HUMAN RESOURCE POLICIES AND

PRACTICES
BY:
A K S H AY G U P TA
(12IME/042)

(12/IME/009)

S H I VA M D E E P R A J P U T ( 1 2 / I M E / 0 1 2 )
(12/IME/072)
A N U B H AV S R I VA S TAV ( 1 2 / I M E / 0 1 9 )
M AYA N K C H AU D H A RY ( 1 2 / I M E / 0 2 1 )

UPENDRA KUMAR SHARMA

JAGDISH PRASDAD SHARMA

Mahindra & Mahindra

Founded in 1945, Ludhiana.
Part of Mahindra Group, an Indian conglomerate.
Ranked 21st in Fortune 500 List.
Started as licensed jeep maker under Willey Jeep India.
Headquarters: Mumbai
Key People: Anand Mahindra ( Chairman and Managing Director)
Employee strength: 34,612 (2013)

Human Resource at
Mahindra
Recent Awards
Best Places to Work in India 2015

Recent
Awards

Description

Ranked
36th
(manufacturing)

(overall)

and

4th

HR Event of the year at the 6thAsia's MIL's 'Growth Challenge

Best Employer Brand Awards 2015
HR Professional of the year at the Ms. Nora Bhatia (Chief HR & Corp.
6thAsia's Best Employer Brand Awards Admin.)
2015
Leading CEO of the year at the 4th Mr. Harsh Kumar
Annual Greentech HR Awards 2014

Human Resource at Mahindra

Recruiting Policies.
Considered as one of the best company for a fresher.
Conducts campus drives and off-campus recruiting.
3 step recruitment procedure:
Online Aptitude Test
Technical Interview
GD+PI

Tete a tete with potential employee is conduced to check person

organization.
A number of programs are initiated by Mahindra for external audience to
observe internal work ethic and environment.

Human Resource at Mahindra

Mahindra Experience for

prospective employees

Human Resource at Mahindra

Mahindra
Experience

Human Resource at Mahindra

Training and Development
Great emphasis on employee training and development.
3 phase training process:
Induction Training
Distance training program
Behavioral training

One of the first in India to use the concept of Master Class

forleadershiptraining and development.
The programme aims at generating thought-provoking dialogue with tutors
and fellow participants in order to develop new approaches and insights
into leadership.

Human Resource at Mahindra

Training and Development
Mahindra believes communication through mutual trust is essential for in
house development.
Senior level executive meetings (Blue chip conference) are held
annually along with employee get together and employee family
gatherings.
Employee gatherings are held thrice each year:
Goal Setting (Jan),

Annual Communication (April),

Family Meet (Oct).

Human Resource at Mahindra

Appraisal
Uses 360 degree assessment with 3 levels of interviewing with peer,
superior and subordinate.
The company follows Employee Value Proposition to balance rewards
and benefits received by employees.
Outperformances are recognized by number of awards both monetary and
non monetary.

Human Resource at Mahindra

Appraisal

Genesis of EVP

Tata Motors
Founded in 1945 as manufacturer of locomotives.
Part of Tata group.
Worlds 17th largest automobile manufacturer and largest in India.
Ranked 287th in Fortune Global 500 corporations list in 2014.
Headquarters: Mumbai
Key People: Guenter Butschek (MD and CEO)
Employee Strength: 90,485(2015)

Human Resource at Tata

Highlights
Best Place to Work in India, 2014, automotive sector.
Best Place for Women Employee in India, 2014, automotive
sector.
Jaguar-Land Rover is voted as preferred employer in UK.
Employee Turnover Ratio lowest in the category (1.8%).

Human Resource at Tata

Recruitment
Emphasis on internal recruitment and experienced employee before mid
2000s.
Visible on campuses over the last few years with Mindrover.
Preferred choice for internships for mechanical and electrical students.
Friend++ program has been initiated under which an employee gets
bonus points to refer female prospective employees.
Opportunities for employee wards - domain wise written test, assessment
center, personal interview.
Selection Procedure:
written test
psychometric test
personal interview.

Human Resource at Tata

Training and Development
Tata believes that Employees are their capital and their job is to grow that.
In 2010 Tata formed a 5 year Human Capital Strategy.
Human Capital Strategy:
HR and Leadership job to manage human resource
Gap between line managers and HRs to be reduced.
Culture reinvention along the Aces path (accountability, customer,
excellence and speed)
Pact (performance and coaching tool) initiative: shift from bosses to
coaches.
'One Tata Motors: single HR policy over all subsidiaries.

Inter-Company job rotation of employees to find talent.

