best companies results 2013
TRANSCRIPT
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Best Companies
to Work For,
India 2012-13
By Business Today and
PeopleStrong in
association with
Naukri.com
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Contents
1. Methodology ........................................................................................................... 2
1.1. Survey approach and respondents’ profile ...................................................... 2
1.2. Sample Size and Representation ..................................................................... 4 1.3. Ranking ........................................................................................................... 5
2. The Sampled Respondents Profile .......................................................................... 7
2.1. Organizational Spread ..................................................................................... 7
2.2. Geographic Spread .......................................................................................... 7
2.3. Age, Experience and Education ...................................................................... 9
2.4. Type of Households and Income Levels ....................................................... 10
2.5. Industry Sectors ............................................................................................. 11
2.6. Kind of Companies represented .................................................................... 12
3. Ranking of Companies ......................................................................................... 13
3.1. The Overall Ranking (across all sectors) ...................................................... 13
3.2. Ranking on each of the 6 parameters (across all sectors) ............................. 15
3.3. Variation of Rankings by ‘regions’ ............................................................... 16 3.4. Variation of Rankings by different ‘age groups’ .......................................... 18
3.5. Variation of Rankings by ‘type of companies’ ............................................. 20
3.6. Variation of Rankings by different ‘industry segments’ ............................... 21
Ranking by BPO Sector Respondents.................................................... 21
Ranking by BFSI Sector Respondents ................................................... 22
Ranking by Core Sector Respondents.................................................... 22
Ranking by Engineering and Automotive Sector Respondents ............. 23
Ranking by Hospitality Sector Respondents .......................................... 24
Ranking by Manufacturing Sector Respondents .................................... 24
Ranking by Pharma and Healthcare Sector Respondents ...................... 25
Ranking by Software and IT Sector Respondents ................................. 26 Ranking by Telecom and Allied Sector Respondents ............................ 26
Ranking by Others and Diversified Sector Respondents ....................... 27
4. Ranking of Companies within Sector ................................................................... 28
4.1. Sector – Business Process Outsourcing (BPO/ KPO/ ITES) ........................ 28
4.2. Sector – BFSI (Banking, Financial Services, Insurance) .............................. 29
4.3. Sector – Core Sector (Oil & Gas/ Power/ Steel/ Minerals) ........................... 29
4.4. Sector – Engineering and Automotive .......................................................... 30
4.5. Sector – Hospitality (Includes Aviation, Tours & Travels, Hotels) .............. 31
4.6. Sector – Other Manufacturing (FMCG, Durables, Other non-Engineering) 32
4.7. Sector – Pharma and Healthcare ................................................................... 32
4.8. Sector – Software and IT ............................................................................... 33 4.9. Sector – Telecom and Allied ......................................................................... 34
4.10. Sector – Others and Diversified ................................................................. 35
5. Non Ranking Parameters ...................................................................................... 36
5.1. What makes a company a fantastic place to work in? ................................... 36
5.2. Rating of own company on the five factors identified .................................. 40
5.3. What makes a company attractive? ............................................................... 41
5.4. What upsets employees strongly enough to start contemplating change? .... 42
5.5. Satisfaction in current job role ...................................................................... 43
5.6. Adherence to Ethical Values ......................................................................... 43
5.7. Relationship with the immediate boss/ supervisor ........................................ 43
5.8. Satisfaction level with certain key issues at work ......................................... 45
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1. Methodology "The Best Companies to work for" is an annual survey conducted by Business Today and PeopleStrong
HR Services that aims to understand the Perceptions and Aspiration of India's Talent across industries.
It gives a great insight into how Industry at large and in specific verticals can align their Employer
Brands to how the workforce of India is aspiring and thinking. "Best Companies to Work for in India",
as a feature, has been institutionalized over the past decade by Business Today.
The survey aims to provide a feedback to the companies on what the employee marketplace thinks
about various companies, what factors are considered important, what factors attract people, what
factors demoralize people, and other inputs in an unbiased representative manner. The cornerstones
of this research are the respondents who work in different types of organizations.
For the last 11 years, we have sought responses and inputs from the workforce community directly
through a large database of employees across diverse spectrum of vintage, age, industry, location and
job grades. This survey primarily aimed to capture the Aspiration and Perception across key variables
of Organizational interface with an employee.
With this year, we induct a platform for a reality check through HR Metrics with the Employers as
well. To include the "The Employers' Perspective", key Metrics of HR across the employee influencing
variables have been included. These metrics complement the variables that an Employee experiences
and provides the inputs on the key influencers for the employee Perceptions and Aspirations.
Like last year, Business Today and PeopleStrong decided to continue with the methodology of inviting
employees of any and all kinds of companies to participate in an open online survey in association
with Naukri.com. This allows all kinds of salaried employees from different kinds of companies to
participate and express their views and make the survey participation wider and more representing.
The survey was conducted using an internet based self-filling questionnaire, where the questionnaire
was sent to about 4 million people registered on the Naukri.com platform. To cross-check the
authenticity of the respondents and to ensure that quality of responses were of acceptable standards,
validation checks were done by Naukri team and PeopleStrong technology team by calling back a
certain proportion of the respondents randomly.
The PeopleStrong Study Team then constructed a ranking of companies and an analysis of various
aspects that go into making a company a great place to work in.
This study does not report on specific aspects of any company (positive or negative). The ‘Best
Companies to Work For’ rankings are done across industries and within specific industry/ economic
sectors. The study further reports on the respondent employees’ satisfaction and aspirations, but at a
sector level and at the overall level only, not at a company level. Differences of views across different
geographies and demographic segments are also presented, highlighting the differences between
various segments.
1.1.
Survey approach and respondents’ profile
Internet was chosen as the medium of survey to get the highest bang for the buck – deeper reach at
comparable costs. We leveraged the rich database of Naukri.com to reach out to approximately 4
million people. Further, online research is known to get more honest opinions, though there is a
limitation that the questionnaire needs to be short and easy to understand (which in a way leads to
better responses and therefore better quality of data collection). Online surveys are known to often
achieve better randomness in collection of responses than land surveys.
To conduct this survey, PeopleStrong used Naukri.com’s online panels (of over 4 million Indian
respondents), which permitted us to target the survey to only the relevant audience. Mailers and
other forms of online communications were sent to the respondents through Naukri. About 20,000 of
these potential respondents (0.5%) came to the survey page. Of these, 6,320 respondents (32%)
actually filled out the questionnaire. After doing thorough scrutiny and cleaning of these respondent’s
questionnaires, we got a final reportable sample of 6,310.
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Data authenticity was ensured in two ways – a) the questionnaire design itself had built in
verifications which rejected responses with contradictory/ incomplete information and b) a
verification back check of about 10% of the accepted responses.
