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Hi All
Bacause 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
17th January 2013 From India, Bhopal
united parcel service-using HR for delivering couriers
IKEA-a furniture company in U.S,known for best innovative practices as U.Scompanies are not known for good employees services...Their flexibility n welfare programmes won employees loyalty.
NAWRAS-omen curtomer friendly communication provider,known for best innovative hr practices...Dynamic work culture,flexibility,interaction are its features..."FACE MAIL"IS organiseed every wednesday where family members meet persons for solving their queries.it is owned by qtel group.
17th January 2013 From India, Jalandhar
1. American Express Middle East was recognised for its commitment to using innovative HR practices to develop its 500-strong workforce across 18 countries. 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
2. GOOGLE - known for its best HR practices to make them indulge with company that they r the family members by providing them benefits.
3.AMAZON
4. MICROSOFT
5.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.
17th January 2013 From India, Mumbai
1. I would agree that a company like Google has done a great job of making HR a priority - they obviously know that their employees are there biggest asset.
2. The Society for Human Resource Management (SHRM) magazines annual “Best 50” publication is a good resource for information relevant to what firms are doing to attract, retain, and develop their human infrastructure. It provides insights into HR practices that are positively reflected in the bottom line of small and medium sized US businesses. SHRM also provides valuable insights into large enterprise and Global HR practices.
17th January 2013 From India, Ludhiana
Fedex's founder and CEO Frederick Smith was determined to make employees an integral part of the decision-making process, as he believes that "when people are placed first they will provide the highest possible service, and profits will follow". The FedEx corporate philosophy is the result from this belief: People-Service-Profit. These three corporate goals form the basis for all business decisions.
The people priority acknowledges the importance of employee satisfaction and empowerment to create an environment where employees feel secure enough to take risks and become innovative in pursuing quality, service and customer satisfaction.
Service refers to the consistent and clearly stated service quality goal of 100% customer satisfaction, 100% of the time.
A corporate profit should result, if the people and service goals have been met.
17th January 2013 From India, Ludhiana
Most of the companies are computerising the HR process.They would like to have decision making process very quicker. Software like Payroll Champion is most used software in the HR Industry
17th January 2013 From India, Delhi
these r some more companies which have participated in innovation of hr

1. Tata Motors

Objective: To make the performance evaluation simple and fastand transform its manual system into automatic.

Meant for: Whole of the CVBU (Commercial Vehicle BusinessUnit)

Initiator: The executive director of CBVU, Mr. Ravi Kant

Reason for adoption: Tata Motors is the largest and most prominent market leader.

In 2000, its Commercial Vehicles Business Unit (CVBU) sufferedits first loss in its more than fifty years history - Rs. 108.62Million.

Tata Motors resolved to adopt the Balanced Scorecard andPerformance Framework as the key tool in the Endeavour torebuild the Organizational Performance Chart.

Tata Motors is the first Indian Company to be inducted in the Balance Scorecard Hall of Fame. It Joined the 30-member elite club of organizations including Hilton Hotels, BMW Financial Services, U.S. Army, Korea Telecom, Norwegian Air Force and City of Brisbane for achieving excellence in Company performance

2. TietoEnator

3. Greaves Cotton Ltd.

4. Alfa Laval Ltd.

5. Whirlpool Ltd.

6. Reliance Telecommunications
17th January 2013 From India, Ludhiana
1.TATA TELECOM - Tata Telecom has received the 'Innovative HR Practices Award' from the World HRD Congress 2003 for the global standards that the company follows in its people-excellence practices. In order to establish an open work culture, with a special focus on the transparency of its performance-management system, the company has adopted a four-tier approach. This consists of a performance-management system, opportunities for professional and personal development, an environment of engagement in the company, and improving the quality of work life.

2.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.

3.IKEA-IKEA adopted a positive approach toward human resource management. The company implemented several initiatives that promoted 'life balance' and diversity... the innovative human resource management practices adopted by IKEA and describes its work culture.

17th January 2013 From India, Amritsar
comapanies are becoming more user-friendly and “social” in their design and functionality example of this trend is the increase in employee self-service features. The employee self-service was a way to automate some administrative transactions by having managers and employees perform them directly. At first, employee self-service was delivered to support HR departments by decreasing labor-intensive tasks and allowing employees to control and manage their personal data
17th January 2013 From India, Delhi
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.
17th January 2013 From India, Ludhiana
Innovative HR Practices by different companies

Human resources provide competitive edge over rivals. So as not to lose their competitive edge, companies are taking up HR practices very seriously. The new trends in HR Practices of Recruitment and Selection are discussed below:

1. Second Career Internship Program (SCIP): Tata has launched this program on SCIP in March 2008 on International Women's Day. It is a career transition programme for women professionals who are not working from past few years or have taken a break of 1-8 years from the job in their professional career for any reason, and wish to work again in the organization.

