Fortune 500 companies

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Fortune 500 companies

  1. 1. INSTITUTE OF TECHNOLOGY & MANAGEMENT, NAVI MUMBAI“ASSIGNMENT ON HUMAN RESOURCE MANAGEMENT (H.R.M)” HR PRACTICES IN FORTUNE 500 COMPANIES OF THE WORLDSubmitted To:- Submitted By:-Prof.Ajay Gupta Group No. III Aaditya Sinha Bhuvan Arya Amit Sharma Kumar Anupam Rahul Hedau Anoop Seth Deepak Khuntwal
  2. 2. Topic assigned Topic Name of the Learning team Group no (Ranking) completed student Leader51 to 57 51 to 57 Aaditya Sinha Group No. 358 to 65 58 to 65 Anupam Kumar Group No. 366 to 72 66 to 72 Anoop Shet Group No. 373 to 75 & 426 to 73 to 75 & 426 to Rahul Hedau Group No. 3429 429430 to 436 430 to 436 Deepak Khuntwal Group No. 3437 to 443 437 to 443 Bhuvan Arya Group No. 3444 to 450 444 to 450 Amit Sharma Group No. 3
  3. 3. Rank 51. Banco SantanderFounder -Emilio Industry – Finance Headquarter – Year ofBotin Establishment - Service Cantabria, SPAIN 1999 Qualification of Fortune ranking - Products – Banking Current CEO – founder – Law and 51 services Emillio Botin Economics ScholarAssets Value –42.05 Billion Description :-Santander wants to consolidate itself as a large international financial group, which provides anincreasingly high return to its shareholders and meets all the financial needs of its customers. Inorder to achieve this, it combines a strong presence in local markets with corporate policies andglobal capacities. Official Website : www.santander.com
  4. 4. HR Practices DescriptionEmployee Care Santnader provides employees with an environment in which people can work with peace of mind, in order to build businessRespecting the Employees The group’s philosophy of “respect for employees “originates with this initiative. Striving to create an environment in which employees could live with their families, built a town that offered not only housing but also schools for children, hospitals, railroads, as well as recreational facilities.Building a productive & cooperative In line with this thinking, the company has aimed towork environment develop a working environment in which employees feel free to exchange opinions regardless of position, age, or gender.Ethics Taking different CSR initiatives in economic & social sector.Advanced Ideas Santander established a group wide structure in which we can share knowledge, experience, and information about quality to conduct horizontal development of quality improvement activities within the group.Relationship with society To ensure that a healthy & mutually beneficial relationship is maintained with the society.Trustworthy, Products/Services Launching products in the market with cutting edge technologies & products that build the trust of the audience.Harmony With The Environment We will improve education and training programs for employees and enhance the Group wide quality control system.
  5. 5. Rank 52. International Business Machines (IBM)Founder – Thomas Industry – Year of Corporate HQ :J. Watson Establishment : June Information New york, United 16, 1911 Technology States Qualification of Fortune ranking - 52 Products : I.T Current CEO - founder – Products Samuel J Palmisano Commerce and Business Studies ScholarAssets Value – US$113.452 billion Description :- International Business machines is an American Multinational Technology andConsulting firm based in Armonk, New York. IBM manufactures and sells computer hardware andsoftware and it offers infrastructure, hosting and consulting services in areas ranging frommainframe computer to nanotechnology Official Website : www.ibm.com
  6. 6. HR Practices DescriptionManaging People Managing people is a great responsibility, and one that IBM believes in take very seriously. They believe that the success and sustainability of our business is linked to the prosperity of those communitiesRespecting the Employees IBM believes in respecting the individual and seeks to provide job satisfaction.Protecting Employee Rights The group believes that harassment and victimisation on any grounds are not tolerated.Developing New Skills The group believes in developing relevant skills, knowledge, and effectiveness to enhance their contribution to our performance and share responsibility for their own career path.Competitive remuneration structure The group believes in maintaining a framework of competitive remuneration and benefits. Reward packages seek to recognise the contribution of individuals in the context of the pay market, and the performance of the business in which they work.Clear procedure for settling disputes The group has a clear procedure for disputes and ensure that appropriate structures are in place to facilitate constructive dialogue, involving recognised trade unions where appropriate.Ensuring Information Security The group believes in ensuring that information received in the course of our business dealings will not be used for personal gain or any purpose except that for which it is given.Protecting Individual & Financial The group believes in ensuring that their personal orInterests financial interests or company policy don’t collide conflicts of interest. The group believes in providing mechanisms to facilitate disclosure.
  7. 7. Rank 53. Cardinal HealthFounder – Robert D. Industry – Health Headquarter – Year ofWalter Establishment - 1971 Care Dublin,Ohio,U.S Qualification of Fortune ranking - 53 Products – Health Current CEO – founder - Dropped products George S. Barrett out of high school Assets Value – US $ 19.99 Billion Description Cardinal Health, Inc. is a Fortune 500 company that improves the cost-effectiveness ofhealthcare. As the business behind healthcare, Cardinal Health helps pharmacies, hospitals andambulatory care sites focus on patient care while reducing costs, improving efficiency and quality,and increasing profitability. Cardinal Health employs more than 30,000 people worldwide. Official Website : www.cardinal.com
  8. 8. HR Practices followed in the Organisation:-The Cardinal Health has followed following HR practices:-HR Practices DescriptionProper Employee Training & Skill Employees are educated as to the purpose andEnhancement importance of their assigned jobs through comprehensive training programs. Employees receive training in both a classroom setting with facilitation and e-learning, on-site and off-site during business hours.Performance Review & Career It coordinates training and extracurricular activitiesDevelopment for employees at all levels of the business groupsTaking Care of Employee Family & Cardinal Health exemplifies a corporate understandingHolistic Care that caring for the employee and family members mind, body, and soul generates a deeper loyalty and greater employee commitment to achieve the goals and mission of the group.Maintain Employee Motivation & The program helps keep employees focused on whatPerformance Review matters most in their work, helps them develop the skills they need to meet the changing needs of a department or area, and celebrates the successes at the end of the review cycle. Foxconn shares its successes with employees by holding various employee appreciation activities, such as giving out chocolates, having birthday celebrations once a month etc.
