Innovative HR Policies: What Are the Latest Trends and Practices in the Industry?

Innovative HR Policies in Industries

Can you guide me on what has recently been done in industries regarding innovative HR policies? I mean, is there anything new in this field that is relevant to discuss?

Hello friends, I am Harleen Mahajan. I am collecting information on companies that have innovative HR practices. Please provide some relevant facts about it.

Regards,
Harleen Mahajan

Hi Harleen, there are many innovative HR policies, and the list is really long. Headhunting and poaching have been used by HR professionals for a very long time. As an experienced HR professional, I must say that I believe poaching is a very negative policy. Do search on this site, and you can find many innovative HR policies used in various industries.

Regards,
Archna

Nowadays, the retention of employees and employee satisfaction are key processes in an organization. Everyone is developing new HR policies to retain employees, such as offering fringe benefits and empowering employees. Empowerment allows employees the freedom to make decisions, leading to increased responsibility in their work and a stronger attachment to the organization.

Regards,
Pavithra

Patni Computers has introduced a few new policies for their employees' development and engagement, such as:

1. 'Patni Academy for Competency Enhancement' for training (PACE)
2. 'Lifestyle Assessment Survey' and 'Patni Confidante Program' for employee connections
3. 'Winner's Circle' for rewards and recognition
4. 'Patni Leadership Academy' for employee growth and development

It even won a prize for its 'innovative Retention Strategies' at the World HRD Congress 2010.

Patni Academy for Competency Enhancement (PACE)

PACE offers technical training. One of the prime objectives of PACE is to groom campus recruits in relevant technical streams. Besides, the skill sets of employees are continuously upgraded to enhance the competency levels as per job requirements.

The above-mentioned methods are being introduced for the upgradation and development of employees.

Regards,
Navreet Kaur

Innovative HR Practices by Different Companies

Here are different innovative practices in HR by various companies:

1. Wipro Technologies
- Employee survey
- HR review in the planning cycle
- Wings within
- CEO interaction

2. Hughes Software Systems
- Snap awards
- Annual achievement awards
- President awards for overall excellence
- E-greetings
- Painting competition

3. Subex Systems
- No security register
- Subex culture club
- Mentor
- Feel the pulse meet
- House concept

4. Philips Software Center
- Dream Project
- Sponsorship Program for Higher Studies
- Cafeteria
- Provisions for Late Hours at Job
- Philips Yellow Pages
- Leadership Program
- Community Involvement
- Charity begins at Home
- Global Appraisal System
- Reward Programs
- Organization's Feedback

Thanks,

Satinder Singh
MBA 1A
PCTE

Different innovative practices in HR by different companies are as follows:

- A recent trend in the software industry is to gift customized products to employees on their birthdays. It is believed that the more emotional the gift, the more loyal the employee will be in the workplace.
- Providing Dream Projects
- Sponsorship Programs for Higher Studies
- Cafeteria
- Provisions for Late Hours at Job
- Leadership Programs
- Employee Satisfaction Surveys
- Overtime/Additional Hours Worked Payment
- Fair Treatment
- Reward & Recognition Framework

Thanks,
Japneet Kaur
PCTE

Different innovative practices in HR by different companies include:

1. Teaching Development for New Academic Staff
2. Time Off for Study for Professional Staff
3. Work Outside the University
4. Safety while Working in Temperature Extremes
5. Reduced Hours for the Care of Children
6. Plant/Equipment Safety Management
7. Overseas Conference Leave
8. Organization's Feedback

The website education.nic.in focuses on the comprehensive development of all its citizens, including the Department for School Education & Literacy and the Department for Higher Education.

IBM's Focus Areas

- Balancing work life
- Employee training
- Educational tie-ups with Symbiosis

Thanks,

Dipinder Singh Kalsi
PCTE

Human Resource Management in India: A Transformative Journey

Human Resource Management in India has witnessed significant change over the last two decades due to economic liberalization in 1991, which created a hyper-competitive environment.

HR Practices in Indian Companies

The various HR practices being followed by different companies are:
- Equal employment opportunities.
- Providing flexibility for female employees at various life stages.
- Promoting the practice of entrepreneurship by employees within the organization.
- Work environment.
- Open management.
- Performance feedback.
- Sharing knowledge.
- Rewards and surprises to employees from time to time.

