BENICIA CAROLINE JOHN 22 JULY 2024
Human Resource
Management
ASSIGNMENT
HR PRACTICES
HUMAN RESOURCE MANAGEMENT ASSIGNMENT
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BENICIA CAROLINE JOHN 22 JULY 2024
Human Resource
Practices
Organisation : KPMG
HR strategy: Assisting the clients with shaping the
strategic axes of their HR programmes based on their
corporate goals and priorities.
HR audit: improving HR department effectiveness
by identifying its strengths and weaknesses, and
implementing new HR processes.
Job descriptions and position specifications:
defining the appropriate staff roles and competences
needed.
Flexible and easy-to-implement performance
management systems and competency framework:
enhancing employee performance, motivation, and
retention; creating a contemporary and complete
performance framework; and ensuring skills
development .
Job grading: evaluating the importance of each job
position with clear criteria and designing employee
remuneration plans according to their performance and
the relative value of their position.
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BENICIA CAROLINE JOHN 22 JULY 2024
Employee Engagement
KPMG, like many large organizations, places a
strong emphasis on employee engagement. They often
focus on various strategies such as:
Career Development: Providing opportunities for
growth and advancement within the company.
Work-Life Balance: Promoting a healthy balance
between work and personal life.
Recognition and Rewards: Acknowledging and
rewarding employees for their contributions.
Communication: Ensuring open and transparent
communication channels.
Training and Development: Offering continuous
learning opportunities to enhance skills and knowledge.
These efforts are crucial for fostering a motivated
and productive workforce.
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BENICIA CAROLINE JOHN 22 JULY 2024
Employee Welfare
Flexible Work Option: KPMG in India recognises the
need to balance personal and family commitments with
your work, by giving you more say over how, when and
where your work gets done. Options include variation to
office-hours, part-time work, working from home and
gradual re-entry/exit arrangements.
Health and Wellbeing: Good health and wellbeing help
you maintain a fulfilling personal life and enhance your
contribution towards professional performance. Our
Wellbeing program covers a range of relevant
benefits including annual health examinations and life
balance toolkit with 24*7 access to counselors for
employees and their family members to deal with issues
related to mental health, anxiety, anger management,
self-confidence, marital distress, smoking/alcohol
addiction and others that maybe affecting their overall
wellbeing.
Insurance cover : Employees are covered under
Group Term Life insurance, Mediclaim and Accident
insurance. Employees can also opt for additional
insurance support like the recently introduced COVID-19
coverage.
Workplace health and safety : With our efforts to
ensure utmost safety at workplace, employees are
provided with a user-friendly application also allowing
them to book and check-in to their seat upon visit to
office.
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BENICIA CAROLINE JOHN 22 JULY 2024
Personal time-off : In our efforts to ensure a good work
life balance, depending upon eligibility and applicability
criteria, KPMG in India allows some progressive leave
benefits and time-off opportunities for employees. Some
of these benefits are mentioned below:
Shared leave: In pursuance of the Firm’s goal of being
a ‘Clear choice ’for its employees and in line with
international best practices, concept of shared leave
was introduced. Shared leave allows employees (who
have exhausted their leave entitlements) to borrow
leave from their fellow employees in times of a medical
exigency
Primary Caregiver Leave: As a part of the Firm’s
commitment to the inclusion and diversity agenda, this
policy is designed to bring gender neutrality to
parenthood and paid time off for employees who are
primary caregiver of the child.
Adoption Maternity Leave: Adoption Maternity leave is
paid time off for women employees to support them
when they adopt a child.
Sabbatical Leave: The sabbatical policy aims at
creating a strong employee engagement benefit to
support and enable employees in their need for an
extended unpaid time-off from work to cater to their
development and personal exigencies.
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BENICIA CAROLINE JOHN 22 JULY 2024
Human Resource
Practices
Organisation : Gucci
They expand their inclusive practices within the hiring and
interview process to focus on diverse leadership.
Leveraging the Human Resources and Talent Acquisition
Teams globally to focus on furthering the company’s inclusive
hiring commitment.
Providing academic scholarships for university students from
diverse backgrounds who are pursuing careers within the
fashion and design industry through the Gucci North America
Change-makers Scholarship program and the Gucci Change-
makers London Scholarship Programme.
Creating pathways to guide students to their destination in the
fashion industry through The Gucci Program for Scholars,
which provides engagement and mentorship opportunities in
Gucci North America.
Implemented improvements to the candidate application
process providing greater access to interview accommodations.
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BENICIA CAROLINE JOHN 22 JULY 2024
Employee Engagement
Gucci develops, engages, and retains employees through
initiatives that include education programs.
• In September 2021 a Global D&I Digital Training
Program was launched focused on
understanding and recognising unconscious bias,
working in an inclusive team, and creating a
more inclusive workplace. The training has been
integrated as part of the digital onboarding
process for all new hires. So far almost 9,000
employees have completed the foundations of
this digital learning path in retail and corporate
offices globally.
• First-time managers participated in a learning
journey to support their transition from individual
contributors to team leaders. This journey
included understanding leading by example on
corporate values and leading inclusively.
• Creating opportunities for employees to
participate in Employee Resource Groups
focused on diverse communities, people with
disabilities, women, and their allies at Gucci, to
cultivate belonging and a supportive community.
At the corporate headquarters, there was
significant interest in establishing Employee
Resource Groups (ERGs), resulting in the
creation of two new groups in 2023: Gucci Eva
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BENICIA CAROLINE JOHN 22 JULY 2024
for Women Empowerment and Accessibility for
Disability Awareness.
• Providing opportunities with the Gucci Change-
makers global volunteering program, connecting
employees with their local communities through
projects in support of organisations aligned with
promoting Social Justice, Education, Health &
Well-Being, and taking care of the Environment.
Almost 2,900 employees attended at least one
volunteering activity in 2023, generating 4,900
impactful volunteering applications worldwide.
With a strong focus on Women’s Empowerment,
the program delivered more than 5,500 hours to
support women’s autonomy and development on
the educational, social, economic, and
employment fronts.
• The company also recognises the importance of
people’s well-being and is committed to providing
psychological support for a balanced work
environment. That’s why, starting in 2021, Gucci
Italy has partnered with Mind-works, an online
psychological counselling service, offering the
benefit of five free sessions to all employees in
Italy.
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BENICIA CAROLINE JOHN 22 JULY 2024
Employee Welfare
Employee welfare at Gucci involves various programs and
initiatives to ensure the well-being and satisfaction of their
workforce. Key aspects include:
‣ Work Environment: Gucci strives to provide a safe,
inclusive, and positive work environment. They focus on
fostering diversity, equity, and inclusion within the workplace.
‣ Benefits and Compensation: Competitive salaries,
comprehensive health benefits, retirement plans, and other
financial incentives are offered to ensure financial security for
employees.
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BENICIA CAROLINE JOHN 22 JULY 2024
‣ Professional Development: Gucci invests in employee
growth through training programs, workshops, and
opportunities for career advancement.
‣ Work-Life Balance: Initiatives such as flexible working
hours, remote work options, and generous leave policies
support employees in balancing their professional and
personal lives.
‣ Health and Wellness: Programs aimed at promoting
physical and mental health, including wellness initiatives,
gym memberships, and access to counselling services.
‣ Community Engagement: Encouraging employees to
participate in volunteer activities and community service,
fostering a sense of purpose and community involvement.
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