Organisation Effectivness & Changes

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Topic

³Analysis of factors for Organizational

Effectiveness´

Name: Aman Bhattacharya

Roll No. A209

Section: µA¶

Subject: Organization Change Effectiveness

Faculty: Prof.Sukalpa

Date of Submission 15th

of March

Short Project Submitted in partial fulfillment for Semester II evaluation

Of MBA Programme

At AIBM,Pune

Year: 2010



Top five companies in India

According to the survey, that was held in 2009 by

greatplacetowork institution. Great place to work is US based

company. The study in its sixth year was conducted with thepartnership India¶s leading business newspaper tycoon The

Economic Times. It covered more than 25 different industry

verticals encompassing over 373 companies making it the

largest of its kind employee survey ever.

The following top five companies are as follows:

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1. RMSI Private Limited =

Based in Noida, India, RMSI is a professional services company providing geospatial

solutions and application software services to clients worldwide. RMSI's solutions

span the entire geospatial value chain from consulting and application development

to spatial analysis and modeling to remote sensing and data conversion.

RMSI custom unique employee-centric methodology was adapted to measure levels

of trust, pride and camaraderie within the organizations as well as External

environment. Authors of the study define a great place to work as having employees

who are:

1 Trusting in management,

2 Prideful in one¶s job, and

3 Enjoying camaraderie with fellow employees.

GaganJyot, HR Head RMSI states ³A work culture that encourages innovation,

transparency in communication, trust and a great sense of belonging within the

organization inculcated through fa ir and ethical work practices are the core ideals

behind RMSI achieving this award year after year´

It shows the value of the RMSI not only business, they are focusing to the each and

every staff of the organisation those who are parts of the business.



2. Google India Pvt. Ltd =

Google India, which boasts of giving freedom to its employees, has been chosen as

the second best employer in India. Google employees believe that 'work is fun'. On a

worldwide basis, Google employed 19,835 full -time employees as of December 31,

2009, up from 19,665 full-time employees as of September 30, 2009.

In India, Google has 2000 employees. The rate of attrition is less than 5 per Cent.

The Company score the highest on job content and financial compensation.

3. Infosys =

It's one of the fastest growing companies in the world. The opportunities for you are

endless. It¶s the next generation IT services and consulting company onto a global

track. It is the

pioneer, and the best practitioner, of the GDM: this is redefining the way business is

done.

y It lets you enjoy entrepreneurial freedom: Infosys was started by 7 people in 1981.

The spirit of entrepreneurship still holds. You get the freedom to make decisions and

the freedom to experiment and take calculated risks.

y Experience the comfort of Infosys Predictability: We have redefined the engagement

experience of the client in the IT services market. We have set new benchmarks for

on-time, on-budget and on-spec delivery.

y Get the satisfaction of making your client more competitive: In 1991, our revenue

was a mere USD 2 million. In 1999, it became USD 121 million. In 2004, it just

crossed the USD 1 billion mark. In 2005, we clocked USD 1.6 billion. In such a fast

growing company, the opportunities tomorrow can't even be de scribed today.\



Employee Service Assurance

y Educating employees on organization¶s HR policies and processes

y Complying with statutory regulations and company policies

y Standardizing hygiene factors across various role holders

y Conducting employee satisfaction surveys periodically for taking corrective

actions

MAINTAINING COMMUNICATION WITH EMPLOYEES

Communication is maintained through various communication channels such as:

Notices

Emails

Circulars

Calling forums

Correspondents

Functional departmental meetings, ETC.

4. HDFC bank =

Recruiting and selecting the right people is paramount to the success of the HDFC

BANK LTD. and its ability to retain a workforce of the highest quality. This

recruitment and selection policy sets out the procedu re to ensure that the best

people are recruited on merit and that are the recruitment process is free from bias

and discrimination.

PRINCIPLES:

Following are the guiding principles for recruitment and on -boarding process.

Attracting and recruiting the right people is one of the most important activities of

the organization and is the responsibility to be owned by each and every employee

of the organization.

