The document discusses the results of the 2012 Best Employers Study conducted by People Matters in India. Some key points:
- 600 organizations participated, with 514 meeting eligibility requirements. 50 made the top 50 list, so about 1 in 10 of eligible participants.
- Over 80,000 employees were represented in the study.
- Trends found that senior management had more positive views of workplace culture than other staff. Younger employees also had less positive views. Longer employee tenure correlated with better perceptions of the workplace. Few companies saw large headcount growth or declines.
Presentation on the. "The Biggest Study in India on Workplace Cultures" .Largest in India."India\'s Best Companies to Work For"
*Sources:-Great place to work institute and The Economic Times.
The document provides details about Reliance Communication Ltd's recruitment and selection process project report. It includes an introduction to the telecom industry in India and Reliance group of companies. It then discusses the recruitment and selection process at Reliance HR Services Private Ltd in detail including the methodology followed and findings. The report acknowledges the support and guidance received from various individuals. It also mentions the limitations of the study and provides recommendations.
An analytical study on a factors affecting employee retention in it industry ...iaemedu
This document discusses factors affecting employee retention in the IT industry in India. It begins by providing background on the growth and importance of the Indian IT industry. It then discusses the challenges of retaining knowledge workers in the industry. High attrition rates are expensive for companies as they lose skilled employees and institutional knowledge. The document identifies retention of top talent as important for companies through effective talent management strategies. It aims to analyze crucial retention factors and their impact on employees at a major Indian IT company.
An analytical study on a factors affecting employeeiaemedu
This document analyzes factors affecting employee retention in the IT industry in India. It discusses the importance of retaining employees for organizational success and addresses challenges in the industry such as high attrition rates. The document reviews various theories on employee motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory. It identifies critical factors for retention like compensation, training, promotion, recognition, work-life balance programs, and more. A case study analysis of a survey at a major IT company found that salary increases and job promotions were the most important factors for improving employee retention.
India PR Industry: Challenges, Opportunities & 2012 Outlook MSL
MSLGROUP India ‘s latest report draws on qualitative and quantitative research and interviews with industry thought leaders to understand the issues Indian PR companies and professionals are dealing with every day and possible solutions. We asked them for their views on what needs to be done to make sure PR takes its rightful place in the strategic communications arsenal of India Inc. While the analyses and potential solutions are varied, there is consensus that the PR industry needs to come together to set benchmarks for fees and salaries and to partner with institutions to create training courses and performance measurement systems that take into account the quality of engagement, not just the spread of media coverage.
asia.mslgroup.com
The document summarizes the aims and approach of the iLEAD program, which builds employability and entrepreneurship skills for youth aged 18-25 from marginalized communities in India. The program has trained over 90,000 candidates through 116 centers. It uses a demand-driven approach, offering customized courses and partnerships with businesses. Over 75-80% of graduates are placed in jobs, improving their and their families' standards of living. The program focuses on life skills, technical skills, and job training/apprenticeships to equip youth for available opportunities in India's growing economy.
Compensation Challenges January 2012 Workspankachori
1. India faces unique compensation challenges due to high employee turnover, an imbalance of supply and demand for talent, social expectations around status and promotions, a lack of robust retirement systems, and a complex compensation structure.
2. High turnover of up to 70% annually in some roles is caused by a large gap between the supply and demand of qualified talent, with demand far exceeding the supply of well-educated graduates.
3. Social expectations also play a role, as promotions are expected and used to gain higher social status rather than being based purely on performance. A lack of public retirement and health benefits further compounds compensation challenges in India.
1. Organizational behavior is the study of how individuals, groups, and structures influence behavior within organizations. It draws from psychology, social psychology, and cultural anthropology to understand individual and group dynamics within organizational structures.
2. Business process outsourcing began in the 1960s and involves transferring repeated business processes like call centers to outside providers to reduce costs and improve quality. India is a major hub for BPO due to its large English-speaking workforce and lower costs.
3. Call centers handle high volumes of inbound and outbound phone calls for customer service, support, sales, and other functions. They have become increasingly popular for outsourcing customer-facing roles due to advantages in countries like India with large
Presentation on the. "The Biggest Study in India on Workplace Cultures" .Largest in India."India\'s Best Companies to Work For"
*Sources:-Great place to work institute and The Economic Times.
The document provides details about Reliance Communication Ltd's recruitment and selection process project report. It includes an introduction to the telecom industry in India and Reliance group of companies. It then discusses the recruitment and selection process at Reliance HR Services Private Ltd in detail including the methodology followed and findings. The report acknowledges the support and guidance received from various individuals. It also mentions the limitations of the study and provides recommendations.
An analytical study on a factors affecting employee retention in it industry ...iaemedu
This document discusses factors affecting employee retention in the IT industry in India. It begins by providing background on the growth and importance of the Indian IT industry. It then discusses the challenges of retaining knowledge workers in the industry. High attrition rates are expensive for companies as they lose skilled employees and institutional knowledge. The document identifies retention of top talent as important for companies through effective talent management strategies. It aims to analyze crucial retention factors and their impact on employees at a major Indian IT company.
An analytical study on a factors affecting employeeiaemedu
This document analyzes factors affecting employee retention in the IT industry in India. It discusses the importance of retaining employees for organizational success and addresses challenges in the industry such as high attrition rates. The document reviews various theories on employee motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory. It identifies critical factors for retention like compensation, training, promotion, recognition, work-life balance programs, and more. A case study analysis of a survey at a major IT company found that salary increases and job promotions were the most important factors for improving employee retention.
India PR Industry: Challenges, Opportunities & 2012 Outlook MSL
MSLGROUP India ‘s latest report draws on qualitative and quantitative research and interviews with industry thought leaders to understand the issues Indian PR companies and professionals are dealing with every day and possible solutions. We asked them for their views on what needs to be done to make sure PR takes its rightful place in the strategic communications arsenal of India Inc. While the analyses and potential solutions are varied, there is consensus that the PR industry needs to come together to set benchmarks for fees and salaries and to partner with institutions to create training courses and performance measurement systems that take into account the quality of engagement, not just the spread of media coverage.
asia.mslgroup.com
The document summarizes the aims and approach of the iLEAD program, which builds employability and entrepreneurship skills for youth aged 18-25 from marginalized communities in India. The program has trained over 90,000 candidates through 116 centers. It uses a demand-driven approach, offering customized courses and partnerships with businesses. Over 75-80% of graduates are placed in jobs, improving their and their families' standards of living. The program focuses on life skills, technical skills, and job training/apprenticeships to equip youth for available opportunities in India's growing economy.
