Gaganpreetkaurprojectreport

A Study on People Practices of Various Organizations A Project Report Submitted in partial fulfillment of the requirement for the award of Post graduate Diploma in Business Management

Under the Guidance of Mr. Gokul Santhanam Global Head, Compensation & Benefits MphasiS Ltd.

Submitted By Gaganpreet Kaur Roll No- 38 Batch 15

XIME Xaviers Institute of Management and Entrepreneurship Submitted on August 14, 2010

Summer Internship Project Report – XIME 2010

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ACKNOWLEDGMENTS I would like to thank Mr. Gokul Santhanam, Global Head, Compensation and Benefits, for providing me an opportunity to intern with MphasiS Pvt Ltd. I would also like to thank him for guiding me through the project. This has been a very satisfying and thought-provoking two months. It was wonderful working with him, and I am thankful for the time he spared for me from his busy schedule during the internship. His motivation was essential in helping me complete my project successfully at MphasiS India. Next, I would like to thank Mr. Venkatesh Radhakrishnan, Associate Leader (Global Compensation and Benefits), MphasiS India - for my sessions with him. A man with years of experience in the field, I thank him for sparing so much of his time to explain concepts to me in the simplest of ways. Next I would like to thank all the members of line HR team at MphasiS , Chennai who helped me in all possible ways during my internship. Next, I have to thank our faculty coordinator for internships, Prof. Atish Dasgupta, for making us believe in ourselves, and constantly being a source of inspiration. I would also like to thank him, for his keen and dedicated approach in teaching me the basics of benchmarking and for being a true inspiration. Very importantly, I would like to thank Prof. J Philip, President, XIME – for being a rolemodel himself; and also our Dean, Prof. S.D.Tyagraj for setting out this 8-week summer internship as part of the curriculum for the award of Post Graduate Diploma in Business Management. This has given me keen insights into Human Resource Management in the IT industry – and will go a long way in helping me decide my career.

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Table of Contents EXECUTIVE SUMMARY ........................................................................................................................... 5 INTRODUTION ............................................................................................................................................. 7 GOAL OF STUDY........................................................................................................................................... 8 OVERVIEW OF BECHMARKING .........................................................................................................9 Benchmarking Partners ............................................................................................................................ 10 Gather Information ..................................................................................................................................... 11 Overview of sections covered in questionnaire .................................................................................. 11 Work Life Balance .................................................................................................................................. 11 Career and Leadership Development ............................................................................................... 14 Rewards and Recognition ................................................................................................................... 16 Compensation and Benefits ................................................................................................................ 17 The Differentiated Connect Program ................................................................................................... 18 METHODOLOGY ........................................................................................................................................ 19 ANALYSIS OF DATA COLLECTED..................................................................................................... 21 FINDINGS FROM WEB RESEARCH ................................................................................................ 43 CONCLUSION ............................................................................................................................................. 49 RECOMMENDATIONS ........................................................................................................................... 50 ANNEXURES ................................................................................................................................................ 56 About MphasiS ..........................................................................................................................................56 Questionnaire ..............................................................................................................................................58 References.....................................................................................................................................................65

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Project Report On STUDY OF PEOPLE PRACTICES OF VARIOUS ORGANISATIONS

Executive Summary Summer Internship Project Report – XIME 2010

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The current project work is an outcome of the requirement of the college to expose the students to the practical aspects of the theoretical input received in the classroom. Being a student of XIME, MphasiS has been an ideal place to carry out my project, as I could learn about the various people practices followed by different organizations that differentiate them as an employer. Also MphasiS being a company with strong work practices, it was a pleasure studying its practices and comparing the same with the market standards. In my report I have dealt with benchmarking various practices followed by organizations under total rewards. I targeted around 20 organizations out of which 8 organizations accepted the invitation to participate in the study. The data collected was analyzed and a detailed study was made for the people practices followed in various organizations. The objective of my study was to capture new trends in the industry in the area of total rewards which covers practices in four areas–Work life balance, Rewards & Recognition, Compensation & Benefits and Career & Leadership Development. The company has come up with a program called Differentiated Connect Program. Under the program the workforce has been divided into four categories namely Women Employees, Youth, High Performers and Leaders. The objective of the program is to engage its employees through programs and practices focusing a certain category. My project involved study of the initiative and to make recommendations for the same, using the information collected through survey and web research.

Study objectives 

Understand the various policies followed by the surveyed companies for employee welfare and get familiarized with the same.



Benchmark the best practices followed in the industry.



To do a comparative study of the practices prevalent at the company to the practices in other organizations.

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Capture new trends in the market.

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Make recommendations to the company for new people practices that will improve employee engagement.

Recommendations 

Family friendly practices and Leadership initiatives for women employees

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More non-monetary rewards for employees.



Improved facilities and more recreational activities on campus.

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

Altering Sabbatical policy as per the needs of the employees.

Introduction ‘Take care of your people, for they would take care of their customers’, has been a mantra that has remained a pillar stone for many successful organizations over the years. Right from the days of Industrial revolution to today’s people fuelled Information Technology era, it is not just the customer

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who had dictated business growth and success but the other key stakeholder in determining the success have been the employees or the people in an organization. The success or failure is the outcome of the effort and attitude of the people in the organization. Every organization would admit the fact that their annual budgets and strategies always have a share for people and related initiatives. However, in most of the cases it boils down to the regular activity of Manpower planning, Training, Performance Management and few people policies. Thus human resources initiatives ends up in the last section of annual strategy plan with just changes in few numbers year after year, making it more perfunctory rather than strategic! Looking at broader picture, absence of a clear framework to align people practices to organizational business objectives and goals could be one of the reasons why people related initiatives have always taken a backseat. The scenario has been changing with lot of organizations investing heavily on people practices. Offering employee benefits provides many paybacks to organizations. Most important among them is workforce retention. An attractive employee benefit package will help attract good employees and retain them as well. In times when employees get to pick and choose, an employee benefit program moves from their wish list to their necessities list. The quest for Best HR Practices is important for corporate India today precisely because it offers a way to vault into the global league. With a view to ascertain the emerging trends in HR practices, a survey of HR practices was conducted. The study focused on HR practices in four areas –Work life balance, Rewards & Recognition, Compensation & Benefits and Career & Leadership Development. Good HR practices were found in the surveyed companies. Notable among them were some initiatives taken by companies in areas like women leadership and family friendly practices.

