During my span of work at my previous organization, I have come across several brilliant associates who excel at their deliverables. They efficiently complete their piece of code but I don't find them thinking "out of the box". They work on their respective modules of an application and are well informed about that particular module. However, when it comes to the complete application/product knowledge, I see the domain awareness missing. This lack of overall awareness about the application/product severely restricts their ability to innovate and come up with newer and more effective solutions that will benefit the product/application.
Another issue is , due to this lack of awareness, associates don't realize the significance/importance of their work. For example, we always encounter cases where associates are not keen on prod-support work. This is because they don't realize the criticality of prod-support to create a reliable, repeatable customer experience. Once, associates recognize the impact their work is creating, they would approach it with more passion & enthusiasm. We often hear about 'Employee Engagement'. It's a concept that is generally viewed as :- managing discretionary effort, that is, when employees have choices, they will act in a way that furthers their organization's interests. An engaged employee is a person who is fully involved in, and enthusiastic about, his or her work.
It has been proved that engaged employees are 62% more productive than disengaged employees. This additional productivity results in higher quality in their deliverables, hence higher costumer satisfaction.
I strongly feel that , to create Engaged employees, we need to ensure that they need to realize the importance of their work. This will happen only if they have knowledge about the complete product/application (know the complete domain of the product/application ) . To ensure this, we need create an environment in the organization, where domain knowledge sessions are encouraged and supported. I acknowledge that a process is already in place for this. However, I don't see it (to be ) functioning ideally. One way we can increase the inclination of associates to gain knowledge on the domain of their work(learn the domain ) is through creating a system where its made mandatory for all teams to conduct one domain knowldege session every fortnight/month.
To summarize the idea, we need to put stronger focus on learning the domain & functionality of the products/applications associates are working on. This domain knowledge helps to get the overall picture, thus creating an opportunity to innovate and improvise. The domain also ensures higher Employee engagement, resulting in higher productivity and enhanced costumer experience.
Sunday, September 7, 2008
Wednesday, September 3, 2008
Dissatisfied employee in IT company - A cliche
There is this trend I have been noticing in the Indian IT industry . A good percentage of young IT employees are focussing on higher studies. This is not very different from the US or Europe, but the startling difference is that in the Western economies, MBA aspirants are of average age 28 years. In India this figure is 24.
Some facts for you ...
250,000 students appeared for CAT 2007. In 2008, the expected figure is 300,000. Thats a staggering 20 % rise.
Talking about Indians going abroad for MBA or MS, there is steep hike in those figures as well. Last year 16000 Indians took the GMAT, the flagship exam for access to MBA degree abroad. No of GRE ( standardized test for all other PG programs except MBA ) takers summed upto 31000.
These facts and figure and indeed astonishing. More over because many of these students are engaged in high paying jobs at multinational and private companies.
I was an IT guy for first 2 years of my professional life, and my observation was that many of these IT professional voluntarily/involuntarily joined a cult. A cult, whose members want to denounce an IT career. I hate to admit it, but I also belong to this cult. Somehow, I feel that this is very unfair to the IT Industry in India.
On one side, Indian IT inc is facing severe talent crunch with majority of the Indian students passing out being unemployable, while on the other side, the brains of the industry are moving out.
If these professionals are discontent / dissatisfied/ unhappy in their IT professional livee, I would request those professionals to divert their attention to other verticals such as manufacturing or financial services or medical services or entertainment. On a detailed look at these careers, there will definitely be an enlightment for many.
IT industry has regularily been the highest spender on employee perks as compared with other industries. While the concept of HR is kind of abstract in other sectors, in IT and ITes, they are looked upon as vital component of the organisation. Talking about world travel, no sector offers the kind of opportunities which IT does.
and finally, the CTC aspect, IT industry is one of the highest salary payers in India leaving manufacturing, UG level sales, finance way behind.
So all those (not-so-cool) IT guys. You have a choice to make here. Think about it, Isolate the IT-hating cult and start loving what you do.. and trust me , you ll start loving ur work .
Some facts for you ...
250,000 students appeared for CAT 2007. In 2008, the expected figure is 300,000. Thats a staggering 20 % rise.
Talking about Indians going abroad for MBA or MS, there is steep hike in those figures as well. Last year 16000 Indians took the GMAT, the flagship exam for access to MBA degree abroad. No of GRE ( standardized test for all other PG programs except MBA ) takers summed upto 31000.
These facts and figure and indeed astonishing. More over because many of these students are engaged in high paying jobs at multinational and private companies.
