A Study On HR Practices In Connection To

Human Capital Management, Training &

Development And Compensation Administration
HUMAN RESOURCES MANAGEMENT
PROJECT PART-l, II&III
Submitted By
MBA 2018-20 (Batch – B)

Submitted To
Dr. Elizabeth Dominic
Assistant Professor

Date of Submission: 30/04/2019

 TABLE OF CONTENTS

SL.NO TITLE PAGE.NO

1 INTRODUCTION 1

CHAPTER – I
2 HR Practices In Connection to Human Capital 3-9
Management

CHAPTER – II 11-18
3 HR Practices In Connection to Training and
Development activities

CHAPTER – III
4 HR Practices In Connection to Compensation 20-22
Administration

5 BIBILOGRAPHY 23
INTRODUCTION
Human resource management (HRM or HR) is the strategic approach to the effective
management of people in an organization, so that they help the business to gain a competitive
advantage. It is designed to maximize employee performance in service of an employer's
strategic objectives. HR is primarily concerned with the management of people within
organizations, focusing on policies and on systems.HR departments are responsible for
overseeing employee-benefits design, employee recruitment, training and development,
performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also
concerns itself with organizational change and industrial relations, that is, the balancing of
organizational practices with requirements arising from collective bargaining and from
governmental laws.

Human resources overall purpose is to ensure that the organization is able to achieve success
through people.HR professionals manage the human capital of an organization and focus on
implementing policies and processes. They can specialize in recruiting, training, employee-
relations or benefits, recruiting specialists, find, and hire top talent. Training and development
professionals ensure that employees are trained and have continuous development. This is
done through training programs, performance evaluations and reward programs. Employee
relations deals with concerns of employees when policies are broken, such as in cases
involving harassment or discrimination. Someone in benefits develops compensation
structures, family-leave programs, discounts and other benefits that employees can get. On
the other side of the field are human resources generalists or business partners. These human-
resources professionals could work in all areas or be labor-relations representatives working
with unionized employees.

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 CHAPTER – 1
Human Resource Management
Practices in Google

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Google Company Profile
Google is an American multinational technology company that
specializes in Internet-related services and products, which include
online advertising technologies, search engine, cloud computing,
software, and hardware. It is considered one of the Big Four
technology companies, alongside Amazon, Apple and Facebook.
Google was founded in 1998 by Larry Page and Sergey Brin while they were Ph.D. students
at Stanford University in California. Together they own about 14 percent of its shares and
control 56 percent of the stockholder voting power through supervoting stock. They
incorporated Google as a privately held company on September 4, 1998. An initial public
offering (IPO) took place on August 19, 2004, and Google moved to its headquarters in
Mountain View, California, nicknamed the Googleplex. In August 2015, Google announced
plans to reorganize its various interests as a conglomerate called Alphabet Inc. Google is
Alphabet's leading subsidiary and will continue to be the umbrella company for Alphabet's
Internet interests. Sundar Pichai was appointed CEO of Google, replacing Larry Page who
became the CEO of Alphabet.
The company's rapid growth since incorporation has triggered a chain of products,
acquisitions, and partnerships beyond Google's core search engine (Google Search). It offers
services designed for work and productivity (Google Docs, Google Sheets, and Google
Slides), email (Gmail/Inbox), scheduling and time management (Google Calendar), cloud
storage (Google Drive), instant messaging and video chat (Google Allo, Duo, Hangouts),
language translation (Google Translate), mapping and navigation (Google Maps, Waze,
Google Earth, Street View), video sharing (YouTube), note-taking (Google Keep), and photo
organizing and editing (Google Photos). The company leads the development of the Android
mobile operating system, the Google Chrome web browser, and Chrome OS, a lightweight
operating system based on the Chrome browser. Google has moved increasingly into
hardware; from 2010 to 2015, it partnered with major electronics manufacturers in the
production of its Nexus devices, and it released multiple hardware products in October 2016,
including the Google Pixel smartphone, Google Home smart speaker, Google Wifi mesh
wireless router, and Google Daydream virtual reality headset. Google has also experimented
with becoming an Internet carrier (Google Fiber, Project Fi, and Google Station).
Google.com is the most visited website in the world. Several other Google services also
figure in the top 100 most visited websites, including YouTube and Blogger. Google is the
most valuable brand in the world as of 2017, but has received significant criticism involving
issues such as privacy concerns, tax avoidance, antitrust, censorship, and search neutrality.
Google's mission statement is "to organize the world's information and make it universally
accessible and useful", and its unofficial slogan was "Don't be evil" until the phrase was
removed from the company's code of conduct around May 2018.

