Great Places to work (Best Great Places to work (Best Practices)Practices)

Google India Private Limited-Google India Private Limited-BangaloreBangalore

Failure is encouraged & learning Failure is encouraged & learning from misses are taken up with equal from misses are taken up with equal amount of participation.amount of participation.

Theatre workshops are held to speak Theatre workshops are held to speak about race / caste / gender bias about race / caste / gender bias practiced in the subtlest manner. practiced in the subtlest manner.

New joiners at Google are called New joiners at Google are called ‘Noogler’‘Noogler’

They are provided with their desk, They are provided with their desk, cubicle warming party are thrown cubicle warming party are thrown just for them the day they join.just for them the day they join.

Nooglers are encouraged to ask any Nooglers are encouraged to ask any questions & told that they have no questions & told that they have no specific KRAs or managers breathing specific KRAs or managers breathing down their neck. down their neck.

Recruitment process is a bit different. Recruitment process is a bit different. The candidate is interviewed by The candidate is interviewed by

different group heads, peers and even different group heads, peers and even by their direct reportees.by their direct reportees.

The well rounded & adaptable The well rounded & adaptable candidates who may not necessarily be candidates who may not necessarily be intelligent ones are welcomed.intelligent ones are welcomed.

Every individual need to be a team Every individual need to be a team player.player.

Intel Technology India, BangaloreIntel Technology India, Bangalore Instead of facing a volley of questions Instead of facing a volley of questions

meant to test skills the candidate is given meant to test skills the candidate is given case studies in their interviews. case studies in their interviews.

Entry into the Intel is not the result of Entry into the Intel is not the result of mastery over the art of making mastery over the art of making motherboards.motherboards.

Adaptability, openness & ability to speak Adaptability, openness & ability to speak in acronyms is a must. AR means action in acronyms is a must. AR means action required, IA stands for Intel architecture or required, IA stands for Intel architecture or CAP for corrective action plan.CAP for corrective action plan.

Integrity, honesty & values are Integrity, honesty & values are considered extremely essential.considered extremely essential.

All managers interact with the All managers interact with the newcomers who get to know their newcomers who get to know their company & its top brass on the very company & its top brass on the very first day.first day.

Getting the right talent on board who Getting the right talent on board who want to hone their technological & want to hone their technological & leadership skills instead of changing leadership skills instead of changing jobs is a task of Intel HR. jobs is a task of Intel HR.

Make My Trip (India) GurgaonMake My Trip (India) Gurgaon Ownership is what the company is known Ownership is what the company is known

for.for. KRAs are set up every February, the KRAs are set up every February, the

business plan for the company is outlined.business plan for the company is outlined. A line of business heads come up with A line of business heads come up with

revenue projections for the subsequent revenue projections for the subsequent year, which is given to finance for year, which is given to finance for compilation & vetting. compilation & vetting.

This ensures a lot of ownership of KRAs.This ensures a lot of ownership of KRAs.

With ownership comes fun. Every With ownership comes fun. Every employee is an entrepreneur irrespective employee is an entrepreneur irrespective of their position they hold.of their position they hold.

It is considered to be a great workplace in It is considered to be a great workplace in the absence of politics.the absence of politics.

The company has 10 values namely Fun at The company has 10 values namely Fun at Work, Excellence, Customer-centricity, Work, Excellence, Customer-centricity, Empowerment, Innovation, Accountability, Empowerment, Innovation, Accountability, Integrity, Teamwork, Passion & Respect for Integrity, Teamwork, Passion & Respect for People. People.

American Express, GurgaonAmerican Express, Gurgaon As more than 40% employees are As more than 40% employees are

female, health & family welfare female, health & family welfare initiative are paramount.initiative are paramount.

The company facilitates a 24x7 The company facilitates a 24x7 employees’ assistance counseling on employees’ assistance counseling on work or personal issues of employees.work or personal issues of employees.

