netrashetty
Netra Shetty
Human Resource Management of Estee Lauder Companies : Estee Lauder Companies, Inc. is a US manufacturer and marketer of skin care, cosmetics, perfume and hair care products. The company has its headquarters in Midtown Manhattan, New York City.
The management believes that effective performance is key to productive, high-quality work groups and organization, and performance management is an excellent tool for maintaining and strengthening performance. Performance management allows the organization to obtain the highest quality work from employees, and allows employees to understand their performance and what they can do to improve it. Performance management facilitates and focuses communication of performance information between managers and employees and provides a method of assessing performance. Performance management helps employees improve their skills, abilities, competencies, or behaviors.
The impact of performance management on employee performance and to the overall performance of the organization are:
* Improved personnel work performance
* Personnel with potential for advancement are identified
* Business objectives are realized
* Improved morale
* Improved customer satisfaction
* A clear linkage between pay and performance is achieved
* A competitive advantage is obtained
* Improved quality of supervision
Performance appraisal at PTC is used to evaluate the job performance of employees. HR
department use the information gathered through performance appraisal to evaluate the
success of recruitment, selection, orientation, placement, training and other activities.
Formal appraisals are needed to help managers with placement, pay and other decisions.
This kind of formal appraisal in PTC for Business Support Officer is called STEPS or
Success Through Performance Evaluation the method used for managers is called PACE
or the Performance Appraisal For Career Enhancement.
The appraisal forms are rated by the managers or concerned authorities on the basis of
Core Skills and Functional /Technical Skills. The comparison of the actual level of
competency and the expected competency level which is also defined as meeting the
success criteria gives a true picture of where these employee stands. The strength and
weaknesses are analyzed and according to that, a training program is arranged to
overcome the problems. In PTC, a standard measure is a Success Criteria that reflect the
behaviors needed to embrace to meet the future demands.
Rating System:
• The rating system is against competencies.
• Demonstrate a low skill /knowledge level in most of the core priority areas for the
job. Highly intensive or re-education regarding approach is required.
http://www.iems.edu.pk/forum 25
• Demonstrates some effective skills /knowledge in the competencies areas for the job
but there are some important core skill gap to be developed.
• Demonstrate effective skills/knowledge in the majority of the core priority areas for
the job. Has attained standard expected of target group given the constraints of the
environment and job role. There are still some areas to be developed.
• Is extremely effective in all skills/ knowledge areas required in the job. Is performing
at the highest standards expected in the role.
Compensation:
PTC considers its employees not just as a cost but as a resource in which the company
has invested from which it expects valuable returns. Pay policies and programs are one of
the most important human resource tools for encouraging desired employee behaviors.
The advantage of paying above the market average is the ability to attract and retain the
top talent available, which can translate into highly effective and productive work force.
Extra Pay for Overtime:
If a worker works for more than nine hours in any day or for more than 48 hours in any
week in a non –seasonal or seasonal factory, he shall be entitled in respect of overtime
worked to pay at the rate of twice of his ordinary pay.
Induction/Orientation
Definition: “Orientation or induction is the process of receiving and welcoming an employee when he first joins a company and giving in the basic information he needs to settle down quickly and happily and start work”.
Objectives and Advantages of an Induction programme.
Advantages and Objectives of an Orientation programme
Objectives:
1. To help the new come to overcome his shyness
To build new employee’s confidence
To develop the new entrants a sense of belonging and loyalty
To foster a close and cordial relationship…
To prevent false impression and negative attitude of the new employees
To give the new comers necessary information like canteen, locker room. Rest periods and leave rules etc…
Advantages:
It helps to build two way communication
It facilitates informal relations and team work
Induction is helpful in supplying information about the organisation, job, and welfare of employees
Proper Induction will reduce employees grievances, absenteeism and labour turnover
Induction helps to develop good public relations and improve the overall morale of employees
An Induction programme proves that the company is taking a sincere interest in getting him off to a good start
Contents of an Induction programme:
Brief history and operations of the company.
Products and services of the company.
The company’s organization structure.
Location of departments and employee facilities.
Policies and procedures of the company.
Rules, regulations and daily work routines.
Grievance procedures.
Safety measures
Standing orders and disciplinary procedures
Terms and conditions of service including wages, working hours, over time, holidays etc.
