Year 2018 «« Back To Home
Concentrix Daksh Services India Private Limited
New Delhi
Sudarshan Chemicals Industries Limited
[BPO] [Chemical & Fertilizer]
Concentrix is the outsourced service division of SYNNEX Corporation and has 94% of total employees of SYNNEX. It is a BPO company for B-2-B service. HR processes are digitized. HR team is contributing directly to operational performance and financial part of organisation. Talent acquisition, retention management, performance management, learning and development are some of the key areas of HR team. Diversity and inclusion roadmap “NOW” has been prepared to enhance broad diversity ratio. 32.4% women (2018), 29.58% (2016) differently abled persons are enabled. Flexible work option policy is in place with work at home. Sudarshan Chemicals Industries Limited, Pune is engaged in manufacture of coatings, plastics, inks, cosmetics and pigment products. HR leadership ensures that communication happens at 3 levels i.e., Organizational, Departmental and Individual Level. Performance Management systems, Balanced Score Card are growth strategies to move from domestic to global market leadership. Passion at work is created by aligning employees to strategy, reward, grievance redressal, maternity and paternity leave. Trust Index, Employee engagement survey and culture Audit, Great Place to Work assessment are used to measure engagement. Psychometric assessment, learning agility, dealing with ambiguity and critical thinking are used for spotting talented human resources.
Myntra Jabong India Private Limited
Gujarat Gas Limited
[E-commerce] [Gas]
Myntra - Jabong is a part of Flipkart Private Limited, is an e-commerce company started with personalized gift business to fashion, tech products, B2B (Business to Business), B2C (Business to Company). HR objectives are identification, mapping, prioritizing, action plans and evaluation. Voluntary attrition reduced from 35% in 2015-16 to 28% in 2018-19. Acquisition of Jabong, grade structure change and competency framework, restructuring and retail department are some of change management examples. Change Champions identified for change management project are mature, positive role model, trusted ability to recognize resistance to change and broad understanding of organization. For women employees policies for flexi-work arrangement, maternity, work from home, prevention of sexual harassment are in place. Gujarat Gas Limited, Ahmedabad has its parent organisation - Gujarat State Petroleum Corporation is a city gas distribution company. Creation of culture of innovation, covering diversity issues, succession planning and future talent needs are HR roles. Organisation culture improvement, driving customer focus in employees, recognising employees with customer-centric behavior skills are planned and implemented. Reengineering, reconstructing, mergers and acquisitions have been performed in last 3 years. Due diligence check list has been prepared for merger and acquisition which includes cultural, emotional, financial aspects of mergers. Human rights policy is framed and followed.
Cordite Factory Aruvankadu
The Nilgiris
Apollo Hospitals Enterprise Limited
[Government (Defence)] [Healthcare]
Cordite Factory Aruvankadu is a unit of Ordnance Factory Board. Factory produces ammunition and explosives. Competency matching and skill development programmes are devised. Attrition rate for last 2 years is less than 1%. Rapid changes in technology require rapid skill development of employees at various levels. Integrated talent for all functions are developed. Inclusive management is practiced with transparency and fairness. Change champions are recognised by taking suggestions from employees. Passion at work for customer-centric organisation is developed. Apollo Hospitals is widely recognized as the pioneer of private healthcare in India. The Annual Operating Plan (Business Strategy) gives direction to all the functions (to mention a few - Nursing, Medical, Operations, Human Resources, Marketing, Materials, IT, etc.) with respect to Clinical Excellence, Service Excellence, Operational Excellence and Systems & Processes. The HR Strategy is aligned to the Business Strategy of the Organization. By 2022, HR wants to evolve as the Global Benchmark in the HR Practices of the Healthcare Industry and HR Mid Term Plan – is to digitize and improve all the HR Processes so that the family members experience seamless service.
