REPORT ON HRD AT BOSCH CO.LTD.

Submitted by: Shraddha M

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CONTENTS
Sl no 1 2 3 4 5 6 Topic Introduction Company profile Bosch today Mission & principles, training Functions policies Page.no. 4 5 6 7 10 11

Who are they and what they do? The Bosch Group is one of the worlds biggest private industrial corporations. Headquartered in Stuttgart, Germany, the Bosch Group has some 283,500 employees worldwide, and generated annual sales revenue of 47.3 billion euros in 2010. There are about 350 subsidiary and regional companies around the world. India, Bosch is a leading supplier of technology and services, and has a strong presence in the country at numerous locations in diverse industry segments. Bosch set up its manufacturing operations in 1953, and has grown over the years to 14 manufacturing sites and 3 development centers. Bosch employs about 22500 associates in India, and in business year 2010 achieved total consolidated revenue of over 6630 crores. In India, the Bosch Group operates through the following companies Bosch Ltd. Bosch Chassis Systems India Ltd. Bosch Rexroth India Ltd. Robert Bosch Engineering and Business Solutions Ltd. Bosch Automotive Electronics India Private Ltd. Bosch Electrical Drives India Private Ltd.

COMPANY PROFILE :
Slogan: Invented for Life Values: 1. future and result focused.

2. Responsibility 3. Initiative and determination 4. Openness and trust 5. Fairness 6. Reliability, credibility, legality and cultural diversity. Vision: Creating of values and sharing of values Mission: gives concrete guidance on how to secure long term growth and profit.

Bosch today:
At the start of 2010, Bosch employed a global workforce of around 270,000. To retain our core workforce throughout the financial and economic crisis, we had to respond very flexibly in terms of our HR planning. Demographic developments continue to place great demands on our strategic HR planning. In developing new products and opening up new areas of business, it is essential that Bosch has first-class specialists on board and that we encourage them to use their potential to the full. Since the start of the 1990s, our workforce has grown by around 100,000 associates. In recent years, associate growth has been focused in particular on renewable energies, electro mobility, and the growth market Asia. However, the demographic developments and a shortage of skilled staff could hamper longer-term economic growth worldwide, and especially in Germany. Forecasts show that the shortfall of skilled staff in Germany will have risen to a good one million by 2015, and the number of 20- to 64-year-olds will be in decline for the first time. Key HR policy goals at present include preparing associates for the future challenges facing the Bosch Group and providing them with opportunities for acquiring additional qualifications. That is why BOSCH is intensifying and internationalizing their HR work.

Our international HR strategy focuses on the following issues: Recruiting young talent they have developed international standards and expanded their junior executive programs worldwide. Education and lifelong learning they operate a systematic competence management scheme and are increasing the number of associate training programs. Associate loyalty they integrate their associates around the world into the corporate culture described in their House of Orientation and create new international development programs. Equal opportunities for women consistently promote employment and development opportunities for women. Harmonizing career and family they are offering more options for harmonizing career and family life for both mothers and fathers. Generation 50plus helping to boost the health and performance of older associates and are supporting them in career changes.

HR MISSION 1. To develop a talent pool with the competence to take the challenges of the present and future. To facilitate improvements in quality and quantity of individual contribution and provide a congenial work environment. HR PRINCIPLES 2. BOSCH always believes that their greatest assets are their Human Resources. It holds the following guidelines for managing the human resources: An individuals creativity is the source of creating value. We respect diversity and autonomy so that each employee can exercise his/her own creativity to the full extent. We have adopted competence as the most important criterion for making Rewards based on performance are essential for human motivation. Equal opportunity builds trust between people. We ensure ever y employee an Maintaining a long-term perspective is the foundation of our human resource personnel decisions. Performance results will be fairly evaluated and rewarded accordingly. equal opportunity regardless of gender, race, age, religion or nationality. policies. Human resource programs have been designed with a long-term perspective and implemented with dedication and persistence. 3. People: On January 1, 2005, some 232,000 associates worked for the Bosch Group worldwide. First advantage - RBIN has over 650 qualified software professionals who work on state-of-the-art infrastructure and technology. Employee Development is BOSCH key priority. Assessment of skills backed up by focused training helps employees to mature their skills. 4. International training: Bosch training is an international issue, since the company also has to cover its needs for skilled workers at its locations all over the world. In its plant in Hatvan, Hungary, for example, Bosch offers a crash course for electronics engineers. At the same time, a cooperation agreement with three junior technical colleges pro-vided for the introduction of Bosch classes, teaching subjects that are especially relevant for working life.

