FedEx (Courier Service) Company-
Over the years, FedEx had established its reputation as being one of the most employee-friendly companies in the world and is also credited for introducing many innovative HR practices. The people-service-profit (PSP) philosophy which FedEx introduced since its inception in 1973 was one-of-its-kind at the time. The formal HR policy linked employees directly to profitability and long-term growth.
Recruitment Process Outsourcing
Wipro's HR solution entails end to end Recruitment Process Outsourcing (RPO) model enveloping sourcing to position closure activities. Wipro’s on-site and off-shore campus recruitment supports clients in US, India, UK, Switzerland, Hong Kong and Singapore. They work with campus placement coordinators to source and pre-screen candidates based on required skills. They help clients on project hiring drives, job fairs, mapping competing organizations, researching niche job boards etc. We service different verticals (retail, financial, IT) from entry-level to senior management positions.
Wipro's HR Outsourcing solutions are:
Shared services: Local, regional and offshore services coupled with captive local and remote shared services centers.
HR Consulting Services: HEAT MAPPING, Offshorability Analysis and Gap Analysis etc.
HR Transformation: Internal transformations, broad HR outsourcing or point solution outsourcing reduce costs and enable resources to focus on strategy and business customers, improving service, and enhancing internal customer experience
CISCO- Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
regards
Anuneet Khurana
MBA(1A)
From India, Ghaziabad
Over the years, FedEx had established its reputation as being one of the most employee-friendly companies in the world and is also credited for introducing many innovative HR practices. The people-service-profit (PSP) philosophy which FedEx introduced since its inception in 1973 was one-of-its-kind at the time. The formal HR policy linked employees directly to profitability and long-term growth.
Recruitment Process Outsourcing
Wipro's HR solution entails end to end Recruitment Process Outsourcing (RPO) model enveloping sourcing to position closure activities. Wipro’s on-site and off-shore campus recruitment supports clients in US, India, UK, Switzerland, Hong Kong and Singapore. They work with campus placement coordinators to source and pre-screen candidates based on required skills. They help clients on project hiring drives, job fairs, mapping competing organizations, researching niche job boards etc. We service different verticals (retail, financial, IT) from entry-level to senior management positions.
Wipro's HR Outsourcing solutions are:
Shared services: Local, regional and offshore services coupled with captive local and remote shared services centers.
HR Consulting Services: HEAT MAPPING, Offshorability Analysis and Gap Analysis etc.
HR Transformation: Internal transformations, broad HR outsourcing or point solution outsourcing reduce costs and enable resources to focus on strategy and business customers, improving service, and enhancing internal customer experience
CISCO- Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
regards
Anuneet Khurana
MBA(1A)
From India, Ghaziabad
Fedex's founder and CEO Frederick Smith was determined to make employees an integral part of the decision-making process, as he believes that "when people are placed first they will provide the highest possible service, and profits will follow". The FedEx corporate philosophy is the result from this belief: People-Service-Profit. These three corporate goals form the basis for all business decisions.
2.CISCO- Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
TietoEnator
From India, Mumbai
2.CISCO- Cisco have one of the world's most highly rated training programmes and training is a key retention tool worldwide. Depending on the function (and age of the employee) it can be more highly rated than pure cash.
TietoEnator
From India, Mumbai
1..HYUNDAI MOTOR LIMITED- According to Hyundai Motor, its mission is to create value and growth for stakeholders through eco-friendly management and respect for mankind. Within HR, the goal is to develop globally competitive talent that shares the company’s mission. To address business-performance issues, Hyundai decided to take a performance-consulting approach. The HR team developed a series of initial questions to ask when approached by an internal customer unit.
Tata Projects Ltd - Tata Projects Limited (TPL) was established in 1979 as an Engineering, Procurement and Construction (EPC) Company in the Engineering Sector of the Tata Group. Buddy Concept – In dis new joinee is assigned a buddy (peer) for quick orientation. A buddy shall help the new joinees to settle down in the early days of his/her job, ensure that the new joinees gets assistance in finding a new accommodation/ workspace etc in coordination with HR, answer queries on organization culture, existing policies, employee welfare schemes etc. In addition, every new joinee will have a “New at TPL” badge to let us know that he/she might need help.
