Real -Time Engagement Practices for Gen Y or Millennials in Tech Companies

Gen Y or Millennials are the generation born between 1982 and sometime in the early 2000’s. This age group comprises more than 65 percent of the total workforce in any technology based organizations in India and hence the focus in engaging them is a prime focus for today’s HR’s.

Companies these days are engaging with Gen Y employees by implementing REAL TIME TRACKING of their sentiments rather than depending only on the annual employee satisfaction surveys.  This helps to sort the issues within a short time period before it gets spread and change the atmosphere into negative and result in attrition.

For e.g. the HR team at Zensar Technologies noticed the employee comments on their group portal “Zenverse” about the issues related to the outsourced cab services hence decided to work on improving the cab service thus reducing the employee agony towards the organization’s cab facility.

Persistent Systems is working on an app where employees will have a provision of mood indicator where employees would change their status to reflect how they are feeling after availing any benefit or services of the organisation.

Brillio, a tech consulting firm has a system of “What’s up Board” which is used to provide feedback on various parameters, like leadership, HR, communication etc.

HCL Technologies has Happiness Index, an analytics based platform where employees respond to a set of statements which assist in identifying the mood of the organisation culture. These short surveys are often sent to anyone in the organisation who has undergone a change of some sort. This may apply to a new supervisor, after the performance appraisal or someone who has been given a new role or can be a feedback at the end of a project etc.

This real time tracking of the employee sentiments reduces the disengagement level right at the beginning before it fosters and becomes a wound for the employees resulting into attrition.

( Adapted from Economic Times – 19th December 2016)

Women Employees of PricewaterhouseCoopers will get a 3 year’s leave for Childcare

PwC(PricewaterhouseCoopers)India , a multinational auditing firm which ranks second largest professional services firm in the world  has evolved with an innovative HR practice called FULL CIRCLE applicable for women employees which will allow them to take a leave of up-to 3 years for childcare purpose.  This kind of leave will be granted only once during their employment with PwC.

During this leave period the employees are eligible for health and welfare benefits, will have an access to all events launched by the organization along with regular PwC related updates. Not only this, a mentor will be also assigned throughout the leave period whose role would be to assist the employees in transition period while returning back to their work. The employees can be in touch with their colleagues, peers, organization freely during the leave period.

The maternity leave of PwC has been revised to 26 weeks( 182 calendar days) from 12 weeks. About one third of the total workforce of PwC consists of women which can definitely help them in managing a healthy work life balance.

Accenture Extends Adoption and Surrogacy Leave to 22 weeks

Now employees of Accenture are allowed to take a leave of 22 weeks for adopting a child or in case of Surrogacy. Earlier the organization had 8 weeks of paid leave for adoption.  Not only this, one month of additional paid maternity leave to cover for illness, if any, and additional three months of unpaid leave based on the requirement  or demand in the family

This policy has been made in alignment to the maternity policy of the organization which highlights the importance of any new child who arrives in a family through any way is given the same priority.

Apart from the paid Leave, the employees also can avail the wide range of facilities such as assistance programs, pre- and post-maternity counselling sessions, discounted childcare services and interactive parenting workshops

Recently Accenture has been found in a survey by AVTAR Group & Working Mother Media as the number one organization for women to work in India

With regards to adoption leave, few companies have initiated the practice such as Proctor & Gamble which has a policy of Paid Leave of 6 Months for adopting a child. Standard Chartered, Citibank and Barclays too have a adoption policy globally. This is applicable to hetero as well to  homo sexual couples, couples in a live-in relationship, single parents too who want to adopt child.

Adapted from Times Of India dated 20 December 2016

Labour Laws Compromised for Start Up’s and IT/ITES Companies in Karnataka

The new entrepreneurs of Karnataka will have an exemption on a series of labour laws. This step has been proposed to encourage the spirit of entrepreneurship in the state.

Even the IT/ITES industry is not required to follow the Industrial Employment (Standing Orders) Act, 1946 for next 5 years as declared by Science & Technology Minister of Karanataka, Shri S.R. Patil. Not only this, the knowledge based organizations are exempted to follow the working hours regulations as stipulated in the Karnataka Industrial Employment Rules, 1946 and barred from strikes and shut down.

The PF amount and ESI of Rs.2000 per employee per month will be reimbursed by the Government for two years for all new employment created in tier two and three cities.

However the clause for sexual harassment remains applicable.

Labour Union Problems at Bajaj Automobile- Production STOPPED


The production for Pulsar, KTM Duke(both models), Avenger have stopped due to the labour union issues. The production facility is based at Pune(Chakan) where the Union has called for a STRIKE.

