Innovative HR Practices in Organisation

Jayraj V. Atodaria (9904815448) 1) Job Analysis Is based on the job analysis done by the parent company Is based on the alignment of every function with the department & organizational goal. A core team of experience employee is ask to do the exercise External consult & experts are engage to do the exercise A team of individuals is assigning a task of job analysis by observing each task A theoretical basis is used to do the exercise The departmental head is only responsible for doing the job analysis The HR department is only responsible for doing the job analysis The functional head and the HR together to do the job analysis Any other, please specify 2) Manpower Planning Manpower planning is based on upward mobility of employees Manpower planning is only based on employee turnover Manpower planning is based on the annual goals & objectives of the organisation. Manpower planning is based on the short-term goals of the organisation Manpower planning is based on the medium-term goals of the organisation Manpower planning is strictly limited to the numbers predecided keeping in mind the cost of overhead as budgeted

 Manpower is based on organisational restructuring exercises like, a)delay ring(plating) b)downsizing c)pulling of important but not so critical administrative position Manpower planning is based on organisational renewal exercises namely, a) reengineering b)benchmarking c) TQM initiatives Manpower planning is based on business growth option namely, a) mergers & acquisition b) b) joint venture c) technological up gradation d) Market penetration e) Going global f) Cost optimisation Approximately selecting the right segment to be targeted and attract them with the right mix of media Any other, please specify 3) Recruitment Average recruitment time frame is based on a) Filling up vacancies as & when created round the year on continues bases b) Vacancies of the beginning of the year c) Vacancies created every 6 months Recruitment is done proactively based on a) Forecasting the no. of people who will retired as different intervals of time b) Forecasting the level of business activity in the year to come c) Innovative job designs for unbends productivity d) Forecasting at jobs that will go ridden dent as well as new jobs that will merge in the years to come e) Innovative sources with an aim to reduce cost of recruitment

f) Innovatively reviewing & designing the profile of incumbents their by expanding the pull of applicants g) Forecasting new directions for business growth/sustainability With a name to strike a right balance between internal & external sources aiming at sustaining the morale of employees Any other , please specify 4) Selection Hiring the smartest people The selection panel is comprised of the functional head & HR representatives Each employee before getting a final node on selection is given an opportunity to meet the top management Functional knowledge is more important than any other Attitudinal aspects are more critically viewed then the functional knowledge However experience the applicant adequate measures are taken to evaluate the fundamental knowledge about one subject The psychometric test result have a critical weighted on the selection decision The exposer and market knowledge pertaining to the latest development is more important than the qualification & experience The age factor is secondary to the knowledge & dynamics on has At the entry level the initiative to learn & level is a major parameter for selection Inducting young blood with fresh thoughts is given more importance then promoting from within Openness to adventure and hard work is given more importance then knowledge & experience Any other, pleas other

5) Induction & Orientation Induction & Orientation is the function of the HR department Functional heads & HR, both play an equal role in Induction & Orientation/induction builds a very strong link between the individual & the organisation for the present & the future Knowing the vision of the company is more important then knowing one task Induction & Orientation means spending adequate time with every function of the organisation & knowing enough about other group companies During the Induction & Orientation, each one is informed about the market situation & dynamics of the present & future contacts Induction & Orientation mainly focuses on the value system & business philosophies of the top management besides the functioning of the organisation & macro level & functioning of the department at micro level Any other, please specify 6) Performance Management The outcomes of performance management used for futuristic policy decisions for pertaining to HR system s like, compensation, manpower development, restructuring, OD intervention etc. Dynamic To create succession planning Faire transparent and unbiased Focus on high performance Directing them in the right direction Problem solver Sharing feedback

 Internal promotions from non management to management positions PAS builds a strong pull of potential manpower for the future manpower needs of the organisation PAS is used as a tools to remove the non contributions PAS is designed completely to focus on team working attributes to strengthen the interdependence among departments PAS is more focused on approach then the end results alone A 180 to 360 performance appraisal is found more beneficial as against linear performance appraisal The performance appraisal culminate in to enhancement of individual productivity as well as business profits Any other, please specify 7) Manpower Development Cross training Multi tasking Multi Skilling Efficiency improvement Cross functional job retention Self defence techniques for women employee Job rotation Professional support Skill updating Upward mobility Explore strengths, weaknesses, dreams & aspirations Mandatory training hours in field of interest Individual learning plans 30 week management program in NMIMS for young managers Fast track program for promoting middle managers Leadership program for young managers

Health care & younger classes(Stress management) Foreign language allowances Behaviour training programme Two year sabbatical leave for higher studies Creating new roles for perspectives or potential candidates Intellectual stimulation/ verity weighs in decision for new projects

