raymond hr policies-check once

8/9/2019 Raymond HR Policies-check Once

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TOPIC : HUMAN RESOURCE

NAME ROLL NO

Sangita Kokane 22Rupali Adhangle 02

Trupti Yadav 44

Siddhesh Tilekar 40

Archana Kharat 17

Meghana Sonar 37

Nikita Mahire 24

resented by


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The Raymond Group was incorporated in 1925

Company comprises the following divisions:

• Raymond Textile

• Raymond Engineering


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• Raymond Aviation


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Awards & Recognition Textiles •

The Business world Most Respected CompanyAward 2011 in the Apparel & Textile category.

• Raymond has been ranked 20th in"The Brand Trust Report, India Study, 2011".

• Images Fashion Awards 2009 – Most Admired Textile Brand of the Year

• Lyrca Images Fashion Awards 2008 - Most Admired Suiting Brand ofthe Year

• CNBC Consumer Award 2007 - The Best Branded ReadymadeGarment and Textile

Brands• PARK AVENUE has won the ‘Most Preferred Men’s Apparel Brand’

under the Lifestyle category in the NORTH EAST CONSUMER AWARDS2011.


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• Images Fashion Awards 2011 - Most Admired Men’s

Formalwear Brand of the Year

• Images Fashion Awards 2009 - Most Admired

Menswear Brand of the Year• Lyrca Images Fashion Awards 2008 –

Most Innovative Lycra Brand of the Year

International Business

• DHL & CNBC TV18 International Trade Awards 2006-07 - 'Outstanding

Exporter Award' in the engineering category


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Recruitment Philosophy • proficient individuals

• optimal deployment of manpower resources.

What Raymond look for? Employee’s who can deliver value through:

• Delivering value through "Individualism"

– Result oriented

– Self evaluator

– Ambitious

• Delivering value through "Collaboration"

– Focus on team goals

– Leadership skills

–

Interpersonal effectiveness• Environment

– Customer service

– Employee branding

– Responsible employee


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Continuous Learning at Raymond

• Corporate Learning And Organization Development.

• Training And Development.

Learning Strategy Of 2009-10

NEEVUDAAN

SHIKHAR

Talent Development

Organization Development

Employee Engagement Initiative


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Recruitment Sources of Raymond

Internal Sources :• Retrenched Employees

• Retired employees

• Dependent of deceased employees

External Sources :• Placement Agencies and

Consultants

• Campus Recruitments

•

Off-campus Recruitments• Employees working in other

organizations

• Employment Agencies

• Referrals


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Why Raymond ? • ISO certified

•

Highest quality parameters • Expansive retail presence

• Craftsmanship, teamwork and professionalism

• Gradation of manpower

•

Growth-oriented environment


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How HR works to get the job done :• Organizational Development•

Employee Recruitment and Selection Process• Employee Compensation Benefits

• Employee Relations

• Policy Formulation


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Key Aspects of Raymond Hiring Policy • Recruiting Sources

• Selection and Hiring Procedures

• Offer Letter

• Reference Checking

• Background Investigations

• Rejecting An Applicant

• Medical Inquiries and

Examinations

• Equal Employment Opportunity and Hiring


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Succession Planning of HR department ofRaymond

• Objectives

• Identify replacement needs• Provide opportunities for high

potential workers

• Increase pool of promotable & talent

employees

• Guide individuals in their career paths

• Encourage the advancement of diverse

groups

• Improve ability to respond to changing

environmental demands

• Improve employee morale

• Assess the potential vacancies in leadership and other key positions

• Assess the readiness of current staff

• Develop strategies for skill gaps


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( Beyond Business )RaymondRehabilitation Centre

•

Social Welfare• Raymond Rehabilitation Centre

• provides free vocational training

workshops


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PEOPLE AND CULTURE

• At raymond, the extended families of employees

strive every minute of the day to bring these

attributes to life in their interactions, behaviour and

work.• The employees have created a work place that is

characterized by warmth and inclusion.

• The spirit of enterprise and an inherent tolerance of

faliures have led to culture of innovation.


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Contd

• The feeling of pride in the association is not

restricted to employees alone.

• All this is enveloped in a fast growing

performance culture that is based on clearer

performance norms, sharper differentiations

and better rewards and recognition for key

talent


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Fun at work

• Work becomes enjoyment

• Get opportunities to connect with others on a

regular basis such as

• open house discussions and feedback

mechanism and

• Knowledge sharing

• Highlights performers and

• Performance linked bonuses


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BENEFITS AND COMPENSATION

• Wherever raymond has created industry and

employment, it has provided

educational,housing ,recreational and spiritual

support systems for its people.

• The company always strives to make

employyes feel a part of the large RAYMOND

FAMILY.


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HR PRACTICES • A chain is as strong as its weakest link

•

Manpower Resourcing : Internal Resourcing ,Talent from CampusLateral Recruitment.

• Learning & Development Programme

• Performance management : 360-Degree Feedback System,

Employee Involvement

• Compensations benefits


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People process • Diverse Opportunities

• Talent Management

• Employee Involvement

• 360 Degree feedback

system


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Conclusion

Human Resources Department in an organization, is the

department which is charged with accomplishing

strategies and policies related to the management of

individuals. The HR Department is the responsibledepartment for organizing people, reporting

relationships of the human resources (HR) whom are

the individuals that make up the workforce of an

organization.


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raymond hr policies-check once

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