This document discusses innovative HR practices that companies can adopt to remain competitive. It outlines strategies for attracting and assessing talented employees, developing potential, engaging staff, and facilitating transitions. It also discusses green initiatives like virtual teams, reducing paper use, and wellness programs. Implementing innovative HR practices can help companies utilize resources, leverage intellectual capital, and adapt to changing business needs.
NHRDN - Learning Centre Workshop on "Innovative HR Practices that make a Difference - Unleash the true Human Capital...Now!"
The Facilitators :
Rushil Mhatre - Associate Vice President - Human Resources, Dhanalaxmi Bank
Custan D'souza - Project Manager - Information Technology, ICICI Lombard
11 Ways to Improve Employee Engagement. This presentation offered you a top 11 tips to improve employee engagement at your company and grow your bottom line as a result. When it comes to employee engagement, there is a generation gap between baby boomers and millennials. There are also some common challenges when employee engagement comes into the picture. So, if you want employee engagement ideas to increase engagement in your organization, check out this post: https://www.proofhub.com/articles/employee-engagement-falling-short-workplace-read
15 Employee Engagement activities that you can start doing nowHppy
Trying to find new employee engagement activities to boost productivity in your company?
We thought you might, now that these long summer days make it difficult to focus and give 110% at work. But we also thought this is a great time to plan a proper employee engagement strategy that focuses on long-term growth and retention.
Whether you’re simply browsing for some ideas that might boost up morale or if you’re putting down the final details for your HR strategy, here are 15 employee engagement activities that you should try!
NHRDN - Learning Centre Workshop on "Innovative HR Practices that make a Difference - Unleash the true Human Capital...Now!"
The Facilitators :
Rushil Mhatre - Associate Vice President - Human Resources, Dhanalaxmi Bank
Custan D'souza - Project Manager - Information Technology, ICICI Lombard
11 Ways to Improve Employee Engagement. This presentation offered you a top 11 tips to improve employee engagement at your company and grow your bottom line as a result. When it comes to employee engagement, there is a generation gap between baby boomers and millennials. There are also some common challenges when employee engagement comes into the picture. So, if you want employee engagement ideas to increase engagement in your organization, check out this post: https://www.proofhub.com/articles/employee-engagement-falling-short-workplace-read
15 Employee Engagement activities that you can start doing nowHppy
Trying to find new employee engagement activities to boost productivity in your company?
We thought you might, now that these long summer days make it difficult to focus and give 110% at work. But we also thought this is a great time to plan a proper employee engagement strategy that focuses on long-term growth and retention.
Whether you’re simply browsing for some ideas that might boost up morale or if you’re putting down the final details for your HR strategy, here are 15 employee engagement activities that you should try!
A
Project Study Report
On
Training Undertaken at aerial telecom solution - questionnaire based study titled as employee engagement at aerial telecom solutions
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
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
A value proposition is a statement that clearly identifies what advantages customers will receive by purchasing a particular product or service. Applied to HR, the HR value proposition is systemic approach that makes visible and credible the value-added contribution of HR.
The Value Proposition Canvas makes it possible to zoom into the details of the value proposition and customer segments that are targeted. Value proposition and customer segments are two of the nine building blocks of the Business Model Canvas. The Business Model Canvas is a (visual) tool to create and analyse business models. Both canvases are applied to explain the added value of HR
For a better understanding of the importance of corporate innovation, we have enumerated the following points for you.
To know more details, visit us at : https://mitidinnovation.com/recreation/why-corporate-innovation-is-important/
A
Project Study Report
On
Training Undertaken at aerial telecom solution - questionnaire based study titled as employee engagement at aerial telecom solutions
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
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
A value proposition is a statement that clearly identifies what advantages customers will receive by purchasing a particular product or service. Applied to HR, the HR value proposition is systemic approach that makes visible and credible the value-added contribution of HR.
The Value Proposition Canvas makes it possible to zoom into the details of the value proposition and customer segments that are targeted. Value proposition and customer segments are two of the nine building blocks of the Business Model Canvas. The Business Model Canvas is a (visual) tool to create and analyse business models. Both canvases are applied to explain the added value of HR
For a better understanding of the importance of corporate innovation, we have enumerated the following points for you.
