Innovative HR Practices

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Innovative HR Practices:

Innovative HR Practices By iyer subramanian , vijay tanks

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Hughes Software System Managers give “Snap Awards” for individual and team achievements to their teams when they excel or do something outstanding. 2. There are Annual Achievement Award under four categories: * Most Initiatives * Best Customer Orientation * Best Team Worker * Most Innovative

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3. There are Presidential Awards for overall excellence. These are given annually and are in four categories: • Engineering • Business Development • Non-Engineering • Engineering/Customer Support. 4. There is an award for Best People and Project Managers, given to two best managers and leaders each year.

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CISCO The line managers have been provided with HR tools, technologies, online tools etc., which give them an edge over their counterparts in other organizations. At the click of a button, a manager can look at the database of his/her own people, track history of development, increments, promotions, stock options etc. They are also given the rating and ranking tools. They could recommend changes and training needs and they could draw upon the resources available.

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MINDTREE CONSULTING Once in three to four weeks, Management call their employees and give them information as to what is happening. Whenever there is a project win or a customer delivery, they ring the bell in the company to inform everybody. They have the CEO’s snapshots which is released once in two weeks, the in-house magazine, meet the “Mind Tree Minds” where the computer selects some names at random and they meet the senior people to get the right perspective of what they are doing, why they should do it, to ensure that there is enough interaction. These things enhance communication, security, sense of belonging and commitment towards the organization.

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AIR TEL Company strongly believes in ‘softer skills’ such as working in teams, inter-personals skills, communication skills, creative thinking, entrepreneurial skills etc. The Company has a unique policy like ‘HR Reach out’. Every HR member is assigned a department. He She works with the department very closely not only to proactively enable employees perform but also to partner with the business and influence business processes and policies. ‘Customer Contact Programme ’. Once a month, all senior managers reach out to customers to get a first hand feel and feedback from them. The Management conducts Employee Satisfaction Surveys, have departmental strategic matrices developed to work on employees feedback, etc.

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BIRLA 3M Management encourages Two-way communication. They call it "Between Us". Once in six months, the MD and the HR head go to all the branch offices. The MD talks about the business and request the people's involvement in fulfilling the organization's dreams. HR head talks about the new HR policies and then there is an open discussion. Employees can express themselves on whatever issues they have with regard to work. If there are sensitive issues, which they don't want to discuss openly, they can write and give those without their names. The question is read, and the answer given. The paper on which the question is written, is destroyed then and there, to make sure that nobody tries to trace the handwriting of the person or in anyway recognize him.

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SUBEX SYSTEMS Every candidate who is called into Subex House for a scheduled interview is welcomed thus making a significant difference the way company is perceived. On joining, the employee is welcomed by the Subex culture club. Even before he joins, he is entitled with one person of his family to have dinner in Oberoi . As soon as the company decides to recruit a person, it also decides on his mentor. The mentor will not be the senior Subexian (his group head) but will be someone senior from the same division who understand the nature of the work of the new person.

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There are lots of HR policies of Subex , which are worth mentioning. One is our Feel the Pulse meet. As per the program every Subexian will have to meet up his senior Subexian , (not the immediate manager, but the manager who is one level above). This happens once in six months. This is basically for the senior Subexian to feel the pulse of the junior, to know whether he is doing well or not, whether he is enjoying his job or not, where are the areas where he needs support etc.

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PHILIPS SOFTWARE CENTER Management remind 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

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WIPRO TECHNOLOGIES Every four months the company conducts an employee survey where all employees provide inputs on the health of the workplace. This survey enables them to identify how strongly the person feels about the organization, and how strong is the person’s clarity of his existence in the organization. It also enables them 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 development, has he 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.

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