Hello mam!
This Kezhdai MBA-IB.
Summary of Innovative HR practices
1. Safe, Healthy And Happy Workplace
2. Open Book Management Style
3. Performance Linked Bonuses
4. 360-Degree Performance Management Feedback System
5. Fair Evaluation System For Employees
6. Knowledge Sharing
7. Highlight Performers
8. Open House Discussions And Feedback Mechanisms
9. Reward Ceremonies
10. Delight Employees With The Unexpected
Philips Software Center
HR Policies
• The first one that needs to be mentioned is the dream project. Dream projects allow every employee to pursue a project of their own interest in the technical area. They invest time while the company given them resources and encouragement.However, the project has to help Philips in some way or the other. It has to be relevant for what Philips is pursuing.
• We also have a sponsorship program for higher studies. Our employees can join a .Tech program or an MS program or even pursue a Ph.D. Our Company will fund them right up to 100% of the cost.
• Once an employee completes 3 years with Philips Software, Bangalore, we will consider him/her for an international assignment within Philips. Further any employee who completes 18 months experience can seek transfer from within the company, from one technology to the other, one product division to another. We facilitate such a job rotation systematically.
• In our cafeteria, we also provide a diet meal section to interested employees and it is well appreciated.
• We have well furnished bedrooms for those people who stay back late in office working.
• Another brilliant concept practiced is the Philips Yellow pages. It is an internal network, which connects people across all our offices worldwide. It is very easy for one to locate people who are known for particular domain knowledge or a skill or talent. Any employee, who needs to learn about a subject, can get connected to the subject expert through the yellow Pages.
• Philips is probably one of the few organizations which has an offsite three-day Leadership program for all its managers.
We remind our managers that they would be measured as much by their deliverables as by their practice of the company values. These values are :
Let us delight our customers
Let us Value People as greatest resource
Let us deliver Quality and Excellence in all our actions
Let us achieve Premium return on equity
Let us encourage entrepreneurial behavior at all levels
• We have a community involvement team. The team is entirely manned by young professionals. A budget is given and they decide how to use the money. There is no interference from any senior managers.
• We also believe that charity begins at home. We have a green team, which monitors environmental related issues so far as it relates to the organization. Young professionals are involved in this. Thus we ensure that environmental concerns are not just spoken about but we actually do something about it.
• We follow a global appraisal system, which totally involves the employee in the whole performance management process. Planning, goal-setting, work review, coaching and developmental appraisal are part of this process chain
• There is some compulsory training that every appraiser and the appraised go through before the appraisal. We have one full day training program for managers who do the appraisal. It is mandatory . If the manager doesn’t go through it, the company holds the right to not let him do the appraisal. This training is not a once in a lifetime affair. Every year before the appraisal, the training is given.
• A half-day training is given to the appraised personnel to make them aware of the nitty gritties of the appraisal program. They are reminded about the importance of doing home work, receiving and sending feedback and reflecting on the feedback in the right way.
These sorts of training programs prepare people to see appraisals as development processes rather than as a judgmental process.
• We have plenty of reward programs. We closely watch people who contribute towards product quality, process quality, internal trainers who train colleagues, people who bring best practices from outside and implement if here and so on. They are rewarded and as you know rewards are inspiring and infectious.
• Soon after a person joins our organization (within one, one and a half months), the HR managers are expected by training, to sit with every new employee and start capturing what he or she likes best in the organization, we take inputs about matters regarding say, if he or she has the power to change what would he or she change in the organization and where do they think they can contribute a lot more than what is presently done and so on.This feedback is carried to the management team of the organization and the employees are given the opportunity in terms of their interest in technology and outside of technology, into more suitable platforms.
Wipro Technologies:
• Every four months we conduct an employee survey where all our employees provide inputs on the health of the workplace. This survey enables us 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 us 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.
• We have the HR review in the planning cycle, which is a rigorous process involving everyone, right upto the head of the organization. We do succession planning for individuals wherein we identify the best talents – the top ten people. We also identify our bottom ten people, who are asked to pull up their socks and improve, failing which they will have to leave. We carry out this exercise every quarter and this enables us to be well informed about our people asset.
