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INDIA’s INDIA’s
Best Best CompanieCompanies s TO WORK FORTO WORK FOR
BEST COMPANIES TO WORK FOR1. Google India2. Intel Technology India3. NTPC4. MakeMyTrip5. Forbes Marshall6. American Express India7. Marriott Hotels India8. Intuit Technology services9. Qualcomm India10.NIIT
“People don’t work at Google for the money.They work at Google because they want to change the world with enjoying their life!”
Introduction• Began in March 1998 as a research project by
Larry page and Sergey Brin.• Goal was to develop a single universal digital
library.• Used initially used the Stanford website with
domain name google.stanford.edu • Domain Google registered on Sept4, 1998. • Worked primarily as an advertising free search
engine.
Statistics• World’s largest search engine with access to
over 8 billion websites.• According to Alexa.com traffic rankings
Google is ranked no.1• Max percentage of visitors are from the USA
at about 30.7%, seconded by India at 8.1%.• Google alone reaches 40.4 percent of U.S.
Internet users; in total the Google Network reaches over 80 percent of Internet users
Programs offered by Google
• Mail, analytics, maps, translation services etc…
• Other programs offered by Google are Online marketing programs such as Ad words and AdSense.
Interesting Facts About Google
• $8K / year for you to continue your education.
• $2K, if your referred candidate stays 2 months in office.
• $5K if u r adopting a kid.• $5K rebates to employees if you
buy a hybrid car.• 1000 Googlers worth over $5
MILLION.• Stay in Google for 1 year and get
away with $2.5 lakh.
Amenities offered to its employeesOn-site doctor Gym The freedom to disagree
Hundreds of recreational facilities Massage therapyShuttle Service 20% of time on independent projectsFinancial planning classes The independence Company Vacation.
Child Care Free gourmet foodChild care Bring pet to work Company vacation Cool gifts at festivalsOn-site oil change Car wash Bike repair Dry cleaningStock option Company movie day Health fair Discount for products and local attractions
What makes GOOGLE different?
Low turnover ratio (4.3%).Knowledge retention.
Low absenteeism.Just because
of Hiring right person at right place for the
right job.
i.e. THE HIRING POLICY
What makes GOOGLE different?
• Employees are never penalized for failures• Employees are always encouraged to come up
with new ideas- Innovation• The “best-fit” candidate is preferred over
experienced or smart• Discussion threads• More frequent reward systems
, in short, in short
• Healthy work-life balance is motivating people• "I trust the people I work for, have pride in what I do, and
enjoy the people I work with”• Trust is “written” on the psychological contract• Good employment relations, employee relations• High Employee involvement• More likely engage in discretionary behavior• Positive Organizational citizenship behavior• High job satisfaction and commitment, even self-
motivated HR functions and policies align with business model and
vision makes Google the most exciting young technology company to work for
INTRODUCTION
• India’s leading online travel company was founded in the year 2000 by Deep Kalra with 1039 employees across its 19 branches and 32 franchisees.
• Created to empower the Indian traveler with instant booking and comprehensive choices.
• It aimed to offer a range of best-value products and services along with cutting-edge technology and dedicated round-the-clock customer support.
• After consolidating its position in the market as a brand recognized for its reliability and transparency.
• MakeMyTrip proactively began to diversify its product offering, adding a variety of online and offline products and services.
• MakeMyTrip also stayed ahead of the curve by continually evolving its technology to meet the ever changing demands of the rapidly developing global travel market.
SPECIALITIES
• Travel• Domestic & International Air Tickets• Domestic & International Hotel Bookings• Bus Tickets across India• Train Tickets across India• B2B & Affiliate Services• Domestic & International Holiday Packages• Inbound India Holiday Packages & India Tours
STRATEGIC CONTEXT…..• Building the basic HR structure. Hiring right people for the right job Build a great workplace• Design an “innovative” business aligned HR
initiatives.• Employee first in all decisions.• Build deep people competencies/ building
capability to have an edge over others.• Build/ strengthen the ‘MMT’ employer brand.• Online travel provider is now available on
Android
DEVELOPMENT OPPORTUNITIES
• Personal Development Courses • Study Tours • Enhancing Education Policy • Teach to Learn • Book Clubs
REWARD AND RECOGNITION
• PEER to PEER recognition• Raving Fans• Study Tours• Town Hall Meet• Star Performer' & 'Star Extraordinaire• Varun Sharma Memorial
AMERICAN EXPRESS
Introduction
American Express Company was started as a express mail business as a joint stock corporation by the merger of express companies owned by Henry Wells, William G. Fargo, & John Warren Butterfield.
Founded in 1850, also known as AmEx, is an American multinational financial services corporation headquartered in Three World Financial Center, Manhattan, New York City, New York, United States.
The company is best known for its credit card, charge card & traveler’s cheque businesses.
Fortune listed Amex as one of the top 20 Most Admired Companies in the World.
It was named as the 62nd best company to work for in the United States by Fortune in 2008.
HR Policies at AmExAmEx offers workplace flexibility solutions such
as: • Flexible locations• Time flexible schedules &• Reduced working hoursAll employees across the globe are eligible to
request a flexible working pattern. Almost a quarter (24%) of the global workforce work in a variety of flexible arrangements and the firm predicts this will double in the next five years.
They also have well established pregnancy care & wellness programmes where there are more than 40% of the women workforce.
They have also started a new initiative, “Dil Se”, a parental care that adopts an innovative approach to employee benefits.
Employees who feel they are discriminated against in everyday work are empowered with formal issues resolution procedure.