Adobe Solutions for Human Resources

With Adobe solutions for human resources, Adobe Inc. offers:
- Enterprise migration from paper-based forms to electronic documents.
- LiveCycle ES and the Human Capital Applications Solution Accelerator work to automate the manual processes associated with employee onboarding and offboarding.
- Speed "day one" productivity of new hires.
- Interactive personalization that builds employee trust and confidence.

LiveCycle ES comprises solution components that can be combined based on customer requirements and tightly integrated with existing IT infrastructures.

The synergy between strategic planning and innovative HRM practices will be vital for the Indian economy.

Thanks,
Shaveta Gupta
MBA - 1A (PCTE)

Below are some of the innovative HR practices that are being followed in the industry presently or have been catered to in the recent past. They are illustrated as follows:

1. Employee Motivation in the workplace.
2. Individual Innovativeness and organizational citizenship behavior.
3. Innovative human resource leadership.
4. Trends & Needs.
5. Support needed for the management of change and improvement of human capital.

These are some of the techniques that have helped HR personnel in the respective companies to reduce the attrition rate.

Regards,
Namrata Nagpal
MBA-1a

Latest Techniques in Human Resource Development

Employees for Lease: Sometimes, organizations depend on consultancy agencies or individual consultants for their expertise to tap and utilize their expert knowledge. The consultancy agencies offer expert advice, and the execution of the advice is left to the employees of the organization. In some cases, the employees may fail to convert the know-how into a project. Under such circumstances, new types of organizations will emerge, which would be called Employee Leasing Organizations.

Moonlighting by Employees: This situation arises among employees due to dissatisfaction with the present wage and salary structure. They feel that the employer enjoys increased profits and that they are being exploited. Consequently, they may agitate for a wage hike, take up another part-time job, or start a business simultaneously with their original job. This practice is also known as Double Jobbing.

Flexi-time & Flexi-work: The number of hours in a day, the number of days in a week, and the work schedule when the worker has to perform are usually stated in the Job Description. The concept of Flexi-time has been introduced to accommodate the convenience of workers without affecting organizational functioning. Flexi-time is a program that allows flexible entry and leaving times for employees, leading to increased productivity, reduced absenteeism, lower employee turnover, and improved morale.

Flexi-work: This program allows flexibility in handling various types of work in different departments of organizations in a systematic way by the employee during their tenure of employment. For example, a candidate may start as a clerk in the Personnel Department and after two years, be allowed to work in any other department of the organization.

Training & Development: Organizations invest a significant amount of time and resources in training, developing, and educating their employees to align with job requirements and organizational needs. This is often due to the lack of linkage between the industry and universities. In the future, organizations may establish their own educational institutes that tailor their course curriculum to suit the requirements of various jobs within the organization. These institutes will continuously update their course curriculum based on changes in technology, work methods, production processes, activities, and more. The intake of these institutes will be based on the exclusive requirements of the organization.

Regards,
Prabhjot Singh
MBA-1A (PCTE)

Innovative HR Practices of Indian Companies

Introduction

India has now become a player on the global stage. Everyone wants to do business with us. This change has provided many opportunities for our country to grow further, but it has also posed several challenges. Indian companies have gained the confidence to acquire foreign giant companies and try to establish themselves as highly competitive against foreign companies. At the same time, we must address challenges such as the gap between people in the corporate world and those in rural areas, which is becoming a serious concern. Wage differentials between blue-collar workers and senior managers, the advantage of candidates with good education and communication skills in the job market, and high attrition levels, especially in sectors like business process outsourcing, are all issues that need attention.

This paper aims to extract facts to understand how companies in India are facing HR problems and what innovative practices they are following to recruit and retain their employees, making them feel that their workplace is the best place to work.

Four Critical Dimensions of Best Practices

• Attract and Access: Attracting and retaining talent is becoming a big problem for every organization. They are employing every trick and strategy to recruit and retain employees.

• Develop and Grow: Organizations today try to recognize the aspirations of employees and focus on their growth and development. India provides job rotation opportunities to high-performing employees from the operations division, giving them a broader understanding of the business.

• Engage and Align: Employee engagement remains a focus of organizational leadership. Many companies keep launching new practices to woo employees, such as "Loyalty Interviews" to understand what makes employees stay. Feedback from loyal employees often reflects on the leadership style and serves as a great motivation.

• Transition: Movement of talent within and outside the organization sends strong signals about the organization's care and concern. From induction, which often forms the first impression, to the exit interview, the sensitivity displayed by the organization has a lasting impact on all employees.