These 6,310 employee respondents, when profiled, were found to be highly representative of the
great Indian workplace as depicted in the diagram below:
Demographic Sub-categories Percentage (%)
City Type 5 Metro Cities 38
City Type 5 Mini Metros 18
City Type Other Cities 44
Region North 27
Region South 29
Region East 14
Region West 20
Region Central 9
GenderMale
92Gender Female 8
Age 24 years or less 16
Age 25-30 yrs 40
Age 31-35 yrs 18
Age 36-45 yrs 15
Age 46-55 yrs 8
Age 56-65 yrs 3
Annual Income Rs. 400,000 and below 61
Annual Income Rs. 400000 – 800000 22
Annual Income Rs. 800000 – 1200000 8
Annual Income Rs. 1200000 and above 9
Household type Single income 78
Household type Double Income 16
Household type More than 2 earning members 6
Educational Qualifications Below graduate 4
Educational Qualifications Diploma holder 12
Educational Qualifications Graduate 43
Educational Qualifications Post graduate 38
Educational Qualifications Others 3
Experience at work 1- 2 years 16Experience at work 3-4 years 21
Experience at work 5-7 years 23
Experience at work 8-15 years 21
Experience at work More than 15 years 19
Company Type Public Sector 10
Company Type MNCs 34
Company Type Indian private sector 40
Company Type Others 15
Industry Engineering and Automotive 11Industry BPO, KPO and ITeS 5
Industry Pharma and Healthcare 7
Industry Telecom 5
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Industry Manufacturing 6
Industry
Banking, financial services and
insurance 9
Industry Core sector- Oil, Gas and Power 6
Industry Hospitality 2
Industry Software and IT 13
Industry Others and Diversified 35
Overall, the respondent base this year is relatively younger and more Indian companies - possibly a
result of a relatively more spread out (non-metro) geographical base. It appears that due to our
accessing larger survey panels, which had a more geographically spread out respondent base, despite
a similar sample size compared to the last year (6176 respondents) we have been able to achieve a
better representation of the Indian urban corporate employee base this year.
1.2. Sample Size and Representation
An often misunderstood factor is the sample requirements for assessing the representative-ness of a
sample. The popular perception is that it must be a certain proportion of the population it seeks torepresent. The reality is somewhat different. The most important factor is the randomness of a
sample. A sample of 10,000 respondents from three companies is highly biased and not
representative at all. On the other hand, a sample of just 2,000 respondents from 400 different
companies is highly representative. Randomness is thus the first and the most important criteria.
Once randomness is achieved, the sample must still have two important caveats – The confidence
level and the confidence interval (expected error of the estimate).
The confidence interval (standard error) is the expected range of error. For example, if you use a
confidence interval of 5 and 53% percent of your sample picks an answer you can be "sure" that if you
had asked the question of the entire relevant population between 48% (53-5) and 58% (53+5) would
have picked that answer.
The confidence level tells you how sure you can be. It is expressed as a percentage and represents
how often the true percentage of the population who would pick an answer lies within the confidence
interval. The 95% confidence level means you can be 95% certain; the 99% confidence level means
you can be 99% certain. Most researchers use the 95% confidence level.
The graphs below depict, how, depending on the confidence level and the confidence interval
(standard error), the sample requirements can vary.
A few things that the above diagram illustrates:
1.
The sample requirement flattens as soon as you reach a certain population. In general, beyond apopulation of 100,000, as long as the sample is randomly selected, the sample requirement does
not increase further.
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2.
The higher the confidence level required, and the lower the standard error desired, the higher
will be the sample requirements.
Most surveys accept that beyond 95% confidence level and 5% standard error, the trade-off between
the high cost of survey and the precision enhancement are not worthwhile. For instance, the sample
required for 95% confidence level and 5% standard error for a population of 100,000 is around 660.
As one increases the precision to 99% confidence level and 2.5% standard error, the sample
requirement jumps to 2,647 a four-fold increase in the required sample size. Such precision or higheris usually recommended in research of rare diseases or similar such issues.
For this survey, any segment with a sample size of around 600 random selections has an outstanding
representation. Segments with sample size of 200 random selections are also good samples because
they give us a confidence level of 90% with a 5% standard error. Even a segment of 100 random
selections give us a confidence level of 90% with an 8% standard error.
We recommend that we do not report for any segment where the sample is less than 150 with 90%
confidence level with 6% confidence interval.
1.3. Ranking
We have asked the respondents to select and rank the 5 companies which in their opinion are thebest companies to work in. This exercise would define the employee’s aspirations.
Respondents rank companies on various parameters. Rank 1 has higher weight as compared to rank 2,
and so on. Also, the gap between rank 1 and rank 2 is considered to be more significant than the gap
between rank 2 and rank 3, and so on. This is because the top ranks stand out and beyond a few ranks
all other ranks are deemed to be “also ran”, in terms of perceptions.
This difference is implemented by using 90% rule, wherein rank 2 gets 90% of the weight as rank 1,
and rank 3 gets 90% of the weight given to rank 2, and so on. Therefore, if a respondent is selecting 5
companies (A, B, C, D and E) as ranks 1, 2, 3, 4 and 5 from the universe, the weighted score for each of
these companies, will be as follows (with the 90% rule):
A B C D E
100 90 81 73 66
Once rank scores were computed, the top ranked company was given an index score of 100 and the
scores obtained by the other companies were indexed to the score of the top ranked company.
We have collected data on 7 HR metrics from the top 10 companies of each sector. These companies
are identified from our analysis in phase 1.
The metrics are as follow:
i.
Early Attrition= employees leaving in initial 6 months/total employees
ii.
Training man-hours = total training man-hours/total available man-hours
iii. Training penetration = total employees attending training/ total employees
iv.
Cost per hirev.
Average TAT
vi.
Promotion percentage = total number of promotions/total eligible employees for
promotion
vii. Internal growth and development = total positions closed through internal job
posting/total positions
Some additional metrics are:
viii.
Total HR headcount
ix. Total employee headcount
x.
Absence rate (%age)
The analysis of each of the metric is done on the basis of its difference from the best of the lot. The
best performing companies on the parameters is given 1 and the worst is given 5. After collecting thedata points for a particular metric for the top ten companies of a particular sector, we identified the
best and the worst performer. We took the best one as our TARGET and used the formula of (max-
min)/5 to come up with the intervals. Thereafter, we divided the 10 data points into 5 buckets with a
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common difference of the derived value. The companies lying in the best bracket gets 1 and the worst
would get 5 and so on.
This exercise was repeated for all the metrics. At the end we got the grades for all the 10 companies
across all HR metrics. Given that all the metrics have equal weightage, we took out the average of
each of the each company on the metrics. All companies got a cumulative score. These score were
arranged in ascending order and given ranks from 1-10.
Overall results
We got a rank from 1-10 on the basis of employee survey analysis and another set of ranks from 1-10
from the metric analysis. Given that employee survey has 95% and metrics have 5% weightage , we
weighed both the ranks in this proportion to come up with the final ranks.
