good evening ,mam
The latest techniques in the field of Human Resource Development are:
Employees for Lease: Sometimes the organizations depend upon consultancy agencies or individual consultants for their expertise to tap and utilize their expert knowledge. The consultancy agencies offer expert advice and the execution of the advice is left to the employees of the organization.
Moonlighting by Employees: This is a situation, which arises among employees on account of dissatisfaction from present wage & salary structure. They feel that employer enjoys the increased profit and that they are being exploited by the employer. Consequently they agitate for hike in wages or take up another part-time job or business simultaneously with that of the original job. This is also known as Double Jobbing.
Dual Career Groups: There has been a tremendous increase in the number of female employees in all types of organizations due to: -
* increased career orientation among women in recent years.
* creation of variety of jobs.
* higher level commitment
* better performance.
* Less demanding & agitative oriented.
* Economic Freedom.
* Better Social Status.
* Aspirations for quality of work life.
Flexi-time & Flexi-work: The number of hours in a day, number of days in a week and work schedule when the worker has to perform is normally stated in the Job Description. The concept of Flexi-time has been introduced in order to suit the convenience of the workers without affecting the organizational functioning. Flexi-time is a program that allows flexible entry and leaving times for employees.
From India, Ludhiana
The latest techniques in the field of Human Resource Development are:
Employees for Lease: Sometimes the organizations depend upon consultancy agencies or individual consultants for their expertise to tap and utilize their expert knowledge. The consultancy agencies offer expert advice and the execution of the advice is left to the employees of the organization.
Moonlighting by Employees: This is a situation, which arises among employees on account of dissatisfaction from present wage & salary structure. They feel that employer enjoys the increased profit and that they are being exploited by the employer. Consequently they agitate for hike in wages or take up another part-time job or business simultaneously with that of the original job. This is also known as Double Jobbing.
Dual Career Groups: There has been a tremendous increase in the number of female employees in all types of organizations due to: -
* increased career orientation among women in recent years.
* creation of variety of jobs.
* higher level commitment
* better performance.
* Less demanding & agitative oriented.
* Economic Freedom.
* Better Social Status.
* Aspirations for quality of work life.
Flexi-time & Flexi-work: The number of hours in a day, number of days in a week and work schedule when the worker has to perform is normally stated in the Job Description. The concept of Flexi-time has been introduced in order to suit the convenience of the workers without affecting the organizational functioning. Flexi-time is a program that allows flexible entry and leaving times for employees.
From India, Ludhiana
Good evening mam,
Different innovative in HR by different companies are:-
TATA MOTORS:
1) Balanced Score Card.
2)Days at TATA.
3)Employee communication.
4)Training program.
5)Selection executive.
6)Training Finance.
7)Training -fundamentals of human resource mana.
8)Training -International compensation.
9)Training compensation.
10)Training development.
11) TATA administrative services.
12)Big scale cost reduction.
13)Training senior management.
14)Training performance linked incentives.
TCS:
1)MAITREE.
2)PROPEL.
3)PULSE.
4)PEEP.
5)Refferal policy.
INFOSYS
:
1)Employee handbook contents.
2)Intranet uses.
3)open door policy.
4)Promotional policy.
5)Leave policy.
6)Extended leave policy.
7)Whistle Blower Policy.
Regards.
GAURAV KUMAR GUPTA.
MBA-1A
PCTE.
From India, Kanpur
Different innovative in HR by different companies are:-
TATA MOTORS:
1) Balanced Score Card.
2)Days at TATA.
3)Employee communication.
4)Training program.
5)Selection executive.
6)Training Finance.
7)Training -fundamentals of human resource mana.
8)Training -International compensation.
9)Training compensation.
10)Training development.
11) TATA administrative services.
12)Big scale cost reduction.
13)Training senior management.
14)Training performance linked incentives.
TCS:
1)MAITREE.
2)PROPEL.
3)PULSE.
4)PEEP.
5)Refferal policy.
INFOSYS
:
1)Employee handbook contents.
2)Intranet uses.
3)open door policy.
4)Promotional policy.
5)Leave policy.
6)Extended leave policy.
7)Whistle Blower Policy.
Regards.
GAURAV KUMAR GUPTA.
MBA-1A
PCTE.
From India, Kanpur
hello, mam
NEW TECHNIQUES IN HUMAN RESOURCE
1.Employees for Lease
2.Flexi-time & Flexi-work
3.Time Keeping
4.Training & Development
5.Moonlighting by Employees
6. Dream Project.
7. Sponsorship Program For Higher Studies.
8. Job Rotation.
9 .Cafeteria.
