Companies are taking up people-related initiatives as there is a need to manage human resources advantageously, so as not to lose the competitive edge in talent that they have built. In managing their human resources, companies have time and again focused on values, invested in personnel, emphasized on meritocracy and consequently attaining excellence in HR processes.
Innovative Practices
Dell :It sponsors a community of networking groups formed by employees with common interests in areas such as ethnicity, gender, nationality & lifestyle. These groups offer Dell employees the opportunity to network with other employees from the company, while providing encouragement and an enhanced sense of belonging through informal mentoring, professional and community events, and access to personal and professional development and growth
*employee portal : A portal can provide employee self-service solution, act as a binding force across various HR initiatives and result in a clear, orchestrated and powerful HR strategy. It reduces operating costs, improves awareness, employee feedback and communication.used in wipro & infosys (B2E Intranet)
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.TCS enables its employees to meet their career objectives through rotation across projects, functions and locations globally.It also helps employees in building new skills and competencies, and promotes knowledge sharing and team building.
* Second career Internship Program:
Tata SCIP was launched in March 2008 on International Women’s Day . It is a career transition management programme for women professionals who have taken a break of 1-8 years for any reason, and wish to re-enter the professional space.
* Holding on to the employees
Quatrro BPO Solutions has nurtured a concept of keeping in touch with high performers who leave the concern and hone in them, whenever they want to come back.
* Making use of pre hiring Process:
Genpact, the BPO pioneer, uses a pre-hiring process to aid in arresting attrition. The organisation brings people before they join, and have them look at the workplace. If the people choose to join, that reduces potential attrition.
* Checking the Profile on Social Networking Sites:
Organisations are pursing the candidate’s profile on sites such as Face book and LinkedIn. Once a candidate applies, his social behavior is traced. The persons social Skills decide if he fits the job. This practice has also started in India.
From India, New Delhi
Innovative Practices
Dell :It sponsors a community of networking groups formed by employees with common interests in areas such as ethnicity, gender, nationality & lifestyle. These groups offer Dell employees the opportunity to network with other employees from the company, while providing encouragement and an enhanced sense of belonging through informal mentoring, professional and community events, and access to personal and professional development and growth
*employee portal : A portal can provide employee self-service solution, act as a binding force across various HR initiatives and result in a clear, orchestrated and powerful HR strategy. It reduces operating costs, improves awareness, employee feedback and communication.used in wipro & infosys (B2E Intranet)
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.TCS enables its employees to meet their career objectives through rotation across projects, functions and locations globally.It also helps employees in building new skills and competencies, and promotes knowledge sharing and team building.
* Second career Internship Program:
Tata SCIP was launched in March 2008 on International Women’s Day . It is a career transition management programme for women professionals who have taken a break of 1-8 years for any reason, and wish to re-enter the professional space.
* Holding on to the employees
Quatrro BPO Solutions has nurtured a concept of keeping in touch with high performers who leave the concern and hone in them, whenever they want to come back.
* Making use of pre hiring Process:
Genpact, the BPO pioneer, uses a pre-hiring process to aid in arresting attrition. The organisation brings people before they join, and have them look at the workplace. If the people choose to join, that reduces potential attrition.
* Checking the Profile on Social Networking Sites:
Organisations are pursing the candidate’s profile on sites such as Face book and LinkedIn. Once a candidate applies, his social behavior is traced. The persons social Skills decide if he fits the job. This practice has also started in India.
