Accenture
All Accenture employees have career counsellors, typically two levels above them in the hierarchy, who are given a budget and specific time to mould the career of their wards.
It has a Cross Entity Leadership Program to allow people to switch between bus
inesses, and all openings are posted on internal portals. It allows employees to work from home and also work part time.
It has set up an inhouse event management arm and employees who take part in clubs and special interest groups are expected to conceive and run programmes for each of these initiatives, ranging from sports to corporate social responsibility.
Empowered employees: Employees at relatively junior levels are empowered to take decisions and managers running even 100-person units are allocated budgets to run their businesses
Education initiatives: There’s a massive focus on education and training with 16,000 online courses for employees across all levels. It offers courses in association with the likes of MIT to upgrade employee skills
Career mobility: Employees are allowed to make their own career choices; there is no compulsion to choose the orthodox vertical approach
Marriott Hotels India
All associates, right from the senior management to the junior most, are equally divided into four houses: Elephant, Lotus, Peacock and Banyan. Each house has an activity every month, through the year, around areas such as leadership and training. Competitions are also held through the year, which enable associates earn rewards and points for their house.
Two-way communication: For new entrants, there is an event called ‘Koffee with the GM’ to interact with the GM and share their views over a cup of coffee. For employees too shy to talk, there is the option of anonymously calling up the Integrity Hotline, a 24X7 toll free number.
Employee benefit initiatives: Employees are given six offs in a month and financial support for higher education. Each and every employee on their birthday can stay in the hotel for one day with their spouse or family and can dine anywhere.
It has a Cross Entity Leadership Program to allow people to switch between bus
inesses, and all openings are posted on internal portals. It allows employees to work from home and also work part time.It has set up an inhouse event management arm and employees who take part in clubs and special interest groups are expected to conceive and run programmes for each of these initiatives, ranging from sports to corporate social responsibility.
Empowered employees: Employees at relatively junior levels are empowered to take decisions and managers running even 100-person units are allocated budgets to run their businesses
Education initiatives: There’s a massive focus on education and training with 16,000 online courses for employees across all levels. It offers courses in association with the likes of MIT to upgrade employee skills
Career mobility: Employees are allowed to make their own career choices; there is no compulsion to choose the orthodox vertical approach
Marriott Hotels India
All associates, right from the senior management to the junior most, are equally divided into four houses: Elephant, Lotus, Peacock and Banyan. Each house has an activity every month, through the year, around areas such as leadership and training. Competitions are also held through the year, which enable associates earn rewards and points for their house.
Two-way communication: For new entrants, there is an event called ‘Koffee with the GM’ to interact with the GM and share their views over a cup of coffee. For employees too shy to talk, there is the option of anonymously calling up the Integrity Hotline, a 24X7 toll free number.
Employee benefit initiatives: Employees are given six offs in a month and financial support for higher education. Each and every employee on their birthday can stay in the hotel for one day with their spouse or family and can dine anywhere.
Knowledge initiatives: Every Marriott hotel has a learning centre that has a collection of books and videos, along with an internet connection.
Defined span-of-leadership: There is a Leadership Performance Process management system which defines nine competencies which a Marriott associate should have and develop.
Reward system: There are two kinds of awards for individuals or groups to recognise outstanding performance. Each Marriott hotel in India has its own awards. This is apart from an overall event involving all Marriott properties globally.
HCL infosystems
Online learning programmes like enable@HCL, TechForum, e-Kaksh, and i-Learn complement classroom training. Then, there is the “Learn from Leaders” programme where senior managers impart valuable lessons to employees.
Employees are encouraged to come up with business plans of their own ideas and the company makes it a point to give such entrepreneurship a nurturing environment.
360-degree feedback: The employees also look at aspects of the managers’ performance, strategic vision, ability to communicate, problem-solving skills, responsiveness. The results of the survey (the rankings and comments) are then aggregated and published online for everyone to see.
Recognition for adding value: “What gets measured gets reviewed and what gets reviewed gets improved” is what the company believes in and rewards each employee whose innovation is lauded by the customer.
Employee-management interface: It reduces the gap between the manager and the employee. Direct Q&A link with the President himself, who is to respond within a given time frame.
Focus on learning: A lot of investment in employee-focussed resources (e-learning) and creating libraries for employees, holding workshops. All employees are eligible for ESOPs after one year of joining.
Innovation: To innovate and nurture your own business ideas by getting support and guidance from the company itself. Innovate@hcl is one such e-forum that enables employee involvement and participation towards innovations in their work environment and beyond.
Business continuity plan: The company’s comprehensive succession plan ensures continuity in the event of an employee-related contingency.
Employee engagement: Some of the new initiatives include MyPal, Three Cheers, Wellness Programme, Little Mindian and Bring a Smile Programme while some of the existing ones are preventive health check-ups, yoga classes and employee relief fund.
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