I was an IT guy for first 2 years of my professional life, and my observation was that many of these IT professional voluntarily/involuntarily joined a cult. A cult, whose members want to denounce an IT career. I hate to admit it, but I also belong to this cult. Somehow, I feel that this is very unfair to the IT Industry in India.
On one side, Indian IT inc is facing severe talent crunch with majority of the Indian students passing out being unemployable, while on the other side, the brains of the industry are moving out.
If these professionals are discontent / dissatisfied/ unhappy in their IT professional livee, I would request those professionals to divert their attention to other verticals such as manufacturing or financial services or medical services or entertainment. On a detailed look at these careers, there will definitely be an enlightment for many.
IT industry has regularily been the highest spender on employee perks as compared with other industries. While the concept of HR is kind of abstract in other sectors, in IT and ITes, they are looked upon as vital component of the organisation. Talking about world travel, no sector offers the kind of opportunities which IT does.
and finally, the CTC aspect, IT industry is one of the highest salary payers in India leaving manufacturing, UG level sales, finance way behind.
So all those (not-so-cool) IT guys. You have a choice to make here. Think about it, Isolate the IT-hating cult and start loving what you do.. and trust me , you ll start loving ur work .
Monday, August 25, 2008
Chief Review Officer ( CRO )
I got a review from a good friend who said that my writing style is very non-bloggy.
Its a style which is not followed by general bloggers. Though, he has his heart in the right place but he has one majorly annoying habit. Getting a positive feedback from him would be easier than building Rome. What he unrealizingly ends up doing everytime is giving just one piece of constructive advice, which is " I like it " . As I metioned, if you get one !!! otherwise you will always end up getting a monotonous demoralizing " I dont like it " syllable from him.
I with couple of my frens ( he being one )are working on this new idea these days and there are major debates about each and every of decision we have to make. Some of these debates are about stuff so trivial that I am too embarassed to even mention them. So everytime we need to take a call, our C.R.O gives his expert review which is always " I dont like it ".
I felt like sharing something which is so-called "Bloggy", so this was the entry.
Anyways, since this blog is all about employeement engagement, the blend I have to offer is , if you have a manager/ colleague who has this habit , don't take it anymore, Go ahead and nickname him the CRO of ur office !!!
Its a style which is not followed by general bloggers. Though, he has his heart in the right place but he has one majorly annoying habit. Getting a positive feedback from him would be easier than building Rome. What he unrealizingly ends up doing everytime is giving just one piece of constructive advice, which is " I like it " . As I metioned, if you get one !!! otherwise you will always end up getting a monotonous demoralizing " I dont like it " syllable from him.
I with couple of my frens ( he being one )are working on this new idea these days and there are major debates about each and every of decision we have to make. Some of these debates are about stuff so trivial that I am too embarassed to even mention them. So everytime we need to take a call, our C.R.O gives his expert review which is always " I dont like it ".
I felt like sharing something which is so-called "Bloggy", so this was the entry.
Anyways, since this blog is all about employeement engagement, the blend I have to offer is , if you have a manager/ colleague who has this habit , don't take it anymore, Go ahead and nickname him the CRO of ur office !!!
Sunday, August 17, 2008
How engaged our your employees ??
In a highly competitive market for both customers and talented staff,
employee engagement is a way of delivering a competitive advantage.
Many companies realise that maximum productivity doesn't come from
just a "satisfied" or "happy" employee. They know that the most
productive and loyal employee is known as an engaged employee.
A fully engaged employee:
Is intellectually and emotionally bound with your organisation;
Gives 100 percent effort;
Feels passionately about your goals, and;
Is committed to live by your company values.
So what is employee engagement?
Employee engagement is the means or strategy by which:
Your company seeks to build a partnership between your management team and your employees, such that;
Your employees fully understand and are committed to achieving your management team's objectives, and
The management team respects the personal aspirations and ambitions of your employees.
So how can employee engagement help your company?
Employee engagement can have a strong tangible impact on your
company's bottom line. Here's why:
The most valuable element of your company walks out of the door every evening and sometimes they never come back. This is particularly true of service companies;
The quality of output and competitive advantage of your company depends on the quality of your people, their sharing of knowledge and their contacts
It's therefore in your interests to do what you can to prevent good people from leaving, actively motivate them into performing while they are staying and contribute as much as they can into your company's performance.
How engaged are your employees right now?
Friday, August 15, 2008
PSU - where are we losing it
Employees are the single largest asset in an organisation.
This statement becomes more profound for service sector organisations.
