New to Corporate Life: Can You Share Effective HR Practices in India?

Hi everyone,

I have joined the corporate world recently. Could anyone please share some information about the best HR practices in India? I am also interested in learning how we can implement these practices in our organization. Would anyone be willing to share your company's HR practices? Please share your knowledge bank with me.

Regards,
Mayuri

Hi,

You need to be more specific regarding which category you are looking at with regard to the best practices in HR. There are many fields such as recruitment, debriefing sessions for rejected candidates, induction for new joiners, handholding exercises, confirmations, exits, and 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 relevant to them on the internet. I tried to customize whatever I could to my firm and implement that. For example, we started the confirmation process after an employee completed six months in the firm. We devised a self-appraisal form for the employee and a probationary assessment form for their senior. Based on the assessment, we issued the confirmation/extension of probation letter to them.

Also, there can be one more thing - you can share with us the practices that your firm currently has, and we all can suggest improvements. Please don't hesitate to seek more information on it.

All the best!

Cheers

Hi Neeti,

I just wondered if we really have something called "best practices." A very debatable topic, in fact. When we say BEST PRACTICES, it's a very generalized form. It may hold good in some contexts for all industries. However, the extent to which it is useful or scalable is very limited. You may find that best practices give you 90-95% of the expected results in an industry like IT or BPO, but if the same best practice is applied in a manufacturing industry, it may only show you 10-15% of the desired outcome.

Therefore, it is good to be aware of best practices for knowledge purposes. However, the best practice for your company would have to be selected and adjusted to suit the needs and aspirations of your company. Never follow best practices blindly, as it may not yield the 100% desired result.

Thanks,
Neeti

Thank you for your good suggestion, Medha Mathur and Sonu Shah. Actually, I joined four months ago. In my firm, we have completed Competency Mapping (last year my subordinate completed it), and now we want to introduce new HR practices. So, for that, I want to first make a list of activities and study all of them. Then, as per our requirements, we will tailor-make the concepts and implement them.

In our firm, we conduct quarterly appraisals, and after one year of probation completion, we measure the total performance for each quarter.

We are a consulting type of firm that provides technical assistance and financing. What kind of HR practices can we implement in such a firm?

In our HR department, we focus on Training and Development and Recruitment. We are looking to implement new initiatives. As a fresher, what kind of work or activities can I engage in to add value to our department and the firm as a whole?

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 the candidate's interview. If the candidate is rejected, have a debriefing session for them, stating what areas of improvement they can focus on. This not only adds value to the candidate for the future but also ensures they do not harm the company's image among others.

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

All the best!

Cheers