Compensation Challenges January 2012 Workspankachori
1. India faces unique compensation challenges due to high employee turnover, an imbalance of supply and demand for talent, social expectations around status and promotions, a lack of robust retirement systems, and a complex compensation structure.
2. High turnover of up to 70% annually in some roles is caused by a large gap between the supply and demand of qualified talent, with demand far exceeding the supply of well-educated graduates.
3. Social expectations also play a role, as promotions are expected and used to gain higher social status rather than being based purely on performance. A lack of public retirement and health benefits further compounds compensation challenges in India.
1. Organizational behavior is the study of how individuals, groups, and structures influence behavior within organizations. It draws from psychology, social psychology, and cultural anthropology to understand individual and group dynamics within organizational structures.
2. Business process outsourcing began in the 1960s and involves transferring repeated business processes like call centers to outside providers to reduce costs and improve quality. India is a major hub for BPO due to its large English-speaking workforce and lower costs.
3. Call centers handle high volumes of inbound and outbound phone calls for customer service, support, sales, and other functions. They have become increasingly popular for outsourcing customer-facing roles due to advantages in countries like India with large
1. The document discusses strategies for using internet and social media for talent acquisition and retention. It notes the challenges of high attrition and intense hiring competition.
2. It provides data on the growing internet and mobile penetration in India. It identifies the main contributors to attrition such as lack of employee experience and career development.
3. Popular interventions by companies to reduce attrition like compensation changes and employee engagement programs are outlined. The viewpoint is presented that 2011 is the year of social media and 2012 will be the year of mobile platforms.
The Mowgli Foundation provides mentors to support entrepreneurs in the Middle East and Northern Africa region. In 2010, Mowgli launched new programs in Jordan, Lebanon, Syria, and the UK with help from local partners. The CEO thanked the volunteer mentors for their dedication and the many success stories in 2010. He highlighted that 2011 will be an important year to further scale their impact and make operations financially sustainable through new strategic partnerships and institutional donors.
This document provides sample assignments for various business subjects like business communication, business economics, corporate social responsibility, information systems for managers, management theory and practice, organizational behaviour, business law, business statistics, essentials of human resource management, financial accounting and analysis, and marketing management. The assignments include questions related to case studies, numerical problems, and conceptual explanations. Students need to answer the questions addressing the various concepts covered in the respective subjects.
The document proposes a computer training program to provide skills to unemployed youth and women. The program will collect and refurbish old electronics from companies and use them to set up computer training centers. Trainees will learn computer skills, English, and soft skills over 3-9 month courses to qualify for jobs or starting businesses. The training centers will benefit communities by reducing e-waste and increasing employment while benefiting companies by providing qualified workers and helping meet CSR goals. The program aims to establish 5 initial centers serving over 120 students to improve socioeconomic conditions through digital skills and empowerment.
The document summarizes India's economic reforms over the past 21 years since 1991. It discusses key achievements like growth, innovation, investment, and reducing poverty and illiteracy. However, it also notes ongoing challenges in areas like the social sector, hunger, corruption, and infrastructure development. It outlines priorities for the future like boosting growth, investment, consumption, and passing reforms like allowing FDI in retail. The summary provides an overview of India's economic journey and the road ahead under the new Finance Minister.
The document summarizes the AIDA social enterprise, which aims to provide skills training to disadvantaged groups in India. It outlines the business model, which involves subsidizing training for disadvantaged women through fees from small/medium businesses. It also discusses hypotheses, data gathering methods, interviews to test the business model, and lessons learned around scalability and defining customer value.
Kyeros synergizing solutions is an IT and ITES outsourcing firm that caters to various sectors of diverse industries like IT, Biometrics, Telecommunications, Finance (Accounting, book keeping, Payroll and Taxation) services, Healthcare, insurance, retail, travel etc. Kyeros is the result of a long toil and cognition that aims at demystifying the invisible issues that the clients face with other players in the industry. The creation of agile customer and technical support services to fulfill the information and support needs of the industry is our forte.
Th.inc - Career Development Workshops as part of Emiratisation ProgramsMarc Karschies
"If we had started to focus on career guidance earlier, today we'd be in much better shape because the Emirati mindset would be open to joining any sector, not only the government."Essa Al Mulla, Executive Director, ENDP
In order to ensure long term engagement and continuous profile growth, both Job and Career development activities have to be balanced.
KCA Associates now announces the going to market of the “TH.inc” Workshop concepts, enabling organizations to help their young Emirati Talent to plan their career more effectively. While the program can be used for any junior to mid-level early career stage talent, the TH.inc program specifically provides a significant impact boost to organization’s existing Emiratisation and Talent Development programs.
Contact us to see how we can help: mkarschies@kca-associates.com
CloudByte, a provider of software defined storage in the cloud, has raised Rs. 24 crores in a second round of funding led by Fidelity Growth Partners India. This brings CloudByte's total funding to Rs. 35 crores. CloudByte plans to use the funds to expand global sales and marketing and product development. The company's ElastiStor storage technology has been well received and played a role in the investment decision. CloudByte aims to disrupt the storage industry by changing how storage is deployed and consumed in both private and public clouds.
HCL is a 35-year-old Indian IT company with over 90,000 professionals operating in 31 countries. It was founded in 1976 and has annual revenues of $6.2 billion. HCL has divisions including HCL Infosystems, which manufactures computer hardware and provides IT services, and HCL Technologies, which provides IT outsourcing services. The document discusses the need to study HCL's Career Development Centre's marketing strategy to understand its market position compared to competitors and evaluate how it can satisfy students.
This company provides management consulting, training, and interim management services. It was founded in 1990 and has 16 consultants who are former top executives, and 9 support staff. The company aims to enhance its clients' goals, acquire advanced competencies, and provide career opportunities for its people. Services include strategic management, HR, marketing, project management, and procurement management. The company has provided consulting, training, and interim management to over 100 national and multinational clients across various industries in Indonesia.
Why on & offline marketing is essential to recruitment success Mike Ellingham ukrecruiter
Mike Ellingham and Keith Robinson have over 18 years of experience in recruitment marketing. Ellingham founded MESO Marketing, which provides marketing research, strategy, and communications services to the recruitment industry. Robinson founded ECOM Digital, a content marketing agency that specializes in the HR and recruiting sector. The document provides information on conducting customer feedback surveys, developing a brand identity and marketing plan, optimizing a company website, using various marketing channels, and measuring the effectiveness of different tactics.
NEES was founded in 2005 in Andhra Pradesh to provide educational empowerment and skill development programs. It started with the "Udaan" project but later expanded its approach to include holistic community development programs in education, sustainable agriculture, health, women's empowerment, and disability welfare. NEES' mission is to alleviate poverty through livelihood skills training, empowering women, protecting children, and facilitating rural development. It currently runs several skill development and placement projects funded by government agencies, training and placing thousands of rural youth annually in sectors like retail, sales, and marketing.