However, the workforce have been continously neglected by the upper management of Indian PSUs ( Public Sector Units ) when they create business strategies or 5 year roadmaps for the organisation.
It is very painful to see this active neglect and the lack of resources allocated for workforce management in the PSUs.
This is more evident in India where employee investment is one of lowest among peers.
While, most of American and European companies offer ESOPs to their employees, this practice is virtually non-existent in India.
In India, employers offer the following benefits. Some because of government regulations, some because it forms a part of employee benefits scheme.
1. Provident Fund
2. Gratuity
3. Superannuation/pension (either defined benefit or defined contribution)
4. Housing
5. Car
6. Loans
7. Life insurance protection for dependants
8. Health/disability benefits
9. Medical benefits for employees and their families
10.Leave encashment
Some of these benefits are primarily avialable to PSUs employees, benefits such as Housing, Car, Health/disability benefits, Superannuation/pension.
These benefits create a rosy picture, however they are directly mapped to the salary structures. More the benefits, lower are the salary structures.
So, you might have free housing through your PSU but can you afford your children's education expenses.
Indian Railways has the highest no of employees in the world. Jobs at Indian Railways are cherished for a certain class of people but why do the most brilliant minds passing out of premier institutes such as IIMs/IITs are averse to taking up jobs there. This is a question we need to ponder upon with earnest effort.
Many youth say
There is a strong need to look at the employee engagement initiative at PSU workplaces in India. There is a severe lack of thought/intent for the same at these workplaces.
Many argue that there is very low attrition rate at PSUs and hence, it can be concluded that employees there are highly content with their workplace enviornment.
I beg to differ, the absence of the trend of switching jobs in PSUs can be relegated to lack of better opportunities to a certain extent.
Lets raise the voice against this disparity. Its high time we need to change this.
This statement becomes more profound for service sector organisations.
However, the workforce have been continously neglected by the upper management of Indian PSUs ( Public Sector Units ) when they create business strategies or 5 year roadmaps for the organisation.
It is very painful to see this active neglect and the lack of resources allocated for workforce management in the PSUs.
This is more evident in India where employee investment is one of lowest among peers.
While, most of American and European companies offer ESOPs to their employees, this practice is virtually non-existent in India.
In India, employers offer the following benefits. Some because of government regulations, some because it forms a part of employee benefits scheme.
1. Provident Fund
2. Gratuity
3. Superannuation/pension (either defined benefit or defined contribution)
4. Housing
5. Car
6. Loans
7. Life insurance protection for dependants
8. Health/disability benefits
9. Medical benefits for employees and their families
10.Leave encashment
Some of these benefits are primarily avialable to PSUs employees, benefits such as Housing, Car, Health/disability benefits, Superannuation/pension.
These benefits create a rosy picture, however they are directly mapped to the salary structures. More the benefits, lower are the salary structures.
So, you might have free housing through your PSU but can you afford your children's education expenses.
Indian Railways has the highest no of employees in the world. Jobs at Indian Railways are cherished for a certain class of people but why do the most brilliant minds passing out of premier institutes such as IIMs/IITs are averse to taking up jobs there. This is a question we need to ponder upon with earnest effort.
Many youth say
There is a strong need to look at the employee engagement initiative at PSU workplaces in India. There is a severe lack of thought/intent for the same at these workplaces.
Many argue that there is very low attrition rate at PSUs and hence, it can be concluded that employees there are highly content with their workplace enviornment.
I beg to differ, the absence of the trend of switching jobs in PSUs can be relegated to lack of better opportunities to a certain extent.
Lets raise the voice against this disparity. Its high time we need to change this.
Wednesday, August 13, 2008
Hewitt Best Employers Survey 2007
Aditya Birla Group, Satyam Computer Services and Marriott Hotels India have been ranked as the top three employers in India.
The Best Employers in Asia 2007 study, conducted by Hewitt Associates and presented in partnership with The Wall Street Journal Asia, provides a definitive benchmark against which you can measure how effective an organisation is in providing a workplace that engages the intellectual and emotional commitment of its employees.
The best 25 employers in India include companies from, both, the new as also the old economy sectors.
