Group-4

HRM Assignment
Ubivision is an American video game company headquartered in Louisville,
Kentucky. It is the largest gaming company in the USA and Europe by revenue
and market capitalization. It is slowly entering the Asian market too. It is also
famous for its merchandise store - Gargoyle. The company was a pioneer of
the early home computer games industry and was notable for promoting the
designers and programmers responsible for its games. Ubivision published
numerous games and productivity software for personal computers and later
experimented on techniques to internally develop games. The company would
later decide in favor of abandoning its original principles and acquiring smaller
companies that they see profitable, as well as annually releasing franchises to
stay profitable.
The CEO of Ubivision is Jack Trippier. The company has an annual revenue of
$5.6 billion. They strive to bring in creativity and free imagination into its work-
force. This helps in bringing a very friendly and relaxed workplace.
Human Resource Management Policies
Workforce planning and Employment
· Screening process based on algorithms to identify different talents.
· Data-driven approach to planning HR requirements
· LLD – Learning and leadership development for existing employees U2U.
· HR works directly with the team that has a vacancy to ensure the right fit for
the position is obtained
· “Ubiness” is an essential part of our employees, which is a sense of respect
diversity, sensitivity, and excellence.

Risk Management Policies

· Ubivision has strict policies when it comes to compensation activities to
ensure that financial abuse does not take place. Each employee payslip has to
contain the signatures of their supervisor and the financial manager for the
payment to be transferred. Routine analytical checks are performed on a
cyclical basis to ensure that all payments are legitimate, and any anomalies are
investigated.
· Risk management in the hiring process is mitigated thorough background
check conducted by Ubivision’s internal audit department. Various parameters
are assessed to determine any potential risks in prospective candidates,
including the use of credit agencies, and police verification.
· Occupational health and safety is a very important function in the Human
resource risk management division. A periodic cyclical review of all building
and safety codes is conducted and an audit of the safety compliance is
conducted on all of Ubivision’s offices at least once a year. Equipment and
computers are routinely checked for software and hardware deficiencies that
could affect the employees' safety.
· An exiting employee is expected to return all organizational information and
submit a form stating that they will keep all information confidential. This is to
deal with the risk of organizational information confidentiality.
· The organization’s complex computer simulators are kept safe by
implementing a procedure of allowing only senior-level software designers to
use after using their id cards to gain access to the computers.

Human Resource Development:

•Implement and monitor activity plan based on the Training Needs Analysis as
approved by Studio Managers and Country HR Manager.
•Organize and develop, or obtain, training procedure manuals and guides and
course materials such as handouts and visual materials.
•Joining in the elaboration of training materials, or directly conducting priority
topics as defined with Studio Manager.
•Monitoring and reviewing the progress of trainees through questionnaires
and discussions with managers;
•Propose monthly and annual budget and Monitor training costs to ensure the
budget is not exceeded and prepare budget reports to justify expenditures.
Strategic Management
· To ensure employees are satisfied with work-life balance and are engaged
adequately with the organization and don't look for opportunities elsewhere
· Ensure that there is scope employee growth and actualization feel secure
about their jobs
· The company attains the right amount of manpower to meet its operational
goals
· Human potential of the organization in line with its strategic goals
· Incentives can be offered in various forms, including opportunities for
promotion, so that employees are inspired to stay committed to the
organization for the long haul thus reducing staff turnover

Total rewards
· Competitive salary range: Ubivision is a company where we believe our
employees are our core assets, in exchange of our employees services to us we
would compensate them by setting a value to the level of work they contribute
to the company irrespective of market or social factors like previous salary,
place of work, gender, age, experience, and personal preferences. We will
value our employees solely on the contribution of their efforts to the company
and pay them fair compensation for their services. This policy allows people to
solely be focused on producing good work for the company irrespective of any
precedent or convention.
· Benefits at Ubivision: Employees can pick from a basket of benefits that is
most applicable to them based on their preferences. At 10% of their CTC
employees are allowed to customize their benefits from the company on an
internal Benefits Management App to choose offerings from Insurance policies,
tuition for further education, sponsorships to conventions/events, sponsorship
for personal projects and donations to dear causes/community.
· Employees Provident Fund contribution by Ubivision: A total of 5 % of
employees' salary packages will be contributed by Ubivison to EPF which can
be used by the employee to receive a pension in old age and file for tax
benefits by claiming deductions in their respective income tax.