examples of companies that are doing innovative HR practices
Google
Google is still considered to be one of the most popular and preferred destination for the career aspirants in information technology. Google is a brand name where ideas of the employees are most valued and encouraged and it has a unique culture for supporting the employee at every possible difficulty. 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.
Larsen and Toubro
L&T engineering and construction division is recently awarded the Asia Pacific HR Conclave Award for most innovative HR practices. The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines and business policy and this made L&T as one of the top companies with most innovative human resource management practices.
Infosys BPO Ltd
In the recent world HRD congress held in Mumbai the company won 7 awards for its human resource management practices. The major strength of the company lies in innovative talent hunting, recruitment and retention process.
From India, Gurgaon
Google is still considered to be one of the most popular and preferred destination for the career aspirants in information technology. Google is a brand name where ideas of the employees are most valued and encouraged and it has a unique culture for supporting the employee at every possible difficulty. 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.
Larsen and Toubro
L&T engineering and construction division is recently awarded the Asia Pacific HR Conclave Award for most innovative HR practices. The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines and business policy and this made L&T as one of the top companies with most innovative human resource management practices.
Infosys BPO Ltd
In the recent world HRD congress held in Mumbai the company won 7 awards for its human resource management practices. The major strength of the company lies in innovative talent hunting, recruitment and retention process.
From India, Gurgaon
Mind Tree Consulting - Once in three to four weeks, they call up 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” (the way we call our employees), 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, etc, and to make sure that there is enough interaction. All these things enhance communication, security, sense of belonging and commitment towards the organization.
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.
BIRLA 3M: They encourage Two-way communication. They have something called "Between Us". Once in six months, the MD and the HR head go to all the branch offices. The MD talks about the business and request the people's involvement in fulfilling the organization's dreams. HR head talks about the new HR policies and then there is an open discussion. Employees can express themselves on whatever issues they have with regard to work. If there are sensitive issues, which they don't want to discuss openly, they can write and give those without their names. The question is read, and the answer given. The paper on which the question is written, is destroyed then and there, to make sure that nobody tries to trace the handwriting of the person or in anyway recognize him/her.
From India, Ludhiana
CISCO- 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.
BIRLA 3M: They encourage Two-way communication. They have something called "Between Us". Once in six months, the MD and the HR head go to all the branch offices. The MD talks about the business and request the people's involvement in fulfilling the organization's dreams. HR head talks about the new HR policies and then there is an open discussion. Employees can express themselves on whatever issues they have with regard to work. If there are sensitive issues, which they don't want to discuss openly, they can write and give those without their names. The question is read, and the answer given. The paper on which the question is written, is destroyed then and there, to make sure that nobody tries to trace the handwriting of the person or in anyway recognize him/her.
From India, Ludhiana
1. AMERICAN EXPRESS MIDDLE EAST: American Express Middle East was recognised for its commitment to using innovative HR practices and received the "Organisation with Innovative HR Practices" award at the prestigious Global HR Excellence Awards 2011. The company's HR department has worked to create a true learning environment by using the latest techniques to motivate employees and equip them with the skills to deliver world-class customer service.Using online training modules, covering areas such as security and anti-money laundering, American Express Middle East has been able to give employees the professional skills needed for their roles. To motivate employees, the company introduced a new Rewards and Recognition scheme where employees who demonstrate customer service excellence can win a range of prizes. The company also operates a "Good Citizen" programme, encouraging employee involvement in charitable activities that serve the community.
2. APPLE: APPLE also seems to have a great culture through innovative Human Resource Practices. They have changed their CEO over the years and grown considerably. Today, Apple has about 35,000 permanent employees, yet continues to retain a culture of innovation through their HR practices. They hire, reward and recognize employees for a common desire, energy and enthusiasm to create great products.
3. WIPRO TECHNOLOGIES: Every four months an employee survey is conducted where all our employees provide inputs on the health of the workplace. This survey enables to identify how strongly the person feels about the organization and how strong is the person’s clarity of his/her existence in the organization. It also enables to see the person’s own ability to identify with the vision of the organization and whether he thinks the organization listens to what he has to say. He also reveals whether he feels that his supervisor takes interest in his/her development, has he/she received any word of praise from the boss for a good job done and so on.
