ASSIGNMENT – 3 OF HRM

TOPIC- TO COMPARE THE HR PRACTICES OF LG

AND VIDEOCON CORPORATIONS

Submitted to: - Submitted BY:_

Mrs AMANPREET KOUR GAURAB SHARMA
T1001A-23
11003518
 LG CORPORATION

The trajectory of LG Electronics, its growth and diversification, has always

been grounded in the company ethos of making our customers' lives ever
better and easier-happier, even-through increased functionality and fun.

Since its founding in 1958, LG Electronics has led the way to an ever-more
advanced digital era. Along the way, our constantly evolving technological
expertise has lent itself to many new products and applied technologies.
Moving forward into the 21st century, LG continues to on its path to
becoming the finest global electronics company, bar none.

LG Electronics 50-year History

Download (PDF, 21.0mb)

1958 Founded as GoldStar

1959 Produce Korea's first consumer radios

1998 Introduce the 60-inch plasma TV

1999 Forge joint venture with Philips

 2003 Enter UK GSM handset market

2005 Develop 3G UMTS DMB handset

2007 Launch HD disc-player and drive

2005
The world’s first DMB notebook commercialized
The world’s slimmest TV commercialized The
world’s largest 102-inch Plasma TV developed
LG and Nortel Networks agreed to establish a
joint venture for telecommunication network
equipment Satellite-based DMB phone
commercialized The largest share seized in the
global CDMA market
2006
Launched the LG Shine, the second handset in
the Black Label Series Globally launched the
steam washing machine and interactive TV
refrigerator Developed the world's first 100-inch
LCD TV Launched the world's largest Full HD
102-inch Plasma TV (1080p) Developed the
world's first dual-format high-definition Disc
Player& Drive
2007
Launches the industry's first dual-format, high-
definition disc player and drive Launches 120Hz
Full HD LCD TV Demonstrated the world-first
MIMO 4G-Enabled technologies with 3G LTE
Won contract for GSMA's 3G campaign
2008
Introduces new global brand identity:
"Stylish design and smart technology, in
products that fit our consumer's lives."
 HR POLICIES
LG Electronics India – HR policies

As we all know requirement of trained and experienced Professional with the desired mindset
is the need of the hour for any Organization to Survive and Grow in this competitive
environment. While there is no dearth of Professionals in Indian Industry and people are
available in dime a dozen, but what is most important and difficult to get is the right mindset.
This can be easily substantiated by the no. of applications for every job listed on the famous
jobsites. Needless to say that selection of the best candidate with the desired mindset out of
such large no of applicants is a very tedious task. With the Business Goals being very high
the pressure on HR to reduce the time lag for filling a position has substantially reduced.
Normally a position, which was reqd. a month to be filled up, has now got to be filled up in
10-15 days time. This has made the job still more challenging.

To cope with the growing expectations of business and in order to give the organization a
competitive edge to the business we in LG have streamlined the whole system by integrating
the HR fundamentals with Information Technology and have adopted some practices unique
to LG.

for example, LG has a On Line Recruitment Management System. Under

this prospective candidates visit our website and can directly register their CV for any
position listed on the site. Similarly all consultants are also required to post their CV thru this
site. As a result duplication of CV is immediately identified and not accepted. The CV then
comes to the data bank and for short listing/ screening both the functional users and HR dept
has got the rights. Once a candidate is rejected, immediately an information goes to the
consultant or the candidate. In case the candidate is selected for interview then the
information goes for finalization of interview at specified date and time. This speeds up the
whole process as it does the initial screening of the vital parameters in terms of age,
qualification, experience etc.
LG as a brand and a market leader in India attracts candidates in hordes and it’s Industry
leadership status serves as a major factor in attracting employees. Therefore LG has the
ability to hire the best in the industry.

Once these candidates are hired, they undergo and exhaustive induction programme for a
duration of 14 days under which the candidate is acquainted which each and every aspect of
the organization. A thorough integration with HR & Business Processes takes place and the
formulation of a KPI is done within three days of taking the candidate onboard. Customer
Department/Vendor Department interaction also takes place.

LG as an organization takes pride in the fact that they have the highest manpower
productivity and the lowest manpower cost in comparison to the industry. In fact LG is
benchmarked in terms of manpower costing.

