Good Hr Practices? - Pdf Download

Hi, Chitanya,
I am also from manufacturing industry...
To be very precise, take one examples, this is the right time to launch educational assistance fund for your employees children. Be it Rs.1000/- child, that will give very good bondage with the organisation. I have practiced this and experiencing good results, just try..
Rameshan

24th May 2008 From India, Tiruppur

Hi....Dear All, My Self Amit Saxena i am working as Exe.Administrative in H.R.Administration depat.
24th May 2008 From India, Mumbai

Hi,
As well as best HR practice is concern, if company foucose more on welfere activity, development of an individual, quality of life, employee relation like this in a very professiona way then automatically, one can say that HR practice is going on and would be counted as best hr system.
This all would be apart from salary.
Regards
Arun
24th May 2008 From India, Delhi

Hi!
My company has complete Operating Manuals that are professisonally written and benchmarked with the best corporate practices worldwide.
But we sell them.
Get in touch if interested.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting


25th May 2008 From Philippines, Parañaque

Dear All

Please click on the below link to know about the best practices among the companies...

https://www.citehr.com/100762-great-...them-best.html
25th May 2008 From India, Coimbatore

Hello Chaitanya
I have gone thru various postings on your query.
3400 people multilocation Pharma......... you definitely must have some good practices yourself. Organisation would not have survived without strengths.
First assignment, you must look at is what strengths the organisation has.
Then build on strengths. In the name of benchmarkling best practices, some organisations have overlooked their best practices!!!!!
Look at your strengths.. then look at others and build
Siva
25th May 2008 From India, Chennai

hi Sowmya,
According to me, in order to curb attrition, u shud first find causes for such attrition. It can b done through exit interviews. In the current context, you can carry out an employee opinion/satisfaction survey, which will help u find out the causes for people leaving and their expectations and aspirations..
i am attaching some stuff on attrition as well as exit interview..For, employee satisfaction survey, there is a lot on cite hr that you can get if u search..
Hope this helps you...
Regards,
Nirali Desai:icon4:
26th May 2008 From India, Mumbai

Attached Files (Download Requires Membership)

ATTRITION CALCULATION.pdf (161.8 KB, 175 views)

attrition_rate_179.doc (23.5 KB, 133 views)

exit_interview_fmt_174.doc (52.0 KB, 123 views)

For bringing the positive change, Managers may have to :

Depend less on your position in the hierarchy and more on your expertise, leadership and personality

Pay more attention to that a wider range of other in the organization think and say

• Adapt easily to new information and situations

• Attend more to your own and other people’s intuition.

• Place more value on the creative, experimenting style of making things happen

• Rely less on rules, systems, procedures and control and hence live with a greater degree of risk and uncertainty

• Recognise the needs of followers to satisfy their higher needs of personal development, autonomy and self realization.

To get the things done requires a manager to be more than responsive to people and situations. It demands pragmatic common sense combined with a good knowledge of the organisations’ principal aims. In practical terms it means that you as a manager may have to :

• Formulate your own goals
• Evaluate your own successes and failures with ruthless and sometimes painful honesty
• Seek constantly to clarify and simplify aims so that the tasks to make them happen are clearly identified and allocated.
• Go beyond your own job boundaries and take an interest in events throughout the whole organization
• Test constantly whether proposed actions are really achievable and desirable
• Keep an eye on the bottom line which may be profitability, quality of service, morale and so on.

The leadership of change requires managers to avoid becoming trapped in side issues, details, paper work or irrelevancies. In practical terms it means that you as a manager may have to :

• Develop political and networking skills in which you learn to read the political and economic climate
• Look outward beyond your own work area and the organization itself.
• Acquire public relations skills, in particular learning how to handle the media
• Organize how you spend your time and limited energy
• Maximize delegation
• Build yourself good channels of communication and systems for monitoring what is happening.

In organizations which are construct ed of separate sub systems with links of varying strengths, managers must be extremely clear about goals and responsibilities, and be able to think through what they are trying to achieve. Intuition, right brain activity and the concept of thinking laterally, all form part of the culture of change. There is less emphasis on managers mastering their environment and more on being able to ask ‘ what if’ questions.
26th May 2008 From India, Pune

Hi Chaitanya,
I am working as a HR in software company,can you please suggest me how to do reference check of candidate before he/she joins our company also tell me when to take reference check i.e before or after giving the appointment letter.
Regards,
Kala
26th May 2008 From India, Mumbai

HI, Im Roopa, new to this forum and this is the first time posting in a forum. would like to have some insights about Key HR priorities(Key Focus Areas, Measure to aceive them) Thanks Roopa
26th May 2008 From India, Hyderabad