Best Companies to Work For, India...

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

Gender Male 92

Gender 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 16

Experience at work 3-4 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 11

Industry 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 to represent. 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 a population 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 higher is 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 the best 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 hire v. 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 the data 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 cities 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 2/3

rd 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 Levels

Almost 3/4th

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. 3/5

th 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 1/3

rd 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 3

rd, 4

th and the 5

th 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 42.57

15 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 30.79

24 Abbott Laboratories 7338 30.33

25 Vodafone 6669 27.57

26 ICICI Bank 6400 26.46 Here ‘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 marginal changes 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 99.5

3 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 the top 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 16

10 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 (1

st), 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.


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


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 2

nd 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 figure in 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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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 1

st

preference followed by ITC, Oberoi and Marriot. Last year, only 2 out of the top 10 companies were from the hospitality sector.


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 20

6 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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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 the pharma and healthcare sector respondents belongs to their own industry with Abbott Laboratories as the 1

st preference followed by Dr. Reddy’s, Pfizer and Cipla.


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.


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


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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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


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)

Rank Company Name

Relative Index



Work Life Balance



Overall

1 Genpact 100 100 100 100 100 100 100

2 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

5 HCL BPO Services

56.2 55.7 56.27 56.56 56.52 56.43 55.14

6 Aegis BPO Services

33 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

9 EXL Service Holdings

22.88 23.71 22.3 23.07 23.05 22.77 22.41

10 24/7 Customer

18.72 18.37 18.29 17.66 10.65 18.58 18.8

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4.2. Sector – BFSI (Banking, Financial Services, Insurance)

Rank Company Name

Relative Index



Work Life Balance



Overall

1 Axis Bank 100 100 100 100 100 100 100

2 State Bank of India

84.06 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

8 American Express

25.39 25.87 26.08 26.49 25.93 26.41 26.14

9 HDFC Standard Life

20.45 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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Rank Company Name

Relative Index



Work Life Balance



Overall

1 Jindal Steel and Power

100 100 100 100 100 100 100

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

8 Coal India Limited

48.8 48.38 47.76 49.04 49.68 48.27 46.77

9 Hindalco 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

Rank Company Name

Relative Index



Work Life Balance



Overall

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

3 Mahindra & Mahindra

70.16 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

6 Hyundai Motors

34.76 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 30.02

9 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)

Rank Company Name

Relative Index



Work Life Balance



Overall

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

4 Marriott Hotels India

43.15 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

6 Hotel Leela Venture

38.87 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

8 Asian 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



Work Life Balance



Overall

1 Hindustan Unilever

100 100 100 100 100 100 100

2 Nestle 85.89 84.96 87.78 88.66 85.55 85.42 86.55

3 Coca Cola India

76.66 76.09 77.89 77.7 75.52 76.9 75.44

4 Procter and Gamble

63.05 62.48 63.16 62.12 61.51 62.66 62.42

5 Dabur India Limited

50.64 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

7 Colgate Palmolive

47.18 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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Rank Company Name

Relative Index



Work Life Balance



Overall

1 Abbott Laboratories

100 100 100 100 100 100 100

2 Dr Reddy's Laboratory

80.7 81.11 80.52 80.71 82.01 80.43 80.82

3 Glaxo Smith Kline

67.55 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

5 Johnson & Johnson

65.89 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 43.46

10 Biocon 41.17 39.47 40.65 41.73 41.94 41.53 39.21

4.8. Sector – Software and IT

Rank Company Name

Relative Index



Work Life Balance



Overall

1 Google 100 100 100 100 100 100 100

2 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

7 Infosys Technologies

49.94 50.11 50.54 50.36 51.02 50.53 50.1

8 HCL Technologies

41.57 40.55 42.15 41.39 41.33 41.82 42.01

9 Hewlett-Packard

37.75 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

Rank Company Name

Relative Index



Work Life Balance



Overall

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

3 Idea Cellular Limited

70.05 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 Communications

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

7 Tata Teleservices

30.05 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 Communications

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

Rank Company Name

Relative Index



Work Life Balance



Overall

1 Indian Railways

100 100 100 100 100 100 100

2

Delhi Metro Rail Corporation Limited

34.91 34.62 35.17 34.95 34.84 34.91 35.02

3 Engineers India Limited

30.22 31.05 30.72 30.45 31.03 30.26 30.14

4 DLF Universal Limited

29.22 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

10 Jaiprakash Associates

12.92 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 49% 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 is 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 not adhere 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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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).

From the above responses it can be concluded that ‘workload’, ‘skill enhancement’ and ‘social recognition’ are relatively less of an HR issue in the organizations at the moment as compared to the ‘pay – performance mismatch’ and ‘training and development’ ones.

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