hie mam
Different innovative practices in HR by different companies are:-
-A recent trend in the software industry is to gift customized products to the employees on their birthdays. It is said that the more emotional your gift seems to be, the more loyal the employee will be at the work place.
-Providing Dream Project
-Sponsorship Program for Higher Studies
-Cafeteria
-Provisions for Late Hours at Job
-Leadership Program
-Employee Satisfaction Surveys
-Overtime/Additional Hours Worked Payment
-Fair Treatment
-Reward & Recognition Framework
Thanks:
Japneet kaur
PCTE
From India, Chandigarh
Different innovative practices in HR by different companies are:-
-A recent trend in the software industry is to gift customized products to the employees on their birthdays. It is said that the more emotional your gift seems to be, the more loyal the employee will be at the work place.
-Providing Dream Project
-Sponsorship Program for Higher Studies
-Cafeteria
-Provisions for Late Hours at Job
-Leadership Program
-Employee Satisfaction Surveys
-Overtime/Additional Hours Worked Payment
-Fair Treatment
-Reward & Recognition Framework
Thanks:
Japneet kaur
PCTE
From India, Chandigarh
hello mam
Different innovative practices in HR by different companies are:-
1.Teaching Development for New Academic Staff
2.Time Off for Study for Professional Staff
3.Work Outside the University
4.Safety while Working in Temperature Extremes
5.Reduced Hours for the Care of Children
6.Plant/Equipment Safety Management
7.Overseas Conference Leave
8.Organization’s Feedback
education.nic.in -
focuses upon the compact development of all its citizens
Department for school education & literacy and the Department for higher education.
IBM-
Balancing work life
employee training
Educational tie ups with symbosis
Thanks:
Dipinder singh kalsi
PCTE
From India, Chandigarh
Different innovative practices in HR by different companies are:-
1.Teaching Development for New Academic Staff
2.Time Off for Study for Professional Staff
3.Work Outside the University
4.Safety while Working in Temperature Extremes
5.Reduced Hours for the Care of Children
6.Plant/Equipment Safety Management
7.Overseas Conference Leave
8.Organization’s Feedback
education.nic.in -
focuses upon the compact development of all its citizens
Department for school education & literacy and the Department for higher education.
IBM-
Balancing work life
employee training
Educational tie ups with symbosis
Thanks:
Dipinder singh kalsi
PCTE
From India, Chandigarh
Gud Evening Mam,
Human Resource Management in India has witnessed change in last two decades due to Economic liberalization in 1991 which created a hyper-competitive environment.
The various HR practices being followed by different Companies:-
Equal employment opportunities.
Providing flexibility so that female employees at various life stages.
Promote the practice of entrepreneurship by employees within the organization.
Work Environment.
Open Management.
Performance feedback .
Sharing Knowledge.
Rewards and Surprises to employees from time to time.
ADOBE INC. - With Adobe solutions for human resources,
Enterprise migrate paper-based forms to electronic documents.
LiveCycle ES and the Human Capital Applications Solution Accelerator work to automate the manual processes associated with employee onboarding and offboarding.
• Speed “day one” productivity of new hires.
• Interactive personalization that builds employee trust and confidence.
LiveCycle ES comprises solution components that can be combined based on customer require-ments and tightly integrated with existing IT infrastructures.
The synergy between the strategic planning and innovative HRM practices will be vital for Indian economy.
Thanks
Shaveta Gupta
MBA – 1A (PCTE)
From India, Ludhiana
Human Resource Management in India has witnessed change in last two decades due to Economic liberalization in 1991 which created a hyper-competitive environment.
The various HR practices being followed by different Companies:-
Equal employment opportunities.
Providing flexibility so that female employees at various life stages.
Promote the practice of entrepreneurship by employees within the organization.
Work Environment.
Open Management.
Performance feedback .
Sharing Knowledge.
Rewards and Surprises to employees from time to time.
ADOBE INC. - With Adobe solutions for human resources,
Enterprise migrate paper-based forms to electronic documents.
LiveCycle ES and the Human Capital Applications Solution Accelerator work to automate the manual processes associated with employee onboarding and offboarding.