To know more details, visit us at : https://mitidinnovation.com/recreation/why-corporate-innovation-is-important/
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
INCLUSIVE TRAINING AT WORKPLACE THROUGH INFORMATION TECHNOLOGYIAEME Publication
Information technology plays an important role in the training process. It plays an important role in the day to day life of the employee. At present IT is the driving force behind each and everything. In case of training IT has replaced the traditional way of training. Inclusive training tries to address the individual training as per the requirement of the employees. Through this paper the authors have tried to understand the concept and creation of workplace training. In this regard secondary data has been collected and the objective is to understand the concept of inclusive training and the importance of information technology in this direction.
Upcoming Trends and Challenges in Human Resource ManagementCeline George
One such disparity shown over technology is Human Resource Management. As the stream totally revolves around human resources, there is always a resist for deeper penetration of the technology. People fear that technology might outway them in carrying business operations. However, with HR tools like HR software in workplaces, people have started gradually adapting to technology.
Here are the challenges and trends that Human Resource Management will witness in the coming days.
Read More: https://www.openhrms.com/blog/upcoming-trends-and-challenges-in-human-resource-management
Running head CLIENT PROBLEM 1CLIENT PROBLEM.docxsusanschei
Running head: CLIENT PROBLEM 1
CLIENT PROBLEM 4
CLIENT PROBLEM
Nicholas J Ceo
American Military University
6 December 2017
The modern business environment has become very complex, competitive and dynamic. An organization has to keep scanning the environment to see what it can do differently so as to increase its productivity. Management problems have been around from time immemorial, but their impact on the performance of the organization cannot be ignored. These challenges, then, have to be sorted out in the most effective way possible so as to mitigate their effects on the organization. Some of these problems include transparency, human resources challenges and change management. In this research paper, we are going to focus on human resource challenges experienced at MTS Systems, evaluate their effect on the company performance and measures that can be put in place to mitigate the effects of this challenge.
One of the biggest challenge in the workplace today is retention of skilled and talented workers. The way the workforce is constituted today, there is a need for more than a good salary to keep the talented people motivated and satisfied. It has been observed that employees move and job-hop as they seek to move up the ladder at the shortest time possible and also in an attempt to meet their expectations and motivations which are ever-changing and dynamic. The situation has been compounded by the generational difference in the company where there are older generations and the millennial, who are driven, motivated and simulated by different factors. For instance, the older generations are much more loyal to the place of work and are less likely to job-hop. They are also more patient and are much more responsive to financial rewards. On the other hand, the younger generations are less loyal to the company they work for, are less patient and will respond better to recognition as well as feeling valued.
Today, managers have woken up to the realization that their skilled staff has more options on their hands, especially now that there are more advances in technology, given the explosion in startup and entrepreneurs who are revolutionizing the way things are done. Managers have to evaluate the hunger in the workplace and focus on feeding it (Bondarouk & Ruel, 2009). There is need to focus on much more than just providing a potential opportunity for promotion and job security. Managers should focus on working with the other members of top management in order to define roles, come up with career progression paths that are extensive, enhancing creativity in the workplace, enhancing the working environment, encouraging a culture of collaboration and providing a system-wide mission that will be adopted by employees in their daily operations.
Management of human resources extends even to the communication amongst the different generations that are found within the workspace in the organization. A youn ...
A STUDY ON EMPLOYEE RETENTION PRACTICES OF AUTOMOBILE INDUSTRIES IN INDIA WIT...IAEME Publication
The Automobile Industries have now realized the importance of retention
management. However, the study focus on identifying the present retention process
and aims at providing suggestions and recommendations for the organizations to
improve its retention strategy. The study not only focuses on retention but also helps to
identify employees overall satisfaction by taking into accounts the factors such as
work culture, pay, training and coordination. The research will diagnose the causes of
turnover like lack of job satisfaction, Commitment to the organization, Availability of
other jobs, Pay and benefits, or any other direct or indirect factors therein.
Read attachedpages about 3-M and their approach to innovationRes.docxmakdul
Read attachedpages about 3-M and their approach to innovation
Research one of 3M’s innovations.
Write a full two page paper in which you respond to the following questions:
1. How did the creative thinking process work in the development of this product? Describe what took place in each of the four steps.
