SUBJECT: FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT

SUBMITTEED TO : MRS. JAYSHREE SAPRA

HR POLICIES OF TOP 5 COMPNAIES

OF INDIA

AMITY SCHOOL OF BUSINESS

SUBMITTED BY:

SHIVANI CHAUHAN 04

SHREYA AGGRAWAL

07

BBA+MBA(DUAL)SEMISTER – 2

2014-2018

WHAT DO YOU MEAN BY HR POLICY?Human resource policies are systems of codified decisions,

established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.

Each company has a different set of circumstances, and so develops an individual set of human resource policies.

PURPOSEThe establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.HR policies can also be very effective at supporting and building the desired organizational culture

HR Policies at Coca cola

•Coca-Cola was founded in May 1886 by Dr. John Pemberton.

•Coca-Cola was first sold to the public in Atlanta at Jacob’s Pharmacy.

•Only 9 servings of the soft drink were sold each day.

Group A Group B

Class 1 82 95

Class 2 76 88

Class 3 84 90

• First bullet point here• Second bullet point here• Third bullet point here

Two Content Layout with Table•Special training is given to employees, New employees also are placed with old ones to learn work and the values prevalent in the company.

•Two cups tea are free for every employee daily this represents the hospitable nature of the company, This factor keeps the employees motivated as they are taken well care this fact is clear by the physical actions took by the company.

COMPANY CULTURE

COMPENSTION BENEFITS•Basic salary Medical facility•Gratuity fundBonus•Social security

• Treatments are provided to employees as per their designations.• The medical facilities are also provided to supervisors as well as the officers in the Company.

MEDICAL FACILITES

MENTORING PROGRAMSCreating a system of mentoring programs

that include, • One-on-one mentoring• Group mentoring

• Mentoring self-study tools.

WAGES•  STRUCTURE OF WAGES CAN BE DESCRIBED AS:

•   BLUE COLLAR WORKERS ARE OFFERED WAGES ALONG WITH COMMISSION SALESMAN ARE OFFERED WAGES PLUS COMMISSION PURSUING CERTAIN CRITERIA.• WHITE COLLAR WORKERS WHO ARE THE OFFICERS AND THE EXECUTIVES DRAW A HANDSOME AMOUNT

SALARY WITH INCENTIVES.MEDICAL FACILITES

• TREATMENTS ARE PROVIDED TO EMPLOYEES AS PER THEIR DESIGNATIONS.• THE MEDICAL FACILITIES ARE ALSO PROVIDED TO SUPERVISORS AS WELL AS THE OFFICERS IN THE

COMPANY. PERFORMANCE APPRAISAL

• COCA COLA PERFORMANCE APPRAISAL IS ON THE ANNUAL BASIS. HR MANGER SAYS “WE APPRAISE OUR EMPLOYEE ON THEIR  PERFORMANCE.

SAFETY POLICY• PROTECT THE EMPLOYEES AND ENSURE PUBLIC SAFETY EXTENDING THROUGHOUT THE ORGANIZATION.•ESTABLISH MECHANISMS TO COMMUNICATE EFFECTIVELY WITH THE EMPLOYEE’S CONSUMERS AND GOVERNMENT ON THE SAFETY PERFORMANCE

• AT BHARTI AIRTEL, ‘MANTRA’ FOR EMPLOYEE DELIGHT FOCUSES ON 5 PS –PEOPLE, PRIDE, PASSION, PROCESSES AND PERFORMANCE.• BHARTI AIRTEL HAS BEEN RECOGNIZED AMONG THE BEST EMPLOYERS IN THE COUNTRY FOR TWO SUCCESSIVE YEARS – BEING 14TH IN 2003 &JUMPED 2ND BEST EMPLOYERS IN THE COUNTRY IN 2004.• BHARTI AIRTEL FOLLOWS AN “OPEN DOOR POLICY” TO APPROACH THE MANAGEMENT, WHICH HELPS RESOLVE ISSUES WITH MUTUAL AGREEMENTS.

