I made this presentation during my Internship at PVR Cinemas Corporate, here I discussed all the important HR policies and some required information about the company.
The document discusses different types of pay structures used by organizations, including:
1) Narrow-graded structures which have defined pay grades with small ranges and provide scope for progression.
2) Broadbanded structures which reduce the number of grades into wider bands for more flexibility.
3) Career family and job family structures which group jobs by common functions or processes into levels with consistent pay ranges.
4) Pay spines used in public sector with incremental pay points and grades attached. The document compares advantages and disadvantages of different structures.
Accenture is a global professional services company that provides services in strategy, consulting, digital, technology and operations. They partner with over three-quarters of the Fortune Global 500 companies. Accenture delivers transformational outcomes for clients through expertise across more than 40 industries. The document discusses Accenture's hiring process, eligibility criteria, interview process, training and development programs, and performance management approach. Accenture evaluates employees on an ongoing basis based on objectives set by employees in collaboration with their supervisors.
HR PRACTICES OF MULTINATIONAL COMPANIES mehul chopra
This presentation would enhance your knowledge about the hr practices followed by different companies and it would enhance your knowledge about the what services does the company provide to their employees
This ppt was made for End Term Project in MBA - 2nd year - 4th Trimester for Human Resource Planning subject. This ppt covers a lot things about Zomato.
An HR portal is being created to provide HR-related content and applications to relevant employees. The HR portal will be a specialized component of the company's overall Business Portal, which aims to provide the right information to users. To design the HR portal, the document recommends generating ideas for HR-related topics, determining which HR transactions will be supported, designing an easy-to-use interface, partnering with IT to select the proper technical infrastructure, and setting up a review process to keep content current.
The document discusses human resource practices in India. It notes that India has a large population and workforce but low literacy rates, with only 12% of the workforce holding college degrees. This skills gap poses challenges for HR professionals in recruiting and retaining qualified employees. Rapid industry growth is exacerbating talent shortages. Changing workplace culture and improving employee retention are key concerns. Companies are responding by rapidly hiring and training employees while appealing to personal needs through career opportunities and education.
Family owned businesses make up a large percentage of businesses in India, with approximately 90% being family owned or controlled. Succession planning is important for continued success but only 15% of Indian family businesses have a robust plan. The major business houses discussed are Tata, Reliance, Birla, and Ambani. They have grown significantly over generations through expansion, acquisitions, and diversification. Maintaining family harmony and establishing clear succession plans and governance structures are keys to ensuring long term survival of family businesses.
The document discusses different types of pay structures used by organizations, including:
1) Narrow-graded structures which have defined pay grades with small ranges and provide scope for progression.
2) Broadbanded structures which reduce the number of grades into wider bands for more flexibility.
3) Career family and job family structures which group jobs by common functions or processes into levels with consistent pay ranges.
4) Pay spines used in public sector with incremental pay points and grades attached. The document compares advantages and disadvantages of different structures.
Accenture is a global professional services company that provides services in strategy, consulting, digital, technology and operations. They partner with over three-quarters of the Fortune Global 500 companies. Accenture delivers transformational outcomes for clients through expertise across more than 40 industries. The document discusses Accenture's hiring process, eligibility criteria, interview process, training and development programs, and performance management approach. Accenture evaluates employees on an ongoing basis based on objectives set by employees in collaboration with their supervisors.
HR PRACTICES OF MULTINATIONAL COMPANIES mehul chopra
This presentation would enhance your knowledge about the hr practices followed by different companies and it would enhance your knowledge about the what services does the company provide to their employees
This ppt was made for End Term Project in MBA - 2nd year - 4th Trimester for Human Resource Planning subject. This ppt covers a lot things about Zomato.
An HR portal is being created to provide HR-related content and applications to relevant employees. The HR portal will be a specialized component of the company's overall Business Portal, which aims to provide the right information to users. To design the HR portal, the document recommends generating ideas for HR-related topics, determining which HR transactions will be supported, designing an easy-to-use interface, partnering with IT to select the proper technical infrastructure, and setting up a review process to keep content current.
The document discusses human resource practices in India. It notes that India has a large population and workforce but low literacy rates, with only 12% of the workforce holding college degrees. This skills gap poses challenges for HR professionals in recruiting and retaining qualified employees. Rapid industry growth is exacerbating talent shortages. Changing workplace culture and improving employee retention are key concerns. Companies are responding by rapidly hiring and training employees while appealing to personal needs through career opportunities and education.
Family owned businesses make up a large percentage of businesses in India, with approximately 90% being family owned or controlled. Succession planning is important for continued success but only 15% of Indian family businesses have a robust plan. The major business houses discussed are Tata, Reliance, Birla, and Ambani. They have grown significantly over generations through expansion, acquisitions, and diversification. Maintaining family harmony and establishing clear succession plans and governance structures are keys to ensuring long term survival of family businesses.