  9. 9. Rank 54. Freddie Mac Founder -N.A Industry – Credit Headquarter – Year of Establishment - 1970 services Virginia, U.S Qualification of Fortune ranking - 54 Products – Financial Current CEO – founder – N.A services Charles E Haldeman Assets Value – US $ 841.2 billion Description:Freddie Mac was chartered by Congress in 1970 with a public mission to stabilize the nationsresidential mortgage markets and expand opportunities for homeownership and affordable rentalhousing. Their statutory mission is to provide liquidity, stability and affordability to the U.S.housing market.They participate in the secondary mortgage market by purchasing mortgage loans and mortgage-related securities for investment and by issuing guaranteed mortgage-related securities, principallythose we call PCs. The secondary mortgage market consists of institutions engaged in buying andselling mortgages in the form of whole loans (i.e., mortgages that have not been securitized) andmortgage-related securities. They do not lend money directly to homeownersOfficial Website : www.freddiemac.com
  10. 10. HR Practices followed in the Organisation:- HR Practices DescriptionBelieving in the success of people The HR Principles of Freddie Mac were developed in 1997 from discussions with thousands of staff on what they thought Freddie Mac stood for, and what they wanted the business to be. Ten years later, Freddie’s staffs have refreshed the Values to reflect the business today and how they wanted to work in the future.Maintaining Equality in Diversity They aim to employ people who reflect the diverse nature of society and they believe in valuing the contribution they make, irrespective of age, sex, disability, sexual orientation, race, colour, religion, ethnic origin or political beliefs.Flexing working roles in the company They also try and make sure everyone can work in a way that suits their circumstances we support flexible working, offering part-time roles and encouraging job-sharing opportunities and shift swapping if this is possible.Checking For Employee Abuse & The group believes that If a person believes that heMistreatment has been the victim of discrimination or have any concerns relating to our equal opportunity policies, he can contact : a)Line Manager b)Personnel Manager c) Local 4) Confidential Protector LineValues At Teamwork The group believes in the philosophy that treat people how we like to be treated: A) Work as a team’s) Trust and respect each other. c) Listen, support and say thank you. D) Share knowledge and experience.Believing In Employee-Consumer If the Freddie mac find what we do rewarding, theyPotential are more likely to go that extra mile to help our customers.
  11. 11. Rank 55 Hyundai MotorsFounder – Chung Ju Industry – Headquarter – Seoul, Year ofYung Establishment - 1967 Automobile South Korea Manufacturer Qualification of Fortune ranking - 55 Products – Current CEO – founder – School Automobiles and Chung-Mong Koo drop-out Commercial vehicles Assets Value – US$ 37 billion Official Website : www.worldwide-hyundai.com
  12. 12. HR Practices DescriptionBelieving in its People They believe that people of its company are aligned around basic values that inspire their behaviour as individuals and as an institution.Integrity The group believes in dedicating to the highest levels of personal and institutional integrity. The group believes in making honest commitments and work to consistently honour those commitments.Ethics The Group believes in walking in the shoes of the people we serve and the people they work with across the health care community.Innovation We pursue a course of continuous, positive and practical innovation; using our deep experience in automobiles to be thoughtful advocates of change and to use the insights we gain to invent a better future.Performance We are committed to deliver and demonstrate excellence in everything we do.
  13. 13. Rank 56. Enel Founder – Italian Industry –Energy Headquarter - Year of Government Establishment - 1962 Rome, Italy Qualification of Fortune ranking -56 Products – Natural Current CEO – founder – N.A gas and Electricity Fulvio Conti generation and distribution Assets Value – €168.05 billion DescriptionEnel is third largest energy provider from Italy, in terms of Market Capitalization. Formerly a stateowned monopoly; it is now partially privatised with Italian government control: the largestshareholders are the Italian Ministry of Economy & Finance (13.9%) and the state-run bank CassaDeposit e Prestiti. Official Website : www.Enel.com
  14. 14. HR Practices DescriptionFocus on Vision & Values Values and support its people as a competitive advantage. At the same time when trying to gain a competitive edge, the group tries to ensure that its vision for society & values at running the organisation are not kept aside.Promoting talented & Worthy People & Believes that it must attract, develop, retain andAssigning Responsibilities motivate the most talented people who care and who work together as partners across business units and functions.Making People Responsible for their Believes in want to giving its people the training theyactions need to succeed in their work. They want them to be responsible and accountable for their businesses and functions.Rewarding Outstanding Performance Believes in recognizing and thanking its people for its& Appraisal outstanding performance. They believe everyone on their team is important and deserves respect for who they are and how they can contribute to our success.Building A Culture of Team Spirit Believes in referring to its employees as “team members” not “employees” because their people are a precious resource to be invested in, not expenses to be managed—and because teamwork is essential to help their customers & their business succeed financially.
  15. 15. Rank 57. CVS CaremarkFounder – CVS and Industry – Pharmacy Headquarter – Year ofCaremark Merger Establishment - 2007 Woonsocket,Rhode Island, U.S Qualification of Fortune ranking - 57 Products -Retail- Current CEO – founder – N.A Pharmacy, Pharmacy Larry J. Merlo Benefit Assets Value- US $ 98.729 billion Description:-It was created by a merger of two firms, CVS and Caremark. It is an integrated pharmacy serviceprovider combining a US pharmacy service providing company with US Pharmacy chain.CVSCaremark provides pharmacy services through its over 7,000 CVS/pharmacy and Longs Drugsstore.Website: - www.cvscaremark.com
  16. 16. HR Practices followed in Organisation :HR Practices DescriptionBuilding A Culture of Pride We involve our people in creating a great place to work and a company they can be proud to work for.Talent acquisition & employee We have approached this by implementingretention strategies designed to: Encourage talented people to join CVSC and stay Match the right people to the right roles and take action where there are gaps Empower people to be the best they can be Build pride in CVSCIntroducing leadership programmes We want to create an employment brand that attracts and retains the best talent and differentiates CVSC as an employer of choice. We have introduced management and leadership programmes to nurture talent and create proactive dialogue with leaders and their teams.Celebrating success & rewarding We also celebrate success through recognitionemployees schemes which give employees credit for exceptional performance. Senior management pay continues to be linked to the survey results through clear benchmarked targets on leadership and engagement.Employees all round skill Performance review & Recruiting and retaining thedevelopment & Welfare best people in an increasingly competitive market are a strategic priority for Aviva and we have launched a new section to showcase career options across our worldwide markets.
