HR practices in following companies
1)Wipro Tech to leverage new workforce streams,Wipro focuses on building leaders by providing earlyopportunities and the option for cross cultural growthKey strategic HR practices, such as, the scalability enablers thatWipro use to managing large-scale employee process, as well as theirvarious innovative HR practices to enable Wipro to continue to buildtheir global brand and reach the customers around the globe, he added.
Mr Kumar said with over 13,000 women employees around, the company has one of the largest employees of women in the industry
2)FedEx (NYSE: FDX), is among the 100 “Best Companies to Work For” in the US announced by FORTUNE magazineIn 1973, Founder and CEO, Smith had developed and implemented FedEx’s ‘People-Service-Profit’ (PSP) philosophy. This philosophy was based on the fact that if FedEx took proper care of its employees, they would provide efficient service to the customers. This in turn would benefit the company by generating more profits.
The SFA program (a key employee relations and satisfaction program) helped management take decisions regarding promotions
3)•“P & G (India)
Has strong Concern for people” - as told by one of the employee
•“principle based” approach is practiced – interpretation of certain type of policy is individual need based (eg. accomodation)
•Health facility
–Unlimited medical coverage
–Education on health management
–First aid workshop
4)H P (India)•No one “breathes down your neck”
•Flexitime, telecommuting & reduced hour employement in place
•Personal need based leaves besides statuary leaves are there
–10 days for getting married
–10 days for preparing for competitive exams
–8 weeks for legal adop[tion of a child
–5 days for a employee who has suffered bereavement in family
–5 days for a new father
•“Sound of success” is the HP tune which is played at employee’s B’day or at other achievement occasions in the entire building
•Annual family ball & party
•On “Special day” employee can take his family out for dinner at company’s cost once a year (eg B’Day)
5)ICICI Bank
•Internal portal is ICICI universe
•Recruitment through employee referrals is preferred
•Some welfare steps taken are
–Company takes care of employee ward’s admission into a school
–Holiday homesi
–Flexi hours are used sometimes
•“Saturday Kid’s club” – employee’s kids are brought to workplace and there is a special instructor for “learn through fun”
•“Wise guy” is knowledge management portal which is accessible to all the employees
From India, Chandigarh
1)Wipro Tech to leverage new workforce streams,Wipro focuses on building leaders by providing earlyopportunities and the option for cross cultural growthKey strategic HR practices, such as, the scalability enablers thatWipro use to managing large-scale employee process, as well as theirvarious innovative HR practices to enable Wipro to continue to buildtheir global brand and reach the customers around the globe, he added.
Mr Kumar said with over 13,000 women employees around, the company has one of the largest employees of women in the industry
2)FedEx (NYSE: FDX), is among the 100 “Best Companies to Work For” in the US announced by FORTUNE magazineIn 1973, Founder and CEO, Smith had developed and implemented FedEx’s ‘People-Service-Profit’ (PSP) philosophy. This philosophy was based on the fact that if FedEx took proper care of its employees, they would provide efficient service to the customers. This in turn would benefit the company by generating more profits.
The SFA program (a key employee relations and satisfaction program) helped management take decisions regarding promotions
3)•“P & G (India)
Has strong Concern for people” - as told by one of the employee
•“principle based” approach is practiced – interpretation of certain type of policy is individual need based (eg. accomodation)
•Health facility
–Unlimited medical coverage
–Education on health management
–First aid workshop
4)H P (India)•No one “breathes down your neck”
•Flexitime, telecommuting & reduced hour employement in place
•Personal need based leaves besides statuary leaves are there
–10 days for getting married
–10 days for preparing for competitive exams
–8 weeks for legal adop[tion of a child
–5 days for a employee who has suffered bereavement in family
–5 days for a new father
•“Sound of success” is the HP tune which is played at employee’s B’day or at other achievement occasions in the entire building
•Annual family ball & party
•On “Special day” employee can take his family out for dinner at company’s cost once a year (eg B’Day)
5)ICICI Bank
•Internal portal is ICICI universe
•Recruitment through employee referrals is preferred
•Some welfare steps taken are
–Company takes care of employee ward’s admission into a school
–Holiday homesi
–Flexi hours are used sometimes
•“Saturday Kid’s club” – employee’s kids are brought to workplace and there is a special instructor for “learn through fun”
•“Wise guy” is knowledge management portal which is accessible to all the employees
From India, Chandigarh
Intense hiring competition will return in selected areas — global economic issues will persist for years to come, but the global war for talent will continue spiking in key regions an industries. While growth has slowed somewhat in China, Australia and Southeast Asia — including India — continue to see dramatic demand for skilled talent. In the U.S. and Europe, demand is still largely limited to certain industries where skills shortages have been an issue for years.