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2. The Sampled Respondents Profile
The survey was conducted during the period of 15th
March- 24th
April, 2013, and was open for about
40 days. The total number of respondents surveyed was 6,310 of which 8% were women.
The objective of the sampling was to get a representative randomized sample, which would be as
widely spread as possible. The objective was to have adequate representation of various geographies,
a large number of companies, at least 7-8 key industry sectors, various functions, age groups and
experience on the job.
For all the important segments under consideration the target was to have 90% confidence level and
6% standard error. Accordingly, we recommend not reporting the findings of any segment where the
sample representation is of less than 150 respondents.
2.1. Organizational Spread
The reported sample respondents in this year’s survey came from over 5070 different companies (compared to 4436 companies last year). This is truly well spread. There were only 2 companies with
more than 20 respondents and only 11 with more than 10.
2.2. Geographic Spread
The survey respondents were spread over 300 cities and towns of India. The five major metros
(Mumbai, Chennai, Bangalore, Kolkata and Delhi) accounted for 38%, the 5 mini metros (Hyderabad,
Pune, Coimbatore, Chandigarh and Ahmedabad) accounted for 18%, and the other cities accounted
for 44% of the respondents.
Region wise, North, South, and West accounted for 27%, 29% and 20% of the respondents. The East
accounted for 14% and Central accounted for 9% of the sample base.
The key urban clusters in terms of representation were:
Mumbai-Pune- Thane - 987
The NCR (Delhi, Faridabad, Gurgaon, Noida and Ghaziabad) - 1007
South Majors (Bangalore, Chennai, Hyderabad) – 1,264
East Majors (Kolkata, Bhubaneshwar) - 335
The leading cities in terms of respondents were - Mumbai, Delhi, Hyderabad, Bangalore, Chennai,
Gurgaon, Kolkata, Pune, Ahmadabad, Jaipur, Lucknow, Chandigarh, Indore, Bhubaneswar, Nagpur,
Coimbatore, Noida, Gurgaon, Surat, and Vishakhapatnam.
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Respondents by Type of cities and Regions
Maximum participation has come from the North and the South Regions with 29% and 27%
respectively. The spread across regions is quite balanced except from the Central zone where only 9%
response rate is recorded.
The 5 metro cities have contributed 38% of the responses as compared to the 5 mini metros with 18%
responses. Maximum responses (44%) have come from the rest of the cit ies in India.
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2.3. Age, Experience and Education
The bulk of the respondents were young, with almost 40% of them being between 25-30 years of
age. Except for the ’46 years and above’ age group all the other age group respondents were almost
evenly distributed.
Almost 40% of the respondents had over 8 years of work experience . Almost 1/3rd
of them (37%)
were relatively inexperienced with less than 4 years of work experience. The spread across the
experience brackets was quite balanced. The respondents were almost equally distributed across the
various years of experience brackets.
Just under half of the respondents (43%) were graduates and over 1/3rd
of them (38%) were post
graduate. In terms of stream of education, almost 2/3rd
of the respondents (64%) had a professional
degree. Only 4% of the respondents were educated below graduation level.
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2.4.
Type of Households and Income LevelsAlmost 3/4
th of the respondents (77%) were sole earners of their respective families. 16% came from
double income households and 6% came from households which had more than 2 earning members.
3/5th
of the respondents earned less than Rs 400,00 per annum, whereas only 9% respondents
earned more than Rs 12,00,000 per annum.
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2.5. Industry Sectors
9 out of the 10 broadly defined industry sectors had good representation and reported sample of over
150 each (the only exception being the ‘hospitality’ sector with a sample size of 148). Almost 1/3rd
of
the responses (33%) came from the ‘new age’ industry sectors like BFSI, Software and IT, BPO and
Telecom, though a good 29% of the respondents came from the mainline conventional industries like
Engineering and Automotive, Core sector, Manufacturing and Pharma & Healthcare. Other sectors
and diversified companies constituted the remaining 38% of the respondent sample.
The industry sector-wise reported samples were as follows:
Industry Reported Sample
Others and Diversified 2230
Software and IT 840
Engineering and Automotive 705
Banking, Financial Services and Insurance 543
Pharma and Healthcare 468
Core Sector- Gas, Power and Steel 397
Manufacturing 357
BPO, KPO and ITeS 313
Telecom and allied 309
Hospitality 148
Total 6310
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2.6. Kind of Companies represented
Indian private companies account for the bulk 40% of the respondents, with 10% also coming from
the PSU sector. MNCs accounted for almost 1 in 3 of all respondents (34%).
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3. Ranking of Companies
This chapter addresses the responses to the question - Your Rankings on the Best Companies to work
in (Overall – across sectors). Over here, we asked the respondents to select and rank the 5 companies
which in their opinion are the best companies to work in. Once they selected these companies, we
asked them to give their views on how they would rank them on each of the five factors specified.
The specific question asked was “Among all the companies that you know of in India, what are the top
5 dream companies that you would want to work for?” This was followed by the question “Which
company would you rank the best on each of the factors?” The follow up question was asked only for
the top 3 companies of the 5 selected by the respondent in the first question.
3.1. The Overall Ranking (across all sectors)
“Among all the companies that you know of in India, what are the top 5 dream companies
that you would want to work for?”
On compilation of the responses of all the sample respondents, we found that Google emerged as the
‘Best Company to Work For’ amongst all the companies. The company had only 0.5 relative index
point lead over the second ranked company Accenture. TCS, Infosys and L&T followed as the distant
3rd
, 4th
and the 5th
ranked ‘best companies to work for’.
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Rank Company Name Absolute Index Relative Index
1 Google 24192 100
2 Accenture 24072 99.5
3 TCS 19871 82.14
4 Infosys Technologies 16813 69.5
5 Larsen & Toubro 15924 65.82
6 BHEL 14816 61.24
7 IBM 14769 61.05
8 Tata Motors 13694 56.61
9 Wipro 13111 54.2
10 Hindustan Unilever 11744 48.54
11 Microsoft 11530 47.66
12 Tata Steel 10995 45.45
13 ABB 10463 43.25
14 Airtel 10298 42.5715 State Bank of India 9410 38.9
16 ONGC 9115 37.68
17 Axis Bank 8615 35.61
18 Mahindra and Mahindra 8018 33.14
19 Indian Railways 7850 32.45
20 ACC 7842 32.42
21 HDFC Bank 7719 31.91
22 HCL Technologies 7517 31.07
23 Delhi Metro Rail Corporation
Limited 7448 30.7924 Abbott Laboratories 7338 30.33
25 Vodafone 6669 27.57
26 ICICI Bank 6400 26.46Here ‘sample’ means the reported no. of respondents who chose the company as ‘the best company to work for’.
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3.2. Ranking on each of the 6 parameters (across all sectors)
“Which company would you rank the best on each of the (6) factors?”