  17. 17. Rank 58. JX Holdings Plc. Founder -Fumuiaki Industry - Oil & Headquarter – Year of Watari Establishment - Energy . Tokyo,Japan Nippon Oil Oil & Natural Gas Corporation Exploration. 1888 Mining & Metals Nippon Mining Production Holdings, Inc. 1905 Qualification of Fortune ranking - Products – Mining Current CEO - founder - Dropped 58 & Metallurgy Mitsunori Takahagi out of high school Products Oil & Gas Refining Assets Value – 6299.1 Billion Yen Description :-JX Holdings Plc. has been established through the joint share transfer by Nippon Oil Corporationand Nippon Mining Holdings, Inc. On July 1, 2010, all the businesses of the both Group Companieswere integrated, restructured and reorganized under JX Holdings, resulting the incorporation ofthree core business companies; Petroleum Refining and Marketing Business Company, Oil andNatural Gas Exploration and Production Business Company and Metals Business Company.We, with the JX Group Slogan “The Future of Energy, Resources and Materials,” will fullyintegrate our management functions across all the business operations by combining themanagement resources of the group companies and utilizing their combined strength to the fullestextent possible. Official Website : www.hd.jx-group.co.jp
  18. 18. HR Practices DescriptionEmployee Care The JX Holdings Believes that it is imperative to provide employees with an environment in which people can work with peace of mind, in order to build business For this reason, the company has focused its efforts on raising the standard of living for its employees at different locations.Respecting the Employees The group’s philosophy of “respect for employees “originates with this initiative. Striving to create an environment in which employees could live with their families, built a town that offered not only housing but also schools for children, hospitals, railroads, as well as recreational facilities. At the same time, a spirit of “respect for employees” was nurtured, which has subsequently been passed down to the current group. This spirit of “respect for employees “has also influenced its business activities, subsequently bringing free and vigorous discussions and flexible organization where employees can freely communicate with each other. . .Building a productive & cooperative In line with this thinking, the company has aimed towork environment develop a working environment in which employees feel free to exchange opinions regardless of position, age, or gender.E- Ethics Taking different CSR initiatives in economic & social sector.A- Advanced Ideas: JX Holdings established a group wide structure in which we can share knowledge, experience, and information about quality to conduct horizontal development of quality improvement activities within the group.R – Relationship with society To ensure that a healthy & mutually beneficial relationship is maintained with the society.T- Trustworthy, Products/Services Launching products in the market with cutting edge technologies & products that build the trust of the audience.H- Harmony With The Environment Based on the above-mentioned Basic Quality Policy, we will promote the sharing of information, knowledge, and experience related to quality control throughout the Group. At the same time, we will improve education and training programs for employees and enhance the Group wide quality control system.
  19. 19. Rank 59. Lloyds Banking GroupFounder - Industry – Banking Year of Corporate HQ : Establishment Services Gresham Street :2009 ,London,UK Qualification of Fortune ranking - Products :Banking Current CEO - Sir founder - Dropped 59 Retail Banking Win Bischoff out of high school Corporate Banking Financial ServicesAssets Value – 991.6Billion Pounds Description:-Lloyds Banking Group plc. is a major British financial institution, formed through the acquisition of HBOS by Lloyds TSB in 2009. As at February 2010, HM Treasury held a 41% shareholding through UK Financial Investment Ltd (see Government stake below). Lloyds Banking Groups activities are organised into four business divisions: Retail Banking (including Mortgages), Wholesale, Life Pensions & Insurance, and Wealth & International. Lloyds extensive operations span the globe including the US, Europe, Middle East and Asia.Lloyds TSB was formed in 1995 by the merger of Lloyds Bank and the Trustee Savings Bank. Thecompany operated in England &Wales as Lloyds TSB Bank plc. and in Scotland as Lloyds TSBScotland plc. Its other subsidiaries included the mortgage bank Cheltenham and Gloucester, lifeassurance company Scottish Widows, finance house Black Horse and private equity investor LloydsDevelopment Capital. Official Website : http://www.LloydsBankingGroup.com
  20. 20. HR Practices DescriptionManaging People Managing people is a great responsibility, and one that Lloyds Banking group believes in take very seriously. They believe that the success and sustainability of our business is linked to the prosperity of those communitiesRespecting the Employees Lloyds Banking Group believes in respecting the individual and seeks to provide job satisfaction.Protecting Employee Rights The group believes that harassment and victimisation on any grounds are not tolerated.Developing New Skills The group believes in developing relevant skills, knowledge, and effectiveness to enhance their contribution to our performance and share responsibility for their own career path.Building a conducive work environment The group believes in seek to provide a clean, healthy and safe work environment. The group believes in taking every reasonable precaution to avoid injury to ourselves, our colleagues and members of the public.Competitive remuneration structure The group believes in maintaining a framework of competitive remuneration and benefits. Reward packages seek to recognise the contribution of individuals in the context of the pay market, and the performance of the business in which they work.Clear procedure for settling disputes The group has a clear procedure for disputes and ensure that appropriate structures are in place to facilitate constructive dialogue, involving recognised trade unions where appropriate.Ensuring Independent Operations of The group has taken such steps as are necessary toSub-Entities:- ensure independent operation of the UK staff pension schemes, and our compliance with all relevant legislation. The group does not allow solicitation, acceptance or provision of any benefit or gift for services provided by or to the company.Ensuring Information Security The group believes in ensuring that information received in the course of our business dealings will not be used for personal gain or any purpose except that for which it is given.Protecting Individual & Financial The group believes in ensuring that their personal orInterests financial interests or company policy don’t collide conflicts of interest. The group believes in providing mechanisms to facilitate disclosure.