Innovative Practices in HR Areas:

Recruitment and Selection

1. Google:
- Diversity among employees, from ex-army personnel to former school teachers.
- Recruitment focuses on candidates comfortable with technology and optimistic about the future. The recruitment process includes rigorous interviews to understand what makes a candidate tick. Feedback is given to an independent hiring team, and the credo is to hire someone better than you.

2. Employee referrals account for 50% of all hiring at SAP Labs India, Bangalore.

3. Non-standard talent pools, such as housewives with career gaps.

4. "Bar Raisers": An elite group of 34 employees with veto power in recruitment decisions if a potential recruit does not meet company standards.

5. Short stories are used to introduce new recruits, talking about the company's history, evolution, technology, and influential people.

6. The company connects with employees' support groups, like family, by sending welcome letters to parents or spouses.

Learning and Development

- SMEs (Subject Matter Experts): Internal experts provide training.
- Employees are sent for higher studies.
- EWelcome: A gateway listing universal systems to help new employees familiarize themselves with company systems.
- Mandatory seven days of training per year for all employees, including the chairman and directors.
- GOLD (Godrej Organization for Learning and Development): Web-based learning with UK-based NetG, focusing on soft skills and lateral thinking.

Rewards and Recognition

1. MAD (Mutual Admiration): Employees write appreciation messages on green cardboard leaves and pin them to a tree in the cafeteria.
2. Smart Work and Smart Reward: Rewards for completing tasks in fewer hours than stipulated, promoting work-life balance.
3. Promotion within the organization.

Career Planning

- Career Success Centre: An online portal for career resources, helping employees plan and develop their careers according to business needs.

Compensation and Benefits

1. Paternity leave.
2. Extra three months of maternity leave at half salary.
3. No attendance monitoring.
4. Unlimited sick leave.
5. Equal privileges for employees across levels, including travel and accommodation.

Performance Management

1. 360-degree feedback system.
2. "Performance Task Force": A cross-functional team tracking performance needs and providing feedback every six months.

Leadership and Development

1. Food for Thought: Informal lunch discussions with the Managing Director.
2. Succession planning.
3. Employee empowerment.
4. Reach Out: Direct communication link with employees, with the president meeting them.

Organization Structure

1. Flexi and part-time work options.
2. Job shifts across different functions.
3. Employees devise skits, screen savers, and mascots based on company values.
4. Employee Engagement Manager: Energizes the workplace with events and communication.
5. "People Champions": HR facilitators for project teams.
6. Orientation with parents to familiarize them with the organization.
7. "People Movement Management Review Committee": Retains talented employees by reassigning them and assisting those leaving to find new jobs.

Conclusion

In today's competitive world, companies face skill shortages, talent crunch, and high attrition rates. This has led companies to focus on internal customers as much as external ones. Innovative HR practices are devised to attract and retain the best talent, providing a conducive work environment. The practices mentioned have been successfully implemented by leading companies in India, and their convergence can benefit any company aiming to become more competitive globally.

Regards,
Harleen Mahajan

HR Techniques

These are some of the HR techniques:

- Safety while working in temperature extremes
- Reduced hours for the care of children
- Plant/equipment safety management
- Overseas conference leave
- Sponsorship program for higher studies
- Cafeteria
- Provisions for late hours at job

Regards,
Simranpreet Singh
MBA 1A
PCTE

HR practices are designed to attract the best talent and provide them with a conducive work environment, enabling the company to retain its employees. The following innovative HR practices are conceived and successfully implemented by leading companies in India:

- Recruitment and selection
- Learning and development
- Rewards and recognition
- Career planning
- Compensation and benefits
- Performance management
- Leadership and development
- Organizational structure

Innovative HR Practices at Leading Companies

1. HDFC
- Reward and recognition
- Target setting
- Employee retention
- Flexibility in working hours
- Employee counseling
- Career planning

2. Airtel
- Employee Satisfaction Survey
- HR Reach out
- Customer Contact Programme

3. Hughes Software System
- Snap Awards
- Annual Achievement Awards
- Presidential Awards for Overall Excellence

The above-mentioned methods are introduced to upgrade and develop employees.

Regards,
Arneet Kaur
MBA-1A

Hi Mam, here I am giving some HR techniques:

- Equal employment opportunities.
- Providing flexibility for female employees at various life stages.
- Promoting the practice of entrepreneurship by employees within the organization.
- Work environment.
- Target setting.
- Employee retention.
- Flexibility in working hours.
- Recruitment and selection.
- Learning and development.

