AMITY BUSINESS SCHOOLHUMAN RESOURCES MANAGEMENT ASSIGNMENT ON INNOVATIVE PRACTICES ON HUMAN RESOURCE SUBMITTED TO: Ms Pallavi Srivastava SUBMITTED BY: SWATI GUPTA MBA(G) II nd sem SECTION B A7001910002. y Develop and Grow: Nowadays organizations try to recognize the aspirations of employees and focus on their growth and development. India provides job rotation opportunities to high ± performing employees from operations division. This gives them broader understanding of the business. attrition levels are all time high in India for example business process outsourcing facing problems with talent retention.INNOVATIVE HR PRACTICES y INTRODUCTION India now becomes a player in the global stage. they are following every trick and strategy to recruit and retain the employees. Transition: Movement of talent within the organization and outside of the organization sends strong signals to the employees about the organization¶s care and concern. this change has given lot of opportunities to our country to grow further but it posed lot of challenges in front of us like Indian companies gained confidence to acquire foreign giant companies and try to establish themselves very competitive than the foreign companies at the same time they have to give emphasis on the various challenges before them like the gap between people in the corporate world and those in the rural areas is becoming serious concern and the wage differentials between blue collared workers and senior managers. They are using innovative practices like ³Loyalty Interview´. FOUR CRITICAL DIMENSIONS OF BEST PRACTICES Attract and Access: Attracting and retaining talent is becoming a big problem for every organization. the candidates having good education and communication skills getting more chance in the job market than other people lesser than them. Right y y . Everyone wants to do business with us. the feedback from loyal employees often reflects on the leadership style and is seen to work as a great motivation.to find out what is it that makes its employees stay on. Engage and Align: Employee engagement has retained the focus of organizational leadership and many companies keep launching new practices to woo employees. INNOVATIVE PRACTICES IN HR AREAS: Recruitment and selection Learning and development Rewards and recognition Career planning Compensation and benefits Performance management Leadership and development Organization structure 1. interviews are rigorous.RECRUITMENT AND SELECTION GOOGLE (i) Diversity among employees: Ex ± army man to former school teacher in the workforce. Non ± standard pool of talent: housewives with a gap in career 4. 2. the sensitivity displayed by the organization has a lasting impact on all employees. There is a battery of wiring tests. 3. (ii) For recruitment they expect the person has to be comfortable with technology and be optimistic about the future. not in the sense of being a stress interview. ³Like someone who you would find interesting on a long train journey´. The company¶s credo is to hire someone who is better than you. Bangalore. but interviewers try and go deep into what makes the candidate tick. if a Bar member feels a potential recruit does not .from the induction. to the exit interview. which is often the first impression the employees carries. ³Bar Raisers´: The HR department has organized an elite group of 34 employees ± who have veto power in an recruitment decision. Employee referrals by employees which comprises 50% of all hiring at SAP Labs India. The company¶s recruitment process ensures that it gets the people edge it needs. Then the detailed feedback on the candidate is given to an independent team in charge of hiring. technology and people who made a difference.learning modules among the workforce. Often the new employee is unfamiliar with the systems and is at sea. 3. when an employee joins. 5. they have to interact with functionaries in other regions who assume that the new person in knows the internal systems.LEARNING AND DEVELOPMENT SME¶s(Subject Matter Experts): HR team identifies the internal subject matter experts to give training to the employees Sending employees for higher studies EWelcome: When employees join the company. The company gives equal importance to soft skill training. one for each week. his parents or spouse get a welcome letter. A stand ± out feature is that if this checklist remains incomplete it sends an automatic notice to the manager responsible for the employee. ³ Out of box thinking is more important ³. The stories talk about its history and evolution. The EWelcome gateway lists certain universal systems of the company and helps them get familiar with such things. even this chairman and the directors.match upto the company¶s standards. MAD (Mutual Admiration): . REWARDS AND RECOGNITION 1. The company goes beyond its employees and connects with their support group: the family. GOLD (Godrej Organization for Learning and Development): Web-based learning tied up with UK ± based NetG to distribute e. so they could teach in ± house. the sponsored the Edward De Bono certification of lateral thinking for two of its managerial employees. Short stories: The Company compiled 52 short stories. the company used to introduce new recruits. Company follows a training policy to have seven days of training every year is mandatory for all employees. 2. This learning creates a leadership pipeline. 6. ³Performance Task Force´: A cross functional team constitutes 20 members and this force keeps track of what needs to be plugged. log in their own leave. 7. CAREER PLANNING 1. equal privileges for employees across levels: employees at all levels travel in the same class. And at the end of the week.´ The reward process is well defined and transparent. It has helped in ensuring better work ± life balance. COMPENSATION AND BENEFITS 1. 360 degree feedback system 2. No attendance monitoring 4. It rewards those who complete tasks in fewer working hours than stipulated. 6. Career Success Centre: An online portal and a one ± stop shop for all career related resources. LEADERSHIP AND DEVELOPMENT . and what seems to be working. work out of standard cubicles. stay in similar hotels. the employees like being around each other. PERFORMANCE MANAGEMENT 1. the foliage gets thick. Surely. Extra three months maternity leave at half the salary leave 3. The portal helps employees plan and develop their careers according to business needs. Smart Work and Smart Reward: It directed towards improving employees productivity. Promotion within 4. 5. It goes back to HR every six months to deliver feedback. unlimited sick leave 5. 3.Is an event where every employee is given green cardboard leaves on which they scribble messages of appreciation and pin them onto the MAD tree in the cafeteria. 2. The leaves are a way of reaching out to colleagues and teams who have mattered. Paternity leave 2. 4. 