10. Yellow Pages.
11. Leadership Program.
Regards
Piyush Jolly
MBA-1 (A)
From India, Kanpur
NEW TECHNIQUES IN HUMAN RESOURCE
1.Employees for Lease
2.Flexi-time & Flexi-work
3.Time Keeping
4.Training & Development
5.Moonlighting by Employees
6. Dream Project.
7. Sponsorship Program For Higher Studies.
8. Job Rotation.
9 .Cafeteria.
10. Yellow Pages.
11. Leadership Program.
Regards
Piyush Jolly
MBA-1 (A)
From India, Kanpur
Hello Mam
Patni Computers has introduced few new policies for their employees development and engagement such as-:
1.Patni Academy for Competency Enhancement’ for training( PACE)
2.Lifestyle Assessment Survey’ and ‘Patni Confidante Program’ for employee connects
3.‘Winner’s Circle’ for rewards and recognition and
4.‘Patni Leadership Academy’
for employee growth and development
It even won a prize for its 'innovative Retention Strategies’ at the World HRD Congress 2010.
‘Patni Academy for Competency Enhancement’ (PACE) offers technical training. One of the prime objectives of PACE is to groom campus recruits in relevant technical streams. Besides, skill sets of employees are continuously upgraded to enhance the competency levels of employees as per job requirements.
The above mentioned methods are being introduced for upgradation and development of employees .
Regards
Kamalpreet Singh
MBA-1 (A)
From India, Mumbai
Patni Computers has introduced few new policies for their employees development and engagement such as-:
1.Patni Academy for Competency Enhancement’ for training( PACE)
2.Lifestyle Assessment Survey’ and ‘Patni Confidante Program’ for employee connects
3.‘Winner’s Circle’ for rewards and recognition and
4.‘Patni Leadership Academy’
for employee growth and development
It even won a prize for its 'innovative Retention Strategies’ at the World HRD Congress 2010.
‘Patni Academy for Competency Enhancement’ (PACE) offers technical training. One of the prime objectives of PACE is to groom campus recruits in relevant technical streams. Besides, skill sets of employees are continuously upgraded to enhance the competency levels of employees as per job requirements.
The above mentioned methods are being introduced for upgradation and development of employees .
Regards
Kamalpreet Singh
MBA-1 (A)
From India, Mumbai
Walmart Hr Practices
Wal-Mart’s main strategy has been to become a price leader through efficiency and processing, and in doing this it has positioned itself as the world’s largest retailer, accounting for ten percent of the United States’ two and a half percent annual productivity growth over the past decade (Solman, 2004). This success has not come without a cost though. Wal-Mart has faced much criticism, as well as litigation, for its human resource (HR) policies, being accused of underpaying and demanding too much of its associates. Research has shown (Bernardin, 2007) that HR practices are the leading indicators of lagging financial performance measures, but Wal-Mart is making itself an exception to this rule.
The discrepancy between Wal-Mart’s poor HR leading indicators and its high degree of financial success has to do with the introduction and extensive use of technology in its processes. By increasing the level of automation in its warehouses and stores, Wal-Mart has reduced the importanceof employee satisfaction. The smooth flow of operations is less dependent on employees, allowing Wal-Mart to hire individuals with low levels of education for minimum wage compensation. This increase in the use of technology also means that very little employee training is necessary for successful execution of job tasks. The minimal training significantly reduces the investment that Wal-Mart has in each employee, which makes them easily replaceable as there is not a large financial or temporal penalty in getting a new person up to speed on their responsibilities.
The reputation this builds for Wal-Mart is not favorable and could result in a reduced customer value proposition and loss in customers, but image and corporate social responsibility are not the only factors driving customer value. Additional factors include price and convenience, two things that Wal-Mart is very good at delivering.
From India, Ludhiana
Wal-Mart’s main strategy has been to become a price leader through efficiency and processing, and in doing this it has positioned itself as the world’s largest retailer, accounting for ten percent of the United States’ two and a half percent annual productivity growth over the past decade (Solman, 2004). This success has not come without a cost though. Wal-Mart has faced much criticism, as well as litigation, for its human resource (HR) policies, being accused of underpaying and demanding too much of its associates. Research has shown (Bernardin, 2007) that HR practices are the leading indicators of lagging financial performance measures, but Wal-Mart is making itself an exception to this rule.
The discrepancy between Wal-Mart’s poor HR leading indicators and its high degree of financial success has to do with the introduction and extensive use of technology in its processes. By increasing the level of automation in its warehouses and stores, Wal-Mart has reduced the importanceof employee satisfaction. The smooth flow of operations is less dependent on employees, allowing Wal-Mart to hire individuals with low levels of education for minimum wage compensation. This increase in the use of technology also means that very little employee training is necessary for successful execution of job tasks. The minimal training significantly reduces the investment that Wal-Mart has in each employee, which makes them easily replaceable as there is not a large financial or temporal penalty in getting a new person up to speed on their responsibilities.
