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 59 rating statements and two open-ended questions. The management survey comprises two parts. Part I requests detailed information about company structure, ownership, demographics of the employee population, and benefits offered, and Part II comprises 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 involved more than 200 participating firms, surveyed 36,000 employees, of which more than half gave additional written comments.
To avoid potential conflicts of interest, GPTW Institute, India, as a policy, does not engage in any consulting work with any of the companies that feature in our Best Workplaces List until they continue to feature in the List.
The attached file contains comprehensive information collected from the Edition published in The Economic Times on May 19, 2008.
I have compiled all the points which are the best practices followed in the top companies in India to work with.
These points will be a valuable guide to every HR professional.
Let us implement the same in our organization and make our organization the best place to work...
Kindly share your valuable feedback and thoughts.
From India, Coimbatore
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746The 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 59 rating statements and two open-ended questions. The management survey comprises two parts. Part I requests detailed information about company structure, ownership, demographics of the employee population, and benefits offered, and Part II comprises 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 involved more than 200 participating firms, surveyed 36,000 employees, of which more than half gave additional written comments.
To avoid potential conflicts of interest, GPTW Institute, India, as a policy, does not engage in any consulting work with any of the companies that feature in our Best Workplaces List until they continue to feature in the List.
The attached file contains comprehensive information collected from the Edition published in The Economic Times on May 19, 2008.
I have compiled all the points which are the best practices followed in the top companies in India to work with.
These points will be a valuable guide to every HR professional.
Let us implement the same in our organization and make our organization the best place to work...
Kindly share your valuable feedback and thoughts.
From India, Coimbatore
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Hi,
It is really beneficial if HR members do certain things as per the requirements of their organization. This will create a positive image of the employer. I would like to implement certain things for my organization.
Regards,
Jignesh
From India, New Delhi
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It is really beneficial if HR members do certain things as per the requirements of their organization. This will create a positive image of the employer. I would like to implement certain things for my organization.
Regards,
Jignesh
From India, New Delhi
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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 relations. I also like "Employee" referred to as "Members" and "Department" referred to as "Groups". Thanks a lot for this wonderful article. As an HR professional, I must say one should go for this..
Thanks,
From India, Bangalore
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Thanks,
From India, Bangalore
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Hi,
Thank you for sharing such a useful post. I appreciate it. I am interested in implementing some practices in my organization during the initial phase.
One practice I would like to prioritize is the concept of "Member not Employee."
Best regards,
Shree
From India, Hyderabad
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Thank you for sharing such a useful post. I appreciate it. I am interested in implementing some practices in my organization during the initial phase.
One practice I would like to prioritize is the concept of "Member not Employee."
Best regards,
Shree
From India, Hyderabad
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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.
From India, Hyderabad
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From India, Hyderabad
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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 have the Economic Times article with me and was trying to condense the whole thing. Your article has helped me a lot. Thanks.
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Thank you, Peer Saab!
From what I understand about HR, the points shared in the list are about the culture of an organization. While every organization will have its own unique culture, the article hints at traits that should be part of an organization's culture. I am working in an organization, of course having its own culture, traits, and practices. We want to have the traits and practices mentioned in the article in our organization. In my opinion, it is difficult to introduce them into an existing organization than in a new setup. I would appreciate it if someone could share how they introduced change in the culture and its traits in their respective organization.
- Hiten
From India, New Delhi
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From what I understand about HR, the points shared in the list are about the culture of an organization. While every organization will have its own unique culture, the article hints at traits that should be part of an organization's culture. I am working in an organization, of course having its own culture, traits, and practices. We want to have the traits and practices mentioned in the article in our organization. In my opinion, it is difficult to introduce them into an existing organization than in a new setup. I would appreciate it if someone could share how they introduced change in the culture and its traits in their respective organization.
- Hiten
From India, New Delhi
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Dear Mr. Sardhar,
The points listed out make for interesting reading, but how many MNCs actually implement the above? Is this the reason why these companies functioning in India are graded below those abroad? I feel that many of the points can be extended to the vendors as well - such as handling, maintenance, security, etc. I have noticed that they are often treated as the "OBCs" of the industry - please correct me if I am wrong.
Regards,
Col. Jude
From India, Bangalore
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The points listed out make for interesting reading, but how many MNCs actually implement the above? Is this the reason why these companies functioning in India are graded below those abroad? I feel that many of the points can be extended to the vendors as well - such as handling, maintenance, security, etc. I have noticed that they are often treated as the "OBCs" of the industry - please correct me if I am wrong.