In high tech inclusive of medical technologies, 2012 will see a significant escalation in the war for top talent. As innovators and game changers step out of established tech firms like Facebook, Apple, Google, Twitter, and Zynga, a whole new breed to tech startups will be born each vying for the best of the best. While recruiting will move forward at a breathtaking pace, so too will “rapid” leadership development.
From India, Ludhiana
In high tech inclusive of medical technologies, 2012 will see a significant escalation in the war for top talent. As innovators and game changers step out of established tech firms like Facebook, Apple, Google, Twitter, and Zynga, a whole new breed to tech startups will be born each vying for the best of the best. While recruiting will move forward at a breathtaking pace, so too will “rapid” leadership development.
From India, Ludhiana
1.TATA TELECOM - Tata Telecom has received the 'Innovative HR Practices Award' from the World HRD Congress 2003 for the global standards that the company follows in its people-excellence practices. In order to establish an open work culture, with a special focus on the transparency of its performance-management system, the company has adopted a four-tier approach. This consists of a performance-management system, opportunities for professional and personal development, an environment of engagement in the company, and improving the quality of work life.
2.CISCO- Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
3.IKEA-IKEA adopted a positive approach toward human resource management. The company implemented several initiatives that promoted 'life balance' and diversity... the innovative human resource management practices adopted by IKEA and describes its work culture.
4. Wal-Mart, founded by Sam Walton ,is one of the world largest companies by market capitalization and number of people employed and touching millions of customers everyday.To be able to efficiently operate such a complex operation at such a large and do it consistently would only be possible by the huge effort by Wal-Mart’s ‘associates’ as its employees are called. Human resources practices of Wal-Mart with a special focus on group and team behavior, leadership, conflict and negotiation, human resource practices and organizational culture and diversity within the company to understand them.Analysis of various HR related areas of Wal-Mart – One of the reasons why Wal-Mart has been so successful and scale up its model across so many locations is the values and beliefs established by its founder and the customer centric culture that is replicated across locations. The company right from the time of its inception has a clear mission which is to save its customers money and enable them to live better.
5..HYUNDAI MOTOR LIMITED- According to Hyundai Motor, its mission is to create value and growth for stakeholders through eco-friendly management and respect for mankind. Within HR, the goal is to develop globally competitive talent that shares the company’s mission. To address business-performance issues, Hyundai decided to take a performance-consulting approach. The HR team developed a series of initial questions to ask when approached by an internal customer unit.
6. Take Solutions: Company firmly advocates and observes the need for a holistic framework towards its People Practices and continuously strive in creating an environment that drives and nurtures high performing workgroups, through innovation, adoption of best practices and adherence to all-encompassing processes
7.INFOSYS: Transparency is best HR policy during tough times.Said Kris Gopalakrishnan, CEO of Infosys: “When your customer is losing revenue by 20-30 per cent, you are forced to cut costs by about 30 per cent. It is important to explain the need to take such a decisions to all the stakeholders
From United States
2.CISCO- Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
3.IKEA-IKEA adopted a positive approach toward human resource management. The company implemented several initiatives that promoted 'life balance' and diversity... the innovative human resource management practices adopted by IKEA and describes its work culture.