L& T
L&T engineering and construction division is recently awarded the Asia Pacific HR Conclave Award for most innovative HR practices. The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines and business policy and this made L&T as one of the top companies with most innovative human resource management practices.
From India, Mumbai
1Tata Projects Ltd - Tata Projects Limited (TPL) was established in 1979 as an Engineering, Procurement and Construction (EPC) Company in the Engineering Sector of the Tata Group. Buddy Concept – In dis new joinee is assigned a buddy (peer) for quick orientation. A buddy shall help the new joinees to settle down in the early days of his/her job, ensure that the new joinees gets assistance in finding a new accommodation/ workspace etc in coordination with HR, answer queries on organization culture, existing policies, employee welfare schemes etc. In addition, every new joinee will have a “New at TPL” badge to let us know that he/she might need help.
L& T
L&T engineering and construction division is recently awarded the Asia Pacific HR Conclave Award for most innovative HR practices. The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines and business policy and this made L&T as one of the top companies with most innovative human resource management practices.
From India, Mumbai
-As part of the inclusive policy of hr by infosys, will open a satellite center in bangalore to enable employees( part new and to be mothers) to cut down on travel time to work.
-quality session meetings are provided to the employees, department wise team meet to be conducted by hr where in each employee comes up with new ideas and concepts to improve the quality of work
-conducting of free health check ups for all employees and should call doctors for seminars on various topics
-internal chat can be provided to employees ,as an easy way to communicate
From India, Mumbai
-quality session meetings are provided to the employees, department wise team meet to be conducted by hr where in each employee comes up with new ideas and concepts to improve the quality of work
-conducting of free health check ups for all employees and should call doctors for seminars on various topics
-internal chat can be provided to employees ,as an easy way to communicate
From India, Mumbai
Syntel
This global IT Company recently awarded in several categories of human resource management in the HRD congress. The use of technology for achievement of strategic HR objectives and creative practices in HR solution made it to be one of the most valued companies with most innovative human resource management practice.
Google
Google is still considered to be one of the most popular and preferred destination for the career aspirants in information technology. Google is a brand name where ideas of the employees are most valued and encouraged and it has a unique culture for supporting the employee at every possible difficulty. The most innovative idea of Google is to encourage the employees to spend 20% of their productive time on their own creative ideas and value addition initiatives.
Larsen and Toubro
L&T engineering and construction division is recently awarded the Asia Pacific HR Conclave Award for most innovative HR practices. The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines and business policy and this made L&T as one of the top companies with most innovative human resource management practices.
Infosys BPO Ltd
In the recent world HRD congress held in Mumbai the company won 7 awards for its human resource management practices. The major strength of the company lies in innovative talent hunting, recruitment and retention process
From India, Amritsar
This global IT Company recently awarded in several categories of human resource management in the HRD congress. The use of technology for achievement of strategic HR objectives and creative practices in HR solution made it to be one of the most valued companies with most innovative human resource management practice.
Google is still considered to be one of the most popular and preferred destination for the career aspirants in information technology. Google is a brand name where ideas of the employees are most valued and encouraged and it has a unique culture for supporting the employee at every possible difficulty. The most innovative idea of Google is to encourage the employees to spend 20% of their productive time on their own creative ideas and value addition initiatives.
Larsen and Toubro
L&T engineering and construction division is recently awarded the Asia Pacific HR Conclave Award for most innovative HR practices. The main strength of the company's HR practice lies in rigorous and continuous training in general management, technical disciplines and business policy and this made L&T as one of the top companies with most innovative human resource management practices.
Infosys BPO Ltd
In the recent world HRD congress held in Mumbai the company won 7 awards for its human resource management practices. The major strength of the company lies in innovative talent hunting, recruitment and retention process
From India, Amritsar
Please help to fill comments for goals given below. Goals last year. 1. Reinforce cross-functional collaborations 2. Create team structures to support business needs.