Goal of the Study The basic aim of doing a study on people practices of different companies was to drill down to the areas which are critical differentiators for an organization and also add value to it. As the service industry is growing at an unbelievable pace there is a challenge for the organizations to attract, retain, motivate and engage talent. The goal of this study was to find out why certain organizations are preferred as employers.

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Employee engagement challenge has a lot to do with how employee feels about work experience and how he or she is treated in the organization. It is largely the organization’s responsibility to create an environment and culture conducive to employee-employer partnership, and a win-win equation. My study involved benchmarking people practices followed by various organizations. Through this study I aimed to figure out the employers’ ability to create those conditions (i.e some special people practices) that promote employee engagement and then make recommendations to my organization regarding people practices that can be implemented as a part of employee engagement program.

Overview of Benchmarking Benchmarking is an improvement tool; a process of comparing company’s practices with best practices in the field. This process will guide the organization in critically looking at its own practices leading to identification of weaknesses and strengths in comparison to other organizations. Through this process, an organization that wants to improve its performance may do so by adapting and implementing key practices that make other organizations outstanding. Borrowing from the terminology of surveyors, those who use this technique assess their own operations or condition in relation to a carefully defined benchmark usually, the condition or achievement level of an

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outstanding counterpart or, in some cases, a recognized standard and proceed to find ways to elevate their own organization’s performance toward that benchmark.

What to benchmark? We decided on benchmarking the people practices followed by different organizations because benchmarking will provide information on: Attracting Employees: What range of benefits does the market provide to its employees? Retention: Adopting better people practices promote long term relationships that result in high employee retention. Motivate Employees: Offering additional benefits to reward the special contributions will motivate the employees and thus, will lead to increased level of performance.

In today's competitive economy, a company's performance is increasingly intertwined with the well being of its employees. Employees with less worry in their lives are more likely to be committed and engaged at the workplace, thus enhancing the company's business performance. The business benefits resulting from such strategy can include: 

Increased productivity;

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Improved recruitment and retention;

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Lower absenteeism rates;

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Improved customer experience; and

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A more motivated, satisfied and engaged workforce.

My study covers practices followed by organizations that fall under total rewards. There are five elements of total rewards, each of which includes programs, practices, elements and dimensions that collectively define an organization’s strategy to attract, motivate and retain employees. These elements are:

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The elements represent the “tool kit” from which an organization chooses to offer and align a value proposition that creates value for both the organization and the employee. An effective total rewards strategy results in satisfied, engaged and productive employees, who in turn create desired business performance and results.

Benchmarking Partners Following is the list of target organizations: 1.

Symphony

2. HCL Technologies 3. HCL COMNET 4. Tata Consultancy Services 5. Cognizant Technology Solutions 6. Infosys Technologies 7. Tech Mahindra 8. Bank of America Continuum Solutions 9. Adobe India 10. Microsoft India 11. Mindtree Solutions 12. Capgemini 13. Honeywell 14. Accenture India 15. Aricent Technologies 16. Wipro Technologies 17. Amazon 18. Siemens 19. Mcafee 20. GE

Gather Information Benchmarking data can be collected through publications and archival information, telephone interviews, site visits, surveys and/or questionnaires. The most comprehensive request for information from benchmarking partners is typically in the form of a questionnaire. I used a questionnaire for collecting information from different partners. The questions included in the questionnaire were selected in order to meet the needs without overburdening the partners. Questionnaire was prepared on following guideline:

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

If information was truly important for the study, only then it was included in the form.

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If the information was only of marginal importance, it was omitted from questionnaire.



Questions were asked regarding things that we were ready to reveal about the organization to the partners.

Overview of Sections in the Questionnaire Work Life Balance Arrangements Work life balance policies are those policies which help workers in combining employment with their family life, caring responsibilities and personal & social life outside the workplace. This definition includes statutory entitlements such as maternity leave and non-statutory measures such as childcare, dependent care leave and employee assistance schemes. There are many reasons why someone might be interested in work life balance working arrangements. They benefit employees by allowing flexibility in the workplace which allows them to effectively combine work and family responsibilities as well as their personal life. The benefits to the employer are that the policies allow for better retention and recruitment of valuable employees which can save employers from costs associated with recruitment and training of new staff.

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Some of the flexible arrangements are mentioned below: Non Statutory Leave Arrangements: Apart from statutory entitlements such as annual leave and maternity leave, other leave arrangements are increasingly common. These include: 

Paternity Leave

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Compassionate or emergency leave: Most employers recognize the need for leave in emergency situations. Arrangements vary from organization to organization and are frequently informal.

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Term-time working: This system means that the employee works during school terms but not during the school holidays. It appeals, in particular, to parents of school going children.

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Employment or career break: At certain stages in working life a break may be needed, for example: to devote more time to other things or for personal development reasons. The facilitating of such breaks can assist in retaining valued staff. A growing number of organizations provide such breaks on either a formal or less structured basis.

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Sabbaticals: This is a period of absence from work, which may or may not be paid and duration is normally related to length of service. They provide an opportunity for employees to take a break from or reflect on their work, or engage in new activities.

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Exam and Study Leave: When an employee is pursuing further education (this may or may not be job-related), an organization may provide paid leave for the purposes of study and to enable the employee to sit exams.

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Relocation or Transfer Leave: When an employee is transferred to a different location, organization may provide leave to the employee for getting settled in the new location.