4. Wal-Mart, founded by Sam Walton ,is one of the world largest companies by market capitalization and number of people employed and touching millions of customers everyday.To be able to efficiently operate such a complex operation at such a large and do it consistently would only be possible by the huge effort by Wal-Mart’s ‘associates’ as its employees are called. Human resources practices of Wal-Mart with a special focus on group and team behavior, leadership, conflict and negotiation, human resource practices and organizational culture and diversity within the company to understand them.Analysis of various HR related areas of Wal-Mart – One of the reasons why Wal-Mart has been so successful and scale up its model across so many locations is the values and beliefs established by its founder and the customer centric culture that is replicated across locations. The company right from the time of its inception has a clear mission which is to save its customers money and enable them to live better.
5..HYUNDAI MOTOR LIMITED- According to Hyundai Motor, its mission is to create value and growth for stakeholders through eco-friendly management and respect for mankind. Within HR, the goal is to develop globally competitive talent that shares the company’s mission. To address business-performance issues, Hyundai decided to take a performance-consulting approach. The HR team developed a series of initial questions to ask when approached by an internal customer unit.
6. Take Solutions: Company firmly advocates and observes the need for a holistic framework towards its People Practices and continuously strive in creating an environment that drives and nurtures high performing workgroups, through innovation, adoption of best practices and adherence to all-encompassing processes
7.INFOSYS: Transparency is best HR policy during tough times.Said Kris Gopalakrishnan, CEO of Infosys: “When your customer is losing revenue by 20-30 per cent, you are forced to cut costs by about 30 per cent. It is important to explain the need to take such a decisions to all the stakeholders
From United States
Summary of practices
Safe, Healthy And Happy Workplace
Open Book Management Style
Performance Linked Bonuses
360-Degree Performance Management Feedback System
Fair Evaluation System For Employees
Knowledge Sharing
Highlight Performers
Open House Discussions And Feedback Mechanisms
Reward Ceremonies
Delight Employees With The Unexpected
From India, Ludhiana
Safe, Healthy And Happy Workplace
Open Book Management Style
Performance Linked Bonuses
360-Degree Performance Management Feedback System
Fair Evaluation System For Employees
Knowledge Sharing
Highlight Performers
Open House Discussions And Feedback Mechanisms
Reward Ceremonies
Delight Employees With The Unexpected
From India, Ludhiana
Companies are taking up Human Resource-related initiatives as there is a need to manage human resources advantageously, so as not to lose the competitive edge they have builtin market. Human Resource leader should follow creative practices that practices should help to develop the employer as well as employees.There are some companies going for innovative HR practices as follows.
1.Infosys Technologies, a leading software company based in India, was voted the best employer in the country in many HR surveys in the recent years. The company was well known for its employee friendly HR practices. Though Infosys grew to become a US$ 2 billion company by the year 2006, it still retained the culture of a small company. Infosys attracted the best talent from across the world, and recruited candidates by conducting one of the toughest selection process. All the selected candidates were required to go through an intensive 14 week training program. All the employees were required to undergo training every year, and some of the chosen employees were trained at the Infosys Leadership Institute to take on higher responsibilities in the company.
2. GOOGLE IS THE BIGGEST SEARCH ENGINE CO. known for its best HR practices to make them indulge with company .The most innovative idea of Google is to encourage the employees to spend 20%
3.CISCO- Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
4.BIRLA 3M-We encourage Two-way communication. We have something called "Between Us". Once in six months, the MD and the HR head go to all the branch offices. The MD talks about the business and request the people's involvement in fulfilling the organization's dreams. HR head talks about the new HR policies and then there is an open discussion. Employees can express themselves on whatever issues they have with regard to work. If there are sensitive issues, which they don't want to discuss openly, they can write and give those without their names. The question is read, and the answer given. The paper on which the question is written, is destroyed then and there, to make sure that nobody tries to trace the handwriting of the person or in anyway recognize him/her.
