NESTLE

The Nestl policy is to hire staff with personal attitudes and professional skills enabling them to develop a long -term relationship with the Company. Therefore the potential for professional development is an essential standard for recruitment. Each new member joining Nestl is to become a participant in developing a sustainable quality culture which implies a commitment to the organisation and a sense for continuous improvement leaving no room for complacency. Therefore, and in view of the impor tance of these Nestl values, special attention will be paid to the matching between a candidate's values and the Company culture.

GOOGLE
1. Google recognizes that the first few months of a childs life are precious. They provide mothers whove been with Google for over 1 year with 18 weeks of paid bonding leave to spend with their newborn. Fathers are encouraged to spend 7 weeks of paid bonding leave with their newborn during his/her first year. 2. Google wants employees to maintain the best possible work /life balance, so they offer flexible work hours, part time work options, and telecommuting if the specific job allows. A generous vacation policy is provided and a vacation donation program is also used to provide an opportunity for employees to help out their fellow co workers during a time of need. The program allows employees to voluntarily donate a portion of their accrued vacation hours to another eligible employee in case of an emergency.

AIRTEL
HR initiatives include the managers' communica tion forum, open house, family group meetings, HR interface and HR intranet. To explain them, the managers' communication forum, undertaken once a quarter, facilitates direct interaction of the employees with the top management. They get to discuss issues relating to the performance of the previous quarter, directions for the next quarter, an update on the regulatory environment and the key initiatives for the period.

TATA GROUP
The group executive offices HR mandate is to attract good people, retain the better people and advance the best people. Around this concept, the Tata group will have a performance measurement system, potential assessment system, career development system and a remuneration policy.

A star performer at Tata Liebert could be moved to Tata Infotech and may ultimately end up as CEO of Tata Consultancy Services. Greater job mobility is aimed at keeping top performers in the group from leaving.