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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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