INDIAs

Best Companies
TO WORK FOR

BEST COMPANIES TO WORK FOR

1. Google India 2. Intel Technology India 3. NTPC 4. MakeMyTrip 5. Forbes Marshall 6. American Express India 7. Marriott Hotels India 8. Intuit Technology services 9. Qualcomm India 10.NIIT

GOOGLE
People dont work at Google for the money. They work at Google because they want to change the world with enjoying their life!

Introduction
Began in March 1998 as a research project by Larry page and Sergey Brin. Goal was to develop a single universal digital library. Used initially used the Stanford website with domain name google.stanford.edu Domain Google registered on Sept4, 1998. Worked primarily as an advertising free search engine.

Statistics
Worlds largest search engine with access to over 8 billion websites. According to Alexa.com traffic rankings Google is ranked no.1 Max percentage of visitors are from the USA at about 30.7%, seconded by India at 8.1%. Google alone reaches 40.4 percent of U.S. Internet users; in total the Google Network reaches over 80 percent of Internet users

Programs offered by Google

Mail, analytics, maps, translation services etc Other programs offered by Google are Online marketing programs such as Ad words and AdSense.

Interesting Facts About Google

$8K / year for you to continue your education. $2K, if your referred candidate stays 2 months in office. $5K if u r adopting a kid. $5K rebates to employees if you buy a hybrid car. 1000 Googlers worth over $5 MILLION. Stay in Google for 1 year and get away with $2.5 lakh.

Amenities offered to its employees

On-site doctor Gym The freedom to disagree Hundreds of recreational facilities Massage therapy Shuttle Service 20% of time on independent projects Financial planning classes The independence Company Vacation.

Child Care Free gourmet food Child care Bring pet to work Company vacation Cool gifts at festivals On-site oil change Car wash Bike repair Dry cleaning Stock option Company movie day Health fair Discount for products and local attractions

What makes GOOGLE different?

Low turnover ratio (4.3%). Knowledge retention. Low absenteeism. Just because of
Hiring right person at right place for the right job.

i.e. THE HIRING POLICY

What makes GOOGLE different?

Employees are never penalized for failures Employees are always encouraged to come up with new ideas- Innovation The best-fit candidate is preferred over experienced or smart Discussion threads More frequent reward systems

, in short
Healthy work-life balance is motivating people "I trust the people I work for, have pride in what I do, and enjoy the people I work with Trust is written on the psychological contract Good employment relations, employee relations High Employee involvement More likely engage in discretionary behavior Positive Organizational citizenship behavior High job satisfaction and commitment, even selfmotivated
HR functions and policies align with business model and vision makes Google the most exciting young technology company to work for

INTRODUCTION
Indias leading online travel company was founded in the year 2000 by Deep Kalra with 1039 employees across its 19 branches and 32 franchisees. Created to empower the Indian traveler with instant booking and comprehensive choices. It aimed to offer a range of best-value products and services along with cutting-edge technology and dedicated round-the-clock customer support. After consolidating its position in the market as a brand recognized for its reliability and transparency.

 MakeMyTrip proactively began to diversify its product offering, adding a variety of online and offline products and services. MakeMyTrip also stayed ahead of the curve by continually evolving its technology to meet the ever changing demands of the rapidly developing global travel market.

SPECIALITIES
Travel Domestic & International Air Tickets Domestic & International Hotel Bookings Bus Tickets across India Train Tickets across India B2B & Affiliate Services Domestic & International Holiday Packages Inbound India Holiday Packages & India Tours

STRATEGIC CONTEXT..
Building the basic HR structure. Hiring right people for the right job Build a great workplace Design an innovative business aligned HR initiatives. Employee first in all decisions. Build deep people competencies/ building capability to have an edge over others. Build/ strengthen the MMT employer brand. Online travel provider is now available on Android

DEVELOPMENT OPPORTUNITIES
Personal Development Courses Study Tours Enhancing Education Policy Teach to Learn Book Clubs

REWARD AND RECOGNITION

PEER to PEER recognition Raving Fans Study Tours Town Hall Meet Star Performer' & 'Star Extraordinaire Varun Sharma Memorial

AMERICAN EXPRESS

Introduction
American Express Company was started as a express mail business as a joint stock corporation by the merger of express companies owned by Henry Wells, William G. Fargo, & John Warren Butterfield. Founded in 1850, also known as AmEx, is an American multinational financial services corporation headquartered in Three World Financial Center, Manhattan, New York City, New York, United States.

 The company is best known for its credit card,

charge card & travelers cheque businesses. Fortune listed Amex as one of the top 20 Most Admired Companies in the World. It was named as the 62nd best company to work for in the United States by Fortune in 2008.

HR Policies at AmEx
AmEx offers workplace flexibility solutions such as: Flexible locations Time flexible schedules & Reduced working hours All employees across the globe are eligible to request a flexible working pattern. Almost a quarter (24%) of the global workforce work in a variety of flexible arrangements and the firm predicts this will double in the next five years.

They also have well established pregnancy care & wellness programmes where there are more than 40% of the women workforce. They have also started a new initiative, Dil Se, a parental care that adopts an innovative approach to employee benefits. Employees who feel they are discriminated against in everyday work are empowered with formal issues resolution procedure.

