Project ECOfaffwf

8/12/2019 Project ECOfaffwf

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This year, we sought employees' views on their companies' whistleblower policies,

sexual harassment policies, and adherence to 'green' principles while doing business.

The insights gained from the responses have resulted in one of the most comprehensive

reports of what the Indian employee thinks of her company.

Data authenticity was ensured in two ways. The questionnaire was designed to include

builtin verifications that re!ected responses with contradictory"incomplete information.

#e also carried out verification of about $% per cent of the accepted responses.

&e!ection was below $ per cent.

five specified parameters( career growth prospects, financial compensation, worklife

balance, performance evaluation, and other )& practices.

*T)I+ -D /-01*( 1&/*2 &*10T

The specific question asked was whether people were satisfied in

their job role given their qualifications. Only 53% were

satisfied (against !% last year" and #% were not satisfied(against 3!% last year". 5.$. dherence to &thical 'alues The

respondents were asked about the ethical values of senior

anageent in their copany. The specific question asked was

)*+,ow well do you believe that the senior anageent of your

copany lives up to the copany-s standard code of ethics)*/ The

five choices given were0)*1 24 on-t abide by copany-s ethics

at all 24 6ot very well 24 7oeties do8 soeties don-t 24

'ery well 24 &9treely well 24 on)*:t know The dis;heartening

thing for copanies is that only #3% of the respondent eployees

believe that their senior anageent adheres to ethical values

very well or e9treely well (as copared to


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4est +ompanies have been helping to make the world a better workplace since 5$

when the first '4est +ompanies to #ork 6or' list was produced. 4est +ompanies are

committed to helping organisations listen to their employee7s opinions so they can

improve employee engagement. *ach year 4est +ompanies survey hundreds of

thousands of employees from around the world to help organisations identify the areas

where they can improve.

4eing a best company goes beyond the bottom line. It's about excelling in every area

throughout the workplace and an organisation's commitment to its most important assets

its workforce.

6ocusing on employees brings real benefits such as, improved workplace engagement,

better staff retention, reduced recruitment costs and greater financial performance.

8*T)9D909:2(

Aethodology BThe Cest ?opanies to work forB is an annual survey

conducted by Cusiness Today and Deople7trong ,E 7ervices that

ais to understand the Derceptions and spiration of Fndia-s

Talent across industries. Ft gives a great insight into how

Fndustry at large and in specific verticals can align their

&ployer Crands to how the workforce of Fndia is aspiring and

thinking. BCest ?opanies to >ork for in FndiaB8 as a feature8has been institutionaliGed over the past decade by Cusiness

Today. The survey ais to provide a feedback to the copanies on

what the eployee arketplace thinks about various copanies8

what factors are considered iportant8 what factors attract

people8 what factors deoraliGe people8 and other inputs in an

unbiased representative anner. The cornerstones of this research

are the respondents who work in different types of organiGations.

Hor the last ith this year8 we

induct a platfor for a reality check through ,E Aetrics with the

&ployers as well. To include the BThe &ployers- DerspectiveB8

key Aetrics of ,E across the eployee influencing variables have

been included. These etrics copleent the variables that an

&ployee e9periences and provides the inputs on the key


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influencers for the eployee Derceptions and spirations. Iike

last year8 Cusiness Today and Deople7trong decided to continue

with the ethodology of inviting eployees of any and all kinds

of copanies to participate in an open online survey in

association with 6aukri.co. This allows all kinds of salaried

eployees fro different kinds of copanies to participate ande9press their views and ake the survey participation wider and

ore representing. The survey was conducted using an internet

based self;filling questionnaire8 where the questionnaire was

sent to about # illion people registered on the 6aukri.co

platfor. To cross;check the authenticity of the respondents and

to ensure that quality of responses were of acceptable standards8

validation checks were done by 6aukri tea and Deople7trong

technology tea by calling back a certain proportion of the

respondents randoly. The Deople7trong 7tudy Tea then

constructed a ranking of copanies and an analysis of various

aspects that go into aking a copany a great place to work in.This study does not report on specific aspects of any copany

(positive or negative". The )*JCest ?opanies to >ork Hor)*:

rankings are done across industries and within specific industryK

econoic sectors. The study further reports on the respondent

eployees)*: satisfaction and aspirations8 but at a sector level

and at the overall level only8 not at a copany level.

ifferences of views across different geographies and deographic

segents are also presented8 highlighting the differences between

various segents.

