Good evening, Ma'am,
Ten HR practices that can help achieve organizational goals are:
- 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
- Highlighting Performers
- Open House Discussions and Feedback Mechanisms
- Reward Ceremonies
- Delighting Employees with the Unexpected
Motorola University has taken the responsibility for propelling multimedia technologies forward. Some of their accomplishments include:
The Motorola Multimedia Committee (MMC) - to promote the use of alternative learning technologies in Motorola's businesses.
(MYTT) - a new history and culture course that teaches subscribers receive via email or intranet, two to three episodes per week of engaging stories from Motorola's past, present, or future.
HR 2000 training structure enables Motorola to position multi-skilled, capable human resources management candidates.
Thanks,
AjayPal Singh
MBA - 1 A (PCTE)
From India, Ludhiana
Acknowledge(0)
Amend(0)
Ten HR practices that can help achieve organizational goals are:
- 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
- Highlighting Performers
- Open House Discussions and Feedback Mechanisms
- Reward Ceremonies
- Delighting Employees with the Unexpected
Motorola University has taken the responsibility for propelling multimedia technologies forward. Some of their accomplishments include:
The Motorola Multimedia Committee (MMC) - to promote the use of alternative learning technologies in Motorola's businesses.
(MYTT) - a new history and culture course that teaches subscribers receive via email or intranet, two to three episodes per week of engaging stories from Motorola's past, present, or future.
HR 2000 training structure enables Motorola to position multi-skilled, capable human resources management candidates.
Thanks,
AjayPal Singh
MBA - 1 A (PCTE)
From India, Ludhiana
Acknowledge(0)Amend(0)
Good evening mam,
Here are some innovative policies followed by mobile major nokia for its suppliers.
1 Communication and coordination
Supplier shall ensure that information relevant to employees (about, e.g., business activities, changes and results) is communicated across the organization. Supplier shall ensure employees can share such information fast enough to be able to align their activities efficiently. Supplier shall respect the right of all employees to form and join trade unions of their choice and to bargain collectively, and in cases this is restricted by law, facilitate parallel means to ensure that individuals or groups are able to raise concerns to the attention of the management.
2 Employee satisfaction
Supplier should have the means to evaluate and improve employee satisfaction. A company of substantial size (i.e. headcount exceeding 100) should have an employee satisfaction program based on employee opinion surveys and should take action based on the results of the program.
3 Feedback and complaint channels
Supplier shall have a system through which employees can give feedback or complain about unethical conduct, unfair treatment or practices, violation of company values, policies and procedures, or improvement ideas and suggestions. Management shall, when appropriate, act upon this feedback and handle it confidentially and anonymously. Management shall ensure that there are no adverse consequences as a result of giving feedback.
4 Fair treatment
Supplier shall ensure that employees at its facilities are treated with respect and dignity, equal opportunity and are safe from abuse, harassment or bullying of any kind (e.g., physical, verbal, mental, sexual, racial, cultural, age or disability related). Supplier shall ensure company rules / guidelines are communicated to employees. Supplier shall ensure that disciplinary procedures prohibit physical punishment and do not support financial deductions, or the threat thereof.
5 Performance management
Supplier should have a system to manage employee performance. Supplier should ensure individual objectives are derived from company strategy and policies. Supplier should ensure performance is evaluated fairly and objectively, against defined criteria and on a periodic basis, to identify ways to improve performance.
6 Competence analysis
Supplier should periodically conduct competence analyses to identify the knowledge and skills/competences required to perform the organization’s business activities according to short- and long-term strategic goals.
7 Competence development
Supplier shall ensure that employees, at all levels and with equal opportunity, have the education, training and competence they need for their positions and tasks. Supplier shall develop training plans based on competence analyses and implement them to enhance and develop workforce capabilities. Supplier shall maintain a training register, detailing the training employees have received.
8 Occupational health and safety response
Supplier shall have occupational health and safety procedures to prepare for and respond to emergency situations involving occupational health and safety risks. Supplier shall record and investigate emergency situations. Management shall encourage employees to report accidents and take action upon these records and reports.
9 Resource planning
Resources need to be available to meet both current and future business needs according to company strategy. Resource planning shall be conducted at both organizational / global and unit / local levels. In particular, underage workers or false apprenticeship schemes must not be used.