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Human Resource management Practices in Google

The starting point for engagement is making employees feel valued. Here’s how Google
shows its employees that they’re valued.

1. Google Keeps People Inspired

A 2017 study conducted by Future Workplace found that employee burnout is currently the
largest threat to employee engagement. One of the biggest causes of employee burnout is
lack of control at work. Studies have shown that the most capable employees at a company
are often overloaded with work. This leads to incomplete tasks, frequent overtime, and halted
innovation all of which reduce employee control and increase the likelihood of burnout.
Google’s approach to this problem is 20% time. Employees spend up to 20% of their time at
work every week on projects that inspire them.

With their 20% time, Google employees created Gmail, Google News, AdSense, and many
other highly profitable products. A perk like 20% time inspires employees because it allows
them to focus on things they’re passionate about. That inspiration prevents burnout,
increasing engagement and decreasing turnover. Implement 20% time at your company by
allowing employees to set an annual goal of their choice. Let them choose anything they’re
excited or passionate about. Then, work with managers to give employees the freedom to
dedicate one day a week—or one week a month—to working on that project. Including 20%
time in annual goals is important because it gives HR and managers the ability to measure
progress and see the outcomes of the initiative.

2. Google Supports Flexibility

Another way to prevent burnout by giving employees more control is to allow for flexibility
in work schedules. Some of Google’s more exotic benefits like on-site haircuts, massages,
bowling alleys, gaming rooms, pools, and playgrounds aren’t necessarily designed for
afterwork use. Googlers enjoy those amenities any time they want—even in the middle of the
workday.

While most Googlers work some version of a Monday through Friday, 9 a.m. to 5 p.m.
schedule, they can vary it up whenever they need to. Work six hours one day and nine the
next, go swimming after a morning meeting, or work from home with a sick child—no one
cares. According to Prasad Setty, VP of People Operations at Google, one of the company’s
core tenants is “if you give people freedom, they will amaze you.”

But giving their employees freedom and flexibility isn’t a matter of blind trust. Google only
hires ambitious people the types of people who do their work whether someone’s watching

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or not. In fact, the company is well-known for its lengthy, detailed, and thorough hiring
process. There are plenty of ways to support flexibility at your company. Allow employees
to work from home when needed, adopt flex schedules, and increase the amount of personal
time employees get each year, or allow employees to take their personal time in hours— not
days. And remember that people are most productive in the morning before lunch. If flex
time means people take the afternoon off for appointments or errands, it’s probably not as
much of a blow to productivity as leadership may imagine at first.

3. Google Promotes Diversity

In 2015, Google expanded its 20%-time perk to create Diversity Core—a program that allows
employees to allocate their time to diversity projects and initiatives. Employees who
participate in Diversity Core work on projects that raise the visibility of women in technology
jobs and encourage more Hispanics to apply to work at Google, among many others.

According to data from Google, in 2014 before implementing Diversity Core the company’s
gender split in technical roles was 17% female and 83% male. As of the beginning of 2017,
the number of females in technical roles at Google was at 20%.Aditionally, Google locations
in the U.S. employed 5% more Asians and 1% more Hispanics at the beginning of 2017 than
in 2014. If these numbers seem small, remember that Google employs more than 70,000
people; even a mere 1% increase is more than 700 people

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4. Google Listens, Responds, and Adapts

 Employees use a tool called Google Moderator—another outcome of 20% time—to

ask questions and vote on others’ questions they want answered.
 Every Friday, the company holds an all-hands meeting where company leaders respond
to the most popular questions of the week.
 Leaders use a charting tool called Google-O-Meter to measure the popularity of
different employee suggestions.
 Leaders also schedule “Fixits” to solve big, urgent problems. Fixits are 24-hour sprints

5. Google Encourages Development

There are a lot of different ways for businesses to encourage professional development:

 Offer a professional development stipend.

 Form a mentorship program.
 Provide PTO specifically for time-off related to learning and development.
 Have an on-site library of books selected by employees and leaders.
 Reimburse employees for tuition costs.

Google has its own unique way of encouraging professional development: Career Guru
provides employees with access to company leaders who explain in great detail what it’s like
to work in different roles within the company.

This level of career coaching helps employees find roles they might want to move into one
day in the future and learn what education and experience they need to qualify.

