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Dec 1,2020

Respected sir / ma'am,

The following document contains examples of different MNCs Hr. policies along with policies and
procedures that can be applicable in an organization.

Policies and procedures

IBM

 Forced or involuntary labor- IBM will not use forced or involuntary labor
of any type
 Child labor- IBM will not use child labor. The term "child" refers to any
employed person under the age of 16.
 Wages and benefits- IBM will, at a minimum, comply with all applicable
wage and hour laws and regulations, including those relating to minimum
wages, overtime hours, piece rates, nonexempt or exemption classification
and other elements of compensation, and provide legally mandated benefits.
 Working hours- IBM will not exceed maximum hours of work prescribed
by law and will appropriately compensate overtime.
 Nondiscrimination and harassment- IBM will not discriminate in hiring,
promotion, compensation of employees and employment practices on
grounds of race, color, religion, age, nationality, social or ethnic origin,
sexual orientation, gender, gender identity or expression, marital status,
pregnancy, political affiliation, disability or veteran status.
 Respect and dignity- IBM will treat all employees with respect and dignity
and will not use corporal punishment, threats of violence or other forms of
physical coercion or harassment.
 Freedom of association- IBM will respect the legal rights of its employees
to join or to refrain from joining worker organizations, including labor
organizations or trade unions or to organize, and makes managers at all
levels aware of those rights.
 Health and safety- IBM will provide its employees with a safe and healthy
workplace in compliance with all applicable laws and regulations.
 Protection of the environment- IBM is committed to worldwide leadership
in environmental protection. 
 Laws, including regulations and other legal requirements- IBM will
comply with all applicable laws, regulations and other legal requirements in
all locations where it conducts business.
 Ethical dealings- IBM expects its employees to conduct business in
accordance with the highest ethical standards, and maintains Business
Conduct Guidelines that employees are required to follow.
 Communications- IBM makes available to all employees open
communications channels for suggestions and complaints to management.
 Monitoring/record keeping- IBM will perform business audits to ensure
adherence to our policies, practices and procedures. We will keep records in
accordance with local laws and regulations.
 Privacy- IBM is committed to protecting the privacy and confidentiality of
information about its employees.
 Support for employees and community involvement- IBM provides
numerous programs for employees to encourage and enhance the positive
impact of their community involvement. 
Nestle

 A shared responsibility- the mission of HR managers and their teams is

to provide professional guidance to line managers aiming to deliver
superior business results by optimising the performance of our people,
while ensuring exemplary working conditions. With a ‘Nestlé in the
Market’ (NiM) approach, HR has adopted a streamlined approach to
ensuring functional leadership and the highest level of focus, clarity, and
 efficiency. Our structure is based on three dedicated areas which provide
specialized services (Centres of Expertise), deploy HR strategies within a
specific business (Business Partners) and perform transactional activities
(Employee Services).
 Joining Nestle- The Nestlé policy is to hire employees with personal
attitudes and professional skills enabling them to develop a long-term
relationship with the Company. Therefore, special attention will be paid
to ensure there is a strong alignment between a candidate’s values and the
Nestlé culture. Only relevant skills and experience and adherence to the
Nestlé principles will be considered in employing a person. No
consideration will be given to a candidate’s origin, nationality, religion,
race, gender, disability, sexual orientation or age.
 Employment and working conditions- Nestle is committed to providing
our employees all over the world with good working conditions, a safe
and healthy work environment, and flexible employment possibilities that
support a better balance of private and professional life consistent with
our ambition as a leading Nutrition, Health and Wellness Company.
Therefore, managers are committed to build and sustain, with their teams,
an environment of mutual trust. HR ensures that a respectful dialogue is
present and the voice of the employees is heard.
 Training and learning- The Company determines training and
development priorities. The responsibility for turning these into actions is
shared between employees, line managers and the Human Resources.
Experience and on-the-job training are the primary source of learning.
Managers are responsible for guiding and coaching employees to succeed
in their current positions. Nestlé also offers a comprehensive range of
training activities and methodologies to support everyone’s learning and
growth. Attending a programme should never be considered as a reward
but as a component of on-going development.
 Talent, development and performance management- The line
manager and employee work together to ensure that challenging
objectives are set and effectively evaluated throughout the year. This
further enables managers to acknowledge high performance and reward
employees accordingly, while ensuring low performance is properly
managed with integrity. Employees receive regular feedback on their
performance and career aspirations through a variety of tools and
 processes such as the Performance Evaluation process (PE), the Progress
and Development Guide (PDG) and 360° assessments. Each manager
dedicates the necessary time to the monitoring of objectives and regular
coaching of employees through the year.
 Employee relations- Since its founding, Nestlé has built a culture based
on values of trust, mutual respect and dialogue. Nestlé management and
employees all over the world work daily to create and maintain positive
individual and collective relationships, and are expected to do so as a
core part of their job. Nestlé not only upholds the freedom of association
of its employees and the effective recognition of the right to collective
bargaining, but also ensures that direct and frequent communication is
established in the workplace.
 A flexible and dynamic organization- Nestlé is committed to continue
the journey to establishing flat and flexible structures with minimal levels
of management and broad spans of control, which enable people
development, increase efficiency, and ease implementation of our “Nestlé
Management and Leadership Principles”. A dynamic organisation creates
a climate of innovation and allows people to think from different
perspectives. At Nestlé we encourage our people to take risks. Mistakes
may be made but there is always a willingness to correct and learn from
them.

