hr satisfaction survey 2012-free report

7/31/2019 HR Satisfaction Survey 2012-Free Report

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HR Satisfaction Survey 2012

HRhelpdesk.in

HRhelpdesk.in

Welcome to HRhelpdesk.inSupporting human resources


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HRhelpdesk.in

HR Satisfaction Survey 2012The HR Index

March 2012


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HRhelpdesk.in

HRhelpdesk.in is an HR outsourcing and consulting company offeringcustomized services to support the HR needs of Indian and

multinational clients in India. Some of the key products we offer are

About Us

Balanced Scorecard Design and

Rollout

CTC Reimbursement Process

ManagementEmployee Query Desk Setup and

ManagementEmployee Insurance Management

Employee Satisfaction Survey Internal Employer Branding

HR Manuals HR Process Outsourcing

Past Employment Verification Recruitment Process Outsourcing

Salary Benchmarking Studies Training Content Development


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Introduction

Overall Summary

Study Design

Respondents

Demographics

Building a Foundation

Summary Individual Parameters

Motivators and De-motivators

Summary

Individual Parameters

Deliverables

Summary Individual Parameters

Information

Confidentiality Policy

Customized Reports

Contents

Click on the topic to go there directly , Click the Red Bar on Top to reach back to this page


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Introduction


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It is evident that HR profession is still in its transitionary phase. As this

phase continues the expectations from HR will only change towards the

positive. Majority of HR professionals already feel a sense of

motivation as a result of job enrichment they are experiencing. With

more than 60% still feeling that their skills and competencies are not

being used to the fullest, there is an immense potential waiting to be

tapped.

On the other hand, there are still a large proportion of companies which

are not able to convincingly answer why do they have an HR

function. Not surprisingly, there is a great degree of vagueness on how

does the HR goal and the business objective tie in. While the line has a

strong feeling of respect for the HR role in making them achieve their

goals, it looks like a top management issue.

Clearly, interesting times ahead with a lot of positive change

Study Summary

Overall HR Satisfaction

Rank of industries

HR Consultants 1

Most

Satisfied

Retail (Wholesale & Distribution) 2

Professional Services 3

Consumer Products 4

Automobile/ Vehicle Manufacturing 5

Utilities/ Oil& Gas/ Mining 6

Services 6

Hospitality 8

Education 9

Others 10

Pharmaceuticals/ Medical Devices 11

Construction/ Engineering 12

Information Technology 13

Manufacturing 14

ITES 15

Electronics/ Electrical 16

Least

Satisfied

Financial Services 17

Transportation/ Shipping/ Logistics 18

Real Estate 19


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The study has been designed to capture and analyze the parameters under three main heads. These heads cover

the purpose, processes and expectations of the HR function and professional in a step wise system. The main

heads and the parameters they measure are as mentioned below

Foundation

Parity on career advancements and rewards

Acceptable work schedules

Recognition of role and tasks performedLiving the systems and processes in true spirit

Team Motivation

Enriched Job content

Conducive organizational culture

Positive working style of key stake holders

Professional development and advancement

Appropriate compensation

Respect of job done from key stake holders

Alignment

Clearly understood and aligned business to HR objectives

Utilization of individuals skills to best meet the desired

alignment

Design



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Respondents



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Overview

Data of more than 650 companies received in this study which ran from 20th February 2012 to 25th March

2012

Basis accurate and complete information provided by participants, data of 509 companies qualified for

being included in this report. Thus making this one of the largest study of its kind in India

The study covered a total of 73 locations out of which 14 were international locations across Americas,

Africa and Europe. Though, majority of the companies, contributing to 80% were from Indian metro and

sub-metro cities

All data presented and assumptions made, including ranking of industries is only based on responses from

individuals in those industries. The study only gives an indication. An individual company or industry mayhave different processes, systems and satisfaction levels than those presented here. This data is just a

comparative analysis from amongst the respondents to this study



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Companies by Industry

A total of 509 companies data was used for this study, presenting a healthy mix of industries and in all cases

providing enough data points to have an industry benchmark

63

5856

41

34

30

23 24

19 1914 14

12 12 11 11 10 9

49

0

10

20

30

40

50

60

70

InformationTechnology

HRConsultants

Manufacturing

FinancialServices

Constr

uction/Engineering

Services

ITES

Education

Automobile/VehicleManufacturing

Pharmaceutica

ls/MedicalDevices

Electronics/Electrical

Hospitality

Retail(Wholesale&Distribution)