4. IKEA: IKEA emphasizes on flexible and welfare oriented HR practices while focusing on employee development. The company's unique work culture supports coworkers (as employees are called at IKEA) and encouraged creativity and diversity, due to which it was listed in '100 Best Companies to Work For' by Fortune, a prominent international business magazine. IKEA was listed as one of the '100 Best Companies for Working Mothers', in a study conducted by Working Mother magazine. Working Mother appreciated IKEA's efforts at creating a workplace that accommodated the needs of mothers. Three issues were particularly stressed in this study - flexible work scheduling, time off for new parents and childcare facilities. IKEA stood out for its employee friendly policies and generous benefits, which made it the preferred employer in the retail sector.
From India, Mumbai
2. APPLE: APPLE also seems to have a great culture through innovative Human Resource Practices. They have changed their CEO over the years and grown considerably. Today, Apple has about 35,000 permanent employees, yet continues to retain a culture of innovation through their HR practices. They hire, reward and recognize employees for a common desire, energy and enthusiasm to create great products.
3. WIPRO TECHNOLOGIES: Every four months an employee survey is conducted where all our employees provide inputs on the health of the workplace. This survey enables to identify how strongly the person feels about the organization and how strong is the person’s clarity of his/her existence in the organization. It also enables to see the person’s own ability to identify with the vision of the organization and whether he thinks the organization listens to what he has to say. He also reveals whether he feels that his supervisor takes interest in his/her development, has he/she received any word of praise from the boss for a good job done and so on.
4. IKEA: IKEA emphasizes on flexible and welfare oriented HR practices while focusing on employee development. The company's unique work culture supports coworkers (as employees are called at IKEA) and encouraged creativity and diversity, due to which it was listed in '100 Best Companies to Work For' by Fortune, a prominent international business magazine. IKEA was listed as one of the '100 Best Companies for Working Mothers', in a study conducted by Working Mother magazine. Working Mother appreciated IKEA's efforts at creating a workplace that accommodated the needs of mothers. Three issues were particularly stressed in this study - flexible work scheduling, time off for new parents and childcare facilities. IKEA stood out for its employee friendly policies and generous benefits, which made it the preferred employer in the retail sector.
From India, Mumbai
Outrageous benefits –Google offers amazing death benefits to every U.S. employee. In case any U.S. employee die, their surviving spouse or domestic partner will receive 50% of the employee’s paycheck each year for the next 10 years! With a young employee base, fortunately not many will likely take advantage of this benefit, but it still sends a powerful message that benefits at Google are different.
Bold employer branding –Amazon recently placed a letter containing information about its employee educational reimbursement benefits directly on its customer homepage. Although a letter about benefits might startle shoppers, it also sends a message to everyone who interacts with Amazon that employee welfare and development is important.
Limited-term employee contracts –even though most managers have the right to fire weak-performing employees, most never get around to it unless the employee does something truly outrageous. In order to force managers to weed out weak performers, the Revel casino and hotel required many of its new hires who interact with customers to sign employee contracts with a limit of four to five years. After their contract expires, employees must formally reapply for their job. Hotel management argues that eliminating the guarantee of a permanent job will pressure employees to remain productive and customer-friendly throughout their employment term. They also believe that top performers won’t be discouraged with the lack of job security because their performance level will continue to make them desirable.
Long Services award- Wipro recognize the contribution of long serving employees through a comprehensive reward programme -Schemes include holiday packages with special facilities.
From India, Ludhiana
Bold employer branding –Amazon recently placed a letter containing information about its employee educational reimbursement benefits directly on its customer homepage. Although a letter about benefits might startle shoppers, it also sends a message to everyone who interacts with Amazon that employee welfare and development is important.
Limited-term employee contracts –even though most managers have the right to fire weak-performing employees, most never get around to it unless the employee does something truly outrageous. In order to force managers to weed out weak performers, the Revel casino and hotel required many of its new hires who interact with customers to sign employee contracts with a limit of four to five years. After their contract expires, employees must formally reapply for their job. Hotel management argues that eliminating the guarantee of a permanent job will pressure employees to remain productive and customer-friendly throughout their employment term. They also believe that top performers won’t be discouraged with the lack of job security because their performance level will continue to make them desirable.
Long Services award- Wipro recognize the contribution of long serving employees through a comprehensive reward programme -Schemes include holiday packages with special facilities.
From India, Ludhiana
RELIANCE
HR polices include Employee effectiveness survey, Managing Expectaations, Reward & Recognition, Career Planning,Creative incentivization.