6. Google Creates a Culture of Empathy

Using a decade’s worth of data collected about Googlers covering everything from their
educational and career backgrounds to their interests and eating habits researchers and data
scientists attempted to find patterns among Google’s highest-performing teams. The
statisticians couldn’t find patterns. The data just didn’t contain the answers they were looking
for.So the team took a different approach: they observed high- and low-performing teams to
look for consistencies in how the teams interacted and ran meetings. The discovered that
members of the highest-performing teams felt safe speaking up and sharing their ideas.

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Great teams trust and respect each other, providing all members with not only a voice, but
also the confidence to share that voice with others.

7. Google Offers Unique Benefits

For example, in Google’s early days, Page and Brin noticed that young software engineers
were really bad about washing their clothes. This led to the company’s on-site laundry perk.

No one sat down to brainstorm benefits and thought, “I bet this perk will make people want
to work here.” They were simply fulfilling a need.

When putting together the benefits package for SMBs, consider what you know about
company employees, and use that information to design unique benefits:

 If many employees have young children, consider offering childcare reimbursement

instead of/in addition to tuition reimbursement.
 If many employees are recent college graduates, consider offering student loan
payment matching instead of/in addition to 401k matching.
 If many employees are nearing retirement, consider allowing them to invest their
professional development funds into their retirement accounts.

If you don’t know enough about employees to know what benefits they need, collect
information from managers, or include demographic questions in engagement surveys.

8. Freedom over how and when Work is completed

One of Google’s strongly held beliefs is that they can get amazing output from people by
giving them freedom. Indeed, research by Sir Michael Marmot, Professor of Epidemiology
and Public Health at the University College, London is proof of that fact. From research that
he carried out over a period of 4 decades into the health of government workers in Great
Britain, he found out the highest mortality and poorest well-being were consistently
associated with employees who had the smallest degree of control over their work lives.

Google’s employees are allowed greater discretion on their hours of work and also on when
they can go and have some fun whether it involves getting a massage, heading to the gym or
just indulging in volleyball. In addition, the firm allows each of its employees to give 20
percent of his time (1 day every week) to doing anything they like. This can range from
assisting with another project to even just sleeping. Anything that is ethical and lawful is
okay with Google.

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9. Uncommon yet Affordable, Amazing Perks and Benefits

Just like other companies, Google offers the usual extrinsic benefits such as flex spending
accounts, no-cost health and dental benefits, insurance, vacation packages and tuition
reimbursements. However, Google is better known for some really distinctive and “more than
just attractive” perks and benefits which just serve to show the very extreme lengths the
company goes to make its employees consistently happy. What follows are some examples
of these remarkable perks and benefits.

 Reimbursement of up to $5000 to employees for legal expenses

 Maternity benefits of a maximum of 18 weeks off at about 100 percent pay. The father
and mother of the new-born are given expenses of a maximum of $500 for take-out
meals in the initial 3 months they spend at home with the baby (Take-Out Benefits).
 Financial support for adopting a child (Google’s Adoption Assistance)
 On-site car wash, oil change, bike repair, dry cleaning, gym, massage therapy and hair
stylist are available at the company’s headquarters in Mountain View
 At the Googleplex, there’s an onsite doctor and free fitness center and trainer and
facility to wash clothes among other benefits
 Lunch and dinner is available free of charge, In addition, an assortment of delicious
but healthy meals are available every day, prepared by gourmet chefs.

10. Voice and Value

At Google, democracy prevails with employees given a considerable voice. Here are some
ways how.

 The company hosts employee forums on all Fridays where there is an examination of the
20 most asked questions.
 Employees can make use of any of a number of channels of expression to communicate
their ideas and thoughts. Channels include Google+ conversations, a wide variety of
surveys, Fixits (24 hour sprints wholly dedicated to fixing a specific problem), TGIF and
even direct emails to any of the Google leaders.
 Googlegeist, the company’s biggest survey seeks feedback on hundreds of issues and then
employs volunteer employee teams all over the company to resolve the major problems.

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 Employees are regularly surveyed about their managers. The results of the survey are used
to publicly acknowledge the best managers and make them role models or teachers for the
next year. The worst managers are provided with vigorous support and coaching, with the
help of which 75 percent improve within a quarter.

Women at Google

Google sponsors a variety of internal workplace programs to ensure that it is a great place
for women to work, and sponsors external organizations and initiatives designed to
promote Science, Technology, Engineering, and Mathematics (STEM) education among
women, from middle school girls to female university students.

