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BEST PRACTICES IN HR IN MANUFACTURING
INDUSTRIES
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DIFFERENTVERTICALS
Performance Appraisal Management and EmployeeEngagement
Employee Relation / Industrial Relation
Manpower Planning
Training and Development
Compensation and Rewards Management
Recruitment and Selection
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1. EMPLOYEE ENGAGEMENT
Also known as Worker Engagement
According to Scarlett Surveys,"Employee
Engagement is a measurable degree of an
employee's positive or negative emotional
attachment to their job, colleagues and
organization which profoundly influences their
willingness to learn and perform at work".
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JOHNSON CONTROLS INC.
Johnson Controls is a global diversified technology and
industrial leader serving customers in more than 150
countries.
Employees
1,54,000 worldwide
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Global Employee Survey
Launched in 2007, our annual Global Employee Surveyprocess gives employees an opportunity to share theircomments and opinions about their workplace. Fromemployee input, action plans are put into place at the teamlevel. In three years, nearly 21,000 workplaceimprovements have been made around the world.
Recognition
Recognition goes a long way in engaging an
employee. Everyday informal acknowledgement bysupervisors and peers for a "job well-done" often carries
just as much importance as formal recognition. Ouremployees -- as individuals and as part of teams -- areregularly recognized for excellent service for our customersand for Johnson Controls.
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Chairmans Award
Our Chairmans Award program reinforces our employeeengagement Value, which states, we foster a culture thatpromotes excellent performance, teamwork, inclusion,leadership and growth. The Chairman's Award program
reflects those priorities, and our commitment to involveand engage our employees as individuals and teammembers.
VisionWeek
Started in 2000, Vision Week is an annual opportunity for
all employees, at more than 1,300 sites, to learn more aboutthe company, our business goals and how they can helpachieve these goals. Each year a different central theme isexplored; past topics have focused on integrity, leadership,customer satisfaction, market leadership, andsustainability.
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Blue Sky Involve
Blue Sky Involve was launched in 2004; it
encourages employees to form volunteer groups
that work with local organizations to supportenvironmental sustainability and leadership
development projects.
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They follow Single Principle - belief in people.
As per L&T's recruitment policy, Fresh EngineeringGraduates, Post Graduates & Diploma Holders are selected
at corporate levels through campus interviews and / orthrough advertisements only during specific periods.
L&T visits a set of premier engineering colleges andmanagement schools campuses each year for recruitment.
The company also does active lateral recruitment through
various reputed HR agencies and Internal referral programs.
2.RECRUITMENTAND SELECTION
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SELECTION PROCESS
Fresh engineers are taken as 'Graduate Engineer
Trainees' (GETs) for a probation period of 1 year
during which they go through rigorous on-site
training. Training program usually focuses on generic
principles of engineering and construction, qualityprocesses and imparts training in specific
contemporary technologies.
In addition to specific training programs for
engineers, there are several other training programs
across various functional areas such as finance,
strategy, leadership, marketing along with soft skills
programs, etc.
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RECRUITMENT PROCESS
Three-step-recruitment process for Human ResourceLearning Programme [HRLP] and a two-step processfor Finance Recruitment programme.
1) PSYCHOMETRIC TEST
For HRL
P, Psychometric test is conducted. ThisPsychometric test is not an elimination round. Thetest focuses on Personal and Interpersonal Skillsand Organizational Fit.
2) FUNCTIONAL GD
On all campuses,L&T holds a one-hourFunctional Group Discussion (GD) and an interview.
In GD, students are given topics related to HRM,OB [for HR], Finance and Economics [for Finance].
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RECRUITMENT PROCESS
Assess students for communication, depth ofknowledge, application of knowledge andparticipation.
Duration = 1 hour; all students get a chance to air
their views. Based on the performance in the Functional GD,
students are short listed for the interview.
3) INTERVIEW
The interview focuses on Personal andInterpersonal Skills and Organizational Fit.
Duration = 60 to 90 minutes.
Offers are usually made on the spot or on the sameday.
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