5.TCS is known for its human resource practices in India as well as globally. In the EU, it continues to be the employer of choice and has the lowest attrition rate of 9.9 per cent.The company lays emphasis on the overall development of it employees and also offers multi-lingual capability training modules.
From India, Amritsar
1.Infosys Technologies, a leading software company based in India, was voted the best employer in the country in many HR surveys in the recent years. The company was well known for its employee friendly HR practices. Though Infosys grew to become a US$ 2 billion company by the year 2006, it still retained the culture of a small company. Infosys attracted the best talent from across the world, and recruited candidates by conducting one of the toughest selection process. All the selected candidates were required to go through an intensive 14 week training program. All the employees were required to undergo training every year, and some of the chosen employees were trained at the Infosys Leadership Institute to take on higher responsibilities in the company.
2. GOOGLE IS THE BIGGEST SEARCH ENGINE CO. known for its best HR practices to make them indulge with company .The most innovative idea of Google is to encourage the employees to spend 20%
3.CISCO- Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
4.BIRLA 3M-We encourage Two-way communication. We have something called "Between Us". Once in six months, the MD and the HR head go to all the branch offices. The MD talks about the business and request the people's involvement in fulfilling the organization's dreams. HR head talks about the new HR policies and then there is an open discussion. Employees can express themselves on whatever issues they have with regard to work. If there are sensitive issues, which they don't want to discuss openly, they can write and give those without their names. The question is read, and the answer given. The paper on which the question is written, is destroyed then and there, to make sure that nobody tries to trace the handwriting of the person or in anyway recognize him/her.
5.TCS is known for its human resource practices in India as well as globally. In the EU, it continues to be the employer of choice and has the lowest attrition rate of 9.9 per cent.The company lays emphasis on the overall development of it employees and also offers multi-lingual capability training modules.
From India, Amritsar
A best “Practice” in HR is a particular method, approach, practice of managing people which has a positive impact on company’s overall business performance by improving employee satisfaction , employee motivation , customer satisfaction and/or bottom –line business performance.
INNOVATIVE HR PRACTICES
Attract and access the talented
Transition
Engage and align the best
Develop and grow the best
Using web or teleconferencing to reduce travel
Wellness programmes to foster employees
Green recruitment
Following are the examples of companies following innovative HR practices :-
AIRTEL
Company strongly believes in “SOFTER SKILLS ” such as working in teams, interpersonal skills, communication skills, creative thinking, entrepreneurial skills, etc.
The company has a unique policy like “HR REACH OUT”. Every hr member is assigned a department. He/she works with a department very closely not only to proactively enable employees perform but also to partner with the business and influence business processes and policies.
“CUSTOMER CONTACT PROGRAMME” Once a month, all senior managers reach out to customers to get a first hand feel and feedback from them.
The management conducts “EMPLOYEE SATISFACTION SURVEYS” have departmental strategic matrices developed to work on employees feedback, etc.
SUBEX SYSTEMS
There are a lot of policies of HR which are worth-mentoring. “ONE IS OUR FEEL THE PULSE MEET”. As per the program every sebexian will have to meet up his senior sebexian.
This happens once in six months. This is basically for the senior sebexian to feel to feel the pulse of the junior, to know whether he is doing well or not, whether he is enjoying his job or not, where are the ares where he needs support etc.
PHILIPS SOFTWARE CENTER
The first one that needs to be mentioned is the” DREAM PROJECT”. Dream project allows every employee to pursue a project of their own interest in the technical area. They invest their time while the company gives them resources and encouragement.
They have a “GLOBAL APPRAISAL SYSTEM” which totally involves employees in the whole management process . Planning, goal-setting ,work-review, coaching and developmental appraisal are part of this process chain.
From India, New Delhi
INNOVATIVE HR PRACTICES
Attract and access the talented
Transition
Engage and align the best
Develop and grow the best
Using web or teleconferencing to reduce travel
Wellness programmes to foster employees
Green recruitment
Following are the examples of companies following innovative HR practices :-
AIRTEL
Company strongly believes in “SOFTER SKILLS ” such as working in teams, interpersonal skills, communication skills, creative thinking, entrepreneurial skills, etc.
