INNOVATIVE HR PRACTICES FOR ORGANISATIONAL

SUSTAINABILITY

UNDER THE GUIDANCE OF:PROF.ASST MRS. MAMATHAMBA DEPT. SJBIT

PRESENTED BY:VIDYA.N.RAJUPRATHIMA E.GDEEPA.N

INTRODUCTION As the corporate and business process is growing in services and innovations,

the choice for a better job is huge for any employee in the present employment

scenario. Most challenging task for the human resource manager in the present

scenario is the talent hunt and hiring process and retention of talented as well

as most productive employees in the company. With most innovative human

resource management practices have a significantly higher rate of

retention and gross wellbeing of the employees which made the companies

a preferred place of work.

OBJECTIVES• To study innovative HR practices in organizations in order to attract

potential employees.

• To understand the importance of innovations in HR practices for

organizational sustainability.

• To understand how innovations in HR practices helping organizations to

create their brand image in the market.

VARIOUS HR PRACTISES

• The human resources management is a planned approach to manage

people effectively for performance. An practices that is followed is to increase

the competence, commitment, and to improve the culture of the organization.

Various HR practices include

• Traditional HR practices

• Innovative HR practices

TRADITIONAL HR PRACTISES

The human resources management traditional method focuses on personnel functions of an

organization.

1. Recruitment

• News paper

• Advertisements

• Local employment office..

2. Performance appraisal

• Critical incident method

• Paired comparison method

Cont….• Field review

3. Pay roll

4.Training and development

• Presentation method

• Hands on method

These are the various traditional method used in HR practices

INNOVATIVE HR PRACTISES

The human resource management innovative HR practices focusing on innovative practices

in the area of

1.Training and development

a) customer relationship training

b) computer based training

c) on line executive development programme

2.Performance appraisal

a) 360 degree appraisal

Cont…o Team appraisal

o MBO appraisal

o Balance score card

3. Industrial relations

• Incentives and flexible labor compensations

• Worker union officers

• Lay offs

• Collective incentive schemes

Cont…4.RECRUITMENT AND SELECTION

E- Recruitment

Google

Professional associations

5. LEARNING AND DEVELOPMENT

SME’s(Subject Matter Experts)

Company follows a training policy to have seven days of training every year is mandatory for all employees, even this chairman and the directors.

The company gives equal importance to soft skill training. “ Out of box thinking is more important.

Cont…5. REWARDS AND RECOGNITION• Smart Work and Smart Reward• Variable pay• Bonuses• Profit sharing

6. COMPENSATION AND BENEFITSo Employees benefitso Retirement benefitso Pension plans

ADVANTAGES• Leadership skills

• Professional development

• Effective communication

• Develops creative and innovative skills

• Develops creative and innovative skill

• competencies as a compensation

DISADVANTAGES• Cost

• Employee privacy

• loss of subjectivity

• Difficulty of analysis

EXAMPLES OF COMPANIES WHICH FOLLOW INNOVATIVE HRPRACTICES:1. Google

2. Larsen and tourbo

3. Infosys BPO ltd.

LIMITATIONS OF THE STUDY• Since it is a conceptual study it gives only an overview of HR

practices in various organization.

• Time constraint.

• This topic is generally taken from the secondary data sources.

CONCLUSION

The term Creativity or innovation is highly subjective and

incapable of precise definition. Innovation keep changing from

time to time and hence adequate care should be taken by HR

Manager to design innovative practices. In the 21st century there is

an increasing necessity for innovative HR practices.

BIBILOGRAPHY

• 1.Elwood F. Holton II, James W. Trott, Jr., 1996, Trends Toward a Closer

Integration of Vocational Education and Human Resources Development,

Journal of Vocational and Technical Education, Vol. 12, No. 2, p7

• 2. James L (1998). Understanding Employee Motivation. N/A June 1998, Vol.

36

• 3.kathryn shaw-stand ford edu.com –The value of innovative human resource

management practices.

• 4. International Journal management volume-1,No.1,june 2010.