Description
The presentation explains about HR practices followed in the companies - Tata Motors, HUL, Ranbaxy, NTPC & ICICI.
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"When it [the stock market] values a mature, capital-intensive company like GE at 10 times its book value, it is seeing something of greater worth than the physical assets recorded in financial accounts” – Bartlett & Ghoshal (HBS- Weekly Newsletter)
? ? ? ? ? ?
What is HRM? India?s changing HRM horizon Emphasis on employees HRM challenges Progressive HR policies Entrepreneurship by employees
? ? ? ? ?
?
? ? ? ?
Safe, healthy ad happy work place Open book management style Performance linked incentives 360 degree performance feedback system Fair employee evaluation system Knowledge sharing Highlight performers Open house discussions Reward ceremonies The surprise factor
Part of Tata Group and headquartered in Mumbai ? Established in 1945 ? Formerly known as TELCO ? Around 50,000 employees ? Manufactures HCV, LCV, Passenger cars, MUV and Military vehicles ? World?s 4th largest truck manufacturer ? World?s 2nd largest bus manufacturer
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Tata SCIP (Second career internship) ESS (Executive Selection Scheme) FTSS (Fast Track Selection Scheme) Employee referral program BKY (Bhavishya Kalyan Yojana)
Career transition management programme ? Focus on women professionals ? Live business projects – 500 hours spread over 6 months (flexi time basis) ? Stipend between 3 – 4 lakhs ? Mentor project guide ? Work/Project certificate ? Parent company offer
?
http://www.tatasecondcareer.com/index.htm
Fast track program for accelerated growth ? Employee satisfaction, retention and talent recognition ? 3 stage selection process ? Promotion to manager?s level ? 4 months MEP at IIMA ? Mandatory rotation across departments
?
http://www.tatamotors.com/careers/ess.php
For TM1, TM2 and TM3 Level employees ? Jump of 2 levels on successful completion ? Only 3 chances ? Promotion in pay and designation ? Selection process
?
• • • •
Written test Business simulation / Assessment Interview Work at different departments for 3 months at higher level
?
Involvement and participation of current work force Internal portal for posting the referral Monetary benefits
?
?
?
Unfunded defined benefit plan Death or permanent disablement while in service Monthly help of 50% salary drawn
?
?
Sanand plant wins Golden Peacock HR Excellence Award – 2011 ? Golden Peacock Award for Occupational Health & Safety - 2010 ? SAIL HR Excellence Award in “People Management Process” - 2009 ? “India's best Employer” by the Employees Provident Fund Organisation - 2003
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India?s largest FMCG Company Headquartered in Mumbai Over 700 million consumers More than 15,000 employees, including 1,300 managers More than 200 highly qualified scientists and technologists Shares listed at BSE (Stock code - 500696) and NSE (Stock code – HINDUNILVR) Shareholder base of over 3.5 lakh
.
Policies and programmes are based on the values as set out in our Code of Business Principles (CoBP)
? ? ?
Formation of trust and respect Building mutually beneficial relationships Engaging in responsible management practices
Child labour
Forced or compulsory labour
Rights of indigenous people Diversity Affirmative Action Facilities for full-time employees
Business Leadership Training programme : 15 to 18 month rural + international stint
Leadership development : Providing diverse experiences via challenging roles and tasks through a rigorous and well-executed HR planning process
Engaging future leaders : HUL and CNBC TV 18 started 'Lessons in Marketing Excellence„- a series of Inter Business School marketing challenges Rural Programmes for Managers
CEO report back : Quarterly performance updates from the CEO to the employees
Young Managers Lunch with CEO : Every month the CEO few young managers and has informal chat sessions about the organisation and receives their feedback
A Global People Survey (GPS) of all Unilever employees is conducted every 2-3 years.
Ur Say : An online portal through which employees can give suggestions addressed to the Management FM-Connect : All factories have FMconnect meetings that invites participation from all workmen Hamara : In-house magazine provides a platform to employees to connect, inspire and express
? ? ? ? ? ?
Started by Ranbir & Gurbax Singh in 1937 Headquarters: Gurgaon, Haryana Turnover (2010): US$ 1.17 billion Net income: US$ 256 million Global presence Parent company: Daiichi-Sankyo
? ? ? ? ?
?
Business with Integrity Attract & retain ethically committed employees Equal employment opportunity Maintain high Employer-Employee relations Career guidance Mentorship program
? ? ?
