This document discusses HCL Technologies' approach to human capital management. It focuses on treating employees as the top strategic priority through initiatives like "Employees First" which aims to empower employees and enable their success. The core values of honesty, transparency, accountability, individuality and collaboration guide HCL's people practices, which include fair recruitment, competitive benefits, training programs, and ensuring a safe and respectful work environment. Whistleblower policies and transparent performance reviews help maintain high standards of conduct and accountability.
HR POLICIES AND PRACTICES OF TATA MOTORS Shree Ganesh
The presentation is about the HR policies and practices of Tata Motors.
Tata Group believes that people are their greatest asset and they adopt best practices to ensure healthy employee relations, employee growth, and development as well as work satisfaction.
HR POLICIES AND PRACTICES OF TATA MOTORS Shree Ganesh
The presentation is about the HR policies and practices of Tata Motors.
Tata Group believes that people are their greatest asset and they adopt best practices to ensure healthy employee relations, employee growth, and development as well as work satisfaction.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
HR Policy and HR Practices of Tata MotorsPavanJadhav33
This Presentation is about HR policies of Tata Motors.
HUMAN RESOURCE PRACTICES IN TATA.
Tata Group believe that people are there greatest asset and they adopt best practices to ensure healthy employee relations, employee growth and development as well as work satisfaction.
Compensation policy of tata consultancy servicesHumsi Singh
The presentation gives information about compensation policies of the popular TCS. Pay-For-Performance compensation policy is similar to a merit increase because it's based on employee performance. The viewers will be able to understand the concept of compensation management and decision making techniques through this presentation.
It is a presentation which covers Wipro company's all round information, it covers not only the HR aspect of HR Functions, Job Description, Job Specialization, Recruitment process and source but also include Sector-Company-Product-Service Information, Business Model canvas also with brief company information. The data is taken from WIPRO Company website and Naukri.com only. Presentation made by Aniket Singh for informative purpose and study of company for in-depth analysis.
This report is my term group project. It talks about the hr policies in TCS, then mainly on compensation structure. It covers the reward and award system. TCS follows Performance Appraisal of Balance Scorecard and Compensation structure based on EVA model. Award Process also covered over here.
Training and Development in WIPRo
Wipro have an in-house training department that handles continuous training of employees.
Those with less than one year of experience are taken through a well-structured induction/training program. This will cover all aspects of software development skills that are required.
To meet the ever-changing requirements in training, wipro have rolled out their e-learning initiatives, which is available to all employees. Their "Virtual Campus" runs with the objective of building a vast learning community on the Net. The facility of "Training on demand" enables the individual to be in complete charge of his own learning experience.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
HR Policy and HR Practices of Tata MotorsPavanJadhav33
This Presentation is about HR policies of Tata Motors.
HUMAN RESOURCE PRACTICES IN TATA.
Tata Group believe that people are there greatest asset and they adopt best practices to ensure healthy employee relations, employee growth and development as well as work satisfaction.
Compensation policy of tata consultancy servicesHumsi Singh
The presentation gives information about compensation policies of the popular TCS. Pay-For-Performance compensation policy is similar to a merit increase because it's based on employee performance. The viewers will be able to understand the concept of compensation management and decision making techniques through this presentation.
It is a presentation which covers Wipro company's all round information, it covers not only the HR aspect of HR Functions, Job Description, Job Specialization, Recruitment process and source but also include Sector-Company-Product-Service Information, Business Model canvas also with brief company information. The data is taken from WIPRO Company website and Naukri.com only. Presentation made by Aniket Singh for informative purpose and study of company for in-depth analysis.
This report is my term group project. It talks about the hr policies in TCS, then mainly on compensation structure. It covers the reward and award system. TCS follows Performance Appraisal of Balance Scorecard and Compensation structure based on EVA model. Award Process also covered over here.
Training and Development in WIPRo
Wipro have an in-house training department that handles continuous training of employees.
