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

IN-HOUSE INCUBATION CENTER- An Unique Employee Engagement Tool by, an e-commerce company which provides professional certification opportunities has an attrition rate of 18%. It had witnessed that 15% of the employees use to quit Simplilearn to start their own venture but rarely could they be successful in their ventures. Hence the organisation came up with an idea of setting up an incubation center, where the employees with an entrepreneurial spirit will get an opportunity on work on their idea and at the same time get mentored within the organisation. Every year during February and August, four ideas will be screened, selected and converted into product or service within 90 days. Simplilearn will invest up to Rs.30 lacs into each team to execute and transform the idea into reality.

Organisation such as Google has a best practice allowing their employees to work 20% of their time on the project of their choice. In fact Gmail and Google News is an outcome of such best practice.

“SELF FORMED TEAM – SFT” and “SELF MANAGED TEAM- SMT” –Unique Employee Engagement Practice

SELF MANAGED TEAM – Here Teams work without supervision. This is also called also called supervision-less system. It sounds surprising but it’s a fact.

RPG Group (Ceat/ Spencers) has come out with this concept. This concept was started by P&G, followed by DuPont and a few other organizations. Here they are trained and empowered to plan, review the gaps, brainstorms among them to identify the reason for gaps, take work place decisions & execute their day to day operations. This enables them to come out with the best possible ways to execute tasks. The accountability & responsibility of accomplishment of the tasks complete rests on the team members.

This practice was initiated at the CEAT Plant at Halol(Gujrat). It resulted in higher productivity & harmony among the employees.

SELF FORMED TEAM – Here a group of employees voluntarily comes ahead and forms a team for performing an activity/task. Here the employees have the freedom to form groups based on common interests. Facilitating such group formation increases social bonding and higher level of employee engagement.

Corporate Initiatives to form Self Formed Teams


Community development teams are there to generate awareness on safety, working mothers groups, and a self-formed cricket team. In fact a group of employees came together to modify a junkyard in the office premises and convert it into a sports arena


Several groups has been facilitated here where in employee come together to discuss/ brainstorm about various issues health & safety, employee facilities like transportation, canteen  & come out with better innovative solutions.

In fact a team has started Yoga Class where the objective is not only about the health but also a platform for cross functional employees meet aiming better collaboration at work.

Edelweiss Financial Services

Groups such as adventure club, running club and photography club has been initiated by the HR team where like-minded people can come together and engage in their hobbies and interests. The social networking site of the organization called PING also enables people with similar interests to come together, share and learn.


There are five councils: Community Service, Grey Cells – deals with quizzing and other intellectual interests), Sports, Personal Talent and Wellness.

HCL also has Interest Clubs, which are primarily online platforms for the employees with common interest to connect. There are eight such clubs: Clic – The Photography Club, The Foodies Club, The Pet Club, The Toastmasters Club, Library On Demand, HCL Record breakers, The Polyglots corner and Bikers’ Club. These clubs use the company’s internal social networking platform ‘MEME’ to bring together like-minded people who wish to share tips, pictures, and knowledge.


Self managed team

Standard Chartered Bank

This bank has a recreation club which organizes indoor game tournaments during the monsoon as well as hockey, cricket and football tournaments.


Nielsen has various clubs include Hit F5 (employee fun club), wellness club, dance club, and a soon-to-be-launched cooking club


Dell has a number of interest groups that are formed and run by the employee: the runners group, photography club, quizzing club, toastmasters club, cricket club and cycling club.


At Philips, the largest self-formed group is called JOSH: it drives small fun-at-work initiatives like quizzes. Employees have also formed interest groups like photographers club, trekking group, etc.


  • These groups gets employees to come out from the shell and have fun, create positive work environment which reflects a better engaged workforce.
  • It helps an organization to motivate employees without any huge investment
  • This enables employees to connect and establish strong social bonds with colleagues and develop team spirit.
  • The employees use such opportunity to express themselves, learn & exchange knowledge freely. The outcome is more connected, content & productive.
  • These initiatives keep the employee morale high & make them passionate about their work.
  • This encourages employees to break the monotony of work too.
  • Finally this results in higher level of employee engagement

LEADERSHIP MANUFACTURING UNITS – how leaders are made in today’s corporate world!

TATA group

TATA group emphasizes on in-house Leadership Development Programmes.

 Tata Leadership Seminars (TLS)

  • —Tata Group Strategic Leadership Seminar (TGSLS) – MDs, the CEOs, COOs and those with a potential to assume such roles in the Immediate / near future.
  • —Tata Group Executive Leadership Seminar – Senior management professionals, functional heads.
  • —Tata Group Emerging Leaders Seminar (TGeLS) – This is for high potential emerging leaders from middle levels of management ideally in the age group of 30 to 40


McD Mentoring– Every learner is assigned a coach at every step of development.