Regards,
Avinash Kaur

HR Practices in Different Companies

The various HR practices being followed by different companies:

LG
- Creativity and autonomy
- Emphasis on competence
- Performance-based rewards
- Equal opportunities
- Long-term perspective
- Training
- Rewards

Aditya Birla Group
- Created new channels of communication.
- Geography-wise HR partners to aid employee interaction.
- PSI Buddies for all new hires on their date of joining the organization.
- Initiated "Speak your Mind" projects interface with HR.
- Various spot awards and informal rewards recognizing deserving PSIans.
- Training boot camp for freshers.
- Strengthened the Training and Competency function, introducing the monthly training calendars.
- Employee integration activities to foster fun at the workplace.
- Routine medical check...

Regards,
Varun Gupta
MBA-1(a)

Good evening, Ma'am, Ten HR practices that can help achieve organizational goals are:

- 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
- Highlighting Performers
- Open House Discussions and Feedback Mechanisms
- Reward Ceremonies
- Delighting Employees with the Unexpected

Motorola University Initiatives

Motorola University has taken the responsibility for propelling multimedia technologies forward. Some of their accomplishments include:

- The Motorola Multimedia Committee (MMC) promotes the use of alternative learning technologies in Motorola's businesses.

- (MYTT) - a new history and culture course that teaches subscribers via email or intranet, offering two to three episodes per week of engaging stories from Motorola's past, present, or future.

- HR 2000 training structure enables Motorola to position multi-skilled, capable human resources management candidates.

Thanks,

AjayPal Singh MBA - 1 A (PCTE)

Good evening mam,

Here are some innovative policies followed by mobile major Nokia for its suppliers.

1. Communication and Coordination

The supplier shall ensure that information relevant to employees (about, e.g., business activities, changes, and results) is communicated across the organization. The supplier shall ensure employees can share such information fast enough to align their activities efficiently. The supplier shall respect the right of all employees to form and join trade unions of their choice and to bargain collectively, and in cases where this is restricted by law, facilitate parallel means to ensure that individuals or groups can raise concerns to the attention of the management.

2. Employee Satisfaction

The supplier should have the means to evaluate and improve employee satisfaction. A company of substantial size (i.e., headcount exceeding 100) should have an employee satisfaction program based on employee opinion surveys and should take action based on the results of the program.

3. Feedback and Complaint Channels

The supplier shall have a system through which employees can give feedback or complain about unethical conduct, unfair treatment or practices, violation of company values, policies, and procedures, or improvement ideas and suggestions. Management shall, when appropriate, act upon this feedback and handle it confidentially and anonymously. Management shall ensure that there are no adverse consequences as a result of giving feedback.

4. Fair Treatment

The supplier shall ensure that employees at its facilities are treated with respect and dignity, with equal opportunity, and are safe from abuse, harassment, or bullying of any kind (e.g., physical, verbal, mental, sexual, racial, cultural, age, or disability-related). The supplier shall ensure company rules/guidelines are communicated to employees. The supplier shall ensure that disciplinary procedures prohibit physical punishment and do not support financial deductions or the threat thereof.

5. Performance Management

The supplier should have a system to manage employee performance. The supplier should ensure individual objectives are derived from company strategy and policies. The supplier should ensure performance is evaluated fairly and objectively, against defined criteria and on a periodic basis, to identify ways to improve performance.

6. Competence Analysis

The supplier should periodically conduct competence analyses to identify the knowledge and skills/competences required to perform the organization's business activities according to short- and long-term strategic goals.

7. Competence Development

The supplier shall ensure that employees, at all levels and with equal opportunity, have the education, training, and competence they need for their positions and tasks. The supplier shall develop training plans based on competence analyses and implement them to enhance and develop workforce capabilities. The supplier shall maintain a training register, detailing the training employees have received.

8. Occupational Health and Safety Response

The supplier shall have occupational health and safety procedures to prepare for and respond to emergency situations involving occupational health and safety risks. The supplier shall record and investigate emergency situations. Management shall encourage employees to report accidents and take action upon these records and reports.

9. Resource Planning

Resources need to be available to meet both current and future business needs according to company strategy. Resource planning shall be conducted at both organizational/global and unit/local levels. In particular, underage workers or false apprenticeship schemes must not be used.