2. Making use of pre-hiring processes: Genpact, the BOP company uses a pre-hiring process to turnover of the employees. The organization brings people to the organization before they join, and have them look at the workplace. This means if the candidates like the workplace and choose to join the organization, it reduces the attrition or turnover rate.

3. Checking the Profile on Social Networking Sites: Organizations now a days take the help of social networking sites such a Facebook or Linkedin to have a look at Candidate's profile. When a candidate applies for the job, his behavior is traced or checked on these social networking sites. This is the process of checking if the candidate fits the job or not.

4. 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.

5. innovative practices of reward and recognition: Rewards and recognition plays and important role to motivate employees. In today's world companies use new and innovative practices of reward and recognition to motivate employees. One of these practices include giving gift store vouchers like Shoppers stop, life style, etc.
17th January 2013 From India, Shahdara
AIRTEL: Every HR member is assigned a department. He/She works with the department very closely not only to proactively enable employees perform but also to partner with the business and influence business processes and policies.Few more would be the ‘Customer Contact Programme’. Once a month, all senior managers reach out to customers to get a first hand feel and feedback from them. They conduct Employee Satisfaction Surveys, have departmental strategic matrices developed to work on employees feedback, etc.

WIPRO TECHNOLOGIES: Every four months they conduct an employee survey where all their employees provide inputs on the health of the workplace. This survey enables them 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 them 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. This proves to be an eye opener for the managers as well.

They have the HR review in the planning cycle, which is a rigorous process involving everyone, right upto the head of the organization. They do succession planning for individuals wherein they identify the best talents – the top ten people. They also identify their bottom ten people, who are asked to pull up their socks and improve, failing which they will have to leave. They carry out this exercise every quarter and this enables them to be well informed about their people asset.

Innovative HR practices of 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.
17th January 2013 From India, Ludhiana
RIL is focused on building what would be the best "To Be" Organisation over the next 18 to 24 months. In order to achieve this objective, RIL focused on following initiatives:

People: Energising and engaging the existing work force, building a pipeline for the future and creating an exciting work place.

HR Processes: To ensure that RIL continues to have the world's best practice and processes, existing processes are being reengineered and new processes are being introduced.

Policies: The focus in FY-11 was to make the policies employee friendly keeping in view employee specific needs. The HR policies are being reviewed and benchmarked with world class organisations.

HR Shared Service Centre: The Centre was established last year to ensure efficient and effective delivery of HR services to RIL employees.

2.HR PRACTICE IN INFOSYS

As part of its inclusive HR policy, Infosys will throw open a satellite centre in the heart of the city to

enable employees (particularly new and to-be mothers) to cut down on travel time to work. The centre,

which can accommodate up to 50 women at a time. The company has also initiated a pilot project for

employees giving them an opportunity to opt for a one-year sabbatical at any point in their careers.
17th January 2013 From India, Ludhiana
Starbucks' has great ability to reach into the hearts and minds of an 18 year old college kid and create expectations around culture, delivery, experience, brand ...
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.
FedEx is an example of an organization that has created an effective HR strategy that supports productivity and profitability. The corporation's philosophy is that employees should be doing the kind of work they want to do."
17th January 2013 From India, Mumbai
HR POLICIES OF TATA MOTORS......

RECRUITMENT:

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 talentR policies regarding recruitment

Employee relations

Tata Steel is of the opinion that people are its greatest asset and has therefore adopted the best practices for its employees.

Trade Unions: The Company believes that a healthy union is an asset for it. Trade unions are therefore present and encouraged at all locations. All the non-officers (86% of the total workforce) are represented by 26 independent trade unions across all locations.

Joint Consultations: Tata Steel is a pioneer of joint consultation in India. A unique system of joint consultation has been in place in Tata Steel for more than 55 years in which both management and employee representatives consult each other at all levels on matters relating to the progress and prosperity of the organisation, including production, productivity, quality, safety, welfare, training, etc. A minimum of 56 Joint Departmental Council meetings are held in a year.