8. the president of the company meets the employees. where parents would stay with their children right till results were parents would stay with their children right till results were announced. this insight came from campus recruitment. its good for the parents to know the kind of organization their children work for. 3. ³People Champions´: Every project team has one facilitator from the HR department. Employee empowerment 4. design screen savers and even create mascots themed on the values. Succession planning 3. The companies allow the employees to shift jobs if they wish to. leaving the project members free to concentrate on their work. . The people champion takes care of any administrative need a project might have. Food for thought: Inviting employees in groups to chat with Managing director over lunch in an informal environment on various issues and topics. Orientation along with parents: The Company invites the parents of new recruits for orientation.1. Flexi and Part ± time 2. ORGANIZATION STRUCTURE 1. Reach out: An initiative to keep a direct link of communication to its employees. Skits: The companies are asking the employees to devise skits to dramatize its values. The company created new position called ³Employee Engagement Manager´: the major task of the manager is to energize the workplace with fun ± filled events and effective communication. 5. 6. across its different functions. 2. they would much rather hunker down and design some more. early retirement) in 2009 was 10% for managers and 14% for officers.9% voluntary attrition amongst managers and 9% amongst officers in 2009. as of December 31.466. They aggressively pursue the target of increasing the proportion of women in management cadres. was 15. Career Break. 19% of their managers and 9% of our officers were women. In 2009. Sabbaticals. The total rate of employee turnover (total exits due to resignation. They also had 18. 2009. Forced or compulsory labour The Employee Relations Policy and business principles adopted by the company prohibit such practices and this is upheld in letter and spirit. Diversity They are committed to maintaining diversity in our working environment. demise. 10.7. ³People Movement Management Review Committee´: it ensures talented employees were retained by reassigning them to other groups. Flexi-working. retirement. Their employee relations policy recognises the freedom of association and collective bargaining. Their company follows a collective bargaining process while finalizing long-term settlements in all supply chain units. In 2009. Part-time work and Career Breaks. Rights of indigenous people They haven't witnessed any violations of the rights of indigenous people and none of our sites are at risk of violating such rights. they encourage employment of local residents in their manufacturing operations depending upon availability of skills. .210 variable manpower including 800 fixed-term and temporary contract employees. Agile Working from remote location. Lets take the example of Hindustan unilever Their total employee strength. The rate of turnover for workmen in our operations was negligible.018 employees were covered under collective bargaining agreements across manufacturing operations and offices. Their eight-member management committee has a woman member. All the workmen at the supply chain units are organised and are represented by various unions/authorised representatives in their units. They have a number of gender-friendly policies such as Maternity Benefit. The company also hired consultants to assist those who were asked to leave to find jobs in other organizations. They have witnessed 4. Regular audits ensure compliance at our own sites and at third party locations/sites. Child labour Their recruitment policy doesn't permit engagement of child labour directly or indirectly. In 2009. They have several processes instituted to ensure a two-way communication channel. and promotion which ensure that the best person gets the job. training. safety training and equipment. independent of subjective considerations. Facilities for full-time employees Benefits are provided to full-time employees. No incidents of discrimination or complaints have been reported in 2009. Certain benefits extended as a result of collective bargaining agreements are available only to those groups of workmen covered by the agreements. irrespective of contractual status. they began an employee engagement programme to ensure that employees are involved in Unilever's vision and plans for the future. while that for any restructuring activity is 3-6 weeks. Communication with employees y CEO report back: Quarterly performance updates from the CEO to the employees. subsidized canteen facility. 'GPS-Pulse'. webcast to all sites Annual Review: All managers are invited to the Annual Review in four major metros Young Managers Lunch with CEO: Every month the CEO meets about 10-15 young managers and has informal chat sessions about the organisation and receives their feedback A Global People Survey (GPS) of all Unilever employees is conducted every 2-3 years. a refined version. Notice for operational changes The minimum notice period for any operational change with respect to terms and conditions of service is 0-3 weeks. such as basic access to above-minimum wages. Employee engagement They maintain good communication channels with employees through company based information and consultation procedures.Their formal employment and fitment policy absolutely prohibits gender-based discrimination. They are a merit driven organisation and this is reflected in the policies concerning recruitment. is conducted at six-month intervals in the years when a GPS is not scheduled for managers Ur Say: an online portal through which employees can give suggestions addressed to the Management committee on any aspect of the organisation FM-Connect: All factories have FM-connect meetings that invites participation from all workmen y y y y y . safe infrastructure and washroom facilities. Conducted at the Head Office. .y Hamara: their in-house magazine provides a platform to employees to connect. talent crunch and attrition those reached historically height ever. if any company wants to apply those practices that will benefit for the company to become more competitive in the global market. the above said practices are conceived and implemented and found successful by the leading companies in India. giving them nice environment to work with. bond. It is found that convergence of practices of different companies in different HR areas. so every company try to devise innovative HR practices to attract best talent . inspire and express CONCLUSION: In the present competitive world. that made the companies feel the internal customer also more important equally with external customers. that enables the company to retain talents. the companies are facing lot of skill shortage.