HR Policies of Reliance Industries Limited (5Key Points)
- Recruitment Process
- Training and Development
- Inclusiveness & Diversity
- Employee Benefits
- Employee Reviews and Satisfaction
EMERGING TRENDS IN TRAINING AND DEVELOPMENT Ashley D
The document discusses emerging trends in training and development, including electronic enabled training systems, gamification, team building, and Six Sigma. It provides details on various training methods used by Infosys and Godrej, two large Indian companies. Infosys is recognized as a leader in training and development with programs like its Global Business Foundation School and Leadership Institute. It trains over 15,000 employees annually at its world's largest training center in Mysore. Godrej also focuses on training initiatives across its diverse business divisions.
This document discusses positioning strategies for Evoe Spring Spa, an Indian startup aiming to provide affordable spa services. It considers positioning the spa experience as affordable health, affordable indulgence, or a little vacation. Focus groups suggested affordable health is the best approach, emphasizing relaxation and stress relief. Affordable indulgence was less preferred due to perceptions of spas as luxurious. A vacation positioning was also rejected as people see weekends as family time. The document recommends initially targeting "Sprinters and Racers", young professionals willing to pay for perceived health benefits.
1) The document summarizes the industrial relations issues between Maruti Suzuki and its workers at the Manesar plant in Haryana, India from 1997-2012.
2) In July 2012, violence broke out at the plant resulting in one death and injuries to over 100 people after months of tensions between workers and management over issues like wages, temporary workers, and union recognition.
3) Both workers and management blamed each other for the violence and disruptions, with workers citing issues like low pay, harsh working conditions, and abuse, while management accused workers of sabotage and intentionally reducing quality and output.
- Green Valley Megastores has 15 stores across India and invests in diverse businesses including multiplexes.
- The company conducts annual performance appraisals for employees who have completed one year of service, but there was dissatisfaction with the new normalization process.
- The HR director faced a dilemma as to why the new performance management system led to many complaints.
This document provides a project report on studying HR practices at ITC. It includes an introduction, objectives of studying HR practices, a company profile of ITC, and planned sections on recruitment, training, performance appraisal, employee welfare, productivity, research methodology, results and conclusions. ITC is an Indian conglomerate with businesses in FMCG, hotels, paper, agriculture, and IT. The report aims to understand and improve ITC's HR practices like recruitment, training, and performance management to increase employee and company performance.
1. Sector, Company, Product / Service (Overview)
2. Discuss the functions of HR managers in Infosys.
3. Define Organization structure and justify the structure for Infosys company.
The document discusses the Talent Acquisition Group at HCL Technologies. It outlines objectives to improve quality of hire, implement an innovative acquisition method, and increase profitability through a new TAG structure and metrics. The new structure provided visibility into available talent across skills, experience, and locations. Key performance metrics like iTAP and POFU gamification were introduced to better assess performance and minimize offer renege rates to improve resource utilization. The quality of hire was also an important focus, and was measured through tools like Hirevue and a MAD LTD campaign.
Eastern Condiments Pvt. Ltd. is an ISO 22000 & HACCP certified company located in Theni, Tamil Nadu that produces a variety of spices, curry powders, blended masalas, pickles, and rice products. Founded in 1983, the company employs over 2,500 people and enjoys an annual turnover of 650 crores. It holds a 75% market share and supplies over 6 lakh stores across India with its 500 vehicles. The company aims to be a preferred supplier through adopting global standards and innovative practices.
This document summarizes Netflix's business strategies. It includes a PEST analysis noting political issues like piracy and content licensing. A five forces analysis finds high threats from substitutes and new entrants. Netflix's core problem is the high threat from all five competitive forces, especially the bargaining power of suppliers and buyers. Netflix's strategy is to pursue market penetration through excellent service and low prices, focus on creating its own content, increase innovation spending, use pricing cautiously, transition fully to streaming, partner to optimize its platform, and maintain high availability distribution.
The document discusses the 3-P Compensation Concept which includes Pay for Position, Pay for Person, and Pay for Performance. Pay for Position bases pay on the job requirements rather than individual skills. Pay for Person links pay to individual skills, competencies, and market demand. Pay for Performance provides financial rewards based on performance assessments against individual, team, or organizational goals.
Reliance Industries Ltd is an Indian conglomerate founded in 1932 by Dhirubhai Ambani. It is currently led by Mukesh Ambani and had revenue of ₹6.592 trillion in 2020. The company operates across various sectors including textiles, petroleum, retail and telecommunications.
The document outlines Reliance's HR policies which focus on creating a respectful and empowering work environment. Key policies include merit-based recruitment, employee engagement initiatives like the R-Voice radio program, comprehensive leaves and benefits, and prohibitions against alcohol/drug abuse and unsafe workplace conduct. The goal is to attract and retain talented employees who uphold the company's values of excellence, integrity and accountability
This document discusses compensation strategies in India. It outlines three main models of compensation strategy: position based, person based, and performance based. For each model, it describes the key aspects, benefits, and pitfalls. It also discusses compensation practices that are common in India, such as maintaining a lower cost of labor compared to other countries and offering double digit salary increases. The conclusion recommends that a performance based model is best for motivating employees and controlling work activities.
Business recommendations and statistical analysis based on previous patient data using excel. Used a simple linear regression and a multiple linear regression to find out the specific quantitative relationship between the target variable and the explanatory variables. The multiple regression analysis provided insights on which explanatory variables have a major influence on the target variable, the Total Cost to the Hospital. Previous patient data was not enough to determine the cost to hospital.
