RAIGARH: Jindal Steel & Power Limited (JSPL), Raigarh has been conferred with the award for “ Organization with Innovative HR Practices” at the award function of Asia Pasific HRM Congress 2011 held at at Taj Residency, Bengaluru on September 2 and 3, 2011.
“This award is a perfect embellishment on the efforts put in by employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.”, Mr R.S. Dabas, Sr. Vice President (P&A, IR & HR) said.
“We had sent our application to the jury at the congress and based on HR practices JSPL, Raigarh was declared as the winner in this category.”, he added. The ASIA PACIFIC HRM CONGRESS 2011 AWARDS was also organized by the congress.
The theme of the award was “Organization with Innovative HR Practices”. The Congress was attended by more than 200 delegates from more than 50 organizations across industries. Top notch HR Professionals from across industries & continents were present at the Congress and spoke on various subjects & their own experiences related to the HR field.
Innovation & people connect being the main subject of the congress we had some brilliant examples from various organizations being shared & discussed by the delegates.
The Award is a true reflection of the people practices that we have developed over the years and we will continue to strive for Excellence in our effort to be the best organization to work for., Mr Dabas said.
This award is a perfect embellishment on the efforts put in by our employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.
From India, Ludhiana
“This award is a perfect embellishment on the efforts put in by employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.”, Mr R.S. Dabas, Sr. Vice President (P&A, IR & HR) said.
“We had sent our application to the jury at the congress and based on HR practices JSPL, Raigarh was declared as the winner in this category.”, he added. The ASIA PACIFIC HRM CONGRESS 2011 AWARDS was also organized by the congress.
The theme of the award was “Organization with Innovative HR Practices”. The Congress was attended by more than 200 delegates from more than 50 organizations across industries. Top notch HR Professionals from across industries & continents were present at the Congress and spoke on various subjects & their own experiences related to the HR field.
Innovation & people connect being the main subject of the congress we had some brilliant examples from various organizations being shared & discussed by the delegates.
The Award is a true reflection of the people practices that we have developed over the years and we will continue to strive for Excellence in our effort to be the best organization to work for., Mr Dabas said.
This award is a perfect embellishment on the efforts put in by our employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.
From India, Ludhiana
Ankush Juneja
MBA 1-A
1.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.
3.IKEA-IKEA adopted a positive approach toward human resource management. The company implemented several initiatives that promoted 'life balance' and diversity... the innovative human resource management practices adopted by IKEA and describes its work culture.
2.MINDTREE CONSULTING
Once in 3-4 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.
A very beautiful and new practice is the “Mind Tree Minds” magazine of the company. They have 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.
Ofcourse, all this enhances communication, commitment and sense of belonging in the employees.
3.Mahindra Satyam
IT major Mahindra Satyam launched a campaign called 'Career Divas' on social networking website Facebook and successfully hired only women.
Mahindra Satyam, says it hires 10% of its workforce , largely at the 2-6 years experience level, from social media platforms and plans to increase its focus further. Having conducted the 'Career Divas' , Mahindra Satyam's chief people officer Hari T says the idea is to explore more such avenues which are not traditional in nature.
4.Schneider Electric India-- The 3 E approach
The new HR function will work towards equipping line managers with coaching skills to optimize talent utilization and the coming year will see the emergence of a lot of people managers there will be an increasing focus on education and businesses will incorporate the 3 E approach to encourage learning through education, exposure and experience.
5.TATA AutoComp Systems--People as Brands
At Tata AutoComp they have started sowing the seeds to create an environment that would meet these aspirations of people. they recognize their people’s achievements instantly and that too the recognition comes from the senior most management team. This is proving a great motivator. They also run several in-house as well as co-branded training programs that help their employees improve skills as well as come up to speed with the latest trends.They also encourage our people to celebrate all occasions together. Right from birthdays to anniversaries of people they celebrate together They also involve lesser privileged members of the society in our celebrations to bring in a human touch.
From India, Ludhiana
MBA 1-A
1.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.
3.IKEA-IKEA adopted a positive approach toward human resource management. The company implemented several initiatives that promoted 'life balance' and diversity... the innovative human resource management practices adopted by IKEA and describes its work culture.
2.MINDTREE CONSULTING
Once in 3-4 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.