• Speed “day one” productivity of new hires.
• Interactive personalization that builds employee trust and confidence.
LiveCycle ES comprises solution components that can be combined based on customer require-ments and tightly integrated with existing IT infrastructures.
The synergy between the strategic planning and innovative HRM practices will be vital for Indian economy.
Thanks
Shaveta Gupta
MBA – 1A (PCTE)
From India, Ludhiana
Hello Maa'm
Below written are some of the innovative HR practices which are being followed in the industry in the present or have been catering to them in the near past.They are illustrated as following:
1.Employee Motivation in work place.
2.Individual Innovativeness and organizational citizenship behavior.
3.Innovative human resource leader.
4.Trends & Needs.
5.Support needed for the management of change and improvement of human capital.
These are some of the techniques which have helped HR personnels of the respective companies in reducing the attrition rate .
Regards
Namrata Nagpal
MBA-1a
From India, Ludhiana
Below written are some of the innovative HR practices which are being followed in the industry in the present or have been catering to them in the near past.They are illustrated as following:
1.Employee Motivation in work place.
2.Individual Innovativeness and organizational citizenship behavior.
3.Innovative human resource leader.
4.Trends & Needs.
5.Support needed for the management of change and improvement of human capital.
These are some of the techniques which have helped HR personnels of the respective companies in reducing the attrition rate .
Regards
Namrata Nagpal
MBA-1a
From India, Ludhiana
Good Evening Mam,
The latest techniques used in the field of Human Resource Development are:
Employees for Lease: Sometimes the organizations depend upon consultancy agencies or individual consultants for their expertise to tap and utilize their expert knowledge. The consultancy agencies offer expert advice and the execution of the advice is left to the employees of the organization. The employees may in some of the cases fail to covert the know-how into a project. Under such circumstances, new types of organizations will emerge, which would be called as Employee Leasing Organization.
Moonlighting by Employees: This is a situation, which arises among employees on account of dissatisfaction from present wage & salary structure. They feel that employer enjoys the increased profit and that they are being exploited by the employer. Consequently they agitate for hike in wages or take up another part-time job or business simultaneously with that of the original job. This is also known as Double Jobbing.
Flexi-time & Flexi-work:The number of hours in a day, number of days in a week and work schedule when the worker has to perform is normally stated in the Job Description. The concept of Flexi-time has been introduced in order to suit the convenience of the workers without affecting the organizational functioning. Flexi-time is a program that allows flexible entry and leaving times for employees. Flexi-time increases productivity, decline in absenteeism, and reduction in employee turnover & increase in morale.
Flexi-work: It is a program that allows flexibility in handling the type of work in various departments of the organizations in systematic way by the employee during his tenure of employment in an organization. For example, a candidate may be selected as a clerk in the Personnel Department and after two years he may be allowed to take up work in any other department of the organization.
Training & Development:Organizations spend a lot of time and resources in training, developing and educating their employees in tune with the job awareness and organizations' requirements. This is mostly due to the absence of linkage between the industry and universities. Organizations in future will establish their own educational institutes. These institutes will frame their course curriculum to suit the requirements of various jobs in the organization as a whole. These institutes will go on changing the course curriculum depending upon the changes in technology, work methods, production process, activities and so on. The intake of these institutes depends on exclusive requirements of organization.
With Regards,
Prabhjot Singh
MBA-1A(PCTE)
From India, Kanpur
The latest techniques used in the field of Human Resource Development are:
Employees for Lease: Sometimes the organizations depend upon consultancy agencies or individual consultants for their expertise to tap and utilize their expert knowledge. The consultancy agencies offer expert advice and the execution of the advice is left to the employees of the organization. The employees may in some of the cases fail to covert the know-how into a project. Under such circumstances, new types of organizations will emerge, which would be called as Employee Leasing Organization.
Moonlighting by Employees: This is a situation, which arises among employees on account of dissatisfaction from present wage & salary structure. They feel that employer enjoys the increased profit and that they are being exploited by the employer. Consequently they agitate for hike in wages or take up another part-time job or business simultaneously with that of the original job. This is also known as Double Jobbing.