COCA-COLA

 COMPANY CULTURE- Special training is given to employees, New

employees also are placed with old ones to learn work and the values
prevalent in the company. Two cups tea are free for every employee daily
this represents the hospitable nature of the company, The company
working environment is really a good blend of Asian and western values
 Wages- Coca-Cola is providing smart wages to its employees , which are
competitive and really satisfactory .With wages lot of facilities and
amenities are provided according to the policy. Blue collar workers are
offered wages along with commission salesman are offered wages plus
 commission pursuing certain criteria. White collar workers who are the
officers and the executives draw a handsome amount salary with
incentives.
 Staffing and training- All over the world they are involved in
innovative programs that give hard-working, knowledge hungry students
books, supplies, places to study and scholarships.
 Annual leaves- Coca-cola international has different leaves structures in
different regions and countries of the world where they have their
company. Supervisor 26 leaves per annum, Above than supervisor 26
leaves per annum ,Below supervisor 24 leaves per annum.
 Time Management- 8 a.m. to 4 p.m. (all departments other then
technical departments), 4 p.m. to 12 p.m. (Technical department)
 Medical facilities- Treatments are provided to employees as per their
designations.
 Mentoring programs- Creating a system of mentoring programs that
include, One-on-one mentoring Group mentoring Mentoring self-study
tools. Coca-Cola North America and The Minute Maid Company have
one-on-one mentoring programs designed to foster professional growth
and development.
 Job analysis and designing- Job description and job analysis in which
they get the information about Employees work activities ,Human
behavior, Performance standard, Job context ,Human requirements.
 Planning and forecasting- Coca cola HR department involves in
company strategic planning and they also make sufficient planning for
hiring new employees in the future.They forecast for the expected
employees needs in the organization. They forecast of employees on the
change technology and increasing in productivity.
 Recruitment process- First of all HR Department give ads in news
papers, company website, institutions etc. Then application form, from
candidates with required documents and CV is asked for and then
analyzed.
 Training policies- After recruiting the fresh employee ,they are trained
for three months and also pay them salaries after three months they
become part of a firm. Coca Cola also give training to existing employee
depending upon the condition.
  Performance appraisal- Coca cola performance appraisal is on the
annual basis. Hr manger says “we appraise our employee on their
performance.
 Employee relation- Open door policies is the best policy for the
employees.
 Safety- Protect the employees and ensure public safety extending
throughout the organization. Integrated approach of innovation for the
safety of employees at all operation levels. Establish mechanisms to
communicate effectively with the employee’s consumers and government
on the safety performance
Conclusion

Policies that should be in an organization for employees: -

 At-will employment. This statement reiterates that either employer or the

employee can terminate the employment relationship at any time and for any
reason, as long as the reason is a lawful one.

 Anti-harassment and non-discrimination. These policies prohibit

harassment and discrimination in the workplace. Non-discrimination laws
are governed by federal, state and local provisions.

 Employment classifications. It is a practice to clearly define employment

classifications, such as full-time, part-time, exempt or non-exempt since an
employee's classification can dictate eligibility for benefits and overtime
pay.

 Leave and time off benefits. These policies address a company's rules and
procedures regarding holidays, vacation, sick, and other types of time off
benefits, or leave required by law (such as voting leave, family leave, and
domestic violence leave) or company policy.

 Meal and break periods. A policy on meal and break periods informs
employees of the frequency and duration of such breaks as well as any rules
or restrictions related to break periods. Rest periods, lactation breaks, and
meal periods must be provided in accordance with federal, state and local
laws.
 Timekeeping and pay. A timekeeping policy informs employees of the
method for recording time worked and the importance of accurately
recording their time. A policy on paydays lets employees know the
frequency of paydays, the methods available for receiving pay, and any
special procedures for when a payday falls on a holiday or when an
employee is absent from work.