Wipro Limited
Oil and Natural Gas Corporation Limited
New Delhi
[IT] [Oil Production]
Wipro Limited, Bengaluru, has 76% employees based in India and the rest in 50 other countries. It has presence in Information Technology, Business Process Services and Consulting Services. HR structure aligned to business has six groups: Business Partner, L&D, Global Workforce transition, Hiring, Corporate HR and HR Shared Services. Attrition rate was 16.3% for FY 2016-17 and 16.6% for FY 2017-18. Strategic and cultural changes adopted by WIPRO HR are new ways of skilling and learning, hands on learning, crowdsourcing projects, compete and earn extra, design thinking workshops, yammer merger and acquisition, designing IT Audit and restructuring and reengineering of Internal process. Gender Diversity Hiring, Communication and sensitization, WoW (Women of Wipro) program enabling system and processes are adopted. Oil and Natural Gas Corporation Limited (ONGC) Limited, a PSU company, has business verticals of oil and gas exploration and production, refining and marketing of petroleum and petrochemical products. Assessment Development Centre, handling of diversity issues, succession planning are some of initiatives taken by ONGC leadership. DEEKSHA, value proposition for the role are adopted for succession planning process. Skill building through Assessment development centre, job rotation, mentoring, competency development intervention, outsourcing etc, have been planned. Attrition was 0.3% and 0.4% in FY 2016-17, FY 2017-18 respectively. Change management examples are acquisition of GSPC, HPCL, with cultural integration process.
Wockhardt Limited
ITC Limited, Lifestyle Retailing Business Division
[Pharmaceutical] [Retail]
Wockhardt Limited, Mumbai is a global pharmaceutical and healthcare company having 12 manufacturing facilities. 'Life Wins' is Motto of Wockhardt which has been added to the company logo. One culture, one value, one spirit, one belief is their Mission. HR function is linked through WEVA. Wockhardt Economic Value Addition (WEVA) scheme is an annual performance based variable pay scheme applicable to select grades of employees. Attrition rate was 27.2% in FY 16-17, 26.8% in FY 17-18 and 20.1% in FY 18-19. Diversity strategy provides equal opportunity to all irrespective of culture, religion, gender, location, age etc. Gen-One workshop helped towards making teams stronger, effective and more focused towards target achievement. Employee needs identification for forecasting new manpower requirement is done regularly. The Lifestyle Retailing Business Division (LRBD) is the apparel retailing division of ITC which has established a nationwide presence through its brands - Wills Lifestyle and John Players. HR focus is on adherence to values/systems. Effective learning cycle is a geographically dispersed talent linked through e-learning modules that are scalable, consistent and flexible. Lean structure of John Players team ensures sharpening goals for employees to achieve without compromising on the cost element. Customer-centricity is part of company's philosophy and has a deep impact on company's business strategy and how employees perceive customer satisfaction. The company employs manpower planning as a part for getting the right number for people, right kind of people, right tip for doing the right things.
Tata Steel Limited
Bangalore International Airport Limited
[Steel] [Transportation (Aviation)]
Tata Steel Limited, Jamshedpur is a public limited company. “Shikhar25” Program was launched to make a change in operational improvement and sustained leadership position in market, with employee involvement and value creation efforts. In the last 5 years, increase in number of women officers was 43%. 17.29% of total employees are from underprivileged categories. Career mentoring, work from home, satellite office operation, career progression, Increased maternity benefits, flexi working hours, free medical benefits etc. are some initiative for well-being. 93% employees are engaged in improvement activities. Bangalore International Airport Limited (BIAL) has major shareholders FIH Mauritius Investment Ltd. (54%), Siemens pro Ventures Compts (20%), Airports Authority of India (13%), Karnataka State Industrial & Infrastructure Development Corporation Limited (13%). Segmented manpower requirements based on airport capacity growth, statutory requirements etc, personnel core growth in line with manpower requirements, Annual HR and Manpower budgets are in line with the projection in the long term and medium term business plans. Long Term Planning (LTP) is done for manpower Leadership Development for competitive advantage. Voluntary Attrition rate was 7.6 % in FY 2017-18 and 5.4% in 2018-19.