The company has a unique policy like “HR REACH OUT”. Every hr member is assigned a department. He/she works with a department very closely not only to proactively enable employees perform but also to partner with the business and influence business processes and policies.
“CUSTOMER CONTACT PROGRAMME” Once a month, all senior managers reach out to customers to get a first hand feel and feedback from them.
The management conducts “EMPLOYEE SATISFACTION SURVEYS” have departmental strategic matrices developed to work on employees feedback, etc.
SUBEX SYSTEMS
There are a lot of policies of HR which are worth-mentoring. “ONE IS OUR FEEL THE PULSE MEET”. As per the program every sebexian will have to meet up his senior sebexian.
This happens once in six months. This is basically for the senior sebexian to feel to feel the pulse of the junior, to know whether he is doing well or not, whether he is enjoying his job or not, where are the ares where he needs support etc.
PHILIPS SOFTWARE CENTER
The first one that needs to be mentioned is the” DREAM PROJECT”. Dream project allows every employee to pursue a project of their own interest in the technical area. They invest their time while the company gives them resources and encouragement.
They have a “GLOBAL APPRAISAL SYSTEM” which totally involves employees in the whole management process . Planning, goal-setting ,work-review, coaching and developmental appraisal are part of this process chain.
From India, New Delhi
Today's human resource management cannot set itself aside as the mere functional department for common welfare, selection, rewards, recognition, compensation, remuneration, work culture and productivity of employees. As the corporate and business process is growing in services and innovations, the choice for a better job is huge for any employee in the present employment scenario. Most challenging task for the human resource manager in the present scenario is the talent hunt and hiring process and retention of talented as well as most productive employees in the company. This focus is acutely present in the HR policies of the companies with most innovative human resource management practice. Here we would introduce some of the greatest global companies with most innovative human resource management practice.
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 optimisticabout the future. Like someone who you would find interesting on a long train journey. Thecompanys recruitment process ensures that it gets the people edge it needs. There is a battery of wiringtests, interviews are rigorous, not in the sense of being a stress interview, but interviewers try and godeep into what makes the candidate tick. Then the detailed feedback on the candidate is given to anindependent team in charge of hiring. The companys 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 career4. Bar Raisers:The HR department has organized an elite group of 34 employees who have veto power in anrecruitment decision, if a Bar member feels a potential recruit does not match upto the companysstandards.5. Short stories:The Company compiled 52 short stories, one for each week, the company used to introduce newrecruits. 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 anemployee joins, his parents or spouse get a welcome letter.
Syntel
This global IT Company recently awarded in several categories of human resource management in the HRD congress. The use of technology for achievement of strategic HR objectives and creative practices in HR solution made it to be one of the most valued companies with most innovative human resource management practice.
Larsen and Toubro
L&T engineering and construction division is recently awarded the Asia Pacific HR Conclave Award for most innovative HR practices. The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines and business policy and this made L&T as one of the top companies with most innovative human resource management practices.
Infosys BPO Ltd
In the recent world HRD congress held in Mumbai the company won 7 awards for its human resource management practices. The major strength of the company lies in innovative talent hunting, recruitment and retention process.
Above mentioned companies with most innovative human resource management practices have a significantly higher rate of retention and gross wellbeing of the employees which made these companies a preferred place of work.
From India, Ludhiana
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 optimisticabout the future. Like someone who you would find interesting on a long train journey. Thecompanys recruitment process ensures that it gets the people edge it needs. There is a battery of wiringtests, interviews are rigorous, not in the sense of being a stress interview, but interviewers try and godeep into what makes the candidate tick. Then the detailed feedback on the candidate is given to anindependent team in charge of hiring. The companys 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 career4. Bar Raisers:The HR department has organized an elite group of 34 employees who have veto power in anrecruitment decision, if a Bar member feels a potential recruit does not match upto the companysstandards.5. Short stories:The Company compiled 52 short stories, one for each week, the company used to introduce newrecruits. 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 anemployee joins, his parents or spouse get a welcome letter.