Talent Acquisition Service Providers slide_sharePeople Matters
Top upcoming trends for talent acquisition leaders. A look at how business processes and technology are changing the way we source, recruit, hire and manage the recruiting process.
The document discusses the IT and ITES sectors in India. It defines IT as the study, design, development and management of computer-based information systems, while ITES refers to the outsourcing of processes that can be enabled by IT, such as finance, HR and administration. India has become a major global outsourcing destination for IT and ITES due to an English-speaking workforce, lower costs, and a large skilled talent pool. The sectors have grown significantly and now contribute over 7% to India's GDP, with major hubs located in Bangalore, Chennai, Hyderabad and Pune. Leading companies in the space include TCS, Infosys and Wipro.
The document provides information about an upcoming conference organized by the Great Place to Work Institute. The conference will feature case studies of companies that have been recognized as best workplaces, and will provide insights into what makes these companies unique. It will also include presentations on original research findings and networking opportunities. Various HR leaders from top companies are scheduled to attend the conferences in Mumbai, Bengaluru and New Delhi.
Reward system linked to peformance- a broad overviewJanardan Raccha
This is my MBA project which talks about HR policies of TCL in terms of reward system. In this report I have been covered theoretical background of reward system which is linked with performance and practical process of appraisal system followed by TCL. Furthermore I have also covered here the award system in TCL which are linked with 5- leadership signatures...
Tech Talent Triumph-The Impact of IT Recruiting Companies on Workforce Excell...Alliance International
Use our blog to improve the stature of your company regarding the significant influence of IT recruitment firms. Discover how these strategic partners guarantee the success of your tech team by redefining workforce excellence. Gain insight into the future of talent acquisition by reading Alliance International's articles. Jump right in! For more info: www.allianceinternational.co.in/it-recruitment-agencies.
The document summarizes an information brochure for a conference on creating great workplaces. The summary includes:
1) The conference will feature case studies from top companies that are great workplaces, focusing on one area of uniqueness for each company.
2) Research findings from hundreds of companies will be presented to show what makes workplaces great.
3) Attendees will network and join a community to continue learning how to create great workplaces throughout the year.
IKYA Human Capital Solutions provides integrated HR solutions including executive search, contingency recruitment, learning and temporary staffing services. It has a network of offices across India and is led by a group of experienced industry veterans. The company aims to become a best-in-class organization focused on emerging markets while committed to building organizations and careers through ethical human capital solutions.
This document summarizes the key findings of the Michael Page Technology 2010 Employment Index survey. The survey collected salary and other employment data from over 12,000 IT professionals. It found that while salaries have not increased significantly in the challenging economic climate, benefits like bonuses and allowances remain an important part of compensation packages. Training and development are highly valued by IT professionals, and talent management is considered the most important role of IT leaders.
1. The document discusses strategies for using internet and social media for talent acquisition and retention. It notes the challenges of high attrition and intense hiring competition.
2. It provides data on the growing internet and mobile penetration in India. It identifies the main contributors to attrition such as lack of employee experience and career development.
3. Popular interventions by companies to reduce attrition like compensation changes and employee engagement programs are outlined. The viewpoint is presented that 2011 is the year of social media and 2012 will be the year of mobile platforms.
The Mowgli Foundation provides mentors to support entrepreneurs in the Middle East and Northern Africa region. In 2010, Mowgli launched new programs in Jordan, Lebanon, Syria, and the UK with help from local partners. The CEO thanked the volunteer mentors for their dedication and the many success stories in 2010. He highlighted that 2011 will be an important year to further scale their impact and make operations financially sustainable through new strategic partnerships and institutional donors.
This document provides sample assignments for various business subjects like business communication, business economics, corporate social responsibility, information systems for managers, management theory and practice, organizational behaviour, business law, business statistics, essentials of human resource management, financial accounting and analysis, and marketing management. The assignments include questions related to case studies, numerical problems, and conceptual explanations. Students need to answer the questions addressing the various concepts covered in the respective subjects.
The document proposes a computer training program to provide skills to unemployed youth and women. The program will collect and refurbish old electronics from companies and use them to set up computer training centers. Trainees will learn computer skills, English, and soft skills over 3-9 month courses to qualify for jobs or starting businesses. The training centers will benefit communities by reducing e-waste and increasing employment while benefiting companies by providing qualified workers and helping meet CSR goals. The program aims to establish 5 initial centers serving over 120 students to improve socioeconomic conditions through digital skills and empowerment.
The document summarizes India's economic reforms over the past 21 years since 1991. It discusses key achievements like growth, innovation, investment, and reducing poverty and illiteracy. However, it also notes ongoing challenges in areas like the social sector, hunger, corruption, and infrastructure development. It outlines priorities for the future like boosting growth, investment, consumption, and passing reforms like allowing FDI in retail. The summary provides an overview of India's economic journey and the road ahead under the new Finance Minister.
The document summarizes the AIDA social enterprise, which aims to provide skills training to disadvantaged groups in India. It outlines the business model, which involves subsidizing training for disadvantaged women through fees from small/medium businesses. It also discusses hypotheses, data gathering methods, interviews to test the business model, and lessons learned around scalability and defining customer value.
Kyeros synergizing solutions is an IT and ITES outsourcing firm that caters to various sectors of diverse industries like IT, Biometrics, Telecommunications, Finance (Accounting, book keeping, Payroll and Taxation) services, Healthcare, insurance, retail, travel etc. Kyeros is the result of a long toil and cognition that aims at demystifying the invisible issues that the clients face with other players in the industry. The creation of agile customer and technical support services to fulfill the information and support needs of the industry is our forte.
Th.inc - Career Development Workshops as part of Emiratisation ProgramsMarc Karschies
"If we had started to focus on career guidance earlier, today we'd be in much better shape because the Emirati mindset would be open to joining any sector, not only the government."Essa Al Mulla, Executive Director, ENDP
In order to ensure long term engagement and continuous profile growth, both Job and Career development activities have to be balanced.
KCA Associates now announces the going to market of the “TH.inc” Workshop concepts, enabling organizations to help their young Emirati Talent to plan their career more effectively. While the program can be used for any junior to mid-level early career stage talent, the TH.inc program specifically provides a significant impact boost to organization’s existing Emiratisation and Talent Development programs.
