New Hr Trends - 2013 - Jpg Download - CiteHR
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These are some of the companies
1-DELL-they have an employee option survey “TELL DELL”!in short employees would vote on whether dell had made any progress or not!
2-FedEx- pay exception is a procedure at FedEx which allows managers to recommend and give exceptional pay increases to their highly performing employees when it is not covered by normal policy!
3-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!
4-IKEA-It uses a company -wide survey called “VOICE” to monitor how co-workers view various aspects of their employment at IKEA! And provides flexible timings as per workers need!

Some companies going for innovative HR practices are as follows:

TATA STEEL: Tata Steel has always endeavoured to offer some of the best HR practices, and the recruitment process is no exception. The recruitment process is unique as it entails identifying talent from the pool through various practices. Some of them can be enlisted as follows:

Opportunities for employee wards - domain wise written test, assessment centre, personal interview.

We also select talent through Lateral Recruitment process which involves interview by HR, subject matter expert and personal interviews.

Group Migration Policy for our employees, which enables the group employees to explore opportunities to work at Tata Steel from other group companies.

We provide career opportunities for down the line people and internal job postings ensuring that the best talent pool deserves the right opportunity in bringing the best practices in the company.

Campus Selection - B schools, T Schools - written test, psychometric test, personal interview.

Shadow recruitment for niche senior talent.

INFOSYS: Transparency is best HR policy during tough times.Said Kris Gopalakrishnan, CEO of Infosys: “When your customer is losing revenue by 20-30 per cent, you are forced to cut costs by about 30 per cent. It is important to explain the need to take such a decisions to all the stakeholders

JINDAL SAW LTD: The Organization values Human Resources as the most potent factor towards maximizing capital returns. Towards this goal and achieving the vision of the Company, the organization has put with operation processes and avenues around contemporary people practices covering amongst others, in areas of Sourcing, Performance Management, Culture, Work life balance, People Capability, People Engagement, etc. The Organization has an open, transparent culture, enabling employees to share views, suggestions, and concerns with their Superiors. Assess to Management at all levels is encouraged.

RANBAXY: the various HR policies which are followed by Ranbaxy, the pharmaceutical giant. Ranbaxy, well known for its sound HR policies, empowers all its employees to identify their own potentials in a professional set up. It is an equal opportunity employer where employees can innovate and find new ideas to work upon. This company takes pain in developing its employees as an attempt to increase their contribution behind their corporate success. It also trains its employees in their latest domains so that they can become a master performer in their particular field. An added advantage here is that you are entitled to be a share holder of your parent.

WIPRO: INTERNAL PEOPLE MANAGEMENT

current hr policies

ANNUAL LEAVE

very employee will get an annual leave of 30daysand if more than thirty days is taken than leave willbe deducted from the next year.

ANNUAL SICK DAYS

In a year 5 days are given as leave for sick days, if more than five days are taken a certain amount will be deducted from the salary.

training and development

A Person who join Wipro with less than one year experience works as developer for a couple of project to learn and develop the

various developing software program.

Training is provided as per required.

Wipro leaders program.

recognition and reward

· Wipro Hall of Frame

· Mastermind

· Thanks a zillion

· Dear boss

EDUCATION

Learning through internet is provided.

Education tie-ups :It provide (PGSM)Post Graduate SoftwareManagement program.

It also give middle management course for 5 weeks.

It also provide distance learning.

BENEFITS OFFERED

Medical assistance program.

Interest free loan is also provided.

It providesWipro Employee Stock Option Plan(WESO)allows wipro to make employee share withthem and reward the success.

It provide credit cards for the employee as per the policy.

Yes, many companies have paid attention to examine the determinants on the adoption of HR practices and their effect on organizational outcomes such as productivity and efficiency.

According to association of software and services companies (NASSCOM) the global uncertainities, natural diasasters and low consumer confidence even did not affect global spending on technology and BPO services remain strong

Lets have some examples

1. HR is following innovative practices in IT sector

INFOSYS-It has implemented a consolidated people soft human capital management system enabling the client to align HR processes with its strategic business gols.

WIPRO-In WIPRO human resource planning becomes an important component of securing future operations. For sustainability they have made high plans.

2. Even many pharmaceutical companies adopt innovative HR practices

JOHNSON AND JOHNSON- It is considered as a company with strong corporate culture which they manages through HR practices. The strategy implemented by JNJ includes corporate culture, leadership and global strategy. This help them to diversify their current employees and raise the standards for future employees.

CIPLA- Through HR it ensures effective manpower planning and smooth induction of new joinees.It maintain the harmonious relation with trade unions and workmen.

RANBAXY- through HR ranbaxy is able to maintain personel administratin and manpower mangement.

GLAXO SMITH KLINE- It has even won HR excellence award.Their HR policies support corporate and business staff functions. Providing a variety of programs and services to HR colleagues, line management and employees, our responsibilities include the strategic planning process, HR measurement, compliance, and operational effectiveness.

3.THE BOEING COMPANY- BOEING balances high tech with high touch. Boeing is looking to HR and its ability to provide benefits and proved customer service, best practices and cost savings. It provides the wide array of services and tools designed to support many life events and experiences.

4.HYUNDAI MOTOR LIMITED- According to Hyundai Motor, its mission is to create value and growth for stakeholders through eco-friendly management and respect for mankind. Within HR, the goal is to develop globally competitive talent that shares the company’s mission. To address business-performance issues, Hyundai decided to take a performance-consulting approach. The HR team developed a series of initial questions to ask when approached by an internal customer unit.

5.WALMART- 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.

