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Best Companies to Work for in India
Bees are traditionally known to be nectar collectors from a wide variety of flowering plants to produce the best quality honey. To the poser as to which best company to work for, is like asking the bee the tricky question: which flower to tap the nectar from? Organizations and Companies can be likened to flowers positioning themselves in respect of their colors – in assorted hues, shapes, sizes and smells seeking the attention of the bees. However, to identify the best among them is to be in the bee’s predicament of making the apt choice of the flower, viewed from the employee’s perspective. The company dilemma is best represented by the wasp of childhood verse: “A wasp met a bee that was just buzzing by; she said, my dear cousin; can you tell me why, you are loved so much better by people than I?” In a world of rapid change where ‘survival is of the fittest’, companies ought to project their wares to fulfill adequately well, both the ‘stated’ and ‘implied’ needs of their employees - in the language of international standards of quality assessment, to remain in their respective businesses. The ‘stated’ needs viewed from the company perspective would be clear cut Policies, Practices and Initiatives in that order, which would broadly advertise the audit parameters of its ‘Culture’. Encompassing a host of activities termed ‘drivers’- coming under the realm of the HR function initially, would be hiring and welcoming; it is normally followed by the HR and middle management of the company, genuinely engaging on a consistent basis in - speaking, inspiring, listening (hearing attentively), collaborating, developing, contributing, thanking, redressing, balancing, supporting, rewarding and celebrating – virtually all the verbs in the domain of positive human endeavor, as a never ending on-going exercise. Employees being able to witness for themselves early in their careers, the enactment of these moves as part of their professional experience, constitutes a mere one-third of the gargantuan management effort. The tougher and more challenging task for the company lies in being able not only to identify, but also implement the subtler ‘implied’ needs of their ‘customers’ – the employees, being able to ‘feel’ and ‘experience’ them. The critical parameters chosen for real time monitoring with a total employee orientation for building up of the “Trust” are - credibility, respect, fairness, pride and camaraderie respectively. Each of these factors merit focused attention. The credibility of a company is best judged by the ability to deliver on its promises through open and transparent communications; entrusting responsibility to its employees and providing them with unhindered professional access to its management. Managements treating their employees not as robots, but as human beings with feelings earn their respect and active participation; timely appreciation of their good work can lead to voluntary contribution of extra effort. Fairness is a commodity which is in short supply these days in modern Companies and which is the cause of several behavioral problems. Not only should one be fair but also should appear to look fair; playing favorites and resorting to unfair hearing for unfair treatment can only complicate issues further. It is essential that every employee assesses his work in relation to the impact it has on the company’s fortunes, which is possible only by seeking his commitment to collective work goals. The acid test for successful corporate image building lies in employees boasting of their work place with an overwhelming sense of pride which requires proactive engagement. Cooperation at work amongst teams can never be demanded. The onus is on the company to set up an environment conducive to breeding intimacy between employees and for nurturing the spirit of camaraderie. The work place should turn out to be as informal, as one is being at home; the 21st century concept of DINKS with infants to care for at home is forcing a rethink and according legitimacy for working from home for progressive managements. All these illustrative factors of implied needs when taken up cumulatively contribute towards the other two-thirds weightage of the “Trust Analysis”. Culture Audit in conjunction with Trust Analysis can only lead to effective ‘Benchmarking’. Companies in India which have been successful in benchmarking their evaluation parameters and buttressed them with promotional measures for enhancing employee caliber, product quality and risk taking ability with innovation have reaped rich dividends, both qualitatively and quantitatively. They have not only cut down costs on turnover and healthcare and enhanced their productivity, but also their brand value with increased market visibility. Increased employee motivation and loyalty has been able to curtail attrition. Sustained growth has led to business stability and increased profitability. Going by the research conducted by the Economic Times newspaper over the years, a combo of both musical chairs and hide-and-seek games appears to being played on the performance board of India’s top list of companies. Companies which have had a good grasp of both the stated and implied employee needs, but failing marginally in either of the two in different years have seen their ranks fluctuating, but nevertheless figuring in the list; those keeping their stated needs intact, and failing perceptibly on the other front have been seen to playing the “guest appearance” roles; but sensibly, there is hardly any company for which the converse could be found true. The flash in the pan kinds that have reached the altar, nay, all but once with full gusto, and never seen the light of the day again are also there. The most impressive amongst the top Indian Companies worth working for, are those who have not relinquished their presence from the list of Top Ten, for at least 2 to 6 times over the timeframe of a decade, say, since the commencement of the government liberalization process and who have diligently complied to the Culture and Trust protocols. Infosys rules the roost, followed closely by TCS, Microsoft India, Procter & Gamble, HP, Smithkline Beecham, Mindtree Consulting, HCL Comnet/Infosystems, Satyam, Sapient, Sasken, NTPC and Google. 2011 is poised to throw up some surprises too.
Editor's note: Most articles submitted to Chillibreeze go through a selection process. Only 30 percent of submitted articles are accepted for publication on the Chillibreeze.com featured article list. All accepted articles are edited and proofread for glaring errors of punctuation and grammar. Sentence structure is changed in certain cases and sometimes, entire sections are rewritten. If you notice any errors that have slipped through the cracks, do let us know! (Email us at info at chillibreeze dot com). Chillibreeze's disclaimer: This is a contributed article and was published on Chillibreeze in October, 2011. The views and opinions expressed in this article are those of the author(s) and do not reflect the views of Chillibreeze as a company. Chillibreeze has a strict anti-plagiarism policy. Please contact us to report any copyright issues related to this article. The relevance of the facts and figures cited (if any) could change after a period of time.
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