  • —Develop the employee skills
  • —Build their confidence and competence
  • —Career guidance for crew and managers
  • —Succession planning

McDonald’s Leadership Institute

  • —It develops critical leadership skills needed to address both long- and short-term business challenges.
  • —“Individual development plans,, map out leadership training in support of one’s performance and career goals.”
  • —Accelerated Leadership Development Programs – for high-potential directors and officers

Restaurant leadership training programme For Restaurant General managers

  • —Five-day programme from Hamburger University. Career guidance for crew and managers
  • —To apply leadership behaviors, lead their restaurant, and develop their department managers.


Infosys Leadership Institute

  • —It nurtures leaders and advances the field of leadership development. ILI works toward ensuring that Infosys has appropriate leaders to take on senior leadership positions as and when they arise
  • ILI ensures that Infosys has a pool of successful and ready leaders to build tomorrow’s enterprise.

 Areas Focused :

  • —Strategic Leadership
  • —Change/ Adversity Leadership
  • —Operational Leadership
  • —Talent Leadership
  • —Relationship/ Networking Leadership
  • —Content Leadership
  • —Entrepreneurial Leadership


Starbucks Leadership Lab

  • Impart leadership training, with a a problem-solving framework.
  • Demonstrations of new product, blend development, and customer service.
  • But what makes the Leadership Lab different than a typical corporate trade show is the production surrounding all of this. The lights, the music, and the dramatic big screens all help Starbucks marinate its store managers in its brand and culture. It’s theater–a concept that Starbucks itself is built

The Best companies for grooming leaders

  • IBM – The New York-headquartered technology company sends SWAT teams to coach their local staff.
  • General Mills – Fortune 500 company- primarily deals with food products – such as Pillsbury – over 90 per cent of management promotions are internal.
  • Procter & Gamble– Every chief executive at P&G started at the entry level in the company.
  • Aditya Birla Group – operates in over 33 countries, honours its employees who teach skills to villagers
  • Colgate-Palmolive – has a 7 -day Colgate Leadership Challenge in which junior employees work on a team business project, are taken through presentations by senior leaders, and do charity work.
  • Hindustan Unilever – sends young managers to live in Indian villages so that they can understand the needs of rural consumers.
  • ICICI Bank – assigns talent scouts to identify promising employees.
  • McDonald’s – has an officer development programme to train talent in finance, human resources and marketing
  • Whirlpool – has a set of senior executives who serve as “innovation mentors” who are tasked with evaluating business ideas.
  • PepsiCo – works on 10-year growth plans for individuals who the company believes have the potential climb high on the corporate ladder.
  • Bharti Airtel– The company has a reverse mentoring programme, in which junior employees tutor senior staff about new technology

Employee Engagement at Day 1 by Startup Companies

Those days are gone when the HR representatives use to spend whole day in explaining the company rules, regulations and policies by giving long power point presentation and few videos. The response towards such practice was not engaging enough for the new hires.

Hence the startup organizations have come up with innovative pre-induction and on boarding practices which starts engaging the employees from day 1. Even some organizations have started to engage even before the induction.

Some of the innovative engaging induction practices are shared below.

Simplilearn, an online learning and training platform provider has introduced a 30 day “Free Look Period” from the date of joining. During this period and new hire is allowed to continue or leave the organisation without any obligations based on their understanding of the company culture and process. During this free 30 period the new hire gets to understand the role, organisation culture and challenging aspects of the work. This opportunity gives a new employee to evaluate a perfect cultural fit with the organisation.

FreshMenu, an online meal delivery company based out of Bangalore has an induction program called “Food For Thought” where some of the new hires can get in touch with the senior executives directly from day 1 and participate in small projects based on their area of interest. Even food tasting sessions by employees on new menus are a regular practice at FreshMenu. In fact the new joinees have an opportunity to meet the chefs, witness the food preparation and packing done. They are even allowed to dive into the key process and share their keen observations on the same. Not only this, the new hires are allowed to accompany the delivery staff and interact with the customers.

Free Charge, a recharge app company, have come out with a Post Offer Candidate Engagement Program which begins from 4 to 8 weeks before the joining date of the new hire. During this time, a buddy is assigned whose responsibility is to engage the new joinee by interacting with them, making them aware of the company culture, the expectations from the organisation etc. Even laptops are sent to the new hires before joining with meet and greet sessions with the hiring managers.

Gozoop, an IT based organisation where the new employees are welcomed withsurprise gifts such as hand-crafted stationery, stuffed toy or apparels followed by cupcakes. During their induction, they are engaged in group activities such as short film making to make their induction a memorable one.

ZopNow, an online grocery organisation gives an opportunity to all senior hires to visit the ware houses and stores for a process review. This gives a new hire to have a clear understanding and match their expectations from the organisation.

Urban Ladder, an online based furniture store has chalked out an induction program where every new joinee gets an opportunity to attend, handle and manage calls from customer and even spends two days on delivery/ shipment of the products.