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23rd May 2008 From India, Bangalore
From whatever I know about HR, I understand the points shared in the list are about culture of an organisation. While every organisation will have its own unique culture, the article hints at traits that should be part of an organisation's culture.
I am working in an organisation, ofcourse having its own culture, traits and practices. We want to have the traits and practices mentioned in the article in our organisation. In my opinion, it is difficult to introduce them in an existing organisation than in a new setup.
Will appreciate if someone can share how they introduced change in the culture and its traits in their respective organisation.
30th May 2008 From India, New Delhi
The points listed out makes interesting reading but how many MNCs do implement the above? Is this the reason why these Cos functioning in Idia are graded below the ones abroad?
I feel that many of the points can be extended to the vendors too- that is the HK, maintainance, Security etc. I have noticed that they are treated as the OBCs of the industry-correct if I am wrong.
30th May 2008 From India, Bangalore
Thanks for the detailed insight on the best of the breed companies rated as Great Places to Work.
It would be really a useful reference guide for HR people who are into HR policy framing & implemention for their companies.
31st May 2008 From India, Madras
Crores of employees work in millions of companies in India. Of this, if you take sample of 200 firms and choose 36,000 employees, and take the rating of top 50. Is it not ridiculous?
Sample size is too small considering the immensity of the India's workforce. As for as my limited knowledge is concerned, I can deduce that 99.99% companies don't follow 75 standards of 108 mentioned in the list.
Dinesh V Divekar
31st May 2008 From India, Bangalore
Even I have observed, there is a lot of difference between following a standard, and stating in writing that we follow this standard. All companies state only some follow.
1st June 2008 From India, Pune
Usage of word should be important...
Do u think that I am a fool to sit & compile all these points and post it,,,
Giving comments on work done is easy & but at the same time, look into the efforts taken by the individual,,
What Sample size is not Important,,
What is the information shared and what output is what is important,,,
Definitely not all companies follows these points,,,
Companies which follow these points & practices are successful and that is what is mentioned,,,,
This information is posted here to teh benefit of all members to follow in our organisation and make our organisation successful...
1st June 2008 From India, Coimbatore
Thx for the efforts that you have put in to capture the list of best practices from ET. This is really helpful for all the organizations who are struggling to figureout what can be done more for better work culture and employee moral apart from giving more money.. :)..
Per me, for retention any Top management will approve something which is not linked with compensation and I find there are few which can be implemented immediately by any organization. I didn't see this in ET, but I'm lucky to see in this forum.. Thx.. Peer.
Following are few, which we found to retain good employees:
- Supervisor’s Leadership Skills
- Good compensation & benefits package
- Proper Performance Management System
- Clarity on reporting structure (Org Chart)
- Roles and Responsibility clarity
- Learning new skills and growth opportunity (Job rotation)
- Recognition for a job well done (Good Performers to be awarded)
- CEO vision on short and long term goals and objectives of Organization
- Organization’s Business & Financial update
- Proper planning & process – Lots of uncertainty in daily task allocation
- Good Human Resource Policies
- Professional Workplace
- Employee Engagement Activities
- Employee support in tough time or personal crisis
- Provide an environment of trust
4th June 2008 From India, Hyderabad
Trust me we got a very good response, evrybody across all levels would wait for question for the day. The purpose is just to divert everyones mind for few minutes from their routine work.
28th November 2008 From United States, Minneapolis
We too have a Employee friendly organisation with a lot of focus on developing Talent. we came out with a foucussed Programme for Women to increase diversity - something which was replicated all across the Company.
However, inspite of all our efforts we find that the Female diversity in the senior management is still very low. Can you suggest ways in which we can create focussed interventions to help improve the diversity ratio especially in the senior management.
19th June 2009 From India, Mumbai