TOOBLER TECHNOLOGIES LTD.

GROUP 1

Aashna rajan

Devika Rajgopal

H.Parvathi

Jerin Philip

Manjari Ramkumar

Rishi Raj

INTRODUCTION

❏ Every company follows various HR practices to make their employees satisfy and motivate.

❏ The company ensures that these practices are best among the industry .

❏ HR practices like Employee Referral schemes gives the employees a feel that they are also a part of decision making and companies are ready to hear them..

❏ This kind of HR practices makes the organization, the best place to work and

improves the employee morale.

ABOUT THE COMPANY

• Toobler was founded in 2008 with a team of five.

• It has grown its client base and employees drastically and is all set to expand further and currently there are 50 employees working in its new office space.

• Toobler technologies Pvt Ltd. are now into their 6th year of operations and are advocates of "the lean startup" methodology;

• They upgraded their infrastructure and in-house training programs to meet industry requirements and trends.

SERVICES OFFERED

❏ web application development

❏ native apps for mobile and internet.

❏ user experience design

❏ cloud for business

❏ lean UX and UI for startups

❏ responsive web design

THREE BEST HR PRACTICES OF TOOBLER

1.EMPLOYEE REFERRAL PROGRAM

❏ Recruiting candidates using employee referral is widely acknowledged as being the most cost effective and efficient recruitment method to recruit candidates and as such, employers of all sizes, across all industries are trying to increase the volume of recruits through this channel.

❏ An employee referral scheme encourages a company's existing employees to select and recruit the suitable candidates from their social networks

BENEFITS

• Candidate quality

• Higher retention levels

• Reduction in recruitment expenditure

• The one-to-one direct relationship between the candidate and the referring employee acts as an advantage

• superior interview to job offer conversion rates increases.

OBSTACLES/DISADVANTAGES

❏ An employee's social network is limited – only a small proportion of the network may be suitable for referral

❏ Recruiting from an employee’s limited social network may compromise the diversity of the workforce

❏ Actively referring candidates increases an employee’s workload and may be detrimental to their main responsibilities

❏ The best and most relevant candidates may not be acquainted with an existing employee of the company and therefore cannot be recruited via the referral scheme

❏ The complexity of today's technology does not allow for easy employee referral management.

IN TOOBLER

• The employee referral program is an opportunity to contribute in creating the best talent, working for the success of the company, making “Toobler” a desirable place to work.

• All employees are encouraged to provide references for Company. Employee should not have worked with the company before.

• In order to refer a candidate the employee needs to email the referee details along with an updated resume of the candidate, to HR personal.

2.Bereavement leave policy❏ This is allowed as to all permanent employees in order to take adequate leaves to

handle the trauma in the event of the death of an immediate family member. ❏ Employees may take up to three (03) days off with pay to attend the funeral or

make funeral arrangements. ❏ Definition of who a family member is and only if one of the following : spouse,

children, parents, grandparents, brother, sister and in-laws—dies can an employee be considered for time off with pay.

3. OPEN DOOR POLICY❏ An open door policy is a communication policy in which a manager, CEO,

president or supervisor leaves their office door "open" in order to encourage openness and transparency with the employees of that company.

❏ As the term implies, employees are encouraged to stop by whenever they feel the need to meet and ask questions, discuss suggestions, and address problems or concerns with management.

❏ An open door policy serves to foster an environment of collaboration, high performance, and mutual respect between upper management and employees.

❏ It is a quality management practice and mechanism that serves to sustain employee empowerment and morale, while maintaining a vital effect on improving efficiency, productivity, growth, and corporate ethical standards.

❏ The company encourages employees to share thoughts, suggestions and concerns, seek information, provide inputs and resolve problems / issues through your immediate manager.

❏ Managers are expected to listen to employees’ concerns, to encourage their inputs and to seek resolutions to their problems.

BENEFITS● Open door policies encourage employees to offer suggestions and ideas, provide

or solicit feedback, seek personal or professional counsel, or address concerns within the company.

● The policy establishes an environment of trust and mutual respect between the employer and employee.

● The practice is viewed as a morale booster by letting employees feel as if they are able to openly speak with their employer about issues face-to-face, rather than through e-mail or voicemail.

● In essence, an open door policy serves to empower employees, knowing that their voice is heard and issues are quickly addressed and resolved. Trust in the company tends to improve and grow, when employees understand that they are welcome to confide in senior management, when immediate supervisors are unavailable.

Conclusion

Best practices can be defined as a method or technique that has consistently shown results superior to those achieved with other means, and that is used as a benchmark. In addition, a "best" practice can evolve to become better as improvements are discovered.

The best practices followed by companies differ with respect to their domain of work, culture, field of expertise etc. The best practise followed by one company may not be a best practise for another company. In short, the practice's get better as the company advances in time and responsibilities.

THANK YOU