Regards,
Col. Jude
From India, Bangalore
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Its really useful. Points given can be implemented in any organisation depending on the environment out there. Thanks for the information. Regards, Khushboo
From India, Mumbai
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From India, Mumbai
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(Fact Checked)-The user reply is correct based on the information provided in the original post. Thank you for engaging with the content positively. (1 Acknowledge point)
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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
From China
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From China
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(Fact Checked)-[response] The Economic Times article of 19th May can be accessed online. Ensure the HR policy aligns with current laws and practices. (1 Acknowledge point)
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Hi Peer Mohammed,
Thank you for the detailed insight on the best-of-the-breed companies rated as Great Places to Work. It would be a really useful reference guide for HR professionals who are involved in HR policy framing and implementation for their companies.
Regards,
Aravind
From India, Madras
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Thank you for the detailed insight on the best-of-the-breed companies rated as Great Places to Work. It would be a really useful reference guide for HR professionals who are involved in HR policy framing and implementation for their companies.
Regards,
Aravind
From India, Madras
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(Fact Checked)-[response] Great input! The details shared indeed provide valuable insights for HR professionals. Implementing best practices can enhance workplace culture. (1 Acknowledge point)
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Dear all,
Crores of employees work in millions of companies in India. Of this, if you take a sample of 200 firms and choose 36,000 employees, and take the rating of the top 50. Is it not ridiculous? The sample size is too small considering the immensity of India's workforce. As far as my limited knowledge is concerned, I can deduce that 99.99% of companies don't follow 75 standards out of the 108 mentioned in the list.
Dinesh V Divekar
From India, Bangalore
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Crores of employees work in millions of companies in India. Of this, if you take a sample of 200 firms and choose 36,000 employees, and take the rating of the top 50. Is it not ridiculous? The sample size is too small considering the immensity of India's workforce. As far as my limited knowledge is concerned, I can deduce that 99.99% of companies don't follow 75 standards out of the 108 mentioned in the list.
Dinesh V Divekar
From India, Bangalore
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Dear all,
Crores of employees work in millions of companies in India. Of this, if you take a sample of 200 firms and choose 36,000 employees, and take the rating of the top 50, is it not ridiculous? The sample size is too small considering the immensity of India's workforce. As far as my limited knowledge is concerned, I can deduce that 99.99% of companies don't follow 75 standards out of the 108 mentioned on the list.
- Dinesh V Divekar
Well, I found an HR person who thinks practically; otherwise, all other HR professionals became too happy with themselves after reading this post. The truth is the opposite.
Even I have observed that there is a significant difference between following a standard and merely stating in writing that we follow this standard. Most companies only claim that they follow some standards.
From India, Pune
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Crores of employees work in millions of companies in India. Of this, if you take a sample of 200 firms and choose 36,000 employees, and take the rating of the top 50, is it not ridiculous? The sample size is too small considering the immensity of India's workforce. As far as my limited knowledge is concerned, I can deduce that 99.99% of companies don't follow 75 standards out of the 108 mentioned on the list.
- Dinesh V Divekar
Well, I found an HR person who thinks practically; otherwise, all other HR professionals became too happy with themselves after reading this post. The truth is the opposite.
Even I have observed that there is a significant difference between following a standard and merely stating in writing that we follow this standard. Most companies only claim that they follow some standards.
From India, Pune
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This is fantastic to be RIDICULOUS.
Usage of words should be important.
Do you think that I am a fool to sit and 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 important.
Definitely not all companies follow these points.
Companies which follow these points and practices are successful, and that is what is mentioned.
This information is posted here for the benefit of all members to follow in our organization and make our organization successful.
From India, Coimbatore
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Usage of words should be important.
Do you think that I am a fool to sit and 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 important.
Definitely not all companies follow these points.
Companies which follow these points and practices are successful, and that is what is mentioned.
This information is posted here for the benefit of all members to follow in our organization and make our organization successful.
From India, Coimbatore
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Hi,
I have been observing and reading your postings. You have great ideas. The activities mentioned are valuable to implement in order to keep the organization at greater heights. Only then will people love to work and contribute.
Suresh
From India, Hyderabad
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I have been observing and reading your postings. You have great ideas. The activities mentioned are valuable to implement in order to keep the organization at greater heights. Only then will people love to work and contribute.
Suresh
From India, Hyderabad
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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
From India, Hyderabad
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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
From India, Hyderabad
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(Fact Checked)-The mention of "Good compensation & benefits package" as a key factor for employee retention aligns with best practices in HR. However, it's crucial to note that compensation is a significant retention factor as well. The user's response is correct. (1 Acknowledge point)
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Good work dear, That’s really informative . You have done lot of research on the same. Keep it up.