There are not very significant variations in the rankings across the five factors, except some marginalchanges for a few factors. For instance, BHEL is getting rank 6 (and not rank 5) on the parameter
‘financial compensation’.
The top ten companies and their rank index scores across the five factors are presented below:
Rank Company
Name
Relative Index
Career Growth
Prospects
Financial
Compensation
Work Life
Balance
Performance
Evaluation
Stability Other HR
Practices
Overall
1 Google 100 100 100 100 100 100 100
2 Accenture 87.76 86.17 87.14 87.28 87.97 88.03 99.53 TCS 63.26 63.24 63.01 64.52 64.47 63.58 82.14
4 Infosys
Technologies 57.87 57.17 57.56 58.23 57.56 58.59 69.5
5 Larsen &
Toubro 54.51 53.01 54.18 54.26 55.07 54.25 65.82
6 BHEL 52.57 53.37 52.58 52.68 53.98 53.35 61.24
7 IBM 48.58 47.57 48.45 48.76 48.64 49.17 61.05
8 Tata Motors 46.26 45.69 46.13 47.6 47.53 47 56.61
9 Wipro 40.8 40.66 41.08 41.37 41.44 41.47 54.2
10 Hindustan
Unilever 39.97 40.12 39.87 40.06 40.39 40.21 48.54
There were 47 odd distinct respondent segments with significant sample sizes. We examined how the
ranking varied across the key different segments.
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3.3. Variation of Rankings by ‘regions’
Google stays firmly placed amongst the top of the order across all four regions. However, thereafter
the rankings change a bit. While BHEL is no. 2 in the eastern and central region and Accenture is no. 1
in northern and southern regions and no. 2 in the western region, TCS is no. 3 in all the regions except
the eastern region. Apart from Google, Accenture and TCS, only L&T is among the top 10 in all the five
regions, though their ranks vary across the regions.
Infosys technologies, TATA Motors and HUL figure in the top 10 and BHEL, TATA Steel and Microsoft
figure in the top 10 list of 3 regions, while Wipro and IBM appear in the top 10 lists of 2 regions.
Indian Railway, ONGC and SBI figure in the top 10 in central India only, Airtel only in eastern India and
ABB in northern India. There is no company which appears in top 10 list of southern and western
region only.
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3.4. Variation of Rankings by different ‘age groups’
Again, Google and Accenture retain their top 2 positions across all age groups till the age of 35 years.
L&T leads in age groups between 36-55 years while is there no clear trend coming out for the age
groups of 56 years and above. L&T is the only company that figures amongst the top 10 across all the
7 age groups.
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3.5. Variation of Rankings by ‘type of companies’
Four types of companies were identified – PSU, Indian Private Sector, MNCs and others.
Once again, Google dominates one of the top 2 positions, Accenture is amongst the top 2 in all sectors
expect PSU. TCS is amongst the top 4 in all the 4 sectors. L&T, Infosys, and TATA Motors are the other
companies that figure in the top 10 lists in all the sectors. Wipro, BHEL and Microsoft appear in thetop 10 list of 3 company type respondents. IBM and HUL appear in the top 10 list of 2 company type
respondents
PSU respondents have the most distinct list of top 10 companies, with 2 of these companies being
PSUs – ONGC and Airtel. ABB appears in the top 10 list of Other sector respondents only.
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3.6. Variation of Rankings by different ‘industry segments’
Ranking by BPO Sector Respondents
This segment’s respondents have mostly chosen companies from the ‘Software and IT’ sector and the
‘BPO’ sector in their list of ‘best companies to work for’. Only 2 companies in the top 10 list seem to
not fit the above two industry sector strictly, namely, American Express and E&Y. In general, the
segment has also rated Software companies as better places to work in as compared to its own BPO
sector companies.
Rank Company Name Absolute
Index
Relative
Index
Sample
1 Accenture 5092 100 60
2 Google 4017 78.89 44
3 TCS 2371 46.56 28
4 Infosys Technologies 2002 39.32 24
5 IBM 1880 36.92 22
6 Microsoft 1662 32.64 19
7 Wipro 1537 30.18 20
8 TCS BPO 1458 28.63 19
9 American Express 1329 26.1 1610 Ernst and Young 1228 24.12 15
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Ranking by BFSI Sector Respondents
Interestingly, 4 of the top 10 companies ranked by the BFSI respondents are non-BFSI companies
(Infosys, TCS, Google and Accenture). 6 banks show up in the top 10 list, namely, Axis bank (1st
), HDFC
bank (2nd
, SBI (3rd
) and ICICI Bank (4th
), Citi Bank (6th
) and Bank of Baroda (10th
). Interestingly, none of
the insurance companies show up in the top 10 list.
Rank Company Name Absolute
Index
Relative
Index
Sample
1 Axis Bank 4877 100 58
2 HDFC Bank 3804 78 46
3 State Bank of India 3635 74.53 42
4 ICICI Bank 3491 71.58 40
5 TCS 3471 71.17 42
6 Citi Bank 2747 56.33 34
7 Google 2447 50.17 31
8 Infosys Technologies 2313 47.43 26
9 Accenture 2046 41.95 24
10 Bank of Baroda 1863 38.2 22
Ranking by Core Sector Respondents
Respondents working in the core industry sectors have largely been loyal to own sector companies
but the top 2 companies are from the engineering sector. They chose L&T as the ‘best company to
work for, along with ABB at the 2nd
position. The next 4 ranking companies are from the core sector
only (Tata Power, Jindal Steel and Power, BHEL and ONGC). Only 4 non-core sector companies figurein their top 15 list – L&T, ABB, TATA Steel and Alstom, 3 of which belong to the Engineering Sector and
1 from the Manufacturing sector.
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Rank Company Name Absolute
Index
Relative
Index
Sample
1 Larsen & Toubro 4726 100 57
2 ABB 4259 90.12 51
3 Tata Power 4097 86.69 49
4 Jindal Steel and Power 3958 83.75 46
5 BHEL 3667 77.59 45
6 ONGC 3658 77.4 43
7 Tata Steel 3416 72.28 40
8 NTPC 3160 66.86 39
9 Alstom 3116 65.93 37
10 GAIL 3010 63.69 34
Ranking by Engineering and Automotive Sector Respondents
Respondents working in the Engineering and Automotive industry sectors have largely been loyal to
own sector companies. 9 out of 10 companies chosen by them belong to their own sector. Only TATA
steel is an exception belonging to the Manufacturing sector.