Utilities

/Oil&Gas/Mining

ProfessionalServices

Transportation/

Shipping/Logistics

RealEstate

ConsumerProducts

Others

N

umberofCompanies



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Respondents by Company Type

Though the maximum companies were of Indian origin, the size allowed to have benchmarks created for every

group

50%

23%

16%

7%

4%

0%

10%

20%

30%

40%

50%

60%

Pvt Ltd (Headquartered in India) Pvt Ltd (Headquartered overseas) Public Limited Partnership or Proprietorship NGO/Societies/Trusts/Others


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Foundation


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Summary

When parameters relating to foundation of an HR function are

concerned, the people in Public Limited companies seemed fairly

disadvantaged to their counterparts in other companies.

One of the key parameters, highlighting the transition of HR function,

was whether HR is a value add partner or not. The parameter saw

only 37% companies responding in affirmative. Clearly signally that

there is a long way to go before the actual benefit of HR is felt on

large scale.

All other parameters are having an almost similar view on either side.

It is those organizations which are on the positive side of these

parameters which have evolved their HR functions, while others are

still in transition or yet to start the journey

Main Parameter, Foundation

Satisfaction Rank of industries

HR Consultants 1

Most

Satisfied



Consumer Products 4


Services 6

Others 7




ITES 11


Manufacturing 13

Hospitality 14



Least

Satisfied


Real Estate 18

Education 19


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HR Careers Parity

Statement: Processes and procedures for

promoting HR and others in the company is

similar?

Process equality for career development is still

stabilizing as almost an equal number of

companies have a yes and a no response.

Which in a way is relates to a later question

mentioning that career development

opportunities are a demotivator

53%

43%

4%

0%

10%

20%

30%

40%

50%

60%

Same Somewhat different Others

Overall Score

50%

62%58%

50% 53%44%

32%36%

47%42%

6% 5% 6% 3% 5%

0%

10%20%

30%

40%

50%

60%

70%

NGO/Societies/Trusts/

Others

Partnershipor

Proprietorship

PublicLimited

PvtLtd

(Headquarteredin

India)

PvtLtd

(Headquartered

overseas)

Same Somewhat different Others


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HR CareersIndustry Wise

Consumer Products and Utilities have almost reached parity in career development, whereas Professional

services lags behind in building parities for HR careers

Industry wise detail available in Participant or Purchased report.

Should you want to Purchase a report or get a customized report, do write to us

at [email protected]
mailto:[email protected]:[email protected]


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Work Schedule

Statement: How is your work schedule?

Majority of the companies have an

appropriately balanced work life. Though the

social sector did see a minimum 10 hours

work everyday and may require some

reworking of schedules

47%

36%

13%

3% 2%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Appropriately

balanced and I amfine with it

Minimum 10

hours everyday

Work is there on

weekends also

Not able to take

annual vacations

Any other

schedule

Overall Score

44%

56%

46% 45%

54%50%

39%

32%38%

34%

6%3%

20%15%

9%

0%3% 2% 2% 4%

0%

10%

20%

30%

40%

50%

60%

NGO/Societies/Trusts/O

thers

Partnershipor

Proprietorship

PublicLim

ited

PvtLtd(Headquartered

inIndia)


overseas)

Appropriately balanced and I am fine with it Minimum 10 hours everyday

Work is there on weekends also Not able to take annual vacations


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Work ScheduleIndustry Wise

While all industries demonstrate a similar trend in terms of work life, it is the Real Estate sector which has

shown the highest for balanced work life. Real Estate has presented many de-motivators, but has been able to

manage this parameter appropriately





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The HR Function

Statement: How is HR function viewed in the

company?