Putting people first Dr. M. B. Athreya?s strategic model Belief in:
? Human resources and its development ? Optimum utilisation of human resource & ? Harmonious balance between business strategy & HRM strategy.
•Established in 1975 •Largest Power Company •Maharatna Company in 2010 •Total Installed capacity 34,854 MW •Target Installed Capacity 1,28,000MW by 2032 •17.75% of total national capacity NTPC but contributes 27.40% to total generation due to high efficiency
•“To enable our people to be a family of committed world class professionals” •Enhance employee satisfaction by Career Advancement & Opportunities, Rewards & Recognitions, Innovate, Create, Compete, Quality HR Policies of Work-Life, Knowledge Management, Education Upgradation, T&D &
•“To be the world?s largest and best power producer, powering India?s growth” •“Develop and provide reliable power, related products and services at competitive prices, integrating multiple energy sources with Mission &and innovative Vision eco-friendly technologies and contribute to society”
•NTPC Electric Supply Company Ltd. (NESCL) responsible for distribution and supply of power •NTPC Vidyut Vyapar Nigam Ltd. (NVVN) responsible for sale and purchase of power
•NTPC Hydro Ltd. Subsidiarie (NHL) responsible sfor developing small and medium hydroelectric plants upto Source: Company Website
• “Grow your own Timber” • Execs Training started in 1977 • Nationwide exam + Campus • 52 week fully paid induction training
Recruitment
• Approx 26000 Employees • Employee training mandates minimum 7 man days of training per employee each year
Training & Development
• Education Up-gradation Schemes
• Employee Development Centers at 20 plants
• Performance Management, Career Paths, Leadership Development Systems
• Awards & Recognition
Employee Retaining
Engagement
• National Open Competition for Exec Talent, Professional Circles (NOCET), Quality Circles, Business Minds, Medha Pratiyogita • Quarterly published Source: Company Website/Annual journal “Horizon” Report
Safety
Labor Unions For Executives:
T&D
Regular Internal and external Safety Inspection for each plant
Safety Task Force for Operation & Maintenance (O&M), Construction & Erection (C&E)
NTPC Executive Federation of India (NEFI)
For Workmen: National Bipartite Committee (NBC) Constant dialogues between both unions for better performance
Conducted 396 T&D programs for 9130 employees Strategic Management Initiative for Leadership & Empowerment (SMILE) for 15 Exec Directors National Conference, Hands On Training for employees
Source: Company Annual Report
Accidents reduced by 30%
Welfare & Benefits Reimbursement of children?s education, scholarships, Child care leave Providing Schools, Hospitals, Clubs for Townships Employee Healthcare & Post Retirement Healthcare benefits
Appraisal/ Rewards/Feedba ck
360 degree Feedback System
Idea Portal of NTPC (IPoN)
Rewards system in line with recommendations from A.T. Kearney
Source: Company Website/Scibd
Ranked 19th by the GPTW for 2011 amongst 25 top Best Companies in India Ranked 6th amongst 25 top Best Employers in Country Exemplary Leadership Award to Shri Arup Roy Choudhury for People Excellence Star TV Talent Leadership and HR Award Two Awards for NTPC at Asia Best Employer Brand Awards Great Places to Work Award 2010
NCPEDP-Shell Helen Keller Award 2009
Vishwakarma Rashtriya Puraskar (VRP) – 2007 Best Companies to Work For – 2009 SCOPE Meritorious Award for Best Practices in Human Resource Management Overall 7th in „India?s Best Companies to Work for 2010?, 1st amongst the PSUs and 1st in Manufacturing & Production Industry Segment.
Source: Company Website
1
About Us
2
3 4
Recruitment Process
Performance Appraisal & Recognition System
Other HR Policies
?
?
?
?
second largest bank in India with total assets of Rs. 4,062.34 billion and profit after tax Rs. 51.51 billion for the year ended March 31, 2011 network of 2,538 branches and 6,810 ATMs in India a presence in 19 countries, including India NSE: ICICIBANK, BSE: 532174, NYSE: IBN
sales
corporat e banking
assets in loan
marketin g
operatio ns
analytic s
HR
Laterals
? 7 – 14 days of induction program
Freshers
• Recognition System • Area • Sector • Performance Appraisal
?
?
?
One-on-One Meetings with Managers Online Review System & Surveys Exit Interviews
doc_788397539.pptx
The presentation explains about HR practices followed in the companies - Tata Motors, HUL, Ranbaxy, NTPC & ICICI.
