6. THESE RULES MAY DIFER FROM COMPANY TO COMPANY AS PER THEIR POLICIES.BUT I HAVE GIVEN THE MAJOR POINTS TO REMEMBER
WHILE MAKING A SEPERATE POLICY.
7. IF THE EMPLOYEE IS TRAVELLING OUTSTATION USING HIS OWN TWO WHEELER THEN HE SHOULD BE REIMBURSED ON PER KM.TRAVEL.THE RATE SHOULD BE FIXED SAY RS.1.50 PER KM OR OTHERWISE AS PER CO RULES.
8. IF THE EMPLOYEE IS PERMITTED TO TRAVEL USING HIS OWN FOUR WHEELER,THEN HE SHOULD BE REIMBURSED ON BASIS OF KM DISTANCE WITH SOME RATE SAY RS.4.50 PER KM.
IN THESE CASES EMPLOYEE SHOULD SUBMIT DETAILS OF HIS TRAVEL.
I THINK I HAVE COVERED ALL THE POINTS REQUIRED TO PREPARE A POLICY.
From India, Thana
HI DEEPAK,
RECENTLY WE HAVE WORKED ON SOME POLICIES REQUIRED BY YOU.I AM TRYING TO EXPLAIN SOME OF THEM FOR YOU.
DOMESTIC TRAVEL POLICY-
WHILE WORKING ON TJIS THE MAIN POINTS TO CONSIDER ARE--
1.MAINLY TRAVEL ALLOWANCE INCLUDES BOARDING AND LODGING ALLOWANCE.THE SAME ARE PAID ON PER DAY BASIS FOR A PERIOD OF 24 HOURS FROM TIME OF DEPARTURE.IT IS CALCULATED ON HOURS BASIS.
IN OUR POLICY WE DO NOT SANCTION ANY ALL. FOR LESS THAN 8 HRS TRAVEL.
MORE THAN 8 HRS BOARDING ALL 100% LODGING ALL.NIL
MORE THAN 16 HRS -----''---- 100% -----''---- 100%
FOR MORE THAN 24 HRS THIS WILL BE REPEATEDFOR NEXT DAY.
2. THE CLAIM SHOULD BE SUBMITTED ALONGWITH SUPPORTING DOCUMENTS,BILLS,RECEIPTS ETC.
3. ACTUAL REIBURSEMENT NEEDS THE PROPER GRADATION OF THE OFFICIALS/EMPLOYEES.SUCH AS DIRECTORS,COO,GM,CHIEF MGRS ,OPERATIONAL MANAGERS & EXECUTIVE CATAGORIES ETC.
4. RULES FOR TRAVEL SHOULD BE MADE AS WHAT TYPE OF FARE WILL BE PAID UNDER THE POLICY.
E.G.--UPTO THE CHIEF MGR.LEVEL--AIR FARE, FIRST CLASS/TIER/IIITIER/II CLASS RAIL CHARGE OR AC BUSES
FOR MANAGERIAL,OPERATIONAL AND EXECUTIVES--ONLY II CLASS RAIL AND AC BUSES,BUSES SHOULD BE PAID.
UPPER LIMIT OF LODGING AND BOARDING CHARGES FOR PER DAY SHOULD BE FIXED.AGAIN THIS SHOULD BE BIFURCATED ON METRO CITIES,CORPORATION AND DISTRICT CITIES SEPERATELY.THIS LIMITS SHOULD BE AS PER THE CATAGORIES.
5. CONVEYANCE OTHER THAN THIS WILL BE REIMBURSED AT ACTUAL.TO SOME EXTENT IT IS FOR CAR/TAXI USAGE AND FOR SOME
LOWER CATAGORIES FOR AUTO,LOCLA TRAIN ONLY.
6. THESE RULES MAY DIFER FROM COMPANY TO COMPANY AS PER THEIR POLICIES.BUT I HAVE GIVEN THE MAJOR POINTS TO REMEMBER
WHILE MAKING A SEPERATE POLICY.
