INDUSTRY AWARDS: Manufacturing and Production
The organization believes and performs as a team towards the common goal of being ‘a world class integrated power major, powering India's growth with increasing global presence'
The unique idea of a ‘Fundoo' committee ensures work days peppered with enough fun
A public sector enterprise, NTPC has been in operation since 1975 and has the employee strength of over 24,000 people. The management recognizes that employees have a higher ownership in decisions when taken in consultation with them and, therefore, the company has built a mechanism of collaborating with them through Suggestion Scheme and Idea Portal. The former is meant to involve the grassroot level workers into the process design by having suggestions on improved alternatives. These suggestions are considered at Suggestion Melas where the best ones are awarded cash rewards. The Idea Portal is provided on the company intranet where employees can post their suggestions and see them shared with the concerned functional departments. Any suggestion received on the portal is tracked, and the system provides for a 3-month period for its closure.
The company holds regular events to promote excellence and knowledge sharing among employees. Its National Open Competition for Executive Talent is a 3-tier theme based team event held to solicit ideas on latest issues facing the organization. Another event, Professional Circles promotes knowledge dissemination and enhancement. To encourage and recognize the Circles, NTPC has institutionalized a 3-tier competition amongst them that culminate into a company level award of first and second positions. Today, about 300 Professional Circles are active in the company. An event called Quality Circles (QC) is an initiative to involve every grass-root level employee. Employees volunteer to take up projects in their work areas. Annual contests are organized at project/regional/company levels in which QCs from all over NTPC compete with each other. The winning team also gets a chance to participate in an international QC Convention. There is also ‘Business Minds’ which is popular among young executives and it is in the form of a management game that develops strategic thinking and decision making by exposing participants to simulated real life business situations that help them discover new skills. It is conducted in association with the management institute AIMA. Cross-functional teams participate in the game as it is multi-disciplinary in nature. The top eight winning teams from NTPC participate in the National level management games conducted by AIMA. The winner and runners up at company level receive cash prizes along with commendation letter and trophy. This is one of the largest team events in NTPC which solicits maximum participation from employees.
According to Mr. R.S. Sharma, Chairman and Managing Director, NTPC, Leaders too play a pivotal role in building a culture of engagement and retention amongst employees. Says Mr. Sharma, “Leaders at all levels have to demonstrate their commitment through their actions and this impacts the young minds that join the organization. NTPC’s culture is characterized by a strong feeling of family, openness, trust and the spirit of ‘can do it’. NTPC provides numerous mechanisms for employee participation in various activities and there is a feeling of being taken care of by the organization. These values have been developed and nurtured over the years by our founding leaders and subsequent leaders. It is because of these strong cultural factors that NTPC has been able to excel consistently over the years.” Mr. Sharma further explains by giving the example of the culture of free communication system prevalent in the organization. “We have an open and free communication system. There is regular interaction of employees of projects and stations with the CMD and directors. Every employee is free to come and meet CMD and directors at any time. Our strong culture of engagement and retention is exhibited by outputs of different employee opinion surveys and less than 1% (0.94%) rate of attrition.”
The organization believes and performs as a team towards the common goal of being ‘a world class integrated power major, powering India’s growth with increasing global presence’. Its omnipresence in the country is reflected from this proud statement made by every NTPC employee: ‘We light every 4th light bulb in the country’.
#2. Dow Corning India Pvt. Ltd.
The company looks for integrity, fairness, respect, teamwork, dedication to excellence and other role specific skills in candidates to base its hiring decisions. Through its flexible HR policies, Dow Corning India has been successful in helping employees strike an outstanding work-life balance. The work-life philosophy embodies varying work models such as teleworking, flexitime, work from home, etc. Corporate-wide no-meeting week every quarter gives employees a block of time to focus on projects or take time off without worrying about missing meetings. Employees are clear about the expectations and it is done in a manner that nobody sacrifices their family/ personal time to achieve it. There is great respect for every individual no matter whatever be the age/ gender/ function.
#3. Whirlpool of India
‘Freedom to Work’ is one of the key pillars of Whirlpool India’s culture. The company’s recognition program is designed to celebrate small and big achievements through a range of awards such as Employee of the quarter, Pinnacle Award Realization of Organizational Goals, Smart Squad Award, Team of the Year as also peer recognition through thank you notes. The unique idea of a ‘Fundoo’ committee ensures work days peppered with enough fun. Its mandate is to collect employee ideas and dream up ways to bring lighthearted fun into the workplace. The company provides opportunities to employees to take high impact roles early in their career thereby giving them a chance to not only prove themselves but also to take risks and earn a rewarding experience.
#4. Classic Stripes Ltd.
The company offers a familial work environment and channels of communication through its focused committees to stay connected with its employees. Most employees are sent abroad for training and treated as assets to the company. Monthly /quarterly targets are announced in advance and on their achievement, every employee gets the incentive. This has created a tremendous sense of ownership amongst employees at Classic Stripes. Appreciation also goes to them as ‘Long Service Awards’ at milestones of 5, 10 and 15 years. A sense of belonging is created by involving families for celebration of events. Even the children of employees are rewarded on their performance in school studies.
#5. Visakhapatnam Steel Plant, Rashtriya Ispat Nigam Ltd.
Visakhapatnam Steel Plant is considered a great workplace by its employees as it provides to them a healthy and happy work environment. The company provides a balance of worklife and plenty of opportunities for employees to grow, train and learn leading to a total commitment from employees. There are subject-specific committees to help employees communicate and review policies. Free housing, support for children’s education, post-retirement medical facilities etc. are some benefits that have won the company much admiration from employees. VSP has an impressive campus that includes recreation facilities such as an indoor and outdoor stadium, sports equipment, gymnasium, skating rinks, walking track, clubs and a community centre.
#6. IndianOil Corporation Ltd.
IndianOil Corporation Ltd. is a perfect blend of corporate approach meeting the public sector. In operation since 1959, the company has the employee base of over 33,000 employees. Its four guiding principles are care, innovation, passion and trust that are reinforced among employees through publications and posters. To embed these values and the company’s vision, ‘The Energy of India’ and a ‘Globally Admired Company’, a set of four booklets in stories and anecdotes were published and distributed amongst the employees. Employees at IOCL take pride in being a part of an organization, which remains at the top of the performance charts of any industry, and which has the highest sales in India.
IndianOil Corporation is predominantly a single entry company and hires only for Grade A. The middle management is hired but is more of an exception than a norm. An employee encapsulates the experience of development with the company in his feedback, “Immense exposure to new ideas, and to some of the most advanced technologies, makes this a fabulous place to work. For example, a chemical engineer is exposed to civil structures and chemical processes, thus diversifying one’s knowledge pool.”
The organization’s employee-centric policies ensure assistance to the workforce not just during their employment but also post-retirement in the form of medical facilities. An employee states that “this organization takes care of the needs of the employee and his / her family to the extent that once in office, the employee feels like being fully with the organization because all requirements of family such as medical facilities, excursion, family get-togethers, schooling, financial needs etc. are so well taken care of.”
The company’s initiatives for diversity of workforce include equal opportunity, by being one of highest employers of women in the public sector; affirmative action, by having reservations for SC/ST/OBC, minorities and differently-abled people; workplace diversity, and by having a clear policy against sexual harassment of women.
Regular milestones at IOCL are celebrated with get-togethers and by covering them in the company newsletter.