best practices in hr in manufacturing industries

8/6/2019 Best Practices in HR in Manufacturing Industries

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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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best practices in hr in manufacturing industries

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