3. Company Overview
Started Off in 1945 as a Steel Trading Company.
Entered Automobile Industry in 1947.
US $14.4 billion multinational group with more than
1,44,000 employees in over 100 countries across the
globe.
Their operations span 18 key industries.
4. Purpose & Values
Improve the standard of living.
Good corporate citizenship.
Professionalism.
Customer first.
Quality focus.
Dignity of individual.
8. Types of Proficiencies
Traditional knowledge and skills:
As employee selection, training, and compensation.
Business proficiencies:
Reflects human resource professionals‟ new strategic role.
Leadership proficiencies:
The ability to work with and lead management groups.
Learning proficiencies:
New technologies and practices affecting the profession.
9. At Mahindra & Mahindra
Effective Pro-Active
Communication Approach
Proficiencies
Analytical
Integrity
Skills
10. Job Qualifications
Theoretical At Mahindra & Mahindra
MBA With HR Graduate
Specialization (MBA Preferred)
Work Experience Work Experience
Communication Skills Communication Skills
Familiar with Industry Knowledge of Labour Laws
12. HRM & Law
Civil Rights Act
Equal Pay Act of 1963
Disabilities Act
Occupational Safety and Health Act
13. At Mahindra & Mahindra
Appointment letter and contract
Performance rating
Women And Men work hand in hand
14. Professional Growth Opportunities in HRM
HR positions in a company can be divided in to three
categories:
HR Specialist
HR Manager
HR Executive
15. At Mahindra & Mahindra
Professional growth is a function of:
Experience
Subject Matter Expertise
Vision
Crucial Competencies
17. What are Ethics?
Ethics are a set of moral principles and values
They are principles, norms and standards of conduct
governing an individual or a group of individuals
It is a rational inquiry into how to act and how to lead
one‟s life
18. What are Business Ethics?
Three definitions:
Moral principles that define right and wrong behaviour
in the world of business.
It is the evaluation of business activities and behaviour
as right or wrong.
It is the application of general ethics to business
behaviour.
19. What are Business Ethics?
The definitions indicate that:
Business ethics is nothing but an extension of individual/
group ethics to business situations.
There can‟t be different moral standards for personal life and
business life.
20. What is HRM Ethics?
“It is the affirmative moral obligations of the
employer (business) towards the employees to
maintain equality and equity justice”
21. Areas of HRM Ethics
Cash & Compensation Plans
Performance Appraisals
Race & Disability
Safety & Health in the workplace
Restructuring & Lay-offs
Privacy Issues
Employment Issues
Employee Responsibility
23. Managing Organizational Ethics
1. Policies & Work Procedures are framed with extreme
precision to avoid any loop-holes and to ensure smooth
functioning of the processes.
2. Policies are formulated via:
1. Cross-Functional committees
2. Group Discussions
3. External Consultations.
24. Ethical Issues in Functions of HRM
Recruitment & Selections:
1. Referrals are treated at par with other candidates
2. If „X‟ has referred „Y‟ then „Y‟ will NOT be
interviewed by „X‟ but by „Z‟.
3. No gifts are accepted at any point in the recruitment
& selection process.
25. Ethical Issues in Functions of HRM
Performance Appraisals:
1. The company follows MBR (Management By
Results) Module & PMS (Performance Management
System) wherein actual results are measured against
set goals.
2. Transparent communication & one-to-one discussions
about performance and achievements are done.
26. Ethical Issues in Functions of HRM
Exit Interviews:
1. A 6 page form with questions related to department
as well as superiors is given to the candidate and
analysis is done.
2. In order to maintain good relations with an ex-
employee, the HR department follows up with him
after 2-3 months of his exit to check on him.
27. Ethical Issues in Functions of HRM
Internal Recruitments:
1. Internal company website for Internal Recruitments.
2. Employee has to first inform his immediate superior
& only after that can he apply on the internal website
3. Only the best candidate with the right fit is selected.
Favoritism is not encouraged at all.
29. Ethics in HRM - Questionnaire Analysis
PROBLEM:
Organizations/ Top Management regard employee
monitoring via electronic data and computers essential
with no regards to employee privacy and human rights.
RESPONSE:
“Employee‟s privacy is only beyond internal networks.
This means that if an employee is within my network, I
can monitor his/her activities”
30. Ethics in HRM - Questionnaire Analysis
PROBLEM:
The HR Manager is required to not disclose procedures
and policies for determining pay and amounts of pay
within groups or individuals within the organization. No
transparency.
RESPONSE:
“Our procedures are semi-transparent where salaries and
appraisals are concerned. We are not allowed to reveal
information on salaries and anyone who breaches this
policy is asked to leave the organization”
31. Ethics in HRM - Questionnaire Analysis
PROBLEM:
How can HR help in fostering an Ethical Culture in the
organization?
RESPONSE:
1. Have a well developed policy and procedures manual
2. Enforce polices
3. “The HR Manager should communicate all conflicts
of interest always during induction and orientation”
32. Ethics in HRM - Questionnaire Analysis
PROBLEM:
“Poaching”
RESPONSE:
1. Mutual understanding with HR Depts. Of other
players in the industry.
2. We do not recruit people who have completed more
than 3 years at their current company.
33. CONCLUSION
Special Thanks To:
Mrs. Namrata Gill (Head – HR)
Mr. Amol Deshpande (Asst. Manager – HR)