The main question about HRs use is still

being debated in lot of companies, though not

alarmingly high, a decent amount of them still

have HR as a need to have function. The

movement to get HR as a value add function

has began and has considerably moved away

from the historical positioning of HR as a

recruitment function only. There is still a long

way to go before the Question Why do I

have the HR function is answered by the

Managing Director to satisfaction

44%

37%

15%

5%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

As a need to havesupport function

As a value add businesspartner

As a recruitmentprovider

Any other view

Overall Score

47%

26%

49% 47% 49%

37%

49%

35%37%

42%

16%

26%

17% 16%

9%

0%

10%

20%

30%

40%

50%

60%

NGO/Societies/Trusts/Oth

ers

Partnershipor

Proprietorship

PublicLimited

PvtLtd(Headquarteredin

India)


overseas)

As a need to have support function As a value add business partner As a recruitment provider


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HR FunctionIndustry Wise

It is the Electronics sector which seems to have a lot of work needed in this parameter





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HR Rewards Parity

Statement: Are their similar rewards

mechanisms for the HR team as for others,

apart from compensation?

Rewards for the HR team have been fairly

increasing over a period of time, with close to

50% of the companies offering a reward

mechanism for HR teams. Though still not

covering the entire lot, it has covered a larger

portion than those which are not covered.

47%50%

2%0%

10%

20%

30%

40%

50%

60%

No Yes Others

Overall Score

37% 38%

48% 46%

55%

63%57%

51% 53%

41%

0%5%

1% 2% 3%0%

10%

20%

30%

40%

50%

60%

70%


ers

Partnershipor

Proprietorship

PublicLimited


India)


overseas)

No Yes Others


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HR RewardsIndustry Wise

All industries represent a similar trend apart from real estate which has close to 70% saying a no





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Applause from Line

Statement: Is their appropriate applauseand recognition from line for HR work?

Recognition is said to be the fuel of high

performance. It is present in majority of

the companies but with scope of

improvement

41%

56%

3%

0%

10%

20%

30%

40%

50%

60%

No Yes Others

Overall Score

37% 38%

48%

36%

50%

63%59%

51%

60%

47%

0% 3% 1%4% 3%

0%

10%

20%

30%

40%

50%

60%

70%

NGO/Societies/Trusts/Ot

hers

Partnershipor

Proprietorship

PublicLimited


inIndia)


overseas)

No Yes Others


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ApplauseIndustry Wise

Utilities, retail, HR Consultants and professional services have a high degree of recognition from line whereas

pharmaceutical and automobile sectors saw the least amount of recognition





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Policy Enforcement

Statement: Policies are enforced and HR is

empowered to treat non-compliance

While people policies are set in many

companies, it is few who are able to enforce

them in true spirit. Interestingly about 61%

are able to maintain that balance and provide

the necessary empowerment to HR functions

to deal with non-compliance

35%

61%

4%

0%

10%

20%

30%

40%

50%

60%

70%

No Yes Others

Overall Score

26% 27%

48%

35%30%

74%70%

48%

62%66%

0% 3%4% 4% 4%

0%

10%

20%

30%

40%

50%

60%

70%

80%

NGO/Societies/Trusts/Othe

rs Partnershipor

Proprietorship

PublicLimited


India)


overseas)

No Yes Others


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Policy EnforcementIndustry Wise

Utilities has one of the highest compliance on this whereas real estate and education were the least





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Motivators & De-motivators


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Summary

The shift of focus is now into what goes through the mind of an HR

professional in terms of his motivation. There is a clear indication that

the changing dynamics of the HR role has made the enriched job

profile a strong motivator, combine to it the market situation which is

forcing companies to experiment with leaner HR and new concepts of

HR.

However, a common theme across industries comes up on neglect of

various factors which contribute to the well being and focus of an

individual HR professional. Whether it be compensation, the training

plan or the career planning. All these parameters have seen that while

there are organizational systems running for line employees, the focus

on HR is still to be mandated

Main Parameter, Motivation

Satisfaction Rank of various industries

HR Consultants 1

Most

Satisfied


Hospitality 3

Consumer Products 4


Education 6



Others 9


Services 11


ITES 13


Manufacturing 15


Least

Satisfied


Real Estate 18



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6%

18%

75%

0%

10%

20%

30%

40%

50%

60%

70%

80%

Demotivator Neutral Motivator

Overall Score

0% 3%8%

4%11%11% 14%

24%20%

14%

89%84%

67%76% 75%

0%

20%

40%

60%

80%

100%


ers

Partnershipor

Proprietorship

PublicLimited


India)


overseas)


Kind Of Work

The content of work was looked as a strong

motivator in the HR fraternity, with only 6%

seeing that the work they do is not motivating

enough.