Merit will be the single most important factor in selection pro cess.

They will ensure a diversity, both gender and ethnicity by targeted candidate

sourcing with the help of

They will continuously assess, identify and cultivate strategic talent pools including



those at the universities, management schools, and com munity forums to address

their long term needs.

HIRING APPROVAL

All recruitment activities shall be undertaken based on the hiring plan as approvedby the Business Head, HR Head & the CEO. For each approved position, a hiring

requisition will be required prior to initiation of any recruitment activity. If the hiring

was not included in the planned budget, it will also require approval from the CEO

based on a recommendation from the Head HR and the CFO.

Recruitment expense will be allocated to the concerned business unit, and

expenditure should be budgeted and pre-approved by the business unit head and

the HR Head.

CANDIDATE SOURCING:

The hiring manager along with the Human Resource Department would decide the

channel / source to use based on the nature o f the recruitment. The following

sources of recruitment may be considered:

Internal Sources:

- Whenever any vacancy arises, the possibility of fulfilling the requirement internally

via reassignment and relocation, re -allocation of the responsibilities or internal

promotion will be explored by the hiring function along with the HR Department.

- Internal job postings to explore internal candidates.

Employee Referrals ± HDFC will encourage employees to refer suitable candidates

for open positions.

Other external sources include:

- Recruitment agencies

- External job postings

- College / campus requirement

- Requirement advertisements.



5. Tata Steel =

HUMAN RESOURCE POLICY

y Tata Steel recognises that its people are the primary source of its

competitiveness.

y It is committed to equal employment opportunities for attracting the best

available talent and ensuring a cosmopolitan workforce.

y It will pursue management practices designed to enrich the qua lity of life of

its employees, develop their potential and maximise their productivity.

y It will aim at ensuring transparency, fairness and equity in all its dealings

with its employees.

y Tata Steel will strive continuously to foster a climate of openness, mutual

trust and teamwork.

Performance Appraisal

Performance appraisal assesses an individual's performance against previously

agreed work objectives. Performance appraisal is normally carried out once a year.

They assess key result areas of their employees, workers and supervisors. Since it

is a joint responsibility of the individual and the supervisor; every individual in TISCO

are co-prime to each other.

It also enables management to compare performance and potential between

employees and subordinates of the same rank. Rating of employees is done by th eir

performances. It is given as per ranks very good, average, and average to medium

and below average. On the basis of these rankings highest reward of the year is

given to best suitable worker. The better performing employee gets the majority of

available merit pay increases, bonuses, and promotions.

COMPENSATION PLANNING

It depends on financial capabilities.

Yearly increments are given.

Compensation for inflation is common for all employees. (flat rates)

It is decided by union and management whe re various demands are negotiated.

It is paid as per other industries.

Individual performance bonus is also given.



TRAINING AND DEVELOPMENT

Safety is a high priority area. Several movements to inculcate a culture of safety

have been practiced, but the Company needs to do more to prevent accidents and

improve its safety record.

The Technical Education Advisory Committee guides employee development and

training in line with strategic goals of the company and long -term objectives. The in-

house training centres impart majority of the training programmes. (Technical

Institute & Management Development Centre).

Employees are also deputed to other organizations and training centres in the

country such as ITI and abroad for specialized training.

Officers are trained into business managers through special general management

programmes such as at CEDEP, France.

They are trained to know the changes in environment, market, and in steel prices.

They also get training of problem solving techniques, conflict management, etc.

COMPENSATION PLANNING

It depends on financial capabilities.

Yearly increments are given.

Compensation for inflation is common for all employees. (flat rates)

It is decided by union and management where various demands are negotiated.

It is paid as per other industries. Individual performance bonus is also given.

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Top five foreign companies in the world

1. Japan¶s Toyota Motor =

Qualified human resources to conduct Toyota's global business in the 21st century.