Benefits and Facilities: Tata Steel has many ‘firsts’ in the area of employee welfare. Several welfare initiatives of Tata Steel were institutionalised even before it was formalised worldwide as a convention of the ILO. The Steel Works is the only steel manufacturing unit and the largest of its kind in the world, to adopt and enforce SA 8000 as a tool to improve workplace standards.

Employee Health: Apart from continuous preventive health surveillance of employees (which includes both statutory & non-statutory health check-ups), a unique programme on Wellness@Workplace has been launched across the company.

Higher Studies: Monetary incentives to employees acquiring higher technical qualifications in a related field.

Employee development and growth

The company believes in providing continuous skill and competence upgrading of all employees by providing access to necessary learning opportunities, on an equal and non-discriminatory basis. As a management approach Tata Steel has identified the following strategies to meet this challenge: (i) maximise utilisation of available employees through right skilling and (ii) recruitment of technically qualified persons.

Tata Steel encourages a holistic approach to learning and development through its well established in-house training facilities and approaches. The Tata Steel Management Development Centre (TMDC) endeavours to provide primarily managerial training and also functional training to all officers of Tata Steel, the Shavak Nanavati Technical Institute (SNTI) provides the essential technical and functional training to all officers and non-officers of the Company.

Moreover, Tata Steel ensures the development and growth of its employees in the best possible ways through the following steps:

70:20:10 Learning and Development Programme

The 70:20:10 concept of Learning and Development of officers has been launched with an objective of creating a culture where every manager takes ownership for the development of his/her subordinates. This also helps in instituting systems so that employees are trained, coached and mentored in a systematic manner such that they acquire appropriate knowledge, skill and attitude required by the organisation and are prepared in advance to take up higher responsibilities.

70% of Learning and Development takes place from real life and on-the job experiences, tasks and problem solving.

20% of Learning and Development takes place through coaching, mentoring, discussions, guidance by superiors/experts.

10% of the learning comes from formal Class Room Training.

Job Rotation and Career Planning

In order to eliminate drudgery and maximise the learning opportunities for our employees, robust processes have been put in place pertaining to job rotation and career planning. These processes also help raise and retain the technical capabilities within the organisation by ensuring development of officers through planned rotation to keep meaningful longevity in each position so that the executive develops deeper functional capability.

2.RELIANCE TELECOMMUNICATIONS

Our people, our strength

"We bet on people," said Dhirubhai Ambani, our legendary founder. This is at the core of Reliance Communications’ business philosophy. Reliance Communications believes in hiring world-class talent and supporting them with an enabling organisational framework.

We have already invested in 50,000 person training days and state-of-the-art e-learning facilities. We are introducing several progressive and employee friendly HR practices in e-HR, Employee Self Service, Performance Management System, 360° Feedback and Leadership Development initiatives.

Our Vision is to develop Global Leaders in India by providing them opportunities to learn through a comprehensive and contemporary framework of continuing education.
17th January 2013 From India, Ludhiana
HR is an asset of any organisation. Every organisation is unique, and it flows down to their HR. HR practices channelize this difference in each organization. The mix of HR and technology is unavoidable in today's environment. Following are some unique examples of the same:

1. 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.

2. MINDTREE CONSULTING

Once in 3-4 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.

A very beautiful and new practice is the “Mind Tree Minds” magazine of the company. They have 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.

Ofcourse, all this enhances communication, commitment and sense of belonging in the employees.

3. CISCO

The line managers have been provided with HR tools, technologies and online tools etc, which give them an advantage over their counterparts in other organisations.

With just a click of mouse, a manager can look at the database of his/her own people, track history of development, increments, promotions, stock options etc.

They also have access to rating and ranking tools.

They have the authority to recommend changes and training needs and they could draw upon the resources available.

Besides companies are using technology not only to have communication and progress along with their employees, but also in hiring them. following are some related examples:

1. 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.

2. Mahindra Satyam

IT major Mahindra Satyam launched a campaign called 'Career Divas' on social networking website Facebook and successfully hired only women.

Mahindra Satyam, says it hires 10% of its workforce , largely at the 2-6 years experience level, from social media platforms and plans to increase its focus further. Having conducted the 'Career Divas' , Mahindra Satyam's chief people officer Hari T says the idea is to explore more such avenues which are not traditional in nature.

3. ING Vysya Bank

The bank introduced something called 'fone-a-career' in 2011, similar to a customer services cell, to cater to prospective employees by counselling them over the phone about their careers. About 7% of its overall hiring was done through this platform in 2011.