Flexi-time & Flexi-work:The number of hours in a day, number of days in a week and work schedule when the worker has to perform is normally stated in the Job Description. The concept of Flexi-time has been introduced in order to suit the convenience of the workers without affecting the organizational functioning. Flexi-time is a program that allows flexible entry and leaving times for employees. Flexi-time increases productivity, decline in absenteeism, and reduction in employee turnover & increase in morale.
Flexi-work: It is a program that allows flexibility in handling the type of work in various departments of the organizations in systematic way by the employee during his tenure of employment in an organization. For example, a candidate may be selected as a clerk in the Personnel Department and after two years he may be allowed to take up work in any other department of the organization.
Training & Development:Organizations spend a lot of time and resources in training, developing and educating their employees in tune with the job awareness and organizations' requirements. This is mostly due to the absence of linkage between the industry and universities. Organizations in future will establish their own educational institutes. These institutes will frame their course curriculum to suit the requirements of various jobs in the organization as a whole. These institutes will go on changing the course curriculum depending upon the changes in technology, work methods, production process, activities and so on. The intake of these institutes depends on exclusive requirements of organization.
With Regards,
Prabhjot Singh
MBA-1A(PCTE)
From India, Kanpur
hello mam........
INNOVATIVE HR PRACTICES OF INDIAN COMPANIES
INTRODUCTION
India now becomes a player in the global stage. Everyone wants to do business with us, this change has given lot of opportunities to our country to grow further but it posed lot of challenges in front of us like Indian companies gained confidence to acquire foreign giant companies and try to establish themselves very competitive than the foreign companies at the same time we have to give emphasis on the various challenges before us like the gap between people in the corporate world and those in the rural areas is becoming serious concern and the wage differentials between blue collared workers and senior managers, the candidates having good education and communication skills getting more chance in the job market than other people lesser than them, attrition levels are all time high in India for example business process outsourcing facing problems with talent retention.
This paper try to extract the facts to find out how the companies in India facing HR problems and what kind of innovative practices they are following to recruit and retain their employees and made them feel best place to work and enjoying working and made the companies in the great height in their own field of business.
FOUR CRITICAL DIMENSIONS OF BEST PRACTICES
Attract and Access:
Attracting and retaining talent is becoming a big problem for every organization, they are following every trick and strategy to recruit and retain the employees.
Develop and Grow:
Nowadays organizations try to recognize the aspirations of employees and focus on their growth and development. India provides job rotation opportunities to high – performing employees from operations division. This gives them broader understanding of the business.
Engage and Align:
Employee engagement has retained the focus of organizational leadership and many companies keep launching new practices to woo employees. They are using innovative practices like “Loyalty Interview”- to find out what is it that makes its employees stay on, the feedback from loyal employees often reflects on the leadership style and is seen to work as a great motivation.
Transition:
Movement of talent within the organization and outside of the organization sends strong signals to the employees about the organization’s care and concern. Right from the induction, which is often the first impression the employees carries, to the exit interview, the sensitivity displayed by the organization has a lasting impact on all employees.
INNOVATIVE PRACTICES IN HR AREAS:
Recruitment and selection
Learning and development
Rewards and recognition
Career planning
Compensation and benefits
Performance management
Leadership and development
Organization structure
1.RECRUITMENT AND SELECTION
1. Google:
(i) Diversity among employees: Ex – army man to former school teacher in the workforce.
(ii) For recruitment they expect the person has to be comfortable with technology and be optimistic about the future. “Like someone who you would find interesting on a long train journey”. The company’s recruitment process ensures that it gets the people edge it needs. There is a battery of wiring tests, interviews are rigorous, not in the sense of being a stress interview, but interviewers try and go deep into what makes the candidate tick. Then the detailed feedback on the candidate is given to an independent team in charge of hiring. The company’s credo is to hire someone who is better than you.
2. Employee referrals by employees which comprises 50% of all hiring at SAP Labs India, Bangalore.
3. Non – standard pool of talent: housewives with a gap in career
4. “Bar Raisers”:
The HR department has organized an elite group of 34 employees – who have veto power in an recruitment decision, if a Bar member feels a potential recruit does not match upto the company’s standards.
