HR Practices Assignment Of HR 2017

Abbott Healthcare Pvt. Ltd.

Abbott Healthcare Pvt Ltd in Jhagadia, Bharuch is an American worldwide (MNC) health care company.
It has 350 employees and operates in more than 150 countries. The company headquarters are in Lake
Bluff, Illinois. The company was founded by Chicago physician Wallace Calvin Abbott in 1888 to
formulate known drugs; it eventually grew to also sell research-based drugs, medical devices,
diagnostics, and nutritional products. It split off the research-based pharmaceuticals into Abbvie in
2013.

We provide consumers with a diverse range of diagnostics solutions, medical devices,

nutritional products and established pharmaceuticals that span the continuum of care.we offer
relevant solutions which ensure the healthcare needs of consumers, patients, doctors,
hospitals, blood banks and laboratories are being met throughout both rural and urban areas.

Positioned as a market leader in pharmaceuticals, nutrition, devices and diagnostics, our key
brands occupy the top positions in different categories. We offer over 400 trusted
pharmaceutical brands; a variety of nutritional products for infants, children, active adults and
people with special dietary needs; medical devices, including blood glucose meters, vascular
devices and a range of diagnostics solutions.

HR Practices
Hr- Kinjal Phulare -Abbott Healthcare Pvt Ltd in Jhagadia, Bharuch

Human resources practices are strategic in nature. They represent a vital guidance system that
coordinates with your executive business plan. Practices are part conceptual, part
implementation of an HR strategy, comprised of systems that follow the normal or customary
way of doing business. The term "best practices" refers to the HR systems that have the greatest
impact on the workforce and the organization. This study helps to find out how the companies in
India facing HR problems and what kind of innovative practices they are following to recruit and retain
their employees and made them feel best place to work and enjoying working and made the companies in
the great height in their own field of business.

HR practices form the foundation supporting the way your companys human capital will
operate on your behalf. For example, HR practices include formulating a method for measuring
and analyzing the effects of a particular employee rewards program. Other examples include the

Page 1 of 7
 HR Practices Assignment Of HR 2017

creation of a program to reduce work-related injuries, and building a framework to ensure

employment laws are adhered to.

With the growth of an organization comes the evolving needs of the team members. Companies
are facing the challenge of finding & attracting expert and mature HR talent. Companies often
find themselves in need of experts to design and implement relevant Human Capital
Management Solutions.

FOUR CRITICAL DIMENSIONS OF HR PRACTICES

Attract and Access:

Attracting and retaining talent is becoming a big problem for every organization, they are
following every trick and strategy to recruit and retain the employees.
Develop and Grow:
Nowadays organizations try to recognize the aspirations of employees and focus on their
growth and development. India provides job rotation opportunities to high performing
employees from operations division. This gives them broader understanding of the
business.
Engage and Align:
Employee engagement has retained the focus of organizational leadership and many
companies keep launching new practices to woo employees. They are using innovative
practices like Loyalty Interview- to find out what is it that makes its employees stay on,
the feedback from loyal employees often reflects on the leadership style and is seen to
work as a great motivation.
Transition:
Movement of talent within the organization and outside of the organization sends strong
signals to the employees about the organizations care and concern. Right from the
induction, which is often the first impression the employees carries, to the exit interview,
the sensitivity displayed by the organization has a lasting impact on all employees.

HR PRACTICES AREAS:

Recruitment and selection

Learning and development
Rewards and recognition
Career planning
Compensation and benefits
Performance management
Leadership and development
Organization structure

Page 2 of 7
 HR Practices Assignment Of HR 2017

1. RECRUITMENT AND SELECTION

HR recruitment and selection practices generally are based on the organization's mission and
the workplace culture. For example, employers that recognize the value of workplace
diversity embrace recruitment practices designed to attract a diverse applicant pool.
Recruitment practices underline recruiting activities and functions such as sponsoring career
fairs at colleges and universities with diverse student populations, advertising job vacancies
across several venues to reach a broad audience

Diversity among employees

For recruitment they expect the person has to be comfortable with technology and be
optimistic about the future. Like someone who you would find interesting on a long train
journey. The companys recruitment process ensures that it gets the people edge it needs.
There is a battery of taking tests, interviews are rigorous, not in the sense of being a stress
interview, but interviewers try and go deep into what makes the candidate tick. Then the
detailed feedback on the candidate is given to an independent team in charge of hiring. The
companys aim is to hire someone who is better than you.
Employee referrals by employees hiring.
The HR department has organized an elite group of 34 employees who have veto power in
an recruitment decision, if they feel a potential recruit does not match upto the companys
standards .
Short stories:
The Company compiled 52 short stories, one for each week, the company used to introduce
new recruits. The stories talk about its history and evolution, technology and people who
made a difference.

2. LEARNING AND DEVELOPMENT

HR team identifies the internal subject matter experts to give training to the employees
Sending employees for higher studies. When employees join the company, the new
employee is unfamiliar with the systems and is at sea. The EWelcome gateway lists certain
universal systems of the company and helps them get familiar with such things. A stand
out feature is that if this checklist remains incomplete it sends an automatic notice to the
manager responsible for the employee.Company follows a training policy to have seven
days of training every year is mandatory for all employees, even this chairman and the
directors.
GOLD(Godrej Organization for Learning and Development):Web-based learning tied up
with UK based NetG to distribute e- learning modules among the workforce. The
company also gives equal importance to soft skill training. This learning creates a
leadership pipeline.