The reputation this builds for Wal-Mart is not favorable and could result in a reduced customer value proposition and loss in customers, but image and corporate social responsibility are not the only factors driving customer value. Additional factors include price and convenience, two things that Wal-Mart is very good at delivering.
From India, Ludhiana
HR PRACTICES IN GOOGLE
1. Building innovation into job descriptions: '20 percent time'
Technical employees are required to spend 80% of their time on the core search and advertising businesses, and 20% on technical projects of their own choosing."
2. Eliminating friction at every turn: ensuring change can happen quickly and efficiently Google’s approach to innovation is highly improvisational. Any engineer in the company has a chance to create a new product or feature.
3. Letting the market choose: “crowdsourcing” its product strategy
4. Cultivating a taste for failure and chaos Schmidt encourages it: “Please fail very quickly—so that you can try again..he had praised an executive who made a several-million-dollar blunder: “‘I’m so glad you made this mistake. Because I want to run a company where we are moving too quickly and doing too much, not being too cautious and doing too little. If we don’t have any of these mistakes, we’re just not taking enough risk.’”
5. Supporting inspiration with data - making extensive, aggressive use of data and testing to support ideas according to a Harvard case study people aren't allowed to say 'I think' but instead must say 'The data suggest...'
6. Google's use of algorithms in recruitment First, you survey current employees on a variety of characteristics and traits, including teamwork, biographical information, past experiences and accomplishments (i.e., have they started a company, written a book, won a championship, set a record).
Next, you statistically determine which of these many traits your top performers and most impactful employees' exhibit that differentiates them from bottom performing and average employees.
From India, Ludhiana
1. Building innovation into job descriptions: '20 percent time'
Technical employees are required to spend 80% of their time on the core search and advertising businesses, and 20% on technical projects of their own choosing."
2. Eliminating friction at every turn: ensuring change can happen quickly and efficiently Google’s approach to innovation is highly improvisational. Any engineer in the company has a chance to create a new product or feature.
3. Letting the market choose: “crowdsourcing” its product strategy
4. Cultivating a taste for failure and chaos Schmidt encourages it: “Please fail very quickly—so that you can try again..he had praised an executive who made a several-million-dollar blunder: “‘I’m so glad you made this mistake. Because I want to run a company where we are moving too quickly and doing too much, not being too cautious and doing too little. If we don’t have any of these mistakes, we’re just not taking enough risk.’”
5. Supporting inspiration with data - making extensive, aggressive use of data and testing to support ideas according to a Harvard case study people aren't allowed to say 'I think' but instead must say 'The data suggest...'
6. Google's use of algorithms in recruitment First, you survey current employees on a variety of characteristics and traits, including teamwork, biographical information, past experiences and accomplishments (i.e., have they started a company, written a book, won a championship, set a record).
Next, you statistically determine which of these many traits your top performers and most impactful employees' exhibit that differentiates them from bottom performing and average employees.
From India, Ludhiana
Best Hr Practices
Here are some of the best HR practices that help in the creation of a highly satisfied and motivated work force.
Work Environment
A safe and happy workplace makes the employees feel good about being there. Each one is given importance and provided the security that gives them the motivation and incentive to stay. This is usually achieved through internal surveys to find out whether they are satisfied and if not what they think needs to be changed.
Open Management
Employees don’t like the feeling of being kept in the dark about what is happening in the company. They feel motivated and develop enthusiasm only when the management opens up to them and discusses the company policies, sales, clients, contracts, goals and objectives. This encourages participative management. Asking them for ideas on how to improve will get their creative juices flowing. Being open about everything related to the company will help in building trust and motivating the employees. This open management policy canbe practiced using several tools.
Performance Incentives
Every good performance is appreciated in the form of a pat on the back, bonuses or giving some other compensation for a job well done. Organizations that struggle to keep up with the attrition rate are mostly those that think employees are “just” doing their job. Even if it is the employee’s job, completion in an appreciable manner calls for an incentive, and this goes a long way in boosting the staff morale. These incentives can be implemented at the individual as well as the team level and it has been seen that this works wonders in getting the best out of the employees. But it is important to keep in mind that these bonuses should not be given without a reason, unless it is a commitment for annual bonuses or some such thing. Doing so will only reduce the perceived value of the bonuses.
From India, Ludhiana
Here are some of the best HR practices that help in the creation of a highly satisfied and motivated work force.
Work Environment
A safe and happy workplace makes the employees feel good about being there. Each one is given importance and provided the security that gives them the motivation and incentive to stay. This is usually achieved through internal surveys to find out whether they are satisfied and if not what they think needs to be changed.
