hr policies and practices

8/4/2019 Hr Policies and Practices

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PRESENTED BY BEJITH BENNY


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About the CompanyITC InfoTech was set up in 2000 and

provides IT services to companies in North America,Europe and Asia Pacific, including India.

A fully owned subsidiary of ITC Limited, ITCInfoTech has numerous quality certifications including theISO 9001, SEI CMM Level 5, ISO 27001 and BS 7799accreditations.


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ITC InfoTech has established a service

delivery footprint spanning across 5 continents and 140countries across North America, Europe and Asia Pacific,

in addition to its operations in India, namelyin Bangalore and Kolkata.


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SERVICES

ITC InfoTech offers Enterprise ResourcePlanning (ERP) software solutions, software testingservices, engineering services and solutions, Product

Lifecycle Management (PLM) solutions, offshore softwaredevelopment centers, IT infrastructure outsourcing, CRMsystem implementation, risk management solutions,retail technology services, logistics supply chain

management, Supply Chain Management (SCM)solutions, application development services, Data Warehousing and Business Intelligence (DWBI)


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Policy on Human Rights

ITC believes that all its employees must live with social and economic dignity and freedom,regardless of nationality, gender, race, economic statusor religion. In the management of its businesses and

operations therefore, ITC ensures that it upholds thespirit of human rights as enshrined in existinginternational standards such as the UniversalDeclaration and the Fundamental Human Rights

Conventions of the ILO.


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Policy to Ensure Respect for HumanRights Policy across the Supply Chain

ITC provides products and services of superiorquality and value by sourcing its technologies, equipment

and inputs from reputed international and Indianmanufacturers and suppliers. Common values, relating tohuman rights performance, are shared across the entiresupply chain because ITC is committed to the importance

of a socially responsible and accountable supply chain.


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Policy to Prevent Discrimination at

Workplace ITC acknowledges that every individual brings

a different and unique set of perspectives and capabilitiesto the team. A discrimination-free workplace foremployees provides the environment in which diversetalents can bloom and be nurtured. This is achieved byensuring that a non-discrimination policy and practice isembedded across the Company in line with corporateprinciples and benchmarked business practices.


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Policy on Freedom of Association

ITC's culture is characterized by cooperativerelationships and high employee involvement that relieson building partnerships and interdependence. Adhering tothese principles has helped build, sustain and strengthenharmonious employee relations in the organisation.


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Policy Prohibiting Child Labor and

Preventing Forced Labor fromWorkplace

The foundation of ITC's "No Child or ForcedLabor policy" is based on the Company's commitment tofind practical, meaningful and culturally appropriateresponses to support the elimination of such laborpractices. It thus endorses the need for appropriateinitiatives to progressively eliminate these abuses.


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Policy on Information and Consultation

on ChangesITC's core values support an employee

engagement process that aligns its employees with a

shared vision and purpose of the Company in the belief that every individual brings a different perspective andcapability to the team. ITC thus harnesses the creativepotential of all its employees by promoting a culture of

partnerships to unleash relevant synergies betweendifferent groups of employees.


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HR Practices are those practices which arebeen done by the organization for having optimumutilization of human resource of the organization. Thesepractices can be explained as follows:Recruitment & Selection

Training & DevelopmentPerformance Appraisal SystemFeed Back MechanismRewards to EmployeesWork Remuneration of the employeesIncrement practices


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RECRUITMENT AND SELECTION Both recruitment and selection are the two phases of the employment

process.

1. The recruitment is the process of searching the candidates for

employment and stimulating them to apply for jobs in the organisationWHEREAS selection involves the series of steps by which the candidatesare screened for choosing the most suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, byattracting more and more employees to apply in the organisationWHEREAS the basic purpose of selection process is to choose the rightcandidate to fill the various positions in the organisation.


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3. Recruitment is a positive process i.e. encouraging moreand more employees to apply WHEREAS selection is a

negative process as it involves rejection of the unsuitablecandidates.

4. Recruitment is concerned with tapping the sources of

human resources WHEREAS selection is concerned withselecting the most suitable candidate through variousinterviews and tests.

5. There is no contract of recruitment established inrecruitment WHEREAS selection results in a contract of service between the employer and the selected employee.


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TRAINING AND DEVELOPMENT TRAINING AND DEVELOPMENT is a subsystem of an organization. It

ensures that randomness is reduced and learning or behavioral change takes place instructured format.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND

DEVLOPMENTTraditional Approach Most of the organizations before never used tobelieve in training . They were holding the traditional view that managers are bornand not made. There were also some views that training is a very costly affair andnot worth. Organizations used to believe more in executive pinching. But now thescenario seems to be changing.

The modern approach of training and development is that IndianOrganizations have realized the importance of corporate training. Training is nowconsidered as more of retention tool than a cost. The training system in IndianIndustry has been changed to create a smarter workforce and yield the best results.


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TRAINING AND DEVELOPMENT

OBJECTIVES The principal objective of training and development division is tomake sure the availability of a skilled and willing workforce toan organization In addition to that, there are four other objectives:

Individual Objectives help employees in achieving their personal goals,which in turn, enhances the individual contribution to an organization.

Organizational Objectives assist the organization with its primaryobjective by bringing individual effectiveness.

Functional Objectives maintain the departments contribution at a levelsuitable to the organizations needs.

Societal Objectives ensure that an organization is ethically and sociallyresponsible to the needs and challenges of the society.


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PERFORMANCE APPRAISALPerformance appraisal is the process of obtaining,

analyzing and recording information about the relativeworth of an employee. The focus of the performanceappraisal is measuring and improving the actualperformance of the employee and also the future potentialof the employee. Its aim is to measure what an employeedoes.


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OBJECTIVES OFPERFORMANCE APPRAISAL

To review the performance of the employees over a given period of time.Helps to strengthen the relationship and communication between superior subordinates and management employees.To diagnose the strengths and weaknesses of the individuals so as to identify

the training and development needs of the future.To provide feedback to the employees regarding their past performance.Provide information to assist in the other personal decisions in theorganization.Provide clarity of the expectations and responsibilities of the functions to beperformed by the employees.

To judge the effectiveness of the other human resource functions of theorganization such as recruitment, selection, training and development.To reduce the grievances of the employees.To judge the gap between the actual and the desired performance.


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Feedback Mechanism Feedback describes the situation when output froman event or phenomenon in the past will influence anoccurrence or occurrences of the same event / phenomenon in the present or future. When an event ispart of a chain of cause-and-effect that forms a circuit orloop, then the event is said to "feed back" into itself.


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Positive feedback tends to increase the event that caused it,such as in a nuclear chain-reaction. It is also known as a self-reinforcing loop. An event influenced by positive feedback canincrease or decrease its output/activation until it hits a limitingconstraint. Such a constraint may be destructive, as in thermalrunaway or a nuclear chain reaction. Self-reinforcing loops canbe a smaller part of a larger balancing loop, especially inbiological systems such as regulatory circuits.

Negative feedback , which tends to reduce the input signal thatcaused it, is also known as a self-correctingor balancing loop. Such loops tend to be goal-seeking, as in athermostat, which compares actual temperature with desiredtemperature and seeks to reduce the difference. Balancingloops are sometimes prone to hunting: an oscillation caused byan excessive or delayed negative feedback signal, resulting inover-correction, wherein the signal becomes a positivefeedback.


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Rewards to Employees


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Increment practices


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