10. Working Time and Time Off

The supplier shall ensure that employees can perform assigned tasks efficiently without exceeding the maximum working hours as defined by local labor laws or applicable collective agreements. The supplier shall ensure that employees have at least one day off per seven-day week and that overtime work is voluntary. Holidays (e.g., public holidays) and leaves of absence (e.g., medical or parental) shall comply with local labor laws or applicable collective agreements.

These were a few of the many policies mandatory for suppliers of Nokia. I hope that these will make the discussion more productive.

Regards,
Deepak Nagpal
MBA 1a

Subject - Re: New HR Happenings

Hi Mam, as far as I know, going strong on human resource (HR) practices, Bharat Sanchar Nigam Limited (BSNL), the largest telecom public sector undertaking (PSU), has lined up some initiatives. These include a new recruitment policy with an intensive professional touch. For the first time, BSNL has set up a recruitment cell to identify suitable candidates, either MBAs, chartered accountants (CAs), or engineers at the entry level.

After corporatization, fresh recruitments from the Indian Telecom Service through the Union Public Service Commission (UPSC) have stopped. “There is a proposal for a new recruitment policy. This will surely strengthen the recruitment policy at the entry level within the organization.”

Thanks, Mam.

Regards,
Yogesh Bhatt
MBA 1(A)

The field of Human Resource Management is developing very fast, and every department of human activity is realizing its importance in the smooth functioning of the organization.

New Techniques in Human Resource:

1. Employees for Lease
2. Moonlighting by Employees
3. Flexi-time and Flexi-work
4. Time Keeping
5. Training and Development
6. Collective Bargaining

Thank you,
Harshdeep Singh
MBA 1 A

Here are some good HR policies implemented by Philips Software Center:

1. Dream Project.
2. Sponsorship Program for Higher Studies.
3. Job Rotation.
4. Cafeteria.
5. Yellow Pages.
6. Leadership Program.

Regards,
Gauravjit Singh

Below are some of the innovative HR practices that are being followed in the industry presently or have been catered to in the recent past. They are illustrated as follows:

Different Innovative Practices in HR by Different Companies Include:

1. Teaching Development for New Academic Staff
2. Time Off for Study for Professional Staff
3. Work Outside the University
4. Safety while Working in Temperature Extremes
5. Reduced Hours for the Care of Children
6. Plant/Equipment Safety Management
7. Overseas Conference Leave
8. Organization's Feedback
9. Employee Motivation in the Workplace
10. Individual Innovativeness and Organizational Citizenship Behavior
11. Innovative Human Resource Leader
12. Trends & Needs
13. Support Needed for the Management of Change and Improvement of Human Capital

These are some of the techniques that have helped HR personnel of the respective companies in reducing the attrition rate.

Regards,
Gourav Bulandi
MBA-1A PCTE

Employee Wellness programs are being used as an employee engagement and retention tool these days.

Regards,
Mithun Gupta

Introduction of New Policies at Patni Computers

Patni Computers has introduced a few new policies for employee development and engagement, such as:

1. 'Patni Academy for Competency Enhancement' (PACE) for training.
2. 'Lifestyle Assessment Survey' and 'Patni Confidante Program' for employee connections.
3. 'Winner's Circle' for rewards and recognition.
4. 'Patni Leadership Academy' for employee growth and development.

Patni Computers even won a prize for its 'Innovative Retention Strategies' at the World HRD Congress 2010.

Patni Academy for Competency Enhancement (PACE)

PACE offers technical training. One of its prime objectives is to groom campus recruits in relevant technical streams. Additionally, the skill sets of employees are continuously upgraded to enhance their competency levels as per job requirements.

The above-mentioned methods are being introduced for the upgradation and development of employees.

Regards,
Sourav Sethi
mba-1a

The Role of HR Policies in Germany's Economy

The human resource policies of Germany are playing a pivotal role in maintaining a healthy economy. HR policies in Germany contribute significantly to the country's growth by promoting sustainable development within companies and influencing the political and economic structure. These policies help in achieving a balance that benefits both the workforce and revenue generation.