3. REWARDS AND RECOGNITION

MAD (Mutual Admiration):

Is an event where every employee is given green cardboard leaves on which they scribble

Page 3 of 7
 HR Practices Assignment Of HR 2017

messages of appreciation and pin them onto the MAD tree in the canteen. The leaves are a
way of reaching out to colleagues and teams who have mattered. And at the end of the
week, the foliage gets thick. Surely, the employees like being around each other.
Smart Work and Smart Reward:
It directed towards improving employees productivity. It rewards those who complete tasks
in fewer working hours than stipulated. The reward process is well defined and transparent.
It has helped in ensuring better work life balance.
Promotion
Promotion within the organization if your performance is excellent.

4. CAREER PLANNING

Career Success Centre:

An online portal and a one stop shop for all career related resources. The portal helps
employees plan and develop their careers according to business needs.

5. COMPENSATION AND BENEFITS

Compensation and benefits often are viewed together, presenting a comprehensive view of how
employers reward their employees. However, a look at compensation by itself offers a clearer
picture of HR management practices because employee wages comprise up to 70 percent of an
employer's cost to operate her business, according to a 2011 white paper produced by
DBSquared for World at Work, an Arkansas-based compensation consulting and software
development firm. Employee compensation is "an internally equitable and externally competitive
philosophy and practice," it notes. It includes

Paid leaves
Maternity leave
Attendance Appraisal
Sick leave
Equal privileges for employees across levels: employees at all levels travel in the same
class, stay in similar hotels, work out of standard cubicles.
Medical facilities
Insurance cover

6. PERFORMANCE MANAGEMENT

360 degree feedback system

Performance Task Force: A cross functional team constitutes 20 members and this team
keeps track of what needs to be done, and what seems to be working. It goes back to HR
every six months to deliver feedback.

Page 4 of 7
 HR Practices Assignment Of HR 2017

7. LEADERSHIP AND DEVELOPMENT

HR practices are the means through which your human resources personnel can develop the
leadership of your staff. This occurs through the practice of developing extensive training
courses and motivational programs, such as devising systems to direct and assist management in
performing ongoing performance appraisals. Human resources practices also include
constructing avenues through which employees will have opportunities for advancement. For
instance, the design of a mechanism enabling the regular promotion of employees offers an
opportunity for your staff members to grow toward leadership positions. Some programs
performed in company are:

Food for thought-

Inviting employees in groups to chat with Managing director over lunch in an informal
environment on various issues and topics.
Succession planning
Employee empowerment
Reach out-
An initiative to keep a direct link of communication to its employees, the Top Management
of the company meets the employees.

8. ORGANIZATION STRUCTURE

Flexible
The companies allow the employees to shift jobs if they wish to across its different
functions.
Skits: The companies are asking the employees to plan skits to dramatize its values, design
screen savers and even create mascots themed on the values.
The company created new position called Employee Engagement Manager: the major
task of the manager is to energize the workplace with fun filled events and effective
communication.
People Champions: Every project team has one facilitator from the HR department. The
people champion takes care of any administrative need a project might have, leaving the
project members free to concentrate on their work.
Orientation along with parents: The Company invites the parents of new recruits for
orientation, its good for the parents to know the kind of organization their children work
for, this insight came from campus recruitment, where parents would stay with their
children right till results were parents would stay with their children right till results were
announced.
People Movement Management Review Committee: it ensures talented employees were
retained by reassigning them to other groups. The company also hired consultants to assist
those who were asked to leave to find jobs in other organizations.

Page 5 of 7
 HR Practices Assignment Of HR 2017

9. Training and Development

Training and development are HR management functions that include new-employee

orientation, job skills training, leadership training and professional development. These
activities improve employees' job skills in their current positions and equip them with skills
and expertise for cross-functional work that can increase their value to the organization.
Professional development supports an organization's succession planning strategy by
preparing future leaders for higher-level jobs and more responsibility. HR management
training and development functions reflect promotion-from-within practices and support
employees' work goals.

10. Work-Life Balance

Implementing flexible work schedules, providing employees with telecommuting options

and training supervisors to spot signs of workplace stress suggests the organizational
culture supports employees achieving work-life balance. Managing scheduling logistics,
modifying technology for remote access and conducting training sessions are essentially
transactional functions. However, these functions ultimately create a results-oriented work
environment because they enable greater efficiency and, thus, increase the time employees
have to devote to family obligations and personal endeavors.

CONCLUSION:
In the present competitive world, the companies are facing lot of skill shortage, talent crunch and
attrition those reached historically height ever, that made the companies feel the internal
customer also more important equally with external customers, so every company try to devise
innovative HR practices to attract best talent , giving them nice environment to work with, that
enables the company to retain talents, the above said practices are conceived and implemented
and found successful by the leading companies in India. It is found that convergence of practices
of different companies in different HR areas, if any company wants to apply those practices that
will benefit for the company to become more competitive in the global market followed by:

1) Building superior workplace is part of their corporate identity.

2) Take care of employees
3) Providing superior work-life value proposition.
4) Work Personal life Balance
5) Flexible Options
6) Information sharing matrix.
7) Daily Birthdays.
8) Training to learn multiple skills.
9) Take care of employees. Employees take care of customers.
10) Open culture/caring environment.

Page 6 of 7
 HR Practices Assignment Of HR 2017

11) Focus on high performance.

12) Hiring the smartest people.
13) Directing them in Right Direction
14) Create Cool, simple & yet highly efficient workforce.
15) Openness & transparency.
16) New recruits workstation decorated with Balloons.
17) Idea works/encash program awards for better ideas/suggestions.
18) 2% profit given as performance incentives.
19) Skill updating.
20) Social recognition & upward mobility.
21) Small warm gestures.
22) Same travel benefits across all positions.
23) Workshops to explore strengths, weakness, dreams & aspirations.
24) Knowledge sharing sessions.
25) Recognize employee achievements.
26) Individual learning plans.

Page 7 of 7