Human Resource at Tata

Training and Development
The concept of LAC (Learning Advisory Councils) is practiced by Tata.
Application of Fast Track Selection Scheme since2000.
Evaluates individuals on their managerial and leadership qualities and
provides a platform to develop and explore new avenues within the
company and across subsidiaries.
Can choose all or any of the three streams within the scheme:
a. Executive Selection Scheme (ESS): focuses on General Management
competencies.
b. Operations Managers Scheme (OMS): focuses on Operations Management
competencies
c. Commercial Managers Scheme (CMS) : focuses on Commercial Management

Fast Track
Scheme Logo

Human Resource at Tata

Appraisal

Human Resource at Tata

Appraisal
Internal Assessment:
Half-yearly assessment and appraisal systems.
Employee selects his/her KRAs each quarter
performance.
Twice a year increment chance.
Annual designation hikes.
90 degree appraisal system.
The concept of Potential Appraisal.

and

self

assess

his/her

Human Resource at Tata

Appraisal
External :
Use of institutions known as assessment centers.
Once a year assessment trough the method.
Assessment exercises along with extended periods of
interview and tasks.
Assessment center at Pune.

RANBAXY
Incorporated in 1961.
Went public in 1973.
Currently owned by Sun Pharmaceuticals.
Presence in over 125 countries.
Listed in Asias Fab 50 by Forbes.
Sun-Ranbaxy is the largest pharmaceuticals company in India.
Headquarters: Gurugram, Haryana
Employee Strength: 14,000(2014)

Human Resource
at Ranbaxy
Highlights
Excellence in CSR Award-2015 by UBM-India.
Known for culture based on transparency and trust.
Believes in putting people first both externally and internally.
Multi cultural and multi racial employee strength.
14000 employees from 51 nationalities

Highest female employer in the sector with 31%.

Employee satisfaction is considered to be best in the segment.
Ranbaxy
motto
logo

Human Resource at Ranbaxy

Recruitment
Practices in par with best in the world.
Transparent and harmonize recruitment is stated in company Value in Action .
A user handbook on Ranbaxys Recruitment Guide is provided to each
recruiter.
Lengthy selection process with at least 5 rounds:
Rd
Rd
Rd
Rd
Rd

1:
2:
3:
4:
5:

On-line screening
Aptitude test
Face to face round (AD & team)
Face to face round (Director & team)
HR

Logo used by
company during
pre-recruitment
process

Human Resource at Ranbaxy

Training and Development
Believes in providing autonomy to their employees.
Individuals are given responsibility quite early in their careers.
25% of executives are below age 30.
Believes in defining clear objectives and priorities for a 3 year pathway.
Strong emphasis on cross-functional team work.
Training based on coaches over bosses.
Succession planning, job rotation, on-the-job training, and workshops are
part of training

Human Resource at Ranbaxy

Training and Development
Believes in consistent ongoing feedback from the employees.
Rolled out the Global Engagement Survey, which
serves as a tool to measure the effectiveness of their initiatives.
Ranbaxy Code of Conduct was introduced recently by Dr Brian
Tempest, CEO and Managing Director, Ranbaxy.

Human Resource at Ranbaxy

Appraisal
Salaries and other benefits are comparable with the best in the industry.
Consistently been on Top Ten Executive Remunerations list.
Can expect to be rewarded highly if the performance is consistently
outstanding.
ESOP (employee stock ownership) plan in form of incentives.
Group Life Insurance, Medical Insurance and Pension plans are some
benefits.
360 degree appraisal system.

CIPLA
Founded by Dr.Khwaja Abdul Hamiedas 'The Chemical, Industrial &
Pharmaceutical Laboratories' in 1935.
Changed to 'Cipla Limited' on 20 July 1984.
1994, Cipla launchedDeferiprone, the worlds first oral iron chelator.
Produces 40% of total HIV/AIDS vaccine consumed globally.
Headqauarter: Mumbai
Key People: Y.K. Hamid, (Chairman)
Employee strength

CIPLA
Highlights:
Caring for Employees policy.
Placing People before Profit is
one of the core value.
Known for harmonious relations
with trade unions.
Top pharmaceutical recruiting
company.

CIPLA HQ

CIPLA
Training and Development
Highly values training as any other pharmaceutical firm.
Most of the training is outsourced.
Internal programs such as skill builder, need based interventions.
Specific leadership development interventions like coaching the coach,
first time manager and manger of managers.
Cipla Edge was initiated in 2012 for promotion of higher education
in employees

Cipla Edge
Program
Logo

CIPLA
Training and Development
Programs like LEAP(Leadership for Enhancing Accelerating Performance)
and GLC (Global Leadership Council) are outsourced.
LEAP is the high performance program that combines key elements of
Edge coaching and training to cultivate the leadership.
TheGlobal Leadership Councilis an international network of experts in
leadership and organizational transformation.

CIPLA
Appraisal
Thrice a year appraisal system.
Appraisal process outsourced.
Partner with Oracle for performance monitoring.
360 degree appraisal with 3 levels of interviewing.
The practice of Potential Appraisal.

THANK
YOU