Key Components of German HR Policies

German HR policies cover various aspects of company management, aiming to foster growth for employees and employers in the long term. Key components include:

-  **Recruitment Policy:** Ensuring a balanced recruitment process through proper interview techniques and providing essential documents like appointment letters and pay slips to familiarize candidates with their roles and responsibilities.
-  **Performance Appraisal Benefits:** Rewarding individual performance to motivate employees and support overall growth.
-  **Bonus Schemes:** Providing yearly bonuses to align with business objectives and boost motivation.
-  **Absence Policy:** Structuring policies to manage absenteeism effectively for mutual benefit.
- ⏰ **Overtime Compensation:** Ensuring fair remuneration for extra hours worked.
-  **Pension Plans and Termination Policies.**
-  **Avoiding Negligent Hiring.**

The evolution of HR policies in Germany reflects a focus on quality and innovation, ultimately fostering dynamic growth for both employers and employees, both personally and financially.

Regards,
ASHISH KUMAR MBA-1A

Good evening, ma'am, HR managers today are focusing attention on the following:

- **Policies** - HR policies based on trust, openness, equity, and consensus.

- **Motivation** - Create conditions in which people are willing to work with zeal, initiative, and enthusiasm; make people feel like winners.

- **Relations** - Fair treatment of people and prompt redress of grievances would pave the way for healthy workplace relations.

- **Change Agent** - Prepare workers to accept technological changes by clarifying doubts.

- **Quality Consciousness** - Commitment to quality in all aspects of personnel administration will ensure success.

Due to the new trends in HR, in a nutshell, the HR manager should treat people as resources, reward them equitably, and integrate their aspirations with corporate goals through suitable HR policies.

Regards,
Anjali MBA-1(a)

LG Human Resource Policies

1. Creativity and Autonomy
An individual's creativity is the basis for value creation. LG Electronics respects diversity and autonomy, allowing each of its employees to exercise their creativity to the fullest.

2. Emphasis on Competence
Competence is the basis for performance. LG Electronics sees competence as the most important factor in its personnel decisions.

3. Performance-Based Rewards
Rewards based on performance are essential for human motivation. LG Electronics evaluates performance results fairly and rewards them accordingly.

4. Equal Opportunities
Equal opportunities build trust among people. LG Electronics ensures equal opportunities.

Regards,
Amarjot Kaur
MBA 1A

Good Evening, Ma'am

Some of the innovative HR practices being followed by different companies:

Birla 3M
To encourage two-way communication, they have something called "Between Us." Once every six months, the MD and the HR head visit all the branch offices. The MD discusses the business and seeks the employees' involvement in realizing the organization's goals. The HR head introduces new HR policies followed by an open discussion. Employees can voice their concerns regarding work. For sensitive issues that they prefer not to discuss openly, they can submit written questions anonymously. The questions are read aloud, and answers are provided. The papers with questions are immediately destroyed to ensure anonymity.

HR Practices in Recruitment
1. Employee Referral Scheme.
2. "Interview over a Meal" - Building a comfortable environment.
3. Congratulating parents on the final selection of a candidate, as practiced by Max Newyork Life.
4. Internal job postings allow employees to apply for openings two levels above their current position, an initiative by BSL.

Regards,
Gurinder Singh
MBA-1A

In the competitive world, organizations should have innovative ideas; only then can they lead to very successful outcomes. Human Resource leaders should follow creative practices that help develop both the employer and the employees. This approach is essential for the organization to run successfully.

Some HR Techniques Include:

- Providing safety in the workplace
- Clarifying goals
- Creating work environments that support teamwork and personal job satisfaction
- Offering job stability

Regards,
Harchand Singh
MBA1a

Different innovative practices in HR by various companies include career development risks, re-entry problems, and culture shock. To balance the pros and cons of home country and host country evaluations, performance evaluations should combine the two sources of appraisal information.

Different innovative practices in HR by different companies are:

Selection of Employees

Selection of employees requires careful evaluation of the personal characteristics of the candidate and his/her spouse.

Compensation Systems

Compensation systems should support the overall strategic intent of the organization but should be customized for local conditions.

Regards

Here are different innovative practices in HR by different companies.

Union Representation in Europe

In many European countries—Germany, for one—the law establishes representation. Organizations typically negotiate agreements with the unions at a national level. In Europe, it is more likely for salaried employees and managers to be unionized.

Continuous Quality Improvement

Companies engage in continuous quality improvement through Total Quality Management (TQM) and HR contributions such as training, development, counseling, etc.

Regards,

Innovative HR Practices by Different Companies

Different innovative practices in HR by various companies include the following:

- Selection of employees requires careful evaluation of the personal characteristics of the candidate and his/her spouse.

- Compensation systems should support the overall strategic intent of the organization but should be customized for local conditions.