?
"When it [the stock market] values a mature, capital-intensive company like GE at 10 times its book value, it is seeing something of greater worth than the physical assets recorded in financial accounts” – Bartlett & Ghoshal (HBS- Weekly Newsletter)
? ? ? ? ? ?
What is HRM? India?s changing HRM horizon Emphasis on employees HRM challenges Progressive HR policies Entrepreneurship by employees
? ? ? ? ?
?
? ? ? ?
Safe, healthy ad happy work place Open book management style Performance linked incentives 360 degree performance feedback system Fair employee evaluation system Knowledge sharing Highlight performers Open house discussions Reward ceremonies The surprise factor
Part of Tata Group and headquartered in Mumbai ? Established in 1945 ? Formerly known as TELCO ? Around 50,000 employees ? Manufactures HCV, LCV, Passenger cars, MUV and Military vehicles ? World?s 4th largest truck manufacturer ? World?s 2nd largest bus manufacturer
?
Tata SCIP (Second career internship) ESS (Executive Selection Scheme) FTSS (Fast Track Selection Scheme) Employee referral program BKY (Bhavishya Kalyan Yojana)
Career transition management programme ? Focus on women professionals ? Live business projects – 500 hours spread over 6 months (flexi time basis) ? Stipend between 3 – 4 lakhs ? Mentor project guide ? Work/Project certificate ? Parent company offer
?
http://www.tatasecondcareer.com/index.htm
Fast track program for accelerated growth ? Employee satisfaction, retention and talent recognition ? 3 stage selection process ? Promotion to manager?s level ? 4 months MEP at IIMA ? Mandatory rotation across departments
?
http://www.tatamotors.com/careers/ess.php
For TM1, TM2 and TM3 Level employees ? Jump of 2 levels on successful completion ? Only 3 chances ? Promotion in pay and designation ? Selection process
?
• • • •
Written test Business simulation / Assessment Interview Work at different departments for 3 months at higher level
?
Involvement and participation of current work force Internal portal for posting the referral Monetary benefits
?
?
?
Unfunded defined benefit plan Death or permanent disablement while in service Monthly help of 50% salary drawn
?
?
Sanand plant wins Golden Peacock HR Excellence Award – 2011 ? Golden Peacock Award for Occupational Health & Safety - 2010 ? SAIL HR Excellence Award in “People Management Process” - 2009 ? “India's best Employer” by the Employees Provident Fund Organisation - 2003
?
? ? ? ?
?
?
?
India?s largest FMCG Company Headquartered in Mumbai Over 700 million consumers More than 15,000 employees, including 1,300 managers More than 200 highly qualified scientists and technologists Shares listed at BSE (Stock code - 500696) and NSE (Stock code – HINDUNILVR) Shareholder base of over 3.5 lakh
.
Policies and programmes are based on the values as set out in our Code of Business Principles (CoBP)
? ? ?
Formation of trust and respect Building mutually beneficial relationships Engaging in responsible management practices
Child labour
Forced or compulsory labour
Rights of indigenous people Diversity Affirmative Action Facilities for full-time employees
Business Leadership Training programme : 15 to 18 month rural + international stint
Leadership development : Providing diverse experiences via challenging roles and tasks through a rigorous and well-executed HR planning process
Engaging future leaders : HUL and CNBC TV 18 started 'Lessons in Marketing Excellence„- a series of Inter Business School marketing challenges Rural Programmes for Managers
CEO report back : Quarterly performance updates from the CEO to the employees
Young Managers Lunch with CEO : Every month the CEO few young managers and has informal chat sessions about the organisation and receives their feedback
A Global People Survey (GPS) of all Unilever employees is conducted every 2-3 years.
Ur Say : An online portal through which employees can give suggestions addressed to the Management FM-Connect : All factories have FMconnect meetings that invites participation from all workmen Hamara : In-house magazine provides a platform to employees to connect, inspire and express
? ? ? ? ? ?
Started by Ranbir & Gurbax Singh in 1937 Headquarters: Gurgaon, Haryana Turnover (2010): US$ 1.17 billion Net income: US$ 256 million Global presence Parent company: Daiichi-Sankyo
? ? ? ? ?
?
Business with Integrity Attract & retain ethically committed employees Equal employment opportunity Maintain high Employer-Employee relations Career guidance Mentorship program
? ? ?