From United States, New York
From United States, New York
Dear my friends
good day for all of you
attached therin for you:Current Trends and Future Directions of Human Resource
Management Practices: A Review of Literature, i think it will be usefully
Brought by: Bright Minds
From Egypt, Gîza
good day for all of you
attached therin for you:Current Trends and Future Directions of Human Resource
Management Practices: A Review of Literature, i think it will be usefully
Brought by: Bright Minds
From Egypt, Gîza
If we take the job of HR as providing the best environment to trigger creativity and best performance of the employers, Google and several other Silicon Valley companies will have to lead the way.
I personally feel we in India are, at times, very primitive in our approach and ideas towards HR roles as well as HR practices. We still seem to believe more in water tight policies and strict policing instead of creating an environment which automatically inspires performance.
We've got a long way to go.
From India, Delhi
I personally feel we in India are, at times, very primitive in our approach and ideas towards HR roles as well as HR practices. We still seem to believe more in water tight policies and strict policing instead of creating an environment which automatically inspires performance.
We've got a long way to go.
From India, Delhi
Hello All Do check out the following HR blog which suggests new ways to realise new possibilities for the HR function:- hrdian.blogspot.in Regards Researchraj
From India, Madras
From India, Madras
Information Required:
1. Is it possible that in a CBSE affiliated Private Unaided school, teaching staff draws their salaries as per Central Govt. pay scales and non-teaching staff as per State Govt. pay scales in the same institution?
2. Can the CBSE affiliated Private Unaided school permanently stop/freeze to give pay scales, Dearness Allowance etc. and Annual Increments to its all non-teaching staff who are in prescribed State Govt. Pay Scales till their retirement?
3. What is the age of retirement of all the teaching & non-teaching staff of CBSE affiliated Pvt. Unaided School? And can the age of retirement differ for teaching & non-teaching staff in the same institution?
4. Can consolidated salary permanently be fixed of confirmed employees who were earlier getting salaries according to prescribed pay scales?
5. Can the CBSE affiliated school change the service rules other than prescribed by CBSE, once signed by both the parties in Agreement Form?
6. Can Minimum wages act be implemented in CBSE Affiliated Private Unaided Schools to all the Non-Teaching staff who are already getting pay scales, Dearness allowance etc.
7. In which category (Teaching or Non-Teaching) the post of Principal, Head Mistress and Librarian falls in CBSE Affiliated Sr. Sec. School.
8. If any CBSE affiliated Pvt. Unaided Sr. Sec. school does the same what should be done and how would CBSE help being an authority?
Please provide photocopy of the relevant document/rule if any, in support of above information.
From India, Khanna
1. Is it possible that in a CBSE affiliated Private Unaided school, teaching staff draws their salaries as per Central Govt. pay scales and non-teaching staff as per State Govt. pay scales in the same institution?
2. Can the CBSE affiliated Private Unaided school permanently stop/freeze to give pay scales, Dearness Allowance etc. and Annual Increments to its all non-teaching staff who are in prescribed State Govt. Pay Scales till their retirement?
3. What is the age of retirement of all the teaching & non-teaching staff of CBSE affiliated Pvt. Unaided School? And can the age of retirement differ for teaching & non-teaching staff in the same institution?
4. Can consolidated salary permanently be fixed of confirmed employees who were earlier getting salaries according to prescribed pay scales?
5. Can the CBSE affiliated school change the service rules other than prescribed by CBSE, once signed by both the parties in Agreement Form?
6. Can Minimum wages act be implemented in CBSE Affiliated Private Unaided Schools to all the Non-Teaching staff who are already getting pay scales, Dearness allowance etc.
7. In which category (Teaching or Non-Teaching) the post of Principal, Head Mistress and Librarian falls in CBSE Affiliated Sr. Sec. School.
8. If any CBSE affiliated Pvt. Unaided Sr. Sec. school does the same what should be done and how would CBSE help being an authority?
Please provide photocopy of the relevant document/rule if any, in support of above information.
From India, Khanna
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HR Trends - Global HR practices.doc
Trends in HR.ppt
Emerging HR Trends.pdf