Hi All
Because of the new technological developments there a lot of companies going for innovative HR practices like Virtual PA's.
List down some of the same in context with the related companies
Wal-Mart, founded by Sam Walton ,is one of the world largest companies by market capitalization and number of people employed and touching millions of customers everyday.To be able to efficiently operate such a complex operation at such a large and do it consistently would only be possible by the huge effort by Wal-Mart’s ‘associates’ as its employees are called. Human resources practices of Wal-Mart with a special focus on group and team behavior, leadership, conflict and negotiation, human resource practices and organizational culture and diversity within the company to understand them.Analysis of various HR related areas of Wal-Mart – One of the reasons why Wal-Mart has been so successful and scale up its model across so many locations is the values and beliefs established by its founder and the customer centric culture that is replicated across locations. The company right from the time of its inception has a clear mission which is to save its customers money and enable them to live better.
From India, Moga
Because of the new technological developments there a lot of companies going for innovative HR practices like Virtual PA's.
List down some of the same in context with the related companies
Wal-Mart, founded by Sam Walton ,is one of the world largest companies by market capitalization and number of people employed and touching millions of customers everyday.To be able to efficiently operate such a complex operation at such a large and do it consistently would only be possible by the huge effort by Wal-Mart’s ‘associates’ as its employees are called. Human resources practices of Wal-Mart with a special focus on group and team behavior, leadership, conflict and negotiation, human resource practices and organizational culture and diversity within the company to understand them.Analysis of various HR related areas of Wal-Mart – One of the reasons why Wal-Mart has been so successful and scale up its model across so many locations is the values and beliefs established by its founder and the customer centric culture that is replicated across locations. The company right from the time of its inception has a clear mission which is to save its customers money and enable them to live better.
From India, Moga
Hi All
Because of the new technological developments there a lot of companies going for innovative HR practices like Virtual PA's.
List down some of the same in context with the related companies
Human Resources Services of TCS
A volatile global economy and dynamic market conditions have compelled HR functions to reduce costs, maximize operational efficiency and focus on strategic initiatives.
TCS’ complete HR Services provide us with a choice of end-to-end HR processes, which are delivered with minimal risk and controlled costs.
The TCS Advantage
They provide HR services in three models:
Integrated hosted technology and services on a Process-as-a-Service (PaaS) model
Customer-preferred environment followed by transactional services
Transactional services on customer-owned technology environments
TCS’ alliance with SAP enables us to consolidate multiple disparate HR systems onto a unified global platform. This includes pre-built global HR processes, best-in-class integration technologies and country-specific localizations. This, in turn, results in significant cost reductions and enhances your HR processes.
What TCS Provides
TCS’ offering focuses on processes across the whole spectrum of HR services:
Recruitment and resourcing
Workforce administration
Compensation and benefits
Performance and learning
Payroll and time
TCS’ HR Services are backed by industry experience, HR expertise and global coverage We provide comprehensive traditional and IT-enabled multi-process services that are specifically designed to allow you to concentrate on your core business activities.
These processes are then enabled by the following range of tools, methodologies and activities under a well-orchestrated governance model:
Service delivery models
IT and infrastructure (including a strategic alliance with SAP)
Process and transformation tools
Analytics and third-party vendor management
Through this range of open and transparent best practice business services, TCS brings rapid transformation across all HR processes with the goal of minimizing manual workload, providing better service and drastically reducing costs.
Business Value
Consolidation and transformation of multiple disparate HR systems and processes on TCS’ Global HR Platform, resulting in up to 50% increase in productivity, over 30% reduction in costs and real-time HR insights and analytics
Up to 40% cost savings on in-scope processes combined with 100% compliance to agreed service standards
Significant measurable improvements in employee satisfaction within 6-12 months
From India, Moga
Because of the new technological developments there a lot of companies going for innovative HR practices like Virtual PA's.
List down some of the same in context with the related companies
Human Resources Services of TCS
A volatile global economy and dynamic market conditions have compelled HR functions to reduce costs, maximize operational efficiency and focus on strategic initiatives.