Contact us to see how we can help: mkarschies@kca-associates.com
CloudByte, a provider of software defined storage in the cloud, has raised Rs. 24 crores in a second round of funding led by Fidelity Growth Partners India. This brings CloudByte's total funding to Rs. 35 crores. CloudByte plans to use the funds to expand global sales and marketing and product development. The company's ElastiStor storage technology has been well received and played a role in the investment decision. CloudByte aims to disrupt the storage industry by changing how storage is deployed and consumed in both private and public clouds.
HCL is a 35-year-old Indian IT company with over 90,000 professionals operating in 31 countries. It was founded in 1976 and has annual revenues of $6.2 billion. HCL has divisions including HCL Infosystems, which manufactures computer hardware and provides IT services, and HCL Technologies, which provides IT outsourcing services. The document discusses the need to study HCL's Career Development Centre's marketing strategy to understand its market position compared to competitors and evaluate how it can satisfy students.
This company provides management consulting, training, and interim management services. It was founded in 1990 and has 16 consultants who are former top executives, and 9 support staff. The company aims to enhance its clients' goals, acquire advanced competencies, and provide career opportunities for its people. Services include strategic management, HR, marketing, project management, and procurement management. The company has provided consulting, training, and interim management to over 100 national and multinational clients across various industries in Indonesia.
Why on & offline marketing is essential to recruitment success Mike Ellingham ukrecruiter
Mike Ellingham and Keith Robinson have over 18 years of experience in recruitment marketing. Ellingham founded MESO Marketing, which provides marketing research, strategy, and communications services to the recruitment industry. Robinson founded ECOM Digital, a content marketing agency that specializes in the HR and recruiting sector. The document provides information on conducting customer feedback surveys, developing a brand identity and marketing plan, optimizing a company website, using various marketing channels, and measuring the effectiveness of different tactics.
NEES was founded in 2005 in Andhra Pradesh to provide educational empowerment and skill development programs. It started with the "Udaan" project but later expanded its approach to include holistic community development programs in education, sustainable agriculture, health, women's empowerment, and disability welfare. NEES' mission is to alleviate poverty through livelihood skills training, empowering women, protecting children, and facilitating rural development. It currently runs several skill development and placement projects funded by government agencies, training and placing thousands of rural youth annually in sectors like retail, sales, and marketing.
Talent Acquisition Service Providers slide_sharePeople Matters
Top upcoming trends for talent acquisition leaders. A look at how business processes and technology are changing the way we source, recruit, hire and manage the recruiting process.
The document discusses the IT and ITES sectors in India. It defines IT as the study, design, development and management of computer-based information systems, while ITES refers to the outsourcing of processes that can be enabled by IT, such as finance, HR and administration. India has become a major global outsourcing destination for IT and ITES due to an English-speaking workforce, lower costs, and a large skilled talent pool. The sectors have grown significantly and now contribute over 7% to India's GDP, with major hubs located in Bangalore, Chennai, Hyderabad and Pune. Leading companies in the space include TCS, Infosys and Wipro.
The document provides information about an upcoming conference organized by the Great Place to Work Institute. The conference will feature case studies of companies that have been recognized as best workplaces, and will provide insights into what makes these companies unique. It will also include presentations on original research findings and networking opportunities. Various HR leaders from top companies are scheduled to attend the conferences in Mumbai, Bengaluru and New Delhi.
Reward system linked to peformance- a broad overviewJanardan Raccha
This is my MBA project which talks about HR policies of TCL in terms of reward system. In this report I have been covered theoretical background of reward system which is linked with performance and practical process of appraisal system followed by TCL. Furthermore I have also covered here the award system in TCL which are linked with 5- leadership signatures...
Tech Talent Triumph-The Impact of IT Recruiting Companies on Workforce Excell...Alliance International
Use our blog to improve the stature of your company regarding the significant influence of IT recruitment firms. Discover how these strategic partners guarantee the success of your tech team by redefining workforce excellence. Gain insight into the future of talent acquisition by reading Alliance International's articles. Jump right in! For more info: www.allianceinternational.co.in/it-recruitment-agencies.
The document summarizes an information brochure for a conference on creating great workplaces. The summary includes:
1) The conference will feature case studies from top companies that are great workplaces, focusing on one area of uniqueness for each company.
2) Research findings from hundreds of companies will be presented to show what makes workplaces great.
3) Attendees will network and join a community to continue learning how to create great workplaces throughout the year.
IKYA Human Capital Solutions provides integrated HR solutions including executive search, contingency recruitment, learning and temporary staffing services. It has a network of offices across India and is led by a group of experienced industry veterans. The company aims to become a best-in-class organization focused on emerging markets while committed to building organizations and careers through ethical human capital solutions.
This document summarizes the key findings of the Michael Page Technology 2010 Employment Index survey. The survey collected salary and other employment data from over 12,000 IT professionals. It found that while salaries have not increased significantly in the challenging economic climate, benefits like bonuses and allowances remain an important part of compensation packages. Training and development are highly valued by IT professionals, and talent management is considered the most important role of IT leaders.
Pune is a well-known city due to its excellent technology and pleasant climate, as well as the large presence of various multinational software firms. Many new businesses have recently opened in the city, and others have established branch offices in the city because of the potential for profit. Pune has made it possible for both small businesses and multinational corporations to thrive in the city.
This document discusses how digital media can be used for acquiring talent. It summarizes that employer branding, referrals, and recruiting through digital media will be the top recruiting trends in India. Social media has become a major way for companies to engage both active and passive candidates. The document outlines some key statistics on social media usage in India and how it is becoming an important tool for employer branding and recruiting. It also discusses challenges in managing large amounts of online information and the need for sophisticated data interpretation to identify the right talent pools.
Tata Power Delhi Distribution has banked on business
excellence to overhaul its organisational structure, overcome
challenges galore and build an exceptional enterprise
Infosys is an Indian multinational corporation that provides business consulting and information technology services. It was founded in 1981 by Narayana Murthy and six others. Infosys has grown to become the third largest IT company in India, employing over 228,000 people worldwide. The company designs and implements software and services for industries such as aerospace, automotive, manufacturing and healthcare. Infosys has also partnered with major technology companies like Microsoft, Oracle and SAP. It has received several awards for its innovative products and services.
This document discusses mantras for innovative project management and creating a happy workforce for software/IT project managers. It analyzes common aspirations of young Indian IT professionals, such as work-life balance, new learning opportunities, and challenging roles. The document proposes that project managers can increase worker happiness and productivity by helping fulfill these aspirations. It presents frameworks for understanding individual aspirations, including an aspiration pyramid with work-life balance at the bottom and career growth aspirations like new learning and challenging roles at the top. The document also provides examples of project-level enablers a manager could implement to help team members achieve their aspirations.