10 Working time and time off
Supplier shall ensure that employees can perform assigned tasks efficiently without exceeding the maximum working hours as defined by local labor laws or applicable collective agreements. Supplier shall ensure that employees have at least one day off per seven-day week, and that overtime work is voluntary. Holidays (e.g., public holidays) and leaves of absence (e.g., medical or parental) shall comply with local labor laws or applicable collective agreements.
This were few of the many policies mandatory for suppliers of Nokia.
I hope that these will make the discussion more productive.
Yours sincerely,
Deepak Nagpal
MBA 1a
From India, Patiala
Acknowledge(0)Amend(0)
Here are some innovative policies followed by mobile major nokia for its suppliers.
1 Communication and coordination
Supplier shall ensure that information relevant to employees (about, e.g., business activities, changes and results) is communicated across the organization. Supplier shall ensure employees can share such information fast enough to be able to align their activities efficiently. Supplier shall respect the right of all employees to form and join trade unions of their choice and to bargain collectively, and in cases this is restricted by law, facilitate parallel means to ensure that individuals or groups are able to raise concerns to the attention of the management.
2 Employee satisfaction
Supplier should have the means to evaluate and improve employee satisfaction. A company of substantial size (i.e. headcount exceeding 100) should have an employee satisfaction program based on employee opinion surveys and should take action based on the results of the program.
3 Feedback and complaint channels
Supplier shall have a system through which employees can give feedback or complain about unethical conduct, unfair treatment or practices, violation of company values, policies and procedures, or improvement ideas and suggestions. Management shall, when appropriate, act upon this feedback and handle it confidentially and anonymously. Management shall ensure that there are no adverse consequences as a result of giving feedback.
4 Fair treatment
Supplier shall ensure that employees at its facilities are treated with respect and dignity, equal opportunity and are safe from abuse, harassment or bullying of any kind (e.g., physical, verbal, mental, sexual, racial, cultural, age or disability related). Supplier shall ensure company rules / guidelines are communicated to employees. Supplier shall ensure that disciplinary procedures prohibit physical punishment and do not support financial deductions, or the threat thereof.
5 Performance management
Supplier should have a system to manage employee performance. Supplier should ensure individual objectives are derived from company strategy and policies. Supplier should ensure performance is evaluated fairly and objectively, against defined criteria and on a periodic basis, to identify ways to improve performance.
6 Competence analysis
Supplier should periodically conduct competence analyses to identify the knowledge and skills/competences required to perform the organization’s business activities according to short- and long-term strategic goals.
7 Competence development
Supplier shall ensure that employees, at all levels and with equal opportunity, have the education, training and competence they need for their positions and tasks. Supplier shall develop training plans based on competence analyses and implement them to enhance and develop workforce capabilities. Supplier shall maintain a training register, detailing the training employees have received.
8 Occupational health and safety response
Supplier shall have occupational health and safety procedures to prepare for and respond to emergency situations involving occupational health and safety risks. Supplier shall record and investigate emergency situations. Management shall encourage employees to report accidents and take action upon these records and reports.
9 Resource planning
Resources need to be available to meet both current and future business needs according to company strategy. Resource planning shall be conducted at both organizational / global and unit / local levels. In particular, underage workers or false apprenticeship schemes must not be used.
10 Working time and time off
Supplier shall ensure that employees can perform assigned tasks efficiently without exceeding the maximum working hours as defined by local labor laws or applicable collective agreements. Supplier shall ensure that employees have at least one day off per seven-day week, and that overtime work is voluntary. Holidays (e.g., public holidays) and leaves of absence (e.g., medical or parental) shall comply with local labor laws or applicable collective agreements.
This were few of the many policies mandatory for suppliers of Nokia.
I hope that these will make the discussion more productive.
Yours sincerely,
Deepak Nagpal
MBA 1a
From India, Patiala
Acknowledge(0)Amend(0)
Subject - Re: New HR happenings
hi mam,
As far i know Going strong on human resource (HR) practices, Bharat Sanchar Nigam Limited (BSNL), the largest telecom public sector undertaking (PSU), has lined up some intiatives.
These include a new recruitment policy with an intensive professional touch. For the first time, BSNL has set up a recruitment cell to identify suitable candidates, either MBAs or chartered accountants (CAs) or engineers at the entry level.