  21. 21. Rank 60. Hon Hai Precision Industry Founder -Terry Gou Industry - Headquarter - Year of Establishment - 1974 Electronics Tucheng District , Manufacturing Taipei City ,Taiwan Services Qualification of Fortune ranking - 60 Products - Current CEO – Terry founder - Dropped Electronics Gou out of high school Assets Value – US $ 2.2 Billion DescriptionThe Foxconn Technology Group is a multinational business group anchored by the Hon HaiPrecision Industry Co.Ltd. Is a Republic of China registered corporation headquartered in Tucheng,Taiwan? Foxconn is the worlds largest maker of electronic components Hon Hai Precision Industry Co Ltd was founded in 1974 as a manufacturer of electricalcomponents (notably electrical connectors for computer components. Official Website : http://www. foxconn.com
  22. 22. HR Practices followed in the Organisation:-The Foxconn or Hon Hai Precision Industry has followed following HR practices:-HR Practices DescriptionProper Employee Training & Skill It is Fox Conn’s belief that having proper employeeEnhancement training and skills enhancement improves employee motivation, contributes to creating a positive work environment, and teaches them how to be leaders. Employees are educated as to the purpose and importance of their assigned jobs through comprehensive training programs. Employees receive training in both a classroom setting with facilitation and e-learning, on-site and off-site during business hours.Performance Review & Career All employees are under regular review ofDevelopment performance and career development by supervisors. Employee training is an integral part of Fox Conn’s Corporate Human Resources/IE (Industrial Engineering). Departments vision and long-term strategic objectives. It coordinates training and extracurricular activities for employees at all levels of the business groups.Taking Care of Employee Family & Foxconn exemplifies a corporate understanding thatHolistic Care caring for the employee and family members mind, body, and soul generates a deeper loyalty and greater employee commitment to achieve the goals and mission of the group.Maintain Employee Motivation & The program helps keep employees focused on whatPerformance Review matters most in their work, helps them develop the skills they need to meet the changing needs of a department or area, and celebrates the successes at the end of the review cycle. Foxconn shares its successes with employees by holding various employee appreciation activities, such as giving out chocolates, having birthday celebrations once a month etc.Strategic Partnerships with Reputable Foxconn has established strategic partnerships withUniversities the most reputable universities in China to offer formal academic education training and grant opportunities to employees. Foxconn offers a wide range of Diploma, Undergraduate, Postgraduate and PhD programs.Employee Training at different Levels In 2009, the company provided approximately 15,360,000 hours of training for a total of about 17,580,000 person-times, of which 500,000 hours were devoted to SER training with 2,000,000 person- times.
  23. 23. Rank 61. Tesco Plc.Founder -Mr Jack Industry – Banking Headquarter – Year ofCohen Establishment - 1919 Telecommunications Delamare Rd Cheshunt Hertfordshire, United Kingdom Qualification of Fortune ranking - 61 Products - Groceries Current CEO – Mr founder – Canvas Philip Clarke Consumer Goods Maker ( Royal Flying Corps) Financial services Telecom Assets Value – 2.67 billion pounds Description:Tesco plc. Is a global grocery and general merchandise retailer headquartered in Cheshunt, UnitedKingdom? It is the third-largest retailer in the world measured by revenues (after Wal-Mart andCarrefour) and the second-largest measured by profits (after Wal-Mart).It has stores in 14 countriesacross Asia, Europe and North America and is the grocery market leader in the UK (where it has amarket share of around 30%), Malaysia, the Republic of Ireland and Thailand. The company wasfounded by Jack Cohen in 1919 and opened its first store in 1929 in Burnt Oak, Edgware, andMiddlesex. Originally a UK-focused grocery retailer, Tesco has diversified both geographically andinto areas such as the retailing of books, clothing, electronics, furniture, petrol and software;financial services; telecoms and internet services; DVD rental; and music downloads.Official Website : http://www.tesco.com
  24. 24. HR Practices followed in the Organisation:- HR Practices DescriptionBelieving in the success of people The HR Principles of Tesco were developed in 1997 from discussions with thousands of staff on what they thought Tesco stood for, and what they wanted the business to be. Ten years later, Tesco staff has refreshed the Values to reflect the business today and how they wanted to work in the future. The same values were re-launched across the Group in 2009.The group believes that its success depends on its people.Maintaining Equality in Diversity The group aims to employ people who reflect the diverse nature of society and they believe in valuing the contribution they make, irrespective of age, sex, disability, sexual orientation, race, colour, religion, ethnic origin or political beliefs.Maintaining fairness in recruitment They are in company stores, in distribution centres and in the offices, TE SCO group believes in recruitment on merit, using clearly defined and fair criteria.Flexing working roles in the company They also try and make sure everyone can work in a way that suits their circumstances we support flexible working, offering part-time roles and encouraging job-sharing opportunities and shift swapping if this is possible.Checking For Employee Abuse & The group believes that If a person believes that heMistreatment has been the victim of discrimination or have any concerns relating to our equal opportunity policies, he can contact : a)Line Manager b)Personnel Manager c) Local 4) Confidential Protector LineValues At Teamwork The group believes in the philosophy that treat people how we like to be treated: A) Work as a team’s) Trust and respect each other. c) Listen, support and say thank you. D) Share knowledge and experience.Believing In Employee-Consumer If the Tesco team find what we do rewarding, theyPotential are more likely to go that extra mile to help our customers.General HR values for running the company:-The group has launched a four-part vision for the future of the business. They want Tesco to be seenas the most highly valued business in the world. Valued not only by their customers, but also by thecommunities they serve our staff and our shareholders.They wish to remain a growth company. They want to continue to pursue growth in all parts of thebusiness – in the UK, internationally, in services and across general merchandise, clothing andelectrical.They want to be a modern and innovative company. They want to stay ahead of the curve,
  25. 25. anticipating changes and adapting for the sake of our customers and staff.They want to win locally by applying our skills globally. Locally because all retailing is local.But increasingly we are utilising the skill and scale of the Group to benefit the performance andcompetitiveness of each of our businesses around the world.