Creativity and autonomy

An individual's creativity is the basis for value creation. LG Electronics respects diversity
and autonomy, allowing each of its employees to exercise their creativity to the full.

Emphasis on competence

Competence is the basis for performance. LG Electronics sees competence as the most
important factor in its personnel decisions.

Performance-based rewards

Rewards based on performance are essential for human motivation. LG Electronics

evaluates performance results fairly and rewards them accordingly.

Equal opportunities

Equal opportunities build trust among people. LG Electronics ensures equal opportunities
regardless of gender, race, age, religion, or nationality.

Long-term perspective
 Maintaining a long-term perspective is the foundation for LG's human resources policies.
LG's human resources programs are designed with a long-term perspective and
implemented with dedication and persistence.

Training

LG Electronics offers diverse educational programs to its employees according to rank

and job to encourage growth and development and mold them into "the right people" for
the company. They do this by equipping them with the professional capabilities that the
company needs and enabling them to apply the latest technologies to their work.

Rewards

LG Electronics offers its employees a competitive, unique rewards system that takes
account of their working situations by nation, region, and job. This rewards system
motivates employees to perform better by helping them to enhance their quality of life.
LG's rewards system consists of fixed salaries and flexible salaries. Fixed salaries are
determined every year through a fair evaluation process. Flexible salaries are immediate
rewards given to individual employees for their performance and competence.

COMPARISSION

HR PRACTICE OF LG
EMPLOYMENT ENGAGEMENT

Employees of LG (also retired staff) worldwide now have access serves as a home base for
LG on Demand Community. The employees can register at the site and they have immediate
access to a full range of technology solutions that continue LG’s commitment to advancing
Sstrategies and outcomes for not-for-profits through technology. Resources on the site will
also enable employees to assess their skills, and take online training to improve their
volunteer ability.

HEALTH AND SAFETY

LG will provide its employees with a safe and healthy workplace in compliance with all
applicable laws and regulations. Consistent with these obligations, LG will have and will
implement effective programs that encompass things such as life safety, incident
investigation, chemical safety, ergonomics, and will provide safe standards of health and
safety in any housing and transportation provided for our employees by the company.

RECRUITMENT AND MOBILITY

LG is using the following recruitment process-

Identify vacancy, advertising the vacancy and manage response, shortlisted and conducting
interview and decision making. After that three stage procedure follows i.e.; Online aptitude
test, Technical interview, GD +HR

Most, if not all, HR positions are posted internally. Planned movement in conjunction with
succession planning will consider how to facilitate mobility into and out of HR where it will
help development. At more senior levels, HR has historically participated in the company’s
overall succession planning process. A project team is developing a succession strategy that
will carry the process deeper into our Human Resources organization.

EMPLOY COMMUNICATION

LG has three day discussion via corporate intranet to debate and discuss about the company’s
values, the nature of organisation and what it stood for.

EMPLOYEE ORIENTATION

However, in order to keep pace with the dynamic needs and challenges of our globally
integrated business model—and the critical importance of ensuring that new LG are as
successful as possible as quickly as possible—the company solicited input from employees
and business leaders around the globe on how to make the orientation experience even more
effective.

WORK BALANCE

As one of its major employee retention strategies, LG offered a comprehensive work/life

balance program based on the following seven principles:

 Employees must take responsibility for their own work/life balance needs.
 Work/life balance should have a positive impact on all employees involved.
 Quality of output is more important than the amount of activity.
 Teams should be flexible when balancing working and personal needs.
 Employees must be treated as individuals.
 Ongoing performance and contribution are a prerequisite.
 Achieving work/life balance is hard work and ongoing.
RECRUITING PEOPLE WITH DISABILITIES

LG had a well-structured plan in place for recruiting and training people with disabilities. The
recruitment specialists and hiring managers were specially trained for this purpose. In each
business unit, LG had 'line champions' - the managers experienced in hiring and working with
people with disabilities - to facilitate the recruitment process.

SUPPORT FOR EMPLOYEES AND COMMUNITY INVOLVEMENT

LG provides numerous programs for employees to encourage and enhance the positive
impact of their community involvement. These global programs include: On Demand
Community, a suite of online tools and resources to support employee volunteerism;
Community Grants, a program that awards long-term volunteer commitments with grants of
cash or LG equipment, and Matching Grants.