7. IF THE EMPLOYEE IS TRAVELLING OUTSTATION USING HIS OWN TWO WHEELER THEN HE SHOULD BE REIMBURSED ON PER KM.TRAVEL.THE RATE SHOULD BE FIXED SAY RS.1.50 PER KM OR OTHERWISE AS PER CO RULES.
8. IF THE EMPLOYEE IS PERMITTED TO TRAVEL USING HIS OWN FOUR WHEELER,THEN HE SHOULD BE REIMBURSED ON BASIS OF KM DISTANCE WITH SOME RATE SAY RS.4.50 PER KM.
IN THESE CASES EMPLOYEE SHOULD SUBMIT DETAILS OF HIS TRAVEL.
I THINK I HAVE COVERED ALL THE POINTS REQUIRED TO PREPARE A POLICY.
REGARDS,
PADMINI.
From India, Thana
RECENTLY WE HAVE WORKED ON SOME POLICIES REQUIRED BY YOU.I AM TRYING TO EXPLAIN SOME OF THEM FOR YOU.
DOMESTIC TRAVEL POLICY-
WHILE WORKING ON TJIS THE MAIN POINTS TO CONSIDER ARE--
1.MAINLY TRAVEL ALLOWANCE INCLUDES BOARDING AND LODGING ALLOWANCE.THE SAME ARE PAID ON PER DAY BASIS FOR A PERIOD OF 24 HOURS FROM TIME OF DEPARTURE.IT IS CALCULATED ON HOURS BASIS.
IN OUR POLICY WE DO NOT SANCTION ANY ALL. FOR LESS THAN 8 HRS TRAVEL.
MORE THAN 8 HRS BOARDING ALL 100% LODGING ALL.NIL
MORE THAN 16 HRS -----''---- 100% -----''---- 100%
FOR MORE THAN 24 HRS THIS WILL BE REPEATEDFOR NEXT DAY.
2. THE CLAIM SHOULD BE SUBMITTED ALONGWITH SUPPORTING DOCUMENTS,BILLS,RECEIPTS ETC.
3. ACTUAL REIBURSEMENT NEEDS THE PROPER GRADATION OF THE OFFICIALS/EMPLOYEES.SUCH AS DIRECTORS,COO,GM,CHIEF MGRS ,OPERATIONAL MANAGERS & EXECUTIVE CATAGORIES ETC.
4. RULES FOR TRAVEL SHOULD BE MADE AS WHAT TYPE OF FARE WILL BE PAID UNDER THE POLICY.
E.G.--UPTO THE CHIEF MGR.LEVEL--AIR FARE, FIRST CLASS/TIER/IIITIER/II CLASS RAIL CHARGE OR AC BUSES
FOR MANAGERIAL,OPERATIONAL AND EXECUTIVES--ONLY II CLASS RAIL AND AC BUSES,BUSES SHOULD BE PAID.
UPPER LIMIT OF LODGING AND BOARDING CHARGES FOR PER DAY SHOULD BE FIXED.AGAIN THIS SHOULD BE BIFURCATED ON METRO CITIES,CORPORATION AND DISTRICT CITIES SEPERATELY.THIS LIMITS SHOULD BE AS PER THE CATAGORIES.
5. CONVEYANCE OTHER THAN THIS WILL BE REIMBURSED AT ACTUAL.TO SOME EXTENT IT IS FOR CAR/TAXI USAGE AND FOR SOME
LOWER CATAGORIES FOR AUTO,LOCLA TRAIN ONLY.
6. THESE RULES MAY DIFER FROM COMPANY TO COMPANY AS PER THEIR POLICIES.BUT I HAVE GIVEN THE MAJOR POINTS TO REMEMBER
WHILE MAKING A SEPERATE POLICY.
