Toobler Technologies Ltd. outlines three of its best HR practices: 1) an employee referral program that encourages referrals with benefits like higher quality candidates and retention; 2) a bereavement leave policy allowing up to three days off for immediate family deaths; and 3) an open door policy where managers are accessible to employees to share suggestions and concerns openly and build trust. The document provides details on how each practice is implemented at Toobler and the benefits they aim to provide employees.

1. TOOBLER TECHNOLOGIES LTD.
GROUP 1
Aashna rajan
Devika Rajgopal
H.Parvathi
Jerin Philip
Manjari Ramkumar
Rishi Raj

2. INTRODUCTION
❏ Every company follows various HR practices to make their employees satisfy and
motivate.
❏ The company ensures that these practices are best among the industry .
❏ HR practices like Employee Referral schemes gives the employees a feel that they
are also a part of decision making and companies are ready to hear them..
❏ This kind of HR practices makes the organization, the best place to work and
improves the employee morale.

3. ABOUT THE COMPANY
• Toobler was founded in 2008 with a team of five.
• It has grown its client base and employees drastically and is all set to expand
further and currently there are 50 employees working in its new office space.
• Toobler technologies Pvt Ltd. are now into their 6th year of operations and are
advocates of "the lean startup" methodology;
• They upgraded their infrastructure and in-house training programs to meet
industry requirements and trends.

4. SERVICES OFFERED
❏ web application development
❏ native apps for mobile and internet.
❏ user experience design
❏ cloud for business
❏ lean UX and UI for startups
❏ responsive web design

5. THREE BEST HR PRACTICES
OF TOOBLER

6. 1.EMPLOYEE REFERRAL PROGRAM
❏ Recruiting candidates using employee referral is widely acknowledged as being
the most cost effective and efficient recruitment method to recruit candidates and
as such, employers of all sizes, across all industries are trying to increase the
volume of recruits through this channel.
❏ An employee referral scheme encourages a company's existing employees to
select and recruit the suitable candidates from their social networks

7. BENEFITS
• Candidate quality
• Higher retention levels
• Reduction in recruitment expenditure
• The one-to-one direct relationship between the candidate and the referring
employee acts as an advantage
• superior interview to job offer conversion rates increases.

8. OBSTACLES/DISADVANTAGES
❏ An employee's social network is limited – only a small proportion of the network
may be suitable for referral
❏ Recruiting from an employee’s limited social network may compromise the
diversity of the workforce
❏ Actively referring candidates increases an employee’s workload and may be
detrimental to their main responsibilities
❏ The best and most relevant candidates may not be acquainted with an existing
employee of the company and therefore cannot be recruited via the referral
scheme
❏ The complexity of today's technology does not allow for easy employee referral
management.

9. IN TOOBLER
• The employee referral program is an opportunity to contribute in creating the best
talent, working for the success of the company, making “Toobler” a desirable
place to work.
• All employees are encouraged to provide references for Company. Employee
should not have worked with the company before.
• In order to refer a candidate the employee needs to email the referee details along
with an updated resume of the candidate, to HR personal.

10. 2.Bereavement leave policy
❏ This is allowed as to all permanent employees in order to take adequate leaves to
handle the trauma in the event of the death of an immediate family member.
❏ Employees may take up to three (03) days off with pay to attend the funeral or
make funeral arrangements.
❏ Definition of who a family member is and only if one of the following : spouse,
children, parents, grandparents, brother, sister and in-laws—dies can an employee
be considered for time off with pay.

11. 3. OPEN DOOR POLICY
❏ An open door policy is a communication policy in which a manager, CEO,
president or supervisor leaves their office door "open" in order to encourage
openness and transparency with the employees of that company.
❏ As the term implies, employees are encouraged to stop by whenever they feel the
need to meet and ask questions, discuss suggestions, and address problems or
concerns with management.
❏ An open door policy serves to foster an environment of collaboration, high
performance, and mutual respect between upper management and employees.
❏ It is a quality management practice and mechanism that serves to sustain employee
empowerment and morale, while maintaining a vital effect on improving efficiency,
productivity, growth, and corporate ethical standards.

12. ❏ The company encourages employees to share thoughts, suggestions and
concerns, seek information, provide inputs and resolve problems / issues
through your immediate manager.
❏ Managers are expected to listen to employees’ concerns, to encourage their
inputs and to seek resolutions to their problems.

13. BENEFITS
● Open door policies encourage employees to offer suggestions and ideas, provide
or solicit feedback, seek personal or professional counsel, or address concerns
within the company.
● The policy establishes an environment of trust and mutual respect between the
employer and employee.
● The practice is viewed as a morale booster by letting employees feel as if they are
able to openly speak with their employer about issues face-to-face, rather than
through e-mail or voicemail.
● In essence, an open door policy serves to empower employees, knowing that their
voice is heard and issues are quickly addressed and resolved. Trust in the company
tends to improve and grow, when employees understand that they are welcome to
confide in senior management, when immediate supervisors are unavailable.

14. Conclusion
Best practices can be defined as a method or technique that has consistently shown
results superior to those achieved with other means, and that is used as a
benchmark. In addition, a "best" practice can evolve to become better as
improvements are discovered.
The best practices followed by companies differ with respect to their domain of
work, culture, field of expertise etc. The best practise followed by one company
may not be a best practise for another company. In short, the practice's get better as
the company advances in time and responsibilities.

15. THANK YOU