Flexible Hours Arrangement Flexi-Time: This is an arrangement whereby employers and employees negotiate hours of work that are of advantage to both. It usually involves defining 'peak' hours when all employees must be in work. Starting and finishing times, on the other hand, are normally flexible and there is usually provision for taking leave in lieu of additional hours worked. Annualized Hours: This scheme means that an employee is contracted to work a defined number of hours per year rather than per week. Working time can be scheduled to deal with seasonal variations and fluctuations in the demands of the business throughout the year - for example an employee may work longer hours at one time of the year and shorter hours at another.

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Voluntary Reduced Working Time System: This is a system whereby it is agreed that the employee will work reduced hours for a certain period of time, with a return to full-time hours at the end of this period. Job Sharing: This is an arrangement to divide one full-time job or to share work between two people with the responsibilities and benefits of the job being shared between them. The job can be shared in a number of ways: On the basis of a split week or split day or on the basis of week on, week off. Good management and communication are essential to effective job-sharing and this can be assisted where the job-sharer's can build and operate close working relations. Part Time Work: Part-time working basically means working fewer hours than a comparable fulltime worker in the same organization. There are various forms of part-time working: 1.

Fixed part-time working: The employee works a reduced number of hours per day, or fewer days per week or even alternate weeks. This system is easy to understand and easy to manage.

2. Voluntary Reduced work-time: This is a scheme whereby an employee is allowed to reduce working time for a limited period with a right to return to full-time work. E-Working: The concept of e-Working means working at a distance, or even a remote location, and using technology to ease communications. It is well suited to performing information technology tasks Virtual team: A further development in area of E-Working is the putting together of teams of eworkers to work in a mutually supportive way. The members of the team may never meet and may not even be in the same country. This form of teamwork may be suitable in certain situations but the lack of personal interaction and human contact will render it inappropriate in situations where these factors are considered important. There could be other work arrangements designed on the basis of a particular job profile.

Career and Leadership Development Growth and development are the integral part of every individual’s career. If an employee can not foresee his path of career development in his current organization, there are chances that he’ll leave the organization as soon as he gets an opportunity. The important factors in employee growth that an employee looks for himself are: Work profile: The work profile on which the employee is working should be in sync with his capabilities. The profile should not be too low or too high.

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Personal growth and dreams: Employees responsibilities in the organization should help him achieve his personal goals also. Organizations cannot keep aside the individual goals of employees and foster organizations goals. Employees’ priority is to work for him/her and later on comes the organization. If he is not satisfied with his growth, he will not be able to contribute in organization’s growth. Training and development: Employees should be trained and given chance to improve and enhance their skills. Many employers fear that if the employees are well trained, they will leave the organization for better jobs. Organization should not limit the resources on which organization’s success depends. These trainings can be given to improve many skills like: 

Communications skills



Technical skills

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In-house processes and procedures improvement related skills

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Special project related skills

Need for such trainings can be recognized from individual performance reviews, individual meetings, employee satisfaction surveys and by being in constant touch with the employees.

Employee Development It is a fact that employee development programs make positive contributions to organizational performance. A more highly skilled workforce can accomplish more as the individuals gain in experience and knowledge. In addition, retaining an employee saves the organization a great deal of money. In a research conducted to assess what retained employees, development was one of the top three retention items. Employee development is a joint, on-going effort on the part of an employee and the organization for which he or she works to upgrade the employee's knowledge, skills, and abilities. Successful employee development requires a balance between an individual's career needs and goals and the organization's need to get work done. 

Employee Experiences and Actions 

Essential for successful employee development is participation in various experiences. Some of these experiences can be educational (higher education, workshops, coaching by an expert), but there are many other experiences that can contribute to employee development:



Job Experiences 

Temporary assignments

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Cross-training, rotation

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

Conducting meetings, conferences, forums

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Preparing and making presentations

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Participation on a larger-scale committee

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Job shadowing: Job shadowing is a work experience option where employees learn about a job by walking through the work day as a shadow to a competent employee.

 

Networking

Relationships 

Mentoring by more experienced co-worker

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Job sharing and back-up

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Coaching a less experienced co-worker

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Career coaching

Rewards and Recognition Having a rewards and recognition program in place lets valued employees know that their contributions are important and efforts are appreciated. Not only will the employees appreciate it, but customers may appreciate it as well. Dedicated employees are very important for organizational success. Saying thank you to those who help a company succeed can go a long way when business owners and managers are sincere. When employees are happy and satisfied with their work, their attitude will be reflected in the service they provide. When employers go the extra mile to keep employees happy and treat team members well, employees will often go the extra mile to ensure customers are happy. Treating people well is very often infectious. Studies show that employee morale significantly increases when employees feel that their work is valued. Most people are not motivated by money alone. Employees want to feel appreciated, recognized and valued. Putting an employee rewards and recognition program in place does not have to be difficult or costly. There are many things that can be done to show the team that their efforts are appreciated not only when the accomplishment is big, but all the time. A rewards and recognition program can be put together easily by following simple steps:

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1.

Document the program: Make sure the program is official by documenting and formalizing the program. Define the incentives, rewards, and opportunities for appreciation and anything else that will be included in the program.

2. Determine the rewards: Rewards can be low cost, like printed certificates, weekly prizes for exceptional work, allowing employees to award other employees a reward, staff lunches, ice cream socials, or even bringing baked goods to someone who does something notable. Other reward ideas may cost a little more, like an extra hour for lunch, a gift certificate, or a day off. 3. Create opportunities for recognition: Sometimes being recognized for a special accomplishment or activity is better than a physical reward. Allow several opportunities for this type of recognition. Opportunities to offer praise and recognition might be team meetings, meetings with leaders, e-mail alerts, and verbal praise. Encourage employees to say ‘thank you’ to each other and recognize the efforts of their co-workers whenever possible. 4. Announce the program: Make the new rewards and recognition program a big deal. Announce it at a company meeting and send the policy out to all employees. This lets the employees know that the program is important and there is sincerity in creating it. 5. Follow the policy: A policy is no good unless it is actually followed. Employers must be an advocate of the rewards and recognition program and encourage others to stick with it. It is easy to become lax when it comes to appreciation, but keeping up with the program will encourage employees to keep up with their great work. Putting together rewards and recognition program or an incentive program is a great step toward improving employee morale and encouraging more productivity. If employees are happy and motivated, customers will be happier and will reap the benefits as well. Saying thank you to everyone for a job well done is important. A little “thank you” will go a long way!

