Nasscom, In its first ever survey of this kind, Nasscom has released findings
of a survey conducted to identify the Top 15 Exciting Emerging Companies to Work
for in the IT-BPO sector in India.
is also the first of its kind survey across any industry, for the emerging companies
segment specifically. The survey was conducted in partnership with Grow Talent,
a strategic HR consultancy firm.
objective of this survey was to identify the best small and medium sized IT-BPO
companies to work for, within the Rs250 crore and below annual turnover category,
through a set of parameters that are particularly relevant to them, therefore
recognizing the fact that the dynamic of this segment is quite different from
the large companies.
Exciting Emerging Companies'' (EEC) survey threw light on several best practices
which at times may seem ''not that necessary'' for a small sized company but are
vital for the future growth of the company.
practices ranging across a wide range of innovative parameters like Balanced Score
Card approach for Performance Appraisal to designing of Performance Grade Cards,
companies are looking at constantly adding to best practices which make them more
attractive for employees, often enhancing productivity simultaneously.
Indian IT industry has set an exceptionally high standard with regard to workplace
and employee practices," said Kiran Karnik, president, Nasscom. "With
the continued growth and rapid evolution of the industry, as well as the changing
aspirations of its young workforce, IT companies - small or large - will have
to constantly look at innovation to excel as employers.
there are benchmarks that exist across industries, we felt that for the emerging
companies segment, it is critical to identify and appreciate the frontrunners,
who are employers of choice, and aptly showcase them. We are pleased to release
the findings of this survey which clearly demonstrate best practices implemented
in these emerging companies which have made them winners not only in this survey
but with their employees as well."
of the survey:
Analysis of the top 15 companies reveals certain distinguishing
factors that makes them an exciting emerging company:
and development: This process was a key differentiator between the top 15
and the other companies. While training was provided at all organizations, a sophisticated
approach to the process was missing. For example, an effective training needs
analysis must be conducted on the identified needs to arrive at a priority list
to determine an appropriate training calendar. Internal training, the most cost-effective
training delivery mechanism, can lead to manifold losses, if formal trainer identification
is not conducted. Training feedback can add valuable insights to improve the program,
but the time at which feedback is sought is also crucial.
management: This is not a solution to the challenge of attrition, but an enabler
to overcome the challenge. Most of companies featuring in the Top 15 list have
formed a career planning and development mechanism, which typically includes capturing
employees'' aspirations and creating individual career plans. Integration between
Career Planning, T&D and Performance Appraisal is mandatory to realize complete
benefits of any of the system.
Constant and effective communication is paramount for the success of any
organization. Communication may take multiple forms such as written or verbal,
but the authenticity and consistency of the information increases the engagement
levels in an organization and improves the fairness & equity quotient of the
the blue-print of any process, was a key differentiator. The presence of policy
documents and other relevant documents in the above companies made them high scores
in HR processes segment. Ready access to documents for the employee increases
their understanding of the processes and policies.
surveys, benchmarking and recreational activities was another key differentiator.
The top 15 companies identified above not only conducted climate surveys but also
tracked the results to identify improvement areas and initiated appropriate action;
a follow-up on the action undertaken was also done.
Process and Model
4-part tailor-made procedure was adopted for the EEC survey ensuring that both
the employees'' and the employers'' perspectives were reflected through:
Employee Perception Survey- An on-line survey was designed to tap the
employees'' perception of their respective organisations. The on-line survey captures
the employees'' take on the work environment (WE), career development (CD), job
satisfaction (JS), reward and recognition (R&R) and fairness and equity (F&E)
as observed and practiced in their organisation. It reflects an employee''s perception
on the above parameters on the Climate, Attitude and Satisfaction scale. An Employee
Satisfaction Score has been generated for each participating firm.
Diagnostic Study-A score for each participating company was generated,
following an in-depth exercise of meeting their Human Resource personnel, understanding
their HR systems and processes, validating their content, studying documentation,
comprehending their vision and listening to their employees.
Industry Panel run-through- The survey panel comprised of Nasscom''s invitees
and industry experts to ensure that no ambiguities were creeping into the system
and that there was no experience or expertise bias.
The collated data was then calculated and analyzed to arrive at the final list.