TCS’ complete HR Services provide us with a choice of end-to-end HR processes, which are delivered with minimal risk and controlled costs.
The TCS Advantage
They provide HR services in three models:
Integrated hosted technology and services on a Process-as-a-Service (PaaS) model
Customer-preferred environment followed by transactional services
Transactional services on customer-owned technology environments
TCS’ alliance with SAP enables us to consolidate multiple disparate HR systems onto a unified global platform. This includes pre-built global HR processes, best-in-class integration technologies and country-specific localizations. This, in turn, results in significant cost reductions and enhances your HR processes.
What TCS Provides
TCS’ offering focuses on processes across the whole spectrum of HR services:
Recruitment and resourcing
Workforce administration
Compensation and benefits
Performance and learning
Payroll and time
TCS’ HR Services are backed by industry experience, HR expertise and global coverage We provide comprehensive traditional and IT-enabled multi-process services that are specifically designed to allow you to concentrate on your core business activities.
These processes are then enabled by the following range of tools, methodologies and activities under a well-orchestrated governance model:
Service delivery models
IT and infrastructure (including a strategic alliance with SAP)
Process and transformation tools
Analytics and third-party vendor management
Through this range of open and transparent best practice business services, TCS brings rapid transformation across all HR processes with the goal of minimizing manual workload, providing better service and drastically reducing costs.
Business Value
Consolidation and transformation of multiple disparate HR systems and processes on TCS’ Global HR Platform, resulting in up to 50% increase in productivity, over 30% reduction in costs and real-time HR insights and analytics
Up to 40% cost savings on in-scope processes combined with 100% compliance to agreed service standards
Significant measurable improvements in employee satisfaction within 6-12 months
From India, Moga
INNOVATIVE HR PRACTICES FOLLOWED BY GOOGLE IN INDIA
INTRODUCTION
India is now becoming a major player in the global stage. This change has given lot of opportunities to our country to grow further but it has also posed lot of challenges in front of us, Indian companies have gained the confidence to acquire foreign giant companies and try to establish themselves competitively against their foreign counterparts. 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.
This paper tries to extract the facts to find out how the companies in India facing HR problems employ innovative practices to recruit and retain their employees and make them feel that their organization is the best place to work and enjoying working and made the companies in the great height in their own field of business.
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”.
From India, Delhi
INTRODUCTION
India is now becoming a major player in the global stage. This change has given lot of opportunities to our country to grow further but it has also posed lot of challenges in front of us, Indian companies have gained the confidence to acquire foreign giant companies and try to establish themselves competitively against their foreign counterparts. 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.
This paper tries to extract the facts to find out how the companies in India facing HR problems employ innovative practices to recruit and retain their employees and make them feel that their organization is the best place to work and enjoying working and made the companies in the great height in their own field of business.
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”.
From India, Delhi
1. FedEx (Courier Service) Company- Over the years, FedEx had established its reputation as being one of the most employee-friendly companies in the world and is also credited for introducing many innovative HR practices. The people-service-profit (PSP) philosophy which FedEx introduced since its inception in 1973 was one-of-its-kind at the time. The formal HR policy linked employees directly to profitability and long-term growth.
2. Infosys- While recruiting new employees, Infosys took adequate care to identify the right candidates. On the qualities that Infosys looked for in a candidate, Infosys focus on recruiting candidates who display a high degree of 'learn ability.' By learn ability, the ability to derive generic knowledge from specific experiences and apply the same in new situations.
3. Cisco (Networking Transfer) Company- Also in technology; Cisco have one of the world's most highly rated training programme 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. CMC (IT Solution) Company- Won the award for challenging the norms and setting path breaking HR policies and processes as compared to traditional approaches. CMC's success story and innovative strategies for establishing effective HR communication and engagement practices were honored at the awards ceremony, hosted by the National Human Resource Development Network at its 16th National Conference in Hyderabad.
5. Airtel- Airtel decided to go in for a very young team. The average age is just 26years. this has helped the HR department to mould the young entrants to the company.