Compensation and Benefits Employee benefits are optional, non-wage compensation provided to employees in addition to their normal wages or salaries. These types of benefits may include life insurance, disability income protection, retirement benefits, daycare, tuition reimbursement, Retrenchment compensation, funding of education etc. Employee benefits have been proven to improve productivity because employees are more effective when they are assured of security for themselves and their families and feel a sense of pride in their employer if they are satisfied with the coverage they receive.

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The Differentiated Connect Program MphasiS has come up with a program called Differentiated Connect Program. Under this initiative the company has divided its workforce into four categories namely Women Employees, High performers, Youth and Leaders. Following figure gives the scope and approx. number of employees falling under each pillar.

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Leaders • Scope : Front Line Managers and above • No.s : Approx. 3600

Youth

Women

Scope : Age group less than 30 years

Scope : Defined No.s : Approx.8000

No.s : Approx .22000

Hi Performers • Scope : 4&5 rater in 2009, Level 1- 11 • No.s : Approx.7200

The basic aim of the initiative is to improve employee engagement which in turn will reduce employee turnover. Implementing better employee practices will help in attracting, retaining and motivating talent.

Why High Performers? High Performer retention is the key to meeting enterprise wide objectives and drive performance to the next level

Why Leaders? Ability to influence the larger Summer InternshipIfProject Report XIME 2010 population– the concerns of –this group are addressed effectively, they can positively influence their respective employee groups

Retention - 98 % retention in this segment

Retention – 98 % retention in this segment andPage 18 Reduction in no. of exits due to supervisor related issues

Women and youth account for a large portion of company’s workforce. Addressing the concerns of these groups will help improving retention.

Methodology My project work was divided in two parts: 

Conducting a survey.



Web research

With a view to ascertain the emerging trends in People Practices, a survey of People practices of 20 companies was conducted. Out of 20 companies 8 companies responded. A questionnaire was

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administered to HR managers of target companies. The sampling technique was convenience sampling. The HR managers of the companies were the respondents. Since the objective of the study was benchmarking HR practices specific references to a company has not been indicated in the discussion of findings. The questionnaire that was prepared for the study is attached as Annexure. Web research involved getting new ideas from the information published online by various organizations about the special programmes that they have started as a part of employee engagement.

Period of study The period of study conducted was 2 months.

Limitations 

Confidentiality of data.

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Sample size limitation- Due to time constraints, the sample size was restricted.

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The information given may not be fully correct.

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Names of managers of other organizations surveyed have not been disclosed due to confidentiality of data.

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The responder may not respond to the questionnaire.

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The responder may take too long to send back the completed questionnaire.

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Questionnaire may not be completely filled.

Analysis of Data Collected Work Life Balance Leave Policy Objectives 

To do market mapping of the leave policy.

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To make sure the company is following the policy in accordance with the market.

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To understand the employee satisfaction of the competitors.

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To make further changes in the policy if needed.

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1.

The number of leaves provided by companies surveyed varies between 20 and 30

Leaves

Annual Leave 35 30 25 20 15 10 5 0

Annual Leave

2. Out of 8 companies 5 provide 12 weeks maternity leave as per law. 3 of them provide 90 days of maternity leave.

3. 4 out of 8 companies provide paternity leave. Maximum is 7 days.

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Paternity Leave

Yes No

4. 5 out of 8 companies provide adoption leave.

Adoption Leave

Yes No

Leaves

Adoption Leave 100 90 80 70 60 50 40 30 20 10 0

Adoption Leave

Company 1 Company 2 Company 3 Company 4 Company 5

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5. There is one company that offers leave for relocation/transfer. 6. All companies provide extended maternity leave. Most of the companies reported 30 days of extension. 7. All companies provide leave for miscarriage or medical termination of pregnancy. 2 out of 8

Leaves

companies provide 45 days of leave.

50 45 40 35 30 25 20 15 10 5 0

Leave for medical termination of pregnancy

Cmpny Cmpny Cmpny Cmpny Cmpny Cmpny Cmpny Cmpny 1 2 3 4 5 6 7 8

8. 6 out of 7 companies provide compensatory off. This is in lieu of working on weekends or on any declared holiday. 9. Only one company provides bereavement leave.

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Bereavement Leave

Yes No

10. All companies offer leave without pay. Max duration is 120 days. 11. 7 out of 8 companies provide leave encashment. Number of leaves that can be cashed varies from company to company.

Leave Encashment

Yes No

a. Companies generally cash leaves at the time of separation. b. Leaves are cashed when the number of leaves exceeds a certain limit.

Sabbatical Policy Objectives 

To do market mapping of the leave policy.

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

To find out how different organizations have implemented this policy (i.e Duration and eligibility).



To make further changes in the policy and recommend better ways of implementing the same if needed.

1.

3 out of 8 companies offer sabbatical to their employees.

Sabbatical Policy

Yes No

a. Companies provide sabbatical for health reasons, higher education and for community service. b. Employees who have completed a certain number of years with the company can avail this facility. Minimum duration spent with the company as reported by a company in the survey is 2 years. c. Some companies offer sabbatical to a specific category e.g top talent only. d. Duration of sabbatical depends on the need.

Flexible Work Policy Objectives 

To do market mapping of the practice.



To find out different ways of flexible working followed in the market

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

To understand the employee satisfaction of the competitors.



To make further changes in the practice if needed.

1.

7 out of 8 companies offer flexi-time arrangement to their employees.

Flexitime arrangement

Yes No

a. Employees have to contribute at least a certain number of hours a day and there is a ceiling to the number of days for which this can be followed (ex. 4.5 hrs a day for maximum of 90 days).Employees should stay in office for critical meetings.

b. Only 5 out of 7 companies provide flexi arrangement for all employees.