RANBAXY:
Some of the unique HR practices being followed by Ranbaxy such as employee empowerment, 2
stock ownership, creativity and innovation, continuing education policy, flexible time
policy,etc
Verticalization and value-added functions (VAF)
Infosys TalentEdge hosts an interactive employee self-service portal that provides intuitive work and career management services to employees. It offers guided and contextual information, helping users negotiate life events intuitively. It supports various preloaded value-added functions (VAFs) such as social collaboration and smart devices support, monitoring of employee actions, and running analytics on employee experience for organizational feedback. The VAFs are meant to delight and derive a higher level of employee satisfaction with effective engagement and superior online experience.
The platform also offers HR processes and business rules specific to an industry. The industry-specific solutions leverage an employee’s in-depth industry intelligence and domain expertise.
From India, Chandigarh
HR polices include Employee effectiveness survey, Managing Expectaations, Reward & Recognition, Career Planning,Creative incentivization.
RANBAXY:
Some of the unique HR practices being followed by Ranbaxy such as employee empowerment, 2
stock ownership, creativity and innovation, continuing education policy, flexible time
policy,etc
Verticalization and value-added functions (VAF)
Infosys TalentEdge hosts an interactive employee self-service portal that provides intuitive work and career management services to employees. It offers guided and contextual information, helping users negotiate life events intuitively. It supports various preloaded value-added functions (VAFs) such as social collaboration and smart devices support, monitoring of employee actions, and running analytics on employee experience for organizational feedback. The VAFs are meant to delight and derive a higher level of employee satisfaction with effective engagement and superior online experience.
The platform also offers HR processes and business rules specific to an industry. The industry-specific solutions leverage an employee’s in-depth industry intelligence and domain expertise.
From India, Chandigarh
WIPRO:
Process of human resource planning at wipro is done by the topmanagement executives of HRD. They formulate the different policesin reference to the Human Resource Planning.
MODEL OF HRP SYSTEM
Human Resource Policies:-
Manpower Planning
Recruitment & Selection
Training & Development
Performance Appraisal
Promotion, Transfer, & Demotion
Administration Section
Grievance Handling
Kaizen suggestion
Welfare Activities
ONGC:
HR policies at ONGC revolve around the basic tenet of creating a highly motivated, vibrant & self-driven team. The Company cares for each & every employee and has in-built systems to recognise & reward them periodically. Motivation plays an important role in HR Development. In order to keep its employees motivated the company has incorporated schemes such as Reward and Recognition Scheme, Grievance Handling Scheme and Suggestion Scheme.
• Incentive Schemes to Enhance Productivity
• Productivity Honorarium Scheme
• Job Incentive
• Quarterly Incentive
• Reserve Establishment Honorarium
• Roll out of Succession Planning Model for identified key positions
• Group Incentives for cohesive team working, with a view to enhance productivity
From India, Ludhiana
Process of human resource planning at wipro is done by the topmanagement executives of HRD. They formulate the different policesin reference to the Human Resource Planning.
MODEL OF HRP SYSTEM
Human Resource Policies:-
Manpower Planning
Recruitment & Selection
Training & Development
Performance Appraisal
Promotion, Transfer, & Demotion
Administration Section
Grievance Handling
Kaizen suggestion
Welfare Activities
ONGC:
HR policies at ONGC revolve around the basic tenet of creating a highly motivated, vibrant & self-driven team. The Company cares for each & every employee and has in-built systems to recognise & reward them periodically. Motivation plays an important role in HR Development. In order to keep its employees motivated the company has incorporated schemes such as Reward and Recognition Scheme, Grievance Handling Scheme and Suggestion Scheme.
• Incentive Schemes to Enhance Productivity
• Productivity Honorarium Scheme
• Job Incentive
• Quarterly Incentive
• Reserve Establishment Honorarium
• Roll out of Succession Planning Model for identified key positions
• Group Incentives for cohesive team working, with a view to enhance productivity
From India, Ludhiana
ONGC:
HR policies at ONGC revolve around the basic tenet of creating a highly motivated, vibrant & self-driven team. The Company cares for each & every employee and has in-built systems to recognise & reward them periodically. Motivation plays an important role in HR Development. In order to keep its employees motivated the company has incorporated schemes such as Reward and Recognition Scheme, Grievance Handling Scheme and Suggestion Scheme.
