Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning. Each company has a different set of circumstances, and so develops an individual set of human resource policies. PURPOSE The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees. HR policies can also be very effective at supporting and building the desired organizational culture.

1. HR POLICIES OF TOP 5
COMPNAIES
OF INDIA
SUBMITTED
BY:
SHIVANI
BBA+MBA(DUAL)
SEMISTER – 2
2014-2018

2. WHAT DO YOU MEAN BY HR POLICY?
Human resource policies are systems of codified
decisions, established by an organization, to
support administrative personnel functions,
performance management, employee relations
and resource planning.
Each company has a different set of circumstances,
and so develops an individual set of human
resource policies.
PURPOSE
The establishment of policies can help an organization
demonstrate, both internally and externally, that it
meets requirements for diversity, ethics and training as

3. HR Policies at Coca cola
•Coca-Cola was founded in May 1886 by Dr. John
Pemberton.
•Coca-Cola was first sold to the public in Atlanta
at Jacob’s Pharmacy.
•Only 9 servings of the soft drink were sold each
day.

4. Group A Group B
Class 1 82 95
Class 2 76 88
Class 3 84 90
• First bullet point here
• Second bullet point here
• Third bullet point here
Two Content Layout with Table•Special training is given to employees, New employees also are placed with old ones to learn work
and the values prevalent in the company.
•Two cups tea are free for every employee daily this represents the hospitable nature of the
company, This factor keeps the employees motivated as they are taken well care this fact is clear by
the physical actions took by the company.
•Basic salary Medical facility
•Gratuity fund Bonus
•Social security

5. • Treatments are provided to
employees as per their designations.
• The medical facilities are also
provided to supervisors as well as
the officers in the Company.
MEDICAL FACILITES
MENTORING PROGRAMS
Creating a system of mentoring
programs that include,
• One-on-one mentoring
• Group mentoring

6. WAGES• STRUCTURE OF WAGES CAN BE DESCRIBED AS:
• BLUE COLLAR WORKERS ARE OFFERED WAGES ALONG WITH COMMISSION SALESMAN ARE OFFERED WAGES PLUS COMMISSION
PURSUING CERTAIN CRITERIA.
• WHITE COLLAR WORKERS WHO ARE THE OFFICERS AND THE EXECUTIVES DRAW A HANDSOME AMOUNT SALARY WITH INCENTIVES.
MEDICAL FACILITES
• TREATMENTS ARE PROVIDED TO EMPLOYEES AS PER THEIR DESIGNATIONS.
• THE MEDICAL FACILITIES ARE ALSO PROVIDED TO SUPERVISORS AS WELL AS THE OFFICERS IN THE COMPANY.
PERFORMANCE APPRAISAL
• COCA COLA PERFORMANCE APPRAISAL IS ON THE ANNUAL BASIS. HR MANGER SAYS “WE APPRAISE OUR EMPLOYEE ON
THEIR PERFORMANCE.
SAFETY POLICY
• PROTECT THE EMPLOYEES AND ENSURE PUBLIC SAFETY EXTENDING THROUGHOUT THE ORGANIZATION.
•ESTABLISH MECHANISMS TO COMMUNICATE EFFECTIVELY WITH THE EMPLOYEE’S CONSUMERS AND GOVERNMENT ON THE SAFETY PERFORMANCE