  26. 26. Rank 62 United HealthCare Group Founder – Founded Industry – Headquarter - Year of with govt aid Establishment - 1977 Health Industry Minnetonka, Minnesota,USA Health Insurance Qualification of Fortune ranking - 62 Products – Current CEO - founder - Non- Healthcare Services Stephen Hemsley Available Assets Value – US$ 59.0billion Description:-UnitedHealth Group Incorporated is a diversified health and "well-being" company. Headquarteredin Minnetonka, Minnesota, UnitedHealth Group offers a spectrum of products and services throughtwo operating businesses: UnitedHealth care and Optus. Through its family of subsidiaries anddivisions, UnitedHealth Group serves approximately 70 million individuals nationwide. In 2010,the company posted a net income of $4.6 billion. UnitedHealth Group is the parent ofUnitedHealth care, a large health insurer in the United States. It was created in 1977, asUnitedHealth Care Corporation (it was renamed in 1998), but traces its origin to a firm it acquiredin 1977, Charter Med Incorporated, which was founded in 1974. In 1979, it introduced the firstnetwork-based health plan for seniors. In 1984, it became a publicly traded company. Official Website : http://www.unitedhealthgroup.com
  27. 27. HR Practices DescriptionBelieving in its People The group believes that people of its company are aligned around basic values that inspire their behaviour as individuals and as an institution.Integrity The group believes in dedicating to the highest levels of personal and institutional integrity. The group believes in making honest commitments and work to consistently honour those commitments.Ethics The group believes in not compromising ethics. The group in striving to deliver on their promises and they believe they have the courage to acknowledge mistakes and do whatever is needed to address them. The Group believes in walking in the shoes of the people we serve and the people they work with across the health care community.Listening to the Employees They believe that their job is to listen with empathy and then respond appropriately and quickly with service and advocacy for each individual, each group or community and for society as a whole. They celebrate our role in serving people and society in an area as vitally human as their health.Developing a culture for quality They believe in building trust through cultivatinghealthcare relationships and working in productive collaboration with government, employers, physicians, nurses and other health care professionals, hospitals and the individual consumers of health care.Promoting & Encouraging New Ideas The group believes that trust is earned and preserved through truthfulness, integrity, active engagement and collaboration with their colleagues and clients. We encourage the variety of thoughts and perspectives that reflect the diversity of their markets, customers and workforce.Innovation We pursue a course of continuous, positive and practical innovation, using our deep experience in health care to be thoughtful advocates of change and to use the insights we gain to invent a better future that will make the health care environment work and serve everyone more fairly, productively and consistently.Performance We are committed to deliver and demonstrate excellence in everything we do. They believe that they will be accountable and responsible for consistently delivering high-quality and superior results that make a difference in the lives of the people we touch.
  28. 28. Rank 63. Wells Fargo Founder – Mr Henry Industry – Banking Headquarter - Year of Wells Establishment - New Financial Services San Francisco, Mr William J Fargo York City March 18, United States 1852 Qualification of Fortune ranking -63 Products – Retail Current CEO – founder - High Banking John G Stumpf School Investment Banking Commercial Banking Mortgages Consumer Finance Assets Value – US$ 1.258 Trillion DescriptionWells Fargo & Company is an American multinational diversified financial services company withoperations around the world. Wells Fargo is the fourth largest bank in the US by assets and thesecond largest bank by market capitalization. Wells Fargo is the second largest bank in deposits,home mortgage servicing, and debit card. In 2011, Wells Fargo was the 23rd largest company. In2007 it was the only bank in the United States to be rated AAA by S&P, though its rating has sincebeen lowered to AA in light of the financial crisis of 2007-2010. The firms primary U.S. operatingsubsidiary is national bank Wells Fargo Bank, N.A., which designates its main office as Sioux Falls,South Dakota or legal purposes. Official Website : http://www.WellsFargo.com
  29. 29. HR Practices DescriptionFocus on Vision & Values The group values and support its people as a competitive advantage. At the same time when trying to gain a competitive edge, the group tries to ensure that its vision for society & values at running the organisation are not kept aside.Promoting talented & Worthy People & The group believes that it must attract, develop, retainAssigning Responsibilities and motivate the most talented people who care and who work together as partners across business units and functions.Making People Responsible for their The group believes in want to giving its people theactions training they need to succeed in their work. They want them to be responsible and accountable for their businesses and functions.Rewarding Outstanding Performance The group believes in recognizing and thanking its& Appraisal people for its outstanding performance. They believe everyone on their team is important and deserves respect for who they are and how they can contribute to our success.Building A Culture of Team Spirit The Group believes in referring to its employees as “team members” not “employees” because their people are a precious resource to be invested in, not expenses to be managed—and because teamwork is essential to help their customers & their business succeed financially. The group believes that products and technology don’t fulfil the promise behind a brand people do, people who are more talented, more motivated, more energized than their competitors.Evaluating Employee Performance We value the contribution every team member can make toward our company’s success by: a) Holding ourselves personally accountable for results. b) Taking prudent risks. c) Leading by example. d) Leading by having the courage to speak what we believe is the truth. e) Making decisions locally, close to the customer. f) Caring about each other and showing it.Developing future leaders Each year, the Wells Fargo group invest millions of dollars in team member training for education, mentoring and coaching, developing management and leadership skills, and helping team members find challenging new assignments.Developing a culture of shared They believe the greatest skill is the skill to learn newresponsibility skills. At Wells Fargo, career development is a shared responsibility between team members and their managers. They believe that they are expected to take charge of our own career development.
  30. 30. Rank 64. AvivaFounder – Different Industry – Insurance Headquarter - St Year ofInvesting agencies Establishment - 2000 Industry Helen’s Tower, London, United Kingdom Qualification of Fortune ranking - 64 Products - Life Current CEO – Mr founder – Not Insurance Andrew Moss Available Pensions General Insurance Assets Value – 1892 Million Pounds Description:-It was created by a merger of two British insurance firms, Norwich Union and CGU plc. (itselfcreated by the 1998 merger of Commercial Union and General Accident HYPERLINK as CGNU in2000. The Aviva name was adopted in July 2002.Its primary listing is on London Stock Exchange & it is a constituent of FTSE 100 Index. It has asecondary listing on New York Stock Exchange. It was created by merger of two British insurancefirms Norwich Union & CGU Plc. (itself created by the 1998 merger of Commercial Union &General Accident) as CGNU in 2000.The Aviva name was adopted in July, 2002. Website:- http://www.aviva.com/
  31. 31. HR Practices followed in Organisation :HR Practices DescriptionBuilding A Culture of Pride We involve our people in creating a great place to work and a company they can be proud to work for.Policy for serving the customer Avivas people strategy and our track record as a responsible employer help us to compete in a competitive market for the right people to take our business forward. We have a clear purpose - to drive a talent leadership and culture-led transformation to deliver exceptional business performance.Talent acquisition & employee retention We have approached this by implementing strategies designed to: Encourage talented people to join Aviva and stay Match the right people to the right roles and take action where there are gaps Empower people to be the best they can be Build pride in Aviva.Introducing leadership programmes We want to create an employment brand that attracts and retains the best talent and differentiates Aviva as an employer of choice. We have introduced management and leadership programmes to nurture talent and create proactive dialogue with leaders and their teams.Celebrating success & rewarding We also celebrate success through recognitionemployees schemes, including Spotlight and Aviva Achievers, which give employees credit for exceptional performance. Senior management pay continues to be linked to the survey results through clear benchmarked targets on leadership and engagement.Employees all round skill development Performance review & Recruiting and retaining the& Welfare best people in an increasingly competitive market are a strategic priority for Aviva and we have launched a new section to showcase career options across our worldwide markets.Voluntary programs to foster a culture We delivered more than 57,250 hours of volunteeringof leadership in 2010. More people were involved, but this is a drop- back in total volume. This was due to the removal of paid intermediaries previously used to broker opportunities, and the limited volunteering options when working with vulnerable children. We are addressing this by providing more volunteering choices for employees in 2011.