Case study on infosys technologies – the bestAbhinav Kp
Humble Beginning & Spectacular Growth
Found in 1981,
By N.R. Narayana Murthy & his six colleagues
Global Presence with 32 sales offices in 17 countries & 33 global development centre
Overall Problem-
It has been estimated that worldwide, the total number of vehicles is most likely to triple by the year 2050, and it will be concentrated in developing regions, leading to energy and ecological calamity. Governmental agencies are now directing their focus on the development of electric vehicles to avert the impending crisis.
Current Scenario
India currently spends $102 billion on importing crude oil to cover 80 % of its transport needs, putting a strain on the Indian Economy and pointing towards a shortage of energy reserves
soon. The automobile sector has reported an increase in sales, from 21.5 million in FY19 to 26.2 million in FY20, making it lucrative for the transport giants to increase the production of EVs. The move also puts the focus on Indian infrastructure for electricity generation. India produces 374 Gigawatts of electricity, providing for 97.6 % of the households in India, and
around 90% of the rural areas, which indicates that the energy sector may soon face a shortage.
Advantages
The gains consist of environmental and economic benefits. By adopting a shared and electric model for transportation, energy consumption and carbon emissions can be reduced by 64 percent and 37 percent, respectively, by 2030.
Current Framework
Government policy advisor NITI Ayog has proposed electrification for 80 percent of two- and three-wheelers, 30 percent of four-wheelers, and 45 percent of buses by 2030. Authorities have introduced the Faster Adoption and Manufacturing of (Hybrid) and Electric Vehicles in India (FAME) - II; a scheme that incentivizes the purchase of EVs. It has also been proposed that the Goods and Services Tax (GST) rate on EVs should be reduced from a rate of 12 percent to 5 percent.
The scheme of Battery-swapping has been introduced wherein users pay only when they swap a used battery with a charged one instantly. The market for EV battery-swapping is likely to increase up to $6.1 million by the year 2030
Challenges-
1. Estimate the growth of the 4-wheeler EV segment over 5 years (till FY25). Calculate the projections for all the years.
2. What will be the main challenges of the EV segment to grow in the given scenario of COVID-19?
3. Suppose you are the Indian head of Tata Motors. Propose a detailed plan to increase the penetration of the 4-wheeler private EV in Agra. (Consider COVID-19)
4. Estimate the cost of providing charging spaces in a popular marketplace like Connaught Place in Delhi.
5. Come up with strategies to implement the practice of battery swapping feasibly to the consumers.
The document discusses ITC Limited's human resource development strategies, including attracting and developing top talent through training programs. ITC focuses on leadership development, skills training, and creating a responsive culture. Key talent management strategies include recruitment from top campuses, investments in learning and development, and encouraging local employment.
The Zee-Sony merger brings together two major entertainment companies in India to form the second largest such network. Sony Pictures Networks India will hold a 50.86% stake in the merged entity, with Zee Entertainment Enterprises retaining a 3.99% stake. The merger provides benefits like stronger content creation, expanding the digital business, and pursuing growth opportunities. It provides access to a large library of TV and movie content across multiple languages. The merger was completed in December 2021.
Bharti Airtel has a strong focus on human resource management strategies that align with its business goals. Some of the key aspects of Bharti Airtel's HRM strategy include focusing on recruiting young employees on average age of 26, extensive training programs, performance-linked compensation, and emphasis on employee satisfaction. Bharti Airtel conducts regular surveys to gather employee feedback and has implemented several policies around recruitment, talent management, performance management, training, rewards, and employee benefits to motivate its workforce.
Human resource practices in l&t (presentation on Larsen & toubro)manas agrawal
Larsen & Toubro (L&T) is an Indian multinational engaged in engineering, construction, and manufacturing which was founded in 1938 in Mumbai by two Danish engineers. L&T has grown to be one of the largest and most respected private sector companies in India with a global presence and offers diverse business services including construction, power, shipbuilding, infrastructure development, and more. The company has over 40,000 employees worldwide and is known for its innovativeness, financial performance, talent management practices, and quality of products and services.
The presentation talks about The best places to work for. It compares Top 5 places to work for across the globe with top 5 places to work for in India.
Hrm of digital advertisement agency.n advertising agency's reputation rides on its account management and creative capabilities. That puts its people at the center of its success. Like their counterparts in other industries, ad agency HR departments handle benefits administration, compensation and staffing. However, the retention and recruitment challenges they face have a more direct impact on profitability. In an industry transforming from traditional print and television formats to digitally driven, technology-based platforms, ad agency management increasingly needs an HR department that can help its business respond to this new environment.
Advertising agency human resources professionals focus on filling positions with individuals who fit the agency's personality, share its client philosophy and bring a proven ability to deliver ideas and designs that translate into brand-building, sales-generating advertising. HR develops job specifications for the recruitment firms they employ based on input the hiring manager provides. The HR department not only must fill open positions to ensure consistent client service levels, it also must plan future needs and recruit accordingly.
