company overview (3) - copy

8/8/2019 Company overview (3) - Copy

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Prepared by:-Neelima

Shikha

Ankita


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` Founded by Michael dell in 1984 with the worth of10,000$.

` After 25yrs revenue is 64 billions $.

` Global leader in computer hardware.


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` Multinational Information Technology Corporationthat develops, sells and support computers.

` Products are desktops, laptops, portables,

printers, storage devices, servers etc.` It ranks 33 in fortune 500.

` Every second one system is ship to customer.

` Revenues are more than Reliance, HCL, WIPRO,

TCS all together.


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Dells mission is to be the most successfulcomputer company in the world at delivering thebest customer experience in markets we serve.


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` Relocation policy.

` Policy to hire experienced person and providinggrade & salary.

` Transfer policies.` Internal job postingor IJP policies.

` Reference check policies.


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` Recruitment is based on job description.

` Selection is done on the basis ofcompetenciesrequired for each job.

` Eligibility criteria: Graduate and relevant experience.

Specific certifications and courses.

Good communication skills.

Basic knowledge about computers.


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Level 1/Level 2/Senior management positions:-

->Entry level position s :- Hire freshers andpeople with 2 to 3yrs ofwork experience.

->Managerial/Expert level complex positions :-People who have specific academic profile withexperience in that role are recruited for level 2

positions.-> Senior management positions:- People who have10+ yrs of relevant work experience e.g. Directors,Senior Managers.


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` Walk-ins


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` Consultants and Agencies.


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` Employee Referral


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` Job Portal


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` Newspaper Advertisements


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` Job Fairs

` Internal job posting.

-> Internal promotion

-> Inter-locationpromotion/transfers


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` Group discussion round.` HR interview round (one on one)

-> Salary discussion.

-> Grade fitment.

-> Checkingon motivational fit.` Business operation round.

-> Process specific knowledge.

-> Aptitude on multitasking.

-> Coping with stress level.` Voice and accent round.


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Training and development goes hand in hand.Development is an end result of training.

Training programs :-

` Job specific training.` Technical training.

` Communication skills training.

` Customer handling skills training.


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` Policies and procedure specific training.

` Tool specific training.

Other trainings:-

-> People management skills training.-> Conflict management skills training.

-> Time management training.

-> Task prioritizing.


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Three compensation systems:-

-> Fixed compensation.

-> Variable compensation.

-> Mixed compensation.


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Performance ofemployee is measured on the basisoftarget v/s achievements.

Rating scale:

-> Exceptional performer.-> Valued/average performer.

-> Below expected performer.


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On basis ofrating scale, appraisal is done.

And salary & promotion decisions are taken.

` Exceptional performer: More hike percentage.

Or can be promoted.` Valued performer: Average hike percentage.

` Below performer: Nominal or no hikeperformance.


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` Competency Development Programs:- Throughdifferent training.

` Mentorship Programs.

` Projects and Assignments.


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` Stress management programs.

` Team building exercises.

` Fostering team work through buddy system.

` Transparency in the systems and appraisals.` Regular meeting with manager to discuss work

and personal related matter.

` Encouraging work life balance.


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` Facilitator-HR Generalist

-> Open door policy

-> For sensitive issues: one on one discussion

with HRG.HRG ensures that there is no retaliation and

there is fair enquiry.


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` Code ofconduct and every employees has toadhere the code ofconduct.

` Dos and Donts that has to be followed.

e.g.-> No smoking.

-> Providingfake documents.

-> Coming into premises under the influence of

alcohol and drugs.-> Public display ofaffection.

-> Dress code.


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Actions can be taken

VerbalWarning

TerminationWritten

Warning


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` http://www.youtube.com/watch?v=m0oBGI7BuZ4


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company overview (3) - copy

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