WORKFORCE DIVERSITY

The employees of LG represent a talented and diverse workforce. Achieving the full potential
of this diversity is a business priority that is fundamental to our competitive success. A key
element in our workforce diversity programs is LG's long-standing commitment to equal
opportunity.

WAGES AND BENEFITS

LG will, at a minimum, comply with all applicable wage and hour laws and regulations,
including those relating to minimum wages, overtime hours, piece rates, non-exempt or
exemption classification and other elements of compensation, and provide legally mandated
benefits.

WORKING HOURS -

LG will not exceed maximum hours of work prescribed by law and will appropriately
compensate overtime. Employees will not be required to work more than 60 hours per week,
including overtime, except in extraordinary business circumstances with their consent or
where the nature of the position requires such work, as for exempt employees and employees
in executive, managerial or professional positions.
NONDISCRIMINATION AND HARASSMENT -

LG will not discriminate in hiring, promotion, compensation of employees and employment

practices on grounds of race, colour, religion, age, nationality, social or ethnic origin, sexual
orientation, gender, gender identity or expression, marital status, pregnancy. LG will create a
work environment free of discrimination or harassment based on race, colour, religion,
gender, gender identity or expression, sexual orientation, national origin, disability.

RESPECT AND DIGNITY

LG will treat all employees with respect and dignity and will not use corporal punishment,
threats of violence or other forms of physical coercion or harassment.

FREEDOM OF ASSOCIATION

LG will respect the legal rights of its employees to join or to refrain from joining worker
organizations, including labour organizations or trade unions. IBM complies with legal
requirements worldwide regarding employee and third-party involvement. IBM respects the
rights of employees to organize, and makes managers at all levels aware of those rights.

TALENT MANAGEMENT

To achieve a balance between talent supply and demand, LG often redeployed its workforce.
The internal redeployment process was designed to minimize loss of productivity of skilled
employees. Each of LG's business units had its own resource board that reviewed and
approved external job postings on a regular basis.

TRAINING AND DEVELOPMENT

Once your organization's skill sets are defined, the next logical step is to determine the
Training and Development needs of those employees. This decision area lets you review
employee competencies and understand the value of improving them. Through analysis, HR
department of LG gains a systematic picture of all training investments for better
performance management.LG also enable employees to assess their skills, and
take online training to improve their volunteer ability.
 VIDEOCON

Videocon is an industrial conglomerate with interests all over the world and
based in India. The group has 17 manufacturing sites in India and plants in
China, Poland, Italy and Mexico. It is also the third largest picture tube
manufacturer in the world.

Corporate profile

The Videocon group has an annual turnover of US$ 2 billion, making it one of the largest
consumer electronic and home appliance companies in India. Since 1998, it has expanded its
operations globally, especially in the Middle East.[2]

Today the group operates through six key sectors:

Consumer electronics

In India the group sells consumer products like Colour Televisions, Washing Machines, Air
Conditioners, Refrigerators, Microwave ovens and many other home appliances, selling them
through a Multi-Brand strategy with the largest sales and service network in India.[4]
Videocon Group brands include Akai, Electrolux, Hyundai, Kelvinator, Kenstar, Kenwood,
Next(Store), PlanetM(Store), Sansui, Toshiba, Philips (TV Products) etc.

Mobile Phones

In November 2009 Videocon launched its new line of Mobile Phones[5]. Videocon has ever
since launched a no. of Innovative handsets ranging from Basic Colour FM phones to High
End Android Devices. And in February 2011, Videocon Mobile Phones launched the
revolutionary concept of ZERO paise per second with pre-bundled simcards of Videocon
mobile services along with 7 of its Handset Models.

Colour picture tube glass

Videocon is one of the largest CPT Glass manufacturers in the world, operating in Mexico,
Italy, Poland and China..

Oil and Gas

An important asset for the group is its Ravva oil field with one of the lowest operating costs
in the world producing 50,000 barrels of oil per day.[6]

DTH

In 2009, Videocon launched its DTH product, called 'd2h'. As a pioneering offer in the Indian
DTH market, Videocon offered LCD & TVs with built-in DTH satellite receiver with sizes
19" to 32". This concept in the DTH service is relatively new in the presence of other players
 like ZEE tv's Dishtv, Tata Sky, Air tel Digital Tv and Reliance's BIG TV providing only the
set top box.

Telecommunication

Videocon Telecommunications Limited has license for mobile service operations across
India. It launched its services on 7 March 2010 in Mumbai.