The employees who are dissatisfied with promotions, appraisals & work schedules can have access to an ombudsperson for discussion. AmEx has designed various channels in the organisation to which an employee can reach out to HR-relationship leader or business leader. They have recently introduced a formal channel in India Employee Relations.

 The companys freedom to work from home falls under Blue Work, an initiative to optimize the work space experience. Employees can opt for a compressed workweek, reduced working hours or scheduled days to telecommute. The employees can also get their kids to the office if the office gets too monotonous. It is known as a Family Day. The firm provides enhanced pay for maternity, paternity and adoption leave & because of initiatives such as mentoring and bonus programmes, enjoys a return-to-work rate of almost 90% (up from 75% in 2007).

Jyoti Rai, VP-HR, AmEx India, says that the companys policies and initiatives are fromed on the basis of feedback from employees. Sanjay Rishi, President, AmEx India, says that One by one, we make each other & our company more successful. One by one, we make our business, our persnal communities & our families stronger. And so we work had to give back each other and everyone of them.

JW MARRIOTT HOTELS

John Willard Marriott, the chairman of Marriott International Luxury Chain Hotels In the year 1927 Marriott Hotel was built in Mumbai near Juhu beach

 There are 4600 employees working in the hotel In the year 2011 Marriott hotel was ranked 5th in India

 Marriott Hotel is growing successfully in India as well as around the world It opened its branches in Pune, Chandigarh, Jaipur They are also expected to see the launch at near Delhi airport and Bangalore They have tied up with Mahindra Pride School. Marriott hopes to offer permanent jobs to most of them once they complete their training.

The Policy of the Marriott Hotel is: 1) Staffing the top executive committee of a new property with long time Marriott people. 2) At junior levels they recruit really smart people 3) It helps to have a reputation of being a great place to work. 4) Recently launched an initiative to train youngsters from economically under previleged backgrounds for jobs.

 Today, Marriott International has more than 3,700 properties in over 74 countries and territories around the world. J W Marriott industry has a good hospitality

 In Dec 2012,the Guinness world record has officially recognised the 5star JW Marriott marquis hotel in dubai which was the worlds tallest hotel.

About

Rajendra S. Pawar & Vinay K Thadani In 1981 HQ Delhi, Gurgaon BPO Application, Development Management, Managed Services, Package Implementation, Platform Based Services 1993 listed in BSE Revenue - $224.1 Million Employees - 3308

NIIT

HR Policies @ NIIT
Reinvented itself with new generation HR Policies Cool Contests Peer Appreciation Wow cards Bell Curve policy replaced by PACE N-Tie up Programme Job rotation AppreciaTree Employee Awards Hats off Programme

About

FORBES MARSHALL

Eight decades of existence Pune based company, Estd 1928 Employees - 1928 Pioneers in energy conservation FB believes in creating & developing great leaders Philosophy There are NO EMPLOYEES at Forbes Marshall, ONLY MEMBERS.

HR Practices @ FB
Family Spirit Employee retention policies Blue Chillies Fun at work - in house team Women Employees contribution 22% Rati Forbes CSR Transparent System of performance appraisal

NTPC-National Thermal Power Corporation

 Founded in 1975 Thermal, Gas and Hydro Power generation, Power trading and Distribution, Coal Mining, Power Consultancy Services Government holds 84.5% stake in NTPC Maharatna status Employees 25345

 People before PLF( Plant Load Factor) is the guiding philosophy behind the entire gamut of HR policies at NTPC. Committed to the development and growth of all employees as individuals and not just as employees

 NTPC has a number of programmes to take care of its people, wherever they may be located Tie-up with IMI-MBA, IIT-Delhi-M-tech programmes to its staff Review groups Marriage portals for employees

 Concept of PUPs( Providing Urban Facilities at Projects and Stations)-aims to improve quality of worklife for both employees and their families First Day First Show Hi-tech wireless communication

 S P Singh, director(HR) NTPC is like a family. And like a family, we want to take care of each employee Snehal Programme.

Mission: This decade, we will create and extend computing technology to connect and enrich the lives of every person on earth.

Employee of Morale
Make decisions as a team Ethics overrule expertise Well defined career map Work-life balance Hold regular team meetings Encourage team members to work with others on solving problems.

Encourage team activities

# Establishing a (softball) team or other outside group activity.
# Hold team celebrations for individual or team achievements at work or elsewhere

 Encourage everyone to take responsibility for,

and initiation of all of the group's actions, including the above items. Dedicated to achieve business goals people are our greatest investment. Intel's Human Resources is responsible for hiring, developing and retaining the best and brightest employees while continuing to strengthen the company's culture and values.

 Employee has to stay calm and cool all the times. for this company plans yoga classes once in 15 days People of company has to rely trust on yourself not others for your work. They have also been involved in NGOs like child care and elder care.

Employee must and never fail to document everything and keep a copy at home.
Employee have to work for at least 60 hours a week.

They believe on tagline me first that means work for your self than others.

Intuit
InvolvementFamily meetings
Team work45 days tax free periodunstructured time RecognitionBi-annual reward; SPOTLIGHT Retention10% fixed pay every two yearsLow attrition

Qualcomm
Engineering Service Group (ESG) Structured training and self paced

Director HR- Anil Jacob

Online Career center Employee trade show Annual ReportAbout People

Philanthropy Abolishment of child labour Vocational education

Talent Management Retention

Career development