HR Policies of Reliance Industries Limited (5Key Points)
- Recruitment Process
- Training and Development
- Inclusiveness & Diversity
- Employee Benefits
- Employee Reviews and Satisfaction
EMERGING TRENDS IN TRAINING AND DEVELOPMENT Ashley D
The document discusses emerging trends in training and development, including electronic enabled training systems, gamification, team building, and Six Sigma. It provides details on various training methods used by Infosys and Godrej, two large Indian companies. Infosys is recognized as a leader in training and development with programs like its Global Business Foundation School and Leadership Institute. It trains over 15,000 employees annually at its world's largest training center in Mysore. Godrej also focuses on training initiatives across its diverse business divisions.
This document discusses positioning strategies for Evoe Spring Spa, an Indian startup aiming to provide affordable spa services. It considers positioning the spa experience as affordable health, affordable indulgence, or a little vacation. Focus groups suggested affordable health is the best approach, emphasizing relaxation and stress relief. Affordable indulgence was less preferred due to perceptions of spas as luxurious. A vacation positioning was also rejected as people see weekends as family time. The document recommends initially targeting "Sprinters and Racers", young professionals willing to pay for perceived health benefits.
1) The document summarizes the industrial relations issues between Maruti Suzuki and its workers at the Manesar plant in Haryana, India from 1997-2012.
2) In July 2012, violence broke out at the plant resulting in one death and injuries to over 100 people after months of tensions between workers and management over issues like wages, temporary workers, and union recognition.
3) Both workers and management blamed each other for the violence and disruptions, with workers citing issues like low pay, harsh working conditions, and abuse, while management accused workers of sabotage and intentionally reducing quality and output.
- Green Valley Megastores has 15 stores across India and invests in diverse businesses including multiplexes.
- The company conducts annual performance appraisals for employees who have completed one year of service, but there was dissatisfaction with the new normalization process.
- The HR director faced a dilemma as to why the new performance management system led to many complaints.
This document provides a project report on studying HR practices at ITC. It includes an introduction, objectives of studying HR practices, a company profile of ITC, and planned sections on recruitment, training, performance appraisal, employee welfare, productivity, research methodology, results and conclusions. ITC is an Indian conglomerate with businesses in FMCG, hotels, paper, agriculture, and IT. The report aims to understand and improve ITC's HR practices like recruitment, training, and performance management to increase employee and company performance.
1. Sector, Company, Product / Service (Overview)
2. Discuss the functions of HR managers in Infosys.
3. Define Organization structure and justify the structure for Infosys company.
The document discusses the Talent Acquisition Group at HCL Technologies. It outlines objectives to improve quality of hire, implement an innovative acquisition method, and increase profitability through a new TAG structure and metrics. The new structure provided visibility into available talent across skills, experience, and locations. Key performance metrics like iTAP and POFU gamification were introduced to better assess performance and minimize offer renege rates to improve resource utilization. The quality of hire was also an important focus, and was measured through tools like Hirevue and a MAD LTD campaign.
Eastern Condiments Pvt. Ltd. is an ISO 22000 & HACCP certified company located in Theni, Tamil Nadu that produces a variety of spices, curry powders, blended masalas, pickles, and rice products. Founded in 1983, the company employs over 2,500 people and enjoys an annual turnover of 650 crores. It holds a 75% market share and supplies over 6 lakh stores across India with its 500 vehicles. The company aims to be a preferred supplier through adopting global standards and innovative practices.
This document summarizes Netflix's business strategies. It includes a PEST analysis noting political issues like piracy and content licensing. A five forces analysis finds high threats from substitutes and new entrants. Netflix's core problem is the high threat from all five competitive forces, especially the bargaining power of suppliers and buyers. Netflix's strategy is to pursue market penetration through excellent service and low prices, focus on creating its own content, increase innovation spending, use pricing cautiously, transition fully to streaming, partner to optimize its platform, and maintain high availability distribution.
The document discusses the 3-P Compensation Concept which includes Pay for Position, Pay for Person, and Pay for Performance. Pay for Position bases pay on the job requirements rather than individual skills. Pay for Person links pay to individual skills, competencies, and market demand. Pay for Performance provides financial rewards based on performance assessments against individual, team, or organizational goals.
Reliance Industries Ltd is an Indian conglomerate founded in 1932 by Dhirubhai Ambani. It is currently led by Mukesh Ambani and had revenue of ₹6.592 trillion in 2020. The company operates across various sectors including textiles, petroleum, retail and telecommunications.
The document outlines Reliance's HR policies which focus on creating a respectful and empowering work environment. Key policies include merit-based recruitment, employee engagement initiatives like the R-Voice radio program, comprehensive leaves and benefits, and prohibitions against alcohol/drug abuse and unsafe workplace conduct. The goal is to attract and retain talented employees who uphold the company's values of excellence, integrity and accountability
This document discusses compensation strategies in India. It outlines three main models of compensation strategy: position based, person based, and performance based. For each model, it describes the key aspects, benefits, and pitfalls. It also discusses compensation practices that are common in India, such as maintaining a lower cost of labor compared to other countries and offering double digit salary increases. The conclusion recommends that a performance based model is best for motivating employees and controlling work activities.
Business recommendations and statistical analysis based on previous patient data using excel. Used a simple linear regression and a multiple linear regression to find out the specific quantitative relationship between the target variable and the explanatory variables. The multiple regression analysis provided insights on which explanatory variables have a major influence on the target variable, the Total Cost to the Hospital. Previous patient data was not enough to determine the cost to hospital.