 Google Women Engineers Network (GWE): The GWE International Network is a

group of passionate female engineers that strives to create community among members
and connect with girls and women around the world. In offices around the world, GWE
members create communities, reach out to local youth, and support Google's numerous
education initiatives to generate greater interest in STEM among girls and women.

 Women’s Leadership Community (WLC): The Women's Leadership Community

(WLC) at Google is a platform for connecting our senior female Google’s. The goal of
the WLC is to address leadership challenges in support of personal and professional
development, and has active chapters throughout North America, Europe and Asia.

Google created a unique work environment that attracts, motivates, and retains the best
players in the field. Google encourages employee risk taking and innovation. Google’s
culture is reflected in their decision making as well. Decisions at Google are made in teams.
Synthesis of understanding organizational culture is the totality of values, symbols,
meanings, assumptions, and expectations that can provide solutions to the growing factors
outside the organization and able to be the glue for its members.

One of the reasons why so many people long to work for Google is because of its unique
company culture. The corporate tech giant is famous for treating its employees like gold and
providing them with innumerable perks in a laid-back, fun work environment. Unlimited free
gourmet food and snacks; complementary massages; on-site daycares; and free fitness classes
and gym memberships are just a few of the many benefits offered to Google employees or
“Googlers” as they are called.

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 CHAPTER – II

HR Practices In Connection To Training And

Development Activities

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 HR Practices In Connection To Training And Development Activities
Human resource departments typically conduct activities designed to train and develop
company personnel, whether to address performance problems or help prepare an employee
for a management role. In addition to formal training courses (such as instructor-led sessions,
web-based training and seminars), you should offer flexible alternatives such as coaching,
mentoring and job-rotation experiences. Developing employee capacity involves managing
programs such as employee orientation sessions, policy and procedure awareness sessions,
leadership development workshops and other options designed to enable your company (and
employees) to succeed.
Currently in India, there are only few organizations who are emphasizing on training and
development. Training is a planned and systematic attempt to alter or develop knowledge,
skill, and attitude through learning experience so as to achieve effective performance in an
activity or a range of activities. Training is the act of increasing the knowledge and skill of
an employee for doing a particular job. It is an opportunity to learn and depend on several
factors such as design and execution of training, the inspiration and learning style of the
trainees and also the environment for learning in the organization. The importance of
corporate training should be visualized in the context of paradigm shift that is taking place in
Indian industry. The role of knowledge worker is increasing. The pace of change is fast and
the skills have to be enhanced. So training is one of the tools at CEO’s disposal to achieve
this end. The compelling need for training is also because of three factors. The first is
liberalization which has dismantled barriers and made the entry easier for both domestic and
overseas companies. The second is the demand and supply of professional talent which has
made employee retention a concern for CEO’s. The third reason is growing expectation of
employees regarding their professional and personal development. Most organizations in
India have been allocating resources to training as an act of faith for professionalism and
strategic thinking. There are several kinds of training methods used by trainers in
organizations. The designer of training program needs to be capable of matching the best
method with the training objectives. In the Indian corporate scenario, some renowned
companies have used modern training techniques and have made outstanding progress in
terms of their training initiative resulting in greater competition particularly resulting from
the liberal entry of MNC’s in India.

Training Development Process

1. Benchmark against the competition
Before agreeing to support a new initiative, company leaders always wants to know what the
competition is doing and whether you’re doing more or less. This certainly holds true for
training and development; that’s why it helps to network with professional colleagues and
through organizations like the Society for Human Resource Management to find out what
others are doing.

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2. Survey your employees
The best source of information about organizational performance and needs are your current
employees. They know a lot about what’s going on and what, if anything should be changed.
They’ll appreciate your interest and provide valuable feedback about what could be better or
eliminated.
3. Align training with management’s operating goals
Management always has operating goals: better performance, productivity, quality, or
customer satisfaction, to name a few. Once you know the goals, you can design targeted
programs. Additionally, look for others in your company who have needs that could be
satisfied by training: Legal usually supports compliance training, marketing and sales might
support training that promotes quality and consistency, and most departments will support
supervisory skills training that promotes employee satisfaction.
4. Run it like a business
Every new business starts with a strategic plan. Make sure you draft a plan for your training
effort that includes all the classic elements:

 Clearly state your purpose and proposed deliverables. Show that you understand the depth
and breadth of what you’re proposing.
 Include a SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis that will
help identify the appropriate training.
 Construct a realistic budget. Include all expenses, and be conservative (better to under-
promise and over-deliver).
 Include an analysis of the benefits to your organization so that everyone can better
understand the return on their investment.
 Know the numbers. Work closely with your company’s financial team to include the
appropriate information and how best to display it.
5. Weave it into your company’s culture
Companies want happy employees, so consider a “life-long training” philosophy that focuses
on employee satisfaction. When making promotion decisions, give preference to employees
who completed training and performed well. A promotion should be one of the rewards for
their efforts. Increase employee engagement by planning more opportunities for them to get
involved. They could be trainers or subject matter experts, or could assist in evaluating their
new colleagues and helping to reinforce their training.
6. Keep innovating
Now a days we can see tremendous improvements in the content and delivery methods of
training and development programs. As time and technology progressed, we evolved into

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PowerPoint presentations, graphic workbooks that were more attractive and useful, and
digital editing.
7. Measure results
Successful companies measure outcomes to make sure they continue to get the biggest bang
for their buck. The best measures are the simplest ones; incorporate them into your program
so everyone knows what’s expected.

Modern Training Practices in Various Organization

There are several kinds’ of training methods used by trainers in organizations. The designer
of a training program needs to recognize each of these to determine the best method for
meeting the training objectives. Some of the methods are lecture method, case study method,
conference, in-basket method, T-group training, role play exercise, induction training, cross
functional training, creativity training, diversity training, refresher training, and safety
training. Besides, there are various innovative and modern training techniques used by
renowned Indian companies shown below

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Aditya Birla Group

In all multinational companies of India, Aditya Birla Group is the most renowned. It is truly
a value-based company and its vision and mission are rooted in Indian values. The group is
driven by performance ethic pegged on value creation for its multiple stakeholders. Its core
values are integrity, leading change, excellence, respect for individual learning and sharing.
This is one of the companies that believes in the trusteeship concept of management.
To increase the knowledge and skills of employees, this group has established a center in
Navi Mumbai known by the name Gyanodaya. Gyanodaya has been envisioned as a hub, the
backbone of a process that sharpens the group’s competitive edge. Closely linked to the vision
of the group is the Gyanodaya vision: To be at the core of an effective learning network that,
as a strategic business partner, harnesses knowledge and intellectual capital, to contribute to
Aditya Birla Group’s vision of being a premium conglomerate.
There are two ways of learning at this center:
1. G-learning which takes place at Gyanodaya. The training calendar is accessible to
employees via Aditya Disha, the group-wide intranet. Participants can choose the
program that they would like to participate in.
2. E-learning where learning is just a click away. The training program of Gyanodaya is
classified as:
 Multi-tier Program: In this program, the need of individual is fulfilled at different
aspects. Training is provided in the aspect of leadership for young and general
managers.
 Functional Program: Sales and customer satisfaction are the ultimate goal of any
profit-making organization. To fulfill this goal, Gyanodaya organizes thisprogram. In
this program, skills are developed for better sales and marketing. Besides this, the
program focuses on the supply chain management.
 Role-specific Program: The role of an individual is very important for the success of
any team. In this aspect, Gyanodaya organizes program to develop the competencies for
individuals like marketing-head, unit-head, HR-head.
 Business-focused Program: This training program is designed for generating awareness
regarding the current practices, needs, and issues to a particular business.

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Infosys

Infosys Technologies Ltd. headquartered in Bangalore, provides Information Technology

(IT) consulting and software services to clients globally—as partners to conceptualize and
realize technology-driven business transformation initiatives. It is very essential for the
company to upgrade its workforce regularly to compete in the global market. Retention of
employees is the biggest challenge for every company. To overcome this challenge, Infosys
provides training and development opportunities to its employee’s right from the start. The
company has bagged many awards from ASTD as the world’s best company for providing
best training and development opportunities to the employees. The company is known best
for its Global Business Foundation School which runs the program for all fresh engineering
graduates who join Infosys and prepare them for the technical and environmental
opportunities present in the market. The Global Business Foundation School has various
centers all over the world.

Infosys U

Infosys has achieved awards for its Global Education Center which was set up in 2005. This
center provides training not only in technical skills but also in soft skills. It also provides
leadership program to new entrants to develop leadership qualities. New engineering recruits
undergo a 14.5 weeks ‘Initial Learning Program’ operated by the company. This aims to
transform engineers from diverse disciplines into software professionals and initiates them
into the Infosys way of life.

