INNOVATIVE HR PRACTICES FOR

ORGANISATIONAL SUSTAINABILITY
UNDER THE GUIDANCE OF:
PROF.ASST MRS. MAMATHA
MBA DEPT. SJBIT





PRESENTED BY:
VIDYA.N.RAJU
PRATHIMA E.G
DEEPA.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
SMEs(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 BENEFITS
o Employees benefits
o Retirement benefits
o 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 HR
PRACTICES:
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 21
st
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.