  32. 32. Rank 65. Metro Group Founder – Mr Otto Industry – Retail Headquarter - Year of Beisheim Establishment – Renaissance Center 1964 Detroit, Michigan, Metro AG 1996 United States Qualification of Fortune ranking - 65 Products – Super Current CEO – founder - Dropped Markets Eckhard Cordes out of high school Hyper Markets Assets Value – US $ 2.211 Billion Description:-Metro AG is a diversified retail and /Cash & Carry group based in Dusseldorf, Germany. It hasthe largest market share in its home market, and is one of the most globalised retail and wholesalecorporations. It is the fourth-largest retailer in the world measured by revenues (after Wal-Mart,Carrefour and Tesco). In English it often refers to itself as Metro Group. It was established in 1964by Otto Beisheim.The company operates the following sales divisions: 1)Metro & Makro Cash & Carry (Makro stores in the United Kingdom and elsewhere in Europe were acquired from SHV Holdings in 1998): This division accounts for nearly half of group sales as of 2004, and is by far the most internationalised division, with stores in almost every country in which the group operates. 2)Real: A hypermarket operator. 265 stores in Germany and 34 elsewhere as of early 2005. 3) Media Market and Saturn: Media Market is a consumer electronics company with stores in Germany and several other European countries. Saturn is an electronic media chain, also with stores in Germany and some other European countries. 4) Galeria Kaufhof: A department store chain with locations in Germany and Belgium. As of 2007 it has added the former Wal-Mart Germany stores to the Real chain. Official Website : http://www.metrogroup.de
  33. 33. HR Practices DescriptionGeneral HR Practices With the aim of attracting and retaining sufficient numbers of skilled and committed employees in an international competitive environment, METRO GROUP operates an innovative and forward-looking Human Resources policy. The company manages to inspire people to the company and the retail sector through numerous career and development opportunities, considerable training and further training programs and the promotion of diversity and fair working conditions.Working conditions METRO GROUP is a worldwide advocate for fair and humane working conditions, so that its employees remain highly productive and motivated over the long- term. Along with the compliance with internationally- recognised standards, this also translates as ensuring safety at work as well as safeguarding employee health.Ensuring a risk free health In Germany, in 2010 there was an average of 15environment accidents at the workplace with over three working days lost per 1,000 employees within METRO GROUP. With preventive measures as well as the intensive training of management and employees METRO GROUP wants to cut the number of working accidents continuously.Training In order to cover their future demand for specialist staff, METRO GROUP is making considerable investment in the vocational training of young people. With a training quota of 8.4 percent in 2010, METRO GROUP ranks among the leading companies in Germany providing vocational training. Cooperation with schools helps provide young people with an early insight into the range of opportunities available in the retail sector. In countries where no officially- recognised vocational training is available, METRO GROUP ensures the company meets its needs in terms of future specialists with own training programs.Further Training The company-wide employee training at Metro Cash & Carry is of a high international standard. In order to ensure the challenging contents of the training course are consistent across all locations, the sales divisions in Germany, France, Russia and China set up intercultural training centres. Under the label of "House of Training", Metro Cash & Carry delivers permanent training courses for employees on the activities in wholesale stores or purchasing. Experienced specialists from the company mediate on practical topics including food customers and preparation, merchandising and store layout.Employee Retention The objective for METRO GROUP is to retain skilled management and specialist staff as long as possible in the company. This is a key challenge, particularly in the
  34. 34. growth areas of Eastern Europe and Asia due to the low levels of unemployment and growing competition.Providing financial & performance In order to promote loyalty towards the company,related incentives Metro Cash & Carry in Russia, China and other growth markets offers interlocking incentives which are both financial and performance-related. Within a period of up to three years, employees are able to progressively improve their specialist skills and their earnings from the so-called Starter to High Potential level.Establishing a credible social METRO GROUPs success is linked to a sound socialenvironment environment. The goal is to strengthen the attractiveness and performance of the companys locations, as well as the stakeholders trust. Thats the reason behind METRO GROUPs commitment to numerous social projects and initiatives.
  35. 35. Founder – State Year of Industry – Oil and Headquarter –owned Enterprise Establishment - Gas Caracus, Venezuela 1975 Fortune ranking - Products – Production Current CEO - 66 of Oil and Gas. Rafael Refining and exporting Ramirez Of oil and gas. Assets Value – US$137.2 billionDescription: Petróleos de Venezuela, S.A. (PDVSA, (Petroleum of Venezuela) is the Venezuelan state-owned petroleum company. It has activities in exploration, production, refining and exporting oil, aswell as exploration and production of natural gas. Since its founding on 1 January 1976 with thenationalization of the Venezuelan oil industry, PDVSA has dominated the oil industry of Venezuela,the worlds fifth largest oil exporter.
  36. 36. HR Practices Description Motivation Shell’s HR people are responsible for essential people-orientated role in all the stages of jobs and tasks and providing organizational support and managing change. FAIR EVALUATION SYSTEM FOR We have an evaluation system that clearly links EMPLOYEES individual performance to corporate business goals and priorities. Each employee has well defined reporting relationships. Self-rating as a part of evaluation process empowers our employees. SOCIAL RESPONSIBILITY PDSVA contributes to industrial development by building and operating Power infrastructure and fulfilling its corporate responsibilities with Eco-friendly management and integrity. Training PDSVA conducts systematic company wise and division wise training emphasizing On Job Training to ensure that associates can be used with their full abilities.,
  37. 37. STATOILFounder – Year of Industry – Headquarter –Government of Norway Establishment - Petroleum and power Stavanger, Norway 2007 generation Fortune ranking - Products – Current CEO - 67 Helge Lund. Oil and natural gas production and exploration. Petrochemicals. Assets Value – US$643.01 billionDescription: Statoil ASA, trading as Statoil and formerly known as Statoil Hydro, is a Norwegianenergy company, formed by the 2007 merger of Statoil with the oil and gas division of NorskHydro.[2] The Government of Norway is the largest shareholder in Statoil with 67% of the shares.The ownership interest is managed by the Norwegian Ministry of Petroleum and Energy. [3]Statoilis a fully integrated petroleum company with production operations in thirteen countries and retailoperations in eight.