Open Management
Employees don’t like the feeling of being kept in the dark about what is happening in the company. They feel motivated and develop enthusiasm only when the management opens up to them and discusses the company policies, sales, clients, contracts, goals and objectives. This encourages participative management. Asking them for ideas on how to improve will get their creative juices flowing. Being open about everything related to the company will help in building trust and motivating the employees. This open management policy canbe practiced using several tools.
Performance Incentives
Every good performance is appreciated in the form of a pat on the back, bonuses or giving some other compensation for a job well done. Organizations that struggle to keep up with the attrition rate are mostly those that think employees are “just” doing their job. Even if it is the employee’s job, completion in an appreciable manner calls for an incentive, and this goes a long way in boosting the staff morale. These incentives can be implemented at the individual as well as the team level and it has been seen that this works wonders in getting the best out of the employees. But it is important to keep in mind that these bonuses should not be given without a reason, unless it is a commitment for annual bonuses or some such thing. Doing so will only reduce the perceived value of the bonuses.
From India, Ludhiana
Hello Ma'm
Some HR policies being followed include:
Learning Environment
Career Graphs for employees
Inculcate Team Work
Making employees accountable
Fun at work
Achieving a match between individual and organizational goal
Helping employees acquire new skills
Celebrations and Social and Cultural Networks
Periodic rewards or gifts for work done
Measuring employee satisfaction
Stress Management
Company specific:
Hughes Software Systems:
1. 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.
3. There is an award for Best People and Project Managers, given to two best managers and leaders each year.
4. E-greetings have been operational is HSS through the intranet to send appreciation to other employees. Special cards suited to the HSS environment are available.
Airtel
1.strongly believe in ‘softer skills’ such as working in teams, inter-personals skills, communication skills, creative thinking, entrepreneurial skills etc.
2. Customer Contact Programme’. Once a month, all senior managers reach out to customers to get a first hand feel and feedback from them.
Wipro Technologies
A program, which is known as “wings within’- an internal job posting system. This works well, as our people can apply for jobs in other departments and they do not have to inform their supervisors about it. If selected they can move out and nobody can stop them.
From India, Bhatinda
Some HR policies being followed include:
Learning Environment
Career Graphs for employees
Inculcate Team Work
Making employees accountable
Fun at work
Achieving a match between individual and organizational goal
Helping employees acquire new skills
Celebrations and Social and Cultural Networks
Periodic rewards or gifts for work done
Measuring employee satisfaction
Stress Management
Company specific:
Hughes Software Systems:
1. 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.
3. There is an award for Best People and Project Managers, given to two best managers and leaders each year.
4. E-greetings have been operational is HSS through the intranet to send appreciation to other employees. Special cards suited to the HSS environment are available.
Airtel
1.strongly believe in ‘softer skills’ such as working in teams, inter-personals skills, communication skills, creative thinking, entrepreneurial skills etc.
2. Customer Contact Programme’. Once a month, all senior managers reach out to customers to get a first hand feel and feedback from them.
Wipro Technologies
A program, which is known as “wings within’- an internal job posting system. This works well, as our people can apply for jobs in other departments and they do not have to inform their supervisors about it. If selected they can move out and nobody can stop them.
From India, Bhatinda
hello ma'm,
these are the following innovations in HR which are adopted by different firms:
-good working condition
-understanding workforce diversity
-employee survey for mental satisfaction level
-giving iniciatives
-top level management interacting with lower level management
-consultancy with experts while recruiting
-giving attention towards the problems of their employees.
-annual achievement awards
sumeet kumar jaiswal
mba 1a
From India, Pune
these are the following innovations in HR which are adopted by different firms:
-good working condition
-understanding workforce diversity
-employee survey for mental satisfaction level
-giving iniciatives
-top level management interacting with lower level management
-consultancy with experts while recruiting
-giving attention towards the problems of their employees.
-annual achievement awards
sumeet kumar jaiswal
mba 1a
From India, Pune
Hi
Talent Exchange is launching a dedicate weekly newpaper, online portal and 24x7 call center.
I think this is Made in India Talent Management innovation in Human Capital Management.
let us be a part of the "Job Revolution" in this Talent age.
I think this will be One Stop HR Solution center for Students, Job Seekers, Employers
From India, Hyderabad
Talent Exchange is launching a dedicate weekly newpaper, online portal and 24x7 call center.
I think this is Made in India Talent Management innovation in Human Capital Management.
let us be a part of the "Job Revolution" in this Talent age.
I think this will be One Stop HR Solution center for Students, Job Seekers, Employers
From India, Hyderabad
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Innovative HR Practices-.doc
Aligning HR Policies to Business Objectives.ppt
HR policies & procedures May 2007.pdf