Ihr Ppt Research

8/8/2019 Ihr Ppt Research

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INTERNATIONAL

HUMAN RESOURSE

MANAGEMENT


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HR PRACTICES IN INDIA

India becoming a global hub of outsourcing, , it

spreading their wings globally through mergers and

acquisitions.

By the year 2020; India is expected to add about 250

million to its labour pool at the rate of about 18

million a year, which is more than the entire labour

force of Germany.

As the Indian organisations human resources become

increasingly strategy driven, they value


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KEY HRM PRACTICES IN INDIA

Job Description

Recruitment and Compensation

Training and development

Performance appraisal and Career planning

Gender equity

Reservation system


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HR PRACTICES IN USA

HR professionals in the workforce are

extremely well educated.

When compared to other countries they have

more interactive form ofHR practices which

brings more interest among the employees in

the workplace.


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KEY HR PRACTICES IN USA

Safe, Healthy, Happy Workplace and Delight

Employees with the Unexpected

Open Book Management Style

Performance linked Bonuses, Highlight performers

and Reward Ceremonies

360 Degree Performance Management Feedback

System


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Contd

Fair Evaluation System for Employees

Knowledge Sharing ,Open house discussions

and feedback mechanism


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Method of study

Company records

Websites

Research projects


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HR POLICY

Tata power

Every member of the Tata Power family will be

respected and treated as an Individual.

General Electric

HR function is to build talent, culture and capability

for global growth


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RECRUITMENT

Tata power

Detailed job descriptions (Job Man Specification

Forms) comprising technical /functional aspects,

leadership competencies (TLPs) and candidate profile

are chalked out.

Interview Assessment Forms.

The Panel is equipped with requisite assessment

skills and interviewing techniques to judge desired

competencies.


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GENERAL ELECTRIC

GE builds a strong talent pool by hiring over 2,000

interns globally.

The student hires in 2009, 174 were from Asia, 149

were from Europe, Middle East & Africa, and 556

were from North and South America


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TRAINING(TATA POWER)

The basic objective of imparting training to the

employees is improving performance of the company

through people.

Measuring effectiveness of the program, employee

feedback survey

Learning during the programme application.


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GENERAL ELECTRIC

GE has the commitment to build internal capacity is

embodied most prominently in the companys

dedication to training and development.

GE Global Learning are three primary programs:

Crotonville Leadership.

The Functional Skills programBusiness Knowledge


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TYPES OF TRAINING(TATA POWER)

Internal Training- The trainer knows the targetaudience expectations - department engineers

External Training - The course content are decidedkeeping in mind the cross-section of participants,their position, the jobs they handled etc- externalfaculty.

Signed MoU with NICMAR to enhance projectmanagement competency of employees.


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GENERAL ELECTRIC

One-yearinduction trainingprogramme.

The induction programme contains the following:

Technical Training

Functional Training

On the Job training

Class room training

Managerial Skill Development for Lateral Joiners


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PERFORMANCE MANAGEMENT

TPC has a culture of identifying and preserving talent

in the organization through a process known as STAR

that identifies consistent high performer through

PMS.

A formal web based PMS has been institutionalised

for officers.

performance is assessed on an annual basis /

Exceptional cases are rewarded with Merit Increment

/ One Time Award


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Contd

At the end of each year, their performance is then

assessed against company objectives and strategic

goals.

They take both quantitative and qualitative factors in

assessing performance, including reliability in

delivering financial and growth targets, performance

in the context of the economic environment,etc


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Contd

Compensation surveys are done periodically to

ensure that the compensation provided is kept current

with the market.

The structure for Officers compensation is also being

made more contemporary with a view to reward

performance such as Best Department Reward by

increase in the performance-linked portion ofCompensation package


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Performance appraisal in GE

GEs compensation programs - take into account the

general business and socio-political environment in

which compensation decisions are made.

They had a management development and

compensation committee (MDCC) for executive

compensation.


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EMPLOYEE BENEFITS

Contributions such as

Provident Fund,

Superannuation Fund,

Retirement benefits in the form of gratuity and

leave encashment, etc to employees


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Contd

They provide wide range of employee services,

retirement, health and other benefit plans.

The GEPension Plan also covers employees dates

back to the beginning of the 20th century.

It covers more than 635,000 employees and retireesglobally.


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Contd

Internal coaching

GE plans to integrate educational facilities into itsnew research centres in Brazil and Michigan.


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EMPLOYEE WELFARE PROGRAMS

Tata power

Housing, Medical facilities, Sports and recreational

activities and counselling.

GE

New Voluntary Protection Program (VPP)

The GE 2010 Global EHS (Health and Safety)Program


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LABOUR RELATIONS

Tata power

The employees should not follow a bureaucratic

approach and also should not be too liberal with

the employees.

Industrial relations build in Tata Power through their

benefits provided to employees


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GENERAL ELECTRIC

Labour unions, trade unions, works councils or

other types ofemployee representative bodies

GE negotiated a four-year National Agreement in

2007 with members of GEs two largest unions (IUE-

CWA and UE). The agreements with unions are basedon the terms for 3-5 yrs.


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