Amway India Enterprises Private Limited
Amway India is a wholly owned subsidiary of Amway, USA. It is a manufacturing & direct selling company. In India, Amway has 740 employees. It offers 140 products in nutrition and wellness, beauty, personal care, home care, etc. like Nutralite, Artistry, etc. Capability building game plan has been launched with programs viz Big Leap, Amway Leadership certification Program (Virtual Global Program), Shadow board (Potential leadership) and Leadership Excellence & Development (LEAD). Attrition rate in 2016-17 was 9.4% and in 2017-18 is 9.1%.
Year 2017
Anand CY Myutec Automotive Private Limited
WNS Global Services (P) Limited
[Automobile Ancillary] [BPO]
Anand CY Myutec Automotive Pvt. Ltd. is a joint venture between Anand Automotive Pvt. Ltd., India and CY Myutec Ltd., Korea and manufactures synchronizer rings for automotive applications. Business value propositions are communicated internally through a formal process called ‘Large Scale Interactive Process’. Innovations in delivering HR strategies include ‘Empower People and Encourage Accountability’ through small group activity. Employees’ Satisfaction Survey conducted by an external agency ‘Great Places to Work’ shows increase in satisfaction levels from 68% in 2014-15 to 86% in 2016-17. Company also sponsors talented employees to IIT Madras for higher studies. WNS Global Services (P) Limited is a leading provider of Business Process Management Services offering comprehensive data, voice, analytical and business transformation services. Good leadership has increased business growth by 2 times. More than 70% of frontline Supervisors are internally grown. Women employees’ percentage has grown from 36% in 2015 to 44% in 2017 due to focused talent strategy. Millennial (those born after 1980) constitute 82% of WNS workforce. 1400 freshers were hired under NEEM (population who could not pursue studies after 10+2) in FY 2016-17. Top talent retention is over 94%. Internal diversity (women leaders) in Middle Management Role Band and above is 22% due to significant investment in this talent group.
Accenture Solutions Private Limited
National Engineering Industries Limited
[Consultancy] [Engineering]
Accenture Solutions Private Limited is a leading global professional services company providing a broad range of services and solutions in strategy, consulting, digital technology and operation. Accenture has one third women employees and over 230 persons with disability. Talent development is executed by focusing on being uniquely human and uniquely digital. Learning and performance achievement team focused on bringing out the best of employees to the work they do through programs such as: performance achievement, hyper personalized learning guidance, extreme learners, durable learning and truly human. National Engineering Industries Limited is a fast growing bearing brand in India having 4 manufacturing plants. Various mechanisms by which the business goals are actualized by everyone includes cascading of business goals through performance management systems, vision sharing through communication at all levels, and functional heads’ connect. ‘HR business partner’ is an initiative in which entire HR team acts as a business partner for a particular division, as a single point of contact for all employee matters. Talent mapping is done on a performance potential matrix. Succession planning is achieved through specialized development programs.
Union Bank of India
Engine Factory Avadi
[Financial Sector (Banking)] [Government (Defence)]
Accenture Services Private Limited is a leading professional services company providing a broad range of services and solutions in strategy consulting digital technology and operations. Inclusion and diversity along with succession planning and identification of future talent need is pivotal to company's HR strategy. It follows the 9 Blocker Grid, a simple but proven talent management tool that is used to categorize individuals on 3x3 grid based on two dimensions - performance and potential. This is the key to succession planning and leadership development programme. It has developed a global shared services model by integration of historically independent business functions. Engine Factory Avadi is a unit of Ordnance Factory Board of the Department of Defence Production and produces defence goods for the armed forces. HR policy promotes people handling sensitive jobs of routine nature like procurement, administration, engineering etc, to be rotated periodically and those undertaking specialized jobs in production and maintenance given longer tenure in their post. Gap analysis is being undertaken for identification of short-term and long-term objectives in human resource management. HR is central to production planning. CP Grams, an online portal, has been launched to lodge service related complaints which are responded within 15 days.