Swapnil Agarwal is the CEO of Nitya Capital and Karya Property Management, a real estate investment firm he founded in 2013 that owns and manages $2 billion in real estate assets across the US. As an immigrant from India, Agarwal overcame obstacles to graduate from university and build a successful career. He believes the key qualities of a successful entrepreneur are taking risks, having a never-give-up attitude, and a bigger purpose beyond just profits. Agarwal admires business leaders like Elon Musk and Jack Ma for their passion, risk-taking, and thinking far into the future. He emphasizes integrity, excellence and protecting employees as important leadership values.
HCL Technologies is an Indian global IT services company headquartered in Noida, Uttar Pradesh. It offers IT services including software consulting, enterprise transformation, and infrastructure management. In fiscal year 2014, HCL Technologies had revenues of $6.7 billion and over 105,000 employees worldwide. The company is committed to corporate social responsibility and aims to give back to communities through sustained initiatives that make a positive difference.
IHT Network Limited is an ISO 9001-2008 certified IT training company that offers courses in advanced software engineering, networking, and computer hardware. It has over 200 franchise centers across India and in other countries. IHT strives for excellence in research, curriculum development, training, and quality management to ensure its students gain skills relevant to IT and other industries. Its management team has extensive experience in education, administration, and IT. IHT provides training in various technologies and certifications through different business units and aims to produce versatile professionals prepared for future industry needs.
Mithi is an Indian software company that provides email and collaboration software. Their vision is to make technology useful, usable, and affordable for all. Their email and collaboration software has been adopted by enterprises across many industries in India and abroad. Mithi distinguishes itself by providing collaboration software that can substantially lower costs and improve productivity for enterprises.
Industrial Report on Indian IT Industry by Parakramesh JaroliParakramesh Jaroli
The Indian IT industry has grown significantly over the past few decades and is now a major global force. It has expanded at a fast rate of 25% between 2000-2013, much higher than the global average. India is now the largest sourcing destination for IT services, accounting for around 52% of the global market due to its large talent pool and much lower costs compared to countries like the US. The sector employs over 10 million Indians and is a major contributor to the country's economic growth and development. It is expected to continue growing and reach $300 billion by 2020.
The document discusses how nonprofits and educational institutions can benefit from Salesforce.com Foundation's philanthropic programs and discounted access to Salesforce products and services. It outlines how the Foundation provides grants and volunteer support from Salesforce employees, as well as significant discounts on Salesforce products to help nonprofits and schools deliver social impact through technology. It also highlights some examples of nonprofits and universities currently using Salesforce solutions through the Foundation's programs.
It industry tcs group 7_ssm assignmentAdvait Bhobe
The document discusses the Indian IT industry and Tata Consultancy Services (TCS). It provides an overview of the growth of the Indian IT industry, trends in the industry such as increasing internet usage and employment. It also discusses the various components of the IT industry in India. Finally, it gives details about TCS, the largest IT company in India, including its history, services provided, and size.
Similar to Best companies to work for slide share (20)
Breaking Top Recruitment Dependencies with Contextual IntelligencePeople Matters
This document discusses how contextual intelligence (CI) can help break top recruitment dependencies by accelerating the hiring process and improving candidate quality. It identifies five common recruitment dependencies - internal candidate assessment, creation of job descriptions and handling resume volume, attracting potential candidates, scheduling interviews, and tracking/reporting. For each dependency, it proposes solutions using CI tools, such as monitoring internal talent, processing thousands of resumes quickly, proactively finding potential candidates on social media, and generating metrics to ensure compliance.
Leadership is one of the driving factors that determine organizational effectiveness and progression. In the VUCA world, the required leadership competencies have become
more comprehensive than ever before. Therefore, leadership development transcends the traditional concept of development of just an individual; it’s much more that today
The talent acquisition function has seen changes with technology and data becoming core aspects of effective recruitment partnerships. Talent partners are evolving from external supports to indispensable organizational members. Organizations now measure return on investment of talent services and new hires. While sourcing talent is no longer challenging, selection has become more complex.
Software exports are estimated to rise 13% to $86 billion driven by companies offering SMAC (social, mobile, analytics, and cloud) based solutions combined with traditional services. The adoption of mobile and social technologies has changed how businesses hire, interact with, and engage talent. Talent mobility is one of the biggest transformations brought about by new technologies. The article discusses how SMAC is impacting talent and HR practices. Experts comment on how SMAC is driving innovation and changing business processes and the way business is conducted.
The HR industry will experience disruptions through changes in how services are designed and delivered in the coming months. Specifically, standard off-the-shelf services will decline as the industry moves toward more customized solutions developed with greater customer involvement. Additionally, conversations will shift from simply providing solutions to executing on business strategy when organizations consider long-term, strategic partnerships with HR service providers.
Learning & Development Service Providers slide_share_2014People Matters
Experiential learning has become important for organizations to develop an immersive learning ecosystem, and there will be less reliance on management development programs and greater emphasis on mentorship. While new learning methodologies continue to evolve, organizations should reduce their reliance on traditional channels like management programs if they want to make their learning and development efforts successful.
6 months of a rigorous selection process with 1400+ applicants, we finally have the Emerging Future HR Leaders. The Are You In The List? 2013 unleashed on 30th January 2014.
Total rewards service providers slide_share_2014People Matters
With talent taking the centre-stage in CEO’s agenda, it is time that Indian organizations use every tool at their disposal to attract and retain talent as the expectations of employees are at an all-time high. An ideal Total Rewards plan is the perfect blend of tangible and intangible rewards. Traditional reward patterns will not work as the workforce in most organizations is multi-generational. ESOPs, integrated healthcare benefits, work-life balance, non-cash
rewards are some of the rewards that companies can use to engage the employees.
Job cuts have continued to impact a wide range of industries since the 2008 financial crisis. While tech and banking saw initial layoffs, media, auto, contract workers and telecom are now also affected. Companies must view downsizing as an opportunity to strengthen their workforce and talent strategy through smart management. However, organizations also need to handle layoffs authentically to maintain trust with remaining employees.
The document discusses the process of hiring a CEO. It notes that CEO turnover in India has steadily increased in recent years. When looking to hire a new CEO, boards should watch for warning signs in the current CEO like consistent performance issues, risk aversion, ethical slips, excessive focus on actions over vision, and lack of follow through on initiatives. The document provides questions an external advisor should answer to ensure the CEO search aligns with organizational goals. It also outlines pitfalls to avoid like star power seductions and costs of hiring the wrong CEO. Finally, it recommends six components of a fair CEO hiring process like documenting each stage and assigning clear roles.
