Efforts by:

Rahul Kumar Gupta

A3923009033
A-34
BBA + MBA (Dual)
 FMCG

Company Name: HUL (Hindustan Unilever)

HR activities in HUL
Recruitment:

1) Assisting in establishing Recruitment process and Operating the

process to recruit suitable non-management manpower required for the
unit.

2) Manpower Planning at unit level.

3) Assessment & follow-up during training period.

4) Operating the process of Skills assessment methods.

5) Attitude assessment methods.

Performance Appraisal:
 1) Operating and Assisting in developing performance development

systems & processes for workmen and staff and understanding of the same
for executive level.

2) Assisting in Reward & Recognition systems.

3) Trainee Executives Skill Development.

4) Potential Assessment.

Training & Development:

1) Implementing and assisting in need analysis, nominations, design

delivery & measurement of training programmers or learning processes

that achieve the knowledge, skill and attitudinal development for workmen
& staff.

2) Assisting & Designing Training methodologies.

3) Sharing Knowledge with employees in the Organisation.

4)Measurement of Training Effectiveness.

Employee Relations:

1) Management of relations with employees at collective and individual

level to the advantage of the unit and the employees while meeting
company, legal and social standards.

2) Administering company ER policy.

3) Maintaining Harmonious employee relations.

4) Managing workforce without Unions.

5) Approach tracking absenteeism, adopting a coercive persuasions.

HR activities in Airtel
Recruitment:
 1) Lead talent acquisition and end-to-end responsibility for recruitment.
2) Selecting & Recruiting the persons who can meet the mobile
communication needs by Error free service delievery.
3) Conducting and Coordinating interview for profiles who are technically
short listed Candidates.
4) Overall responsibility for attracting and retaining the right talent in the
Organisation

Performance Appraisal
1) Implementing continuous Performance improvement measures amongst
each of the employees
2) Developing a Discipline of Planning Work and managing one’s time and
talent accordingly
3) Recognising strengths and areas needing performance enhacements and
Identifying Development needs arising for the same.
4) Building Competences among Individuals, teams and the organization as a
whole.
5) Preparing a database for rewards, promotions, recognition and motivation.

Training & Development

1) To conduct Training & development Programs for Employees.

2) Developing employee skills, enhancing productivity and quality of

work, and building worker loyalty.
 3) Ensuring that teaching materials are prepared and the space
appropriately set, and providing completion certificates at the end of
training to employees

4) To ensure that the training course meets its objectives and is

measured and evaluated to understand how learning impacts
organizational performance.

Compensation Management

1) Developing a compensation policy centered on the fundamentals of

paying for Position, Person and Performance.

2) Drawing External market information and internal policies for the

Organisation.

3) Processing Medical & Salary Advances as well as full & final

settlements and gratuity

4) To offer a flexible compensation structure to its employees wherein the

employees have the flexibility to structure their fixed component of their
compensation according to their requirements.
HR activities in Wipro
Recruitment
1) Requisition development with hiring management in the organisation
2) Scheduling the Interview for Recruitment
3) Monitoring operational metrics, such as, number of candidates sourced, source to interview
ratio, interview to offer ratio, offer to join ratio, as well as business metrics like, average
time to hire, ageing requisitions and cost per hire.

4) To maintain the personal file of the employees and updating the profile of the new joiners.
5) To maintain MIS for Recruitment
Performance Appraisal
1) Measure and assess employee performance periodically and provide
feedback and support to achieve quantitative, qualitative and process
targets
2) Evaluate and track Hi-Performance and achievers based on Competency
driven practices
3) Enable online rewards and recognition
4) Enable Strategic performance management through Management by
Objective(MBO)

Administration:
1) Performing and Supervising the routine activities that enable the sub
functions of personnel to perform more efficiently.
2) Managing Welfare and Administration Activities.
3) Managing the Cooperative environment in the Organisation.

Training and Development

1) Understanding the complexities involved in rolling out the training

process by the organization
2) To conduct Training & development Programs for Employees.
3) Measurement of training programmers or learning processes that
achieve the knowledge, skill and attitudinal development for workmen &
staff.

4)Developing employee skills, enhancing productivity and quality of work,

and building worker loyalty.