HR Policies 1

HRM ASSIGNMENTGroup members:

Aman Mukharya(465)Bhargav Padh(437)

Dhaval Pandya(438)Himanshu Aggarwal(405)

Naresh Chandak(414)Samir Sethi(419)

Sumanth Varma(416)

HR Policies• Associate Opinion Survey(AOS): method of understanding

and improving unit performance through dimensions like leadership excellence, team work ,etc

• Speak Out: an opportunity for open and direct communication with the president and the MD of International Lodging

• Guarantee of Fair Treatment (GFT): The GFT recognises the right to voice workplace concerns and have them resolved

• Integrity Hotline: Any integrity or business abuse situation can be shared by calling the Business Integrity Line.

• Access to information: There is a transparent culture and all information related to the business is easily accessible.

• Open door policy: Open communication is encouraged at all levels.

Training and DevelopmentKey Training Programmes

In The Beginning (ITB): new joiners go through the orientation process and then join the shop floor.

15 minute training: Every day before the shift begins, all departments conduct a pre-shift meeting.

Self-paced tools: opportunity to learn at their own pace through access to a UK internet-based learning centre.

InMotion! : A programme for supervisors moving into a management role, and includes training on management and leadership.

Essential skills for supervisors and managers: additional management training to sharpen their skills.

Other HR PracticesMarriott launched a new program called Management

Flexibility.To assist managers in maintaing a work-life balanceA strong communication channel has been set up

which includeDaily Packet: An internal newsletter printed everydayInformation Boards: These boards contain

information relevant to that department and the hotel.Marriott Global Source (MGS): An internal website

to share customer service stories and experiences and day-to-day information sharing.

Service Basics: Every brand of Marriott has its own service basics which are practiced on day to day operations.

HR PracticesCulture consists of enterpreneurial, meritocratic,

down to earth and non-hierarchial valuesThey believe in effective alignment of performance

culture levers leading the organisation to become a great place to work.

Kotak aims at policy deployment at National, regional and the branch level.

The line managers drive recruitment, retention & development of team members.Entrepreneurial Creativity development driven

through defined Professional Entrepreneurship Development Process

Work Life Balance = making the workplace enjoyable..

Dependent policy, annual picnic with family etcTGIS - Other activities (pursuing hobbies like

reading, cooking, trekking, dancing, etc)CSR - Corporate Payroll Giving program, R-Five

etcCFOs (fun2Work) initiatives, HouseKonnect

(plays), Sports & Social gatherings (Kotak Olympics, Jung etc)

Employee Welfare - KareKonnect (health, fitness, wellness & nutrition), Engaging employees children through theatre and education “Know your Banking” workshops.

HDFC Life Insurance

HDFC Life Insurance-Introduction• Began operations in 1995 with a simple mission : to be a “

World Class Indian Bank.”• Business philosophy based on four core values –• Customer Focus • Operational Excellence• Product Leadership • People

• Believe that the ultimate identity and success of their bank reside in the exceptional quality of their people and their extraordinary efforts.

• Thus, they are committed to hiring, developing, motivating and retaining the best people in the industry.

HR POLICIESRECRUITMENTNo Advertisements.Test Followed by interview

MOTIVATIONMoments of magic- employee is recognized

and given incentives depending on the customer feedback i.e., if the employee has given good customer service.

HR POLICIESStar of the week & Star of the day:

Employees given bonus according to the target achieved.

Support employees: If an employee has financial problems he can take a loan which will be given at concessional rates.

Pro employee leave schemes: 6 month maternity leave- twice, 14 days mandatory leave and every Saturday is off.

HR POLICIESCOMMUNICATION

Employees can directly write to the MDEvery morning, a short meeting called ‘hurdle’ is held to

discuss the focus of the dayOnce a week they have a meeting to discuss about internal

issues.

HR POLICIESORIENTATION

Orientation programme known as ‘Swagat’ for new employees

The employees are made familiar with the culture, background and the basic things they are supposed to do in the organization.

PERFORMANCE APPRAISALEvery 6 months- half yearly appraisal is held12 months- annual appraisal

HR POLICIESTARGET SETTING

Targets are set every month. The target standards being T1, T2, T3 and T4. T1 being the best and T4 being the worst. At the end of the month the targets are discussed, it is seen

how much the employee has accomplished from what target was given to him

HARDCASTLE RESTAURANTS-Managing McDonalds in INDIA

HR policies

“McDonalds is not just a berger company serving people, we are a people’s company serving berger’s.”- Ray Croc,Founder, McDonalds

Some of the core values of HardCastle restaurant.Cleanliness in next to GodlinessHigh Degree of respect to local culture and

maintaining emotional connect with the people.

HR policies-Hiring and Staffing

An average HardCastle Restaurant has about 40-60 employees(From crew level to manager).

Systems like the Quality Hiring Process for hiring at entry level-focus on the required competencies, interview questions, on-the-Job assessment evaluation criteria, etc.

Systematic Induction program-Every Crew member trained extensively on food handling and food safety process.

HR policies-Hiring and Staffing

When moving up the ladder a thorough behavioral assessments is done by carrying out a structured interview process.

Various training programs at higher level like Advanced shift management, Restaurant Leadership program, Training Consultant Course in place.

HR policies-Employee EmpowermentMain Objective is to be “Employer of Oppurtunity”Employee work is recognized through “Reward

and Award system”.Promotions based on merit. About 50% of trainees

who join as “crew members” make it into the management team.

Lack of hierarchy-Flat structureFreedom to speak to anyone at any level and at

any time through the open door policy, feedback mechanisms and formal and informal sessions across the organization.

GODREJ-Consumer Products

Godrej’s HR Practices(consumer products)Talent Management System:- Integration of

PMS, Training & Development.(Helps building leaders & defining career path)

Talent Hunt:- Leadership potential by superiors & independent assessors. Selected candidates gets career choice b/w General management & domain expertise.

Special Long Service Awards:- Based on tenure.

Godrej Accelerated Learning, Leadership and Orientation Programme (GALLOP)

Thank you!!