Group 4 | Section B

LG Electronics India LimitedInnovation in HR

ABOUT LG• Founded by Koo In Hwoi in Jan 1947 as Lak-Hui(Lucky) Chemical

Industrial Corp.(currently LG Chemicals)• Established Gold Star Co Ltd in 1958(currently LG Electronic Inc.).

Merged these two companies & formed “Lucky- Gold Star” Corp• Second largest conglomerate company of South Korea• Over 200 subsidiaries overseas in over 80 countries with

employee strength of about 300,000 • Subsidiaries are LG Electronics, LG Display, LG Telecom and LG

Chemicals

• LG Electronics India Ltd, an Indian subsidiary established in January 1997

• More than 3000 employees with corporate office at Greater Noida and Mr. Soon Kwon is MD

• Business Areas are Home Entertainment, Home Appliances, AC, Business Solutions & GSM

About LGEIL

VISION

To become a worldwide leader in digital technology in 21st century

To ensure customer satisfaction through innovative products and superior services

Three core capabilities: Product Leadership, Market Leadership, and People Leadership

To set & meet the highest goals in innovations

Every road block to be met with alternate route before saying “no”

Strong team work to encourage pride in achievements

Respect for individual’s creativity and freedom

HR PRINCIPALS

Creativity and Autonomy

Competence

Performance Based Rewards

Equal Opportunities

Long Term Perspective

Training

Fixed and Flexible Salaries

Innovative HR Policies

Family Ambassador Programme• Risk involved is very high as family members in India can get quite

specific, intrusive and direct in their probing questions and demands

• This program can suffer from repetitive fatigue as days pass by and enthusiasm diminishes

• The families may not open up, so an informal environment created

• Despite criticisms, this program found successful in addressing the common issues faced by the employees

• Initially this program was rolled out for factory workers. Later it was expanded to include managerial staff also

• Acts as an ice breaker and brings a human touch to the faceless organization

Family Ambassador Programme• Started with the understanding of Indian Culture as family oriented

• Family Ambassador Program is based on the perception family members of employees have about LG

• A mentor (HR manager) is assigned by the company to a group of employees

• The Mentor interacts with family members of employee to take suggestions on improving the organizational environment

• This helps in identifying the issues faced by the employees beyond company responsibilities

• Sense of bonding of employees with company as well as emotional commitment of staff increases

• Family members also invited to open house sessions that take place in the actual workplace

Joyful Working Five• One of the other innovative practices is “Joyful Working 5”• It is based on five key factors:

o Stresso Communicationo Leadershipo Target Settingo Working Hours

• JW5 brings fun at work place. Work becomes a mission for each individual

• Some of the motives of this programme More openness through forums Giving positive strokes to employee at right time Fun day celebrations in departments Building leadership competencies etc.

Joyful Working Five• Some of the activities under this practice are

Help desk facility for employees to overcome professional problems

Pick and drop facility for employees Breakfast, Lunch & Dinner Half day break on request to come up with the innovation of

the day Team slogan shouting every morning to motivate workers World renowned six sigma training to all employees English coaching classes to blue collar employees Lunch served first to workers then to white collar employees Workers meet the MD on first Monday of every month and 50

workers amongst of them get awards for outstanding performance

Best Practices-

• On Line Recruitment Management System The candidates can register their CV through the official site Access to not only the HR department but also to the various

functional departments Screening/short listing process- easy and time saving Further communication through portal

• Psychometric test- to see organizational fit

• Negative Interview- to assess stress bearing capability at different levels

• Bold display of organizational culture to align mindset

• An induction program for the duration 14 days, thorough integration of business and HR processes by formulating KPIs

Thank You