Fully Committed and Thorough Human Resources Development

Toyota conducts systematic company-wide and divisional training and assignments

for training purposes with an emphasis on on-the-job training (OJT) to ensure that

associates can fully utilize their abilities.Toyota has defined the required

qualifications of "professional staff"1

for office and engineering positions, and "T

shaped human resources"

Why people like to work?

As per the information Toyota is the one of the best company in the world and it

having his own style to promote his employee and how to treat the employee.

Specially company has given more important on Training & development,

Compensation, Bonus, Authority and responsibility, and the name of the company.

Every employee wantsthese basic needs from the company

2. Adobe = Adobe is in 2nd spot, with an overall employee ranking of 4.3, employees

describe Adobe as:

y ³Great place to start a high tech career´

y ³Adobe ± the humble leader and best place to work!´

y ³Adobe is very underrated and under-appreciated, don¶t pass up an

opportunity to work here.´

y ³One of the most innovative software companies in the world, and y ou don¶t

have to give up your life.´

y ³The smartest engineers in the world. It is a think tank of engineers. They are

willing to teach on the job when they have time.´y ³Great stable company to work for that attracts strong talent, but advancement

can be somewhat slow´

y ³A dinosaur who¶s seen better days´

y ³Adobe can be a good place to work but less chances of moving up.´



3. General Electric Company (GE)

General Electric Company (GE) operates as a technology, media, and financial

services company worldwide. Its Energy Infrastructure segment produces gas,

steam, and aero derivative turbines; generators; combined cycle systems; and

renewable energy solutions, as well as provides water treatment services and

equipment. This segment also sells surface and subs ea drilling and production

systems, floating production platform equipment, compressors, turbines, turbo

expanders, and high pressure reactors to oil and gas companies, as well as provides

related services.


This company is having various brand of product and there for employee having

more chances of growth and job security. This company main focus on job security,

self development of employee, self esteem this all the thinks can attract to the

employee to words the company.

4. Banco Santander =

Banco Santander, S.A. provides various financial products and services in Spain, the

United Kingdom, Portugal, other European countries, Latin America, and the United

States. It operates through three segments: Retail Banking, Global WholesaleBanking, and Asset Management and Insurance. The Retail Banking segment offers

a range of deposit products, including savings, current, demand, time, and notice

deposits, as well as international and domestic interbank deposits; a nd loan products

and services, such as auto financing, personal loans, mortgages, and leasing and

renting. This segment also offers credit cards, automated cash dispensers, savings

books updaters, telephone banking, and electronic and Internet banking.


An employment grievance is a complaint, concern or issue regarding employment

rights that the employee flags to the attention of the employer. The grievance can be

over such areas as employment terms and conditions, equal opportunitie s, health

and safety, work relations, working environment, bullying and harassment, new

working practices, and organisational change.



5. Wal-Mart Stores =

Wal-Mart Stores, Inc. operates retail stores in various formats worldwide. The

companyWalmart U.S. segment offers meat, produce, deli, bakery, dairy, frozen

foods, floral, and dry grocery; health and beauty aids, household chemicals, paper

goods, and pet supplies; electronics, cameras and supplies, photo processing

services, cellular phones, cellular service plan contracts, and prepaid service and

toys; fabrics and crafts, stationery and books, automotive accessories, hardware and

paint, horticulture and accessories, sporting goods, outdoor entertaining, and

seasonal merchandise; apparel, shoes, and jewelry; pharmacy and optical services;

and home furnishings, housewares, and small appliances through discount stores,

supercenters, and neighborhood markets.


Professional development opportunities include classes on individual and team

presentation skills, content development, business writing, executive speaking,

delivering feedback and management/leadership.



Referencing ±

Great place to work µBEST COMPANIES LISTS 2009¶

Retrieved on 11-03-2010 fromhttp://www.greatplacetowork.com/what_we_do/lists-

in.htm

RMSI µBest Workplace¶ Retrieved on 11-03-2010 from

http://www.rmsi.com/press/3yearBest.asp

Infosys µResearch¶ Retrieved on 11-03-2010 from

http://www.infosys.com/research/pages/index.aspx

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Organisation Effectivness & Changes