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Flexitime for all employees

Yes No

c. Employees can come/leave office at anytime but have to maintain an average number of hours in office weekly/monthly. d. Companies offer this generally to women employees up to a certain level generally up to manager level e. Employees working in shifts cannot avail this benefit. 2. 7 out of 8 companies provide work from home arrangement.

Work from Home arrangement

Yes No

a. Only 1 company provides work from home arrangement for all employees.

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Work from Home for all Employees

Yes No

b. It is mostly need based. c. It is provided to high rank employees (managers and above). d. Women employees who have been with the organization for a certain minimum number of years can also avail this benefit. 3. Only one company offers job sharing facility.

Job Sharing Facility

Yes No

4. 2 out 8 companies offer reduced working time system.

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Voluntary Reduced Working Time System

Yes No

a. One company offers it to all employees and the other offers it only to the women employees. b. For the employee either the pay is reduced to 50% or the employee has to complete the reduced hrs later (ex. Work for 45 hrs a week.)

Career and Leadership Development

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Objectives 

To do market mapping of the practices followed under career and leadership development.



To find out special programs run by different companies.



To find new trends in the area of career and leadership development.

1.

All 8 companies have a practice to maintain career progression framework for their employees. a.

7 out of 8 companies do this for all employees.

Career Progression Framework for all Employees

Yes No

2. All the companies offer a mentoring facility. But 2 out of 8 follow this for certain categories like top talent, leaders and high performers.

Mentoring Programme for Specific Category

Yes No

3. All the companies have a system that helps employees to record and track their work history and achievements. 4. All the companies have forums for employees to communicate their ideas. 5. 4 out of 8 companies provide tuition reimbursement.

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Tuition Reimbursement

Yes No

6.

All companies reimburse fees for certifications.

7. All the companies have a leadership program in place. a. 5 out of 8 companies have special leadership programs running for specific category.

Leadership Program for a category

Yes No

b. Some companies have special programs running for certain categories e.g for women employees or top 100 leaders. 4 out of 7 companies have such programs.

c. 6 out of 8 companies have a special forum for leaders.

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Special Forum for Leaders

Yes No

d. 6 out of 8 companies provide individual coaching to leaders.

Individual Coaching for leaders

Yes No

8. All companies have a portal to educate and update employees.

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a. Only 4 out of 8 companies have a separate portal for leaders.

Separate Portal to Educate Leaders

Yes No

9. Some companies have tie ups with management institutes for conducting special leadership seminars.

Rewards and Recognition

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Objectives 

To do market mapping of the practices.



To find out special reward programs run by different companies.



To find out the audience targeted through reward programs. (e.g. women employees, new joiners, leaders etc)



To find out creative ways of recognizing employee contributions

1.

All companies have a reward program.

Periodicity of Rewards 70% 60% 50% 40% 30% 20% 10% 0% Monthly

Quaterly

Yearly

Ongoing

a. Ongoing awards are least common. b. Most of the awards are given to individuals. Very few companies have reward programs for new employees.

Target Audience 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Individuals

Teams

Managers

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Leaders

New Employees

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2. No company has a reward program specific to a category. 3. All the companies reward top performers. a. All companies provide monetary incentive generally cash rewards and gift vouchers.

Incentives

90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Monetary

Non Monetary

b. In Non monetary rewards companies provide onsite opportunities, working with leading projects, driving initiatives, visibility to senior leadership, representing seminars and forums and felicitation with family. 4. All companies provide differential promotions to high performers. 5. 5 out of 7 companies have a practice of giving gift vouchers in celebration of life events like marriage and births.

Gift Vouchers in Celebration of Life Events

Yes No

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6. 6 out of 7 companies have a practice where the employee is greeted by an anniversary card or a special leave for an occasion like his/her birthday or wedding anniversary.

Greeting Cards on Birthday /Marriage Anniversary

Yes No

7. Only 1 out of 7 companies has a practice of acknowledging good performance of an employee's child by awarding scholarship or cash reward.

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Acknowledge Good Performance of Employee's Child

Yes No

Compensation and Benefits Objectives 

To do market mapping of the practices.

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

To find out what benefits are different organizations in the market providing to their employees.



To find new trends in the area of compensation and benefits.

1.

Only one company provides overtime compensation.

2. Shift allowance is provided by all companies. Generally to employees working in night shifts. 3. 3 out of 8 companies provide retirement benefits namely pension, medical benefits and traveling concessions.

Retirement Benefits

Yes No

4. 6 out of 8 companies provide life insurance benefit to their employees.

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Life Insurance

Yes No

5. No company differentiates salary increments for employees on the basis of the category. 6. 3 out of 8 companies provide retrenchment compensation. Based on the number of years worked or 2 month salary.

Retrenchment Compensation

Yes No

Other Facilities

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Objectives 

To find out what facilities are different organizations in the market providing to their employees.



To find new ideas to make the campus more employee friendly.



To find about different activities conducted by organization for recreational purposes.

1.

2 out 8 companies have medical support facility on campus. (Doctors room and nurse, daily visit by general physician).

Medical Facility On Campus

Yes No

a. Companies provide such services free of cost.

2. 6 out of 7 companies have retiring room for employees.

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Retiring Room on Campus

Yes No

3. All companies provide transportation facility. Only one company is providing it free of cost to all employees. a. Other companies are charging it on the basis of distance traveled or its same for all. 4. All companies provide business cards. a. Not all companies provide it for all employees. 5. All companies conduct information sessions. 6. All companies have a policy to handle ethical violation. 7. All companies have employee counseling cell. 8. Companies either provide security guards to women working in odd shifts or they have any other provision to ensure their safety.

9. 7 out of 8 companies have fitness centre on campus

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Fitness Centre

Yes No

a. But not all companies provide it free of cost. 10. Companies conduct recreational activities for employees.

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Women Initiatives 1.