5. Short stories:
The Company compiled 52 short stories, one for each week, the company used to introduce new recruits. The stories talk about its history and evolution, technology and people who made a difference.
6. The company goes beyond its employees and connects with their support group: the family, when an employee joins, his parents or spouse get a welcome letter.
2.LEARNING AND DEVELOPMENT
SME’s(Subject Matter Experts):
HR team identifies the internal subject matter experts to give training to the employees
Sending employees for higher studies
EWelcome:
When employees join the company, they have to interact with functionaries in other regions who assume that the new person in knows the internal systems. Often the new employee is unfamiliar with the systems and is at sea. The EWelcome gateway lists certain universal systems of the company and helps them get familiar with such things. A stand – out feature is that if this checklist remains incomplete it sends an automatic notice to the manager responsible for the employee.
Company follows a training policy to have seven days of training every year is mandatory for all employees, even this chairman and the directors.
GOLD (Godrej Organization for Learning and Development):
Web-based learning tied up with UK – based NetG to distribute e- learning modules among the workforce. The company gives equal importance to soft skill training. “ Out of box thinking is more important “, the sponsored the Edward De Bono certification of lateral thinking for two of its managerial employees, so they could teach in – house. This learning creates a leadership pipeline.
3. REWARDS AND RECOGNITION
1. MAD (Mutual Admiration):
Is an event where every employee is given green cardboard leaves on which they scribble messages of appreciation and pin them onto the MAD tree in the cafeteria. The leaves are a way of reaching out to colleagues and teams who have mattered. And at the end of the week, the foliage gets thick. Surely, the employees like being around each other.
2. Smart Work and Smart Reward:
It directed towards improving employees productivity. It rewards those who complete tasks in fewer working hours than stipulated.” The reward process is well defined and transparent. It has helped in ensuring better work – life balance.
3. Promotion within
4. CAREER PLANNING
1. Career Success Centre:
An online portal and a one – stop shop for all career related resources. The portal helps employees plan and develop their careers according to business needs.
5. COMPENSATION AND BENEFITS
1. Paternity leave
2. Extra three months maternity leave at half the salary leave
3. No attendance monitoring
4. unlimited sick leave
5. equal privileges for employees across levels: employees at all levels travel in the same class, stay in similar hotels, work out of standard cubicles, log in their own leave.
6. PERFORMANCE MANAGEMENT
1. 360 degree feedback system
2. “Performance Task Force”: A cross functional team constitutes 20 members and this force keeps track of what needs to be plugged, and what seems to be working. It goes back to HR every six months to deliver feedback.
7. LEADERSHIP AND DEVELOPMENT
1. Food for thought:
Inviting employees in groups to chat with Managing director over lunch in an informal environment on various issues and topics.
2. Succession planning
3. Employee empowerment
4. Reach out:
An initiative to keep a direct link of communication to its employees, the president of the company meets the employees.
8. ORGANIZATION STRUCTURE
1. Flexi and Part – time
2. The companies allow the employees to shift jobs if they wish to, across its different functions.
3. Skits: The companies are asking the employees to devise skits to dramatize its values, design screen savers and even create mascots themed on the values, they would much rather hunker down and design some more.
4. The company created new position called “Employee Engagement Manager”: the major task of the manager is to energize the workplace with fun – filled events and effective communication.
5. “People Champions”: Every project team has one facilitator from the HR department. The people champion takes care of any administrative need a project might have, leaving the project members free to concentrate on their work.
6. Orientation along with parents: The Company invites the parents of new recruits for orientation, its good for the parents to know the kind of organization their children work for, this insight came from campus recruitment, where parents would stay with their children right till results were parents would stay with their children right till results were announced.
7. “People Movement Management Review Committee”: it ensures talented employees were retained by reassigning them to other groups. The company also hired consultants to assist those who were asked to leave to find jobs in other organizations.