After corporatisation, fresh recruitments from the Indian Telecom Service through Union Public Service Commission (UPSC), have stopped. “There is a proposal for a new recruitment policy. This will surely strengthen the recruitment policy at the entry level within the organisation
Thanks mam ,
Yogesh Bhatt
MBA 1(A)
From India, Mumbai
Acknowledge(0)Amend(0)
hi mam,
As far i know Going strong on human resource (HR) practices, Bharat Sanchar Nigam Limited (BSNL), the largest telecom public sector undertaking (PSU), has lined up some intiatives.
These include a new recruitment policy with an intensive professional touch. For the first time, BSNL has set up a recruitment cell to identify suitable candidates, either MBAs or chartered accountants (CAs) or engineers at the entry level.
After corporatisation, fresh recruitments from the Indian Telecom Service through Union Public Service Commission (UPSC), have stopped. “There is a proposal for a new recruitment policy. This will surely strengthen the recruitment policy at the entry level within the organisation
Thanks mam ,
Yogesh Bhatt
MBA 1(A)
From India, Mumbai
Acknowledge(0)Amend(0)
Hello ma'am,
The field of Human Resource Management is developing very fast, and every department of human activity is realizing its importance in the smooth functioning of the organization.
New techniques in Human Resource:
1. Employees for Lease
2. Moonlighting by Employees
3. Flexi-time and Flexi-work
4. Time Keeping
5. Training and Development
6. Collective Bargaining
Thank you,
Harshdeep Singh
MBA 1 A
From India, Chandigarh
Acknowledge(0)Amend(0)
The field of Human Resource Management is developing very fast, and every department of human activity is realizing its importance in the smooth functioning of the organization.
New techniques in Human Resource:
1. Employees for Lease
2. Moonlighting by Employees
3. Flexi-time and Flexi-work
4. Time Keeping
5. Training and Development
6. Collective Bargaining
Thank you,
Harshdeep Singh
MBA 1 A
From India, Chandigarh
Acknowledge(0)Amend(0)
Dear Harleen Mahajan,
Your requirement for latest "innovative HR policies" is altogether a separate Training Program.
You can attend along with your team as and when the Program is announced.
But if you are an only individual and keen to know, then you can attend our one-to-one session, in short called Business Meditation™. It is a tool where an individual can explore one's own requirement.
Entry with prior appointment and the session will be chargeable.
You can get back to us on
Regards,
V.V. Harish
From India, Delhi
Acknowledge(0)Amend(0)
10Your requirement for latest "innovative HR policies" is altogether a separate Training Program.
You can attend along with your team as and when the Program is announced.
But if you are an only individual and keen to know, then you can attend our one-to-one session, in short called Business Meditation™. It is a tool where an individual can explore one's own requirement.
Entry with prior appointment and the session will be chargeable.
You can get back to us on
Regards,
V.V. Harish
From India, Delhi
Acknowledge(0)Amend(0)
Good evening, Ma'am,
Here are some good HR policies implemented by Philips Software Center:
1. Dream Project.
2. Sponsorship Program for Higher Studies.
3. Job Rotation.
4. Cafeteria.
5. Yellow Pages.
6. Leadership Program.
Regards,
Gauravjit Singh
MBA-1A
From India, Mumbai
Acknowledge(0)Amend(0)
Here are some good HR policies implemented by Philips Software Center:
1. Dream Project.
2. Sponsorship Program for Higher Studies.
3. Job Rotation.
4. Cafeteria.
5. Yellow Pages.
6. Leadership Program.
Regards,
Gauravjit Singh
MBA-1A
From India, Mumbai
Acknowledge(0)Amend(0)
Hello Ma'am,
Below are some of the innovative HR practices that are being followed in the industry presently or have been catered to in the recent past. They are illustrated as follows:
Different innovative practices in HR by different companies include:
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
9. Employee Motivation in the workplace
10. Individual Innovativeness and organizational citizenship behavior
11. Innovative human resource leader
12. Trends & Needs
13. Support needed for the management of change and improvement of human capital
These are some of the techniques that have helped HR personnel of the respective companies in reducing the attrition rate.
Gourav Bulandi
MBA-1A PCTE
From India, Kanpur
Acknowledge(0)Amend(0)
Below are some of the innovative HR practices that are being followed in the industry presently or have been catered to in the recent past. They are illustrated as follows:
Different innovative practices in HR by different companies include:
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
9. Employee Motivation in the workplace
10. Individual Innovativeness and organizational citizenship behavior
11. Innovative human resource leader
12. Trends & Needs
13. Support needed for the management of change and improvement of human capital
These are some of the techniques that have helped HR personnel of the respective companies in reducing the attrition rate.