It has been 4 days that zero production is being continued. 1500 workers excluding contract & temporary staff are employed at this unit which rolls out 3000 bikes a day. 600 employees are working on a contract basis. In fact some of them are engineering diploma holder trainees & few are working under ‘earn and learn scheme’


What is a STRIKE?

  • Refusal to work by a body of workman for employment of a demand against the employer
  • 14 DAYS NOTICE TO BE GIVEN by the union

The DEMANDS from the UNION are as follows:

  • Demanding wage revision – 25 per cent wage hike
  • Better working conditions
  • Give Employee Stock Option: The union also wants the company to issue 500 shares each to all the uninoned workers at a nominal price of Rs 1 per share
  • Making contract workers permanent employees
  • Revocation of the suspension of 2 employees pending enquiry and bring back the three employees who were “arbitrarily” transferred to the Aurangabad unit.

Latest Update:

  • Union is creating trouble by kidnapping and hurting employees ( The union disagreed to this allegation)
  • Negotiation took place between Management & the Union wherein the management did not agree to the all points raised by the union
  • Partially the production resumed from Friday. The company said it has inventory of four to five weeks, including those with dealers.
  • Bajaj Auto has shifted production of the Pulsar range to its oldest and biggest plant in Waluj, Aurangabad.
  • If the same situation continues, the impact will be a daily revenue loss of Rs.21.1 crore.

LOCK OUTS – SHUT DOWN AT TE Connectivity – Tyco Electronics

TE is Switzerland-based provider of Internet connectivity systems. It has 7 manufacturing factories in India which includes 5 in Bangalore and 2 in Pune. A total of 4500 employees work in India out of which 2000 staff are in Bangalore including R&D staff. The total revenue for TE Connectivity in India is Rs 1400 crore.
Out of 5 factories in Bangalore, 2 of them have been declared as Lock Out by the management due to the dispute with the employees over hikes in wages. The management has stopped the operations due to this industrial dispute since they consider this as unlawful strike but it has an intention to reopen once the employee unions are in consent to work under the existing wage rates.

What is a LOCKOUT?
• Temporary closing of workplace/ suspension of work BY THE EMPLOYER
• The intention to RE-OPEN must exist.
• 14 DAYS NOTICE TO BE GIVEN by the employer.

TE Connectivity feels that India is a lucrative destination for R & D due the availability of high qualified engineers and scientists at cheap rate and hence aggressive enough to open another manufacturing plant at the Aerospace Park, Yelahanka in Bangalore.

Serious Leadership Issue at – 7 Top Level Executives Quit

Flipkart is one of the largest firms in India’s fast-growing e-commerce market, which is valued at $10 billion.

In last 4 months, Flipkart has seen the worst employee turnover till date.Seven top & middle executives have quit the organisation.

The following are the executives who have quit:

  1. Rajesh Choudhary, vice-president, finance;
  2. Aswin Chandrasekaran, head of Flipkart’s books business;
  3. Ashok Banerjee, vice-president, engineering;
  4. Rohit Jalan, senior software automation engineer;
  5. Prasanna V, engineering manager of information technology (IT) infrastructure;
  6. Gaurav Lochan, engineering manager of digital;
  7. Marcus Terry, director, seller operations

From Feb 2013 , Flipkart was looking for Chief Financial Officer since Karandeep Singh(ex-cfo) resigned unexpectedly although he had mentioned that he resigned due to personal reason. The team should have got a hint by that time before this major attrition taking place.

About Karandeep: B.Com from Delhi University and a member of the Institute of Chartered Accountants of India. 2 decades of career, worked with Dell, Moser Baer, Ariba and Yum Brands. Before joining Flipkart, he was working with Sapient Corporation as vice-president (finance)  position.

The question arises that when the same person could sustain in other major organisation, then why not at Flipkart. The Chief employees from Finance, Operations, Engineering & IT team proved to be in an extreme disengaged state of mind which resulted in separation. This exodus took place in a wrong time since Flipkart was gearing up for competition from global major Amazon.

Sachin Bansal is the chief executive and Binny Bansal is the chief operating officer. They generally give 10 – 20 % hike to employees from the larger organisation such as Google, V M Ware etc.  In fact Ashok Banerjee, vice-president, engineering who has also quit was hired from Twitter in San Francisco.

This shows that the company is facing from serious leadership issue. Some internal sources say that the main issue which lead to this turnover was the lack of experience that the Bansal Brothers posses. The top executive who were hired at a leadership level has much more experience than them & felt difficulty in working along with the organisation chiefs.