Rank Company Name Absolute Index Relative Index Sample
1 Tata Motors 5485 100 65
2 Larsen & Toubro 5119 93.33 61
3 Mahindra and Mahindra 4000 72.93 48
4 BHEL 3475 63.35 40
5 Tata Steel 3038 55.39 35
6 Ford India 2752 50.17 34
7 Engineers India Limited 2636 48.06 31
8 Delhi Metro Rail Corporation Limited 2297 41.88 29
9 Toyota 2168 39.53 27
10 GAIL 3010 63.69 34
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Ranking by Hospitality Sector Respondents
As a group, they are the most loyal to their own industry segment sector. All companies chosen by the
hospitality sector respondents belong to their own industry with India hotel Company Ltd as the 1st
preference followed by ITC, Oberoi and Marriot. Last year, only 2 out of the top 10 companies were
from the hospitality sector.
Rank Company Name Absolute Index Relative Index Sample
1 Indian Hotels Company Ltd.(The Taj
Hotels Resorts & Palaces)3168 100 36
2 ITC Hotels 2323 73.33 28
3 Oberoi Hotels(East India Hotels) 2115 66.76 25
4 Marriott Hotels India 1736 54.8 21
5 Hotel Leela Venture 1687 53.25 206 Asian Hotels Ltd. 1527 48.2 19
7 Indian Railways 1289 40.69 16
8 Cox and Kings 1080 34.09 13
9 Jet Airways 1007 31.79 12
10 Radisson hotels & Resorts 992 31.31 12
Ranking by Manufacturing Sector Respondents
Interestingly, only 9 out of 10 top companies are FMCG companies (HUL, ITC and Nestle) same as last
year. Only TATA Motors belongs to the Engineering and Automotive sector.
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Rank Company Name Absolute Index Relative Index Sample
1 Hindustan Unilever 5022 100 57
2 ITC 3683 73.34 45
3 Nestle 3627 72.22 43
4 Britannia 2861 56.97 33
5 Procter and Gamble 2558 50.94 32
6 Coca Cola India 2264 45.08 26
7 Colgate Palmolive 2253 44.86 28
8 Dabur India Limited 2156 42.93 27
9 Godrej Consumer Products 2126 42.33 27
10 Tata Motors 2071 41.24 26
Ranking by Pharma and Healthcare Sector Respondents
As a group, they are the most loyal to their own industry segment sector. All companies chosen by thepharma and healthcare sector respondents belongs to their own industry with Abbott Laboratories as
the 1st
preference followed by Dr. Reddy’s, Pfizer and Cipla.
Rank Company Name Absolute Index Relative Index Sample
1 Abbott Laboratories 6095 100 69
2 Dr Reddy's Laboratory 4441 72.86 54
3 Pfizer 3998 65.59 50
4 Cipla 3730 61.2 46
5 Glaxo Smith Kline 3484 57.16 43
6 Novartis 3313 54.36 40
7 Ranbaxy 3241 53.17 41
8 Johnson & Johnson 2595 42.58 31
9 AstraZeneca 2576 42.26 31
10 Biocon 2409 39.52 28
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Ranking by Software and IT Sector Respondents
This segment has not looked beyond its own sector. All the top 10 companies ranked are from within
the IT, software and internet sector. The list is led by Google followed by Accenture, TCS and IBM.
Rank Company Name Absolute Index Relative Index Sample
1 Google 10562 100 114
2 Accenture 9967 94.37 119
3 TCS 8176 77.41 99
4 IBM 7521 71.21 91
5 Microsoft 7373 69.81 83
6 Infosys Technologies 7030 66.56 86
7 Wipro 4984 47.19 64
8 HCL Technologies 4658 44.1 57
9 Adobe Systems India Pvt Ltd 3201 30.31 39
10 Dell 1906 18.05 25
Ranking by Telecom and Allied Sector Respondents
The ‘telecom’ sector respondents find their own sector companies quite worthy of being the ‘best
companies to work for’. The top 2 companies are Airtel and Vodafone however Google and Accenture
feature amongst the top 5. 6 out of 10 companies belong to the telecom sector. Other 4 companies
belong to the Soft and IT sector (Google, Accenture, Microsoft and TCS).
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Rank Company Name Absolute Index Relative Index Sample
1 Airtel 4114 100 48
2 Vodafone 3621 88.02 43
3 Google 3041 73.92 32
4 Ericsson 2617 63.61 30
5 Accenture 1969 47.86 22
6 Idea Cellular Limited 1818 44.19 22
7 TCS 1813 44.07 22
8 BSNL 1775 43.15 20
9 Reliance Communications 1728 42 22
10 Microsoft 1567 38.09 19
Ranking by Others and Diversified Sector Respondents
Rank Company Name Absolute Index Relative Index Sample
1 BHEL 6865 100 78
2 Larsen & Toubro 3967 57.79 48
3 Hindustan Unilever 3829 55.78 45
4 Wipro 3323 48.4 41
5 ABB 3216 46.85 40
6 Accenture 3178 46.29 39
7 Tata Steel 2943 42.87 35
8 Airtel 2860 41.66 33
9 Google 2775 40.42 33
10 TCS 2695 39.26 33
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4. Ranking of Companies within Sector
This chapter addresses the responses to the question – “Within the industry sector you are currently
employed in - Among all the companies that you know of in India, which company you would rank the
best, considering all the factors?”
Over here, we asked the respondents to select and rank the 5 companies within their respective work
sectors, which in their opinion are the best companies to work in within their industry. Once they
selected these companies at the overall level, we asked them to give their views on how they would
rank them on each of the six factors specified.
This was followed by the question “Which company would you rank the best on each of the factors?”
The follow up question was asked only for the top 3 companies of the 5 selected by the respondent in
the first question.
The rankings thus obtained for the 10 broad industry sectors are presented sector-by-sector below.