  38. 38. HR Practices Description HR people position the Group for the future, Knowledge Sharing building a culture that blends the best of our past with new influences for the future. Stateoil believe in adding value to the Developing people organization by developing its people. EMPLOYEE ENGAGEMENT "Employee Engagement is a measurable degree of an employees positive or negative emotional attachment to their job, colleagues and organization which profoundly influences their willingness to learn and perform at work".Establish a corporate climate of greater safety Providing a safe and homely environment willand quality operations. help to retain human resource of company. SAFE,HEALTHY AND HAPPY Creating a safe, healthy and happy workplace WORKPLACE will ensure that our employees feel homely and stay with our organization for a very long time. Capture their pulse through employee surveys.
  39. 39. ELECTRICITE DE FRANCEFounder – Marcel Year of Industry – Energy Headquarter – Paris,Paul Establishment - France 1946 Qualification of Fortune ranking - Products – Current CEO - founder – Graduate 68 Henri proglio of HEC Paris. Electricity generation, transmission and distribution, Energy trading. Assets Value – US$240.56 billionDescription: Electricity de France S.A. (Electricity of France), or EDF, is the world’s largest utilitycompany. Headquartered in Paris and with €65.2 billion in revenues in 2010, EDF operates adiverse portfolio of 120,000+ megawatts of generation capacity in Europe, Latin America, Asia, theMiddle-East and Africa.EDF is one of the worlds largest producers of electricity. In 2003, itproduced 22% of the European Unions electricity, primarily from nuclear power.
  40. 40. HR Practices DescriptionStrengthen ties with employee community Various cultural events and discussions will bethrough discussions and events. arranged so as to enhance inter employee understandings. PERFORMANCE DRIVEN EDF works to deliver performance and create value in various fields including green growth to meet the expectations of the company’s stakeholders. . Rights and interests of employees In conformity with relevant laws and regulations, EDF has established a human resources management system which treats all employees equally. Besides, they continue to reform the remuneration, welfare and insurance system to better adapt to social progress and our companys development. INNOVATION AND TECHNOLOGY They want to be the innovation leader for green LEADERSHIP technologies and safety. As for green technologies, we pursue three different drive system solutions: the optimization of internal- combustion engines, hybridization and locally emission free drive systems powered battery- electric or by fuel cell. FAIR EVALUATION SYSTEM FOR Develop an evaluation system that clearly EMPLOYEES links individual performance to corporate business goals and priorities. Each employee should have well defined reporting relationships. Self rating as a part of evaluation process empowers employees.,
  41. 41. LUKOILFounder – State run Year of Industry – Oil and Headquarter –company Establishment - gasoline, alternative Moscow, Russia 1991 fuel Fortune ranking - Products – Current CEO - 69 Vahid Petroleum and derived Alakbarov products service stations. Assets Value – US$212.09 billionDescription: Lukoil was formed in 1991, when three state-run, western Siberian companies,Langepasneftegaz, Urayneftegaz, and Kogalymneftegaz, merged. The initials of the threecompanies are preserved in the name Lukoil. Lukoil is Russias second largest oil company and itssecond largest producer of oil. In 2009, the company produced 97.615 million tons of oil; 1.972million barrels per day. Headquartered in Moscow, Lukoil is the second largest public company(next to ExxonMobil) in terms of proven oil and gas reserves. The company has operations in morethan 40 countries around the world.
  42. 42. HR Practices Description KNOWLEDGE SHARING We adopt a systematic approach to ensure that knowledge management supports strategy. We store knowledge in databases to provide greater access to information posted either by the company or the employees on the knowledge portals of the company. HIGHLIGHT PERFORMERS Create profiles of top performers and make these visible though company intranet, display boards etc. It will encourage others to put in their best, thereby creating a competitive environment within the company. If a systems approach is followed to shortlist high performers, you can surely avoid disgruntlements. 360 Degree Performance Management We’re involved in everything from Feedback Mechanism recruitment and performance management through to learning and development.Reducing labor cost Tesoro is looking for low labour cost so as to increase the revenue by means for maximum profitability. Training & Development with open book Leadership and Development team supports management the development of managers and talented individuals to ensure the promotion of self- fulfilment while also meeting the future business needs.,
  43. 43. VALERO ENERGYFounder – State run Year of Establishment Industry – Oil and Headquartercompany - 1980 Gasoline – San Antonio, Texas, US. Fortune ranking - 70 Products – Current CEO - Petrochemical William R. Assets Value – US$37.621 billionDescription: Valero was created on January 1, 1980, as a spinoff from the Coastal States GasCorporation. At the time, it was the largest corporate spin off in U.S. history. Valero took over thenatural gas operations of the LoVaca Gathering Company, a defunct subsidiary of Coastal StatesGas. The name Valero comes from Mission San Antonio de Valero, better known worldwide as TheAlamo. Valero Energy Corporation is a Fortune 500 international manufacturer and marketer oftransportation fuels, other petrochemical products, and power based in San Antonio, Texas, UnitedStates. The company owns and operates 15 refineries throughout the United States, Canada, UnitedKingdom, and the Caribbean.