Kirloskar Brothers Limited
Infosys Limited
[Industrial Manufacturing] [IT]
Kirloskar Brothers Limited is a pump manufacturing company with expertise in engineering and manufacturing of systems in fluid management. Cross functional teams are formed to drive change. Core groups are created from ranks to deliberate upon change decisions; and change champions were elevated and given enhanced roles. One of its plants has over 95% of female staff on the shop floor which also finds a mention in ‘Limca Book of Records’. Functional tests are conducted for all employees, in middle and junior management levels, to identify the high potential performers. Infosys Limited is a global consulting IT company providing solutions and services, leveraging highly cost effective models; and is highly focused on creation and execution strategies for their digital transformation. Major change agenda that HR drives is to foster a culture of innovation among all employees. It has adopted diversity goals as part of score board - 25% Women Executive, 20% Non-Indian Nationals by 2020 as an endorsement to diversity to leadership. The shift of focus to digitization and automation of repeatable work has been integrated in its working. The company has a digital career platform named ‘Compass’, which creates an internal career market by publishing all career opportunities for internal employees. The company deploys psychometric tools and a 360 degree feedback tool to help leaders gain good insight about their own styles.
Allcargo Logistics Limited
Sterlite Copper, Vedanta Limited
[Logistics] [Mining & Metallurgy]
Allcargo Logistics Limited is a leading integrated logistics solution provider with major facilities of container freight stations and inland container depots. Innovation in delivering HR strategies is demonstrated by: making the no-attendance monitoring policy, which is common these days in most IT companies, but uncommon in logistics space. Goals and targets of the HR Team are drawn from business imperatives across 4 parameters i.e, financial goals, customer goals, internal process goals and learning & growth goals. Leading an initiative called ‘employee connect’ team HR meets employees one on one or in groups to foster team spirit, clear misunderstandings and address grievances, with a view to enabling greater collaboration amongst all members. While the logistics business is a male dominated space, the company has an overall average of 11% women in the workforce and 18% in its corporate offices. Sterlite Copper, a unit of Vedanta Limited, is the leading copper producer in India. The process of accelerated competency tracking and upgradation program has been initiated which is a process of identifying high performers at early stages and provide accelerated growth and enhanced role and responsibilities to these individuals. The company has consistently retained the high value employees. Various processes to develop key competencies include Vedanta Sustainability Framework, Asset Optimization, Benchmarking and Strategic Challenges due to external environment. The employee does self-assessment against their KRAs on 3 parameters – Leading, Lagging and on-track.
CESC Limited
Tata Steel Limited
[Power] [Steel]
CESC Limited is India’s first fully integrated electrical utility company engaged in generation and distribution of electricity for over 118 years. Customer service was restructured for faster commercial complaint resolution resulting in redeployment of 29 employees from commercial department. Rate of attrition at 3.04% amongst officers is far lower than 10% benchmark of similar industries. Differently abled persons are also placed suitably in non-hazardous area. The employee engagement survey indicates score of 82% and employee empowerment survey indicates 78% in 2017, showing improvements over targets. Tata Steel Limited is the eleventh largest global steel producer producing a rich mix of flat and long products catering to wide range of end customers. All Senior Leaders Team communication by design has a frank and open session. Attrition rate at 4.34% in FY 2017 is much below in the industry level. The company is working towards maintaining a steady pipeline of future leaders. 16.9% of non-officer employees are women and 5.75% in executive cadre are women. Employee productivity has improved from 515 tonnes per employee in FY 2016 to 524 tonnes per employee in FY 2017.
Sutlej Textiles and Industries Limited
[Textile & Apparel]
Sutlej Textiles and Industries Limited is one of India’s largest textile company manufacturing synthetic, natural and blended yarns. Innovative HR solutions include adoption of new performance management system, organization restructuring, ease of service using latest IT hardware and software. 45%-55% of employees are female, a clear indication of gender diversity. The attrition rate has declined from 10% in 2014-15 to 8.8% in 2016-17. Employee opinion survey shows improvement in satisfaction level from 62.43% in 2015-16 to 75% in 2016-17.