ACCENTURE Consultancy has started an initiative for women called ‘VAHINI’ to bring about inclusiveness in the organization, and make them good parents, empowered citizens and fine financial planners. Expecting mothers can enjoy regular visits by a gynecologist and special cabs for their smooth travel. There is also a dedicated 24x7 emergency helpline for women.

2. MakeMyTrip.com - A serious effort is on at bridging the gender divide at senior levels, the company has a policy in place for women to work out of their homes. Besides, Gurgaon to Noida or West Delhi can be quite a stretch. So the company has gone the extra mile setting up 10-seater business centers in Noida and Pitampura (West Delhi) where employees who go the distance (literally) take turns to sit in on a weekly basis. 3. Ajuba a Chennai-based healthcare BPO - Since women comprise almost half the staff, the company has taken a lead in certain proactive measures designed for the fair sex. The company trains women in the art of self-defense. And then there's the women's lounge; a special area in all the three facilities of the comapany for pregnant or unwell women. 4. In INFOSYS women employees on getting a child are allowed to take a year off and come back. Company has IWIN — Infosys Women's Initiative Network where women come and talk about what they need and the company tries to veer its policies around that, the company has become much more sensitive to gender. 5. TATA Consultancy Services - Company has an initiative called DAWN (Diversity and Women’s Network) in place that offers a framework for the professional growth of women associates, focused on encouraging diversity and inclusion in the workforce. 6. MINDTREE CONSULTING, IT SOLUTIONS – Company has Toddlers Park, a day-care centre, and an infrastructural facility, a concept called Baby's Day Out ,where women employees can bring their child and a maid along with them to the office So that they can work while taking care of their child. For cases of extended maternity, accompanying their spouse on travel, or caring for dependent family members, special leaves can be claimed. 7. IBM INDIA – The Company has started “Your Kids are our Kids Program”. This centre offers IBM employees a complement of programs in one location, including child care, after-school care and summer camps. The centre supports a wide range of children between age groups 3 months to 12 years. This centre was developed and funded through the IBM Global Work Life Fund. IBM employees receive priority to enroll their children in the centre’s programs, discounted tuition rates & convenient time scheduling to accommodate IBM working parents. This centre has been designed as a place where young children will enjoy extraordinary childhood experiences, while IBM parents gain a partner to help them balance the demands of work and family.

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Flexi work Initiatives by different companies Flexible working arrangements at ACCENTURE Accenture offers a flexible approach—giving options for how, and where, employees do their work. Company also provides innovative communication and collaboration tools to help increase productivity, efficiency and flexibility of employees. Some of the various flexible work arrangements offered at Accenture: 1.

Flex time schedule

2. Part-time arrangement 3. Job-sharing arrangement 4. Telecommuting/home working 5. Fly-backs: Help support work/life balance for employees with significant travel, often the case for consulting professionals. The company offers them fly-backs to their home location. 6.

Full weekend at home: Arrive at the project midday on Monday and stop client work early Friday afternoon, thereby providing for a full weekend at home. Work the same number of hours as a full work week, but compress the completion into a shorter time frame.

Family Friendly Working Policies and Arrangements at INTEL As part of its commitment to develop a work-life effectiveness strategy, Intel has invested huge fund and has launched childcare programs mentioned below: 1.

Family Links - an on-site referral and information service to provide consultation, information and assistance to employees who are seeking help with their childcare needs.

2. Childcare Development Fund - Development and improvement of crèche facilities. 3. Summer Camps - Intel is running summer camps for children (age 5 - 12 years) of Intel employees. 4. Parenting and Dependent Care Seminars -running at least one seminar a year covering relevant topics on parenting and dependent care. 5. Baby Hampers - Intel will send a gift of an Intel Baby Hamper to all new babies of Intel employees. In addition to these programs Intel offers the following work arrangements and benefits: 1.

Job Sharing

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2.

Part-time Work

3.

Telecommuting/Home-working

4.

Flexible Start Times

5.

Leave of Absence for educational and personal reasons.

Benefits and Rewards & Recognition 1.

Google India - The employees at Google are free to select their own list of holidays in the year. Companies can implement this with some exceptions and regulations, if required, in order to prevent abuse of polices. Company has a concept of peer bonus where one Googler recognizes the efforts of the other Googler by giving him/her bonuses in the form of vouchers paid by the company. This has to be seen that policy is not getting abused.

2. Ajuba a Chennai-based healthcare BPO - With performance, comes recognition. The company handholds selected candidates right from day one. Initiatives like the Information

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Security Awards recognize employees who share information on security-related responsibilities within the organization, Best Auditor, Best Compliant Team, are prime examples. 3. Makemytrip.com - Company has a peer-to-peer recognition system, where peers normally pen down a couple of lines on the direction shown by their other peers. 4. MINDTREE CONSULTING - MindTree advocates adherence to a value system framed jointly by the founders and the initial set of employees. These are categorised as “caring, learning, achieving, sharing and social responsibility”, referred to as CLASS within MindTree Consulting. The company considers these values so important that a significant portion of the annual employee appraisal system is designed to measure achievement of CLASS. While 60% of the appraisal relates to work performance, the rest focuses on CLASS values. Employees appraise their own fulfillment of CLASS values through anecdotes and other experiences. A superior officer verifies this self-appraisal and provides further input. The company believes that these values lead to partnership, teamwork and integrity, which are particularly important for a knowledge-based company. This kind of culture also differentiates the company from rivals and helps it to retain people.

Career and Leadership Development Initiatives 1.

Google has a buddy program that goes for three years.

2. TATA Consultancy Services has a program called ‘PROPEL’ for employees. The objective behind the introduction of this practice is to promote the culture of ‘share-care-grow’ at TCS. Employee’s issues and ideas are discussed in this forum and people take ownership in promoting their ideas and resolving issues at their level itself. This helps the organization in creating the ‘ownership’ culture and improves retention. 3. Bank Of America LEAD (Leadership, Education, Advocacy and Development) for Women is a network dedicated to promoting professional women's development to help grow, attract and retain successful women throughout Bank of America. Development is focused on providing women with leadership, advancement and career broadening opportunities and

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tools through a variety of means including information, education, advocacy, and networking with other women to learn best practices.

Recreational Facilities and other practices 1.

Adobe India fosters an environment where employees get an opportunity to involve themselves in a variety of activities outside of work, most of which are created, planned and implemented by employee groups. Company has ESCAPE (Entertainment, Sports, Celebration, Activities, Party planning and Events) Committees, which are groups of highspirited, actively involved Adobe employees who organize and manage sports, fun activities and events for Adobe employees at the Noida and Bangalore campuses. The company has traditional events such as cricket, table tennis, lawn tennis and volleyball and more creative events such as a treasure hunt and a laughter challenge. For intellectual junkies, company has a book club and quiz competitions. Adobe India offers a wide variety of recreational facilities to help employees rejuvenate during a mid-work break. Employees are frequently seen playing volleyball, lawn tennis, and table tennis or enjoying a game of carom or chess. The Company also has a well-equipped

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fitness centre wherein employees can work-out according to their preference and convenience. 2. MakemyTrip.com: Average age at the company is approx. 26. So the company tries to have a youthful and a very vibrant workplace. The workplace is full of colorful interiors that exude energy, passion and an unparalleled sense of achievement. 3. Intel Bangalore: organizes events like painting the walls of a school in the neighborhood. Or, employees enrolling for cooking classes. So that employees can have fun while working; this is practiced universally throughout the organization. 4. Ajuba a Chennai-based healthcare BPO

- The company attempts to engage with the

workforce by having events like junk art, unique Ganesha competition, the in-house band, yoga at work, soup and salad bars on World Health Day and doctors on cal to name just a few. 5. SAS Institute – The Company provides free concierge service through which employees can book tickets for movies, plays, concerts or even a seat at a busy restaurant.

Conclusion Although the survey attracted a small response, the data allowed us to make a number of interesting observations. All the companies that chose to participate have policies in the core HR areas, they recognize the value of providing employee friendly policies. Companies are offering good range of benefits and are taking an innovative approach towards implementing work life balance arrangements. Companies are recognizing the value of career development programs and are keen to ensure that they maintain a variety of options for communicating and involving employees. Companies are providing tools for employees to keep track of their performance and are recognizing employees who add value. Companies are trying to provide better facilities to their internal customers as they realize “Happy employees ensure happy customers.”

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Company’s leave policy is either at par or is better than many organizations in the market. It includes paternity leave, leave for adoption and extended maternity leave which many of the organization do not offer.

Recommendations Work Life Balance LEAVE POLICY 

MphasiS has a very good leave policy in place. Company is providing 24 days of annual leave and 84 days of maternity leave (as per law). There are only 3 companies that are offering annual leaves more that 24 rest 5 are either offering less or at par with the company.



As found from the survey results not many companies provide paternity leave, but those which are offering are giving more than what MphasiS offers. As per the survey companies are giving 5 to 7 days of leave.



Company offers 45 days of adoption leave which is at par or higher than what most of the companies are offering. Company provides 30 days of leave for miscarriage or medical termination of pregnancy and 60 days of extension for maternity leave which is either better

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or at par with what is being offered by other companies. However company can consider increasing the extension provided for maternity reasons because there are companies that are offering 90 to 120 days of extension. MphasiS provides compensatory off and also has a policy for leave encashment. 

Overall the leave policy of the company is well aligned with the current market trends. However, the company could encourage its supervisors to advise employees to use their leave benefits when signs of burnout or illness arise.

Taking time off will help employees

rejuvenate and thus, perform better.

SABBATICAL POLICY

FOR WOMEN EMPLOYEES AND YOUTH MphasiS offers sabbatical to its employees which is not offered by many companies. Company offers this only to employees who have completed 10 years of their service with the organization. The duration of the sabbatical offered is 2 years. As found from the survey, in some companies the eligibility criteria can be changed under special circumstances so as to accommodate the needs of certain employees. MphasiS can also make the policy a little flexible, for e.g. under special circumstances it can reduce the years of service required to avail sabbatical for women employees. As a part of differentiated connect program the company can alter the sabbatical offer for youth who want to pursue higher studies by increasing the length of the sabbatical by few months which will provide a buffer to the employee and will help in a smooth transition from job to studies and vice-versa.

FLEXI TIME ARRANGEMENT 

MphasiS has no formal policy for flexi time arrangement. Most of the companies offer such arrangement. Company can implement this for certain categories like women employees and

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high performers. There could be some exceptions depending upon the project demands and nature of responsibilities.

WOMEN EMPLOYEES Companies like Accenture, Intel and Tech Mahindra offer job sharing arrangement for few positions which is not offered by most of the companies in the market. Though it is administratively difficult to manage such a work arrangement, for women at certain positions MphasiS can also offer such an arrangement.



TCS, HCL, Accenture and Intel offer voluntary reduced work time arrangement to its employees. MphasiS can also implement this where it can offer women employees to work for lesser number of hours with a reduced payout arrangement.



Company can promote its work/life-balance policies year-round — not just in employee orientations and handbooks. Frequent, positive communication of these benefits reinforces management’s commitment to help workers achieve work/life balances.

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Career and Leadership Development 

Company can extend the length of buddy program which will help in absorbing the new comers more smoothly into the organization.



As a part of leadership development MphasiS can have a leadership program which all employees have to go through.



MphasiS has very good practices related to career and leadership development. It addresses to the needs of its employees in the areas of leadership development and encourage opportunity to acquire new skills. Company has a practice to maintain Career Progression Framework for all its employees. It has separate mentoring systems for new joiners and front line managers. It provides opportunities to all its employees to interact with higher management and other employees through forums. As per the survey results not many companies offer tuition fee reimbursement. However, MphasiS provides reimbursement for tuition and certifications.

Company can have a leadership program for women employees where women in top management or at top levels can guide others in the company. This program will offer information, education and networking with other women enabling them to share best practices and cultivate connections fostering success locally and nationally. Opportunities can include:

1.