As whistle-blowing has proven to be the most effective way to prevent fraud, companies especially those in India need to develop strong robust systems that would encourage employees to speak up
Recruiters in India face challenges in finding quality talent to fill important roles, as the number of applications has increased but few candidates actually meet job requirements. New tools and practices are helping recruiters hire better candidates more efficiently. Talent screeners and realistic job previews help reduce the number of irrelevant applications and improve applicant quality. Recruiters are also using more advanced background checks, behavioral assessments, and social media to identify the right candidates. These new approaches help recruiters spend less time and resources on hiring while improving hiring outcomes.
The document discusses the challenges faced by HR professionals seeking to become CEOs. Historically, HR heads were not seen as potential CEOs due to a perceived lack of business and financial skills. Experts provide insights on what skills and experiences are needed for an HR professional to become a CEO, including developing financial acumen, taking on cross-functional or business roles, and gaining a 360 degree understanding of the business. Successful examples are provided of HR heads who became CEOs and the lessons they learned about business leadership.
May Cover Story- Which B-School will you choose?People Matters
National HRD Network (NHRDN) joins with People Matters to conduct the first ranking of business schools in India developed with input from over 30 corporate members. The ranking evaluates schools on parameters like academic excellence, infrastructure, industry-academy interface, and alumni performance. Industry leaders comment that previous rankings lacked consistency and credibility, and that this ranking conducted by HR professionals will provide a trusted benchmark for students, employers, and schools. The rigorous methodology includes validating data provided by schools. Business school directors praise the credibility and fairness this ranking brings.
The document discusses challenges faced by women in their careers and paths to overcoming obstacles. It shares stories from several successful women executives who describe how having conviction in one's competence, seeking recognition, building networks, taking breaks without fear of falling behind, and making the most of opportunities were important factors in their career growth. The document advocates for systemic changes in organizations to evaluate talent fairly and create opportunities to bridge the gender gap.
This document discusses key factors for L&D managers to consider when justifying investments in L&D programs and service providers. It identifies five critical components for L&D managers to have detailed plans for: objectives from the L&D plan, training delivery methods, capability mapping, scale of training, and accountability. It also provides questions for L&D managers to assess potential L&D service providers on criteria like professional track record, delivery channels, cost efficiency and flexibility, credibility, and consultative assistance. Mobile and cloud-based technologies are expected to be increasingly used for training in 2013 to allow faster, smarter, and more agile training.
Design Rewards That Truly Matter Slide-sharePeople Matters
An effective total rewards strategy requires deep understanding of what the CEO and employees really value. Read more to know experts' views on Total Rewards Designs that truly matter.
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Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Profiles of Iconic Fashion Personalities.pdfTTop Threads
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
HOW TO START UP A COMPANY A STEP-BY-STEP GUIDE.pdf46adnanshahzad
How to Start Up a Company: A Step-by-Step Guide Starting a company is an exciting adventure that combines creativity, strategy, and hard work. It can seem overwhelming at first, but with the right guidance, anyone can transform a great idea into a successful business. Let's dive into how to start up a company, from the initial spark of an idea to securing funding and launching your startup.
Introduction
Have you ever dreamed of turning your innovative idea into a thriving business? Starting a company involves numerous steps and decisions, but don't worry—we're here to help. Whether you're exploring how to start a startup company or wondering how to start up a small business, this guide will walk you through the process, step by step.
2. www.peoplematters.in
Quick Facts about the Study
600 organizations registered for this year’s Study, about a hundred more than last year
514 companies met the eligibility requirements and were considered for ranking
50 finally made it to the coveted Top 50 in the Study- roughly one in ten who participated, making
this perhaps the most exclusive list of best employers globally
Over 80,000 employees represent the 2012 Study
Companies represent a mix of Indian and multinational companies in the private sector, as well
as public sector and not-for profit organizations
3. www.peoplematters.in
Key trends in the 2012 Study
1.Overall employee perception of their workplace culture has not changed significantly from 2011!
2.Positive perceptions about their workplace culture continues to be high for senior management
category compared to supervisory staff, with 7% less supervisory staff giving positive feedback about
their workplace culture
3.The Study reveals that 75 percent of employees are below 35 years of age. While they are the
majority in most organizations, their views about the workplace culture are significantly less positive
than employees over 45 years in age
4.Only 20 percent of employees, on an average, have worked in the same organization for more
than 5 years, and there is a slow but gradual improvement in employee perception as one stays
longer in an
5.Organization
6.Only 7 of the Top 50 Best Workplaces saw employee strength increase by more than 30 percent
as compared to previous year, and 6 actually reduced its workforce
7.Only 3 of the Top 50 have more than 30 percent of their senior management as women
Click for full story Prasenjit Bhattacharya
4. Hiring right matters www.peoplematters.in
Despite the economic challenges in the industry, Google revenue, share price, profits and hiring were all
up last year. The reason seems quite clear – Googlers live and breathe Google’s mission and cannot stop
raving about the great worklife.
Googlers enjoy exceptional benefits and facilities along with the freedom to innovate, grow, and develop.
#1
Google India Pvt. Ltd.
Online search, advertising and online
applications
2011 Rank: 1
India HQ: Bangalore
Founded in India (year): 1998
Employee Strength: 1,535
Gender Ratio (F to M): 1:1.15
Click for full story
5. www.peoplematters.in
One of the differentiators that make Intel an enviable organization is its technology leadership. The key
to this technology leadership is its investment in innovation.
‘Ideas to reality’ (I2R) have been initiated by India Site Management which is looking at exploring the
unique market opportunities India offers and tailoring solutions that leverage these needs.
#2
Intel Technology India Pvt. Ltd.
Microprocessors, chipsets, motherboards,
adaptors for desktops, smartphones,
laptops, servers & workstation,
embedded & communications
2011 Rank: 2
India HQ: Bangalore
Founded in India (year): 1988
Employee Strength: 3,500
Gender Ratio (F to M): 1:3.89
Click for full story
6. www.peoplematters.in
People First
Competence building, commitment building, culture building and systems building, are the four building
blocks on which NTPC has based its robust HR systems.
In addition to providing a beautiful and safe workplace, NTPC encourages a culture of mutual respect
and trust amongst peers, superiors and subordinates.
#3
NTPC Ltd.
Thermal, gas and hydro power
generation,
power trading, power distribution,
coal mining, power consultancy services
2011 Rank: 19
India HQ: Delhi
Founded in India (Year): 1975
Employee Strength: 25,345
Gender Ratio (F to M): 1:15.78
Click for full story
7. www.peoplematters.in
As a guiding philosophy, MakeMyTrip welcomes people with new ideas and a desire to make a
difference.
Apart from running programs and processes, HR’s KRA is to design events, communication, and
stories to keep the culture vibrant.