Syntel
This global IT Company recently awarded in several categories of human resource management in the HRD congress. The use of technology for achievement of strategic HR objectives and creative practices in HR solution made it to be one of the most valued companies with most innovative human resource management practice.
Larsen and Toubro
L&T engineering and construction division is recently awarded the Asia Pacific HR Conclave Award for most innovative HR practices. The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines and business policy and this made L&T as one of the top companies with most innovative human resource management practices.
Infosys BPO Ltd
In the recent world HRD congress held in Mumbai the company won 7 awards for its human resource management practices. The major strength of the company lies in innovative talent hunting, recruitment and retention process.
Above mentioned companies with most innovative human resource management practices have a significantly higher rate of retention and gross wellbeing of the employees which made these companies a preferred place of work.
From India, Ludhiana
Tata Projects Ltd - Tata Projects Limited (TPL) was established in 1979 as an Engineering, Procurement and Construction (EPC) Company in the Engineering Sector of the Tata Group. Buddy Concept – In dis new joinee is assigned a buddy (peer) for quick orientation. A buddy shall help the new joinees to settle down in the early days of his/her job, ensure that the new joinees gets assistance in finding a new accommodation/ workspace etc in coordination with HR, answer queries on organization culture, existing policies, employee welfare schemes etc. In addition, every new joinee will have a “New at TPL” badge to let us know that he/she might need help.
IT ENABLED WORK PROCESSES
Online Performance Management System
Leave Management System
Online Training Calendar
Online access to Pay Slip, Superannuation and PF Balance.
Leadership Development - Identification of high potentials through PMS & Assessment & Development Center, Fast Track Programs, Management Development Programs, action plans on 360 degree feedback of SMT, Cross functional training programs
Google - 1.Building innovation into job descriptions: '20 percent time'
Technical employees are required to spend 80% of their time on the core search and advertising businesses, and 20% on technical projects of their own choosing."
"Employees' work structure follows a '70/20/10' model,
2.Eliminating friction at every turn: ensuring change can happen quickly and efficiently Google’s approach to innovation is highly improvisational. Any engineer in the company has a chance to create a new product or feature.
3.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...'
Why would people like to work for google
• Free meals from 11 on-site gourmet restaurants and snack rooms all over, complete with cereal, candy, fresh fruit, cappucino makers, the works.
• An on-site fitness center, complete with weight room, lap pool, personal trainers and massages.
• Five on-site doctors and, you guessed it, all free.
• Game rooms that include pool tables, foosball, ping-pong, and arcade games.
• Rock-climbing walls, beach volleyball and roller hockey twice a week in the parking lot.
• Engineers can spend 20% of their time at work on independent projects.
• Employees can bring their dogs to work, so long as their co-workers don’t mind, the dogs are not aggressive, are free of fleas and the owners clean up after them.
• Pajama day, TGIF parties every week and charity events on-site.
• Six weeks paid sabbatical available for every 6 years an employee works there (537 employees took sabbaticals last year).
From India, Ludhiana
IT ENABLED WORK PROCESSES
Online Performance Management System
Leave Management System
Online Training Calendar
Online access to Pay Slip, Superannuation and PF Balance.
Leadership Development - Identification of high potentials through PMS & Assessment & Development Center, Fast Track Programs, Management Development Programs, action plans on 360 degree feedback of SMT, Cross functional training programs
Google - 1.Building innovation into job descriptions: '20 percent time'
Technical employees are required to spend 80% of their time on the core search and advertising businesses, and 20% on technical projects of their own choosing."
"Employees' work structure follows a '70/20/10' model,
2.Eliminating friction at every turn: ensuring change can happen quickly and efficiently Google’s approach to innovation is highly improvisational. Any engineer in the company has a chance to create a new product or feature.
3.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...'
