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Note: This presentation captures some trends from the Study done by Great Place to Work® Institute, India.
This presentation is not a research paper , and any information contained in it should not be used without
written approval of Great Place to Work® Institute, India.
“You know your true friends only in
You know your true friends only in
adversity,
Y k
You know if you are in a really great place
if i ll l
to work only in a downturn.”
Why is the 2009 Study different?
The orst of times
The worst of times:
¾ 15 lakh jobs lost in the export sector
¾ GDP growth has fallen from 9% to less than 6%
¾ High insecurity in employees
Why is the 2009 Study different?
Yet the best participation rate so far..
373
250
179 180
120 121
No. of Registrations: 373
No. of Employees Participating: Over 50,000
Why is the 2009 Study different?
NOW THE LARGEST
AND MOST
CREDIBLE STUDY
ON WORKPLACES
IN INDIA
Making India a Great Place to
g
Work
Registration figures have been audited by
an external third party audit firm.
How do we select the Best Workplaces?
METHODOLOGY
¾ TRUST INDEX(2/3RD WEIGHTAGE)
– Captures Employee Responses through
59 statements
p q
– Contains two open‐ended questions on
areas of strength and areas of improvement
f h d f
¾ CULTURE AUDIT(1/3RD WEIGHTAGE)
( /3 )
– Through a questionnaire on practices and
policies at the workplace – management’s
response
– Has two parts
– Quantitative and qualitative data
How do we select the Best Workplaces?
Through Two Lenses
Trust Index© Culture Audit©
What Employees Feel: What management does:
T
Credibility
R
U Respect
S
T Fairness
F i
Pride
Camaraderie
How do we select the Best Workplaces?
Wh i G
What is a Great Place to Work®?
Pl W k®?
Management
T t the people
Trust th l Trust is the key
you work for... driver
Employee
TT
Relationships are the key…..
KEY STATISTICS OF
2009 STUDY
Key Statistics of Study 2009
Participant Profile
27 11 11
8 Media
11
8 Others Retail
10% 39
22 BioTech & Pharma
Professional Financial Services
Services & Insurance
12 Cons.&Real Estate
16 6%
Telecommunication
16
Edu & Training
Manufacturing &
M f i &
Production Health Care
Information Technology
23%
24% Hospitality
p y
84
5%
90 Wide ranging
ITES
representation from
18 21 industries.
Adverttising &
1
Markketing
1
Agro
o‐based
Biotechno
ology &
1
Pharmaceeuticals
1
Elecctronics
Profe
fessional S
Services 1
Quick Service
1
Key Statistics of Study 2009
Restau urants
1
Retail
1
Transpo
ortation
2
in the Top 50
Healtth Care
2
Teleccommuncciations
4
Hosp
pitality
Industry Wise Representation
ITES
Financial Serrvices &
7
Insurannce
Companies from 15 industries feature in the Top 50
Manufactu
M uring &
9
Producction
Informmation
13
Technnology
Key Statistics of Study 2009
Employee Strength and Representation in
th T Li t
the Top 50 List
90 7.79%
15.15%
80 6
70 10 18.18%
5.26% 9.43%
6
60 3 10
5
50
28.13% 18.18%
40 77 9 6
30 66
57 53 55
20
32 33
10
0
Less than 250‐500 501‐1000 1001‐2000 2001‐5000 5001‐10000 Above
250 10000
Total No. No. of Companies featuring in the Top 50
Both small and large organizations can be Great Workplaces
Financial Services Industry
shows the biggest increase in
positive employee perceptions
Average Trust Index Score of all Companies in the Financial
A T t I d S f ll C i i th Fi i l
Services Industry
77
76
6
76
75
74
73
72
71 71
71
70
69
68
2007 2008
8 2009
Key Findings of Study 2009
y g y 9
Key Findings of Study 2009
Why Worry Whether You
Are A Great Place To Work®?
¾Statistical Analysis of this year’s vast data reveals
th t G t Pl T W k® St t
that Great Place To Work® Statement has very
t h
strong mutual co‐dependency with
– Employee’s stated intent in wanting to work for long in
the current place of work (High potential for Retention)
– Employee’s demonstrable pride in announcing her/his
employment with the work place (High potential as a
voluntary Employer Brand Ambassador)
Key Findings of Study 2009
Attrition Rates for Top 25 and
Lowest 25
25% 70%
22% 65%
20% 60%
50%
15%
12%
40%
10%
30%
24%
5%
20%
0% 10%
p 5
Top 25 Mean Lowest 25 Mean
5 Top 25 Max. Lowest 25 Max.
Score Score Attrition Rate Attrition Rate
Key Findings of Study 2009
How is 2009 different from 2008?
The Best Workplaces would lay people off only as a last resort.
88
84
panies on
82
80
e of Comp
statementt
65
6
63
this s
age Score
Avera
I believe management would lay people off only as a last resort.
Key Findings of Study 2009
M h d f A l i
Method of Analysis
¾ Objective of the Analysis – To find out from
this data, in the current context, what
differentiates the top from the lowest
¾ Additional analysis of Employee Responses to
the two open‐ended questions
the two open ended questions, using
using
intelligent language analysis software provided
by our associate ‘Germinait’, which enabled us
y ,
to identify positive and negative sentiments
expressed by employees
Key Findings of Study 2009
Key Sub‐dimensions that
y
differentiate the Best Workplaces
¾Fairness – Equity & Impartiality
“I feel I receive a fair share of the profits made by
this organization.”
“People avoid politicking and backstabbing as ways
to get things done.”
“Managers avoid playing favourites.”
¾Respect‐ Caring & Collaboration
“We have special and unique benefits here.”
p q f
“Management involves people in decisions that
ff j
affect their jobs and work environment.”
Key Findings of Study 2009
How is 2009 different from 2008?
9
People seem to be happier with their pay‐packets, but this
seems to be more contextual ?!
78 80
71 776
69 73
69
62
53 54
49
45 44
42
39
35
I feel I receive a fair share of the profits People here are paid fairly for the work
made by this organization. they do.
Key Findings of Study 2009
How is 2009 different from 2008?
9
The Best Workplaces are perceived to be more fair .
76
72 770 71
66 66 66
61
Managers avoid playing favourites People avoid politicking and backstabbing
as ways to get things done.
Innovation in Study 2009
Analysis of unstructured employee comments using software
y p y g
based on Artificial Intelligence principles.
BUZZ ANALYSIS
Determination and depiction of most frequently used words in
employee comments. (Can be done for any demographic)
employee comments (Can be done for any demographic)
SENTIMENT ANALYSIS
Determines the sentiment expressed in the comments and keeps count
and calculates percentages (Positive Neutral and Negative)
and calculates percentages (Positive, Neutral and Negative).
BUZZ ANALYSIS
Words that recur in open‐ended questions
Sentiment Analysis of Q1 responses of the
B t W k l
Best Workplaces and Comparators
d C t
Positive Sentiments Expressed
78% 78%
78%
776% 776% 76% 76%
76%
6%
74%
73% 73%
72%
71%
68% 68%
Biggest Differentiators between Top and Lowest:
Fairness and Respect