Case study on infosys technologies – the bestAbhinav Kp
Humble Beginning & Spectacular Growth
Found in 1981,
By N.R. Narayana Murthy & his six colleagues
Global Presence with 32 sales offices in 17 countries & 33 global development centre
Overall Problem-
It has been estimated that worldwide, the total number of vehicles is most likely to triple by the year 2050, and it will be concentrated in developing regions, leading to energy and ecological calamity. Governmental agencies are now directing their focus on the development of electric vehicles to avert the impending crisis.
Current Scenario
India currently spends $102 billion on importing crude oil to cover 80 % of its transport needs, putting a strain on the Indian Economy and pointing towards a shortage of energy reserves
soon. The automobile sector has reported an increase in sales, from 21.5 million in FY19 to 26.2 million in FY20, making it lucrative for the transport giants to increase the production of EVs. The move also puts the focus on Indian infrastructure for electricity generation. India produces 374 Gigawatts of electricity, providing for 97.6 % of the households in India, and
around 90% of the rural areas, which indicates that the energy sector may soon face a shortage.
Advantages
The gains consist of environmental and economic benefits. By adopting a shared and electric model for transportation, energy consumption and carbon emissions can be reduced by 64 percent and 37 percent, respectively, by 2030.
Current Framework
Government policy advisor NITI Ayog has proposed electrification for 80 percent of two- and three-wheelers, 30 percent of four-wheelers, and 45 percent of buses by 2030. Authorities have introduced the Faster Adoption and Manufacturing of (Hybrid) and Electric Vehicles in India (FAME) - II; a scheme that incentivizes the purchase of EVs. It has also been proposed that the Goods and Services Tax (GST) rate on EVs should be reduced from a rate of 12 percent to 5 percent.
The scheme of Battery-swapping has been introduced wherein users pay only when they swap a used battery with a charged one instantly. The market for EV battery-swapping is likely to increase up to $6.1 million by the year 2030
Challenges-
1. Estimate the growth of the 4-wheeler EV segment over 5 years (till FY25). Calculate the projections for all the years.
2. What will be the main challenges of the EV segment to grow in the given scenario of COVID-19?
3. Suppose you are the Indian head of Tata Motors. Propose a detailed plan to increase the penetration of the 4-wheeler private EV in Agra. (Consider COVID-19)
4. Estimate the cost of providing charging spaces in a popular marketplace like Connaught Place in Delhi.
5. Come up with strategies to implement the practice of battery swapping feasibly to the consumers.
The document discusses ITC Limited's human resource development strategies, including attracting and developing top talent through training programs. ITC focuses on leadership development, skills training, and creating a responsive culture. Key talent management strategies include recruitment from top campuses, investments in learning and development, and encouraging local employment.
The Zee-Sony merger brings together two major entertainment companies in India to form the second largest such network. Sony Pictures Networks India will hold a 50.86% stake in the merged entity, with Zee Entertainment Enterprises retaining a 3.99% stake. The merger provides benefits like stronger content creation, expanding the digital business, and pursuing growth opportunities. It provides access to a large library of TV and movie content across multiple languages. The merger was completed in December 2021.
Bharti Airtel has a strong focus on human resource management strategies that align with its business goals. Some of the key aspects of Bharti Airtel's HRM strategy include focusing on recruiting young employees on average age of 26, extensive training programs, performance-linked compensation, and emphasis on employee satisfaction. Bharti Airtel conducts regular surveys to gather employee feedback and has implemented several policies around recruitment, talent management, performance management, training, rewards, and employee benefits to motivate its workforce.
Human resource practices in l&t (presentation on Larsen & toubro)manas agrawal
Larsen & Toubro (L&T) is an Indian multinational engaged in engineering, construction, and manufacturing which was founded in 1938 in Mumbai by two Danish engineers. L&T has grown to be one of the largest and most respected private sector companies in India with a global presence and offers diverse business services including construction, power, shipbuilding, infrastructure development, and more. The company has over 40,000 employees worldwide and is known for its innovativeness, financial performance, talent management practices, and quality of products and services.
The presentation talks about The best places to work for. It compares Top 5 places to work for across the globe with top 5 places to work for in India.
Hrm of digital advertisement agency.n advertising agency's reputation rides on its account management and creative capabilities. That puts its people at the center of its success. Like their counterparts in other industries, ad agency HR departments handle benefits administration, compensation and staffing. However, the retention and recruitment challenges they face have a more direct impact on profitability. In an industry transforming from traditional print and television formats to digitally driven, technology-based platforms, ad agency management increasingly needs an HR department that can help its business respond to this new environment.
Advertising agency human resources professionals focus on filling positions with individuals who fit the agency's personality, share its client philosophy and bring a proven ability to deliver ideas and designs that translate into brand-building, sales-generating advertising. HR develops job specifications for the recruitment firms they employ based on input the hiring manager provides. The HR department not only must fill open positions to ensure consistent client service levels, it also must plan future needs and recruit accordingly.