4.1. Sector – Business Process Outsourcing (BPO/ KPO/ ITES)
RankCompany
NameRelative Index
Career Growth
Prospects
Financial
Compensation
Work Life
Balance
Performance
EvaluationStability
Other HR
PracticesOverall
1 Genpact 100 100 100 100 100 100 1002 TCS BPO 98 98.33 97.39 96.4 98.32 97.07 98.19
3 Wipro BPO 86.85 87.67 86.87 86.67 86.87 88.74 83.2
4 IBM Daksh 64.71 66.92 65.73 65.2 65.53 67.64 65.33
5HCL BPO
Services56.2 55.7 56.27 56.56 56.52 56.43 55.14
6Aegis BPO
Services33 32.6 31.9 32.84 32.35 32.1 31.59
7 WNS 29.67 30.52 30.17 29.65 30.46 29.38 28.97
8 MphasiS BPO 24.26 24.76 23.51 24.47 23.78 23.64 24.12
9EXL Service
Holdings 22.88 23.71 22.3 23.07 23.05 22.77 22.41
1024/7
Customer18.72 18.37 18.29 17.66 10.65 18.58 18.8
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4.2. Sector – BFSI (Banking, Financial Services, Insurance)
RankCompany
NameRelative Index
Career GrowthProspects
FinancialCompensation
Work LifeBalance
PerformanceEvaluation
Stability Other HRPractices
Overall
1 Axis Bank 100 100 100 100 100 100 100
2State Bank of
India84.06 84.66 85.04 85.21 88.47 85.24 84.65
3 HDFC Bank 80.76 81.95 80.94 82.03 82.33 82.07 81.04
4 ICICI Bank 70.9 71.68 71.43 72.7 72.62 73.08 71
5 Citi Bank 35.6 35.61 35.56 35.75 35.32 35.46 35.39
6 HSBC 32.1 32.23 32.42 32.65 33.05 32.93 31.16
7
Standard
Chartered
Bank
28.13 28.73 28.68 28.56 27.83 28.29 28.34
8American
Express25.39 25.87 26.08 26.49 25.93 26.41 26.14
9HDFC
Standard Life20.45 21.28 20.58 20.73 20.9 20.78 20.3
10 Barclays 18.49 18.58 18.91 18.9 18.94 19.21 18.48
4.3. Sector – Core Sector (Oil & Gas/ Power/ Steel/ Minerals)
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RankCompany
NameRelative Index
Career Growth
Prospects
Financial
Compensation
Work Life
Balance
Performance
EvaluationStability
Other HR
PracticesOverall
1Jindal Steel
and Power100 100 100 100 100 100 100
2 Tata Power 97 94.93 96.92 97.69 95.59 98.04 95.93
3 NTPC 91.67 89.61 90.67 90.48 91.67 91.58 89.04
4 Tata Steel 85.78 85.49 85.29 86.7 85.62 86.7 85.03
5 ONGC 77.04 75.91 76.24 77.73 75.6 76.86 75.01
6 GAIL 65.51 66.04 65.53 67.14 65.32 66.52 65.87
7 SAIL 48.95 49.74 49.52 49.38 49.83 49.63 46.9
8Coal India
Limited48.8 48.38 47.76 49.04 49.68 48.27 46.77
9Hindalco
Industries
42.16 42.46 42.35 42.53 43.59 41.74 41.77
10 ACC 40.47 40.45 40.31 40.81 40.12 40.96 39.07
4.4. Sector – Engineering and Automotive
RankCompany
NameRelative Index
Career Growth
Prospects
Financial
Compensation
Work Life
Balance
Performance
EvaluationStability
Other HR
PracticesOverall
1 Larsen &Toubro
100 100 100 100 100 100 100
2 Tata Motors 85.02 86.17 87.25 85.12 87.66 85.03 84.58
3Mahindra &
Mahindra70.16 69.68 71.46 71.57 70.98 68.63 69.42
4 BHEL 58.55 59.29 58.46 58.12 59.63 57.38 57.57
5 Maruti Udyog 36.22 36.09 36.44 35.99 35.81 35.69 35.86
6Hyundai
Motors34.76 35.89 35.23 35.68 36.17 34.92 34.56
7 Ford India 34.57 34.79 35.54 33.75 34.72 34.23 33.52
8 ABB 30.78 31 30.41 29.95 30.38 29.25 30.029 Toyota 27.29 27.37 27.9 27.94 27.73 27.26 26.95
10 Bajaj Auto 26.27 25.9 26.27 26.31 26.36 26.89 25.12
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4.5. Sector – Hospitality (Includes Aviation, Tours & Travels, Hotels)
RankCompany
NameRelative Index
Career Growth
Prospects
Financial
Compensation
Work Life
Balance
Performance
EvaluationStability
Other HR
PracticesOverall
1
Indian Hotels
Company
Ltd.(The Taj
Hotels
Resorts &
Palaces)
100 100 100 100 100 100 100
2 ITC Hotels 97.74 96.66 96.2 98.34 97.84 99.05 94.68
3
Oberoi
Hotels(East
India Hotels)
56.26 55.11 55.74 56.28 56.02 58.24 54.67
4Marriott
Hotels India43.15 42.73 42.64 42.46 42.41 42.49 42.8
5
Radisson
hotels &
Resorts
41.79 41.52 43.85 42.3 41.43 42.47 40.5
6Hotel Leela
Venture38.87 37.88 38.53 39.38 37.97 38.53 37.38
7
Club
Mahindra
Holidays
33.66 32.93 33.18 33.18 33.18 33.26 33.26
8Asian Hotels
Ltd. 32.1 32.56 32.23 31.46 31.87 31.94 33.1
9 Cox and Kings 30.99 31.09 31.33 31.11 30.75 32.19 31.2
10 Jet Airways 30.35 30.05 30.08 30.29 30.3 31.15 28.87
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4.6. Sector – Other Manufacturing (FMCG, Durables, Other non-Engineering)
Rank
Company
Name Relative Index
Career Growth
Prospects
Financial
Compensation
Work Life
Balance
Performance
EvaluationStability
Other HR
PracticesOverall
1Hindustan
Unilever100 100 100 100 100 100 100
2 Nestle 85.89 84.96 87.78 88.66 85.55 85.42 86.55
3Coca Cola
India76.66 76.09 77.89 77.7 75.52 76.9 75.44
4Procter and
Gamble63.05 62.48 63.16 62.12 61.51 62.66 62.42
5Dabur India
Limited50.64 48.24 50.32 49.07 48.92 49.92 51.83
6 Asian Paints 49.82 49.63 49.24 49.7 50.19 50.38 50.18
7Colgate
Palmolive47.18 44.71 47.26 47.01 45.11 46.69 47.23
8 Britannia 45.1 44.47 45.13 45.54 44.67 44.1 45.26
9
Godrej
Consumer
Products
41.64 41.57 41.68 42.12 42.42 41.86 43.48
10 Samsung 33.71 33.89 34.15 34.1 33.89 33.92 34.31
4.7. Sector – Pharma and Healthcare
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RankCompany
NameRelative Index
Career Growth
Prospects
Financial
Compensation
Work Life
Balance
Performance
EvaluationStability
Other HR
PracticesOverall
1Abbott
Laboratories100 100 100 100 100 100 100
2Dr Reddy's
Laboratory80.7 81.11 80.52 80.71 82.01 80.43 80.82
3Glaxo Smith
Kline67.55 65.87 66.76 67.49 67.83 66.89 66.53
4 Novartis 67.08 67.28 65.79 67.39 67.77 68.33 65.5
5Johnson &
Johnson65.89 65.58 64.79 66.6 66.55 65.11 63.65
6 Cipla 62.43 61.18 61.34 62.65 63.03 61.97 61.08
7 AstraZeneca 55.12 56.66 55.15 56.95 56.94 57 56.17
8 Pfizer 55.62 54.39 54.74 55.97 56.33 55.26 55.61
9 Ranbaxy 43.54 42.59 42.44 43.95 43.61 43.78 43.4610 Biocon 41.17 39.47 40.65 41.73 41.94 41.53 39.21
4.8. Sector – Software and IT
RankCompany
NameRelative Index
Career Growth
Prospects
Financial
Compensation
Work Life
Balance
Performance
EvaluationStability
Other HR
PracticesOverall
1 Google 100 100 100 100 100 100 1002 Accenture 77.23 77.41 76.95 77.62 76.81 76.2 77.61
3 Microsoft 71.13 70.71 71.98 71.71 71.63 71.72 71.75
4 TCS 55.53 54.5 55.62 55.89 56.11 55.62 55.7
5 Dell 54. 83 53.52 53.66 54.78 55.89 52.96 55.69
6 IBM 53.07 52.04 52.24 52.47 53.21 52.73 53.05
7Infosys
Technologies49.94 50.11 50.54 50.36 51.02 50.53 50.1
8HCL
Technologies41.57 40.55 42.15 41.39 41.33 41.82 42.01
9Hewlett-
Packard37.75 35.32 38.72 39.69 37.64 38.55 38.71
10 Wipro 28.89 28.49 29.06 29.04 28.73 29.38 28.97
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4.9. Sector – Telecom and Allied
RankCompany
NameRelative Index
Career Growth
Prospects
Financial
Compensation