Putting people first Dr. M. B. Athreya?s strategic model Belief in:
? Human resources and its development ? Optimum utilisation of human resource & ? Harmonious balance between business strategy & HRM strategy.
•Established in 1975 •Largest Power Company •Maharatna Company in 2010 •Total Installed capacity 34,854 MW •Target Installed Capacity 1,28,000MW by 2032 •17.75% of total national capacity NTPC but contributes 27.40% to total generation due to high efficiency
•“To enable our people to be a family of committed world class professionals” •Enhance employee satisfaction by Career Advancement & Opportunities, Rewards & Recognitions, Innovate, Create, Compete, Quality HR Policies of Work-Life, Knowledge Management, Education Upgradation, T&D &
•“To be the world?s largest and best power producer, powering India?s growth” •“Develop and provide reliable power, related products and services at competitive prices, integrating multiple energy sources with Mission &and innovative Vision eco-friendly technologies and contribute to society”
•NTPC Electric Supply Company Ltd. (NESCL) responsible for distribution and supply of power •NTPC Vidyut Vyapar Nigam Ltd. (NVVN) responsible for sale and purchase of power
•NTPC Hydro Ltd. Subsidiarie (NHL) responsible sfor developing small and medium hydroelectric plants upto Source: Company Website
• “Grow your own Timber” • Execs Training started in 1977 • Nationwide exam + Campus • 52 week fully paid induction training
Recruitment
• Approx 26000 Employees • Employee training mandates minimum 7 man days of training per employee each year
Training & Development
• Education Up-gradation Schemes
• Employee Development Centers at 20 plants
• Performance Management, Career Paths, Leadership Development Systems
• Awards & Recognition
Employee Retaining
Engagement
• National Open Competition for Exec Talent, Professional Circles (NOCET), Quality Circles, Business Minds, Medha Pratiyogita • Quarterly published Source: Company Website/Annual journal “Horizon” Report
Safety
Labor Unions For Executives:
T&D
Regular Internal and external Safety Inspection for each plant
Safety Task Force for Operation & Maintenance (O&M), Construction & Erection (C&E)
NTPC Executive Federation of India (NEFI)
For Workmen: National Bipartite Committee (NBC) Constant dialogues between both unions for better performance
Conducted 396 T&D programs for 9130 employees Strategic Management Initiative for Leadership & Empowerment (SMILE) for 15 Exec Directors National Conference, Hands On Training for employees
Source: Company Annual Report
Accidents reduced by 30%
Welfare & Benefits Reimbursement of children?s education, scholarships, Child care leave Providing Schools, Hospitals, Clubs for Townships Employee Healthcare & Post Retirement Healthcare benefits
Appraisal/ Rewards/Feedba ck
360 degree Feedback System
Idea Portal of NTPC (IPoN)
Rewards system in line with recommendations from A.T. Kearney
Source: Company Website/Scibd
Ranked 19th by the GPTW for 2011 amongst 25 top Best Companies in India Ranked 6th amongst 25 top Best Employers in Country Exemplary Leadership Award to Shri Arup Roy Choudhury for People Excellence Star TV Talent Leadership and HR Award Two Awards for NTPC at Asia Best Employer Brand Awards Great Places to Work Award 2010
NCPEDP-Shell Helen Keller Award 2009
Vishwakarma Rashtriya Puraskar (VRP) – 2007 Best Companies to Work For – 2009 SCOPE Meritorious Award for Best Practices in Human Resource Management Overall 7th in „India?s Best Companies to Work for 2010?, 1st amongst the PSUs and 1st in Manufacturing & Production Industry Segment.
Source: Company Website
1
About Us
2
3 4
Recruitment Process
Performance Appraisal & Recognition System
Other HR Policies
?
?
?
?
second largest bank in India with total assets of Rs. 4,062.34 billion and profit after tax Rs. 51.51 billion for the year ended March 31, 2011 network of 2,538 branches and 6,810 ATMs in India a presence in 19 countries, including India NSE: ICICIBANK, BSE: 532174, NYSE: IBN
sales
corporat e banking
assets in loan
marketin g
operatio ns
analytic s
HR
Laterals
? 7 – 14 days of induction program
Freshers
• Recognition System • Area • Sector • Performance Appraisal
?
?
?
One-on-One Meetings with Managers Online Review System & Surveys Exit Interviews
doc_788397539.pptx