From India, Faridabad
2. Infosys- While recruiting new employees, Infosys took adequate care to identify the right candidates. On the qualities that Infosys looked for in a candidate, Infosys focus on recruiting candidates who display a high degree of 'learn ability.' By learn ability, the ability to derive generic knowledge from specific experiences and apply the same in new situations.
3. Cisco (Networking Transfer) Company- Also in technology; Cisco have one of the world's most highly rated training programme 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. CMC (IT Solution) Company- Won the award for challenging the norms and setting path breaking HR policies and processes as compared to traditional approaches. CMC's success story and innovative strategies for establishing effective HR communication and engagement practices were honored at the awards ceremony, hosted by the National Human Resource Development Network at its 16th National Conference in Hyderabad.
5. Airtel- Airtel decided to go in for a very young team. The average age is just 26years. this has helped the HR department to mould the young entrants to the company.
From India, Faridabad
1. Wipro Corporation
Azim Premji, CEO of Wipro Corporation managed to exploit the talent of his human capital. Human resource managers considered employees as "talent investors" and treated them as partners to be rewarded as other investors are. Wipro was the first Indian company to launch the employee stock ownership programme. Infosys created the “campus” which was a set of multi-floored buildings constructed on a sprawling five acre land that provided banking facilities, ATM, volleyball and basketball courts, shower rooms, bus facilities and housing if employees needed to work overtime.
2. Clariant
(India) Ltd is one such company. With the demerger of Sandoz (I) Ltd, a new autonomous company
called Clariant was born. A special program called Clariant Participation to improve
Profitability through Performance and People (CLAP) was put into place to efficiently guide the transition. The unique feature of this program was that The program aspired to "change the mental process" The company moved from "Top Down Close Communication" to "Up Down Open Communication", from "We and They" to "Do it Together", from "Control" to "Leading and Managing". All these efforts enhanced communication among the workers. Task forces and cross functional teams increased employee participation and involvement.
3. arvind mills
• Development of synergies between top management and worker
Arvind Mills succeeded in finding a harmonious balance between the top management
and the industry workers. Udaan, a kite flying competition between the management team and the
operations team is a perfect example of building healthy relations between the two working bodies.
In addition, programs such as Booboos (rock show) and Umang (forum) were introduced to create
synergies among workers and to build a feeling of togetherness.
From India, Ludhiana
Azim Premji, CEO of Wipro Corporation managed to exploit the talent of his human capital. Human resource managers considered employees as "talent investors" and treated them as partners to be rewarded as other investors are. Wipro was the first Indian company to launch the employee stock ownership programme. Infosys created the “campus” which was a set of multi-floored buildings constructed on a sprawling five acre land that provided banking facilities, ATM, volleyball and basketball courts, shower rooms, bus facilities and housing if employees needed to work overtime.
2. Clariant
(India) Ltd is one such company. With the demerger of Sandoz (I) Ltd, a new autonomous company
called Clariant was born. A special program called Clariant Participation to improve
Profitability through Performance and People (CLAP) was put into place to efficiently guide the transition. The unique feature of this program was that The program aspired to "change the mental process" The company moved from "Top Down Close Communication" to "Up Down Open Communication", from "We and They" to "Do it Together", from "Control" to "Leading and Managing". All these efforts enhanced communication among the workers. Task forces and cross functional teams increased employee participation and involvement.
3. arvind mills
• Development of synergies between top management and worker
Arvind Mills succeeded in finding a harmonious balance between the top management
and the industry workers. Udaan, a kite flying competition between the management team and the
operations team is a perfect example of building healthy relations between the two working bodies.
In addition, programs such as Booboos (rock show) and Umang (forum) were introduced to create
synergies among workers and to build a feeling of togetherness.