Training Activities at Infosys

After joining Infosys, induction is given to the employees, addressed by NR Narayana

Murthy by an audio visual presentation. During the program, the new hires are groomed to
shed their ‘campus frivolousness’ and assume their new roles as professionals and corporate
citizens. In the induction program, the core values of company are presented before the
employees. In the company, technical as well as soft skills have its own significance. The
main focus of the company is always on developing technical skills but they also give
emphasis on various skills like leadership qualities, global business etiquette, interpersonal
skills, communication skills, management skills, analytical skills, decision making, etc.

Syndicate Bank

Training is one of the most important interventions for developing human resource. For this,
Syndicate Bank’s first step is to analyze the training needs of the employees. For the analysis
of training needs they adopt scientific methods. The second step is to make a tailored
trainingprogram for senior officials of the bank. In this two institutes play a major role

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Syndicate Institute of Bank Management (SIBM) and Apex Training Institute of the Bank of
Manipal. The training centers of the bank are present in the major cities of India like
Bangalore, Delhi, Mumbai, Chennai, Ernakulum, Hyderabad, and Kolkata. These centers are
well-equipped with all the latest technology and facilities, and are responsible for providing
training to the junior level officers and workmen employees

Essar Corporate University (ECU)

Essar is a very prestigious and renowned group, awarded by ISTD in 2009 for its innovative
training practices. It is famous for its ECU which is a virtual learning organization and takes
various steps for the training and development of the employees. The main goals of the
program are to emphasize working in teams, develop networking and bonding, develop trust
and explore risk-taking. The company has also established Essar learning center at Hazira
which organizes around 400 formal training program’s per year on subjects ranging from
industrialized operations, general management, and logistics management. The company
runs different types of learning program’s for employees, like they have individual learning
program in which an individual is responsible for his own learning. E-modules are provided
by Learning Management System (LMS) regarding technical and management aspects to
employees to make them aware about latest management and technical skills.

Accenture

An organization has to be a ‘learning organization’ for survival in the present era of

liberalization, privatization, and globalization Therefore, knowledge is the only core
competence of organizations for coping with changes. In this line with the above philosophy,
among other like institutionalizing learning centers in divisions, Accenture has also
introduced the program ‘Leaders teaching leaders’. In this program, Accenture leaders share
their past experiences for the betterment of the working styles of the present employees. Its
education programs have been wellknown and appreciative around the business world. For
the bright future of the employees, Accenture provides its global portal ‘My learning’ in
which 20,000 online courses are available. For this kind of activities, Accenture won
prestigious awards such as the CLO Magazine Gold Award for Leading Business Change.
When a new entrant joins the company, the candidate is guided and mentored by leaders and
colleagues under a well-defined mentoring program.

IBM

IBM is a company that gives value to the learning and development of its employees since
1915. It has a separate and distinct IBM education department which was established to train
and develop employees. IBM is known for the use of e-learning programs to address its
learning solutions. The learning approaches used in IBM programs are learning from

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interaction, simulation or games, collaborative learning, etc. IBM is also well-known for its
program ‘IBM Connections’. The goal of this learning empowerment program is to bring
new hires to classroom for collaboration and networking, rather than having them gather for
a less-than-engaging lecture.

Training Methods of HUL

A variety of training methods are available and used by training agencies and organization
.Some of the most prevalent methods of training are follows

 Lecture

As the name indicates it refers to a presentation by the trainer or ideas, concept, theories and
issues. The method focuses on transmission of knowledge .It entails the maximum active role
by trainer and little overt activities the participants. It is economical, as a large number of
people can be trained at one time saving cost in terms of man hours 7 and money.

 On The Job Training Method

The training that takes place is centered around the job. The trainee used machines and tools
that will use once the training is completed .The training takes place in surroundings were lie
will, in future be working at this regular tasks.

ITC.Ltd

ITC follows coaching methodology in training their employees .coaching of employees

depends on sector in ITC, like coaching for hotel management in ITC is of 18 months where
as for a team leader in ITC is of 2 months. Basically number of days for coaching of an
employee in ITC depends on the sector and job.ITC believes in continuous learning. ITC
Hotels Ltd which has collaboration with Starwood Hotels is running Six sigma successfully.
Six Sigma (SS) is an important management tool in business that many companies are using
worldwide to strive for perfection the tool enables the organization to continuously improve
its work culture and processes.

Environment of coaching in ITC

* They have a training and development center named EPICENTER. This Epicenter is a
place where they sharpen their skills, foster innovation and encourage freedom of thought.