Year 2016
Hero MotoCorp Limited
New Delhi
Gabriel India Limited
[Automobile] [Automobile Ancillary]
Hero MotoCorp Limited has 24 products comprising motorcycles of different categories and scooter. The company has innovative approach of sectionalizing strategy goals to set achievable targets and project focus. It has effective change management strategy and schemes like Saksham (Competency Framework) and MOTO Passion (Enthusiasm and excitement). A focused diversity policy and practice including a well depicted programme for gender and ethnic equity, is in place. Its welfare and health policies have resulted in reducing absenteeism. SAMVAD (performance feedback dialogue) is a good initiative for well articulated value proposition. Gabriel India Limited, Parwanoo started operations in 2007 and its product range includes shock absorber, front-fork and struts being manufactured for major automobile companies. The HR vision puts focus on all spheres of diversity related to people. Key thrust areas of HR function are derived from organizational and business objective. Skill assessment is part of Performance Appraisal Process which is reviewed on monthly basis. HR initiatives of capitalizing people's capability include culture of quality and innovative approach for skills development. Anand Leadership Development Programme selects and nurture talents at all levels.
Shree Cement Limited
Gujarat State Fertilizers and Chemicals Limited
[Cement] [Chemical & Fertilizer]
Shree Cement Limited is one of the fastest growing cement company with a futuristic approach towards sustainable growth and climate change. Capacity building is done for short and long term based on organizational goals, gap analysis and competence. The annualized attrition rate has been reducing on yearto- year basis. Effectiveness of the HR function is measured in terms of business result. HR has a focus driven approach which includes employee life cycle management with zero error. It has a Chief Happiness and Friendship officer in the top management. High potential personnel are identified and a cross-functional pool of high potential candidates is created. Gujarat State Fertilizers and Chemicals Limited is a joint sector company promoted by Gujarat Government. The company has well established HR leadership process with focus on training and development; HR's contribution to overall operational and financial performance is well defined. It has flexible HR strategies to meet organizational changes and align with business goals. Innovative approaches have been developed for promoting work place diversity. Its strategy for identification of human resources with high potential towards succession planning is established.
Accenture Services Private Limited
Bharat Heavy Electricals Limited
New Delhi
[Consultancy] [Engineering]
Accenture Services Private Limited is a leading professional services company providing a broad range of services and solutions in strategy consulting digital technology and operations. Inclusion and diversity along with succession planning and identification of future talent need is pivotal to company's HR strategy. It follows the 9 Blocker Grid, a simple but proven talent management tool that is used to categorize individuals on 3x3 grid based on two dimensions – performance and potential. This is the key to succession planning and leadership development programme. It has developed a global shared services model by integration of historically independent business functions. Bharat Heavy Electricals Limited (BHEL) is a Maharatna public sector enterprise and largest manufacturer of power plants and equipments. The company has adopted innovative and best practices and has implemented online Performance Management System (eMAP). Team work and collaboration are unique to company's working style. It has a mechanism in the form of inter-unit discussion forums, workshops etc. which ensure collaboration and team work. Succession planning is a focus of HR. The company has maintained one of the lowest attrition rate in the industry being only 0.45% in 2015-16. BHEL is the founder member of Forum for Women in Public Sector.
Union Bank of India
Fullerton India Credit Company Limited
[Financial Sector (Banking)] [Financial Services]
Union Bank of India was established in 1919 and is one of the leading nationalized banks in the country. The bank has process oriented HR leadership and HR process linkages to business goals. It has focused on developing and identifying innovative approaches towards HR studies, which integrates well with business functions and value addition. It has an effective change management strategy. Its leadership has been successful in retention of high potential resources. Its recruitment and retention policy has focus on workplace diversity. Fullerton India Credit Company Limited is a leading non-banking company. Human capital leadership ensures that company policies are aligned to global standards, for training programmes, performance evaluation, discipline procedures and opportunities for advancement. Human capital function is a key player in development and execution of strategic operational and financial objectives. Its succession planning is carried out at two levels to ensure continuity of management. The recruitment policy is designed to maintain fairness and equal opportunity in sourcing and selection. It has established clear strategies for how talent is to be grown from within.