Policies, initiatives are formed on the Policies, initiatives are formed on the basis of feedback from employees. basis of feedback from employees.

The company recognizes & rewards The company recognizes & rewards individuals and teams for excellence and individuals and teams for excellence and outstanding contributions to the outstanding contributions to the company’s objectives.company’s objectives.

Recognition, appreciation is a culture. It Recognition, appreciation is a culture. It applauds a culture of daily victories & applauds a culture of daily victories & every day achievements.every day achievements.

For staff the company has a programme For staff the company has a programme namely ‘Ambassador of Quarter’ for those namely ‘Ambassador of Quarter’ for those who deliver high performance. Dinner with who deliver high performance. Dinner with the Leadership team is arranged.the Leadership team is arranged.

Employees are valued, respected, Employees are valued, respected, supported and given opportunities to supported and given opportunities to develop.develop.

This gives a lot of pride to the This gives a lot of pride to the employees working with American employees working with American Express.Express.

Marriott Hotels IndiaMarriott Hotels India, , MumbaiMumbai Employees are referred as Associates Employees are referred as Associates

which is a symbol of the respect with which is a symbol of the respect with which the hospitality chain treats its staff.which the hospitality chain treats its staff.

Every single / insignificant thought of the Every single / insignificant thought of the new entrant is shared &valued.new entrant is shared &valued.

Associates are entitled for a Associates are entitled for a complimentary stay on any of Marriott complimentary stay on any of Marriott hotels on their birthdays to give them a hotels on their birthdays to give them a sense of what it is like to be a Marriott sense of what it is like to be a Marriott guest.guest.

‘‘Get on Board’ programme for fresh Get on Board’ programme for fresh managers including associates who managers including associates who are promoted to management are promoted to management positions are given so that they can positions are given so that they can discharge their functions with a lot of discharge their functions with a lot of responsibility.responsibility.

Training people is a regular function Training people is a regular function & there has been a great demand for & there has been a great demand for trained / skilled personnel.trained / skilled personnel.

Classic Stripes, MumbaiClassic Stripes, Mumbai It is the family atmosphere that the It is the family atmosphere that the

Associates as they are called love Associates as they are called love about the company.about the company.

No interference. Personal attention is No interference. Personal attention is given.given.

The company attrition rate is less The company attrition rate is less than 1% & the associates are happy than 1% & the associates are happy to come to work on Mondays.to come to work on Mondays.

The company has a 360 degree The company has a 360 degree programme for its associates involving programme for its associates involving self, family, colleagues & community. self, family, colleagues & community.

It has self assessments, career It has self assessments, career dialogues & timely interventions for dialogues & timely interventions for employees.employees.

The company does not have any union The company does not have any union as it pays at least 4 to 6 times the as it pays at least 4 to 6 times the wages that other pay. wages that other pay.

Every employee considers himself as Every employee considers himself as a profit centre & makes his own a profit centre & makes his own decision & not wait around for a decision & not wait around for a supervisor to pass along.supervisor to pass along.

If an employee feels that something If an employee feels that something is wrong with a particular product, he is wrong with a particular product, he can stop it entirely. can stop it entirely.

Standard Chartered Scope Standard Chartered Scope International, ChennaiInternational, Chennai

Employees can work from home & if Employees can work from home & if stressed at work they are permitted stressed at work they are permitted to take a break, play a game and to take a break, play a game and resume work.resume work.

After working from home, seeing After working from home, seeing their track records the company re their track records the company re employs ‘returnees.’employs ‘returnees.’

The company believes in being The company believes in being informal with their employees i.e., informal with their employees i.e., meets up with new hires, hears, meets up with new hires, hears, chats & inspires them regularly to chats & inspires them regularly to get the best.get the best.

It practices open door policy where It practices open door policy where employees can walk up to the employees can walk up to the management on any issues if they management on any issues if they want to share some suggestion. want to share some suggestion.