Those with less than one year of experience are taken through a well-structured induction/training program. This will cover all aspects of software development skills that are required.
To meet the ever-changing requirements in training, wipro have rolled out their e-learning initiatives, which is available to all employees. Their "Virtual Campus" runs with the objective of building a vast learning community on the Net. The facility of "Training on demand" enables the individual to be in complete charge of his own learning experience.
Collinson Grant has been helping clients with all aspects of HR for more than 40 years. We provide a fully outsourced human resources function that manages people more effectively at lower cost.
You can select which tasks you want to outsource fully and those you wish to retain in-house. Typically, we reduce the costs of running an HR function by 20%. Outsourcing also puts a wider range of specialist resources at your disposal.
Our clients include some of the UK's largest care home operators, the country's largest provider of off-street parking, and a distribution business with a turnover of more than £1.4bn. We also work for owner-managed businesses and charities with fewer than 100 employees.
This document describes how we do it.
Proposal For Human Resource PowerPoint Presentation SlidesSlideTeam
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Should You Use a Professional Employer Organization? Top Factors to ConsiderInsideUp
When executives were asked, “What do you think will be the biggest investment challenge facing organizations over the next ten years?” For 47% of respondents, the answer was, “Obtaining human capital and optimizing human capital
investments.” Learn how a PEO can help you build a stronger company, and how to choose a good fit for your business
2. Manpower Management
Recruitment & Selection
Training & Development
Performance Appraisal
Promotion, Transfer & Demotion
Administrative Section
Grievances Handling
Kaizen Suggestions
Welfare Activities
Resource Allocation
Cause & Effects study
3. This recognizes employees as the strategic
elements. The philosophy is about putting our
employees first to activate the value zone
The whole intent of 'Employees First' is to do
everything the company can to enable most of
employees to create the best possible value.
EFCS idea is that employees who are alert and are
paying attention to what they are doing would be
engaged.
4. Mirror Mirror: Creating the impetus for change-
accepting imperfections as catalysts for
transformation.
Trust through Transparency: Creating a culture of
change-seeding trust by stretching the envelope of
transparency.
5. Inverting the Organizational Pyramid: Trying to
Build a structure for change by reversing
accountable to employees in the value zone.
Recasting the role of the CEO: Transferring the
responsibility for changes from the CEO to
employees by decentralizing decision-making.
7. HCLT believes in ensuring respect for each
individual and creating a sense of ownership.
The company ensure equal opportunities for
gender, nationality, disability, sex, religion or
ethnicity for hiring.
It follow’s a local hiring strategy based on business
needs and local government policies.
8. As an 'Employee First' organization, at HCL
Technologies, the belief is that Human Capital is
the greatest strength.
HCL Technologies is committed to achieve
Occupational Health & Safety excellence.
Ensuring the Health and Safety of its Employees,
Contractors, Visitors and other Stakeholders
affected by its operations.
9. Medical & Life insurance
Leave encashment
Superannuation
Gratuity
Allowances and Bonus
Proper Appraisal mechanisms
10. Leaves (Planned and Casual)
Leave Encashment (Planned and Casual)
Maternity and Paternity leaves along with maternity
leave benefits.
LTC(leave travel concession) for holidays with
immediate family members.
Salary on payday and also Tax advisory may be
availed.
11. Annual and Biannual transparent appraisals based
on performance.
In case of resignation notice is to be served and
accepted by both the parties and notice period is to
be served or as per the contract.
12. The principles of Trust through Transparency and
Accountability are at the core of HCLT's existence.
To ensure strict compliance with ethical and legal
standards across the company, the Whistleblower
policy has been created.
The report can be submitted to Whistleblower
Committee, CEO's Office-HCLT, A-9, Sec.3, Noida,
and U.P. India. An e-mail complaint can be sent to
the Whistleblower Committee
at whistleblower@hcl.com
