India's Best Companies to Work For

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Rank: 10

India HQ: Delhi

Employees: 24,705

Gender Ratio (F:M): 1:18.2

Employee Turnover: 1%

Best Practices:

NTPC nurtures the spirit of enterprise with uncanny patriotism. “We light every fourth bulb in the country,” claims Prasenjit Pal, Chief Design Engineer, with pride. Pal has served NTPC for 21 long years, where the average stay sits at 24 years. Apart from drilling in a sense of ownership, NTPC’s power drive seems to instill the confidence to perform. As Pal’s peer group points out, employees chip in 10-12 hours a day without a grudge. “When your seniors go to extremes to ensure a plant runs smoothly, you don’t think twice,” says Rajeev Agarwal, 53, DGM, project engineer (civil).

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Rank: 11

Location: Gurgaon

Employees: 9826

Gender Ratio (F:M): 1:5.85

Employee Turnover: 24%

Workplace Quotient

Sunil Bharti Mittal’s homegrown telecom empire communicates with its people even better. Talk therapy works best as the Bharti rank and file weave a common dream with immense pride. While that silhouettes a vision of transparency and growth, the ‘linking up India’ credo of the company fires up patriotic passion.

Best Practices

The company lives up to its ‘Express Yourself’ tagline by directing function-specific recruitment tools to distinguish high potential candidates in specific jobs. Again, tools like skip level meetings (employees get to meet their skip or one level above their reporting managers) and reverse mentoring for mobile business board members by the younger generation, provide a level playing field across generations. Add to that robust leadership development initiatives across levels and better work-life balance (employees are discouraged to sit in office beyond 8 pm).

Staffroom

“The opportunity offered by the organisation to its employees to upscale and move across roles swiftly is definitely unique.”

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Rank: 12

Location: Gurgaon

Employees: 1594

Gender Ratio (F:M): 1:2.54

Employee Turnover: 16%

Workplace Quotient

The new-age Agilent is at the helm of cuttingedge science and technological innovation and application. With the average age at 28 years, the tech czar leverages technology to enable information exchange, transparency, empowerment, collaboration and employee development.

Best Practices

Generation Y (Gen Y), 50% of Agilent’s workforce, naturally is at its core. So all initiatives are directed to touch the youth. That includes compensatory off and travel during weekdays. Also, employees are given four hours of paid time off every month to work on Agilent’s CSR initiatives.

Staffroom

“Great work culture, good work/life balance and ample opportunities for growth.”

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Rank: 13

Location: Mumbai

Employees: 306

Gender Ratio (F:M): 1:3.08

Employee Turnover: 14%

Workplace Quotient

No union leader can match the founder of Classic Stripes Kishore Musale when it comes to fair treatment and caring for employees. It comes as little surprise why this manufacturing unit, located in a completely unionised belt, has never had to deal with an employees’ union.

Best Practices

The company earns its stripes through the community. It adopts villages for the development of rural and tribal villagers. The company’s relationship committee, a blend of workers representatives, lower, middle and senior level managers, discusses various issues across levels, is empowered to take decisions and execute. A complaint reporting mechanism is also made accessible to each employee across the board.

Staffroom

“Here everything is unique and outstanding. This is not a company or work place but this is a family where we give the best to the organization.”

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Rank: 14

Location: Gurgaon

Employees: 6012

Gender Ratio (F:M): 1:11.8

Employee Turnover: 9%

Workplace Quotient

If great hotels were good social ideas, ITC’s Hotels Division takes the cake. That’s largely because the hotel community works as one big family, serving dollops of commitment to a common goal.

Best Practices

Once hired, it’s a never-ending engagement. There’s even postretirement counseling on health and finance matters for the retiree and spouse. Besides, they are provided medical reimbursement as long as they live. With more than 200 associates/managers from the DAP (Differently-Abled People) category, the company conducts elaborate programmes to educate all employees on disabilities and how to work with disabled people.

Staffroom

“The love, caring and growth represented by this organization, makes it one of the best organisations to be associated with.”