From India, New Delhi
Major hr trends :
1) rising healthcare cost
2) increasing diversity in work place
3) the shift toward employee- centic benfits that increasingly emphasis consumer choice and consumer responsiblility
4)current trends in managing employee health absence and productivity
SOME POINTS THAT ARE GOING ON IN HR :-
1) Businesses Seek to Regain Positive HR Image
• Improving Morale Following Years of HR Cost Reduction Measures
• Meaningful Raises
• More Perks & Benefits
• Focus on Employee Retention
2) Green Initiatives Still on Hold
• “Green” not Recession-proof
• Automation Encouraged
• Exceptions - IT
3) Digital-Age Reality Sets-in
• Flexible Scheduling
• Scheduling Study
• Employee Morale
• HR Automation
• Increase Productivity
4) Analysis via HR Metrics to Address Performance
• HR Technology
• Analytic Tools
• Spot Negative Trends
• Job Tracking Software
5) HR Technology Meets the Small Business
• Increasing Technology, Efficiency
• Automating Processes
• No More Manual Recording
• Save Time and Money
• Integrate Time Clocks & HR Software
6) Increasing Efficiency of Business Processes
• What You Need, When it’s Needed
• Reducing Mistakes
• Job Tracking Software
7) HR Shared Services Gains Steam
• Consolidate HR Costs
• Automate Processes
• Save Money
• Benefits of HR Shared Services
From India, Delhi
1) rising healthcare cost
2) increasing diversity in work place
3) the shift toward employee- centic benfits that increasingly emphasis consumer choice and consumer responsiblility
4)current trends in managing employee health absence and productivity
SOME POINTS THAT ARE GOING ON IN HR :-
1) Businesses Seek to Regain Positive HR Image
• Improving Morale Following Years of HR Cost Reduction Measures
• Meaningful Raises
• More Perks & Benefits
• Focus on Employee Retention
2) Green Initiatives Still on Hold
• “Green” not Recession-proof
• Automation Encouraged
• Exceptions - IT
3) Digital-Age Reality Sets-in
• Flexible Scheduling
• Scheduling Study
• Employee Morale
• HR Automation
• Increase Productivity
4) Analysis via HR Metrics to Address Performance
• HR Technology
• Analytic Tools
• Spot Negative Trends
• Job Tracking Software
5) HR Technology Meets the Small Business
• Increasing Technology, Efficiency
• Automating Processes
• No More Manual Recording
• Save Time and Money
• Integrate Time Clocks & HR Software
6) Increasing Efficiency of Business Processes
• What You Need, When it’s Needed
• Reducing Mistakes
• Job Tracking Software
7) HR Shared Services Gains Steam
• Consolidate HR Costs
• Automate Processes
• Save Money
• Benefits of HR Shared Services
From India, Delhi
Innovative HR practices build competencies and capabilities for superior and winning performances today and simultaneously create long term fertility for innovation of business ideas and strategies for future.
in the competitive world the organization should have the innovative ideas then only it can lead the organization very successful. Human Resource leader should follow creative practices that practices should help to develop the employer as well as employee. Then only the organization can run successful.
1. 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.
2. 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.
3. 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.
4. ECO Canada
ECO Canada works to engage businesses, workers, educators, professional associations and government to focus on determining the specific skills and human resource needs of Canada’s environment industry.
From India, Jalandhar
in the competitive world the organization should have the innovative ideas then only it can lead the organization very successful. Human Resource leader should follow creative practices that practices should help to develop the employer as well as employee. Then only the organization can run successful.
1. 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.
2. 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.
3. 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.
4. ECO Canada
ECO Canada works to engage businesses, workers, educators, professional associations and government to focus on determining the specific skills and human resource needs of Canada’s environment industry.
From India, Jalandhar
- How 'Google' HR policies differ from other organisations ?
1) If a Google employee dies the spouse of the employee will get half of the salary for coming ten years.
2) Drinking alcohol at work is not banned however one must use good judgement.
- Maternity policy at 'Pfizer':
Pfizer's policy is amazing. You get 3 weeks before your due date. Then 8 or 12 weeks depending on standard or c section delivery. Then you get an additional 6 weeks paid parental leave (they offer this leave to adoptive parents). After all of this you can take up to 6 months unpaid off and they'll hold your job or you can bridge back, work part time for 6 months.
- Reasons for employee absenteeism ?
Employee absences from work for domestic and family violence-related reasons are due to injury, emotional distress, being forcibly kept at home, and court appearances. Absences are not limited to people directly affected by the violence. According to a recent study, 47% of family and friends of people affected by domestic and family violence take time off work to accompany their loved ones to court or hospital, or to care for children.
From India, New Delhi
1) If a Google employee dies the spouse of the employee will get half of the salary for coming ten years.
2) Drinking alcohol at work is not banned however one must use good judgement.
- Maternity policy at 'Pfizer':
Pfizer's policy is amazing. You get 3 weeks before your due date. Then 8 or 12 weeks depending on standard or c section delivery. Then you get an additional 6 weeks paid parental leave (they offer this leave to adoptive parents). After all of this you can take up to 6 months unpaid off and they'll hold your job or you can bridge back, work part time for 6 months.
- Reasons for employee absenteeism ?