PepsiCo India Holdings Private Limited
Reliance Infrastructure Limited
Navi Mumbai
[Food & Beverages] [Infrastructure]
PepsiCo India Holdings Private Limited is one of world's leading food and beverages company. The company identified need to develop learning intervention to adopt 360 degree approach in building a new generation of leaders. Blue-box initiative is an example of team work and collaboration. The company has adopted proactive approach in promoting its employees' health and well-being and assisting them to attain better balance between career and personal life. Talent management is about investing and developing leaders for the future. Reliance Infrastructure Limited, a company in the business of the Reliance Anil Dhirubhai Ambani Group in the infrastructure sector. Knowledge sharing and learning culture is effectively promoted by HR team. Process is in place and leadership oversight available for alignment of HR plans with business strategies; and effective support of change management in business environment. Work place diversity is promoted in a systemic manner. HR process constantly focuses in articulating and establishing brand value via human resource orientation.
Bharat Aluminium Company Limited
Oil and Natural Gas Corporation Limited
New Delhi
[Mining & Metallurgy] [Oil Production]
Bharat Aluminium Company Limited is having captive bauxite mines and coal mines and also generates power. The Strategic Business Unit HR (SBUHR) team operates from shop floors as HR business partners and act as key linkage with the grass root operations. They also act as the employee champions and ensure focus cascading of process down to the shop floor. The overall attrition rate in the company was at low of 3.7% during 2015-16. The senior leadership is involved in mentoring and coaching of young men and women professionals to ensure and encourage diversity in the organization. Oil and Natural Gas Corporation Limited is a Maharatna Public Sector Oil Company, the largest in the country. The company effectively promotes ONGC succession planning as a critical management activity to ensure balance between manpower supply and demand as it has to largely rely on its internal manpower resource. Diversity initiatives are integrated with the leadership development processes. Contribution of HR team is clearly defined and measured against the processes', timeline and delivery mechanism. A zero base manpower assessment requirement is carried out to check any redundancy in manpower availability.
Reliance Industries Limited
Dahej Manufacturing Division
Transmission Corporation of Andhra Pradesh Limited
[Petrochemical] [Power]
Reliance Industries Limited, Dahej Manufacturing Division produces six main petro-chemical products. The unit has innovative HR mechanism like R-Aadya (Awaken the senses), POSH (Prevention of sexual harassment) and good feedback mechanisms through RAC UP meetings (wherein site and company related matters are discussed amongst the plant HODs and the leadership committee which is again propagated down in the individual plant with HR department as a facilitator). It offers career acceleration programme for retaining high potential. The talent management strategy and succession planning initiatives are in place. Transmission Corporation of Andhra Pradesh Limited is wholly owned by the government of Andhra Pradesh and is involved in power transmission infrastructure. It maintains the workplace diversity by hiring and placing the employees from diverse background. The talented and high potential employees are identified through the performance management system in a structured manner. The effectiveness of HR practices is also demonstrated by the fact that the overall absenteeism rate has declined through motivation and operational efficiency has resulted in low transmission losses.
Steel Authority of India Limited
Bokaro Steel Plant
Bokaro Steel Plant, a unit of Steel Authority of India Limited (SAIL), is the fourth integrated steel unit in the public sector. It is the largest producer of flat products in SAIL. Learning culture is promoted for individual growth in the organization. Human resource improvement is carried out at different levels by implementing process restructuring, modernization and optimal use of manpower. Equality of opportunity and diversity are continuously promoted. Women employees are specifically encouraged. Assessment, evaluation and feedback of training are done through performance management system.
Omega Healthcare Management Services Pvt Ltd
Tradebulls Securities Private Limited
Omega Healthcare Management Services Pvt Ltd is a leading healthcare company in the world. The HR team has quantifiable Key Performance Indicators (KPIs), which are aligned with organizational goals. Few of the KPIs are reviewed on weekly/monthly basis. iLearn is the learning management system introduced to assist their employees to connect, learn, share and grow as per individual goals while in line with the organizational goals. A competency mapping system is in place and for each role specific level of competency is assigned in three categories i.e. generic, functional and differential. Tradebulls Securities Private Limited is one of the fastest growing broking companies. Values that drive entrepreneurship in organizations are boundaryless behavior, aggressive pursuits of goals, passion for excellence and customer orientation. Performance improvement plan is to measure the performance level and gauge the future potential of an employee. It follows 360 degree feedback system. Holistic learning strategy for senior and middle level managers has been implemented.