CONCLUSION:
In the present competitive world, the companies are facing lot of skill shortage, talent crunch and attrition those reached historically height ever, that made the companies feel the internal customer also more important equally with external customers, so every company try to devise innovative HR practices to attract best talent , giving them nice environment to work with, that enables the company to retain talents, the above said practices are conceived and implemented and found successful by the leading companies in India. It is found that convergence of practices of different companies in different HR areas, if any company wants to apply those practices that will benefit for the company to become more competitive in the global market.
From India, Chandigarh
INNOVATIVE HR PRACTICES OF INDIAN COMPANIES
INTRODUCTION
India now becomes a player in the global stage. Everyone wants to do business with us, this change has given lot of opportunities to our country to grow further but it posed lot of challenges in front of us like Indian companies gained confidence to acquire foreign giant companies and try to establish themselves very competitive than the foreign companies at the same time we have to give emphasis on the various challenges before us like the gap between people in the corporate world and those in the rural areas is becoming serious concern and the wage differentials between blue collared workers and senior managers, the candidates having good education and communication skills getting more chance in the job market than other people lesser than them, attrition levels are all time high in India for example business process outsourcing facing problems with talent retention.
This paper try to extract the facts to find out how the companies in India facing HR problems and what kind of innovative practices they are following to recruit and retain their employees and made them feel best place to work and enjoying working and made the companies in the great height in their own field of business.
FOUR CRITICAL DIMENSIONS OF BEST PRACTICES
Attract and Access:
Attracting and retaining talent is becoming a big problem for every organization, they are following every trick and strategy to recruit and retain the employees.
Develop and Grow:
Nowadays organizations try to recognize the aspirations of employees and focus on their growth and development. India provides job rotation opportunities to high – performing employees from operations division. This gives them broader understanding of the business.
Engage and Align:
Employee engagement has retained the focus of organizational leadership and many companies keep launching new practices to woo employees. They are using innovative practices like “Loyalty Interview”- to find out what is it that makes its employees stay on, the feedback from loyal employees often reflects on the leadership style and is seen to work as a great motivation.
Transition:
Movement of talent within the organization and outside of the organization sends strong signals to the employees about the organization’s care and concern. Right from the induction, which is often the first impression the employees carries, to the exit interview, the sensitivity displayed by the organization has a lasting impact on all employees.
INNOVATIVE PRACTICES IN HR AREAS:
Recruitment and selection
Learning and development
Rewards and recognition
Career planning
Compensation and benefits
Performance management
Leadership and development
Organization structure
1.RECRUITMENT AND SELECTION
1. Google:
(i) Diversity among employees: Ex – army man to former school teacher in the workforce.
(ii) For recruitment they expect the person has to be comfortable with technology and be optimistic about the future. “Like someone who you would find interesting on a long train journey”. The company’s recruitment process ensures that it gets the people edge it needs. There is a battery of wiring tests, interviews are rigorous, not in the sense of being a stress interview, but interviewers try and go deep into what makes the candidate tick. Then the detailed feedback on the candidate is given to an independent team in charge of hiring. The company’s credo is to hire someone who is better than you.
2. Employee referrals by employees which comprises 50% of all hiring at SAP Labs India, Bangalore.
3. Non – standard pool of talent: housewives with a gap in career
4. “Bar Raisers”:
The HR department has organized an elite group of 34 employees – who have veto power in an recruitment decision, if a Bar member feels a potential recruit does not match upto the company’s standards.
5. Short stories:
The Company compiled 52 short stories, one for each week, the company used to introduce new recruits. The stories talk about its history and evolution, technology and people who made a difference.
6. The company goes beyond its employees and connects with their support group: the family, when an employee joins, his parents or spouse get a welcome letter.
2.LEARNING AND DEVELOPMENT
SME’s(Subject Matter Experts):
HR team identifies the internal subject matter experts to give training to the employees
Sending employees for higher studies
EWelcome:
When employees join the company, they have to interact with functionaries in other regions who assume that the new person in knows the internal systems. Often the new employee is unfamiliar with the systems and is at sea. The EWelcome gateway lists certain universal systems of the company and helps them get familiar with such things. A stand – out feature is that if this checklist remains incomplete it sends an automatic notice to the manager responsible for the employee.
Company follows a training policy to have seven days of training every year is mandatory for all employees, even this chairman and the directors.