This document provides an overview and presentation by Another Outstanding Solution (AOS) on helping employees retire with certainty. It summarizes AOS's services including actuarially calculating retirement targets for employees and guaranteeing retirement outcomes. It outlines key benefits like inspiring employee loyalty and lowering costs. It also describes AOS's experience and three packaged service levels from basic brokerage to a more advanced personalized financial planning approach. The presentation concludes by asking the audience if AOS is the right solution provider and outlines next steps to review current arrangements and potentially implement an AOS solution.
Project We Like is featuring a few best entrepreneurs who have succeeded in their businesses wonderfully. Their introduction and their lifetime work is shown in brief.
Kickstart Briefing Document - Our Offer for ProvidersThe Pathway Group
Employability skills are defined as the transferable skills needed by an individual to make them 'employable'. Along with good technical understanding and subject knowledge, employers often outline a set of skills that they want from an employee.
Toyota has a quality culture that focuses on customer satisfaction through continual improvement. Key aspects of Toyota's quality culture include teamwork, continuous learning, quality focus, and treating suppliers as partners. This is different from a traditional culture which prioritizes short-term profits over customer needs and views problems as individual issues rather than looking for root causes. Toyota strives for long-term objectives, customer-focused management, and strategic problem-solving through a process of constant improvement.
The document discusses the extended marketing mix for services, also known as the 7Ps. It explains that the traditional 4Ps marketing mix is expanded to include People, Physical Evidence, and Process when marketing services. People refers to the staff delivering the service. Physical Evidence includes tangible aspects that influence the customer experience. Process is how the service is delivered to customers. The document provides examples for each P to illustrate their importance in service marketing.
Management of Reward Strategy to drive superior performance1Raj N.kumar
This document outlines a company's total rewards strategy to attract, retain, and motivate top talent to drive superior performance. The strategy includes competitive compensation and benefits, work-life balance programs, recognition awards for high performers, and opportunities for career growth. Performance management and talent development processes are also discussed to ensure goals are set and employees' strengths and weaknesses are identified to help them improve. The rewards strategy is designed to align with the company's mission, values, and business objectives. Suggestions for enhancing the strategy include improving communication of benefits and making the programs more flexible and global.
Chase up is a retail chain that started operations in Multan, Pakistan in June 2014. It offers a wide range of products including clothing, footwear, home goods, and more. Chase up aims to maximize customer convenience and plans to expand by opening more stores. The company's vision is to be a pioneer in Pakistani retail and provide good quality, low-priced products through continuous innovation. Chase up works to develop its employees and contribute to Pakistan's economic growth. One of its goals is to offer wholesale prices and a comfortable shopping environment for customers.
Pepsico(tropicana) sales and distriutionSahil Khanna
PepsiCo's sales and distribution strategies in Delhi NCR are aimed at different market segments. For modern trade accounts, PepsiCo provides flexibility in order timing and quantity to large customers. Institutional accounts like hotels and restaurants are also a priority. The traditional trade involves smaller stores that are served by individual routes. PepsiCo uses distributors, route agents, and delivery agents to supply products through the distribution network from manufacturing plants to customers. Maintaining good relationships with retailers and distributors is important for the company.
This document discusses the importance of quality and customer satisfaction in business. It emphasizes that companies must satisfy customer needs to survive, as the customer is the top priority. It also stresses that quality must be the cornerstone of a company's culture, and that this requires clear responsibilities, staff training, management participation, and focusing on continuous improvement. The overall message is that prioritizing quality service and meeting customer expectations is essential for business success.
The pitch includes content around general HR policies, Learning and Development initiatives, Integrity & Compliance over-view etc. It aims at providing a flavor of Life @Genpact to prospective Genpact employees which will further smoothen their transition to Genpact.
The document summarizes the vision, mission, objectives, and organizational structure of Lever Brothers Pakistan Limited. The key points are:
1. The vision is to excel in all fields and provide customer delight through quality products. The mission is to be the leading consumer company in Pakistan with dominant market positions across various product categories.
2. The objectives include 15% annual growth, understanding consumer needs, delivering superior value through innovation, improving efficiency, and developing new markets.
3. The organizational structure has a chairman who leads a management committee responsible for strategy and policy. Department heads oversee functions and ensure targets are met.
- Apigee is a tech company that delivers API services and was known for its empowering culture focused on employee autonomy, innovation, and lack of hierarchy. However, its flat structure and informal practices may not be sustainable as the company grows.
- The document evaluates alternatives like introducing a formal leave policy, changing to a matrix structure with some hierarchy, establishing formal meeting and communication channels, adjusting the performance evaluation system, and changing the hiring policy to include freshers.
- It recommends changing the structure and formalizing activities like leaves, meetings and working conditions to maintain control and coordination as the company grows, while preserving its core values and culture of empowerment. It suggests implementing changes gradually and having contingency plans if the changes
- Apigee is a tech company that delivers API services and was built on values of empowering employees through autonomy and freedom. However, as the company grows this culture may not be sustainable.
- The document evaluates alternatives like introducing a formal leave policy, changing to a matrix structure with some hierarchy, establishing formal meeting structures, and changing hiring to include freshers in order to make the culture more sustainable as the company scales.
- It recommends changing the structure and formalizing some processes gradually while preserving the core values of passion, action, and respect to balance growth needs with cultural sustainability.
