The Best HR Practices


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It is a presentation on The HR Practices of Best places to work. It is presented by Sravani Lakshmi, Shanky Jaiswal, Karan Khanna, Kuldeep Indeevar, Manish Kumar Verma and Madhusudan Partani of FMG 18A, FORE School of Management

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The Best HR Practices

  1. 1. GROUP 5<br />
  2. 2. HR Practices ofbest places to work<br />
  3. 3. Meeting the Expectations<br />Introduction<br />Importance of HR<br />Components of HR<br /><ul><li>Recruitment and Selection
  4. 4. Training and Development
  5. 5. Compensation
  6. 6. Maintenance
  7. 7. Working conditions and Retention
  8. 8. Communication</li></li></ul><li>Introduction<br />Best Places to Work - one where employees <br />trustthe people they work for, <br />have pride in what they do, and <br />enjoythe people they work with.<br />
  9. 9. Introduction<br />Any practice that you devise to <br />increase the competence, <br />commitment and <br />improve the culture building<br /><br />
  10. 10. Introduction<br />Measured by the quality of three, interconnected relationships<br /><ul><li>Employees and management
  11. 11. Employees and their jobs/company
  12. 12. Employees and other employees</li></li></ul><li>Why HR is So Important<br />It deals with Human~ One of the most important factor of production <br /> But very difficult to handle<br />Deals in Selecting, Placing, Training, Appraising, Motivating, Communicating, Compensating and array of many more activities.<br />
  13. 13.
  14. 14. Recruitment and Selection<br />Google<br />Proud to be Geeks<br />Best Campaigning, <br />Second Home: Attracts best talent<br />Non Performance of Employee is regarded as Recruiters fault<br />
  15. 15. Recruitment and Selection<br />Microsoft<br /><ul><li>Priority to thought process, problem</li></ul> solving, working habits.<br />- Projects itself as a College Campus<br />- Right Person rather than Right Skill<br />
  16. 16. Training and Development<br />Boston Consultancy Group<br />Every employee needs to meet Career development Committee twice a year- Proper Career development<br />Business Essential Programme for Non-MBA hires<br />Training by seniors to juniors.<br />Ambassador Program<br />
  17. 17. Training and Development<br />Google<br />Minimum of 120 Hours of Training per year, 3 times Industry standard~ This provides competitive advantage<br />Growth path for every Individual<br />Free to choose any type of training for self-development<br />
  18. 18. Compensation - Monetary<br />Novartis<br />Pay for performance<br />Annual Incentive Plan- based on prevailing rates<br />Stock Incentive Plan- Long Term<br />Health and Insurance Coverage<br />2 weeks paid vacations<br />
  19. 19. Compensation - Non-Monetary<br />Novartis<br />Disability Coverage<br />Life Insurance and Survival Income Plan<br />Hughes Software Systems<br />SNAP Award, Annual Achievement Award<br />Presidential Award for Overall Excellence<br />Philips Software Center<br />Allowing employees to take 1 Dream Project<br />Well furnished bed rooms for employees staying late nights<br />
  20. 20. Maintenance<br />It deals in all the practices undertaken with an object to maintain satisfaction of an employee<br />It Includes<br />Working Conditions<br />Retention<br />Communication<br />
  21. 21. Working Condition and Retention<br />Deloitte<br />Gym, Yoga Room<br />Coffee Day, Restaurants, <br />Google<br />Flexible Work hours<br />Tele Commuting<br />18 weeks bonding leave for mothers and 7 for fathers<br />Seminars, Get-togethers themed with colors and creativity~ develops Sense of Belongingness<br />
  22. 22. Communication<br />Google<br />Job Satisfaction Surveys, Engineering Team Survey, and results are published in Newsletter<br />In-House Blog<br />TGIFs<br />Also webcasted for people of other time zones and people missing it <br />Mind Tree Consultants<br />Ring Bell for winning project<br />Selection of ‘Mind Tree Minds’ at random, and allowed to meet CEO for interaction, every 2 weeks<br />
  23. 23. Subex<br />Feel The Pulse Meet- Where Seniors interact with juniors to review the growth.<br />Philips Software Center<br />Philips Yellow Pages , so that any employee can search for a specific domain person and clarify their doubts and learn anything<br />Hughes Software Systems<br />E-Greetings through Intranet<br />Communication<br />