Regards,

INNOVATIVE HR PRACTICES

All managers have heard and read countless times about how to build teams, empower the workforce, and develop trust. The commonplace HR practices prevalent across the entire business world are just as relevant to this business as any other. The HR policies must be integrated with business policies. HR professionals must have a balance in terms of centralization or decentralization of HR practices; some are ethnocentric, while others may be geocentric or regiocentric.

For example:

A number of years ago, I worked for a company that gave employees "scratchers" (similar to a lottery ticket) for various types of recognition. With the points accumulated from these scratchers, they could then purchase items from the company store such as hats, shirts, jackets, coffee cups, and golf accessories, all marked with the company logo. Apart from giving recognition, this practice built pride in the company name.

Another company more recently gave employees Visa Gift cards that had the company artwork on them.

Good evening, ma'am.

Latest Techniques in Human Resource Development

Employees for Lease: Sometimes, organizations depend on consultancy agencies or individual consultants for their expertise to tap into and utilize their expert knowledge. The consultancy agencies offer expert advice, and the execution of the advice is left to the employees of the organization.

Moonlighting by Employees: This situation arises among employees due to dissatisfaction with the present wage and salary structure. They feel that the employer is benefiting from increased profits and that they are being exploited. Consequently, they may agitate for a wage hike, take up another part-time job, or start a business simultaneously with their original job. This is also known as Double Jobbing.

Dual Career Groups: There has been a significant increase in the number of female employees in all types of organizations due to increased career orientation among women in recent years, the creation of a variety of jobs, higher-level commitment, better performance, less demanding and agitative orientation, economic freedom, better social status, and aspirations for a quality work life.

Flexi-time and Flexi-work: The number of hours in a day, the number of days in a week, and the work schedule when the worker has to perform are normally stated in the Job Description. The concept of Flexi-time has been introduced to accommodate the convenience of the workers without affecting organizational functioning. Flexi-time is a program that allows flexible entry and leaving times for employees.

Regards

Good evening, ma'am,

Different Innovative Approaches in HR by Various Companies

TATA MOTORS:
• Balanced Scorecard.
• Days at TATA.
• Employee communication.
• Training programs.
• Selection executive.
• Training in Finance.
• Training in Fundamentals of Human Resource Management.
• Training in International Compensation.
• Training in Compensation.
• Training in Development.
• TATA Administrative Services.
• Large-scale cost reduction.
• Training for senior management.
• Training in performance-linked incentives.

TCS:
• MAITREE.
• PROPEL.
• PULSE.
• PEEP.
• Referral policy.

INFOSYS:
• Employee handbook contents.
• Intranet uses.
• Open-door policy.
• Promotional policy.
• Leave policy.
• Extended leave policy.
• Whistleblower Policy.

Regards,
GAURAV KUMAR GUPTA. MBA-1A PCTE.

New Techniques in Human Resource

1. Employees for Lease
2. Flexi-time & Flexi-work
3. Time Keeping
4. Training & Development
5. Moonlighting by Employees
6. Dream Project
7. Sponsorship Program for Higher Studies
8. Job Rotation
9. Cafeteria
10. Yellow Pages
11. Leadership Program

Regards,
Piyush Jolly
MBA-1 (A)

Patni Computers' New Policies for Employee Development and Engagement

Patni Computers has introduced a few new policies for their employees' development and engagement, such as:

1. Patni Academy for Competency Enhancement (PACE)
- This program offers technical training. One of the prime objectives of PACE is to groom campus recruits in relevant technical streams. Besides, the skill sets of employees are continuously upgraded to enhance their competency levels as per job requirements.

2. Lifestyle Assessment Survey and Patni Confidante Program
- These initiatives are designed for employee connections.

3. Winner's Circle
- This program focuses on rewards and recognition.

4. Patni Leadership Academy
- This academy is aimed at employee growth and development.

Patni Computers even won a prize for its 'Innovative Retention Strategies' at the World HRD Congress 2010. The above-mentioned methods are being introduced for the upgradation and development of employees.

Regards,
Kamalpreet Singh
MBA-1 (A)

Walmart HR Practices

Wal-Mart's main strategy has been to become a price leader through efficiency and processing, and in doing this, it has positioned itself as the world's largest retailer, accounting for ten percent of the United States' two and a half percent annual productivity growth over the past decade (Solman, 2004). This success has not come without a cost, though. Wal-Mart has faced much criticism, as well as litigation, for its human resource (HR) policies, being accused of underpaying and demanding too much of its associates. Research has shown (Bernardin, 2007) that HR practices are the leading indicators of lagging financial performance measures, but Wal-Mart is making itself an exception to this rule.