Why would people like to work for google
• Free meals from 11 on-site gourmet restaurants and snack rooms all over, complete with cereal, candy, fresh fruit, cappucino makers, the works.
• An on-site fitness center, complete with weight room, lap pool, personal trainers and massages.
• Five on-site doctors and, you guessed it, all free.
• Game rooms that include pool tables, foosball, ping-pong, and arcade games.
• Rock-climbing walls, beach volleyball and roller hockey twice a week in the parking lot.
• Engineers can spend 20% of their time at work on independent projects.
• Employees can bring their dogs to work, so long as their co-workers don’t mind, the dogs are not aggressive, are free of fleas and the owners clean up after them.
• Pajama day, TGIF parties every week and charity events on-site.
• Six weeks paid sabbatical available for every 6 years an employee works there (537 employees took sabbaticals last year).
From India, Ludhiana
CISCO-:The way they have empowered there line managers needs to be mentioned first in this regard. They have provided them with HR tools, technologies, online tools etc., which give them an edge over their counterparts in other organizations. At the click of a button, a manager can look at the database of his/her own people, track history of development, increments, promotions, stock options etc. They are also given the rating and ranking tools. They could recommend changes and training needs and they could draw upon the resources available. Technology is deployed in a very effective way.
BIRLA 3M-:They encourage Two-way communication. They have something called "Between Us". Once in six months, the MD and the HR head go to all the branch offices. The MD talks about the business and request the people's involvement in fulfilling the organization's dreams. HR head talks about the new HR policies and then there is an open discussion. Employees can express themselves on whatever issues they have with regard to work. If there are sensitive issues, which they don't want to discuss openly, they can write and give those without their names. The question is read, and the answer given. The paper on which the question is written, is destroyed then and there, to make sure that nobody tries to trace the handwriting of the person or in anyway recognize him/her.
From India, Ludhiana
BIRLA 3M-:They encourage Two-way communication. They have something called "Between Us". Once in six months, the MD and the HR head go to all the branch offices. The MD talks about the business and request the people's involvement in fulfilling the organization's dreams. HR head talks about the new HR policies and then there is an open discussion. Employees can express themselves on whatever issues they have with regard to work. If there are sensitive issues, which they don't want to discuss openly, they can write and give those without their names. The question is read, and the answer given. The paper on which the question is written, is destroyed then and there, to make sure that nobody tries to trace the handwriting of the person or in anyway recognize him/her.
From India, Ludhiana
CISCO-:The way they have empowered there line managers needs to be mentioned first in this regard. They have provided them with HR tools, technologies, online tools etc., which give them an edge over their counterparts in other organizations. At the click of a button, a manager can look at the database of his/her own people, track history of development, increments, promotions, stock options etc. They are also given the rating and ranking tools. They could recommend changes and training needs and they could draw upon the resources available. Technology is deployed in a very effective way.
BIRLA 3M-:They encourage Two-way communication. They have something called "Between Us". Once in six months, the MD and the HR head go to all the branch offices. The MD talks about the business and request the people's involvement in fulfilling the organization's dreams. HR head talks about the new HR policies and then there is an open discussion. Employees can express themselves on whatever issues they have with regard to work. If there are sensitive issues, which they don't want to discuss openly, they can write and give those without their names. The question is read, and the answer given. The paper on which the question is written, is destroyed then and there, to make sure that nobody tries to trace the handwriting of the person or in anyway recognize him/her.
From India, Ludhiana
BIRLA 3M-:They encourage Two-way communication. They have something called "Between Us". Once in six months, the MD and the HR head go to all the branch offices. The MD talks about the business and request the people's involvement in fulfilling the organization's dreams. HR head talks about the new HR policies and then there is an open discussion. Employees can express themselves on whatever issues they have with regard to work. If there are sensitive issues, which they don't want to discuss openly, they can write and give those without their names. The question is read, and the answer given. The paper on which the question is written, is destroyed then and there, to make sure that nobody tries to trace the handwriting of the person or in anyway recognize him/her.
From India, Ludhiana
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