The others who make up the top 25 include: Eureka Forbes Limited,, Cisco Systems (India) Private Limited,, Godrej Consumer Products Ltd, Agilent Technologies Ltd, Standard Chartered Scope International - India, Tata Consultancy Services Ltd, Kotak Mahindra Bank Ltd, Wipro BPO, Covansys (India) Private Limited, Ajuba Solutions India Private Limited, Pantaloon Retail India Limited, Text 100 India Pvt. Ltd, Domino's Pizza India Limited, Ford India Becton Dickinson India Pvt. Ltd, Hardcastle Restaurants Pvt. Ltd, HCL Technologies Ltd,- BPO Services Dr. Reddy's Laboratories Limited, Johnson and Johnson Medical, India GlaxoSmithKline Consumer Healthcare Ltd, HSBC, and Monsanto India Limited.
The study determines what it is that makes organisations great employers, analyses the relationship between the 'best employers' and top performing organizations, and identifies emerging workplace trends for the future.
The Hewitt survey is the largest of its kind in India. The Hewitt survey accounts for the views of over 1,140000 employees and have been represented by over 44,000 employees in 230 companies across industry sectors in India.
The study undertook an analysis of what differentiates organisations when it comes to employee management, and conducted a thorough audit of all related areas, including people policies, recruitment, talent management, learning and development, recognition, opportunities, etc.
Best employers represent a wide range of industries. Despite this, they all have two things in common-they have aligned their practices with the organisation's strategy and goals specific to their industry needs, and have created an environment that produces a positive employee experience and results.
The study also revealed that employee Engagement in India, has gradually increased since Hewitt's first Best Employers study was conducted back in 2001. This demonstrates that organisations are placing a growing emphasis on creating a more challenging environment for their people.
In India, career opportunities is a key driver of employee Engagement, clearly reflecting the ambitions and aspirations of a restless and demanding workforce that is keen to ride the growth wave. As a result, organisations that are able to manage employees' career aspirations and provide them with opportunities for growth and development will have a more engaged workforce. The study showed that 76% of employees at Best Employers are satisfied with their career opportunities, compared with 64% at The Rest.
Smita Anand, head of Hewitt India, commented, "The Best Employers differentiate themselves by making their employees a part of their growth story. They provide unrivalled opportunities for growth and development irrespective of an employees' background, differentiating only on the basis of performance. As a result, they see stronger business results and stand out as a place where people want to work."
The Best Employers in Asia study revealed four key benefits to being a Best Employer:
A strong competitive advantage over other organizations. Best Employers have a highly engaged workforce that is prepared to go the extra mile for their organization and customers.
Better business results and the ability to grow a sustainable business. This is because Best Employers take a long-term approach to building a sustainable workforce and focus on growing committed and loyal employees who have faith in the leaders of the company.
Attracting the best talent and recognition in the marketplace for having a strong employer brand. Best Employers' employees believe their companies are hiring the right people for the right jobs and deliver on their employment promises.
Long-term employee relationships, which leads to fewer employees leaving the organization. Best Employers also have outstanding leaders in place who not only inspire employees, but actively make them feel valued in the workplace.
The Best Employers in Asia 2007 study commenced in September 2006 and results were published late last week.
Source - Rediff.com. April 17, 2007
The Best Employers in Asia 2007 study, conducted by Hewitt Associates and presented in partnership with The Wall Street Journal Asia, provides a definitive benchmark against which you can measure how effective an organisation is in providing a workplace that engages the intellectual and emotional commitment of its employees.
The best 25 employers in India include companies from, both, the new as also the old economy sectors.
The others who make up the top 25 include: Eureka Forbes Limited,, Cisco Systems (India) Private Limited,, Godrej Consumer Products Ltd, Agilent Technologies Ltd, Standard Chartered Scope International - India, Tata Consultancy Services Ltd, Kotak Mahindra Bank Ltd, Wipro BPO, Covansys (India) Private Limited, Ajuba Solutions India Private Limited, Pantaloon Retail India Limited, Text 100 India Pvt. Ltd, Domino's Pizza India Limited, Ford India Becton Dickinson India Pvt. Ltd, Hardcastle Restaurants Pvt. Ltd, HCL Technologies Ltd,- BPO Services Dr. Reddy's Laboratories Limited, Johnson and Johnson Medical, India GlaxoSmithKline Consumer Healthcare Ltd, HSBC, and Monsanto India Limited.
The study determines what it is that makes organisations great employers, analyses the relationship between the 'best employers' and top performing organizations, and identifies emerging workplace trends for the future.
The Hewitt survey is the largest of its kind in India. The Hewitt survey accounts for the views of over 1,140000 employees and have been represented by over 44,000 employees in 230 companies across industry sectors in India.
The study undertook an analysis of what differentiates organisations when it comes to employee management, and conducted a thorough audit of all related areas, including people policies, recruitment, talent management, learning and development, recognition, opportunities, etc.