"It is very important to innovate for frontline positions as we hire in thousands every month," says Ranga Subramanian , head, Resourcing & Talent Acquisition, at ING Vysya Bank. Besides tasting success with 'fone-a-career' , the bank hired 20% of its senior executives from LinkedIn and other social media platforms along with 50% of its mid-rung staff and 30% junior staff.

In a nutshell, companies are continuously scanning the environment for emerging trends. Technological innovations are a main focus and they are directly putting a direct impact on Human Resource beginning from hiring to retaining employees.
17th January 2013 From India, Ludhiana
In the corporate world, HR leaders are frequently considered some of the most conservative and risk-averse. Running HR in a conservative manner might have served your company well in the last decade, but unfortunately it may be inappropriate and even damaging today. This fast-changing and highly competitive business world has caused senior executives to now expect innovation not just in their product lines but also in all of their business processes.here are few innovative Bold practices that define the current of HR practices.

Unlimited vacation policies – a major role of the HR department is to track absenteeism and vacation days. However, foursquare, Netflix, and several startups have begun to offer unlimited amounts of vacation and sick leave. This bold approach treats employees like mature adults who know how to manage how much time to spend away from work. By offering compelling work, tightknit teams, and performance-based pay, the firm offers enough positive incentives to drive employees to work more hours.

A recruiting TV show – the Chinese are learning how to be bold in recruiting by offering a TV show entitled “Only You” where candidates are interviewed and hired by executives in front of a live TV audience.



Meetups for recruiting
— Edelman, the powerhouse PR firm, combines social media and “meet up” events to attract and build relationships with the very best. It uses employee social media contacts to invite candidates to mingle and to build relationships at social events held at popular restaurants. Candidates are offered unique snacks and drinks, while senior executives give a brief presentation. At the events, employees wear name tags with their Twitter handles on them. Attendance has reached as many as 300 and the events have resulted in more than 25 hires.

Outrageous benefits – Google recently revealed that it offers amazing death benefits to every U.S. employee. Should any of its U.S. employees 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.
17th January 2013 From India
LG has a help desk facility for their employees to help them overcome every aspect of their professional problems.
Google's one of hr practice is eliminating friction at every turn: ensuring change can happen quickly and efficiently
Fedex's founder and CEO Frederick Smith was determined to make employees an integral part of the decision-making process, as he believes that "when people are placed first they will provide the highest possible service, and profits will follow". The FedEx corporate philosophy is the result from this belief: People-Service-Profit. These three corporate goals form the basis for all business decisions.
17th January 2013 From India, Sangrur
The following companies are hiring Virtual PAs
1. MCF Technology Solutions
2. Thomas Nelson Publishers
3. Brian Moran- Democratic Party USA
4. David Risley- Blogger
5. Gideon Shalwick- Video Marketing Expert
Regards,
Gaganpreet Singh
MBA 1B
17th January 2013 From India, New Delhi
Some of the recent HR practices are :-

1-Schneider Electric India-- The 3 E approach

The new HR function will work towards equipping line managers with coaching skills to optimize talent utilization and the coming year will see the emergence of a lot of people managers there will be an increasing focus on education and businesses will incorporate the 3 E approach to encourage learning through education, exposure and experience.

2-TATA AutoComp Systems--People as Brands

At Tata AutoComp they have started sowing the seeds to create an environment that would meet these aspirations of people. they recognize their people’s achievements instantly and that too the recognition comes from the senior most management team. This is proving a great motivator. They also run several in-house as well as co-branded training programs that help their employees improve skills as well as come up to speed with the latest trends.They also encourage our people to celebrate all occasions together. Right from birthdays to anniversaries of people they celebrate together They also involve lesser privileged members of the society in our celebrations to bring in a human touch.

3-Mc Donald's--Publicize Good Performances

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.

4-Raymond 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.

5- 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. Reward not only the top performers but also a few others who are in need of motivation to exhibit their potential.
17th January 2013 From India, Chandigarh
-Raymond 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
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.
17th January 2013 From India, Sangrur
More investment in Software as a Service (SaaS)
HR is one of the business functions where adoption of SaaS software is highest, and experts foresee the trend accelerating even more in 2013.
The rise of HR master data management
HR managers struggle to maintain data quality in their systems,master data management will be one of the predominant HR technology trends in 2013.
eg. OSWAL GROUP
17th January 2013 From India, Ludhiana
Companies with most Innovative HR Practices
Today's human resource management cannot set itself aside as the mere functional department for common welfare, selection, rewards, recognition, compensation, remuneration, work culture and productivity of employees.
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.
nfosys 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.
17th January 2013 From India, Ludhiana
The Hiring Scenario

Weird things are going on in HR these days. By glancing at the Malaysian newspapers, one can see that 9 out or 10 companies are advertising for Training Managers and HR Executives for HR Operations but few for HR positions for HR Organisational Development staffing.