The employees who are dissatisfied with promotions, appraisals & work schedules can have access to an ombudsperson for discussion.
AmEx has designed various channels in the organisation to which an employee can reach out to HR-relationship leader or business leader.
They have recently introduced a formal channel in India “Employee Relations”.
The company’s freedom to work from home falls under “Blue Work”, an initiative to optimize the work space experience.
Employees can opt for a compressed workweek, reduced working hours or scheduled days to telecommute.
The employees can also get their kids to the office if the office gets too monotonous. It is known as a “Family Day”.
The firm provides enhanced pay for maternity, paternity and adoption leave & because of initiatives such as mentoring and bonus programmes, enjoys a return-to-work rate of almost 90% (up from 75% in 2007).
Jyoti Rai, VP-HR, AmEx India, says that the company’s policies and initiatives are fromed on the basis of feedback from employees.
Sanjay Rishi, President, AmEx India, says that “One by one, we make each other & our company more successful. One by one, we make our business, our persnal communities & our families stronger. And so we work had to give back each other and everyone of them”.
JW MARRIOTT HOTELS
John Willard Marriott, the chairman of Marriott International Luxury Chain HotelsIn the year 1927 Marriott Hotel was built in Mumbai near Juhu beach
• There are 4600 employees working in the hotel• In the year 2011 Marriott hotel was ranked 5th
in India
• Marriott Hotel is growing successfully in India as well as around the world
• It opened its branches in Pune, Chandigarh, Jaipur
• They are also expected to see the launch at near Delhi airport and Bangalore
• They have tied up with Mahindra Pride School.• Marriott hopes to offer permanent jobs to most
of them once they complete their training.
The Policy of the Marriott Hotel is: 1) Staffing the top executive committee of a
new property with long time Marriott people. 2) At junior levels they recruit really smart
people 3) It helps to have a reputation of being a
great place to work. 4) Recently launched an initiative to train
youngsters from economically under previleged backgrounds for jobs.
• Today, Marriott International has more than 3,700 properties in over 74 countries and territories around the world.
• J W Marriott industry has a good hospitality and tourism operations.
In Dec 2012,the Guinness world record has officially recognised the 5star JW Marriott marquis hotel in dubai which was the worlds tallest hotel.
About NIIT Rajendra S. Pawar & Vinay K Thadani In 1981 HQ – Delhi, Gurgaon BPO Application, Development
Management,Managed Services, Package Implementation, Platform Based Services1993 listed in BSE Revenue - $224.1 Million Employees - 3308
HR Policies @ NIIT
Reinvented itself with new generation HR Policies
Cool Contests – Peer Appreciation – Wow cardsBell Curve policy replaced by PACE N-Tie up Programme Job rotation“AppreciaTree” Employee Awards“Hats off Programme”
About FORBES MARSHALL
Eight decades of existence Pune based company, Estd 1928Employees - 1928Pioneers in energy conservationFB believes in creating & developing
great leadersPhilosophy – There are NO EMPLOYEES
at Forbes Marshall, ONLY MEMBERS.
HR Practices @ FB
• Family Spirit• Employee retention policies• Blue Chillies – Fun at work - in house
team• Women Employees contribution 22% • Rati Forbes – CSR • Transparent System of performance
appraisal
NTPC-National Thermal Power Corporation
• Founded in 1975• Thermal, Gas and Hydro Power generation,
Power trading and Distribution, Coal Mining, Power Consultancy Services
• Government holds 84.5% stake in NTPC• Maharatna status• Employees 25345
• People before PLF( Plant Load Factor) is the guiding philosophy behind the entire gamut of HR policies at NTPC.
• Committed to the development and growth of all employees as individuals and not just as employees
• NTPC has a number of programmes to take care of its people, wherever they may be located
• Tie-up with IMI-MBA, IIT-Delhi-M-tech programmes to its staff
• Review groups• Marriage portals for employees
• Concept of PUPs( Providing Urban Facilities at Projects and Stations)-aims to improve quality of worklife for both employees and their families
• First Day First Show• Hi-tech wireless communication
• S P Singh, director(HR) –NTPC is like a family. And like a family, we want to take care of each employee
• Snehal Programme.
Mission: This decade, we will create and extend computing technology to connect and enrich the lives of every person on earth.
•Make decisions as a team•Ethics overrule expertise•Well defined career map•Work-life balance•Hold regular team meetings•Encourage team members to work with others on solving problems.
Employee of Morale
•Encourage team activities
•# Establishing a (softball) team or other outside group activity.
# Hold team celebrations for individual or team achievements at work or elsewhere
• Encourage everyone to take responsibility for, and initiation of all of the group's actions, including the above items. •“Dedicated to achieve business goals”•“people are our greatest investment”. •Intel's Human Resources is responsible for hiring, developing and retaining the best and brightest employees while continuing to strengthen the company's culture and values.
• Employee has to stay calm and cool all the times. for this company plans yoga classes once in 15 days
• People of company has to rely trust on yourself not others for your work.
• They have also been involved in NGOs like child care and elder care.
• Employee must and never fail to document everything and keep a copy at home.
• Employee have to work for at least 60 hours a week.
• They believe on tagline me first that means work for your self than others.
Intuit
Involvement-Family meetings
Team work- 45 days tax free period-unstructured time
Recognition- Bi-annual reward; ‘SPOTLIGHT’
Retention-10% fixed pay every two years-Low attrition
QualcommEngineering Service
Group (ESG)Structured training
and self paced
Director HR- Anil Jacob
Online Career center‘Employee trade show’Annual Report- About People
Philanthropy Abolishment of child labourVocational education
Talent Management
Retention
Career development