Best employers represent a wide range of industries. Despite this, they all have two things in common-they have aligned their practices with the organisation's strategy and goals specific to their industry needs, and have created an environment that produces a positive employee experience and results.
The study also revealed that employee Engagement in India, has gradually increased since Hewitt's first Best Employers study was conducted back in 2001. This demonstrates that organisations are placing a growing emphasis on creating a more challenging environment for their people.
In India, career opportunities is a key driver of employee Engagement, clearly reflecting the ambitions and aspirations of a restless and demanding workforce that is keen to ride the growth wave. As a result, organisations that are able to manage employees' career aspirations and provide them with opportunities for growth and development will have a more engaged workforce. The study showed that 76% of employees at Best Employers are satisfied with their career opportunities, compared with 64% at The Rest.
Smita Anand, head of Hewitt India, commented, "The Best Employers differentiate themselves by making their employees a part of their growth story. They provide unrivalled opportunities for growth and development irrespective of an employees' background, differentiating only on the basis of performance. As a result, they see stronger business results and stand out as a place where people want to work."
The Best Employers in Asia study revealed four key benefits to being a Best Employer:
A strong competitive advantage over other organizations. Best Employers have a highly engaged workforce that is prepared to go the extra mile for their organization and customers.
Better business results and the ability to grow a sustainable business. This is because Best Employers take a long-term approach to building a sustainable workforce and focus on growing committed and loyal employees who have faith in the leaders of the company.
Attracting the best talent and recognition in the marketplace for having a strong employer brand. Best Employers' employees believe their companies are hiring the right people for the right jobs and deliver on their employment promises.
Long-term employee relationships, which leads to fewer employees leaving the organization. Best Employers also have outstanding leaders in place who not only inspire employees, but actively make them feel valued in the workplace.
The Best Employers in Asia 2007 study commenced in September 2006 and results were published late last week.
Source - Rediff.com. April 17, 2007
Hewitt Best Employers Survey 2007
Aditya Birla Group, Satyam Computer Services and Marriott Hotels India have been ranked as the top three employers in India.
The Best Employers in Asia 2007 study, conducted by Hewitt Associates and presented in partnership with The Wall Street Journal Asia, provides a definitive benchmark against which you can measure how effective an organisation is in providing a workplace that engages the intellectual and emotional commitment of its employees.
The best 25 employers in India include companies from, both, the new as also the old economy sectors.
The others who make up the top 25 include: Eureka Forbes Limited,, Cisco Systems (India) Private Limited,, Godrej Consumer Products Ltd, Agilent Technologies Ltd, Standard Chartered Scope International - India, Tata Consultancy Services Ltd, Kotak Mahindra Bank Ltd, Wipro BPO, Covansys (India) Private Limited, Ajuba Solutions India Private Limited, Pantaloon Retail India Limited, Text 100 India Pvt. Ltd, Domino's Pizza India Limited, Ford India Becton Dickinson India Pvt. Ltd, Hardcastle Restaurants Pvt. Ltd, HCL Technologies Ltd,- BPO Services Dr. Reddy's Laboratories Limited, Johnson and Johnson Medical, India GlaxoSmithKline Consumer Healthcare Ltd, HSBC, and Monsanto India Limited.
The Best Employers in Asia 2007 study, conducted by Hewitt Associates and presented in partnership with The Wall Street Journal Asia, provides a definitive benchmark against which you can measure how effective an organisation is in providing a workplace that engages the intellectual and emotional commitment of its employees.
The best 25 employers in India include companies from, both, the new as also the old economy sectors.
The others who make up the top 25 include: Eureka Forbes Limited,, Cisco Systems (India) Private Limited,, Godrej Consumer Products Ltd, Agilent Technologies Ltd, Standard Chartered Scope International - India, Tata Consultancy Services Ltd, Kotak Mahindra Bank Ltd, Wipro BPO, Covansys (India) Private Limited, Ajuba Solutions India Private Limited, Pantaloon Retail India Limited, Text 100 India Pvt. Ltd, Domino's Pizza India Limited, Ford India Becton Dickinson India Pvt. Ltd, Hardcastle Restaurants Pvt. Ltd, HCL Technologies Ltd,- BPO Services Dr. Reddy's Laboratories Limited, Johnson and Johnson Medical, India GlaxoSmithKline Consumer Healthcare Ltd, HSBC, and Monsanto India Limited.
Subscribe to:
Posts (Atom)
Posts
