Você está na página 1de 8

EMPLOYEE ENGAGEMENT

AT KPMG INDIA LTD.


Interviewed Mrs. Archana Gupta
Jahnvi Gupta 1211230
3BBM-B
Is everyone clear about how they add value to the organization?
Do communications t together in a proposition to other employees, or
do they confuse staff about what is really important?
Do you have clear accountabilities?
Are you satisfied with the work culture?
Are the employees open to change ?
Do the employees get opportunities for career development such as Job
related training, opportunities for professional growth.
Are you satisfied with the relationship management such as, trust between
the employees and good work relations and communications?
Is there two- way feed back ?
How is the career planning and succession planning in the organization?
Are you compensated fairly relative to the local market ?




Questions raised in the interview
Views of the employee
There is clarity among the employees as to how they are adding value to
the organization, that is that there is clear division of work. Also, if the
employees have any doubts about the task assigned, they can refer to their
immediate superior for help who are always ready to guide.
There is clarity in communication to a large extent which enables greater
performance as the employees are clear about what is expected of them.
Sometimes the employees face confusion in authority in a particular case,
which makes accountability ambiguous. But apart from these few cases, the
accountability and responsibility is clearly delegated.
The work culture includes values, visions, norms, language, system, beliefs
and habits that are common to all organization members. KPMG hires
people from diverse backgrounds and ensures that they all fit in well with
the organization culture. KPMG respects various diversities in cultures as
can be seen when they give restricted holidays on various festivals etc.








KPMG also allows flexitime, job sharing, compressed work week ,
telecommuting, career breaks and unpaid leave. Flexible work conditions
depend on the location though, like- in the India offices, these liberties are not
as prominent as in the foreign KPMG offices. In India KPMG, job sharing is
not very prominent.
All employees are expected to follow a code of conduct that ensures respect for
all.
The employees are encouraged to share knowledge and also communicate more
in the organization.
KPMG hires people who are open to change and keep up with the modern
world in terms of operations, technologies etc that the company may wish to
adopt.
There is learning and development opportunity for every employee in kpmg.
Which is powerful combination of technical training, coaching and mentoring
and skill building programs. Kpmg often has seminars.





The work relations are pretty satisfactory, there is no kind of harassment at
the work place. Everyone treats everyone with a sense of respect and there
is no kind of discrimination also.
After every meeting there is a feedback session, where employees can
discuss their issues with a client or any other issues worth addressing with
their superiors.
After an employee is promoted or transferred, there is always a successor
needed to fill that vacant position, KPMG either falls on internal sources but
mostly depends of external sources to fill the vacancies to infuse new blood
in the organization.
Yes, KPMG compensation policy is fairly good in comparison to its
competitors, after all its Big 4.
KPMG also has various retreats such a picnics, weekend trips for the entire
office, so that the employees get a little relaxation.

Increase Leadership Visibility
Leaders should make it a top priority to reinforce organizational values and maintain a
sense of calm to employees under distressful times
Prepare and Empower Managers
Provide managers with the skills to be effective with employees and equip them with
the right resources to manage business operations
Drive the Right Behavior
Identify the key drivers of culture in the organization and develop initiatives to help
shift or align those with the desired behaviors
Communicate, Communicate, Communicate
Develop feedback channels, such as internal blog sites, where employees can
anonymously vent and share stories; leadership can stay connected to the overall mood
of the organization and get in front of rumors that arise
Retain Critical Talent
Introduce flexible work programs and total rewards packages emphasizing work/life
balance to incent your workforce and show appreciation for their efforts
Align Critical Talent
Help critical talents understand the connection between their efforts and the
companys ability to achieve organizational success
What KPMG is expected to do for employee
engagement in conclusion: