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Best HR Practices in CPSEs

This document summarizes several HR best practices in Central Public Sector Enterprises (CPSEs) discussed at a conclave in New Delhi. [1] It highlights key characteristics of employment in CPSEs like robust onboarding, long-term employment, transparency, and large learning and development investments. [2] It then outlines various digitization initiatives to improve the employee experience, like online skill repositories and telemedicine. [3] It also discusses industry-academia partnerships and web-based HR management systems. [4] Finally, it presents additional programs like mentoring, social networks, quality living conditions, and opportunities to make careers more challenging.

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Veeramani Arumugam
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142 views

Best HR Practices in CPSEs

This document summarizes several HR best practices in Central Public Sector Enterprises (CPSEs) discussed at a conclave in New Delhi. [1] It highlights key characteristics of employment in CPSEs like robust onboarding, long-term employment, transparency, and large learning and development investments. [2] It then outlines various digitization initiatives to improve the employee experience, like online skill repositories and telemedicine. [3] It also discusses industry-academia partnerships and web-based HR management systems. [4] Finally, it presents additional programs like mentoring, social networks, quality living conditions, and opportunities to make careers more challenging.

Uploaded by

Veeramani Arumugam
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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HR Best Practices in CPSEs

CPSEs’ Conclave @ New Delhi


9th April 2018
Key Characteristics of employment in CPSEs

Robust on-boarding and long term employment

Transparency across various touch points along the life cycle

Large spend and infrastructure for Learning & Development

Sectoral development in terms of talent availability


1 Crafting Employee Experience Through Digitization

Online Skill Paperless office Self Booking for Telemedicine


Repository Tour

Online Travel CLIMS Communication Travel Card


Tie-up App

Shared Services – for resources optimization & efficient HR delivery


2 Industry –Academia Partnership

Guest lectures by IOCL domain experts in technical / management


institutes to enhance partnership with educational institutes

Visits of faculty/students to IOCL’s installations

Involvement of IOCL in developing course content or designing modules in


the curriculum

Participation in research activities

Participation in Conferences/Seminars and use of social media for


employer branding
3 Web-based HRD Management System

 Entire HRD process online


 Smart TNA Capturing
 Smart profile viewing of IDP, training
history
 Smart Scheduling & updating
 Smart E-communication with Mail & SMS
integration
 Smart uploading facility for modules,
study material & feedback
 Smart reports
4 “Outside-in-learning” from Icons

NTPC-PMI Eminent Speaker Series


 Streamed live all across NTPC’s 55 locations
 ~ 14000 learning hours per session
 Partnering with other organisations
5 SARATHEE: Mentoring System

Number of Trained mentors in GAIL - 157


6 Enterprise Social Network – ICON

 ICON: I Connect, Converse, Contribute


 A social networking portal for BHEL employees
 Provides greater opportunities to employees for collaboration,
information sharing and faster communication in the company
 For disseminating and making employees aware of various
aspects of BHEL
 Provides platform for Top Management to directly interact with
all employees
 Provides a platform to know the pulse of the organisation
through small polls
7 Quality life at Projects / Stations

Serene, stress free, beautifully-designed townships with all


modern amenities

PUPS - Providing urban-facilities in Projects & Stations:


Wi-Fi, Screening of movies, food joints, clubs, gyms,
Sports

Social bonding through culture of celebrations

v Best medical facilities – In-house hospitals, empanelment,


telemedicine, etc.

Engagement of spouses and schools & coaching for children


HR in CPSEs – Opportunities for Excellence …
Make career challenging at middle level through TALENT
Exchange between PSUs

Develop and Communicate Employee Value Proposition

Board to own talent development plan for key talent up to 3


level below board

Restructure HR roles to focus on Business Partnering,


Centers of Expertise and Employee Services

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