5. International Development Program: In its International Development Program, or IDP for short, Bosch fosters young talent from all over the world. In 2005, the company will has recruited 150 especially well qualified candidates in 22 countries outside Germany. These associates have been prepared systematically for the assumption of leadership assignments in their home countries. During the entire training period, they were Associates supervised by an experienced executive from their country, who will act as a mentor. 6. Jobstairs online job exchange: Bosch is also using electronic channels in its quest for qualified associates: in 2003, an online job exchange was set up together with 27 other companies. At www.jobstairs.de, jobseekers can find a marketplace specializing in vacancies offered by top companies. The Bosch Group has an international culture: it employs some 123,000 associates outside Germany, or 53 % of its entire workforce. JOBS WITH IDENTITY 7. Further training - Support and demands: Bosch and innovation are synonymous. Contributing to this culture is a challenge that every staff member must face on a daily basis. Since Bosch expects so much from its staff, it must provide the necessary conditions to develop both professionally and personally. And that is exactly what it does. BOSCH discerning, comprehensive training and further education program systematically supports all associates. Belonging to the international Bosch Group, also brings with it added responsibilities: to support an environment of openness to learning, being self confident, and a high sense of self initiative in international cooperation needs to be the overall goal for employee and organization development. To sum up, leadership competence is necessary to work at Bosch. 8. Technical Leadership: Bosch India works on the latest in Bosch Technology, from AUTOSAR initiatives, and high end security systems to embedded systems and automotive development. Here associates have the opportunity to work on technologies outside of the normal realm, be it hardware or software. 9. Women - Powered by Bosch!- Supporting women's careers is not a policy, it is a philosophy which is spread. Bosch is committed to supporting women. It wants ever more women to be represented on all hierarchical levels and in all functional divisions, 8

and are committed to equal opportunities for women and men. It has already managed to significantly increase the number of women among its workforce. And perhaps it will have a female President in the foreseeable future. 10. International work with Bosch: Bosch is an international and globally active corporation. The global Bosch team comes from extremely wide backgrounds. It develops and produces products in more than 50 countries - and supply markets in around 150 countries. Its employees can therefore work in an international atmosphere and learn at first hand how a global player works. This exposure is an ideal chance for the corporation and staff alike to learn from other cultures and benefit from the wealth of perspectives and ideas, since they are important influences in developing new products and services. 11. Cultural Pride: At Bosch India, they believe that building an awareness of and appreciation for ones own culture is very important, before understanding and working with another culture. Be it Kathak or Manipuri, RBIN associates are exposed to the gamut of Indian culture to inculcate a sense of appreciation for India and what it stands for. It is hard to explain, but at Bosch a sense of self is very important. 12. Stability: Bosch has been around for more than 115 years. Being around for more than a century means that it is a very agile organization, but yet are old fashioned in some ways - it gives a stable career, an environment where scientists and inventors are nurtured, a place where minds are given the opportunity to think, reflect, and create. 13. Infrastructure: BOSCH infrastructure is one of the best in the country. Individual workplaces designed as per international standards provide an environment that one can be proud of. Facilities such as health care, canteen, sports, gym are also offered.

14. HR Departmental Functions: To lay out and execute policies for Recruitment, management and retention of To ensure employee training norms are met. To take steps for remedial and counteractive act ions related to process To initiate performance appraisal processes. To initiate employee welfare schemes. To administer day-to-day activities of the HR Team. To assure adherence to all statutory laws / obligations which are in acceptance. To schedule and arrange for employees training. To arrange and participate in the induction process for new employees. To participate and provide inputs for management review meetings. To liaise with manpower consultants for follow up of the requirements. To coordinate resumed short listing and arrange for HR rounds of interview. To coordinate employee training. To maintain employee records as per rules. To schedule monthly meetings with various groups. To prepare salary statements, maintain statutory employee records and employees.

improvement.

15. HR Managerial Functions

16. Roles of HR Executives

coordinate reimbursements.

Human Resource
The various functions of this department are: 1. 2. 3. 4. 5. 6. 7. Man power planning. Recruitment of employees from time to time to fill the vacancies. Training & development of human resources. Performance appraisal Industrial relations. Employees welfare & canteen services. Motivation of employees and rewarding them on achieving desired performance 8. Career development for employees. 9. General administration and grievance settlement. 10. Identifying short & long term training & development needs. 11. Plan and augment training resources and facilities. 10

The various policies are: 1. Paternity leave rights:

The Statutory Paternity Leave(SPL) is available to:

A biological father A partner/husband that is not the babys biological father A female partner in a same sex couple

The employees can opt to take either one or two consecutive weeks. The maximum length of paternity leave is two weeks. The employee can chose to take paternity leave any time up to 8 weeks after the birth.

2.