A very beautiful and new practice is the “Mind Tree Minds” magazine of the company. They have 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.
Ofcourse, all this enhances communication, commitment and sense of belonging in the employees.
3.Mahindra Satyam
IT major Mahindra Satyam launched a campaign called 'Career Divas' on social networking website Facebook and successfully hired only women.
Mahindra Satyam, says it hires 10% of its workforce , largely at the 2-6 years experience level, from social media platforms and plans to increase its focus further. Having conducted the 'Career Divas' , Mahindra Satyam's chief people officer Hari T says the idea is to explore more such avenues which are not traditional in nature.
4.Schneider Electric India-- The 3 E approach
The new HR function will work towards equipping line managers with coaching skills to optimize talent utilization and the coming year will see the emergence of a lot of people managers there will be an increasing focus on education and businesses will incorporate the 3 E approach to encourage learning through education, exposure and experience.
5.TATA AutoComp Systems--People as Brands
At Tata AutoComp they have started sowing the seeds to create an environment that would meet these aspirations of people. they recognize their people’s achievements instantly and that too the recognition comes from the senior most management team. This is proving a great motivator. They also run several in-house as well as co-branded training programs that help their employees improve skills as well as come up to speed with the latest trends.They also encourage our people to celebrate all occasions together. Right from birthdays to anniversaries of people they celebrate together They also involve lesser privileged members of the society in our celebrations to bring in a human touch.
From India, Ludhiana
RAIGARH: Jindal Steel & Power Limited (JSPL), Raigarh has been conferred with the award for “ Organization with Innovative HR Practices” at the award function of Asia Pasific HRM Congress 2011 held at at Taj Residency, Bengaluru on September 2 and 3, 2011.
“This award is a perfect embellishment on the efforts put in by employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.”, Mr R.S. Dabas, Sr. Vice President (P&A, IR & HR) said.
“We had sent our application to the jury at the congress and based on HR practices JSPL, Raigarh was declared as the winner in this category.”, he added. The ASIA PACIFIC HRM CONGRESS 2011 AWARDS was also organized by the congress.
The theme of the award was “Organization with Innovative HR Practices”. The Congress was attended by more than 200 delegates from more than 50 organizations across industries. Top notch HR Professionals from across industries & continents were present at the Congress and spoke on various subjects & their own experiences related to the HR field.
Innovation & people connect being the main subject of the congress we had some brilliant examples from various organizations being shared & discussed by the delegates.
The Award is a true reflection of the people practices that we have developed over the years and we will continue to strive for Excellence in our effort to be the best organization to work for., Mr Dabas said.
This award is a perfect embellishment on the efforts put in by our employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.
Roshan Karan Gupta - MBA IB
From India, Ludhiana
“This award is a perfect embellishment on the efforts put in by employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.”, Mr R.S. Dabas, Sr. Vice President (P&A, IR & HR) said.
“We had sent our application to the jury at the congress and based on HR practices JSPL, Raigarh was declared as the winner in this category.”, he added. The ASIA PACIFIC HRM CONGRESS 2011 AWARDS was also organized by the congress.
The theme of the award was “Organization with Innovative HR Practices”. The Congress was attended by more than 200 delegates from more than 50 organizations across industries. Top notch HR Professionals from across industries & continents were present at the Congress and spoke on various subjects & their own experiences related to the HR field.
Innovation & people connect being the main subject of the congress we had some brilliant examples from various organizations being shared & discussed by the delegates.
The Award is a true reflection of the people practices that we have developed over the years and we will continue to strive for Excellence in our effort to be the best organization to work for., Mr Dabas said.
This award is a perfect embellishment on the efforts put in by our employees and the HR Practices of our organization which has led us to win several awards on the Human Resource front.
Roshan Karan Gupta - MBA IB
From India, Ludhiana
Ankush Juneja
MBA 1-A
1.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.
2.MINDTREE CONSULTING
Once in 3-4 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.
A very beautiful and new practice is the “Mind Tree Minds” magazine of the company. They have 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.
Ofcourse, all this enhances communication, commitment and sense of belonging in the employees.
3.Mahindra Satyam
IT major Mahindra Satyam launched a campaign called 'Career Divas' on social networking website Facebook and successfully hired only women.