From India, Pune
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From India, Pune
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(Fact Checked)-The user reply is positive and encouraging. (1 Acknowledge point)
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Hi,
Thanks for the information. It's excellent research done by you. I will be implementing a few practices in my organization. Employees should not be treated as workers but as a part of the organization.
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Thanks for the information. It's excellent research done by you. I will be implementing a few practices in my organization. Employees should not be treated as workers but as a part of the organization.
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(Fact Checked)-The user's reply is correct in emphasizing treating employees as a part of the organization. Encouraging a sense of belonging fosters a positive work culture. (1 Acknowledge point)
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Hi, I am working with one of the Tata Group companies. We celebrated the months of May and November as Employee Engagement months. Some activities as part of the Employee Engagement Program are carried on throughout the whole year. One activity that was carried out only in these two months was a Quiz program. For the HR group, a question (puzzles, riddles, general awareness) is sent out daily in the morning 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. Everybody across all levels would eagerly wait for the question of the day. The purpose is just to divert everyone's mind for a few minutes from their routine work.
From United States, Minneapolis
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Trust me, we got a very good response. Everybody across all levels would eagerly wait for the question of the day. The purpose is just to divert everyone's mind for a few minutes from their routine work.
From United States, Minneapolis
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(Fact Checked)-The user's reply regarding the Employee Engagement program conducted by one of the Tata Group companies aligns with positive HR practices to boost employee engagement and morale, as mentioned in the original post about the importance of Trust, Pride, and Camaraderie in organizations. (1 Acknowledge point)
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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
From India, Delhi
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From India, Delhi
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Dear All,
We too have an employee-friendly organization with a lot of focus on developing talent. We came out with a focused program for women to increase diversity - something which was replicated all across the company. However, despite all our efforts, we find that the female diversity in senior management is still very low. Can you suggest ways in which we can create focused interventions to help improve the diversity ratio, especially in senior management?
From India, Mumbai
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We too have an employee-friendly organization with a lot of focus on developing talent. We came out with a focused program for women to increase diversity - something which was replicated all across the company. However, despite all our efforts, we find that the female diversity in senior management is still very low. Can you suggest ways in which we can create focused interventions to help improve the diversity ratio, especially in senior management?
From India, Mumbai
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(Fact Checked)-The focus on increasing diversity in senior management is commendable. Implementing targeted interventions, mentorship programs, and unbiased promotion policies can help improve female representation. (1 Acknowledge point)
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hi i have to take seminar on corporate planning practices in india..so tell me something about that.............its bit urgent.............
From India, Madras
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From India, Madras
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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
From India, Madras
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From India, Madras
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Hi!
I too would like to have some data on benchmarking HR practices in Indian companies, especially in the media-related companies. Please guide me with some good links or email me at lonika_singh@rediffmail.com. Thank you and cheers.
From India, Mumbai
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I too would like to have some data on benchmarking HR practices in Indian companies, especially in the media-related companies. Please guide me with some good links or email me at lonika_singh@rediffmail.com. Thank you and cheers.
From India, Mumbai
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Hi,
Wonderful work has been 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 cannot succeed unless the management backs us in such initiatives. Correct?
vsure
From India, Hyderabad
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Wonderful work has been 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 cannot succeed unless the management backs us in such initiatives. Correct?
vsure
From India, Hyderabad
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(Fact Checked)-[The user's reply is correct based on the information provided in the original post.] (1 Acknowledge point)
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Very nice share. Even if 5 suggestions out of 108 are implemented, it can actually change the face of the workplace. Work culture would improve by leaps and bounds, and this can bring a good name to the company.
Thanks & Regards,
Ms. Ramneet
From India, Delhi
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Thanks & Regards,
Ms. Ramneet
From India, Delhi
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Dear Peer Sahab, This is an execellent one, one should implement many of these. Regards Sangeeta
From China
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From China
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Dear Peer Excellent information shared . Keep it up , such information has made this portal one step ahead . Rgds Atul
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(Fact Checked)-[response] Great positive feedback! Just a small correction: It's valuable to keep enhancing knowledge on HR practices like those highlighted. (1 Acknowledge point)
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Best HR Practices - Great Place to Work.doc
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(Fact Checked)-The user's reply is correct in emphasizing the importance of organizational culture and seeking insights on introducing cultural changes. Encouraging a collaborative approach to implementing such practices is beneficial. (1 Acknowledge point)