Parental Leave

It is a right of parents to take off work to look after a child or make arrangements for the childs welfare. It is available to employees who have or expect to have, parental responsibility for a child. If an employee is qualified for parental leave, he/she will be entitled to take leave of 13 weeks in total for each child. Parents of disabled children will get 18 weeks in total for each child. 3. Dress code policy

All office based employees must comply with the smart dress policy during Monday to Thursday inclusive. The exception to the dress code policy includes all maintenance staff and warehouse employees only. Smart dress means that no jeans, t-shirts or trainers are allowed during the period. The casual dress day is officially only on Fridays. Where clothing carrying the Bosch logo has been provided this can also be worn on Friday. Casual dress does not include, for example: shorts, cut-off jeans, ripped, jeans, caps. 4.

Maternity rights Ordinary Maternity Leave (OML)-the employee is entitled to 26 weeks OML and has the right to return to work.

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Compulsory Maternity Leave(CML)-the employee is prohibited from working during the two week period, or four weeks in a factory, immediately following childbirth. This period of CML runs concurrently with the OML. Additional Maternity Leave(AML)-if the employee have 26 weeks service at the 15 week before the EMC(expected week of confinement),the employee also have the right to take AML of up to 26 weeks after the birth of the child. AML begins immediately after the end of OML.
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5. Bosch employee motivation

In order to motivate the employees, Bosch offers a wide range of benefits to its staff. Although salaries are not in the upper region, employees are attracted to the company by incentives such as:

Subsidized staff restaurant- offering hot and cold meal at lunch time as well as breakfast in the morning Employee kitchen and relaxation areas- every department has its own kitchen area where employees can have lunch in a kitchen equipped with microwaves, fridges, freezers, dishwasher, a coffee machine, newspapers and magazines. Free chilled drinking water and tea available for all the employees. Staff shop- offering the regular Bosch product range at discounted prices, or close to manufacturing price for an end of run models. Products are also available from Bosch cooperation partners (e.g. Bosch has a partnership with WMF Germany, a cutlery producing company). Company gym & fitness studio- the company offers a proper fitness studio inside the building where employees can do sports after work for free. Social club- a social club organizes company events such as raffle nights in the company bar, trips to the theatre or flower shows. Works committee- the works committee enables employees to have a say on general company decisions and to bring in their ideas on improvements.

6.

Training courses

Various advanced professional training is offered to all employees at no monetary cost to the employee. Employees may be required to participate on a certain number of training programs depending on their position, or may take 12

part according to their own initiative. There is a certain amount of freedom in the courses that one chooses, and many are on broad offer on the companys internet site. Training covers areas such as foreign language, training according to professional tasks, presentation or rhetoric courses, IT courses etc.

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Internal recruitment

One big motivational factor for employees is the fact that Bosch often recruits internally. At a management level Bosch focuses on advancing its employees within the first two years after finishing their studies. These employees are then kept within the company and trained continuously, moving on to higher levels via internal recruitment. This means that the employees turnover rate at Bosch is very small compared to similar companies. An impressive example on a German homepage of Bosch was a job requiring management skills. The indication was that external applicants would require a diploma, where as Bosch employees without diploma, but with trained skills and good experience in the job would be considered. That means that a worker has the opportunity to reach management level if he is willing to get there, and his or her progress will be supported by the company. 8. Pension scheme

Bosch offers a pension scheme to all employees where the employees decide which part of his salary he is willing to pay in on a monthly basis. Bosch will den also contribute a portion to the employees behalf. When Bosch set up its pension plan 2002, the company was one of the first companies in Germany to set up its own pension fund. With state support, employees can invest in their own contribution to their retirement pension in this fund. 9. Bonus program

The bonus program is an end of the year reward. The employees can be rewarded with the maximum of four per cent of their annual salary depending on their personal performance within the last year and another five per cent of their annual salary depending on the whole companys performance. 10. Material incentives or fringe benefits

Other various incentives are given according to the employees level within the company such as company cars or mobile phones. These benefits are task of personal negotiation.

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11.

Inclusion of employees in operational decisions

Employees are quite often included in operational decisions. For e.g. a new slogan for advertising has been found by a competition within the company. Only the product description was given and employees could send their ideas, of which the best idea was chosen by a committee. It was rewarded with a red letter day (the winner had the choice between several types of activities, for e.g. a day with a car of his desire on a racing track or a parachute jump)

Human resource development

The company has been providing opportunities for focused learning experiences to employees to stimulate support and develop their potential in to work related competencies Competence management is the focus area for employee development. The focused programs formulated and introduced in 2009 were:

Role related competence training like shop floor leadership training excellence program(STeP-UP), sales training(BSS-K), organizational target competence training. E-learning modules, Future Managers Development Program(FMDP), technical induction program Employer brand building and personal marketing Improvement.

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