abhishreshthaa
Abhijeet S
United Services Automobile Association (USAA) is a Fortune 500[2] financial services company offering banking, investing, and insurance to people and families that serve, or served, in the United States military. In 2009, there were 7.4 million members.[1]
USAA was founded in 1922 by a group of U.S. Army officers to self-insure each other when they were unable to secure auto insurance due to the perception that they were a high-risk group.[3] USAA has since expanded to serve all members of the Armed Forces and all who served honorably in the US Armed Forces, as well as their families with property & casualty insurance, banking, life insurance, investment and financial planning products and services.
The company was one of the pioneers of direct marketing and most of its business is conducted over the Internet or telephone using employees instead of agents. Until the 1960s the bulk of its business was conducted via mail. In the late 1960s USAA began a transition from mail to phone based sales and service. A toll-free number was launched in 1978, and Internet sales and service was launched in 1999 via its website
10. Retaining Talent:
PTC aim to be the most attractive employer in local job market, this is done through,
· Annual survey of job market (comparative companies) to remain competitive.
· Expanding the base of comparator companies.
· Ingenuity in use of Merit Matrix, giving more freedom to the line managers when reviewing the salaries of their teams
· Raising bar by moving up from the 75th percentile for specialist jobs.
· Further, improve the concept of performance-linked bonus.
Keep reviewing organization structure, on need basis, for right sizing. Constant review of role profiles through job evaluations. A flexible approach in designing the remuneration package for the new generation managers who are more interested in higher take home pay rather the retirement plans. Instant recognition of outstanding performance /contributions towards productivity improvements
11. Alignment with the Global Reward Strategy:
Salary increment for those with “A” rating is 17% higher than those with “C” ratings whilst no salary increment was granted to those with “D” ratings.still planning to widen the gap between excellent, satisfactory and weak performers to appropriately incentives high performance .The incentive schemes and incentive objective have been clearly communicated to all individuals and weekly progress report is also communicated to all concerned.
12. People and Team Processes:
Building morale of people and creating a winning culture continues to be the foremost objective where ordinary people can achieve the extra-ordinary by performing willingly to the best of their abilities. The cross culture team continues its efforts towards integrating the various cultural element of the organization. Some of the activities that would further cement efforts in the plan to achieve excellence through a highly integrated and fully committed team include:
· Re-engineering of communication process across the organization.
· Enhancing the literacy standard of work force.
· Involving the families of workers in various cultural activities.
· Engaging business partners in the overall organizational activities.
13. Industrial Relations (IR):
IR is given special importance by increasingly involving unions and employees to sustain the environment of trust, empowerment and mutual respect. Continuous education and visit to other BAT companies and multinational in Pakistan further broaden vision to support initiatives for change and inculcate entrepreneurial spirit. PTC has demonstrated Fair &Firm deal on issues and principles to ensure good working environment and business partnership with unions.
Different HR Practices at PTC:
These are few of the HR practices that I have learned at PTC from my resource person.
· Recruitment process
· Training
· Performance appraisal
· Compensation
· Discipline
Recruitment Process for BSO’s
Recruitment starts from the requisition by the line manager and ends on appointment /documentation.
· Role profile to fill a vacancy
· Approvals by line managers and HR manager
· Job/person specification
· Invite applicants through any of the following resources
Advertising Head hunters Direct Applicants Campus Campaign
· Short-listing of candidates
· Preliminary interviews
· Assessment canter/selection tests
· Final interviews
· Medical examination
· Appointment /documentation
Recruitment Process for Managers:
The process is same accept that after the preliminary interview the panel recommends few candidates who are tested for their managerial capabilities they have to go through stages of assessment .the candidate at the assessment center has three experienced and knowledgeful person who evaluate him at different stages. The different phases upon which the candidates assessed are:
· Case study analysis (to check the decision, making power)
· Presentation (to check the communication skills)
· Group discussions (teamwork abilities)
Training:
Training is a planned effort by a company to facilitate employees learning of job-related competencies. These competencies include knowledge, skills or behaviors that are critical for the successful job performance.
At PTC, there is a continuous assessment of the technical and managerial skills .for the further enhancement of these skills formal training programmes are offered at all levels. The employees are provided wit opportunities to put these skills into practice, in preparation for the move to a managerial role. Training is viewed at PTC as a way of creating intellectual capital. Employees are expected to acquire new skills and knowledge, apply them on job and share this information with other employees. The training is cross-functional for sharing of skills. The training programmes also include International Seminars.