Regards

Gunjot kaur

Nawras: Oman's communication provider, was awarded as the best 'Organization with Innovative HR Practices' at the Asia Pacific HRM Congress Communication Awards. 2012 held in Bangaluru, India. The award was for innovative HR practices introduced by the organization. Nawras has introduced open plan working space for everyone including the CEO. THis layout enhances the communication between different departments and encourages face to face interactions.

Nawras has also introduced 'Facemail' every wednesday when family members meet in person to solve queries rather than send mails. Above all they established the People Experience Department. The department is responsible for conducting motivational and awareness workshops, communicating staff benefits and managing weekly team activities better known as ' take a break challenge'. Nawras also brings family members together to share experience, celebrate achievements and discuss future company plans for the coming year over an annual two day event called 'All Hands'.

Outsourcing HR Services:

One of the biggest trend in today's world is outsourcing HR services. It helps organization's internal team to focus on the things which can not be outsourced, such as developing custom solutions for business managers. The organizations outsource areas that can be improved through economies of scale, or which require global coordination or expertise. Punjab State Power Corporation has recently recruited Junior Electrical Engineers and Assistant Engineers by outsourcing their recruitment process.

Gurleen Singh

MBA- 1C



1. Google: If any employee of Google Dies while working their family will get:50% salary for next 10 years, $1000/month for every child till 19(till 23 if they are pursuing full time education)

2. CMC Ltd: Company engages employees in serving the old age homes and physically challenged people with some part of their profits and also they got awarded for their innovative HR practices.

3. Infosys: They Provide shares to their employees to improve their satisfaction level and to make them important human assets.

4. Mother son Sumi Infotech and Designs Ltd: They award their employees every year who have been working with them from 8-10 years to make long term relations with their employees.

5. Take Solutions: Company firmly advocates and observes the need for a holistic framework towards its People Practices and continuously strive in creating an environment that drives and nurtures high performing workgroups, through innovation, adoption of best practices and adherence to all-encompassing processes

6. Oracle: Flexible Working Hours and Work from Home to Employees.

7. Zurker: A social networking website that is recently launched that provides shares to it’s users.

8. TCS: Integrating disparate branch units to leverage from the other’s strength and collaborate effectively, Transition into a closely knit network with common objectives and goals, Formation of a Leadership Team with defined responsibilities to strategize and evaluate opportunities, Clarity in role definitions and professional competencies, Learning and development of competencies for improved services¬¬¬¬.

10 TOP HR POLICIES ADOPTED BY COMPANIES

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

Highlight Performers

Open House Discussions And Feedback Mechanisms

Reward Ceremonies

Delight Employees With The Unexpected

THE HP VIRTUAL ROOM COLLABORATION PROGRAM

Because of change in technology HP develops the different HR policies for providing flexibility on their work place for employees like virtual collaboration platform in which team of members can host team meetings, customer briefings, and training events in one convenient online location with this product. Users can show and share their desktop to review presentations and documents, store team documents, work together using a white board with editing tools, chat privately with other members or in a group, enhance interaction with in-room video and audio, and schedule meetings with flexible scheduling and integration with Microsoft Outlook. Products such as this were once only realistically available to large companies, but prices are rapidly coming down to the low hundreds of dollar per user so that even small groups can afford them.

INFOSYS

SSD HR PRACTICE FOR EMPLOYEES PROBLEM

The Smart Service Desk (SSD) is an automated trouble ticketing tool for employees to raise online tickets related to their transactional issues with HR, Finance, IT Team, etc. Besides, the company has a 360-degree performance evaluation process that focuses on self-determination and self-assessment.

10 TOP HR POLICIES ADOPTED BY COMPANIES

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

Highlight Performers

Open House Discussions And Feedback Mechanisms

Reward Ceremonies

Delight Employees With The Unexpected

THE HP VIRTUAL ROOM COLLABORATION PROGRAM

Because of change in technology HP develops the different HR policies for providing flexibility on their work place for employees like virtual collaboration platform in which team of members can host team meetings, customer briefings, and training events in one convenient online location with this product. Users can show and share their desktop to review presentations and documents, store team documents, work together using a white board with editing tools, chat privately with other members or in a group, enhance interaction with in-room video and audio, and schedule meetings with flexible scheduling and integration with Microsoft Outlook. Products such as this were once only realistically available to large companies, but prices are rapidly coming down to the low hundreds of dollar per user so that even small groups can afford them.

INFOSYS

SSD HR PRACTICE FOR EMPLOYEES PROBLEM

The Smart Service Desk (SSD) is an automated trouble ticketing tool for employees to raise online tickets related to their transactional issues with HR, Finance, IT Team, etc. Besides, the company has a 360-degree performance evaluation process that focuses on self-determination and self-assessment.

REGARDS:

VISHAL SHARMA

MBA(1A)

{VISHAL1191}

The technologies making the biggest impact in the HR market at present are:
1.Applicant tracking systems
2.E-recruitment software
3.Internal mobility software
4.Performance and appraisal management software
5.Succession planning software
6.Personal development software
7.Career planning software
8.Package review software

Increased mobility
Increased ability to access technology, data and tools without having to be at your computer will further liberate and enable both HR and people managers.
Mobile devices will continue to transform HR, line management and employee work to generate more real-time rewards and talent management decisions. Vendors are deploying apps that allow line managers to implement annual rewards processes using an iPhone. They simply go to the site, give merit increases and send them through the workflow. An approving manager can then approve the increase using an iPhone and move on. When considering new technology, organizations should be sure to ask the vendor if it is smart-phone enabled and whether the vendor is able to support multiple smart-phone platforms. This is especially critical for global organizations.

TCS with its hr-
We 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.


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