Agilent Technologies, GurgaonAgilent Technologies, Gurgaon Get real. Agilent narrates the real Get real. Agilent narrates the real

stories of how company’s products stories of how company’s products impact lives are put on the intranet impact lives are put on the intranet to motivate their workforce.to motivate their workforce.

The sense of belonging is for real & The sense of belonging is for real & any new recruit can feel it right from any new recruit can feel it right from the offer letter stage. the offer letter stage.

The company believes in giving The company believes in giving personalized service to their internal personalized service to their internal customers.customers.

A new recruit on being intimated that A new recruit on being intimated that he is staying far away from the he is staying far away from the company organizes a cab to pick him company organizes a cab to pick him up from his place of residence so up from his place of residence so that he does not face any difficulty that he does not face any difficulty on his day of joining.on his day of joining.

The new recruit on his very first day The new recruit on his very first day finds everything in place right from finds everything in place right from his laptop, ID card, lap top to his his laptop, ID card, lap top to his calling card, desk. calling card, desk.

In terms of PM cycle, each manager In terms of PM cycle, each manager is required to have a coaching is required to have a coaching conversion with his team members conversion with his team members at the beginning of every quarter.at the beginning of every quarter.

These are termed as MAPS (My These are termed as MAPS (My Accountability & Performance Accountability & Performance Standards) conversations and their Standards) conversations and their intent is to give and receive feedback intent is to give and receive feedback on the performance of the previous on the performance of the previous quarter. quarter.

Deliverables are defined for the new Deliverables are defined for the new quarter and a development plan put quarter and a development plan put in place.in place.

Claris Life Sciences, AhmedabadClaris Life Sciences, Ahmedabad Take care of your employees before they Take care of your employees before they

take care of their customers is the company’s take care of their customers is the company’s primary agenda. primary agenda.

Creating a conducive environment & Creating a conducive environment & retaining people are the hallmarks of Claris.retaining people are the hallmarks of Claris.

Spotting talent at an early stage, grooming, Spotting talent at an early stage, grooming, training & hand holding for career building training & hand holding for career building helps the company in the long run. helps the company in the long run.

The employees are even trained in other The employees are even trained in other departments as it reduces monotony at departments as it reduces monotony at work & exposes other skill sets which other work & exposes other skill sets which other wise remains dormant.wise remains dormant.

Retention of talent is matched by attention Retention of talent is matched by attention to details. 200 managers identified at top & to details. 200 managers identified at top & middle management as being critical for middle management as being critical for maintaining the competitiveness of the maintaining the competitiveness of the company receive a personalized call from company receive a personalized call from the MD on their birthdays & marriage the MD on their birthdays & marriage anniversaries. anniversaries.

Netapp India, BangaloreNetapp India, Bangalore Performance is the key. The new Performance is the key. The new

recruits have to first know & recruits have to first know & understand the ‘Net App Code of understand the ‘Net App Code of Conduct’ that cannot be bent.Conduct’ that cannot be bent.

The first pointer asks employees to The first pointer asks employees to take responsibility of their own take responsibility of their own conduct.conduct.

No employee can get away with any No employee can get away with any kinds of excuses in so far as their kinds of excuses in so far as their responsibilities are concerned.responsibilities are concerned.

On day one, the new recruits get On day one, the new recruits get their cubicle, a pre programmed their cubicle, a pre programmed computer, a security badge, a computer, a security badge, a telephone with their extension telephone with their extension already added in the company already added in the company directory & instructions available to directory & instructions available to set up voice mail.set up voice mail.

Their cubicles have shiny nameplates & Their cubicles have shiny nameplates & business cards are given along with office business cards are given along with office supplies.supplies.

The company nudges its employees to The company nudges its employees to take voluntary time off & work with an take voluntary time off & work with an NGO or school for 5 days in a year during NGO or school for 5 days in a year during their regular business hours.their regular business hours.

- By Iyer Subramanian, Employer’s - By Iyer Subramanian, Employer’s Federation of India.Federation of India.