USAA was founded in 1922 by a group of U.S. Army officers to self-insure each other when they were unable to secure auto insurance due to the perception that they were a high-risk group.[3] USAA has since expanded to serve all members of the Armed Forces and all who served honorably in the US Armed Forces, as well as their families with property & casualty insurance, banking, life insurance, investment and financial planning products and services.
The company was one of the pioneers of direct marketing and most of its business is conducted over the Internet or telephone using employees instead of agents. Until the 1960s the bulk of its business was conducted via mail. In the late 1960s USAA began a transition from mail to phone based sales and service. A toll-free number was launched in 1978, and Internet sales and service was launched in 1999 via its website
10. Retaining Talent:
PTC aim to be the most attractive employer in local job market, this is done through,
· Annual survey of job market (comparative companies) to remain competitive.
· Expanding the base of comparator companies.
· Ingenuity in use of Merit Matrix, giving more freedom to the line managers when reviewing the salaries of their teams
· Raising bar by moving up from the 75th percentile for specialist jobs.
· Further, improve the concept of performance-linked bonus.
Keep reviewing organization structure, on need basis, for right sizing. Constant review of role profiles through job evaluations. A flexible approach in designing the remuneration package for the new generation managers who are more interested in higher take home pay rather the retirement plans. Instant recognition of outstanding performance /contributions towards productivity improvements
11. Alignment with the Global Reward Strategy:
Salary increment for those with “A” rating is 17% higher than those with “C” ratings whilst no salary increment was granted to those with “D” ratings.still planning to widen the gap between excellent, satisfactory and weak performers to appropriately incentives high performance .The incentive schemes and incentive objective have been clearly communicated to all individuals and weekly progress report is also communicated to all concerned.
12. People and Team Processes:
Building morale of people and creating a winning culture continues to be the foremost objective where ordinary people can achieve the extra-ordinary by performing willingly to the best of their abilities. The cross culture team continues its efforts towards integrating the various cultural element of the organization. Some of the activities that would further cement efforts in the plan to achieve excellence through a highly integrated and fully committed team include:
· Re-engineering of communication process across the organization.
· Enhancing the literacy standard of work force.
· Involving the families of workers in various cultural activities.
· Engaging business partners in the overall organizational activities.
13. Industrial Relations (IR):
IR is given special importance by increasingly involving unions and employees to sustain the environment of trust, empowerment and mutual respect. Continuous education and visit to other BAT companies and multinational in Pakistan further broaden vision to support initiatives for change and inculcate entrepreneurial spirit. PTC has demonstrated Fair &Firm deal on issues and principles to ensure good working environment and business partnership with unions.
Different HR Practices at PTC:
These are few of the HR practices that I have learned at PTC from my resource person.
· Recruitment process
· Training
· Performance appraisal
· Compensation
· Discipline
Recruitment Process for BSO’s
Recruitment starts from the requisition by the line manager and ends on appointment /documentation.
· Role profile to fill a vacancy
· Approvals by line managers and HR manager
· Job/person specification
· Invite applicants through any of the following resources
Advertising Head hunters Direct Applicants Campus Campaign
· Short-listing of candidates
· Preliminary interviews
· Assessment canter/selection tests
· Final interviews
· Medical examination
· Appointment /documentation
Recruitment Process for Managers:
The process is same accept that after the preliminary interview the panel recommends few candidates who are tested for their managerial capabilities they have to go through stages of assessment .the candidate at the assessment center has three experienced and knowledgeful person who evaluate him at different stages. The different phases upon which the candidates assessed are:
· Case study analysis (to check the decision, making power)
· Presentation (to check the communication skills)
· Group discussions (teamwork abilities)
Training:
Training is a planned effort by a company to facilitate employees learning of job-related competencies. These competencies include knowledge, skills or behaviors that are critical for the successful job performance.
At PTC, there is a continuous assessment of the technical and managerial skills .for the further enhancement of these skills formal training programmes are offered at all levels. The employees are provided wit opportunities to put these skills into practice, in preparation for the move to a managerial role. Training is viewed at PTC as a way of creating intellectual capital. Employees are expected to acquire new skills and knowledge, apply them on job and share this information with other employees. The training is cross-functional for sharing of skills. The training programmes also include International Seminars.
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