8) Compensation Compensation design oriented to attraction & retention Security & safety (medical insurance) Performance incentives (2% of profit) High performance get 200% of target bonus Vacation, donation program Stock option Reimbursement of tuition fees/exam fees for professional development Bonus An organisationally adaptable design is more paying then design to meet industry or regional parity 9) Career planning Having a vacancy at a higher level is not important for a right career plan For each level in each function there is proposed career plan already made A right career plan serves as a input to manpower development design Designing & monitoring individual career plans is a sure substitutes to indicating people from outside from senior position A top management vision has to complaints a well design career plan in order to motivate employees to raise up the leader Any other, please specify

10) Change management & OD Idea generation, incubation & implementation Kaizen in every aspect/ functional & behavioural is the most effective OD tool OD is meant to be more reactive than reactive Change the initiative in suitable areas more as a proactive measure & less as a reactive measure Reengineering is more holistic change process OD is achieved better by internal resources like, top management, HR & functional executives rather than engaging the external consultant OD is effective concern a like leadership, development, team development at inter & intra group levels, proactive conflicts avoidance as well as providing culture & opportunity for constructive challenges which keep people motivate Any other, please specify 11) Employee retention Performance appraisal and career planning supported by right compensation design & developmental inputs has proved as an effective pre action for employer retention The right culture of a transference, integrity, equality and continues construction change is very effective for employee retention New learning and new assignment at regular intervals proves effective for employee retention The top management philosophy, maintaining & motivation by functional heads & supportive HR policies are a sure way to employee retention If departure is a must accordable handshake is better than resentful settlement of dues

 Any other , please specify 12) IR practices & time office Flexibility in leave rules Time off Work from home Flexibility to work part time Flat leave structure Flexi working hours

13) Welfare measures Social security Township Status protection Recreation Travel benefits The welfare allowances should form part of the compensation basket from which one is allowed to choose Any other, please specify 14) QWL (Quality of work life) Aesthetic value Superior work life value proposition Work life balance Work station attractiveness QWL is a function of concern and irrelativeness more then the amount of investment maid for a aesthetic infrastructure Any other, please specify

15) Organisation culture/ management practices HR polices evolved keeping local people in mind Suggestion schemes Information sharing Employee survey/organisational climate survey Value building Integrate building Entrepreneurship Approachability of top management Team culture Openness & transparency HR team available 24*7 for emergency situation 5 day week policy Open door policy Communicate with trust & transparency Any other, please specify

16) Employee engagement & motivation Birthday celebration Recognition Employee care Social recognition Warm gestures Buddy program Paid leaves for social services Breakfast meeting with top management Confirmed employees from the first day of joining Babys day out Reduced work hours for new mothers Recognised employee achievement CSR leave for 5 days

Awards for better ideas or suggestion Value addition meeting between employee & management Tell me box(CEO ,3 things that works & 3 things do not) Foreign trips for spouses Share your concerns Employees refers as members & department refers as groups Reach out family in all day to day happening New joiners personally welcomes by MD Birthday or anniversary leave Fun & freedom at work Crche for working mothers No attendance / unlimited leaves Any other, please specify

17) Job satisfaction * The interpersonal behaviours, both vertically and horizontally are cordial and enables smooth functioning * The compensation is equitable and at par with the other companies in the same industry as well as with organisations in the same vicinity * everyone knows what is expected of them at work and there are no role over laps / gaps and hence are satisfied doing the same * everyone is given equal opportunity to develop oneself and be successful in achieving ones goals * The performance review discussion is carried out in a very professional manner and is development oriented. * The Performance review discussion also leads to allocation of justifiable rewards which keeps employees motivated

* The employees are motivated to take risks and also allowed to fail with the intention that they learn * The employees are allowed to think out of the box * Every employee is given a vision of the company and a clarity of ones own career plan which helps us grow and thus meet our aspirations. * Resources are not only adequate but also updated in terms of the quality and quantity which facilitates smooth functioning * Leadership is democratic and therefore gives enough credibility and empowerment to design ones own way of functioning to achieve the expected results * Regular interventions for motivation keeps us dynamic * The performers are publicly appreciated and this makes one feel very motivated * The composition and development of the functional teams is done such that * Any other please specify

18) Organizational commitment * I appreciate the investment that the company makes on me and this keeps me motivated to give my best * The employees goals are aligned to the organisational goals which lead to a high level of Commitment *The employees are given to understand that they play a crucial role in the achievements made by the organisation * Each role has a considerable level of challenge in it resulting in employee learning and a sense of achievement * Employees are groomed to be responsible and subsequently they are empowered to fulfil their responsibilities

19) Organizational citizenship behaviour The culture of the organisation is so developed that employees voluntarily extend beyond their roles and responsibilities to facilitate their team members to function better Good orientation is given to the employees right at the induction level so that they develop such personalities and mindsets that build a high level of organisational citizenship Healthy informal groups are promoted to nuture OCB amongst every employee. Helping a specific other person with a relevant task carrying out role requirements well beyond minimum required levels