It is only the multinationals, which had a

higher degree of demotivation than the group

average, probably an outcome of the global

policies which are in tune with an ailing

economy


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Kind Of WorkIndustry Wise

Transportation/ Shipping/ logistics and Hospitality showed signs of having a huge improvement area on this

front





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16% 14%

27%

17% 16%

26%22%

25%30%

19%

58%65%

48%53%

66%

0%

10%

20%

30%

40%

50%

60%

70%


ers

Partnershipor

Proprietorship

PublicLimite

d


India)

PvtLtd(Headquartere

d

overseas)


18%

26%

56%

0%

10%

20%

30%

40%

50%

60%


Overall Score

Company Culture

Organizational climate has long been

associated as a key responsibility of the HR

professional. Strangely there are a sizeable

number of companies which make it a

demotivator, with Public Limited companies

having the most signs of improvement on this

front


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Company CultureIndustry Wise

Transportation/ Shipping/ logistics, Real Estate and Electrical industries showed that there is tremendous scope of

improvement of their work culture. Specially as the motivation and demotivation scores are almost similar





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23% 24%

53%

0%

10%

20%

30%

40%

50%

60%


Overall Score

11%

19%

28%21%

26%26%

11%

22%27% 25%

63%70%

51% 52% 49%

0%

10%

20%

30%

40%

50%

60%

70%

80%


ers

Partnershipor

Proprietorship

PublicLimited


India)


overseas)


Supervisors Working Style

It has long been said that people leave

managers and not companies, how HR

professionals contribute to their teams or are

impacted by their supervisors, who may or

may not be HR professionals is an interesting

point. The data presents that there is sizeable

opportunity available here for improvement.

Specially in Multinational and Public Limited

companies.


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Supervisors Working StyleIndustry Wise

Transportation/ Shipping/ logistics and Financial services demonstrate an improvement requirement, while

Hospitality and professional services have managed this well





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5% 8%

20%16% 18%

21%

41%

31%37% 37%

74%

51%48% 47% 45%

0%

10%

20%

30%

40%

50%

60%

70%

80%


ers

Partnershipor

Proprietorship

PublicLimited


India)


overseas)


16%

36%

48%

0%

10%

20%

30%

40%

50%

60%


Overall Score

Line Managers Working Style

Being a function, which is largely dependent

on internal relationships and requires a large

degree of daily interaction with line managers,

it is doing its bit. Though not as highly

impacted as by HRs own supervisors, there is

a sizeable amount of companies where this

acts as a motivator. Thus working

relationships matter. It is only public limited

companies which seemed to have a greater

issue at hand to resolve on this front


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Line Managers Working StyleIndustry Wise

While none of the industries had a very strong motivation, Transportation/ Shipping/ logistics, professional

services and Electrical had strong demotivators





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29% 30%

42%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%


Overall Score

26% 24%

34%30%

23%21%16%

31% 29%35%

53%59%

35%41% 41%

0%

10%

20%

30%

40%

50%

60%

70%


ers

Partnershipor

Proprietorship

PublicLim

ited

PvtLtd(Headquartere

din

India)


overseas)


Training Environment For You

A fair degree of companies are focusing on

training and it is acting as a motivator to about

half the HR functions. This however, clearly

stands out as one of the areas which needs

improvement

It is the public limited and the Indian

companies which need to work harder on this

than multinationals, who seem to have a better

ratio than others


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Training Environment For YouIndustry Wise

Hospitality and retail have a fairly positive inclination on this whereas real estate has a strong negative inclination

on this aspect





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21%24%

40%

21%27%

42%

8%

17%

29% 28%

37%

68%

43%50%

45%

0%

10%

20%

30%

40%

50%

60%

70%

80%


ers

Partnershipor

Proprietorship

PublicLimited


India)


overseas)