HR POLICIES OF AIRTELBHARTI AIRTEL ENSURES TRANSPARENCY THROUGH THE VARIOUS COMMUNICATION POLICIES, STRATEGIES AND PLANS. . REGULAR EMPLOYEE COMMUNICATION FORUMS PROVIDES A PLATFORM FOR THE EMPLOYEES TO RAISE ISSUES THAT REQUIRE RESOLUTION. LEADERS STRONGLY BELIEVE IN FACILITATING AND INITIATING ACTIVITIES THAT HELP EMPLOYEES MANAGE THEIR HEALTH AND WELL-BEING.• FOCUS ALWAYS REMAINS TO REDEFINE LEADERSHIP; AND DEVELOP LEADERS WHO ENABLE PERFORMANCE AND INSPIRE THEIR PEOPLE TO UNLEASH THEIR POTENTIAL.

a family-day at office, half day leave for birthdays, gifts for anniversaries, compulsory10 days off, festival celebration with family, no official meetings on weekends, etc.

 From self-management workshops to aerobics sessions, yoga classes to provision of relaxation/meditation rooms, which ensures that every employee keeps a check on his/her fitness. The company provides Flexible Group Medi claim insurance to all employees, covering all kinds of illnesses, accidents and hospital coverage for serious ailments.

Bharti Airtel offers a flexible compensation structure to its employees.

Key Functions of HR Committee at Bharti Airtel• The key functions of the HR Committee includes the followings: Attraction and Retention strategies for employees.• Employees Development Strategies. Compensation (including salaries and salary adjustments, incentives/benefits bonuses, All Human Resources related issue.

RECRUITMENT POLICY AT BHARTIAIRTEL• Campus & consultancy (e.g. Adrico flexi consultancy).Selection done through interviews

Aditya Birla Group-HR

POLICIES About Birla's Aditya Birla Group started in 1857. Shiv Narayan Birla started cotton trading operations in the small town of Pilani in

Rajasthan. Ghyanshyam das Birla (GD birla)-1919-he set the manufacturing company. Grandson of G.D. Birla is Aditya Vikram Birla (A.V. Birla)-1964 Son of A.V. Birla is Kumar Mangalam Birla(K.M. Birla)-1995. Headquartered in Mumbai. Operates in 33 countries with more than 1,33,000 employees worldwide. US$ 35 billion conglomerate which gets 60 % of its revenues from outside India.

HR Policies Recruitment Process Job descriptions with jobs bands. o Competency maps o Technical and aptitude tests (where applicable) o Group discussions (where applicable) o Structured interviews o Psychometric tests o Values assessment tests. The Aditya Birla Group is an equal opportunity employer and does not discriminate based on race, community, religion or sex.

360 Degree Appraisal A 360 degree feedback program was introduced in 1999 that permitted managers to raise questions over leadership styles, managerial ability and also personal traits. After the feedback, each senior manager had to submit a six page letter mentioning the areas of improvement and their expectations.

•“IF WORK BECOMES FUN, IT DOESN’T STAY WORK ANYMORE. IT BECOMES AN ENJOYABLE ENDEAVOR THAT MULTIPLIES ENERGY.” • PROVIDES EMPLOYEES WITH OPPORTUNITIES TO CONNECT WITH EACH OTHER ON A REGULAR BASIS. EVENTS ARE DESIGNED TO MAKE THE EMPLOYEES AND THEIR FAMILIES FEEL AS MUCH A PART OF THE GROUP. EVENTS LIKE ANNUAL DAY, KIDS’ DAY OUT AND FAMILY PICNICS TO BEST EMPLOYER CELEBRATIONS AND THE SAWAN MELA ARE ORGANISED • THE ORGANIZATIONAL HEALTH SURVEY WAS INTRODUCED BY THE LATE 1990S, WHICH MEASURES THE “HAPPINESS AT WORK” INDEX. THIS WAS CARRIED OUT TO TRACK THE EMPLOYEES SATISFACTION AT WORK.

Founded by Jamshetji Nusserwanji Tata and part of Tata Group

• • 1st Hotel in Taj Mahal Palace and Hotel in Colaba Mumbai on December 16, 1903

• • Operates 76 hotels, 7 palaces, serviced apartments, 6 private islands and 12 resorts and spas, spanning 52 destinations in 12 countries across 5 continents and employ over 13000 people.