Videocon HR POLICY

Videocon has an environment which is-

 Driven by Performance
 Strong Value base
 Empowered
 Inclusive
 Diversified Talent base
 Fun-filled

Creativity and autonomy:

An individual's creativity is the basis for value creation. Videocon respects diversity and
autonomy, allowing each of its employees to exercise their creativity to the full.

Emphasis on competence:

Competence is the basis for performance. Videocon sees competence as the most important
factor in its personnel decisions.

Equal opportunities:

Equal opportunities build trust among people. Videocon ensures equal opportunities
regardless of gender, race, age, religion, or nationality.

Long-term perspective:

Maintaining a long-term perspective is the foundation for Videocon's HR policies.

VIDEOCON's HR programs are designed with a long-term perspective and implemented
with dedication and persistence.
Training:

Videocon offers diverse training programs to its employees according to position to

encourage learning and development. We do this by equipping them with the professional
capabilities and enabling them to apply the latest technologies at work.

Rewards:

Videocon offers its employees a competitive, unique rewards system which motivates
employees to perform better by helping them to enhance their quality of life

COMPARISSION

HR PRACTICES IN VIDEOCON CORPORATIONS

LEADERSHIP CAPABILITY

In order to strengthen organisations capability, VIDEOCON corporations continues on

developing talent through two unique programs the Global Leadership Cadre (GLC) and
Management Trainee (MT) program which hires the best talent from top academic campuses
and grooms them through a focused program to take up higher managerial and decision
making responsibilities. Videocon Corporations develop leaders at all levels who achieve
business results, exemplify our values, and lead us to grow and win.

VIDEOCON-RECRUITMENT

VIDEOCON -Recruitment is a full-cycle recruiting solution that gives managers, recruiters

and candidates the ability to manage every phase of finding, recruiting, hiring, and tracking
new employees. Focused on the manager-recruiter-candidate hiring relationship, this end-to-
end recruitment offering incorporates all aspects of applicant tracking with capabilities that
allow managers, recruiters and candidates to fully manage the entire recruiting cycle via a
self-service interface.

PERFORMANCE APPRAISAL

Performance Appraisal is an objective system to judge the ability of an individual employee

to perform his task. A good performance appraisal system should focus on the individual and
his development, besides helping him to achieve the desired performance. In VIDEOCON
Corporations appraisal happens twice a year.

TIME AND LABOUR

Videocon Time and Labour automates the entire time and attendance record-keeping process
and provides an intuitive, web-based interface for time entry and approval. It offers a
simplified way to submit, review, track and approve timecards. At the same time, it helps you
control costs and time worked, consolidate timecard information, and adhere to
organizational time management rules.

Videocon -LEARNING

VIDEOCON-Learning is the best way for select videocon customers to improve workforce
performance, ensure partner channel sales and service readiness, and increase revenue
through training product sales to customers. With videocon-Learning, businesses with large
or small learning communities can provide learning and development with a full-featured
learning solution that keeps pace with evolving business requirements

WORKFORCE SCHEDULING

VIDEOCON Workforce Scheduling is a comprehensive offering that helps organizations

accurately forecast and schedule workers to meet both customer service and cost objectives.
Based upon the functionality VIDEOCON obtained through its acquisition of Tempo Soft’s
intellectual property, VIDEOCON Workforce Scheduling expands videocon's human capital
management (HCM) footprint and enables companies in the retail and hospitality industries
to optimize schedules and meet forecasted workload demand. videocon Workforce
Scheduling is currently available and sold as a stand-alone product.

VIDEOCON ADVANCED BENEFITS

VIDEOCON Advanced Benefits is a flexible, rules-based benefits administration application

that enables improved benefits support and analysis while reducing overall costs through easy
setup and process automation. videocon Advanced Benefits enables professionals to adapt to
evolving business needs by simplifying the implementation, management, and monitoring of
benefits offerings, while addressing the effects to the bottom line.

VIDEOCON INCENTIVE COMPENSATION

videocon Incentive Compensation (VIC) is a global variable compensation application that
automates the design, administration, and analysis of transactional pay-for-performance
incentive programs to align sales behaviour to corporate goals. VIC allows organizations to
connect sales incentives to business objectives to motivate workers (sales reps), 3rd party
representatives, customers / suppliers, resellers and partners through incentive insight. With
VIC, what-if incentive programs can easily be modelled and optimized to drive stronger
sales/channel performance while reducing compensation expenditures.

