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Great Place to work (GPTW) Institute, India (www.greatplacetowork.in) and Economic Times conducted the Best Workplaces 2008 study in India, the fifth study in India. This Best Workplace study is the oldest and most widely used. The Institute has researched and promoted the concept of Great Places to work for over 25 Years and is now present in 40 countries including the US and UK.

The study uses a unique employee-centric methodology and measures the levels of Trust, Pride and Camaraderie prevalent in the organization. Workplaces are ranked on a point scale based on both quantitative and qualitative data, with 2/3 of the score stemming from an employee survey and the balance 1/3 of the score from a management survey and the supplementary material that organizations provide. The employee survey comprises of 59 rating statements and two open-ended questions. The management survey comprises of two parts. Part I request detailed information about company structure, ownership, demographics of the employee population and benefits offered and Part II comprises of open-ended questions on issues like internal communications, distinctive workplace practices, employee recognition programs and workplace governance.

The 2008 study spanned over six months. It converted more than 200 participating firms, surveyed 36,000 employees of which more than half employees of which more than half gave additional written comments.

To avoid potential conflict of interest GPTW institute, India, as a policy, does not do any consulting work with any of the companies who feature in our Best Workplaces List till such time they continue to feature in the List.

The attached file is a comprehensive information collected from the Edition published in The Economic Times on 19.May.2008.

I have collected all the points which are the best practices followed in the TOP Companies in India to work with.

Definitely these points will be of a vaulable guide to each and every HR Professional.

Let us implement the same in our organisation & make our organisation the best place to work...

Kindly share your vaulable feedback & thoughts.
23rd May 2008 From India, Coimbatore

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Hi...
This is really good if HR member do....certain things as per requirement of their organization....this will create good image of employer also.
I would like to implement certain things for my org.
regards,
Jignesh
23rd May 2008 From India, New Delhi
I went through your article. It is really excellent. If companies give 4-5 benefits out of 108 to the employees, companies can improve employer – employee relation. I also like [FONT='Trebuchet MS','sans-serif']Employee referred as “Members”, Department referred as “Groups”. [/FONT][FONT='Trebuchet MS','sans-serif']Thanks a lot for this wonderful article. As an HR professional, I must say one should go for this..[/FONT]
[FONT='Trebuchet MS','sans-serif']Thanks,[/FONT]
23rd May 2008 From India, Bangalore
Hi....
A very useful post. Thanks for sharing it. I would also like to implement a few practices in my organization in the starting phase.
"Member not Employee" I would like to implement this first among all others.
Best regards
Shree
23rd May 2008 From India, Hyderabad
Dear Peer, That’s really informative . You have done lot of research on the same. Keep it up. Regards K.S.Chakradhar Reddy RMSI Hyderabad.
28th May 2008 From India, Hyderabad
Fantastic. believe it or not, I was planning to send this article to my management, so that we can work on the employer-employee relationship. I got the Economic Times article with me and was trying to concise the whole thing. Your article has helped me a lot. Thanks.
29th May 2008
Thank you Peer Saab !
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.
- Hiten
30th May 2008 From India, New Delhi
Dear Mr Sardhar,
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.
Regards,
Col Jude
30th May 2008 From India, Bangalore
Its really useful. Points given can be implemented in any organisation depending on the environment out there. Thanks for the information. Regards, Khushboo
30th May 2008 From India, Mumbai
thanks- am in an organization which is framing it HR Policy- this post is a great resource. can someone also send the ET article of 19th may thanks sunil k
30th May 2008 From China
Hai Peer Mohammed,
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.
regards
Aravind
31st May 2008 From India, Madras
Dear all,
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
Well found a HR person who thinks practically, else all other HR s became too happy of themselves on reading this post. While the truth is other.
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
This is fantastic to be RIDICULOUS,,,,
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
Hi
I have been observing / reading your postings.....
You have great ideas.....
Activities mentioned are worthful to implement .... to keep the organization at greater heights.. then only people will love to work and contribute.
Suresh
3rd June 2008 From India, Hyderabad
Dear Peer,

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


Cheerz,
Pradeep
4th June 2008 From India, Hyderabad
Good work dear, That’s really informative . You have done lot of research on the same. Keep it up.
5th June 2008 From India, Pune
Hi,
Thanks for the information,it's an excellent research done by you ,I would be implementing few practices in my organisation.Employee should not be treated as worker but as a part of the organisation.
12th June 2008
Hi I am working with one of the Tata Group companies, we celebrated month of May and November as Employee engagement months.Some activities as part of EE Program are carried on for the whole year. One activity which was carried out only in these 2 months was a Quiz program.For HR group ID daily in the morning as question (puzzles, riddles, general awareness) is shot up to all the officers. Some humorous text is written along with the question. Then we had prizes for all locations.
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
Peer, I am new to this forum and found your article to be very useful. This would help me in my summer project for planning rewards & recognition for my company. Thanks again. Sangeetha
13th May 2009 From India, Delhi
Dear All,
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
hi i have to take seminar on corporate planning practices in india..so tell me something about that.............its bit urgent.............
19th August 2009 From India, Madras
It is really very good effort from your side for compiling and posting. Please continue this for the benefit of HR fraternity regards B ravichandiran
7th September 2009 From India, Madras
Hi!
I too,would like to have some data on benchmarking HR Practices in indian companies, especially the media related companies...plz guide me with some good links or mail me at
8th March 2010 From India, Mumbai
Hi
Wonderful work done on the subject.
We should start working on the topics mentioned, whichever is ideal and easy to implement. However, we should not forget that we could not succeed unless the Management back us in such initiatives. Correct?
vsure
8th March 2010 From India, Hyderabad
Very nice share....even if 5 suggestions out of 108 is implemented, it can actually change the face of the work place, work culture would improve by leaps and bounds and this can bring in good name to the Company.
Thanks & Regards
Ms. Ramneet
8th March 2010 From India, Delhi
Dear Peer Sahab, This is an execellent one, one should implement many of these. Regards Sangeeta
8th March 2010 From China
Dear Peer Excellent information shared . Keep it up , such information has made this portal one step ahead . Rgds Atul
30th June 2010
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