Human Resources
Hr Executive-recruitment
+1 Other

Hi every one
I have joined corporate world recently..........any one told me somethig abt Best HR Practices in India ,n i also want to know how we impliment in our Org.
Will any one share ur company's HR practices............Plz share ur knowledge bank with me.................

From India, Vadodara

you need to be more specific in which category are you looking at with regards to the best practices in HR...there are many fields - recruitment, de-briefing sessions for rejected candidates, induction for new joiners, handholding exercises, confirmations, exits, retention strategies etc.

I'll share what i did when i joined my firm - i took my time to understand the existing practices of the firm with respect to the categories i mentioned above - after that i searched for the best practices pertinent to them on the net and whatever i could customize to my firm , i tried to implement that. eg : we started the confirmation process after an employee completes six months in the firm - we devised a self appraisal form (for the employee) and a probationary assessment form (for his/her senior) and on the basis of the assessment, we issued the confirmation / extension of probation letter to him/her.

Also, there can be one more thing - you can share with us what are the practices that your firm currently has and we all can suggest something to improve them.

Please don't hesitate in seeking more info on it.

All the best !


From India, Gurgaon
Just wondered if we really have something called as "Best practises". A very debateable topic infact.
When we say BEST PRACTICES its a very very generalised form. It may hold good in some context to all industries. But the extent to which it is useful or say scalable is very limited. You may find the BEST Practices giving you 90-95% of good result as you expected in say a industry like IT or BPO....but if the same BEST Practise is applied in a manufacturing industry it may only show you 10-15% of good result.
Hence it is good to be aware of the Best Practices as for knowledge purposes. But the Best Practise for your company would have to be picked and reworked to suit the needs and aspirations of your company..Never follow Best Practices blind-foldedly as it may not yield you 100% desired result...

From India, Mumbai
Thanks for ur good sugesstion..............Medha Mathur and Sonu shah
Actuly i joined it b4 4 months only ............In my firm we have completed Competency Mapping(last yr my subordinate had complit) ,n now a days we want to introduce new HR Practices for that i want to first make list for that activity n study of that all activity then as per our requaerment we make it as tailor made concept n impliment .................
In our firm we make quarterly appraisal n after 1 yr probation complet that all quarter's total performance measure............
we r consultent type firm we provide technical help n also financing to them so as like firm which type of HR practices we can implement ?
In our HR we do T & D n ,Recruitment ..........we want to impliment new thing so as a Fresher what type of work or activity i do to make my dept as Value added to our firm................

From India, Vadodara
well, in that case - i think you can start lots of employee initiatives for motivation and reduction of attrition.

I have posted some initiatives under the Motivation & Improvement topic. You can have a look at them. Also, there are others who have posted very valuable suggestions.

Apart from the initiatives, you can have a good appraisal and exit system in place. If you want some help on it, I would be happy to help you.

If your profile also includes recruitment, one of the best practices in it is the TAT (Turn-Around-Time) within which the candidate profiles are selected, interviewed, offers made and join. All this should take a span of not more than 3 weeks from the date of interview of the candidate. If the candidate is rejected, have a de-briefing session for him, stating what were the areas of improvement so that it not only value adds the candidate for the future but also so that he does not disturb the image of the company amongst others.

If you like any clarification or any more information on anything that i have mentioned above, I would be more than willing to address it.

All the best !


From India, Gurgaon
Dear Sir / Mada, ,
We would like to inform you as follows :
1) We would be conducting online / offline Sessions once in a week (on Sundays between 2.00 PM AND 5.00 PM) and regular sessions whenever the Course Director is in Hyderabad. Topic coverage will be as follows.
* Payroll consisting PF, ESI, Gratuity, Bonus & Professional Tax
* Performance Management System and its implementation
* Talent Management System and its implementation
* Behavior Event Interviews and their mode of operation
* Manpower planning, its Recruitment / Selection and Succession Planning
2) The total course duration would be 36 hours online / offline and
you will be provided with Course Material (hard copies to be given to
3) Certificate will be issued by IIHRMD upon course completion and the
course fee would be Rs.7,500/- (Rupees seven thousand and five hundred
only) including the material on HR Corporate Practices.

From India, Visakhapatnam
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