Work Life
Balance
Performance
EvaluationStability
Other HR
PracticesOverall
1 Airtel 100 100 100 100 100 100 100
2 Vodafone 84.04 81.98 82.47 83.56 81.73 83.41 81.12
3Idea Cellular
Limited70.05 68.14 70.77 69.42 70.16 70.54 68.92
4 Ericsson 66.96 64.61 67.02 66.24 64.22 65.75 65.39
5
Reliance
Communicati
ons
44.59 42.71 44.55 43.59 44.02 44.3 43.41
6 Nokia 37.25 37.01 37.19 36.6 38.11 37.37 37.01
7Tata
Teleservices30.05 28.96 30.25 29.31 29.6 30.3 29.49
8 BSNL 27.72 27.64 28.24 27.29 27.47 27.73 26.95
9
Siemens
Communicati
ons
22.3 22.45 22.81 22.46 22.64 23.12 22.55
10 Aircel 22.2 21.73 22.04 21.55 22.2 21.97 21.28
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4.10. Sector – Others and Diversified
RankCompany
NameRelative Index
Career Growth
Prospects
Financial
Compensation
Work Life
Balance
Performance
EvaluationStability
Other HR
PracticesOverall
1Indian
Railways100 100 100 100 100 100 100
2
Delhi Metro
Rail
Corporation
Limited
34.91 34.62 35.17 34.95 34.84 34.91 35.02
3Engineers
India Limited30.22 31.05 30.72 30.45 31.03 30.26 30.14
4DLF Universal
Limited29.22 29.75 29.81 29.81 29.79 29.49 28.89
5 Canon 24.03 24.63 24.29 24.43 24.75 24.14 23.59
6
Boston
Consulting
Group
17.08 17.36 17.2 17.08 17.13 16.82 16.86
7 CRISIL 13.85 14.04 14.02 14.25 13.91 14.52 13.65
8 Mc. Donald’s 13.24 13.71 13.26 13.62 13.24 13.4 12.92
9 Xerox 12.84 12.87 13.24 13.17 12.83 13.16 12.45
10Jaiprakash
Associates12.92 12.66 13.09 13.17 12.9 12.95 12.45
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5. Non Ranking Parameters
Apart from pure ranking and rating of companies, the respondents were asked several questions on
various aspects of employee satisfaction, relationships with superiors, etc. This chapter presents the
findings of these aspects.
5.1. What makes a company a fantastic place to work in?
Over here we asked the respondents to identify the factors that make a company a fantastic place to
work in. The respondents were presented with 5 factors:
Growth Oriented- Career and Growth Prospects
Compensation and Benefits
Progressive Culture – promotes Diversity & Work life balance
Ethical – High standards of Fairness, Objectivity and Transparency
Stability – Large scale diversified operations
Other HR practices of the company (Training/ Mentoring/ Working atmosphere)
They were asked to rate each of these factors on a scale of 1-5 (1 being low importance, 5 being high
importance), based on which the percentage importance of each factor was computed. They were
also asked to rank their own companies on each of these factors on the same scale to see the
difference between the expectations of the employees and the reality.
Growth Oriented- Career and Growth Prospects
37% of the employees feel that career and growth prospect is the most important factor that makes a
company a fantastic place to work for. Against this, only 13% employees feel that their companies
provide excellent career and growth opportunities and 42% feel that their companies fail in providing
the expected growth and development.
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Compensation and Benefits
27% of the employees feel that compensation and benefits is the most importance factor in their
professional careers. Nut only 11% of the respondents feel that their companies are able to meet
their compensation expectations, whereas 43% employees feel that their companies fail in meeting
their compensatory expectations.
Progressive Culture – promotes Diversity & Work life balance
37% of the employees feel that progressive culture is not an importance factor in making a workplace
a best place to work for, whereas 24% employees feel that it is extremely important for companies to
have a progressive culture. But only 11% of the respondents feel that their companies are able to
create a culture of their choice and 45% employees feel that their companies fail in creating a
progressive culture.
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Ethical – High standards of Fairness, Objectivity and Transparency
37% of the employees feel that it is not important for a company have very high standards of ethics to
be classified as a best place to work for, whereas 29% employees feel that it is extremely important
for companies to have high ethical standards. But only 12% of the respondents feel that their
companies are able to maintain the desired level of ethical balance and 44% employees feel that their
companies fail in meeting ethical standards.
Stability – Large scale diversified operations
39% of the employees feel that it is not important for a company have very high stability to be
classified as a best place to work for, whereas 24% employees feel that it is extremely important for
companies to have stable and large scale operations to hedge any risks in the future. But only 12% of
the respondents feel that their companies are highly stable and 46% employees feel that their
companies are very unstable.
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Other HR practices of the company (Training/ Mentoring/ Working atmosphere)
40% of the employees feel that other HR practices like training, mentoring and working atmosphere
are not important for them, whereas 27% employees feel that it is extremely important for companies
to have good HR practices to become a best companies to work for. But only 13% of the respondents
feel that their companies have good HR practices and 47% employees feel that their companies are
have poor HR practices.
Career growth seems to be the most important factor for the employees, which attracts them to a
given company. Stability is seen to have the least importance amongst all the factors.
In conclusion, the big picture that appears is that the employees see the attractiveness of a
company as a place to work for from the perspective of ‘what the company has to offer to him/her’
and not ‘what the company has to offer per se’.
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Comparison:
The overall sense is that companies fail to meet the expectations of the employees across all the 6
factors.
5.2. Rating of own company on the five factors identified
As mentioned earlier, the respondents were asked to rate their own companies on these 5 factors on
a scale of 1-5 (1 if their company fares poorly and 5 if their company is excellent). The purpose of this
exercise was to ascertain how happy or unhappy the respondents are with their own employers on
the 5 factors identified.
