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Raymond HR Practices

Raymond emphasizes developing its employees through continuous training and opportunities for growth. It recruits graduates from leading institutes and provides rigorous training programs. Raymond also promotes from within and brings in lateral hires to maintain competitiveness. Performance management and 360 degree feedback are used to recognize top performers, provide development, and link rewards. Employee involvement is encouraged through forums, initiatives like quality circles, and transparency in HR policies and processes.

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2K views

Raymond HR Practices

Raymond emphasizes developing its employees through continuous training and opportunities for growth. It recruits graduates from leading institutes and provides rigorous training programs. Raymond also promotes from within and brings in lateral hires to maintain competitiveness. Performance management and 360 degree feedback are used to recognize top performers, provide development, and link rewards. Employee involvement is encouraged through forums, initiatives like quality circles, and transparency in HR policies and processes.

Uploaded by

apoorvasanghi
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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RAYMOND HR PRACTICES

Craftsmanship, teamwork and professionalism have come together at Raymond to weave tales of the finest Fabrics for over 80 years. Today, it has gained its market leadership position primarily on the strength of its vast talent pool. The company has always emphasized on the continuous and consistent upgradation of manpower in order to fully embrace the rapid changes in the textile industry. It has always fostered a growthoriented environment enabling all its employees to fully realize their potential.

Internal Resourcing The company first scouts for talent within the organization to provide growth opportunities to its employees. This is done by notifying vacancies internally. This practice helps in managerial crossfunctional exposure for career development and learning. Talent from Campus Raymond recruits young textile engineering graduates, textile technologists, chartered accountants, fashion technologists and MBA's only from some of India's leading Institutes. They are then rigorously trained for a period of one year, during which they are placed across different departments, before being finally placed in their area of specialization. The objective of the programme is to gauge the recruit's area of expertise and then train them to independently shoulder their responsibilities. A Mentoring programme for new inductees in the organization enables them to adapt themselves to the organization. Lateral Recruitment 'Market-skilled' employees from other companies are periodically inducted into the organization from time to time. A combined force of existing talent and induction of fresh blood helps the company to be competitive in the face of increasing business complexities.

Organizational excellence is achieved only through continuous investments in growth and renewal of human resources. A detailed training and development plan is drafted and implemented each year, which comprises level-wise planned interventions as well as specific need-based interventions through Training Need Analysis. This equips the team to excel in their current roles while also preparing them for future roles. There is great emphasis on behavioral and attitudinal training apart from technical and on-the-job training. Raymond Management Development Programme

The Raymond Management Development Programme (RMDP) provides participants designated from various divisions at Raymond with basic and advanced management perspectives and an opportunity for self-learning. The participants will be trained at Welingkar Institute of Management Development & Research, Mumbai followed by sessions back home over the next six months.

At Raymond, an Performance Management System provides opportunity for employees to explore their potential for professional growth and personal development. Good performers are promptly recognized and rewarded. Developmental needs and future potential are established through assessment centers and on-line testing . Feedback is shared on an on-going basis and reward and recognition are linked through measurement of Key Result areas. 360-Degree Feedback System A 360 Degree Feedback System provides senior managers with valuable inputs through assessment from their colleagues, subordinates and internal as well as external customers. This enables the management to prepare their employee's individual development plans by understanding their potential, interests and goals Employee Involvement Raymond believes that employee involvement is the key to continuous improvement, sound decisionmaking and developing an open and transparent organization. Open forums provide opportunities to employees to share their views regarding people policies. This ensures a foundation of people centric policies. An online HR Manual brings transparency in HR processes. Latent creativity among organizational members is tapped through initiatives like Kaizen, Quality Circles and Suggestion Schemes in units. The Raymond Interchange, a think-tank of the Co's top management group, is an on-going initiative which harnesses the collective views on business strategy and is one of the drivers of employee involvement. Usage of the internal branding concept throughout the Group also plays an important role in driving employee involvement. We are proud of the fact that we are one of the most empowered organizations in terms of decision making down the line.

Wherever Raymond has created industry and employment, it has also provided educational, housing, recreational and spiritual support systems for its people. Employees' children have the facility to enroll themselves in the schools run by the J.K. Trust, at 50% of the fees. In many cases, children's education is absolutely free. From subsidised transport facilities or availability of Raymond products at concessional rates to its employees; the company always strives to make employees feel a part of the large Raymond family

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