Hr Strategies

PERSONAL PLANS AND POLICIES PRESENTED BY SHRADHANJALEE PANDA

Marketing plans and strategies  Production plans and policies  Human resource plans and policies  Research and Development  Financial plans and policies 

Nothing but Personnel Management that helps an organization to get the best talents, developing them, motivating them, retaining them longer and controlling them for sharpened competitive edge.  High performing organizations treat their human capital as the most important and valuable asset.  Good HRD practices can influence financial and non-financial indicators of corporations, generate employee satisfaction which in turn can influence customer satisfaction.  Finance is easily available from within and without nation, but not the right kind of manpower. 

Recruitment Policies and Strategies  Selection Policies and Strategies  Training and Development Policies and Strategies  Promotion and Transfer Policies  Compensation Policies  Empowerment  Stress Management  Downsizing  Industrial relations strategies 

Recruitment is the process of building the reserve of promising or eligible candidates.  It is positive in nature with large eligible candidates  It can be through consultants, in-campus recruitment, on the basis of recommendations by present employees and family members, websites etc.  Recruitment strategy varies with the growth stage of the organization and even from organization to organization. HLL(HINDUSTAN LIVER LIMITED) 

A negative process in that of the eligible candidates, short listing is done and the persons to be selected will be reduced considerably.  Selection is a wedding out process where through stages, the misfits are easily short-listed.  It has 7 steps. 1.Application in blanks 2. Initial interview 3. Testing 4. Reference checkup 5. Medical examinations 6. Final Interview TISCO 

Training and development is the process of bringing change in their knowledge, attitude and behavior.  The very best selected are to be trained in terms of skills, knowledge, attitude and behavior to get best out of human capital. 

GENPACT

 

 

An employee after enjoying a status for several years needs an upper movement or lateral movement. The vertical movement stands for promotions and the lateral for transfer promotions means occupying new and higher positions that enhances his responsibilities making his work more challenging, thrilling and paying too. Promotion is the upward movement of an employee based on his merit and seniority. Transfer is a lateral movement without any financial incentive to maintain balance in the effectiveness of the organization and to accommodate employee-employer needs. SANDOZ INDIA LTD



 

There is a positive correlation between the reward system and employee attraction and retention in a progressive organization. Can be in the form of cash, variable pay etc. Rewards are basically based on performance- the basic determinant of pay, followed by skills and competencies, the organizational life style and the demand-supply situation.

LG ELECTRONICS





Basically means infusing the staff with sufficient confidence, courage and competence so that they are able to resolve issues by themselves, which otherwise could have been referred to up stairs for a decision. The process through which employees can be empowered includes:Delegation Participation Self-managed work teams Emotional support Role models Training

 





Stress is a condition causing hardship and discomfort. Reasons for stress:- Poor reputation lack of communication Poor working conditions Inexperience etc Stress management involves including the habit of relaxing physically as well as mentally for sometime away from regular routine. Stress management calls for assessing the work, work place, copying with daily life, identifying attitudes, managing time, communicating well, gaining balance in life and living, finding time for relaxing, experiences, meditation, sleeping better, etc.

Downsizing or rightsizing is the process of rationalizing the manpower requirement and reducing the number of persons in the organizations to the extent needed.  A carefully planned and implemented strategy of downsizing results in savings of future payments to work force and concentration on improving the technology. 

  

A healthy growth of an enterprise, employee, employer and the society is dependant on the improved industrial relations. The misunderstandings, grievances, disputes are not the one which can be uprooted. They are to be prevented from occurring and settled amicably once they occur.