• Incentive Schemes to Enhance Productivity
• Productivity Honorarium Scheme
• Job Incentive
• Quarterly Incentive
• Reserve Establishment Honorarium
• Roll out of Succession Planning Model for identified key positions
• Group Incentives for cohesive team working, with a view to enhance productivity
WIPRO:
Process of human resource planning at wipro is done by the topmanagement executives of HRD. They formulate the different policesin reference to the Human Resource Planning.
MODEL OF HRP SYSTEM
Human Resource Policies:-
Manpower Planning
Recruitment & Selection
Training & Development
Performance Appraisal
Promotion, Transfer, & Demotion
Administration Section
Grievance Handling
Kaizen suggestion
Welfare Activities
From India, Ludhiana
HR policies at ONGC revolve around the basic tenet of creating a highly motivated, vibrant & self-driven team. The Company cares for each & every employee and has in-built systems to recognise & reward them periodically. Motivation plays an important role in HR Development. In order to keep its employees motivated the company has incorporated schemes such as Reward and Recognition Scheme, Grievance Handling Scheme and Suggestion Scheme.
• Incentive Schemes to Enhance Productivity
• Productivity Honorarium Scheme
• Job Incentive
• Quarterly Incentive
• Reserve Establishment Honorarium
• Roll out of Succession Planning Model for identified key positions
• Group Incentives for cohesive team working, with a view to enhance productivity
WIPRO:
Process of human resource planning at wipro is done by the topmanagement executives of HRD. They formulate the different policesin reference to the Human Resource Planning.
MODEL OF HRP SYSTEM
Human Resource Policies:-
Manpower Planning
Recruitment & Selection
Training & Development
Performance Appraisal
Promotion, Transfer, & Demotion
Administration Section
Grievance Handling
Kaizen suggestion
Welfare Activities
From India, Ludhiana
Innovative HR practices
LG Electronics India
In order to give the organisation a competitive edge LG streamlined the whole system by integrating the HR fundamentals with Information Technology and have adopted some unique practices.
1. LG has a On-Line Recruitment Management System. Under this prospective candidates visit their website and directly register their CV as a result duplication of CV is immediately identified and not accepted. This process speeds up the whole process as it does initial screening of vital parameters like age, qualification, experience etc.
2. LG has come up with unique concept of Pizza Meetings where the whole departments meet up for Pizza Treat and discusses issues in an informal setting.
3. LG has a help desk facility for their employees to help them overcome every aspect of their professional problems.
4. The Blue Collar employees are given English coaching classes and at the end of every month one employee gives speech in English in front of MD and gets an incentive for the same.
5. LG also has a family ambassador programme where dedicated mentor goes to the workers house ans talks to the family their problems and tries to make their situation better.
6. LG has a unique Joyful Working 5 programme. It is based on 5 key factors associated with every job Stress,Communication,Leadership,Target setting and Working hours. JW5 helped in eliminating the issues related to these factors and bringing fun at workplace.
ACCENTURE
Accenture HR BPO Services helps parent company improve efficiencies, streamline workflows and reduce HR spend. It is known for its VIRTUAL MANAGEMENT of its VIRTUAL WORLD.
It is outsourcing all the work to employees sitting in various parts of the world. They can work whenever they like and wherever they like from however they need to do the required work done in time.
The HR is all linked with their accenture systems and online accounts of the company where anyone can view what the other one is doing and all the employees are free to talk to anyone in the organisation 24x7 since the employees of the company spans the globe.
Accenture saw a unique opportunity in HR outsourcing. A series of technological and process revolutions were underway in human resources management. By applying these innovations to BPO, it established Accenture HR BPO Services, which is charged with providing the most innovative, high-quality and cost-effective human resources services on an outsourced basis in the marketplace.
HCL Technologies
It got on board almost 60% of its senior-level executives (general managers and above) in 2011 through professional online networking platforms, primarily LinkedIn. "We have a dedicated team which looks into hiring through social media. As early adopters, we are at a stage where the numbers are much higher in terms of percentage of workforce hired from these new channels compared to any of our peers," says Ravi Shankar , senior VP, HR, at HCL Technologies . Shankar says HCL started using portals such as LinkedIn way back in 2007 and, other than hiring a huge chunk of its senior executives, it also employs 20% of its junior and 40% of its mid-level staff through it. HR heads at companies say for senior positions candidates who are not actively looking out for a job change can also be tapped through such platforms and at much lesser costs whilst a consultant at an executive search firm charges a huge fee.