 Safety and health. Safety policies describe safety and emergency

procedures and require employees to report work-related injuries
immediately. Additionally, some regulations under the Occupational Safety
and Health Act require employers to have specific policies and programs in
place if certain workplace hazards exist (such as a hazard communication
program if certain chemicals are present in the workplace).

 Employee conduct, attendance and punctuality. Attendance policies

make it clear that employees must be ready to work at their scheduled start
time each day and provide procedures for informing the company of an
unscheduled absence or late arrival. It is also a best practice to have policies
on standards of conduct, drug and alcohol abuse, disciplinary action,
confidentiality, conflicts of interest, and workplace violence.

 Hiring forms. There are a variety of forms that can help you identify
qualified candidates during the pre-hire process, such as a job application
and candidate evaluation form.

 Receipt of company property. If you provide employees with equipment,

tools, or other company property, use this form to document what was
provided to the employee. This can help ensure that all property is returned
and accounted for at the time of separation.

 Handbook acknowledgments. When an employee signs this form, he or

she acknowledges that they are responsible for reading and complying with
all company policies. Obtain signed acknowledgments when you first issue
the handbook, at the time of hire for new employees, and whenever you
make changes to the handbook.

 Leave of absence. Have employees submit requests for time off or other

types of leave in writing. In some cases, the federal government or your state
 government may provide sample forms, such as those used for Family and
Medical Leave Act (FMLA) purposes.

 Reasonable accommodation requests. Federal and some state laws require

employers to provide reasonable accommodations for applicants and
employees with disabilities, or sincerely held religious beliefs and practices.
While employees are not required to make reasonable accommodation
requests in writing, employers should thoroughly document the request, all
communications regarding the request, and the resulting accommodation.

 Performance and discipline. Document all performance and disciplinary

events, whether positive or negative. This includes annual performance
reviews, recognitions received, promotions, and disciplinary action, such as
written and oral warnings and performance improvement plans.

 Business expenses. If employees travel for work, or incur other business-

related expenses, have them maintain an expense log and submit
reimbursement requests in writing.

 Working Hour - For a company in India, HR policies must state the

working days and timing policy of the company. It must include information
relating to overtime, additional hours, and lateness for work. The working
hour policy of a company must be made in accordance with the working
hours prescribed in the labor laws of India.

 Interpersonal Relationships - In India, the HR policy of a company should

state the company’s code with regards to interpersonal relationships and
business interactions between employers and employees. The policy must
define the role and responsibility of employees in supervisory positions, and
their ability to influence other employees during and after office hours.

 Overtime- All stand-by duties and overtime work must be approved in

advance by the Manager whose budget will carry the costs incurred. Such
budget must have been approved in advance so that other funds are not
diverted for this purpose.

 Termination policy- These termination policies act according to the reason

for the termination. There are different types of reason and purpose for the
termination.Some of the terminations can be made based on the bad
 performance ratio of the employee. And some can be made for the growth of
the company in the name of recession.

 Freedom of association- IBM will respect the legal rights of its employees
to join or to refrain from joining worker organizations, including labor
organizations or trade unions or to organize, and makes managers at all
levels aware of those rights.

Process

 Recruitment and selection -The following steps can be followed for

recruitment: -
1. Advertise the sales position
2. Resume screening
3. Phone interview
4. Face to face interview
5. Assessment
6. Job shadow i.e. identify whether the applicant is comfortable
with the actual job.
7. Reference check
8. Job offer.
 Training-
1. Decide if training is needed based on performance
2. Determine what type of training is needed
3. Identify training goals and objectives
4. Implementing Training via proper tools and resources
5. Evaluation of training program.
 Evaluation-
1. Outline the job
2. Decide a method for evaluation i.e. ranking, classification or
point method
3. Decide factors that value most
4. Rank the job to other jobs
5. Use the ranking to clearly outline progression
6. Publicize and clearly explain the structure of career progression
and reward
  Offboarding –
1. Customize the offboarding steps to fit the role and
circumstances.
2. Customize the offboarding steps to fit the role and
circumstances.
3. Conduct an exit interview to get useful feedback.
4. Take care of the admin in advance and get them to do things
such as signing their termination letter and other legal
documents before their departure day.
Warm regards,

Aniket agrawal
HR INTERN
Aniket.agrawal25@nmims.edu.in