Mahindra Satyam, says it hires 10% of its workforce , largely at the 2-6 years experience level, from social media platforms and plans to increase its focus further. Having conducted the 'Career Divas' , Mahindra Satyam's chief people officer Hari T says the idea is to explore more such avenues which are not traditional in nature.
4.Schneider Electric India-- The 3 E approach
The new HR function will work towards equipping line managers with coaching skills to optimize talent utilization and the coming year will see the emergence of a lot of people managers there will be an increasing focus on education and businesses will incorporate the 3 E approach to encourage learning through education, exposure and experience.
5.TATA AutoComp Systems--People as Brands
At Tata AutoComp they have started sowing the seeds to create an environment that would meet these aspirations of people. they recognize their people’s achievements instantly and that too the recognition comes from the senior most management team. This is proving a great motivator. They also run several in-house as well as co-branded training programs that help their employees improve skills as well as come up to speed with the latest trends.They also encourage our people to celebrate all occasions together. Right from birthdays to anniversaries of people they celebrate together They also involve lesser privileged members of the society in our celebrations to bring in a human touch.
From India, Ludhiana
MBA 1-A
1.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.
2.MINDTREE CONSULTING
Once in 3-4 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.
A very beautiful and new practice is the “Mind Tree Minds” magazine of the company. They have 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.
Ofcourse, all this enhances communication, commitment and sense of belonging in the employees.
3.Mahindra Satyam
IT major Mahindra Satyam launched a campaign called 'Career Divas' on social networking website Facebook and successfully hired only women.
Mahindra Satyam, says it hires 10% of its workforce , largely at the 2-6 years experience level, from social media platforms and plans to increase its focus further. Having conducted the 'Career Divas' , Mahindra Satyam's chief people officer Hari T says the idea is to explore more such avenues which are not traditional in nature.
4.Schneider Electric India-- The 3 E approach
The new HR function will work towards equipping line managers with coaching skills to optimize talent utilization and the coming year will see the emergence of a lot of people managers there will be an increasing focus on education and businesses will incorporate the 3 E approach to encourage learning through education, exposure and experience.
5.TATA AutoComp Systems--People as Brands
At Tata AutoComp they have started sowing the seeds to create an environment that would meet these aspirations of people. they recognize their people’s achievements instantly and that too the recognition comes from the senior most management team. This is proving a great motivator. They also run several in-house as well as co-branded training programs that help their employees improve skills as well as come up to speed with the latest trends.They also encourage our people to celebrate all occasions together. Right from birthdays to anniversaries of people they celebrate together They also involve lesser privileged members of the society in our celebrations to bring in a human touch.
From India, Ludhiana
MC DONALD
1.providing rewards for better performance.
2.giving incentives for their work.
3.motivation provided to work better in form of competitive enviroment .
INFOSYS
1.STRONG LINKAGE - there is strong link between employee and management.
2. COMMUNICATION GAP- there is less communication gap between them .
3.PROVIDING RECOGNITION-they provide recognition to the employees who perform better.
4.APPRECIATION- they give appreciation to work done by employees by providing feed back to them.
ACCENTURE
1.career councilling to employees
2.switch over programmes .
3.relaxation programmes : clubbing facility and provision to work from home.
TOYOTA
1.strategy of 14 principles..
2.distribution of work .
From India, Moga
1.providing rewards for better performance.
2.giving incentives for their work.
3.motivation provided to work better in form of competitive enviroment .
INFOSYS
1.STRONG LINKAGE - there is strong link between employee and management.
2. COMMUNICATION GAP- there is less communication gap between them .
3.PROVIDING RECOGNITION-they provide recognition to the employees who perform better.
4.APPRECIATION- they give appreciation to work done by employees by providing feed back to them.
ACCENTURE
1.career councilling to employees
2.switch over programmes .
3.relaxation programmes : clubbing facility and provision to work from home.
TOYOTA
1.strategy of 14 principles..
2.distribution of work .
From India, Moga
HR practices by INFOSYS;-
through their HR functions. A wide range of organizations in western countries, have invested in examining the business success of their recruitment practices,
2. DOMINOS PIZZA
3. GOOGLE :- they r paying extra benefits to the family members if there member died during work at working hours.
4. FEDEX .
5. AMAZON
6.MOTOROLA ..