Employee absences from work for domestic and family violence-related reasons are due to injury, emotional distress, being forcibly kept at home, and court appearances. Absences are not limited to people directly affected by the violence. According to a recent study, 47% of family and friends of people affected by domestic and family violence take time off work to accompany their loved ones to court or hospital, or to care for children.
From India, New Delhi
HR PRACTICES IN 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. Letting the market choose: “crowdsourcing” its product strategy
4. Cultivating a taste for failure and chaos Schmidt encourages it: “Please fail very quickly—so that you can try again.. he had praised an executive who made a several-million-dollar blunder: “‘I’m so glad you made this mistake. Because I want to run a company where we are moving too quickly and doing too much, not being too cautious and doing too little. If we don’t have any of these mistakes, we’re just not taking enough risk.’”
5. 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...'
6. Google's use of algorithms in recruitment First, you survey current employees on a variety of characteristics and traits, including teamwork, biographical information, past experiences and accomplishments (i.e., have they started a company, written a book, won a championship, set a record).
From India, Delhi
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. Letting the market choose: “crowdsourcing” its product strategy
4. Cultivating a taste for failure and chaos Schmidt encourages it: “Please fail very quickly—so that you can try again.. he had praised an executive who made a several-million-dollar blunder: “‘I’m so glad you made this mistake. Because I want to run a company where we are moving too quickly and doing too much, not being too cautious and doing too little. If we don’t have any of these mistakes, we’re just not taking enough risk.’”
5. 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...'
6. Google's use of algorithms in recruitment First, you survey current employees on a variety of characteristics and traits, including teamwork, biographical information, past experiences and accomplishments (i.e., have they started a company, written a book, won a championship, set a record).
From India, Delhi
A Best “Practice” in HR is a particular method, approach, or practice of managing people which has a positive impact on a company’s overall business performance by improving employee satisfaction, employee motivation, and customer Satisfaction, and/or bottom-line business performance. Because of change in technology different companies are adopting innovative HR practices.
For example:-
CISCO- The line managers have been provided 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.
MINDTREE CONSULTING- Once in three to four weeks, Management call their employees and give them information as to what is happening. Whenever there is a project win or a customer delivery, they ring the bell in the company to inform everybody. They have the CEO’s snapshots which is released once in two weeks, the in-house magazine, meet the “Mind Tree Minds” where the computer selects some names at random and they meet the senior people to get the right perspective of what they are doing, why they should do it, to ensure that there is enough interaction. These things enhance communication, security, sense of belonging and commitment towards the organization.
Human Resource leaders should follow creative & innovative HR practices such that it shouldhelp to develop the employer as well as employee and the environment around us.
From India, Delhi
For example:-
CISCO- The line managers have been provided 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.
MINDTREE CONSULTING- Once in three to four weeks, Management call their employees and give them information as to what is happening. Whenever there is a project win or a customer delivery, they ring the bell in the company to inform everybody. They have the CEO’s snapshots which is released once in two weeks, the in-house magazine, meet the “Mind Tree Minds” where the computer selects some names at random and they meet the senior people to get the right perspective of what they are doing, why they should do it, to ensure that there is enough interaction. These things enhance communication, security, sense of belonging and commitment towards the organization.
Human Resource leaders should follow creative & innovative HR practices such that it shouldhelp to develop the employer as well as employee and the environment around us.
From India, Delhi
gaurav chillana mba1c
1.The Sky factory:- open book managment system
This company follows the open book managment system. In this system accounts are left open for all their employees to see as and when they wish, at the same time as the employees are taught to understand better the full financial picture.
2.Wipro Ltd.--360 Degree Feedback System
This system which collects feedback from seniors peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback.Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.
3.ranbaxy;- imformation sharing matrix
Sharing each and every type of imformation in quick and easy way
4. microsoft corporation:- Performance Culture Model
Microsoft Corporation has adopted the “Performance Culture Model`` as the best12 approach to drive its success. All the critical people metrics are categorized and measured as per the Growth Pyramid
5. Mc Donald's- Good Performances rewards
Every company has some employees who outperform others. Such performances should be highlighted and displayed where other employees can look at them such as on the display boards and intranet etc. This will encourage others to give their best. A proper system should be set up to make a list of high performances at specific times in a year.