This Kezhdai MBA-IB.
Summary of Innovative HR practices
1. Safe, Healthy And Happy Workplace
2. Open Book Management Style
3. Performance Linked Bonuses
4. 360-Degree Performance Management Feedback System
5. Fair Evaluation System For Employees
6. Knowledge Sharing
7. Highlight Performers
8. Open House Discussions And Feedback Mechanisms
9. Reward Ceremonies
10. Delight Employees With The Unexpected
Philips Software Center
HR Policies
• The first one that needs to be mentioned is the dream project. Dream projects allow every employee to pursue a project of their own interest in the technical area. They invest time while the company given them resources and encouragement.However, the project has to help Philips in some way or the other. It has to be relevant for what Philips is pursuing.
• We also have a sponsorship program for higher studies. Our employees can join a .Tech program or an MS program or even pursue a Ph.D. Our Company will fund them right up to 100% of the cost.
• Once an employee completes 3 years with Philips Software, Bangalore, we will consider him/her for an international assignment within Philips. Further any employee who completes 18 months experience can seek transfer from within the company, from one technology to the other, one product division to another. We facilitate such a job rotation systematically.
• In our cafeteria, we also provide a diet meal section to interested employees and it is well appreciated.
• We have well furnished bedrooms for those people who stay back late in office working.
• Another brilliant concept practiced is the Philips Yellow pages. It is an internal network, which connects people across all our offices worldwide. It is very easy for one to locate people who are known for particular domain knowledge or a skill or talent. Any employee, who needs to learn about a subject, can get connected to the subject expert through the yellow Pages.
• Philips is probably one of the few organizations which has an offsite three-day Leadership program for all its managers.
We remind our managers that they would be measured as much by their deliverables as by their practice of the company values. These values are :
Let us delight our customers
Let us Value People as greatest resource
Let us deliver Quality and Excellence in all our actions
Let us achieve Premium return on equity
Let us encourage entrepreneurial behavior at all levels
• We have a community involvement team. The team is entirely manned by young professionals. A budget is given and they decide how to use the money. There is no interference from any senior managers.
• We also believe that charity begins at home. We have a green team, which monitors environmental related issues so far as it relates to the organization. Young professionals are involved in this. Thus we ensure that environmental concerns are not just spoken about but we actually do something about it.
• We follow a global appraisal system, which totally involves the employee in the whole performance management process. Planning, goal-setting, work review, coaching and developmental appraisal are part of this process chain
• There is some compulsory training that every appraiser and the appraised go through before the appraisal. We have one full day training program for managers who do the appraisal. It is mandatory . If the manager doesn’t go through it, the company holds the right to not let him do the appraisal. This training is not a once in a lifetime affair. Every year before the appraisal, the training is given.
• A half-day training is given to the appraised personnel to make them aware of the nitty gritties of the appraisal program. They are reminded about the importance of doing home work, receiving and sending feedback and reflecting on the feedback in the right way.
These sorts of training programs prepare people to see appraisals as development processes rather than as a judgmental process.
• We have plenty of reward programs. We closely watch people who contribute towards product quality, process quality, internal trainers who train colleagues, people who bring best practices from outside and implement if here and so on. They are rewarded and as you know rewards are inspiring and infectious.
• Soon after a person joins our organization (within one, one and a half months), the HR managers are expected by training, to sit with every new employee and start capturing what he or she likes best in the organization, we take inputs about matters regarding say, if he or she has the power to change what would he or she change in the organization and where do they think they can contribute a lot more than what is presently done and so on.This feedback is carried to the management team of the organization and the employees are given the opportunity in terms of their interest in technology and outside of technology, into more suitable platforms.
Wipro Technologies:
• Every four months we conduct an employee survey where all our employees provide inputs on the health of the workplace. This survey enables us 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 us 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.
• We have the HR review in the planning cycle, which is a rigorous process involving everyone, right upto the head of the organization. We do succession planning for individuals wherein we identify the best talents – the top ten people. We also identify our bottom ten people, who are asked to pull up their socks and improve, failing which they will have to leave. We carry out this exercise every quarter and this enables us to be well informed about our people asset.