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.

AIR TEL Company strongly believes in ‘softer skills’ such as working in teams, inter-personals skills, communication skills, creative thinking, entrepreneurial skills etc. The Company has a unique policy like ‘HR Reach out’. Every HR member is assigned a department. He She works with the department very closely not only to proactively enable employees perform but also to partner with the business and influence business processes and policies. ‘Customer Contact Programme ’. Once a month, all senior managers reach out to customers to get a first hand feel and feedback from them. The Management conducts Employee Satisfaction Surveys, have departmental strategic matrices developed to work on employees feedback, etc.
17th January 2013 From India
Today's human resource management cannot set itself aside as the mere functional department for common welfare, selection, rewards, recognition, compensation, remuneration, work culture and productivity of employees. As the corporate and business process is growing in services and innovations, the choice for a better job is huge for any employee in the present employment scenario. Most challenging task for the human resource manager in the present scenario is the talent hunt and hiring process and retention of talented as well as most productive employees in the company. This focus is acutely present in the HR policies of the companies with most innovative human resource management practice. Here we would introduce some of the greatest global companies with most innovative human resource management practice.

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.
17th January 2013 From India, Ludhiana
#Anonymous
2. GOOGLE IS THE BIGGEST SEARCH ENGINE CO. known for its best HR practices to make them indulge with company .
2.CISCO- Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on skills of employees they rated them as well...
now every company rated them acording to knowledge n skills of employees where they look perfection in hr trends and hving new software ideas , new techniques to handle employees like .. their joining,resign,salary ,perks,bonuses and so on ..evry thng will updated by putting their information as once... thnx :-)
17th January 2013 From India, Ludhiana
In 2013, companies will take social further: this will be the year of Social HR, with organizations integrating social technologies into the way they recruit, develop & engage employees.
Gamification Becomes A Standard Practice companies like
1.Deloitte
earned through completing various training modules–on Twitter, LinkedIn
With more research, studies, and real-world examples proving the power of incorporating game mechanics into non-game activities like marketing, call center operations and learning and development, a greater number of enterprise processes will start to become “gamified.”
The technology research firm Gartner, Inc. predicts that 70 percent of Global 2000 businesses will be managing at least one “gamified” application or system by 2014
17th January 2013 From India, Ludhiana
1. GOOGLE IS THE BIGGEST SEARCH ENGINE CO. known for its best HR practices to make them indulge with company .
2.CISCO- Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on skills of employees they rated them as well...

now every company rated them acording to knowledge n skills of employees where they look perfection in hr trends and hving new software ideas , new techniques to handle employees like .. their joining,resign,salary ,perks,bonuses and so on ..evry thng will updated by putting their information as once... thnx :-)

17th January 2013 From India, Ludhiana
#Anonymous
Most challenging task for the human resource manager in the present scenario is the talent hunt and hiring process and retention of talented as well as most productive employees in the company. This focus is acutely present in the HR policies of the companies with most innovative human resource management practice. Here we would introduce some of the greatest global companies with most innovative human resource management practice.

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.

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
17th January 2013 From India, Ludhiana
Harpreet Kaur MBA 1-C -Most challenging task for the human resource manager in the present scenario is the talent hunt and hiring process and retention of talented as well as most productive employees in the company. This focus is acutely present in the HR policies of the companies with most innovative human resource management practice. Here we would introduce some of the greatest global companies with most innovative human resource management practice.

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.

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[/QUOTE]
17th January 2013 From India, Ludhiana
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.
17th January 2013 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
17th January 2013 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.
17th January 2013 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.
17th January 2013 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).
17th January 2013 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.
17th January 2013 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.
17th January 2013 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.
18th January 2013 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
18th January 2013 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.
18th January 2013 From India, Sangrur
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!
18th January 2013 From India, Ludhiana
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.
18th January 2013 From India, Chandigarh
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
18th January 2013 From India, Ludhiana
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.
18th January 2013 From India, Shahdara
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¬¬¬¬.
18th January 2013 From India, Ludhiana
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.
18th January 2013 From India, Ghaziabad
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}
18th January 2013 From India, Ghaziabad
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
18th January 2013 From India, Delhi
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.
18th January 2013 From India, Ludhiana
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.
18th January 2013 From India, Ludhiana

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