The document outlines the HR policies of Senbo Engineering Ltd. It discusses the company's recruitment, induction, performance evaluation, counseling, career planning, training, and retirement policies. The objective of the HR policies is to provide opportunities for employees' all-round growth and development while helping them realize their potential and contribute to organizational goals. This is achieved through various programs and facilities like training, job rotation, and performance appraisals.
Rieco Industries Limited strives to engage its employees through various programs and practices. It provides opportunities for career development like training programs and individual development plans. It also aims to build trust with employees through transparency, communication, and delivering on promises. Some of the benefits Rieco provides to engage workers include allowances, health programs, equal treatment, and work-life balance initiatives like family picnics. The company uses performance reviews and rewards to recognize employee contributions.
This is UP - A Social Enterprise Case Study. Karen Frampton, This is UPAction-Project
This document summarizes a social enterprise called This is UP that provides career development services and matches job seekers with employment opportunities. The enterprise helps unemployed, underemployed, and self-employed individuals improve their job prospects. It also assists employers by sourcing qualified candidates. This is UP conducted a pilot program that helped 20% of participants secure job interviews and 13% get jobs. The enterprise aims to expand its services and make its sustainable model available nationwide.
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2. Company Overview
PVR Limited
Parent
Company
JV between Priya Exhibitors Private
Limited and Village Roadshow Limited
Category Broadcasting& Cables
Sector Media and Entertainment
Tagline/ Slogan Experience the Difference
USP Most Admired Multiplex Chain
3. STP
Segment
Premium Customers – PVR Gold
Urban – PVR Cinemas
Non metro (Tier 2 and 3 cities) – PVR
Talkies
Target Group
Urban and semi urban middle and
upper middle class audience
Positioning
A commitment to deliver the best
quality cinema viewing Every Where,
Every Time
4. •PVR cinemas, is the largest and the most premium film
entertainment company.
• Company began as a joint venture between Priya Exhibitors
Pvt. Ltd. and Village Roadshow Ltd. in 1995, & began its
commercial operations in June 1997.
• Company is founded by Mr Ajay Bijli, who is the Chairman
and Managing Director.
• Pioneer in Indian multiplex.
• Leadership position in India with approx. 40% share of
Hollywood Box Office and approx. 25% share of Bollywood
Box Office
• 75 million guests, 569 screens, 123 theatres, 48 cities in pan
India.
5. AJAY BIJLI (MD)
• CNBC TV 18 has recently awarded him with Asia Innovator of
the Year award at India Business Leader awards, 2016 (IBLA)
• Images Retail awarded him as Most Admired Retailer of the
year 2016.
• His Mantra, “I was very keen that my company should not
become a MOM and POP operation. I should have a business
that is something I enjoy, and make it scalable.
• He said: looking beyond cinema, company has taken a bold,
new view of the Indian entertainment industry and is in the
process of creating new entertainment formats to take the savvy
Indian audience several notches higher. A new tie–up has been
forged with Thailand's largest provider of premium
entertainment, Major Cineplex Group, to form a new joint
venture which will offer bowling, karaoke and ice–skating in an
exciting new format that also includes cinema.
6. Three pillars of PVR
1. Vision: “The no. 1 exhibition company of India,
recognized & admired all over the world for its unique
qualities in:
• Passion for Movies,
• Customer Services,
• Safety Standards,
• Dazzle & Delight Customers,
• Discovering New Ways &
• Means to Serve Patrons &
•Reach Next Level.”
7. 2. Mission:
“To Dazzle & Delight Patrons by giving the best cinema
experience everywhere, every time.”
3. Values:
• Unblemished character
• Unabated efficiency
• Unlimited belief and passion and energy
• Unrivalled corporate citizen
• Unparalleled customer care
• Uncompromising quality of product
• Unconditional respect for people
8. Employee benefits
• Medical claims
• Provident fund
• Employee’s state insurance corporation
• Travel policy
• Reimbursement scheme
• Zero percent interest loan
• Marriage gifts
• Birthday bash for monthly birthday celebration
• Ticket borne by company(TBC)
• Concession on transaction(COT)
9. HR Processes Practiced By The Firm
• On Boarding Processes
• Employee Training
• Recruitment
• Compliance Management
• Performance Management
• Employee Relation
• KRONOS Management
• ORACLE HRIS Tools Maintenance And Management
• Compensation Management
• Salary Breakage
• Incentives And Increments
• Pay Slips Management
• Full And Final Settlements
• Grievance Management
10. HR Policies
• Mobile Expense Reimbursement Policy
• Attire Policy
• Recruitment And Selection Policy
• Employee Referral Policy
• Attendance And Leave Policy
• Prevention Of Sexual Harassment Policy(POSH)
• Loan And Salary Advance Policy
• Transfer Policy
• Marriage Gift Policy
• Incident Reporting Procedure Policy
• Travel Policy
11. Mobile Expense Reimbursement
Policy
• This policy was came in action on 1st June, 2015 and formed
when company feel, it is hard for employees to stay connected
with each other and they are not able to communicate without
hindrance at that time. But nowadays, mode of communication
get very well advanced, through introducing apps and better
plans by telecom industry and a big thanks to reliance for
introducing jio which make communication easy and free. So,
there is no need of such big amount of mobile expense
reimbursement.
