STRATEGIC HR &

COMPENSATION
BENEFITS
Presented by Group 2 for Dr (Prof) Jyotsna Bhatnagar Members:
Aditya Singh (19PGPIM063)
Keshav Singh (19PGPIM080)
Rahul Bhalla (19PGPIM090)
Swapnil Basmatkar (19PGPIM102)
Sahil Rawat (19PGPIM112)
Akarsh Pandey (19PGPIM117)
 Innovative Strategic HR Practices
At Netflix, employees are instructed to take holidays as and when
they wish as long as it doesn’t cause harm to the business.
Similarly, there’s no set amount of time allocated for parental leave
with parents free to return to work whenever they feel they and their
new baby are ready. This freedom also applies to company spending
and expenses such as travel.

At Amazon, once a year, employees with one or more years’ service are
asked if they would like to leave in exchange for a pay-out based on how
long they have worked for the company.
They feel that this policy is worth the short term financial cost, as in the
long run, it ensures their remaining workforce is engaged and productive.
 Innovative Strategic HR Practices
Intuit’s Employee recognition strategy: The program aims to shine a spotlight
employees who have shown dedication, innovation and high performance.
Employees are given feedback on how they are excelling and can then select a
variety of rewards including gift cards and charitable donations.
A study conducted by the Stanford Graduate School of Business found that 93%
of employees felt that receiving Spotlight awards helped to motivate them to
maintain a high level of performance.

Google’s Rigorous hiring strategy: The initial screening process is done

by real humans as opposed to fancy sifting software.
After this, there is an on-site interview of 4 Google employees.
After this, the complete interview feedback file is passed on to
independent Hiring Committee made up of Google employees from all
levels who are tasked to be deciding if you will be a good fit. This process
weeds out unsuitable hires.
Preselection technology
enables organizations to hire
selectively – and to bring
people on board who add
value. In short: candidates go
through an online experience
that gives them a realistic
preview of the job – and the
organization they’ll be working
for once hired.
Example: Harver.
 Walmart’s People Division

Operations Culture Products

Walmart invest in
continuous training and
learning for its
employees
Walmart managers attend Everyone at walmart,
cultural training at the irrespective of their
Walton Institute position, has to focus on
how to provide a better
customer experience
Employee engagement puts Marks & Spencer at the
top of the rung of the business success ladder.
According to annual staff surveys, prioritized
communication builds the backbone of the success
model at Marks & Spencer. The company has a
strong reputation in employee relations, winning
awards and honors for how employees are treated
up and down the supply chain. At Marks & Spencer
there is no such thing as too much communication.
From regular conference calls to management to
daily huddles among staff. Communication is key to
the success of Marks & Spencer.
The HR team at Linkedin hosts all-company
parties, complete with live music and a
nightclub atmosphere to reward staff
members for their hard work and dedication to
the company. The team dynamic is designed
to encourage employees to create systems
that break the status quo. Once a month, the
company holds an InDay, which is when
employees set aside regular work to explore
new ideas. Employee turnover is less than
eight percent and promotions consistently run
over 17 percent.
As HR becomes more strategic,
it must focus on value-related
measures, such as
management time spent on
managing people issues and
time to efficiency for new
managers and employees.
 THANK YOU !

PRESENTED BY GROUP 2