7. IF THE EMPLOYEE IS TRAVELLING OUTSTATION USING HIS OWN TWO WHEELER THEN HE SHOULD BE REIMBURSED ON PER KM.TRAVEL.THE RATE SHOULD BE FIXED SAY RS.1.50 PER KM OR OTHERWISE AS PER CO RULES.
8. IF THE EMPLOYEE IS PERMITTED TO TRAVEL USING HIS OWN FOUR WHEELER,THEN HE SHOULD BE REIMBURSED ON BASIS OF KM DISTANCE WITH SOME RATE SAY RS.4.50 PER KM.
IN THESE CASES EMPLOYEE SHOULD SUBMIT DETAILS OF HIS TRAVEL.
I THINK I HAVE COVERED ALL THE POINTS REQUIRED TO PREPARE A POLICY.
REGARDS,
PADMINI.
From India, Thana
Thanks a million padmini.. it is good information.. as i was working on travel policy for my organizatin too its reallyy helped me .. got a lot of ideas from it.. thanks diana
From India, Mumbai
From India, Mumbai
Hello;
I would appreciate if you could mail me, all the HR policies required for the BPO, since we are in the process of reviving to that of new ones. My personal id would be
.
Regards
SK
From India, Srikakulam
I would appreciate if you could mail me, all the HR policies required for the BPO, since we are in the process of reviving to that of new ones. My personal id would be
Regards
SK
From India, Srikakulam
Hi I am designing policies but kind of blocked, pls help me and send me all the possible policies to me so that it can be taken as base. Thanks Deepak parbat
From India, Pune
From India, Pune
Hi
I am Prachi, HR Executive, Canditi Foods Pvt. Ltd. I am in the process of framing HR policies for my company. Plz help me in this regard. Ours is a new company, so I desperately need some ideas.
Plz help.
Cheers
prachi
From India, Delhi
I am Prachi, HR Executive, Canditi Foods Pvt. Ltd. I am in the process of framing HR policies for my company. Plz help me in this regard. Ours is a new company, so I desperately need some ideas.
Plz help.
Cheers
prachi
From India, Delhi
Hi HR folks,
I am attaching some HR Policies from someof the big names...
1. RMSI
. Standout HR Policy – Keep door open to ex-employees
. Neutral observer during appraisals.
. Hand out salary letters publicly
. Those who leave – do not offer higher salaries as
Incentives to stay back
2. JW Marriot
. Standout HR Policy – Promotion always from within
. Invest in employees future
. Staff are called “ associates “
. Empowerment accompanied by transparency & accessibility
. Sharing data on revenues, cost, profits across all levels
. Do not keep people waiting for interviews – intimidates them
. “ Just for John “ Box
. Friday Rap sessions – every second Friday, management
Meets employees at lunch for informal debates, discussions,
New ideas on Operations & Strategies.
3. DABUR
. Standout HR Policy - promote Equity across all levels -
If 90 % of Corporate targets not achieved, no one gets
The variable pay
. Empowerment fundamental change – ESOP scheme
. Employee referral programme – existing employees
Could refer candidates for incentives.
. Whistle blower policy – cap on business practices which are
Out of character with Company Values (Confidential)
4. AZTEC
. Standout HR Policy - fun@work
. Deal satisfactorily new employee issues within a month
. Skip Level meetings - employees take problems to one
Higher level than reporting level
. Judge employees on potential not on rigid performance
Criterias
5. ADOBE
. Standout HR Policy – paranoia about the “ quality “ of
People hired.
. DACI – Driver Approver Contributor Informer – who owns
Decision making process, who takes the call, who contributes
To decision making, who needs to be informed
. Hire basis overall passion for work + ability to work in
Teams – then only assess the skills
6. FORBES
. Standout HR Policy – Chill quotient, recruit people who
Company is comfortable not just working with, but
Also dining with
. Graduate trainees are asked to commit two mistakes
Within 6 months.
. Managers encouraged to teach in local institutes.