The organization has institutionalized initiatives that have proven to be effective in attracting and
retaining talent.
#4
MakeMyTrip India Pvt. Ltd.
Air, train & bus tickets, holiday packages
2011 Rank: 3
India HQ: Gurgaon
Founded in India (Year): 2000
Employee Strength: 1,039
Gender Ratio (F to M): 1:2.41
Click for full story
8. www.peoplematters.in
The organization believes that seamless integration takes place only when families are involved and
know what the employees do at work.
Members feel a sense of pride in their work, team and company; there is a great sense of camaraderie
at the workplace – all these and many more make Forbes Marshall a great workplace.
#5
Forbes Marshall
Steam engineering and control
instrumentation
2011 Rank: 11
India HQ: Pune
Founded in India (Year): 1928
Employee Strength: 1,175
Gender Ratio (F to M): 1:5.79
Click for full story
9. www.peoplematters.in
A distinct employer
The ER team, although a part of HR, acts independently and stresses on enforcing policies and
practices through transparent communication.
The organization believes that the pace and depth of work is changing externally as well as internally.
#6
American Express India
Pvt. Ltd.
Financial services, credit cards, charge
cards, prepaid gifts & travellers checks
2011 Rank: 4
India HQ: Gurgaon
Founded in India (year): 1921
Employee Strength: 6,158
Gender Ratio (F to M): 1:1.31
Jyoti Rai, VP - HR,
Amerian Express India Click for full story
10. www.peoplematters.in
Caring for associates
Strong commitment to training and development, policy on profit sharing, approachable management
and ample opportunities to learn and be recognized, is what makes Marriott a great place to work.
The focus of training is on gaining and maintaining rapport, handling challenging guests, feedback
models, and listening skills.
#7
Marriott Hotels India
Pvt. Ltd.
Hotel, food and beverage service
2011 Rank: 5
India HQ: Mumbai
Founded in India (Year): 1927
Employee Strength: 4,600
Gender Ratio (F to M): 1:3.65
Click for full story
11. www.peoplematters.in
Reaching out to
employees
An entrepreneurial and innovative culture, a fun and collaborative workplace environment where people
learn from failure and celebrate success, and the employee engagement initiatives, are a few facets
valued highly by the employees.
In order to reach out to employees, business leaders use Intuit TV, thereby encouraging a two-way
communication.
#8
Intuit Technologies
Services Pvt. Ltd.
Business & financial management
solutions provider
2011 Rank: 26
India HQ: Bangalore
Founded in India (Year): 2005
Employee Strength: 648
Gender Ratio (F to M): 1:5.96
Click for full story
12. www.peoplematters.in
Quality work & quality fun
Qualcomm’s core belief is that employees are the
foundation of both, a positive culture and a successful
business model.
Its comprehensive work/life balance program called Qlife
offers a blend of activities & services, helping employees
achieve balance between their lives at work, at home and
in the community.
#9
Qualcomm India Pvt. Ltd.
Global wireless industry with breakthrough
technologies enabling the convergence of
mobile communication and consumer
electronics
2011 Rank: 22
India HQ: Mumbai
Founded in India (year): 1996
Employee Strength: 1,683
Gender Ratio (F to M): 1:5.76 Click for full story
13. Creating www.peoplematters.in
excitement at work
A performance-driven culture, with a well-defined awards program, wherein achievers and
achievements
are constantly spotlighted, differentiates NIIT from others.
The organization has ensured ample opportunity to perform, to do different things and do things
differently on a regular basis.
#10
NIIT Ltd.
Learning solutions for individuals, corporate, government,
schools & colleges
2011 Rank: 23
India HQ: Gurgaon
Founded in India (Year): 1981
Employee Strength: 3,308
Gender Ratio (F to M): 1:1.67
Vijay Thadani, CEO, NIIT
Click for full story
14. www.peoplematters.in
Committed to empower
This is a great workplace especially for women employees because it allows them to balance their
professional and personal life, as well as provides a safe environment to work.
There is also an emphasis on providing people an exposure to new jobs and skill-sets through various
internal job postings to allow a learning experience.
#11
Agilent Technologies
India Pvt. Ltd.
Electronic measurement & bio-analytical
measurement
2011 Rank: 8
India HQ: Gurgaon
Founded in India (year): 1999
Employee Strength: 1,508
Gender Ratio (F to M): 1:2.57
Click for full story
15. Service above self www.peoplematters.in
The service culture based on the philosophy of contribution to other people’s lives, has translated into
the DNA of the organization.
As the workplace is a diverse one, the company focuses on creating a culture where employees want
to be self motivated.
#12
Taj Hotels, Resorts & Palaces
Hospitality
2011 Rank: NA
India HQ: Mumbai
Founded in India (year): 1903
Employee Strength: 13,892
Gender Ratio (F to M): 1: 6.47
H.N. Shrinivas, Senior Vice President, HR, Taj Hotels,
Resorts & Palaces
Click for full story
16. Indomitable people force www.peoplematters.in
The focus is on creating an enabling environment that provides for the all-round development of the
individual. The workplace environment is such that it instills a sense of pride and camaraderie.
The line and HR managers engage with the team through regular interactive sessions like team brief
and town halls.
#13
Blue Dart Express Ltd.
Courier services
2011 Rank: 43
India HQ: Mumbai
Founded in India (Year): 1983
Employee strength: 7,726
Gender Ratio (Fto M): 1:16.8
Anil Khanna, MD, Blue Dart Express
Click for full story
17. Trust & empowerment www.peoplematters.in
HR has a key role in institutionalizing systems, processes and offering tools that facilitate value creation
both for the organization as well as for the employees.
GPL believes that ‘an informed employee is an engaged employee’. Its structured communication
platform ensures flow of information across the organization and encourages employees to offer
suggestions and candid feedbackwhich adds to organizational effectiveness.
#14
Godrej Properties Ltd.
Construction, infrastructure and
real estate
2011 Rank: NA
India HQ: Mumbai
Founded in India (year): 1990
Employee Strength: 400+
Gender Ratio (F to M): 1:3.94
Pirojsha Godrej, Managing Director & CEO, Godrej
Properties
Click for full story
18. www.peoplematters.in
Conducive work culture
HRM plays the role of a culture-shaping catalyst where the informal celebrations increase the
connection between company and members, which ultimately enhances organizational productivity.
From learning sessions by seniors, to safety workshops for blue collared employees, to value-add
courses for the spouse - Claris focuses on people at all levels.
#15
Claris Lifesciences Ltd.