• • Inspired to open the grand luxury hotel after Tata was refused entry to a Hotel in Mumbai for Racial Discrimination.

Hr policies Taj hotel

Hiring and Training Policy 18 months - 6 months more than the industry standard• Build Leaders - Each employee is given an authority to take the decisions pertaining to his work and this empowers them and helps in building a leader in all• Trained not just on the area of expertise but all the related functions

360-degree Feedback Employees, including the managers and departmental heads are also evaluated by their immediate subordinates.• Counseled at a personal level and apprised of where they fell short of the expectations and how to go about it• Guides them to prepare a roadmap for the future endeavors and hone their skills

ESTS (Employee Satisfaction Tracking System) Conducting surveys to elicit response from the employees and the records collected are used to rate the overall satisfaction level of the employees• Targeted to achieve 100% satisfaction in the course of its operation• Regularly looks into the employees’ concerns and strives to address them• Forums for the employees to voice their recommendation or compliment their colleagues• Mandatory for the review committee to reply to the employees’ suggestions within 2 days or he shall be allotted ‘default points’

STARS (Special Thanks and Recognition System) “Customers of an organization can be satisfied by it only when its employees are satisfied”• Recognizing and rewarding employees who showcased excellent performance at their work• Promoted successively to various levels• Employees were not just assessed on their performance but also on parameters like honesty, trustworthiness, concern for the environment, team spirit, cooperation etc.

OUTCOMES OF THESE POLICIES

•• ERR (EMPLOYEE RETENTION RATE) IS THE HIGHEST AMONGST ALL ITS COMPETITORS.

• • DRIVES EMPLOYEES BEYOND THEIR DUTIES WHICH WAS TOTALLY UNEXPECTED OF THEM AS WAS IN THE CASE OF 26/12 TSUNAMI AND 26/11 ATTACKS.

• • IN 2002, TAJ GROUP WAS CONFERRED HERMES AWARD FOR ITS INNOVATIVE HR PRACTICES.

•• WITH THE IMPLEMENTATION OF STARS, THERE WAS TREMENDOUS IMPROVEMENT IN THE SERVICE STANDARDS AND ALSO THE CUSTOMER SATISFACTION LEVEL.

Human Resources Policy OF

PANTALOONS Pantaloons Retail (India) Limited, is a large Indian retailer, part of the Future Group, and operates in multiple retail formats in both, value and lifestyle, segments of the Indian consumer market. Headquartered in Mumbai, the company has over 1,000 stores across 71 cities in India and employs over 30,000 people.

TRAINING AND DEVELOPMENT Every employee joining will go through the following training and familiarization stages before actually reporting at the relevant Work site: Know your company ,Know your job ,Know your customer ,Know your market• Training : in store & on the job • Three training per month.• The training really helps the employees in their growth

and development. PERFORMANCE APPRAISAL

• All regular employees confirmed as on September are evaluated for appraisal. The activity is performed in the month of March.

• The Rating Scale and the Balance Score Card• The rating scale is a performance appraisal form on

which the manager simply checks off the employee’s level of performance. Some of the areas evaluated include quantity of work, quality of work, dependability, judgment, attitude, cooperation, and initiative.

COMPENSATION •THERE IS A BUDGET ALLOCATED FOR EACH STORE ON THE BASIS OF WHICH COMPENSATION IS CALCULATED. MONETARY & NON MONETARY REWARDS ARE GIVEN TO THE EMPLOYEES MONETARY – VOUCHERS AND GIFTS NON MONETARY- AWARDS AND CERTIFICATES INCREMENTS ARE GIVEN IN SALARY OF EMPLOYEES AFTER PERFORMANCE APPRAISAL. THE ATTITUDE THEY SHOW TO THEIR COMPANY, CLIENT, COLLEAGUES, SUPERIORS AND THE CUSTOMER IS TO BE TREATED IN HIGH PRIORITY FOR THEIR GROWTH ASSESSMENT. PROMOTION : TWO TIMES A YEAR BENEFITS TO THE EMPLOYEES PF , ESI, GRATUITY AND OTHER BENEFITS AS UNDER THE GOVT OF INDIA