. Colleagues gift a shawl (blue for boy, pink for girl) to
New born
7. ADITYA BIRLA
. Standout HR Policy – Demystify Compensation
. Carpet bombing information on new system/changes
8. AMEX
. Standout HR Policy - Accountability - employee development
Related projects displayed on Calendar
. . Go beyond job briefs
9. AJUBA
. Standout HR Policy - 24 Hour helpline handling employee
Legal & Medical needs.
. . Manage employees expectations
10. HONEYWELL TECHNOLOGIES
. Standout HR Policy – Work till you drop
. Credibility+Respect+Fairness+Pride+Camaraderie
11. SASKEN
. Standout HR Policy – Trust the Employee – No
Attendance tracking
12. MINDFREE
. Standout HR Policy – Word is bond rather bonding
. Value based socially sensitive programme
13. GODREJ
. Standout hr Policy – Pro-active HR team to meet
Each employee at least twice a year
. Two groups - Red & Blue comprising of employees
From all departments deliberate on the future strategy
Of the Company once every three years
14. AVIVA
. Standout HR Policy - Value driver, employees not only to
Live values but also to have a say in formulating new.
. Value Ambassador Award (one who lives with Values)
15. PHILIP INNOVATIONS
. Standout HR Policy – work - life balance
. . Avoid burnouts
16. CLASSIC CORP
. Standout HR Policy - For the People
. Make employee feel special – small gestures
. Diwali Cards from those made by the Children of employees
. Give back to employees - Motorcycles given to all
105 employees who completed 5 years service.
17. INTEL INDIA
. Standout HR Policy - Widen Horizons, encourage to
To work for the community
. Two pronged strategy – one, to make the company a
Great Place to Work For as one of the 6 core values
(others are discipline, risk-taking, quality, customer orientation,
Result orientation) and second, involve/encourage employees
To go beyond work place.
18. INFOSYS TECHNOLOGIES
. Standout HR Policy – Balance, employees get physical
And emotional support
19. CADBURY
. Standout HR Policy - Have fun – annual celebration Calendar
. . Nominate a “ buddy “ for every new comer
20. PSI DATA SYSTEMS
. Standout HR Policy - Inform, employees always know
The Financial status
. Inclusive transformation exercise - create a bank of past
& present knowledge, skills and experience of people.
21. GSK CONSUMER HEALTHCARE
. Standout HR Policy - Respond, grievances swiftly addressed
. Max-U – talent review (performance + potential) of all
Employees, feedback given with a Road-Map on what
To do next
May 17, 2006
Cheers
Deepa Shah
Manager HR
I am attaching some HR Policies from someof the big names...
1. RMSI
. Standout HR Policy – Keep door open to ex-employees
. Neutral observer during appraisals.
. Hand out salary letters publicly
. Those who leave – do not offer higher salaries as
Incentives to stay back
2. JW Marriot
. Standout HR Policy – Promotion always from within
. Invest in employees future
. Staff are called “ associates “
. Empowerment accompanied by transparency & accessibility
. Sharing data on revenues, cost, profits across all levels
. Do not keep people waiting for interviews – intimidates them
. “ Just for John “ Box
. Friday Rap sessions – every second Friday, management
Meets employees at lunch for informal debates, discussions,
New ideas on Operations & Strategies.
3. DABUR
. Standout HR Policy - promote Equity across all levels -
If 90 % of Corporate targets not achieved, no one gets
The variable pay
. Empowerment fundamental change – ESOP scheme
. Employee referral programme – existing employees
Could refer candidates for incentives.
. Whistle blower policy – cap on business practices which are
Out of character with Company Values (Confidential)
4. AZTEC
. Standout HR Policy - fun@work
. Deal satisfactorily new employee issues within a month
. Skip Level meetings - employees take problems to one
Higher level than reporting level
. Judge employees on potential not on rigid performance
Criterias
5. ADOBE
. Standout HR Policy – paranoia about the “ quality “ of
People hired.