From India, Mumbai
through their HR functions. A wide range of organizations in western countries, have invested in examining the business success of their recruitment practices,
2. DOMINOS PIZZA
3. GOOGLE :- they r paying extra benefits to the family members if there member died during work at working hours.
4. FEDEX .
5. AMAZON
6.MOTOROLA ..
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.
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, Ludhiana
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.
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, Ludhiana
[QUOTE='JASMINE KAUR {MBA -1A ];2016032']HR practices by INFOSYS;-
through their HR functions. A wide range of organizations in western countries, have invested in examining the business success of their recruitment practices,
2. DOMINOS PIZZA
3. GOOGLE :- they r paying extra benefits to the family members if there member died during work at working hours.
4. FEDEX .
5. AMAZON
6.MOTOROLA ..HR 2000 Programme HR 2000 Programme - With the emerging globalization trend, Motorola has designed a common program for all its diverse business locations. All the participants undergo rigorous training programs as follows: -
An intensive 3-week orientation to Motorola culture, values, goals and initiatives.
An 18-month training program consisting of at least 3 rotations in at least 3 different sectors.
Functional training in at least 3 or more of HR areas.
From India, Mumbai
through their HR functions. A wide range of organizations in western countries, have invested in examining the business success of their recruitment practices,
2. DOMINOS PIZZA
3. GOOGLE :- they r paying extra benefits to the family members if there member died during work at working hours.
4. FEDEX .
5. AMAZON
6.MOTOROLA ..HR 2000 Programme HR 2000 Programme - With the emerging globalization trend, Motorola has designed a common program for all its diverse business locations. All the participants undergo rigorous training programs as follows: -
An intensive 3-week orientation to Motorola culture, values, goals and initiatives.
An 18-month training program consisting of at least 3 rotations in at least 3 different sectors.
Functional training in at least 3 or more of HR areas.
From India, Mumbai
HR practices by INFOSYS;-
through their HR functions. A wide range of organizations in western countries, have invested in examining the business success of their recruitment practices,
2. DOMINOS PIZZA
3. GOOGLE :- they r paying extra benefits to the family members if there member died during work at working hours.
4. FEDEX .
5. AMAZON
6.MOTOROLA ..HR 2000 Programme HR 2000 Programme - With the emerging globalization trend, Motorola has designed a common program for all its diverse business locations. All the participants undergo rigorous training programs as follows: -
An intensive 3-week orientation to Motorola culture, values, goals and initiatives.
An 18-month training program consisting of at least 3 rotations in at least 3 different sectors.
Functional training in at least 3 or more of HR areas.[/QUOTE]
From India, Mumbai
through their HR functions. A wide range of organizations in western countries, have invested in examining the business success of their recruitment practices,
2. DOMINOS PIZZA
3. GOOGLE :- they r paying extra benefits to the family members if there member died during work at working hours.
4. FEDEX .
5. AMAZON
6.MOTOROLA ..HR 2000 Programme HR 2000 Programme - With the emerging globalization trend, Motorola has designed a common program for all its diverse business locations. All the participants undergo rigorous training programs as follows: -
An intensive 3-week orientation to Motorola culture, values, goals and initiatives.
An 18-month training program consisting of at least 3 rotations in at least 3 different sectors.
Functional training in at least 3 or more of HR areas.[/QUOTE]
From India, Mumbai
AIRTEL: 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.Few more would be the ‘Customer Contact Programme’. Once a month, all senior managers reach out to customers to get a first hand feel and feedback from them. They conduct Employee Satisfaction Surveys, have departmental strategic matrices developed to work on employees feedback, etc.
Raymond Ltd.--360 Degree Feedback System
This system which collects feedback from seniors peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback.Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.
Vodafone--Delight Employees with the Unexpected
The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward like a gift or a well-done certificate. Reward not only the top performers but also a few others who are in need of motivation to exhibit their potential.
From India, Ludhiana
Raymond Ltd.--360 Degree Feedback System
This system which collects feedback from seniors peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback.Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.
Vodafone--Delight Employees with the Unexpected
The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward like a gift or a well-done certificate. Reward not only the top performers but also a few others who are in need of motivation to exhibit their potential.
From India, Ludhiana
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HR Trends - Global HR practices.doc
Trends in HR.ppt
Emerging HR Trends.pdf