GOLD (Godrej Organization for Learning and Development):
Web-based learning tied up with UK – based NetG to distribute e- learning modules among the workforce. The company gives equal importance to soft skill training. “ Out of box thinking is more important “, the sponsored the Edward De Bono certification of lateral thinking for two of its managerial employees, so they could teach in – house. This learning creates a leadership pipeline.
3. REWARDS AND RECOGNITION
1. MAD (Mutual Admiration):
Is an event where every employee is given green cardboard leaves on which they scribble messages of appreciation and pin them onto the MAD tree in the cafeteria. The leaves are a way of reaching out to colleagues and teams who have mattered. And at the end of the week, the foliage gets thick. Surely, the employees like being around each other.
2. Smart Work and Smart Reward:
It directed towards improving employees productivity. It rewards those who complete tasks in fewer working hours than stipulated.” The reward process is well defined and transparent. It has helped in ensuring better work – life balance.
3. Promotion within
4. CAREER PLANNING
1. Career Success Centre:
An online portal and a one – stop shop for all career related resources. The portal helps employees plan and develop their careers according to business needs.
5. COMPENSATION AND BENEFITS
1. Paternity leave
2. Extra three months maternity leave at half the salary leave
3. No attendance monitoring
4. unlimited sick leave
5. equal privileges for employees across levels: employees at all levels travel in the same class, stay in similar hotels, work out of standard cubicles, log in their own leave.
6. PERFORMANCE MANAGEMENT
1. 360 degree feedback system
2. “Performance Task Force”: A cross functional team constitutes 20 members and this force keeps track of what needs to be plugged, and what seems to be working. It goes back to HR every six months to deliver feedback.
7. LEADERSHIP AND DEVELOPMENT
1. Food for thought:
Inviting employees in groups to chat with Managing director over lunch in an informal environment on various issues and topics.
2. Succession planning
3. Employee empowerment
4. Reach out:
An initiative to keep a direct link of communication to its employees, the president of the company meets the employees.
8. ORGANIZATION STRUCTURE
1. Flexi and Part – time
2. The companies allow the employees to shift jobs if they wish to, across its different functions.
3. Skits: The companies are asking the employees to devise skits to dramatize its values, design screen savers and even create mascots themed on the values, they would much rather hunker down and design some more.
4. The company created new position called “Employee Engagement Manager”: the major task of the manager is to energize the workplace with fun – filled events and effective communication.
5. “People Champions”: Every project team has one facilitator from the HR department. The people champion takes care of any administrative need a project might have, leaving the project members free to concentrate on their work.
6. Orientation along with parents: The Company invites the parents of new recruits for orientation, its good for the parents to know the kind of organization their children work for, this insight came from campus recruitment, where parents would stay with their children right till results were parents would stay with their children right till results were announced.
7. “People Movement Management Review Committee”: it ensures talented employees were retained by reassigning them to other groups. The company also hired consultants to assist those who were asked to leave to find jobs in other organizations.
CONCLUSION:
In the present competitive world, the companies are facing lot of skill shortage, talent crunch and attrition those reached historically height ever, that made the companies feel the internal customer also more important equally with external customers, so every company try to devise innovative HR practices to attract best talent , giving them nice environment to work with, that enables the company to retain talents, the above said practices are conceived and implemented and found successful by the leading companies in India. It is found that convergence of practices of different companies in different HR areas, if any company wants to apply those practices that will benefit for the company to become more competitive in the global market.
From India, Chandigarh
hello madam,
these are some of hr techniques-
.Safety while Working in Temperature Extremes
.Reduced Hours for the Care of Children
.Plant/Equipment Safety Management
.Overseas Conference Leave
.Sponsorship Program for Higher Studies
.Cafeteria
.Provisions for Late Hours at Job
regards
simranpreet singh
mba 1a
pcte
From India, Ludhiana
these are some of hr techniques-
.Safety while Working in Temperature Extremes
.Reduced Hours for the Care of Children
.Plant/Equipment Safety Management
.Overseas Conference Leave
.Sponsorship Program for Higher Studies
.Cafeteria
.Provisions for Late Hours at Job
regards
simranpreet singh
mba 1a
pcte
From India, Ludhiana
Hello mam
HR practices are to attract best talent , giving them nice environment to work with, that enables the company to retain talents, the following said practices are conceived and implemented and found successful by the leading companies in India.
