 Younger,
mobile, technically/professionally qualified workforce |
|
| The
average age of an Indian management graduate is 25 years as
opposed to the International average of 28-30 years. The number
of women in the workplace has increased significantly over the
past decade as well. The employee profile of today shows a majority
of the employees in the age group of 25 to 35 years. |
|
| Move
from job security to job satisfaction |
|
| This
shift in demographics has also brought about a shift in the
mindset. A majority of the workforce, especially those in the
knowledge sector no longer place emphasis on job security or
loyalty to the organization alone; they look for a 'wholesome
deal' and need to be satisfied to actually continue working
with an organization. |
|
| "If
you don't engage me, somebody else will" |
|
| Given
the economy and the fact that there is an acute shortage of
talent, the new age employee is emboldened to actually make
a choice to move on to better suited pastures, one that takes
the extra step of engaging employees through some means of unique
differentiation. |
|
| Double
income households, nuclear families, growing "middle class" |
|
| Hewitt's
Salary Increase Survey 2006 has shown an average increase of
14.4% across industries and an increase ranging from 15% to
16% between the IT/ITES sectors. Today's workforce is therefore
upwardly mobile and affluent. This coupled with the age group
leads to the need for more time and opportunities to enjoy the
benefits and indulge in personal hobbies and interests as well. |
|
| The
fact that personal life is equally important for an employee
as the time he spends at work, is something that companies are
increasingly beginning to accept, and are looking to design
the workplace and the policies in a way that is aimed to make
the workplace more comfortable and the employees to be able
to maintain that balance, and thus give his/her best at the
workplace. So what are employers actually doing to contend with
these demands? |
|
| We
spoke to few of India's Best Employers according to the Hewitt
Best Employer's Study 2007, to get a feel of what their understanding
of employees need is, and what they are doing about it. A snapshot
follows: |
|
| Says
Mr. S. Padmanabhan of TCS |
|
| Happier
employees => better productivity |
|
"We recognize Work-Life Balance as a top priority in our people
management agenda as we are a productive and happy workforce
which helps us achieve a higher retention rate." |
|
| "We
believe that employee's relationships with their supervisor
or manager and Work-Life Balance are the most important determinants
for staying with an organization - and obviously bottom-line
benefits of programs are designed to help workers balance professional
and personal demands!" |
|
| Effect
on employees |
| Our
increasing Employee Satisfaction Index over the past few years
reflects the satisfaction of the employees with the TCS initiatives.
There is a growing interest of employees and their families
in various MAITREE initiatives and the employee referral program
which are some examples of satisfaction with our Work- Life
Balance initiatives. |
|