VIDEOCON PAYROLL

Payroll Management is a fundamental business requirement demanding compliant and

accurate financial controls in a timely manner. VIDEOCON Payroll, a rules-based payroll
management system, will assist in controlling the workforce costs; ensure the entire
workforce is being paid on time and according to your compensation rules

LEARNING MANAGEMENT

Videocon Learning Management (VLM) is the best way for VIDEOCON E-Business Suite
customers to improve workforce performance, Ensure partner channel sales and service
readiness, Increase revenue through training product sales to customers.VLM is an enterprise
learning management system (LMS) that lets organizations manage, deliver, and track
training participation in online or classroom-based environments.

VIDEOCON SELF-SERVICE HUMAN RESOURCES

Videocon Self-Service Human Resources (HR) allows your workforce to update and use
employee-specific information, online via a browser, that is personalized to an individual's
role, experience, work content, language, and information needs. By allowing managers and
employees to access and manage information and transactions in a paperless environment,
you can streamline business processes, decrease costs, and improve service. With managers
and employees empowered to update and maintain their own information, HR professionals
can now move from being transaction processors to being consultative partners.

VIDEOCON TUTOR -

Y9VIDEOCON Tutor lets you quickly create, customize, and maintain process
documentation, Training and reference materials related to videocon HRMS and across the
entire videocon E-Business Suite. You can customize handbooks and procedures for your
business, and then deploy documents across your enterprise. As a result, you reduce training
and implementation costs, increase adoption rates, raise compliance awareness, and ensure
adherence to policies and procedures
ENABLE WORKFORCE COMPLIANCE -

Human Resources departments routinely face the challenge of ensuring compliance with laws
and mandates throughout the world. Videocon Human Resources offers the best of both
worlds within one installation. It delivers a foundation consisting of non-legislative
information common across all countries, as well as fully localized data specific to each
country, including legislative data, reporting guidelines, business rules, process requirements,
data entry forms standards, and online help in the appropriate languages.

EMPLOYEE EXPERIENCE -

Every high performance organization needs to build and nurture its past, present and future
employment relationships. Successful companies aim to reinforce the psychological contract
at every touch point to ensure employees are engaged in the organization. VIDEOCON
Corporation aims to provide a delightful employee experience by applying cutting edge
know-how of HR, communication practices and technology.

CONCLUSION –

As shown above the human resource policies of both the company’s analysis we found that
as a public ltd company LG gives more emphasize on betterment and welfare of their
employees as well as their surroundings as a Pvt Ltd. they are more concerned to welfare of
the people instead of earning profit. As above shown that the Co. is giving benefits to present
employees as well as retired employees so this kind of facilities attract more people to join
the organization and also the company helps in social areas also the company is capable
enough to provide in house training by doing such type of activities a company shows a self
reliance to develop skills of their employees. Comparatively LG is a private organisation
ownership and also concerned with more than one type of industry but this will not affect
their decision-making on their employees because an employee is a valuable asset to the
company so as this group thought. Like other companies they have their own facilities to train
people also this kind of organizations provide extensive atmosphere to their employees
according to the different environment because this organization has corporate offices in
other countries so this kind of atmosphere help an employee to develop on both the fronts
mental and physical LG shows their responsibilities time and again by helping our countryman
 in calamities although it is a private organization but they are responsible to their society and it
gives a good signal to the society and gives us insight to be a responsible person for the
organization as well as our country. So for the conclusion we can say that both the companies
are good at their respective fields but at the same time they wouldn’t neglecting their
responsibilities to the people who work for them. And it is a good sign for those companies
who follow their footsteps and also these kind of habits helps to make a beautiful future.

References –

http://www.authorstream.com/Presentation/kauleca09-296593-LG-HR-
Education-ppt-powerpoint/

http://www-01.LG.com/software/data/cognos/human-resource-performance-
management.html

http://www.slideshare.net/nehajain248/LG-india-hr-practices

www.videocon.com/us/products/applications/index.html


 Vision & Mission
 Values & Philosophy

 Milestones
 Our businesses
 TV Commercials
 Fact and Figures
 Sponsorships
 Print Campaigns

 Photo Gallery
 Employee Code of Conduct