26% 26%

48%

0%

10%

20%

30%

40%

50%

60%


Overall Score

Opportunities For Career Development

The future HR professionals see for

themselves is fairly divided. While about half

feel that it is a motivator, an astounding 26%

feel it is a demotivator. Public Limited

companies having one of the least promising

career life cycles. Interestingly partnerships

have been able to manage this expectation

fairly better compared to others


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Opportunities For CareerIndustry Wise

Financial services and real estate have a lot of work to do on this aspect whereas HR consultants and

professional services have got a higher degree of stability on this





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27%

37% 36%

0%

5%

10%

15%

20%

25%

30%

35%

40%


Overall Score

21% 22%

31%

26% 28%

37% 38% 37% 37% 35%

42% 41%

31%

37% 37%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

NGO/Societies/Trusts/O

th

ers

Partnershipor

Proprietorsh

ip

PublicLimited


in

India)


overseas)


Your Compensation

Compensation has been one of the main

factors across competencies in controlling

satisfaction, and irrespective of various other

frameworks, compensation takes a key role in

deciding satisfaction. Unlike other parameters

this is the parameter which has a lot of people

on the neutral side, probably an outcome of

the economical uncertainty. However, it still

presents a high degree of demotivators

Some work needs to be done in the Public

Limited companies, as they present the

maximum number of people demotivated due

to compensation


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Your CompensationIndustry Wise

Information Technology has been impacted by compensation of economic environment and it seems to be

playing a role here





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Respect From Line

5%0%

8% 10% 5%

16% 19%28%

19%27%

79% 81%

64%71% 68%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%


ers

Partnershipor

Proprietorship

PublicLimited


India)


overseas)


8%

22%

70%

0%

10%

20%

30%

40%

50%

60%

70%

80%


Overall ScoreAlmost all companies have been able to

manage the respect angle. Working with

colleagues and specially with those who

impact the daily routine working outputs.

With a almost majority on this ratio, only few

industries show demotivation on this aspect.


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Respect From LineIndustry Wise

The services and financial services sectors can see a bit improvement on this aspect





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Deliverables


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A structured HR system would ensure that policies, procedures and systems and designed in a manner to help

channelize Business Resources in achieving Business Objectives. Not by HR professionals themselves, but

by aligning each line manager to this outcome. Therefore, the HR Goal is set, which is an observable,

measurable end result having one or more objectives to be achieved within a fixed timeframe

What Is A Goal

Business

Resources

HR

Business

Objectives


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Main Parameter, Deliverables

Satisfaction Rank of various industries

HR Consultants 1

Most

Satisfied


Services 3


Education 5



Manufacturing 7




Others 11

Consumer Products 13


ITES 15

Hospitality 16

Least

Satisfied



Real Estate 19

It is an important feature to understand what is one supposed to be

doing and in what context. Called by different names such as business

strategy, the larger picture or business outcome. Strangely, a large

portion of the companies havent invested time in streamlining this

aspect.

The HR function and professionals are disadvantaged from the

perspective of not having the larger picture and how their goal is

aligned to the objective of the businesses they are servicing

Whether it be a goal setting exercise, a balanced scorecard or any

other alignment tool, time and effort should be put by the

organization and the leader to first set a clearly defined HR Goal and

then align it to the business objective

Summary


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One of the key tasks is to have an HR Goal and the second part is to have a clearly defined Goal.

By analysis the short description of written down HR Goals of various companies, it depicts that there are

another few companies who may have said they know the HR Goal, but it is not clearly defined and measurable.

That too, which is aligned to the overall Business Objective. While there are some companies which have

clearly defined Goals and that is being represented in their comments, a large portion of the companies still need

to focus on this aspect or atleast need to focus on the aspect of percolating it down to the last person in HR.

It is essential to have a Goal in order to achieve it. The clearer and measurable the goal, higher the chances of it

getting achieved and the value felt by the team and its stakeholders.

On the other hand, there needs to be some strong education or awareness session with the line to make them

understand the benefits they can derive from HR. As of now, majority of line managers feel that HR is primarily

a recruitment and salary management function. With few sprinklings of Business Partner, Strategic provider and

employee support tool. Definitely an area of education and work

HR Goals


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Clarity of objectives that business is trying to

achieve is still gaining ground. The

knowledge of what the business is trying to

achieve is a basic foundation stone required to

ensure efficient HR delivery. Irrespective of

what stage the company is in, this should be a

focus area.