7. AIRTEL HR
POLICIES
• AT BHARTI AIRTEL, ‘MANTRA’ FOR EMPLOYEE DELIGHT FOCUSES ON 5 PS –PEOPLE, PRIDE, PASSION, PROCESSES
AND PERFORMANCE.• BHARTI AIRTEL HAS BEEN RECOGNIZED AMONG THE BEST EMPLOYERS IN THE COUNTRY
FOR TWO SUCCESSIVE YEARS – BEING 14TH IN 2003 &JUMPED 2ND BEST EMPLOYERS IN THE COUNTRY IN 2004.•
BHARTI AIRTEL FOLLOWS AN “OPEN DOOR POLICY” TO APPROACH THE MANAGEMENT, WHICH HELPS RESOLVE
ISSUES WITH MUTUAL AGREEMENTS.
HR POLICIES OF AIRTEL
BHARTI AIRTEL ENSURES TRANSPARENCY THROUGH THE VARIOUS COMMUNICATION POLICIES, STRATEGIES AND
PLANS. . REGULAR EMPLOYEE COMMUNICATION FORUMS PROVIDES A PLATFORM FOR THE EMPLOYEES TO RAISE
ISSUES THAT REQUIRE RESOLUTION.
LEADERS STRONGLY BELIEVE IN FACILITATING AND INITIATING ACTIVITIES THAT HELP EMPLOYEES MANAGE
THEIR HEALTH AND WELL-BEING.• FOCUS ALWAYS REMAINS TO REDEFINE LEADERSHIP; AND DEVELOP LEADERS
WHO ENABLE PERFORMANCE AND INSPIRE THEIR PEOPLE TO UNLEASH THEIR POTENTIAL.

8.  a family-day at office, half day leave for birthdays, gifts for anniversaries, compulsory10 days off,
festival celebration with family, no official meetings on weekends, etc.
 From self-management workshops to aerobics sessions, yoga classes to provision of
relaxation/meditation rooms, which ensures that every employee keeps a check on his/her
fitness. The company provides Flexible Group Medi claim insurance to all employees, covering all
kinds of illnesses, accidents and hospital coverage for serious ailments.
 Bharti Airtel offers a flexible compensation structure to its employees.
 Key Functions of HR Committee at Bharti Airtel• The key functions of the HR Committee
includes the followings: Attraction and Retention strategies for employees.• Employees
Development Strategies. Compensation (including salaries and salary adjustments,
incentives/benefits bonuses, All Human Resources related issue.
 RECRUITMENT POLICY AT BHARTIAIRTEL• Campus & consultancy (e.g. Adrico flexi
consultancy).Selection done through interviews

9.  About Birla's
 Aditya Birla Group started in 1857.
 Shiv Narayan Birla started cotton trading operations in the small town of Pilani in Rajasthan.
 Ghyanshyam das Birla (GD birla)-1919-he set the manufacturing company.
 Grandson of G.D. Birla is Aditya Vikram Birla (A.V. Birla)-1964
 Son of A.V. Birla is Kumar Mangalam Birla(K.M. Birla)-1995.
 Headquartered in Mumbai.
 Operates in 33 countries with more than 1,33,000 employees worldwide.
 US$ 35 billion conglomerate which gets 60 % of its revenues from outside India.

10. Recruitment Process
Job descriptions with jobs
bands. o Competency maps o
Technical and aptitude tests
(where applicable) o Group
discussions (where applicable) o
Structured interviews o
Psychometric tests oValues
assessment tests.
The Aditya Birla Group is an
equal opportunity employer and
does not discriminate based on
360 Degree Appraisal
A 360 degree feedback
program was introduced
in 1999 that permitted
managers to raise
questions over leadership
styles, managerial ability
and also personal traits.
After the feedback, each
senior manager had to
submit a six page letter
mentioning the areas of

12. HAPPINESS AT WORK
•“IF WORK BECOMES FUN, IT DOESN’T STAY WORK ANYMORE. IT BECOMES AN ENJOYABLE
ENDEAVOR THAT MULTIPLIES ENERGY.”
• PROVIDES EMPLOYEES WITH OPPORTUNITIES TO CONNECT WITH EACH OTHER ON A
REGULAR BASIS. EVENTS ARE DESIGNED TO MAKE THE EMPLOYEES AND THEIR FAMILIES FEEL
AS MUCH A PART OF THE GROUP. EVENTS LIKE ANNUAL DAY, KIDS’ DAY OUT AND FAMILY
PICNICS TO BEST EMPLOYER CELEBRATIONS AND THE SAWAN MELA ARE ORGANISED
• THE ORGANIZATIONAL HEALTH SURVEY WAS INTRODUCED BY THE LATE 1990S, WHICH
MEASURES THE “HAPPINESS AT WORK” INDEX. THIS WAS CARRIED OUT TO TRACK THE
EMPLOYEES SATISFACTION AT WORK.