The discrepancy between Wal-Mart's poor HR leading indicators and its high degree of financial success has to do with the introduction and extensive use of technology in its processes. By increasing the level of automation in its warehouses and stores, Wal-Mart has reduced the importance of employee satisfaction. The smooth flow of operations is less dependent on employees, allowing Wal-Mart to hire individuals with low levels of education for minimum wage compensation. This increase in the use of technology also means that very little employee training is necessary for the successful execution of job tasks. The minimal training significantly reduces the investment that Wal-Mart has in each employee, which makes them easily replaceable as there is not a large financial or temporal penalty in getting a new person up to speed on their responsibilities.

The reputation this builds for Wal-Mart is not favorable and could result in a reduced customer value proposition and loss in customers, but image and corporate social responsibility are not the only factors driving customer value. Additional factors include price and convenience, two things that Wal-Mart is very good at delivering.

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.

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 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). Next, you statistically determine which of these many traits your top performers and most impactful employees exhibit that differentiates them from bottom-performing and average employees.

Regards,
Harleen Mahajan

Best HR Practices

Here are some of the best HR practices that help in the creation of a highly satisfied and motivated workforce.

Work Environment
A safe and happy workplace makes the employees feel good about being there. Each one is given importance and provided the security that gives them the motivation and incentive to stay. This is usually achieved through internal surveys to find out whether they are satisfied and, if not, what they think needs to be changed.

Open Management
Employees don't like the feeling of being kept in the dark about what is happening in the company. They feel motivated and develop enthusiasm only when the management opens up to them and discusses the company policies, sales, clients, contracts, goals, and objectives. This encourages participative management. Asking them for ideas on how to improve will get their creative juices flowing. Being open about everything related to the company will help in building trust and motivating the employees. This open management policy can be practiced using several tools.

Performance Incentives
Every good performance is appreciated in the form of a pat on the back, bonuses, or giving some other compensation for a job well done. Organizations that struggle to keep up with the attrition rate are mostly those that think employees are "just" doing their job. Even if it is the employee's job, completion in an appreciable manner calls for an incentive, and this goes a long way in boosting staff morale. These incentives can be implemented at the individual as well as the team level, and it has been seen that this works wonders in getting the best out of the employees. But it is important to keep in mind that these bonuses should not be given without a reason, unless it is a commitment for annual bonuses or some such thing. Doing so will only reduce the perceived value of the bonuses.

Some HR policies being followed include:

Learning Environment

- Career Graphs for employees
- Inculcate Team Work
- Making employees accountable
- Fun at work
- Achieving a match between individual and organizational goals
- Helping employees acquire new skills
- Celebrations and Social and Cultural Networks
- Periodic rewards or gifts for work done
- Measuring employee satisfaction
- Stress Management

Company Specific:

Hughes Software Systems:

1. Managers give “Snap Awards” for individual and team achievements to their teams when they excel or do something outstanding.
2. There are Annual Achievement Awards under four categories:
- Most Initiatives
- Best Customer Orientation
- Best Team Worker
- Most Innovative
3. There is an award for Best People and Project Managers, given to two best managers and leaders each year.
4. E-greetings have been operational in HSS through the intranet to send appreciation to other employees. Special cards suited to the HSS environment are available.

Airtel

1. Strongly believe in ‘softer skills’ such as working in teams, interpersonal skills, communication skills, creative thinking, entrepreneurial skills, etc.
2. Customer Contact Programme. Once a month, all senior managers reach out to customers to get a firsthand feel and feedback from them.

Wipro Technologies

A program, which is known as “wings within” - an internal job posting system. This works well, as our people can apply for jobs in other departments and they do not have to inform their supervisors about it. If selected, they can move out and nobody can stop them.

Regards

Innovations in HR Adopted by Different Firms

These are the following innovations in HR that are adopted by different firms:

- Good working conditions
- Understanding workforce diversity
- Employee surveys for mental satisfaction levels
- Providing initiatives
- Top-level management interacting with lower-level management
- Consulting with experts during recruitment
- Paying attention to the problems of their employees
- Annual achievement awards

Regards,
Sumeet Kumar Jaiswal
MBA 1A