Professional Development / Career development events: Event addressing targeted topics such as professional growth, enhancing personal competencies, and balancing life and work responsibilities.

2. Interactions: Monthly calls available as a forum to interact with Women participants company-wide. These interactions will be focused on providing information related to leadership, advancement and career broadening opportunities and tools.

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3. Special Mentoring programs: One-on-one and group mentoring programs to develop skills and knowledge gained through life experience. Mentoring program participants are matched with the goal of increasing confidence and expanding network opportunities. It comprises of all inclusive events that foster a woman’s individual and professional development. This program will cater to the various developmental requirements of women fulfilling diverse roles and responsibilities.

Benefits and Rewards & Recognition The Rewards and Recognition policy at MphasiS accounts for employee recognition at all levels. Company offers rewards to new comers that are not very common in the market. 

Company can have Initiatives where it can recognize employees who share information on security-related responsibilities within the organization for example recognizing Best Compliant Team and best auditor.



Company can also have peer to peer recognition system where peers can pen down a couple of lines on the direction shown by their other peers or team members can nominate one of the members for good performance during a specified period.

HIGH PERFORMERS MphasiS can provide non monetary rewards to its high performers. Ex. Working with leading projects and felicitation with family. Company can introduce a practice where an employee will be greeted with a card or with an email on his birthday or probably company can host monthly birthday parties (with a cake cutting) for all employees celebrating birthdays in that month. A high performer can be rewarded with a gift voucher/special leave on his/her birthday or marriage anniversary. Company can also reward high performers by giving them the flexibility of choosing their own list of holidays in the year.

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

Most of the companies are providing life insurance to its employees. That can be incorporated as part of compensation.

Facilities and Recreational Activities 

MphasiS can have more recreational activities on campus. Creative events such as treasure hunt and quiz competitions can be organized.



Most of the companies have a well-equipped fitness centre wherein employees can work-out according to their preference and convenience. Probably company can have a tie up with a fitness center so that employees can use the same at discounted rate. Company can also organize yoga classes occasionally.



MphasiS can provide on campus medical facility with a visiting doctor and the same can be used as women's lounge; a special area for pregnant or unwell women.

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ANNEXURES About MphasiS MphasiS started in mid 1998 when Jerry Rao and Jeroen Tas decided to leverage their rich technology and management experience in Financial Services to spawn a high-end architecture and IT consulting firm that quickly assumed the status of a technology leader through innovation, consistent growth and diversity. MphasiS Limited (then, MphasiS BFL Limited) was formed in June 2000 after the merger of the US based IT Consulting company MphasiS Corporation (founded in 1998) and the Indian IT services company BFL Software Limited (founded in 1993). MphasiS’ capacity to turn every opportunity into a success story saw the unfolding of a company landscape overwhelmed by winning milestones – quality accreditations, mergers, geographical expansions, groundbreaking initiatives, a growing employee base and global listings. MphasiS acquired Kshema Technologies, an embedded software player in 2004, followed by Princeton Consulting, a specialist European consulting and technology company focused on customer management solutions in April 2005, Eldorado Computing Inc., a company specializing in health benefit management system in May 2005, AIG Systems Solutions Pvt. Ltd. (AIGSS), part of the American International Group Inc in October 2009, and Fortify Infrastructure Services India Pvt. Ltd., a global provider of offshore based Remote IT Operations and Management Services in April 2010. These acquisitions opened newer spheres for growth in Product Research & Development, Telecom, Healthcare, Insurance and ITO services. Today, MphasiS is a majority owned subsidiary of HP Company, one of the world's largest information technology companies headquartered at Palo Alto, California. The company provides

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Applications, Business Process Outsourcing, Infrastructure Technology services to industries that include Financial Services, Communications, Media and Entertainment, Healthcare, Manufacturing, Transportation and Logistics, Retail & Consumer Packaged Goods, Energy & Utilities and to Governments around the world. MphasiS’ unique position in today’s market is a result of the partnership with HP, and their roots as a pure-play Indian IT services company. This enables MphasiS to offer the best of both worlds. MphasiS employees span a gamut of technologies and business domains - time and again, they delight our clients with high levels of commitment towards providing quality services Organization’s HR policies have been aligned to the strategy of sustaining business; enable scalability of their business and processes, while achieving a high level of ownership and involvement in their employees. From benefits to career to compensation and rewards, company strives to enhance employee happiness. Organization’s mission is to: 

Create and uphold best HR practices



Attract, develop and retain best-in-class employees



Proactively lead the path of values, policies and ethics



Support business, achieve customer satisfaction and create an environment in



which employees pursue joy in work

Organization’s efforts are built around their core values and beliefs - trust and faith, flexibility, openness, recognition and reward of excellence and care - to create a non-hierarchical, flexible and informal work environment.

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SURVEY QUESTIONNAIRE

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References 1. S Padmanabhan ,TATA continues to have the lowest attrition rate in the industry, executive VP and head (global HR), TCS, viewed on 11 June 2010, 2. Best practices ideas from networking conference calls, viewed on 12 June 2010, 15 June, 2010 3. Work life balance policy, viewed on 15 June 2010, 4. 16 Ways to Encourage Work/Life Balance in Employees, viewed on 17 June 2010 5. Employee First, viewed on 17 June 2010, 6. Compensation & Benefits: Employee Benefits, viewed on 17 June 2010, 7. Successful Work Life Strategies, viewed on 20 June 2010, 8. Companies roll out women-friendly initiatives to retain female staffers, viewed on 21 June 2010 9. Sonal Saxena ,Women in IT industry , PR & Corporate Communication Convergys IM India Ltd., Hyderabad, viewed on 26 June 2010, < http://hysea.in/17infowirearticle1.htm> 10. Prasenjit Bhattacharya, Best Places to Work For, 10 Jun 2009, Economic Times, viewed on 26 June 2010, 11. World At Work, World At Work Total Rewards Model,

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