13. Founded by Jamshetji Nusserwanji Tata and part of Tata Group
• • 1st Hotel in Taj Mahal Palace and Hotel in Colaba Mumbai on
December 16, 1903
• • Operates 76 hotels, 7 palaces, serviced apartments, 6 private
islands and 12 resorts and spas, spanning 52 destinations in 12
countries across 5 continents and employ over 13000 people.
• • Inspired to open the grand luxury hotel after Tata was refused entry
to a Hotel in Mumbai for Racial Discrimination.

14. Hiring and Training Policy
18 months - 6 months more than the industry standard• Build Leaders - Each employee is given an authority to take the decisions
pertaining to his work and this empowers them and helps in building a leader in all• Trained not just on the area of expertise but all the
related functions
360-degree Feedback
Employees, including the managers and departmental heads are also evaluated by their immediate subordinates.• Counseled at a
personal level and apprised of where they fell short of the expectations and how to go about it• Guides them to prepare a roadmap for
the future endeavors and hone their skills
ESTS (Employee Satisfaction Tracking System)
Conducting surveys to elicit response from the employees and the records collected are used to rate the overall satisfaction level of the
employees• Targeted to achieve 100% satisfaction in the course of its operation• Regularly looks into the employees’ concerns and
strives to address them• Forums for the employees to voice their recommendation or compliment their colleagues• Mandatory for the
review committee to reply to the employees’ suggestions within 2 days or he shall be allotted ‘default points’
STARS (Special Thanks and Recognition System)
“Customers of an organization can be satisfied by it only when its employees are satisfied”• Recognizing and rewarding employees who
showcased excellent performance at their work• Promoted successively to various levels• Employees were not just assessed on their
performance but also on parameters like honesty, trustworthiness, concern for the environment, team spirit, cooperation etc.

15. OUTCOMES OF THESE POLICIES
•• ERR (EMPLOYEE RETENTION RATE) IS THE HIGHEST AMONGST ALL
ITS COMPETITORS.
• • DRIVES EMPLOYEES BEYOND THEIR DUTIES WHICH WAS TOTALLY
UNEXPECTED OF THEM AS WAS IN THE CASE OF 26/12 TSUNAMI AND
26/11 ATTACKS.
• • IN 2002, TAJ GROUP WAS CONFERRED HERMES AWARD FOR ITS
INNOVATIVE HR PRACTICES.
•• WITH THE IMPLEMENTATION OF STARS, THERE WAS TREMENDOUS
IMPROVEMENT IN THE SERVICE STANDARDS AND ALSO THE
CUSTOMER SATISFACTION LEVEL.

16. Human Resources Policy OF
PANTALOONS
 Pantaloons Retail (India) Limited, is a
large Indian retailer, part of the Future
Group, and operates in multiple retail
formats in both, value and lifestyle,
segments of the Indian consumer
market. Headquartered in Mumbai, the
company has over 1,000 stores across

18. •THERE IS A BUDGET ALLOCATED FOR EACH STORE ON THE BASIS
OF WHICH COMPENSATION IS CALCULATED. MONETARY & NON
MONETARY REWARDS ARE GIVEN TO THE EMPLOYEES MONETARY –
VOUCHERS AND GIFTS NON MONETARY- AWARDS AND CERTIFICATES
INCREMENTS ARE GIVEN IN SALARY OF EMPLOYEES AFTER
PERFORMANCE APPRAISAL. THE ATTITUDE THEY SHOW TO THEIR
COMPANY, CLIENT, COLLEAGUES, SUPERIORS AND THE CUSTOMER
IS TO BE TREATED IN HIGH PRIORITY FOR THEIR GROWTH
ASSESSMENT. PROMOTION : TWO TIMES A YEAR BENEFITS TO THE
EMPLOYEES PF , ESI, GRATUITY AND OTHER BENEFITS AS UNDER
THE GOVT OF INDIA