Gourav Bulandi
MBA-1A PCTE
From India, Kanpur
Acknowledge(0)Amend(0)
Hi All Wanted to share that Employee Wellness programs are using as employee engagement and retention tool these days. Regards Mithun Gupta
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Hello Mam
Patni Computers has introduced few new policies for their employees development and engagement such as-:
1.Patni Academy for Competency Enhancement’ for training( PACE)
2.Lifestyle Assessment Survey’ and ‘Patni Confidante Program’ for employee connects
3.‘Winner’s Circle’ for rewards and recognition and
4.‘Patni Leadership Academy’
for employee growth and development
It even won a prize for its 'innovative Retention Strategies’ at the World HRD Congress 2010.
‘Patni Academy for Competency Enhancement’ (PACE) offers technical training. One of the prime objectives of PACE is to groom campus recruits in relevant technical streams. Besides, skill sets of employees are continuously upgraded to enhance the competency levels of employees as per job requirements.
The above mentioned methods are being introduced for upgradation and development of employees .
Regards
Sourav Sethi
mba-1a
From India, Kanpur
Acknowledge(0)Amend(0)
Patni Computers has introduced few new policies for their employees development and engagement such as-:
1.Patni Academy for Competency Enhancement’ for training( PACE)
2.Lifestyle Assessment Survey’ and ‘Patni Confidante Program’ for employee connects
3.‘Winner’s Circle’ for rewards and recognition and
4.‘Patni Leadership Academy’
for employee growth and development
It even won a prize for its 'innovative Retention Strategies’ at the World HRD Congress 2010.
‘Patni Academy for Competency Enhancement’ (PACE) offers technical training. One of the prime objectives of PACE is to groom campus recruits in relevant technical streams. Besides, skill sets of employees are continuously upgraded to enhance the competency levels of employees as per job requirements.
The above mentioned methods are being introduced for upgradation and development of employees .
Regards
Sourav Sethi
mba-1a
From India, Kanpur
Acknowledge(0)Amend(0)
The human resource policies of Germany are playing a pivotal role in maintaining a healthy economy. HR policies in Germany contribute significantly to the country's growth by promoting sustainable development within companies and influencing the political and economic structure. These policies help in achieving a balance that benefits both the workforce and revenue generation.
German HR policies cover various aspects of company management, aiming to foster growth for employees and employers in the long term. Key components include:
- Recruitment policy: Ensuring a balanced recruitment process through proper interview techniques and providing essential documents like appointment letters and pay slips to familiarize candidates with their roles and responsibilities.
- Performance appraisal benefits: Rewarding individual performance to motivate employees and support overall growth.
- Bonus schemes: Providing yearly bonuses to align with business objectives and boost motivation.
- Absence policy: Structuring policies to manage absenteeism effectively for mutual benefit.
- Overtime compensation: Ensuring fair remuneration for extra hours worked.
- Pension plans and termination policies.
- Avoiding Negligent Hiring.
The evolution of HR policies in Germany reflects a focus on quality and innovation, ultimately fostering dynamic growth for both employers and employees, both personally and financially.
ASHISH KUMAR MBA-1A
From India, Ludhiana
Acknowledge(0)Amend(0)
German HR policies cover various aspects of company management, aiming to foster growth for employees and employers in the long term. Key components include:
- Recruitment policy: Ensuring a balanced recruitment process through proper interview techniques and providing essential documents like appointment letters and pay slips to familiarize candidates with their roles and responsibilities.
- Performance appraisal benefits: Rewarding individual performance to motivate employees and support overall growth.
- Bonus schemes: Providing yearly bonuses to align with business objectives and boost motivation.
- Absence policy: Structuring policies to manage absenteeism effectively for mutual benefit.
- Overtime compensation: Ensuring fair remuneration for extra hours worked.
- Pension plans and termination policies.
- Avoiding Negligent Hiring.
The evolution of HR policies in Germany reflects a focus on quality and innovation, ultimately fostering dynamic growth for both employers and employees, both personally and financially.
ASHISH KUMAR MBA-1A
From India, Ludhiana
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.