  44. 44. HR Practices DescriptionBuilding an ideal workplace culture. To improve the efficiency and effectiveness of working and decision making of employees by providing continuous reinforcement.Pro-active working Before employee approach to company, the company itself will evaluate and probe about the employee and fair decision making will be done.Strengthen ties with employee community Various cultural events and discussions will bethrough discussions and events. arranged so as to enhance inter employee understandings.Training Company ensures training programs are in place to build a leadership pipeline and monitor consistent application of training standards throughout the organization.Attract and retain high level of talent through The talented employee is a key of growth for thecreativity company so as to retain this resource company will develop a creative plan to make the employee ease in the environment of corporate culture.,
  45. 45. Founder – Friedrich Year of Establishment Industry – Chemicals, HeadquarterEngelhorn - 1865 manufacturing, Energy – Ludwigshafen, Germany. Fortune ranking - 71 Products – Current CEO Chemicals, plastics, - Kurt Bock performance chemicals, catalyst, coatings, crop technology, crude oil and natural gas exploration and production. Assets Value – US$59.39 billionDescription: BASF was founded on 6 April 1865 in Mannheim, in the state of Baden-Württemberg,Germany, by Friedrich Engelhorn. He had been responsible for setting up a gasworks and streetlighting for the town council in 1861. The gasworks produced tar as a byproduct, and Engelhornused this for the production of dyes. BASF SE is the largest chemical company in the world and is headquartered in Germany.At the end of 2010, the company employed more than 109,000 people, with over 50,800 inGermany alone. In 2010, BASF posted sales of €63.87 billion and income from operations beforespecial items of about €8.1 billion. The company is currently expanding its international activitieswith a particular focus on Asia. Between 1990 and 2005, the company invested €5.6 billion in Asia,for example in sites near Nanjing and Shanghai, China and Mangalore in India.
  46. 46. HR Practices Description Open Book Management Style Central HR is an enabler of high value-adding Human Resource management, and works closely with HR within Shell’s various businesses to create a seamless global function.Building work environment that increases Delighting employees occasionally so as tocreativity. increase morale of teams. HIGHLIGHT PERFORMER We create profiles of top performers and make these visible through company intra net, display boards etc. It will encourage others to put in their best, thereby creating a competitive environment within the company. .EMPLOYEE EVALUATION: Every company has an employee evaluation system in place but a good system links individual performance to the goals and priorities of the organization. This works well when achievements are tracked over a year. CUSTOMER RESPECT BASF listens to its customers and constantly seeks to increase quality and provide better service with which to create customer value.
  47. 47. SOCIETE GENERALEFounder – Group of Year of Industry – Financial Headquarter –people. Establishment - Services Boulevard 1864 Haussmann, 9th arrondissement, Paris Fortune ranking - Products – Current CEO - 72 Frederic Odeon Retail, Private, investment and Corporate banking insurance; investment management Assets Value – US$1.132trillionDescription: The bank was founded by a group of industrialists and financiers during the secondempire, on May 4, 1864, to support the development of commerce and industry in France. Thebanks first chairman was the prominent industrialist Eugene Schneider (1805–1875) followed byEdward Blount, a Scotsman. Society General S.A. is a large European Bank and a major Financial Servicescompany which also has a substantial global presence. The three main divisions are Retail Banking& Specialized Financial Services (particularly in France and Eastern Europe), Corporate andInvestment Banking (Derivatives, Structured Finance and Euro Capital Markets) and GlobalInvestment Management & Services.
  48. 48. HR Practices Description Rewards and Performance linked Bonuses The Reward team provides specialist advice on pay awards and bonus schemes as well as managing employee benefits offering.Personal development and training In addition to the business purpose training personal development training is also organized every year.Health and safety To safeguard the welfare of employees when they are at work is the objective of The SG.Well Being of environment For employee assistance a 24 hrs. free helpline has been established, so as to keep environment friendly.Whistle blowing policy ‘Speak up’, the policy has been provided to employees to raise complaints anonymously.,
  49. 49. Sony Corporation Founder - Masaru Year of Establishment Industry - Headquarter - Tokyo, Ibuka and Akio - November 17, 1994 Entertainment and Japan Morita Multimedia Qualification of Fortune ranking - 73 Products - Current CEO - founder - Waseda Consumer & Howard Stringer University professional electronic equipment Communication & information-related equipment Semiconductor Electronic devices & components Battery Chemicals PlayStation Blu-ray Assets Value – US$ 155.94 billionWebsite - http://www.sony.net/SonyInfo/Description - The Sony Group is primarily focused on the Electronics (such as AV/IT products &components), Game (such as PlayStation), Entertainment (such as motion pictures and music), andFinancial Services (such as insurance and banking) sectors. Not only do we represent a wide rangeof businesses, but we remain globally unique. Our aim is to fully leverage this uniqueness inaggressively carrying out our convergence strategy so that we can continue to emotionally touchand excite our customers.
  50. 50. HR Practices Description Dedicated to Diversity Encourage applications from qualified women, men, visible minorities, aboriginal peoples, and persons with disabilities. Work assignments, transfers, promotions and compensation are all determined on the basis of merit without regard to race, ancestry, place of origin, color, ethnic origin, citizenship, creed, and age, record of offence, marital or family status, sexual orientation, or disability. Total Rewards Offer performance-driven pay, results driven bonus program, a comprehensive benefits program, professional development opportunities, and a work environment conducive to both professional and personal fulfillment individual performance is assessed annually in order to fairly distribute raises and bonuses.Health & development Benefits program like Vision Care, Dental, Medical, Travel Insurance, Disability, Life Insurance, Alternative therapies and Accidental Death and Dismemberment coverage.GOOD Work Environment There are a number of employee programs and policies in place designed to make employees feel valued and appreciated which in turn, amount to happy and motivated employees. They offer a stimulating, challenging and highly supportive work environment –with an outstanding reputation for exceptional quality and services. Work/Life Balance Sony has a number of family-friendly policies and programs in place to help achieve this generous vacation policy plus floater days, compassionate sick leave policy, paid leaves of absences, flexible work arrangements, Employee Assistance Program (covering a wide spectrum of issues), as well as health and wellness programs are all reflective of commitment to achieving employee work-life balance.
  51. 51. ArcelorMittalFounder - Lakshmi Industry - Steel Headquarter - Year ofN. Mittal Establishment - Luxembourg, UK 2006 Qualification of Fortune ranking - Products - Steel, flat Current CEO - founder - St. 74 steel products, long Lakshmi N. Mittal Xaviers College, steel products, wire Calcutta products, plates Assets Value – US $130.9 billionWebsite - http://www.arcelormittal.com/Description - ArcelorMittal is the worlds leading steel company, with operations in more than 60countries. ArcelorMittal is the leader in all major global steel markets, including automotive,construction, household appliances and packaging, with leading R&D and technology, as well assizeable captive supplies of raw materials and outstanding distribution networks.

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