2. Analyze what type of innovation this was—invention, extension, duplication, or synthesis. What characteristics of the innovation have led you to this conclusion?
3. Explain which of the sources of innovative ideas discussed in this week’s reading help account for this product’s success and why?
Include a minimum of two sources
The Entrepreneurial Mind-Set in Organizations: Corporate Entrepreneurship
Thus, 3M’s philosophy was born. Innovation is a numbers game: The more ideas, the better the chances for a successful innovation. In other words, to master innovation, companies must have a tolerance for failure. This philosophy has paid off for 3M. Antistatic videotape, trans- lucent dental braces, synthetic ligaments for knee surgery, heavy-duty reflective sheeting for construction signs, and, of course, Post-it notes are just some of the great innovations devel- oped by the organization. Overall, the company has a catalog of 60,000 products.40
Today, 3M follows a set of innovative rules that encourages employees to foster ideas. The key rules include the following:
•
Don’t kill a project. If an idea can’t find a home in one of 3M’s divisions, a staffer can devote 15 percent of his or her time to prove it is workable. For those who need seed money, as many as 90 Genesis grants of $50,000 are awarded each year.
• Tolerate failure. Encouraging plenty of experimentation and risk taking allows more chances for a new product hit. The goal: Divisions must derive 25 percent of sales from products introduced in the past five years. The target may be boosted to 30 percent in some cases.
• Keep divisions small. Division managers must know each staffer’s first name. When a division gets too big, perhaps reaching $250 million to $300 million in sales, it is split up.
• Motivate the champions. When a 3M employee has a product idea, he or she recruits an action team to develop it. Salaries and promotions are tied into the product’s progress. The champion has a chance to someday run his or her own product group or division.
• Stay close to the customer. Researchers, marketers, and managers visit with customers and routinely invite them to help brainstorm product ideas.
•
Share the wealth. Technology, wherever it is developed, belongs to everyone.41 3-4c structuring the Work environment
Structuring the Work environment
When establishing the drive to innovate in today’s corporations, one of the most critical steps is to invest heavily in an innovative environment. A top-level manager’s job is to create a work environment that is highly conducive to innovation and entrepreneurial behaviors. Within such an environment, each employee has the opport ...
Content writing samples for HR domain. We provide authoritative and SEO optimized content for HR professionals and businesses. These can be blog topics, Linkedin articles, social media posts and more. Contact https://contentspire.in for more information.
1. Gopalan College of engineering and management.
Bangalore.
Title: Innovative HR Practices
Authors:
R. Kaarthik Shakthi
&
Supriya V.C
Designation: Students (MBA 1st Year)
Ph. No: 8088769711, 7829784106
Email id: aaronkarthik@hotmail.com,
supriya.chinchankar@gmail.com
2. Abstract
India is a very fast developing country. Because of globalization
everyone wants to do business with us. This has given lot of
opportunities for our country to grow further but it posed lot of
challenges in front of us like Indian companies have acquired foreign
giant companies and are trying to establish themselves more
competitive than the foreign companies. Moreover, competitive
pressures on the organizations have encouraged them to be proactive
in diagnosing HR problems and to adopt more innovative HR
practices since these were no longer a matter of trend, but rather of
survival. Hence the corporate have started formulating and adapting
innovative HR strategies in the areas such as attracting and assessing
the talented, developing and growing the potential, engaging and
aligning the best, green initiative HR, virtual teams etc. In this paper
an attempt has been made to discuss some of the key HR functions
where and how innovative strategies need to be developed for
ensuring the organizational excellence.
Key words: competitive pressures, green initiative, organizational
excellence.
3. Introduction
Today in this globalized world organizations must tackle with
revolutionary trends accelerating product and technological change,
globalizes competition, deregulation, demographic changes and trends
towards a service society and the information. These trends have
dramatically increased the degree of competition in virtually all
industries, while forcing firms to cope with first-time product
innovation and technological change. Companies in such an
environment either become competitive high performers or they die.