From India, Ludhiana
WIPRO
Recruitment Process Outsourcing
Wipro's HR solution entails end to end Recruitment Process Outsourcing (RPO) model enveloping sourcing to position closure activities. Wipro’s on-site and off-shore campus recruitment supports clients in US, India, UK, Switzerland, Hong Kong and Singapore. They work with campus placement coordinators to source and pre-screen candidates based on required skills. They help clients on project hiring drives, job fairs, mapping competing organizations, researching niche job boards etc. We service different verticals (retail, financial, IT) from entry-level to senior management positions.
INFOSYS
Infosys Technologies Helps Service Corporation International Lower Operational Costs by Consolidating Disparate HR System
From India, Ludhiana
Recruitment Process Outsourcing
Wipro's HR solution entails end to end Recruitment Process Outsourcing (RPO) model enveloping sourcing to position closure activities. Wipro’s on-site and off-shore campus recruitment supports clients in US, India, UK, Switzerland, Hong Kong and Singapore. They work with campus placement coordinators to source and pre-screen candidates based on required skills. They help clients on project hiring drives, job fairs, mapping competing organizations, researching niche job boards etc. We service different verticals (retail, financial, IT) from entry-level to senior management positions.
INFOSYS
Infosys Technologies Helps Service Corporation International Lower Operational Costs by Consolidating Disparate HR System
From India, Ludhiana
The companies’ are-
1-WIPRO -every 4 months they conduct an employee survey where all the employees provide inputs on health of the workplace! This serves as an eye opener for the managers!
2-AIRTEL-it has a policy like “HR reach out”! Every employee is assigned a department! The management conducts employee satisfaction surveys!
3-LARSEN AND TOUBRO-they provide continuous and rigorous training in general management, technical disciplines and business policies! This made it one of the top companies with innovative HR practices!
From India, Chandigarh
1-WIPRO -every 4 months they conduct an employee survey where all the employees provide inputs on health of the workplace! This serves as an eye opener for the managers!
2-AIRTEL-it has a policy like “HR reach out”! Every employee is assigned a department! The management conducts employee satisfaction surveys!
3-LARSEN AND TOUBRO-they provide continuous and rigorous training in general management, technical disciplines and business policies! This made it one of the top companies with innovative HR practices!
From India, Chandigarh
Employees are the valuable assets of the company. Company will make Profits only and only if their employees are satiesfied. They will work hard if there is congenial atmosphere.
1.SAIL is giving out awards to manufacturing companies who have implemented innovative HR practices to the advantage of their firm. I think it is a very good opportunity to get your HR policies recognized among the manufacturing fraternity!
2.Amazon
3.Microsoft
4.Tata Group
From India, Patiala
1.SAIL is giving out awards to manufacturing companies who have implemented innovative HR practices to the advantage of their firm. I think it is a very good opportunity to get your HR policies recognized among the manufacturing fraternity!
2.Amazon
3.Microsoft
4.Tata Group
From India, Patiala
TAKE Solutions:-- offers cost-effective and complete solutions for enterprises across different sectors including pharmaceuticals, high technology, consumer packaged goods, oil/gas and automotive. TAKE’s SCM product suite includes distinct technology with embedded IP that spans enterprise mobility, trading partner collaboration and material tracking.
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.
GOOGLE- when any of their employee dies, google gives compensation to its employee's family.
From India, Ludhiana
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.
GOOGLE- when any of their employee dies, google gives compensation to its employee's family.
From India, Ludhiana
Quatrro BRO Solutions
Holding on the employees: Quatrro BRO Solutions has started a concept of keeping in touch with high performers who left the organization for some reasons and if they want to come back at any time they are welcome by the organization.
Google
Google's one of hr practice is 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.
Maternity policy at 'Pfizer':
Pfizer's
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.
From India, Sangrur
Holding on the employees: Quatrro BRO Solutions has started a concept of keeping in touch with high performers who left the organization for some reasons and if they want to come back at any time they are welcome by the organization.
Google's one of hr practice is 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.
Maternity policy at 'Pfizer':
Pfizer's
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.
From India, Sangrur
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
HR Trends - Global HR practices.doc
Trends in HR.ppt
Emerging HR Trends.pdf