42%

58%

0%

10%

20%

30%

40%

50%

60%

70%

Vague Clear

Overall Score

Business Objective

33% 36%

49%

39%46%

67% 64%

51%

61%54%

0%

10%

20%

30%

40%

50%

60%

70%


hers

Partnershipor

Proprietorship

PublicLimited


inIndia)


overseas)

Vague Clear


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Business ObjectiveIndustry Wise

Real estate seemed to be right at the bottom with relatively no clarity of business objectives to HR and retail

being on the other end with a high degree of clarity.





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A written word is far clearer than a 1000

words spoken, a saying which actually fits

here appropriately. While the process of

communicating business objectives is being

followed in some way, its percolation to

either Goal sheets or strategy sheets seems to

be missing. A staggering 61% HR functions

dont have clarity of the business objective in

clear, written format. Expectations differ and

times change, therefore it is imperative that

this be followed.

61%

39%

0%

10%

20%

30%

40%

50%

60%

70%

Vague Clear

Overall Score

Clear Communication Of Objective

63%

54%

72%

60% 57%

37%

46%

28%

40%43%

0%

10%

20%

30%

40%

50%

60%

70%

80%


ers

Partnershipo

r

Proprietorship

PublicLimite

d


India)

PvtLtd(Headquartere

d

overseas)

Vague Clear


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Communication Of ObjectiveIndustry Wise

Information Technology though has about 50% clarity becoming the highest, ironically the Real estate sector

has a 0%





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The alignment of what HR is supposed to do

in order to assist business achieve its

objectives is also gaining ground. Though

close to 45% companies still dont have the

clarity. Moving with the times need to ensure

that the alignment process is not only

documented, but is made an essential part of

the goal setting exercise

44%

56%

0%

10%

20%

30%

40%

50%

60%

Vague Clear

Overall Score

HR to Business Alignment

42%35%

60%

40%44%

58%65%

40%

60%56%

0%

10%

20%

30%

40%

50%

60%

70%


ers

Partnershipor

Proprietorship

PublicLimited


India)


overseas)

Vague Clear


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HR AlignmentIndustry Wise

Automobile sector has got the highest balance in this with consumer products being right at the bottom of this





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There are various programmes that are run by

HR to figure our competencies and potential

of employees. It seems that this exercise also

needs to be done for the people in HR

function.

There is a huge scope of potential appraisal

and subsequent job enrichment exercise to be

done here. It will not only make retention of

HR professionals an easier task, it would also

add to motivation and higher productivity.

51%

45%

4%

0%

10%

20%

30%

40%

50%

60%

No Yes Others

Overall Score

Skill Utilization

47%41%

65%

45%

57%

42%

57%

34%

48%41%

11%

3% 1%6%

2%

0%

10%

20%

30%

40%

50%

60%

70%


hers

Partnershipor

Proprietorship

PublicLimited


India)


overseas)

No Yes Others


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Skill UtilizationIndustry Wise

Professional services are using this tool to their maximum advantage whereas the utilities sector has least

used this





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Information


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Names of participating organization are not revealed in this report

In the event of purchasing an Industry report, only where more than 10 companies have participated a

report is generated and the entire list is added to the report

No data is shared in any format which will reveal the individual company data, individual employee data or

an individual designation data in a particular company

Should you want to know more about the confidentiality policy, please write to us at

[email protected]

Confidentiality Policy


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Data in this presentation is the sole proprietary of HRhelpdesk.in and is copyright protected. It can be used

for non-commercial purposes as long as due reference and credit is give to the source, which is

HRhelpdesk.in

All data presented and assumptions made, including ranking of industries is only based on responses from

individuals in those industries. The study only gives an indication. An individual company or industry may

have different processes, systems and satisfaction levels than those presented here. This data is just a

comparative analysis from amongst the respondents to this study

For customized report of this study and for commercial use, please write to us at [email protected]

Content Copyright

hr satisfaction survey 2012-free report

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