Hence, innovation is recognized vital for firms to remain at the
forefront in the situation, where rapidly integrating global economy,
technological change and shifting consumer preferences are together
increasing competitive pressures for the firms. The critical dimension
in today's world is the speed with which knowledge is transformed
into economic activity. Moreover, the global market for the
companies increases their potential return from the development of
new products and processes. As a result, the incentive for firms to
invest in innovation is much greater than when the focus was on
smaller, largely domestic markets. Firms now face greater
4. competitive pressures to make better use of knowledge, technology
and human resources to realize benefits from intangible investments
and to respond to new demands from suppliers and customers.
Consequently, firms are forced to rethink their business strategies,
production processes and management practices to improve their
functioning and adapt to a changing business environment in the new
economy. Knowledge-intensive industries face a dynamic and fiercely
competitive environment. Products in the high technology industry
are more complex, with shorter life cycles that need constant
innovation in order to meet changes in market conditions and
customer expectations. In high technology firms, technological
innovation becomes critical in responding to rapid changes;
innovation depends heavily on acquiring new knowledge. An
organization must therefore fully utilize its resources and capabilities
in order to remain competitive. Leveraging intellectual capital as a
sustainable competitive advantage depends upon a firm's ability to use
existing knowledge and to generate new knowledge. Human resources
can be instrumental in meeting the challenges in the formalization of,
and access to, experience, knowledge, and expertise that create new
5. capacities, superior performance, and innovation. Human resource
practices can play a critical role in supporting and contributing to the
creation, integration, and utilization of knowledge.
INNOVATIVE HR STRATEGIES
Some of the innovative HR strategies that can be followed by the
corporate in meeting the current global challenges are discussed as
follows:-
1. Attract and access the talented
In the current scenario there is a shortage of talented people, and
hence there is a need to find out new ways to attract them to the
organization. However, talented work force is not necessarily
attracted by something as simple as a salary, so the most sensible
strategy is to find more interesting ways to attract them. Some of the
ways through which talented people can be attracted include stock
options, more time off, learning and training programs, or the chance
6. to work in other countries or try different roles. The companies also
design good reward system and provide better career development
opportunities so that companies can retain good people.
2. Develop and grow the potential
Nowadays organizations need to recognize the aspirations of
employees and focus on their growth and development. Many
organizations provide job rotation opportunities to high – performing
employees from operations division. This gives them broader
understanding of the business. Also many corporate create
opportunity for the employees to develop themselves through training
and development programmes and assure them good career building.
3. Engage and align the Best
Employee engagement has retained the focus of organizational
leadership and many companies keep launching new practices to
engage their employees. They are using innovative practices like
"Loyalty Interview"- to find out what is it that makes its employees
stay on, the feedback from loyal employees often reflects on the
7. leadership style and is seen to work as a great motivation. Many
companies use engagement as a strategy to retain talent workforce
though which they can gain the competitive advantage in the global
business.
4. Transition
Movement of talent within the organization and outside of the
organization sends strong signals to the employees about the
organization's care and concern. Right from the induction, which is
often the first impression the employees carries, to the exit interview,
the sensitivity displayed by the organization has a lasting impact on
all employees.
All the above practices have been used by most companies around the
world.
8. 5. Green initiative (Go Green)
Some common green human resource initiatives include:-
· Using Web or teleconferencing to reduce travel (Virtual teams),
· Promoting the reduction of paper use, and
· Implementing wellness programs to foster employees’ proper
nutrition, fitness, and healthy living.
“Many employers now recognize that green programs in the
workplace can promote social responsibility among workers and help
retain top talent,” said Don Sanford, managing director of Buck
Consultants who conducted a survey in the US. “More than 60
percent of survey respondents have made environmental
responsibility part of their organization’s mission statement.”
“There is still much more that organizations can do,” said Sanford.
“We expect to see future growth in green training programs,
environmentally responsible investment options, and recruiting
employees with green skills.”
9. 5. Green recruitment
Companies should start recruiting employees with green skills
(use of technology instead of paper, transportation). Also
companies should start recruiting using virtual means to
recruit employees.
CONCLUSION
In such a competitive world, organizations should come up with
innovative ideas to run the organization successfully. Also every
organization should follow the green initiative practices and take up
their social responsibility seriously. Human Resource leaders should
follow creative & green innovative HR practices such that it should
help to develop the employer as well as employee and the
environment around us.