What makes a company a fantastic place to work in? Over here weasked the respondents to identify the factors that ake a copany

a fantastic place to work in. The respondents were presented with

5 factors0 24 Lrowth Oriented; ?areer and Lrowth Drospects 24

?opensation and Cenefits 24 Drogressive ?ulture )*1 prootes

iversity M >ork life balance 24 &thical )*1 ,igh standards of

Hairness8 Objectivity and Transparency 24 7tability )*1 Iarge

scale diversified operations 24 Other ,E practices of the

copany (TrainingK AentoringK >orking atosphere"

?areer prospects

3% of the eployees feel that career and growth prospect is

the ost iportant factor that akes a copany a fantastic place

to work for. gainst this8 only


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=% of the eployees feel that copensation and benefits is the

ost iportance factor in their professional careers. 6ut only


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for8 whereas =#% eployees feel that it is e9treely iportant

for copanies to have stable and large scale operations to hedge

any risks in the future. Cut only orking

atosphere"

#!% of the eployees feel that other ,E practices like

training8 entoring and working atosphere are not iportant for

the8 whereas =% eployees feel that it is e9treely iportant

for copanies to have good ,E practices to becoe a best

copanies to work for. Cut only


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opportunity)*: gained iportance to eerge as the fourth ost

iportant factor at 3% as against )*JCrand of the copany)*:.

>ith the top two iportant factors which akes a copany

attractive to the respondent eployees being )*Jhigher job role

and responsibility)*: and )*Jcopensation and benefits)*:8

clearly their own personal growth prospects is what drives the

eployees the ost when it coes to oving jobs. The copanybased factors ()*Jwork environent and culture)*:8 )*Jcopany

brand iage)*: and )*Jlearning opportunities)*:" are only of

secondary iportance to the. The factors that are not really

considered iportant by ost of the respondents when looking at a

new job opportunity (copany" are0 24 IocationK city 24 ?hange

the career into a new functional role or industry 24 LlobalK

Eegional responsibility 24 To work with well;known person

Hro the above responses it can be concluded that )*Jworkload)*:8

)*Jskill enhanceent)*: and )*Jsocial recognition)*: are

relatively less of an ,E issue in the organiGations at the oentas copared to the )*Jpay )*1 perforance isatch)*: and

)*Jtraining and developent)*: ones.

*2 +-* T1D2

6ollowing are additional examples of perks that *rnst ; 2oung 003 offers to

attract, retain and develop working parents, caregivers and other professionals(

The firm7s generous parental leave package provides $< fullypaid weeks off for birth

moms, six weeks for primary care dads and adoptive parents, and four additional weeksof time off beyond what the 6amily and 8edical 0eave -ct requires. The number of

parental leaves taken each year by the firm7s men is consistent with that of its women.

4reastfeeding support includes counseling, providing hospitalgrade pumps to

employees or their spouses, and transporting breast milk for women traveling on

business.

The firm offers subsidies for backup child care and adult care as well as access to

quality care centers and credentialed home care professionals.

*2 fosters a culture of sponsorship and provides a growing array of related resources

and initiatives to help women and others advance, such as its 3rofessional etworks. To

reflect the evolving and expanding needs of families = as well as *27s support of them

= the organi>ation recently restructured its ?Today7s 6amilies@ group of networks to

include the #orking 8oms7 etwork, 6athers7 6orum, +aregivers +ircle, and 3arents of

+hildren with pecial )ealth +are eeds.

6lexibility is also embedded in *27s culture and available to everyone, regardless of


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level or gender. #hile thousands of *2 people in the -mericas are on a formal flexible

work arrangement = with hundreds of them getting promoted to its highest ranks while

participating = most people are interested in exercising daytoday flexibility. -mong

*27s newest flexibility efforts is its #orkplace of the 6uture initiative, a trustbased, work

anywhere environment that combines physical workspace, technology and flexibility

solutions to better accommodate how its highperforming, global teams work today.

Project ECOfaffwf

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