. DACI – Driver Approver Contributor Informer – who owns
Decision making process, who takes the call, who contributes
To decision making, who needs to be informed
. Hire basis overall passion for work + ability to work in
Teams – then only assess the skills
6. FORBES
. Standout HR Policy – Chill quotient, recruit people who
Company is comfortable not just working with, but
Also dining with
. Graduate trainees are asked to commit two mistakes
Within 6 months.
. Managers encouraged to teach in local institutes.
. Colleagues gift a shawl (blue for boy, pink for girl) to
New born
7. ADITYA BIRLA
. Standout HR Policy – Demystify Compensation
. Carpet bombing information on new system/changes
8. AMEX
. Standout HR Policy - Accountability - employee development
Related projects displayed on Calendar
. . Go beyond job briefs
9. AJUBA
. Standout HR Policy - 24 Hour helpline handling employee
Legal & Medical needs.
. . Manage employees expectations
10. HONEYWELL TECHNOLOGIES
. Standout HR Policy – Work till you drop
. Credibility+Respect+Fairness+Pride+Camaraderie
11. SASKEN
. Standout HR Policy – Trust the Employee – No
Attendance tracking
12. MINDFREE
. Standout HR Policy – Word is bond rather bonding
. Value based socially sensitive programme
13. GODREJ
. Standout hr Policy – Pro-active HR team to meet
Each employee at least twice a year
. Two groups - Red & Blue comprising of employees
From all departments deliberate on the future strategy
Of the Company once every three years
14. AVIVA
. Standout HR Policy - Value driver, employees not only to
Live values but also to have a say in formulating new.
. Value Ambassador Award (one who lives with Values)
15. PHILIP INNOVATIONS
. Standout HR Policy – work - life balance
. . Avoid burnouts
16. CLASSIC CORP
. Standout HR Policy - For the People
. Make employee feel special – small gestures
. Diwali Cards from those made by the Children of employees
. Give back to employees - Motorcycles given to all
105 employees who completed 5 years service.
17. INTEL INDIA
. Standout HR Policy - Widen Horizons, encourage to
To work for the community
. Two pronged strategy – one, to make the company a
Great Place to Work For as one of the 6 core values
(others are discipline, risk-taking, quality, customer orientation,
Result orientation) and second, involve/encourage employees
To go beyond work place.
18. INFOSYS TECHNOLOGIES
. Standout HR Policy – Balance, employees get physical
And emotional support
19. CADBURY
. Standout HR Policy - Have fun – annual celebration Calendar
. . Nominate a “ buddy “ for every new comer
20. PSI DATA SYSTEMS
. Standout HR Policy - Inform, employees always know
The Financial status
. Inclusive transformation exercise - create a bank of past
& present knowledge, skills and experience of people.
21. GSK CONSUMER HEALTHCARE
. Standout HR Policy - Respond, grievances swiftly addressed
. Max-U – talent review (performance + potential) of all
Employees, feedback given with a Road-Map on what
To do next
May 17, 2006
Cheers
Deepa Shah
Manager HR
Hi All,
I am designing few policies for my company and i need your inputs on the same so that it's easier for drafting full proof policies / procedures for my company. Mine is a IT organization.
If possible please send me some good formats/forms also which can be useful for me.
My Email ID is:
Thank you very much in anticipation for all your support.
Regards
Meenakshi Bhandare
From India, Mumbai
I am designing few policies for my company and i need your inputs on the same so that it's easier for drafting full proof policies / procedures for my company. Mine is a IT organization.
If possible please send me some good formats/forms also which can be useful for me.
My Email ID is:
Thank you very much in anticipation for all your support.
Regards
Meenakshi Bhandare
From India, Mumbai
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Aligning HR Policies to Business Objectives.ppt
HR policies & procedures May 2007.pdf
Index of HR Policies.docx