Suggestion schemes
Benefits and services for employees.
Opportunities for training and promotions transfers etc.
The management believes that effective performance is key to productive, high-quality work groups and organization, and performance management is an excellent tool for maintaining and strengthening performance. Performance management allows the organization to obtain the highest quality work from employees, and allows employees to understand their performance and what they can do to improve it. Performance management facilitates and focuses communication of performance information between managers and employees and provides a method of assessing performance. Performance management helps employees improve their skills, abilities, competencies, or behaviors.
The impact of performance management on employee performance and to the overall performance of the organization are:
* Improved personnel work performance
* Personnel with potential for advancement are identified
* Business objectives are realized
* Improved morale
* Improved customer satisfaction
* A clear linkage between pay and performance is achieved
* A competitive advantage is obtained
* Improved quality of supervision
Performance appraisal at PTC is used to evaluate the job performance of employees. HR
department use the information gathered through performance appraisal to evaluate the
success of recruitment, selection, orientation, placement, training and other activities.
Formal appraisals are needed to help managers with placement, pay and other decisions.
This kind of formal appraisal in PTC for Business Support Officer is called STEPS or
Success Through Performance Evaluation the method used for managers is called PACE
or the Performance Appraisal For Career Enhancement.
The appraisal forms are rated by the managers or concerned authorities on the basis of
Core Skills and Functional /Technical Skills. The comparison of the actual level of
competency and the expected competency level which is also defined as meeting the
success criteria gives a true picture of where these employee stands. The strength and
weaknesses are analyzed and according to that, a training program is arranged to
overcome the problems. In PTC, a standard measure is a Success Criteria that reflect the
behaviors needed to embrace to meet the future demands.
Rating System:
• The rating system is against competencies.
• Demonstrate a low skill /knowledge level in most of the core priority areas for the
job. Highly intensive or re-education regarding approach is required.
http://www.iems.edu.pk/forum 25
• Demonstrates some effective skills /knowledge in the competencies areas for the job
but there are some important core skill gap to be developed.
• Demonstrate effective skills/knowledge in the majority of the core priority areas for
the job. Has attained standard expected of target group given the constraints of the
environment and job role. There are still some areas to be developed.
• Is extremely effective in all skills/ knowledge areas required in the job. Is performing
at the highest standards expected in the role.
Compensation:
PTC considers its employees not just as a cost but as a resource in which the company
has invested from which it expects valuable returns. Pay policies and programs are one of
the most important human resource tools for encouraging desired employee behaviors.
The advantage of paying above the market average is the ability to attract and retain the
top talent available, which can translate into highly effective and productive work force.
Extra Pay for Overtime:
If a worker works for more than nine hours in any day or for more than 48 hours in any
week in a non –seasonal or seasonal factory, he shall be entitled in respect of overtime
worked to pay at the rate of twice of his ordinary pay.
Induction/Orientation
Definition: “Orientation or induction is the process of receiving and welcoming an employee when he first joins a company and giving in the basic information he needs to settle down quickly and happily and start work”.
Objectives and Advantages of an Induction programme.
Advantages and Objectives of an Orientation programme
Objectives:
1. To help the new come to overcome his shyness
To build new employee’s confidence
To develop the new entrants a sense of belonging and loyalty
To foster a close and cordial relationship…
To prevent false impression and negative attitude of the new employees
To give the new comers necessary information like canteen, locker room. Rest periods and leave rules etc…
Advantages:
It helps to build two way communication
It facilitates informal relations and team work
Induction is helpful in supplying information about the organisation, job, and welfare of employees
Proper Induction will reduce employees grievances, absenteeism and labour turnover
Induction helps to develop good public relations and improve the overall morale of employees
An Induction programme proves that the company is taking a sincere interest in getting him off to a good start
Contents of an Induction programme:
Brief history and operations of the company.
Products and services of the company.
The company’s organization structure.
Location of departments and employee facilities.
Policies and procedures of the company.
Rules, regulations and daily work routines.
Grievance procedures.
Safety measures
Standing orders and disciplinary procedures
Terms and conditions of service including wages, working hours, over time, holidays etc.
Suggestion schemes
Benefits and services for employees.
Opportunities for training and promotions transfers etc.
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