Hi all,
I am doing my summer project on the best HR practices. Could anyone please help me and provide the HR practices followed in various sectors like: manufacturing sector, IT sector, BPO sector, Service sector, Banking sector, Financial Sector, and Telecommunication Sector?
Please send the information to my email id sushmita.chakrabarti@hotmail.com.
Thank you.
From India, Pune
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I am doing my summer project on the best HR practices. Could anyone please help me and provide the HR practices followed in various sectors like: manufacturing sector, IT sector, BPO sector, Service sector, Banking sector, Financial Sector, and Telecommunication Sector?
Please send the information to my email id sushmita.chakrabarti@hotmail.com.
Thank you.
From India, Pune
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Best practices differ from company to company. Whatever practice is widely accepted in the company may be called a best practice. Here are some of them:
1. Flexi Timing
2. Induction Programs & Processes
3. Employee Benefits
4. Employee Welfare
5. Performance Management
6. Training & Development, etc.
From India, Bangalore
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71. Flexi Timing
2. Induction Programs & Processes
3. Employee Benefits
4. Employee Welfare
5. Performance Management
6. Training & Development, etc.
From India, Bangalore
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Can someone kindly give me some information about the HR practices in the power sector, including recruitment, induction, organizational structure, compensation and benefits, and training for each level of management and employee?
From India, Pune
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From India, Pune
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Hi Sushmita,
Since you are involved in HR practices, I am confident that you must be knowledgeable about certain topics that I would like to inquire about. They are as follows:
1) Role of CEO in Human Resource Development
2) Role of Human Resource Development in the Service Sector
3) Role of Trade Unions in Human Resource Development
I would greatly appreciate it if you could provide me with insights on the above-mentioned topics. You can also send your responses to my personal email address: "sudeep_1260@rediffmail.com".
Regards,
Sudeep Kumar Chakraborty
From United States, Long Beach
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Since you are involved in HR practices, I am confident that you must be knowledgeable about certain topics that I would like to inquire about. They are as follows:
1) Role of CEO in Human Resource Development
2) Role of Human Resource Development in the Service Sector
3) Role of Trade Unions in Human Resource Development
I would greatly appreciate it if you could provide me with insights on the above-mentioned topics. You can also send your responses to my personal email address: "sudeep_1260@rediffmail.com".
Regards,
Sudeep Kumar Chakraborty
From United States, Long Beach
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Role of CEO in HRD
- Establishing the balance between line managers and HR in their shared accountability for people management, and
- Having the right service delivery model in HR to allow an organisation to get this balance right.
These issues are critical to getting the most from the HR function and people management throughout the organisation - and our experience has shown that policies must be driven by the CEO and senior management if they are to be successful in the longer term.
CEO involvement
Measuring the value of the HR function and changing the service delivery model will often involve an evaluation of the roles and capabilities of line managers. The function cannot change effectively if line managers are not prepared and trained to be the focal point for people management. To drive that kind of change is a major organizational initiative that requires leadership at the most senior level in the organization.
Regards,
Vamsidhar
From India, Hyderabad
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- Establishing the balance between line managers and HR in their shared accountability for people management, and
- Having the right service delivery model in HR to allow an organisation to get this balance right.
These issues are critical to getting the most from the HR function and people management throughout the organisation - and our experience has shown that policies must be driven by the CEO and senior management if they are to be successful in the longer term.
CEO involvement
Measuring the value of the HR function and changing the service delivery model will often involve an evaluation of the roles and capabilities of line managers. The function cannot change effectively if line managers are not prepared and trained to be the focal point for people management. To drive that kind of change is a major organizational initiative that requires leadership at the most senior level in the organization.
Regards,
Vamsidhar
From India, Hyderabad
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Innovative HR Practices-.doc