From India, Ludhiana
1.The Sky factory:- open book managment system
This company follows the open book managment system. In this system accounts are left open for all their employees to see as and when they wish, at the same time as the employees are taught to understand better the full financial picture.
2.Wipro Ltd.--360 Degree Feedback System
This system which collects feedback from seniors peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback.Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.
3.ranbaxy;- imformation sharing matrix
Sharing each and every type of imformation in quick and easy way
4. microsoft corporation:- Performance Culture Model
Microsoft Corporation has adopted the “Performance Culture Model`` as the best12 approach to drive its success. All the critical people metrics are categorized and measured as per the Growth Pyramid
5. Mc Donald's- Good Performances rewards
Every company has some employees who outperform others. Such performances should be highlighted and displayed where other employees can look at them such as on the display boards and intranet etc. This will encourage others to give their best. A proper system should be set up to make a list of high performances at specific times in a year.
From India, Ludhiana
Nawras was recognized as the best ‘Organisation with Innovative HR Practices’ at the Asia Pacific HRM Congress Communications Awards 2012, recently held in Bengaluru, India.
Kumail al Moosawi, director, People at Nawras, said
We have designed a number of programmes to build a caring work culture that strives for excellence to become the employer of choice in the sultanate as we offer pleasingly different communication services to our valued customers.”
Nawras is a ‘people company’ and has shown its dedication to maintaining an energetic and positive work atmosphere.
[B]Google:[/B]
(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.
From India, New Delhi
Kumail al Moosawi, director, People at Nawras, said
We have designed a number of programmes to build a caring work culture that strives for excellence to become the employer of choice in the sultanate as we offer pleasingly different communication services to our valued customers.”
Nawras is a ‘people company’ and has shown its dedication to maintaining an energetic and positive work atmosphere.
[B]Google:[/B]
(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.
From India, New Delhi
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% of their productive time on their own creative ideas and value addition initiatives."Employees' work structure follows a '70/20/10' model,
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.
Lokesh singla
MBA 1C
From India
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% of their productive time on their own creative ideas and value addition initiatives."Employees' work structure follows a '70/20/10' model,
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.
Lokesh singla
MBA 1C
From India
ACCENTURE[U][/U]
-HR policy allows one employee to transfer his unused vacation days to someone else in need.
-Incase of critical illness in the family if an employee needs extended time off then the employees can donate their HOURS OF WORK to the one who needs it.It is not a cash donation. It is not leave without pay. So other employees can pitch in.
-'Buddy Program'.
Any new employee is allocated a buddy and we do it for team leads and above. Before you join the organization, your buddy will reach out to you, talk to you, take you through the entire settling down process.
ASIAN PAINTS
instead of any monetary rewards the best performer gets a dinner with CEO/ GM.
ZAPPOS
offers all new employees a $2,000 incentive to quit.it is perhaps one of the most cost effective means of ensuring everyone in the organization is happy and satisfied with their jobs.
SEMCO
Ricardo Semler’s idea is about making everyone’s salary a public knowledge. this motivates the employees to work harder for appraisal.
WIPRO Ltd
360 Degree Feedback System
This system which collects feedback from seniors peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback.Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.
GOOGLE
If a Google employee dies the spouse of the employee will get half of the salary for coming ten years.
From India, Sangrur
-HR policy allows one employee to transfer his unused vacation days to someone else in need.
-Incase of critical illness in the family if an employee needs extended time off then the employees can donate their HOURS OF WORK to the one who needs it.It is not a cash donation. It is not leave without pay. So other employees can pitch in.
-'Buddy Program'.
Any new employee is allocated a buddy and we do it for team leads and above. Before you join the organization, your buddy will reach out to you, talk to you, take you through the entire settling down process.
ASIAN PAINTS
instead of any monetary rewards the best performer gets a dinner with CEO/ GM.
ZAPPOS
offers all new employees a $2,000 incentive to quit.it is perhaps one of the most cost effective means of ensuring everyone in the organization is happy and satisfied with their jobs.
SEMCO
Ricardo Semler’s idea is about making everyone’s salary a public knowledge. this motivates the employees to work harder for appraisal.
WIPRO Ltd
360 Degree Feedback System
This system which collects feedback from seniors peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback.Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.
If a Google employee dies the spouse of the employee will get half of the salary for coming ten years.
From India, Sangrur
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HR Trends - Global HR practices.doc
Trends in HR.ppt
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