This document discusses best practices in human resources (HR) at top companies. It covers the importance of HR and key HR components like recruitment, selection, training, development, compensation, maintenance, working conditions, and communication. Specific practices highlighted include Google's emphasis on training and growth opportunities, Boston Consulting Group's career development meetings, Novartis' pay for performance and benefits, and techniques by Deloitte, Microsoft, and others to improve culture, retention, and employee satisfaction.

1. GROUP 5

2. HR Practices ofbest places to work

3. Meeting the ExpectationsIntroductionImportance of HRComponents of HRRecruitment and Selection

4. Training and Development

5. Compensation

6. Maintenance

7. Working conditions and Retention

8. CommunicationIntroductionBest Places to Work - one where employees trustthe people they work for, have pride in what they do, and enjoythe people they work with.

9. IntroductionAny practice that you devise to increase the competence, commitment and improve the culture building-www.coolavenues.com

10. IntroductionMeasured by the quality of three, interconnected relationshipsEmployees and management

11. Employees and their jobs/company

12. Employees and other employeesWhy HR is So ImportantIt deals with Human~ One of the most important factor of production  But very difficult to handleDeals in Selecting, Placing, Training, Appraising, Motivating, Communicating, Compensating and array of many more activities.

14. Recruitment and SelectionGoogleProud to be GeeksBest Campaigning, Second Home: Attracts best talentNon Performance of Employee is regarded as Recruiters fault

15. Recruitment and SelectionMicrosoftPriority to thought process, problem solving, working habits.- Projects itself as a College Campus- Right Person rather than Right Skill

16. Training and DevelopmentBoston Consultancy GroupEvery employee needs to meet Career development Committee twice a year- Proper Career developmentBusiness Essential Programme for Non-MBA hiresTraining by seniors to juniors.Ambassador Program

17. Training and DevelopmentGoogleMinimum of 120 Hours of Training per year, 3 times Industry standard~ This provides competitive advantageGrowth path for every IndividualFree to choose any type of training for self-development

18. Compensation - MonetaryNovartisPay for performanceAnnual Incentive Plan- based on prevailing ratesStock Incentive Plan- Long TermHealth and Insurance Coverage2 weeks paid vacations

19. Compensation - Non-MonetaryNovartisDisability CoverageLife Insurance and Survival Income PlanHughes Software SystemsSNAP Award, Annual Achievement AwardPresidential Award for Overall ExcellencePhilips Software CenterAllowing employees to take 1 Dream ProjectWell furnished bed rooms for employees staying late nights

20. MaintenanceIt deals in all the practices undertaken with an object to maintain satisfaction of an employeeIt IncludesWorking ConditionsRetentionCommunication

21. Working Condition and RetentionDeloitteGym, Yoga RoomCoffee Day, Restaurants, GoogleFlexible Work hoursTele Commuting18 weeks bonding leave for mothers and 7 for fathersSeminars, Get-togethers themed with colors and creativity~ develops Sense of Belongingness

22. CommunicationGoogleJob Satisfaction Surveys, Engineering Team Survey, and results are published in NewsletterIn-House BlogTGIFsAlso webcasted for people of other time zones and people missing it Mind Tree ConsultantsRing Bell for winning projectSelection of ‘Mind Tree Minds’ at random, and allowed to meet CEO for interaction, every 2 weeks

23. SubexFeel The Pulse Meet- Where Seniors interact with juniors to review the growth.Philips Software CenterPhilips Yellow Pages , so that any employee can search for a specific domain person and clarify their doubts and learn anythingHughes Software SystemsE-Greetings through IntranetCommunication