* These epicenter is highly sophisticated equipped with a range of advanced facilities such
as * A 70-seater lecture theatre. * A 50-seater lecture theatre.

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* Two 20-seater classrooms synchronized with the main lecture theatre.

* A 15-seater conference room with video conferencing facilities

* Training sessions are conducted in classrooms .Business games, simulations, team building
exercises and live case studies are used to develop problem solving skills and their
personality.

* Individual and group counselling is provided to impart holistic management education.

* The sessions are a blend of lectures workshops, factory visits, self-study assignments,
market surveys, case studies, role plays, group discussions and practical lab sessions.
Employee training: Technical training typically includes basic skills for new employees such
as programming language skills, OS principles, SE principles and specific technology
expertise related to various technology areas. Along with technical training, we also provide
a comprehensive certification program where employees can choose from a multitude of
technology areas. Behavioural training includes soft skills development sessions for the
employees. These workshops include training in * Leadership skills * Customer delight *
Communication skills * Time management * Creativity and Innovation *Team building
Exercises etc.

TCS

Building Enterprise Architects

TCS Learning &Development team in collaboration with Technology Excellence Group has
designed the EA Star program that is aimed at building Enterprise Architects. The program
was created to cater to the increasing demand for Enterprise Architects, and the demand for
TOGAF certified professionals in various project assignments. So far, over 700 employees
have gone through the program, enabling career progression for the associates and creating a
strong architect community in TCS.

Ambassador Corp

TCS Ambassador Corp is a leadership development program that prepares experienced

employees for global sales roles. TCS’s Ambassador Corps Programme focusses on critical
business and communication skills and also equips managers to tackle challenges posed by
cultural diversity. It offers an accelerated learning curve and trains managers to take their
place on the global stage from the day they land in the international marketplace

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 CHAPTER – III

HR Practices In Connection To Compensation

Administration

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Compensation administration is a segment of management or human resource management
focusing on planning, organizing, and controlling the direct and indirect payments employees
receive for the work they perform. Compensation includes direct forms such as base, merit,
and incentive pay and indirect forms such as vacation pay, deferred payment, and health
insurance. Compensation does not refer, however, to other kinds of employee rewards such
as recognition ceremonies and achievement parties. The ultimate objectives of compensation
administration are: efficient maintenance of a productive workforce, equitable pay, and
compliance with federal, state, and local regulations based on what companies can afford

1. Bajaj Corp Limited

At Bajaj Corp, employee welfare is a comprehensive term including various services, benefits
and facilities offered to its employees. These initiatives help the company in keeping up
morale and motivation of the employees, and include non-monetary benefits like monitoring
of working conditions, creation of industrial harmony through infrastructure for health,
industrial relations and insurance against disease, accident and unemployment for the
workers and their families. The company provides financial assistance other than salary/perks
to meet basic needs like child’s education, higher education, medical assistance, vehicle or
home loan repayments etc. Other benefits include different managerial skill development
programs, post-graduate diploma programs. The company also rewards retiring employees
and those who have stayed with it for long tenures.

2. Lokmat Media Private Limited

The company considers the health of its employees as a vital asset. It considers it a
responsibility to aid its employees in having a proactive approach to healthcare. Therefore,
the company has promoted preventive care amongst its employees. The company has tied up
with primer hospitals in the city for offering periodic health checkups for its employees. The
financial burden of healthcare costs can be overwhelming for employees. The company
desired to reduce this burden on its employees. To address this issue the company has a medic
aim policy in place. The company has tied with prominent insurance company. The company
conducts sessions on insurance to educate its employees on the various schemes offered by
their providers and their benefits.

3. Somany Ceramics Limited

The initiatives in employee welfare and compensation not only act as key differentiators but
also help built reputation in the long run. One such initiative introduced by Somany Ceramics
include; the Suraksha Employee Fund. This is a contributory employee fund, designed to
provide limited financial assistance to employees who are experiencing economic hardships
due to certain emergency situations.

