|Company||Notable HR strategies/philosophies/practices:|
|American Express [details]||American Express collect and publish stories of how their employees lived the American Express values in their work.|
|Boeing [details]||Boeing has well-defined core competencies and corporate culture.|
|Campbell [details]||Campbell has very interesting work/life programs. Campbell's approach to work/life balance illustrates a key aspect of the Campbell Promise – “Campbell Valuing People.” It's core-values is exciting, "We will passionately pursue our Mission with Character, Competence and Teamwork".|
|Credit Suisse [details]|| Credit Suisse has very well written Compensation principles and objectives.
(i) Peer group benchmark:
Credit Suisse is clear that they measure themselves against a peer group of European and US banks (Citigroup, Inc., Deutsche Bank AG, Goldman, Sachs & Co., JPMorgan Chase & Co., Merrill Lynch & Co., Inc., Morgan Stanley and UBS AG) and other financial service companies, given the different types of businesses within the Group.
(ii) Base salary positioning:
Credit Suisse base salary structure is generally aimed at the median compensation level within the industry in the relevant markets (investment banking, private banking, Swiss corporate and retail banking and asset management).
(iii) Share-based compensation plans:
Credit Suisse Share-based compensation is designed to promote employee retention and align the interests of employees and shareholders.
|Dow [details]||Dow has very well written detailed compensation philosophy and programs.|
|FedEx [details]||FedEx has several interesting HR programs such as G.O.L.D. (Growth, Opportunity, Leadership & Development) program, Humanitarian Award to recognise for human welfare above and beyond work or community standards, Bravo Zulu award for outstanding performance beyond normal job expectations, and Tuition Assistance subsidy for continuous learning and education.|
|Gemalto [details]||The best companies have short/clear core values that really capture the essence of the company. Instead of changing its core values, a great company will change its markets, seeking out different customers in order to remain true to its core values. Gemalto 3 core-values of "Customers, People, Innovation" is easy to remember. The organisation has a long-standing culture of constantly stirring up the career and learning experiences of employees by ensuring that they are mobile. Employees are moved across three planes, either on a geographical basis, job functional basis or moved across business units.[download] Gemalto has an interesting "no re-hiring" philosophy & emphasizes hiring the right people as it believes that the people hired today will shape the future of the company. It has a culture of hiring a majority of fresh graduates and promoting from within.|
(i) Company Culture.
Google is a high-energy, fast paced work environment. While the dress code might be “casual” the company attracts and retains some of the brightest minds in the technology industry. There is a work hard, play hard atmosphere.
(ii) Compensation and Benefits.
Most workers at Google have base salaries that are on the lower end of normal for the markets they operate in. The base salaries are supplemented by stock options, challenging work and extensive benefits. In addition to the normal health and welfare benefits that most larger companies offer, Google provides its employees with cutting-edge benefits. Google has become famous worldwide for lavishing gifts and perks on its staff. The company has a policy of unlimited sick leave, and only expects employees to work hard 70% of the time. "People thrive in an organisation built on trust, and that allows them some flexibility to manage their work in their own time and their own way," said Google HR chief, Liane Hornsey.
|Johnson & Johnson [details]||Global - Johnson & Johnson has a global compensation strategy across its businesses around the world to improve its talent development models and succession planning. Johnson and Johnson continuously refines its various HR processes. Johnson and Johnson had wants to standardise its global approach to compensation, which would increase opportunities to move talent internationally. Johnson & Johnson end goal was to create a more consistent employee experience throughout their career at Johnson and Johnson. The C&B strategy will also allow the company to develop single career models for talent, integrate newly acquired companies easily, and present a more uniform structure at graduate recruitment fairs. Johnson & Johnson use Mercer international position evaluation to establish job frameworks. Global compensation and executive teams were responsible for mapping job evaluations for its 500 top executives, with local HR and regional compensation teams mapping jobs for 22,000 managers and 98,000 other staff. If the group's staff were below the correct pay range for their job role. Johnson & Johnson did not decrease anyone salary. They gave businesses two years to move everyone into the pay range.|
|LG Electronics [details]||LG Electronics has a comprehensive global total rewards strategy. LG Electronics use Mercer international position evaluation to establish job frameworks. LG Electronics end goal was to create a more consistent employee experience throughout their career at LG Electronics. The C&B strategy will also allow LG Electronics to develop single career models for talent, integrate newly acquired companies easily. Global compensation teams were responsible for mapping job evaluations for its top executives, with local HR and regional compensation teams maps jobs for the other staff. LG also has comprehensive Leadership and Culture courses.|
|Merck [details]||Merck employee benefits are designed to make life healthier, happier and more convenient because we recognize the importance of work-life balance.|
|Nike [details]||Nike’s retail store assistants have to pass a sports-knowledge test even before they start training as store assistants. Nike wants sports fans to run the store. The store assistants must have the same enthusiasm for sports similar to that of the shoppers who come to the store. Nike calls their store assistants as “Retail athletes”.|
|PepsiAmericas [details]||PepsiAmericas has an interesting "Leadership Model" which includes being aggressive.|
|Pfizer [details]||Pfizer emphasizes on caring for others. Its employee benefits programs focuses on its commitment to employees health, financial peace of mind, educational needs, community and contributions to Pfizer.|
|UBS [details]||UBS culture is about performance by objectives as opposed to time in the office and that is the premise of their flexible work-life philosophy. UBS's flexible work-life initiatives include variable working hours, part-time, telecommuting, plus options for permanent home work, occassional home work and hybrid (for staff who split their time between office and home work).|
|Walmart [details]||Wal-Mart's Cost reduction business strategy is: cut prices relentlessly, pump up productivity, pay low wages, ban unions, give suppliers the tightest possible profit margins and sell everything under the sun for less than the guy next door. Analysts attribute Wal-Mart's success to its strong and pervasive culture. Wal-Mart's culture was essentially customer-centric and service-oriented. Wal-Mart was one of the first companies to introduce profit sharing and stock options for its employees. The plan offered an opportunity to its employees to improve their income depending on the profitability of the store. Employees were also offered stock options and store discounts. One of the unique features of Wal-Mart's human resource policy was that the company did not authorize overtime work. It did not allow store managers to overburden employees with work. The company was also committed to improving the career prospects of its employees. It had a policy of recruiting more than 70 percent of its personnel in managerial positions from the ranks of hourly workers in the stores...|
|Walt Disney [details]||Disney has a well-known core purpose of making people happy and core values of entertainment, family and fun.|
|Glassdoor Companies Reviews [details]||Glassdoor members share what it's really like to work at their companies.|
|AsiaSalary.com company review[details]||AsiaSalary.com is an online community where professionals anonymously share about what it is really like to work in their companies.|