INNOVATIVE PRACTICES IN HR AREAS:
Recruitment and selection
Learning and development
Rewards and recognition
Career planning
Compensation and benefits
Performance management
Leadership and development
Organization structure
Innovative HR practices in
1.HDFC
- Reward and Recognition.
- Target Setting.
- employee retention.
- flexibility in working hours.
- employee counseling.
- carer planing.
2.Airtel
The above mentioned methods are being introduced for upgradation and development of employees .
Regards
Arneet Kaur
MBA-1A
From India, Chandigarh
HR practices are to attract best talent , giving them nice environment to work with, that enables the company to retain talents, the following said practices are conceived and implemented and found successful by the leading companies in India.
INNOVATIVE PRACTICES IN HR AREAS:
Recruitment and selection
Learning and development
Rewards and recognition
Career planning
Compensation and benefits
Performance management
Leadership and development
Organization structure
Innovative HR practices in
1.HDFC
- Reward and Recognition.
- Target Setting.
- employee retention.
- flexibility in working hours.
- employee counseling.
- carer planing.
2.Airtel
- Employee Satisfaction Survey
- HR Reach out
- Customer Contact Programme
- Snap Awards
- Annual Achievement Awards
- Presidential Awards for Overall Excellence
The above mentioned methods are being introduced for upgradation and development of employees .
Regards
Arneet Kaur
MBA-1A
From India, Chandigarh
hiii mam ,
here i am giving some of HR techniques
Equal employment opportunities.
Providing flexibility so that female employees at various life stages.
Promote the practice of entrepreneurship by employees within the organization.
Work Environment.
Target Setting.
employee retention.
flexibility in working hours.
Recruitment and selection
Learning and development
regards
avinash kaur
mba 1a pcte
From India, Delhi
here i am giving some of HR techniques
Equal employment opportunities.
Providing flexibility so that female employees at various life stages.
Promote the practice of entrepreneurship by employees within the organization.
Work Environment.
Target Setting.
employee retention.
flexibility in working hours.
Recruitment and selection
Learning and development
regards
avinash kaur
mba 1a pcte
From India, Delhi
hello mam,
The various HR practices being followed by different Companies:-
LG
1.Creativity and autonomy
2.Emphasis on competence
3.Performance-based rewards
4.Equal opportunities
5.Long-term perspective
6.Training
7.Rewards
ADITYA BIRLA GROUP
1. Created new channels of communication.
2. Geography wise HR partners to aid employee interaction.
3. PSI Buddies for all new hires on their date of joining the
organization.
4. Initiated Speak your Mind : projects interface with HR.
5. Various spot awards and informal rewards recognizing
deserving PSIans.
6. Training boot camp for freshers.
7. Strengthen the Training and Competency function,
introducing the Monthly training calendars.
8. Employee integration activities to foster fun at workplace.
9. Routine medical check...
varun gupta
mba-1(a)
From India, Chandigarh
The various HR practices being followed by different Companies:-
LG
1.Creativity and autonomy
2.Emphasis on competence
3.Performance-based rewards
4.Equal opportunities
5.Long-term perspective
6.Training
7.Rewards
ADITYA BIRLA GROUP
1. Created new channels of communication.
2. Geography wise HR partners to aid employee interaction.
3. PSI Buddies for all new hires on their date of joining the
organization.
4. Initiated Speak your Mind : projects interface with HR.
5. Various spot awards and informal rewards recognizing
deserving PSIans.
6. Training boot camp for freshers.
7. Strengthen the Training and Competency function,
introducing the Monthly training calendars.
8. Employee integration activities to foster fun at workplace.
9. Routine medical check...
varun gupta
mba-1(a)
From India, Chandigarh
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Innovative HR Practices-.doc
Aligning HR Policies to Business Objectives.ppt
HR policies & procedures May 2007.pdf