Overall, the respondents rated their company’s performance at an average of 2.27 on a scale of 1-5,
which implies that respondents do not rate their respective companies too highly. In fact, for all the 6
individual factors, the performance rating scores averaged around 2.3 except for Other HR Practices.
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5.3. What makes a company attractive?
“What would be the most important things that the employees would look for that would make a new
job attractive enough to change to?” The respondents were asked to pick out 3 out of 9 factors.Based on the proportion of respondents choosing a factor, inferences regarding the most important
factors were drawn.
Interestingly, ‘higher job role and responsibility’ edges past ‘compensation and benefits’ to emerge
as the most important factor of attraction of a company when it comes to a new job just like last year.
There is no change in the percentage importance in these 2 factors from the last year.Despite a noticeable increase in its importance (+5%), ‘work environment and culture’ of the
prospective company hung on to its position of the third most important factor. On the other hand
‘Learning opportunity’ gained importance to emerge as the fourth most important factor at 39% as
against ‘Brand of the company’.
With the top two important factors which makes a company attractive to the respondent employees
being ‘higher job role and responsibility’ and ‘compensation and benefits’, clearly their own personal
growth prospects is what drives the employees the most when it comes to moving jobs. The company
based factors (‘work environment and culture’, ‘company brand image’ and ‘learning opportunities’)
are only of secondary importance to them.
The factors that are not really considered important by most of the respondents when looking at a
new job opportunity (company) are:
Location/ city
Change the career into a new functional role or industry
Global/ Regional responsibility
To work with well-known person
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5.4. What upsets employees strongly enough to start contemplating change?
Often, people change jobs because of ‘push factors’ in the current job, i.e., things that are not working
to their satisfaction. “Which factors will make you stay with your current organisation, and in case not
fulfilled, will make you look for job in other organisation”? The respondents were asked to pick out 3
out of 10 factors. Based on the proportion of respondents choosing a factor, inferences regarding the
most important factors were drawn.
If ‘career and growth prospects’ is what employees considered as the most important factor in their
evaluating a company to be a fantastic place to work in, it is no surprise that‘lack of career growth’
came out clearly as the most important factor considered by them to think of leaving a company (with
66 % selecting it as against 71% last year).
In fact, the second most important dissatisfier ‘dissatisfaction with the financial package’ is a
significantly lesser devil than ‘lack of career growth’ with only 4 9% employees selecting it (against
47% last year). At 41%, ‘non-conducive work environment and culture’ also emerged as an important
dissatisfier triggering a job change (as compared to 46% last year).
This clearly indicates that ‘personal career growth’ is what drives employees at the core. Lack of it is
what triggers most of them to ‘look out’; it is what they believe i s the most important factor that
makes a company a ‘fantastic place’ to work for (manifested as career and growth prospects in a
company) and therefore, it is what they seek in the new company that they consider attractive(manifested as higher job role and responsibility).
Thereafter, it is about ‘money’ honey! Dissatisfaction with their current ‘financial package’ is what
triggers the next most of them to ‘look out’; a good financial package is what they believe is the most
important factor that makes a company a ‘fantastic place’ to work for and therefore, it is what they
seek in the new company that they consider attractive.
The factors that are not really considered important dissatisfier by most of the respondents in their
current jobs (company) are:
Lack of recognition Location/city
Relationship with current supervisor/manager
The company is not growing
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Brand of the company not being attractive
Sense of belongingness with the company not being strong
5.5. Satisfaction in current job role
The specific question asked was whether people were satisfied in their job role given their
qualifications. Only 53% were satisfied (against 70% last year) and 47% were not satisfied (against
30% last year).
5.6. Adherence to Ethical Values
The respondents were asked about the ethical values of senior management in their company. The
specific question asked was “How well do you believe that the senior management of your company
lives up to the company's standard code of ethics?” The five choices given were: –
Don't abide by company's ethics at all
Not very well
Sometimes do, sometimes don't
Very well
Extremely well
Don’t know
The dis-heartening thing for companies is that only 43% of the respondent employees believe that
their senior management adheres to ethical values very well or extremely well (as compared to 71%
believing so last year). 23% (as compared to 15% last year) think that their management does notadhere to their expected ethical values and standards.
Overall
percentage
Last year Change
from Last
Year
Don't abide by company's ethics at all 5% 7% -2%
Not very well 17% 8% +9%
Sometimes do, sometimes don't 32% 15% +17%
Very well 28% 31% -3%
Extremely well 15% 40% -25%
Don’t know 2% - -
5.7. Relationship with the immediate boss/ supervisor
The respondents were asked about their satisfaction level with their relationship with their immediate
supervisor. How satisfied are they with the current boss/ supervisor. The answers were captured on a
5 point scale (1 – extremely dissatisfied, 5- extremely satisfied). The parameters explored were:
My Boss cares about my career growth
My Boss communicates with me regularly & effectively
My Boss recognizes me for work well done
My Boss cares about me as a person
I see a leader in my Boss
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Less than 20% of the respondents were extremely dissatisfied with their bosses on any of the 5
parameters probed, with the dissatisfaction being the highest for the ‘boss’s leadership capabilities’ at
18% and the lowest on ‘communication with the boss’ and ‘recognition from the boss’ at a lowly 10%.
On the other hand, if we look at the satisfaction levels, then on an average almost 1 in 4 employees
are extremely satisfied and again 1 in 4 are fairly satisfied with their boss on all the 5 parameters.
This finding is in consonance with the fact that only about 16% had indicated that their ‘unsatisfactory
relationship with their current boss/supervisor’ is the most important reason for them to seek a job
change.
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8/20/2019 Best Companies Results 2013
46/46
5.8. Satisfaction level with certain key issues at work
The respondents were asked about their satisfaction level with certain key issues at work. The
answers were captured on a 5 point scale (1 – extremely dissatisfied, 5- extremely satisfied). The
issues explored were:
Workload
Connection between pay and performance
Social recognition that working in your company provides
Training and Development opportunities provided
Your job is conducive to skill enhancement
Again less than 20% of the respondents were extremely dissatisfied with some other key aspects of
their work situation in their company that were probed (be it their workload, pay - performance
matching, social recognition, or opportunities provided for taking responsibilities or for training and
development). The dissatisfaction was the highest on ‘training and development opportunities’ and
‘pay – performance mismatch’ at 17% and 16% respectively and the lowest on ‘workload’ and ‘social
recognition’ at lowly 7% and 9% respectively.
On the other hand, if we look at the satisfaction levels, then the employees appear to be most
satisfied in terms of their ‘workload’ (30% extremely satisfied and 33% somewhat satisfied) and
‘opportunities for skill enhancement’ (19% extremely satisfied and 30% somewhat satisfied). They
appear to be relatively less satisfied on ‘pay – performance matching’ (only 14% extremely satisfied
and 25% somewhat satisfied) and on ‘opportunities for training and development’ (16% extremely
satisfied and 23% somewhat satisfied).