• Solution:
•Corporate Sim
• Lowering down the limits of mobile expense reimbursement
by analysing the job role and specification deeply
12. Attire Policy
• This policy is active since 1st September, 2014, when
company feel that different employees have different choices
of fashion, comfort, smartness and personality. But in
corporate this is not acceptable, there should be parity; no
distinguish due to their dressing sense, equal opportunities to
all employees, so it is required to form a common platform
for all.
•Corporate compose of professionals, so there should be
professionalism in their every move, personality, in a way
they interact, in a way they stand, they deal with problems,
their clothes i.e. their full attire.
•They should be neat and well groomed because employees
are representing our company; they are branding and
marketing our company at all time.
13. Recruitment and Selection Policy
• This policy is the most important policy for the corporate.
This policy came onto the surface when company recognizes
that the employees are keys to their success and earns to
attract and retain staff of the highest calibre. Human
resource is most important tool of the company as all tasks
are performed by humans. Therefore skilful, talented,
knowledgeable employees are required in the company for
the more effectiveness and efficiency of the service provided.
• It is more over good and well executed, but need to improve
its process.
14. Employee Referral Policy
• This policy is related to recruitment and selection policy
and need for this policy is realised when company feel that
good human resources are available within their employees
circle.
•Therefore, this policy is design appropriately for internal
employee referral. Employee referral process is a advance
version of recruitment strategy, which is good for
organisation as it cut down the cost to company.
15. Attendance And Leave Policy
•This policy came into an action on 1st July, 2014 when
company feels that there should be a balance between mind
and body of an employee for the optimum physical and
mental alertness.
•Company believes in automation process of attendance
record therefore; introduce KRONOS system in the
organisation.
•This policy is important for the company to provide the
employees with holidays and leaves to re-energise
themselves and to take care of unexpected exigencies and
illness.
16. Policy on Prevention of Sexual
Harassment (POSH)
•This policy is one of the most important policies in corporate
nowadays, whose latest version released on April, 2012 and the
chairperson of this policy is Ms. Preeti Vermani.
•As company believes all employees, including other persons
who have dealings with the company have the right to be
treated with dignity.
•This policy considers the Supreme Court definition of sexual
harassment, therefore policy is design by taking into
consideration those guidelines.
17. Loan & Salary Advance Policy
• This policy is activated from 01 June, 2015 when company
feels that life can throw unforeseen challenges and
circumstances which require financial soundness to crisis
associated with such events. This policy formed to support
employees with financial help for difficult events that require
a sudden and immediate attention.
• Compliment: This policy is employee oriented which is
good for the organisation.
• Suggestion: Guidelines, eligibility and process all good for
loan but for salary advance which settled in next salary
should be repayable over 4 months. It can decrease the
burden of money crisis for a month over the employee.
18. Transfer policy
•The purpose of this policy is to relocate the employees for
organisational requirements and to provide opportunities to
employees for open position available at different places,
which may enhance the career growth.
•In this policy, process of transfer can be improved. In policy,
reimbursement is more focused but it can be made smoother
by introducing proper steps and reasons for transfer.
19. Incident Reporting Procedure
•This policy is formed when company feels that, it is
necessary to communicate about the unfortunate events or
incidents happened at any site of the company in real time.
•Therefore this policy is published in company to eliminate
the confusion about, whom to report, when to report and how
to report.
•This policy is different from reporting channel, it formed
separately for not to confuse between daily reporting and
incident reporting channel.
•This policy clearly states whom to direct report and who has
to put in carbon copy (cc) in the mail.
20. Marriage Gifts Policy
• This policy is all about to provide some token money in the
form of gift to the employees on their marriage.
• The Objective of this policy is to show happiness and to be
a part of their happiness.
• As this policy is formed on 2012, the pre decided token
money need to revise according to today’s scenario.
• This policy formed for providing the token money in the
form of gifts to the employees of different grades on their
special occasions like their and their dependents marriage
like sister, brother, son and daughter.
• This policy formed to bring uniformity in providing gifts in
marriages of employees.
• The basic purpose of this policy is to increase employee’s
morale.
21. Travel Policy
•This policy is required in organisation for the employees who
have to travel regularly for business exigencies and
requirements.
•It is intent for adequate accommodations for employees who
are required to travel on business purpose.
• This policy is required for the marketing and sales
department as need to travel so randomly.
•This policy provides many kinds of travel entitlement for
outstation travel and local travel on the basis of class of cities.
•It also includes the entitlements for lodging, boarding and
out of pocket expenses on the basis of grades.
•It also includes the entitlements for, local travel, parking and
same day outstation travel.
22. Conclusion
• How much I get to know about HR Policies and understand
them during my internship at PVR Cinemas, I concluded
that PVR Cinemas beautifully design their Human Resource
Policies which are very much employee oriented.
•The satisfaction of employees is above 80% for all HR
Policies.
•Therefore, level of satisfaction of employees towards HR
Policies is high. It leads to the increase in job satisfaction and
motivational level among employees and encourage them.
• There is only very little gap between the level of satisfaction
provided by the company and expectations by employees.