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How HR Organization works-"A analysis of Tech Mahindra"
 

How HR Organization works-"A analysis of Tech Mahindra"

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    How HR Organization works-"A analysis of Tech Mahindra" How HR Organization works-"A analysis of Tech Mahindra" Presentation Transcript

    • Presented By: NAVNEETH RAO(10BM60038) Tech Mahindra
      • Incorporated in 1986 as a joint venture of Mahindra and British Telecom.
      • Formerly known as Mahindra British Telecom.
      • 5 th largest software exporter in India (Nasscom, 2009) 
      • 1st largest Telecom Software Provider in India (Voice & Data, 2009)
      • Provides services from  IT Strategy and Consulting to Systems Integration, Application Development & Maintenance, BPO, Infrastructure Management, Civil Services, Network Transformation Solutions & Services, Value Added Services and Product Engineering.
      •   More than 34,200 employees (March 2010)
      • Global presence at 24 locations in 14 countries.
      • TCS,CTS, Aricent, Infosys, Wipro,HCL Technologies, Alcatel Lucent are some of its main competitors.
      • Winner of the 'Best Overall Recruiting & Staffing Organization of the Year Award' (RASBIC Awards 2009)
      • Won Award for Excellence in Training (Employer Branding Awards 2008-2009)
      • Winner of the 'Organization with the most innovative HR practices Award' (Asia Pacific HRM Global HR excellence Award 2007)
    •  
      • Aim of the Reward Policy is to establish the framework to use various mechanisms to reward and recognize employees at Function level and at the Organization level.
      • Objective of Rewards :
      • Recognize employees who are committed to the Company’s growth
      • Recognize employees who live the values of the organization .
      • Reward employees for participation and contribution in activities of strategic importance.
      • Reward employees for contributing significantly to organization development .
      • Recognize employees for their continuous and long-term association with the organization.
    • Reward system are categorized into Functional Awards - Pat on the back ,Valuable team player ,Star performer , Rising star, Best Manager ,Best team award. Organizational Awards- Dronacharya award, Customer satisfaction award, Best support group of the year. Escalation Matrix : Any issues relating to non compliance to the R&R policy can be addressed using the following escalation matrix .
      • Permanent employees - They enjoy HRA,LTA and other benefits
      • Contract employees - They are employed for a specific period
      • Recruitment through campus
      • Management Trainee
      • Global leadership cadre
      • Summer/project trainee
      • Lateral Placement
      • Indian Hiring: People with work experience
      • Overseas Hiring: Hiring local people outside India, ad hoc.
      • Support buddy Scheme : Referral scheme
      • HR website ( http://hr.techmahindra.com , Support Openings)
      • Advertisements
      • Direct/Network/Relationship.
      • Job Portals.
      Cv Shortlisting Preliminary Interview Functional Interview Final HR interview Panel mix Preliminary Interview is elimination process Panel mix consists different grade people FLOW CHART OF SELECTION PROCESS
    • Direct compensation
      • Salary
      • HRA
      • LTA
      • Bonus
      • Special allowance
      • Medical reimbursement
      • conveyance
      • Indirect compensation
      • Overtime policy
      • Leave policy
      • Insurance
      • Leave travel
      • Retirement benefits
      • Holiday home
      • Flexible timings
      •   Objective is to bring in cross functional accountability across groups in the organization at both individual and team level.
      • Comprise of parameters that are linked to individual (Rating), group (Employee Satisfaction and Employee Retention) and organization levels (Revenue & EBIDTA)
      • Weight ages are assigned within each Category depending on employee’s grade.
      • The variable pay linked to each of these parameters will be paid based on achievement against the given parameter.
      • INPUTS
      •   Goals for the various Functions
      • Employee learning development Goals
      • Standard ODG
      • Standard KRA for various roles
      PROCESS NAME   Goal Setting
      •   OUTPUTS
      •   Individual’s Performance Goals
      • Organization Development Goals
      • Self Development Goals
      • Corporate IPG
      • Goals finalized for the first half year
      Midterm Review
      • Individual Performance Ratings
      • Feedback to employee on performance (PRD)
      • Career aspirations
      • Goals finalized for the second half year
      • Role competencies framework
      Annual Review
      • Individual Performance Ratings
      • Competency Ratings
      • Feedback to employee on performance (PRD)
      • Career aspirations and Promotion recommendations
      • Training needs
      •    Employee Care
      •   Events, workshops and awareness sessions on health & wellness ensure we have a healthy & fit workforce.
      • In-house visiting doctor, nutritionist and in-house psychologists
      • Banking, insurance and tax planning helpdesks at campus,
      • Indoor games and music facilities
      • Education and Learning
      • Employees can participate in higher learning programs that lead to university certificates and degrees from various institutes of excellence like IIT Mumbai, BITS Pilani, University College, London and Illinois Institute of Technology, Chicago.
      • Work integrated learning programs of BITS
      • Two pronged recruitment policy
      • Standard Appraisal policy
      • Good Reward system
      • Good focus on learning (ex-  first organization to join the Distance Education Program of IIT  )
      • High attrition rates (30% in Oct 2010)
      • Need to differentiate it from the other IT companies
      • Need to restructure pay package
      • Need to check implementation of policies at ground level