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4. Universal Sompo General Insurance Company Limited
Universal Sompo General Insurance implements a host of employee-centric activities to
ensure a healthy, motivated, satisfied and loyal workforce. The company has developed a
culture that lets employees look beyond work to create perfect work-life balance. It follows
a participative model by actively involving employees, soliciting new ideas and encouraging
employee involvement at all levels. Some of the employee welfare incentives include health
check-up camps, discounts at diagnostic centers and pharmacy; picnics and sports activities;
birthday, anniversary, festival, farewell promotions celebrations etc. The company also takes
due care that all the workplaces are safe and secure, with employee safety and health being
of paramount importance.
5. Religare Finvest Limited
Compensation is the foundation for driving behavior of the workforce in an organization,
behaviors directed towards the Business strategy of the organization. A comprehensive
compensation system is Performance linked, Differential i.e. based on achievements against
set goals for each individual, Competitive in the market, In line with the Business Strategy
of the Organization, and Drives High Performance Culture. Fixed pay and Variable pay form
the pillars of the organization’s compensation philosophy. The variable pay includes bonus
plan, short term incentive plan for sales employees, and long term incentive plan in terms of
ESOP for middle to senior management employees. The company also provides car lease,
relocation benefits, health insurance, accident insurance, life insurance, communication
benefits and emergency loans and salary advance facilities. The compensation and benefits
for employees are regularly visited and updated according to the market conditions. This has
helped the organization to attract the best of the talent from the industry
6. Aculife Healthcare Private Limited
Aculife Healthcare Pvt Ltd. understands that compensation and benefits can go a long way
in motivating employees and help them retain in your organization. With a view to provide
additional benefits to its employees over and above the salary and other perks, the company
decided to introduce some form of monetary benefit. The employees were given an option to
en-cash their pending leaves instead of carrying it forward to the next year. The plan was
successfully implemented across teams, and added to the various benefits available to the
employees.
7. A.T.E. Enterprises Private Limited
A.T.E. Enterprises considers its employees the biggest asset for the organization. The modern
day hectic life style and work pressures have contributes to health issues and distortment in
work life balance of employees. In order to address these concerns, the company introduced
a series of programs and policies. Flexi-reporting time policy, early leaving or late coming,
mandatory availing of privilege leave, facility of working from home, and employee health
check-ups are some of the policies and programs to improve the welfare of its employees.

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8. Videocon d2h Limited
It puts a lot of emphasis on the holistic welfare activities right from health & fitness, sports
& recreation, medicine & healthcare, festival celebrations & gifting, success parties &
seminars to team bonding picnics and out bounds. To facilitate and encourage employees to
be more active & fit, it set up a training facility where employees get trained on fitness
activities like Yoga, kickboxing, aerobics, free body exercises etc. through professional
trainers. It provides its employees with sports facilities that include basketball court,
badminton court, and complete cricket gear kit along with ground arrangements for practice.
It provides its employees with annual health check-up initiatives and other medical check-
ups like dental, eye and blood etc.
9. Ador Welding Limited
Ador aimed to develop a work environment that only reinforces good performance but also
appreciates and recognizes employees’ contribution and motivates them to do better. The
company’s rewards & recognition policy was built along these lines and the reward criteria
was communicated to all its employees beforehand so as to give fair opportunity to all. It
would also instill healthy competition within teams. Based on the performances, several
awards along various categories are awarded – the most prominent of which are the ‘Adorable
Employee of the Quarter/Year’, the ’Long Service Award’ and the ‘Meritorious Marquee’,
which is the highest honor in the rewards & recognition program. The names of all awardees
in the marquee are listed at all its office locations. It was observed that employee performance
and engagement increased considerably, while there was a steady decline in the overall
attrition rate as a result of these initiatives.
10. JM Financial Limited
JM Financial takes immense pride in themselves and their achievements and considers it vital
to motivate, recognize & reward talent. This process is also expected to facilitate retention
and enhance performance. The company identifies the need to go beyond the traditional
promotions and bonuses. In order to encourage and recognize employees, the company
conducts its Reward and Recognition Program annually. The reward and recognition policy
of the company is classified into various categories. The Long Service Awards acknowledges
and rewards employees who have served for a long tenure. Service Excellence Awards
recognize individuals with outstanding contributions in their work area. Champions League
recognizes the top performers from all regions are felicitated in a companywide email. The
efforts Support functions such as Admin, IT, Finance, HR, and Compliance are recognized
in a 2 days offsite. JM Financial Awards Nite recognizes employees with awards such as
Individual Business Excellence Award, Outstanding Wealth Manager Award, and
Outstanding IFD Manager Award. The implementation of the Rewards & Recognition
program has enhanced the performances of employees and positively impacted retention and
motivation.

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 BIBLIOGRAPHY
 Websites

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 https://www.wikipedia.org/
 https://abc.xyz/
 https://www.scribd.com/

https://www.slideshare.net/

 Books

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826

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