Sterile injectables, products delivered
in glass ampoules & vials, glass & plastic
bottles, PVC & non PVC bags
2011 Rank: 9
India HQ: Ahmedabad
Founded in India (Year): 1999
Employee Strength: 1,226
Gender Ratio (F to M): 1:15.35
Arjun Handa, Managing Director & CEO,
Claris Lifesciences
Click for full story
19. www.peoplematters.in
People work for people
HT Media’s HR processes are defined by the specific requirements of each of the people groups and
functions that enhance productivity and retain talent.
The robust induction and on-boarding, rewards and recognition processes, talent pool management
and career progression plans, play a critical role in managing expectations of the diverse skill base.
#16
HT Media Ltd.
Newspaper (print and online),
radio, education
2011 Rank: NA
India HQ: Delhi
Founded in India (Year): 1924
Employee Strength: 2,503
Gender Ratio (F to M): 1:3.43
Click for full story
20. www.peoplematters.in
‘Boundaryless’ experience
‘MadLabs’ is a designated physical space within the office to house latest gadgets and gizmos for
employees to use and experience.
To encourage the spirit of innovation, ‘Hackathon’ and ‘Labrats’ are competitions that PayPal hosts to
filter cutting edge and ‘sponsorable’ ideas.
#17
PayPal India Pvt. Ltd.
eCommerce
2011 Rank: 17
India HQ: Chennai
Founded in India (year): 2006
Employee Strength: 843
Gender Ratio (F to M): 1:3.76
Click for full story
21. www.peoplematters.in
Farmers’ progress. India’s pride
The team’s passion for farmers and agriculture enabled by a
collaborative, entrepreneurial, grassroots culture, and matrix
structure, creates a Great Place to Work® at Monsanto.
The ‘Ambassadors Team’ across Monsanto India is the
employees-in-action group, responsible for creating a fun
and safe workspace environment.
#18
Monsanto India Ltd.
Cutting-edge seeds & technologies to
enable cotton, corn, & vegetables farmers
to produce more using less, and improve
farmers’ lives
2011 Rank: NA
India HQ: Mumbai
Founded in India (Year): 1949
Employee Strength: 813
Gender Ratio (F to M): 1:5.36 Click for full story
22. www.peoplematters.in
Smart engagement
Prospective employees who complete summer internships with the company are given the opportunity to
interact with senior leadership through the special intern orientation called ‘Meet and Greet Session’.
Being a global company, NetApp attempts to create the same experience for all employees across the
globe irrespective of the geographies in which its offices are located.
#19
NetApp India Pvt. Ltd.
Storage devices
2011 Rank: 10
India HQ: Bangalore
Founded in India (Year): 1992
Employee Strength: 1,909
Gender Ratio (F to M): 1:4.36
Anil Valluri, President - India and SAARC
operations, NetApp
Click for full story
23. www.peoplematters.in
Culturally happy!
With a diverse and dynamic workforce, each ‘Cactizen’ works hard to ensure that everyone comes
together as one family, which in turn creates a culture unique to the organization.
The company believes in keeping their people engaged at work constantly. For this, they have in place
different programs that cater to the needs of different sets of individuals—from foodies to sports-fans.
#20
Cactus Communications Pvt. Ltd
Scientiffic & academic editing, medical
communication, English transcription &
translation, training & education
2011 Rank: 13
India HQ: Mumbai
Founded in India (year): 2002
Employee Strength: 231
Gender Ratio (F to M): 1:0.82
Anurag Goel, CEO,
Cactus Communications Click for full story
24. www.peoplematters.in
Financial Inclusion
Ujjivan believes in team work, it focuses on upholding the dignity of fellow employees, and respects
each other’s view and work, thus fostering a relationship based on mutual cooperation.
Transparency, a friendly work atmosphere and above all, the opportunity to work towards uplifting the
lives of the have-nots is what attracts people to Ujjivan.
#21
Ujjivan Financial Services Pvt. Ltd.
Family loans, business loans, combo
loans, individual business loans,
education loan, housing loans, livestock
loans, emergency loans
2011 Rank: 14
India HQ: Bangalore
Founded in India (Year): 2005
Employee Strength: 3,652
Gender Ratio (F to M): 1:3.46
Click for full story
25. www.peoplematters.in
Diversity@workplace
DAWN (Development Action for Women Now) ensures presence of women focused initiatives like
safety sessions, well-being sessions, inviting families to office and special care for expectant/just
delivered mothers are taken – all of which contribute to providing a conducive workplace for women
during the
different stages of life.
#22
InterGlobe Enterprises Ltd.
Air transport management, low cost
aviation - domestic & international, travel
technology, global distribution system,
software services, travel distribution
services, hotel development &
management services
2011 Rank: 27
India HQ: Gurgaon
Founded in India (year): 1989
Employee Strength: 6,150
Gender Ratio: 1:2
Click for full story
26. www.peoplematters.in
Respect for all
‘Sparsh’ is an employee communication program at HDFC Life which is a town hall activity conducted
annually companywide in the month of November and December.
The culture at HDFC Life provides every individual equal respect and recognition irrespective of their
designation.
#23
HDFC Standard Life Insurance
Company Ltd.
Protection plans, childrens plan,
retirement plans, savings and investment
plans, health plans
2011 Rank: 40
India HQ: Mumbai
Founded in India (year): 2000
Employee Strength: 13,834
Gender Ratio: 1:4.88
Click for full story
27. By the people, for the www.peoplematters.in
people
A recently launched program called ‘In the Spotlight’ provides opportunity for managers to become the
HR head for a day.
SAP Labs’ management ‘un’conference allows a bottom up approach to management. Employees
are also the chief designers of every major policy and subsequently, they present it to the management
forum for a decision.
#24
SAP Labs India
Business solutions
2011 Rank: NA
India HQ: Bangalore
Founded in India (year): 1998
Employee Strength: 4,132
Gender Ratio (F to M): 1:2.13
Click for full story
28. Managing through ‘tough www.peoplematters.in
love’
‘Bedhadak Bolo’ is an initiative which salutes the spirit of expression and innovation.
A unique ‘profit sharing’ program built around the principle of EVA forms a unifying glue which
stimulates performance through razor like focus on goals.
‘Just Like That’ is an informal platform for employees to celebrate occasions, while ‘Monday Mania’ is a
campaign against Monday morning blues - an initiative aimed towards making the organization a fun
place to work.
#25
Godrej Consumer Products Ltd.
Soaps, household insecticides, fabric care, haircare
2011 Rank: 46
India HQ: Mumbai
Founded in India (Year): 2001
Employee Strength: 1,915
Gender Ratio (F to M): 1:16.9
Rahul Gama, VP-HR, GCPL
Click for full story
29. For Further Information
Kindly Contact
+91 (124) 4148102
info@peoplematters.in
www.peoplematters.in
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September 2012
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