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)
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.
Omisha
MBA 1-C
From India, Machhiwara
LG Electronics India
In order to give the organisation a competitive edge LG streamlined the whole system by integrating the HR fundamentals with Information Technology and have adopted some unique practices.
1. LG has a On-Line Recruitment Management System. Under this prospective candidates visit their website and directly register their CV as a result duplication of CV is immediately identified and not accepted. This process speeds up the whole process as it does initial screening of vital parameters like age, qualification, experience etc.
2. LG has come up with unique concept of Pizza Meetings where the whole departments meet up for Pizza Treat and discusses issues in an informal setting.
3. LG has a help desk facility for their employees to help them overcome every aspect of their professional problems.
4. The Blue Collar employees are given English coaching classes and at the end of every month one employee gives speech in English in front of MD and gets an incentive for the same.
5. LG also has a family ambassador programme where dedicated mentor goes to the workers house ans talks to the family their problems and tries to make their situation better.
6. LG has a unique Joyful Working 5 programme. It is based on 5 key factors associated with every job Stress,Communication,Leadership,Target setting and Working hours. JW5 helped in eliminating the issues related to these factors and bringing fun at workplace.
ACCENTURE
Accenture HR BPO Services helps parent company improve efficiencies, streamline workflows and reduce HR spend. It is known for its VIRTUAL MANAGEMENT of its VIRTUAL WORLD.
It is outsourcing all the work to employees sitting in various parts of the world. They can work whenever they like and wherever they like from however they need to do the required work done in time.
The HR is all linked with their accenture systems and online accounts of the company where anyone can view what the other one is doing and all the employees are free to talk to anyone in the organisation 24x7 since the employees of the company spans the globe.
Accenture saw a unique opportunity in HR outsourcing. A series of technological and process revolutions were underway in human resources management. By applying these innovations to BPO, it established Accenture HR BPO Services, which is charged with providing the most innovative, high-quality and cost-effective human resources services on an outsourced basis in the marketplace.
HCL Technologies
It got on board almost 60% of its senior-level executives (general managers and above) in 2011 through professional online networking platforms, primarily LinkedIn. "We have a dedicated team which looks into hiring through social media. As early adopters, we are at a stage where the numbers are much higher in terms of percentage of workforce hired from these new channels compared to any of our peers," says Ravi Shankar , senior VP, HR, at HCL Technologies . Shankar says HCL started using portals such as LinkedIn way back in 2007 and, other than hiring a huge chunk of its senior executives, it also employs 20% of its junior and 40% of its mid-level staff through it. HR heads at companies say for senior positions candidates who are not actively looking out for a job change can also be tapped through such platforms and at much lesser costs whilst a consultant at an executive search firm charges a huge fee.
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)
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.
Omisha
MBA 1-C
From India, Machhiwara
CISCO -The way CISCO has empowered their line managers needs to be mentioned first in this regard. They have provided them with HR tools, technologies, and online tools etc., which give them an edge over their counterparts in other organizations. At the click of a button, a manager can look at the database of his / her own people, track history of development, increments, promotions, stock options etc. They are also given the rating and ranking tools. They could recommend changes and training needs and they could draw upon the resources available. Technology is deployed in a very effective way.
infosys- Training is a continuous process. and recruiting is done on the basis of learnability. HR practices is the result of their vision
From India, Ludhiana
infosys- Training is a continuous process. and recruiting is done on the basis of learnability. HR practices is the result of their vision
From India, Ludhiana
Innovative HR Practices by different companies
^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^ ^^^^
Google -the most innovative idea of the GOOGLE is to encourage the employees to spend 20% of their productive time on their own creative ideas and value addition initiatives!
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
Vodafone--Delight Employees with the Unexpected
The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward like a gift or a well-done certificate
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.
Devinder Singh
MBA 1C
From India, Chandigarh
^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^ ^^^^
Google -the most innovative idea of the GOOGLE is to encourage the employees to spend 20% of their productive time on their own creative ideas and value addition initiatives!
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
Vodafone--Delight Employees with the Unexpected
The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward like a gift or a well-done certificate
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.
Devinder Singh
MBA 1C
From India, Chandigarh
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HR Trends - Global HR practices.doc
Trends in HR.ppt
Emerging HR Trends.pdf