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Welcome to HRhelpdesk.inSupporting human resources
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HR Satisfaction Survey 2012The HR Index
March 2012
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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
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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
Retail (Wholesale & Distribution) 1
Utilities/ Oil& Gas/ Mining 3
Consumer Products 4
Professional Services 5
Services 6
Others 7
Pharmaceuticals/ Medical Devices 8
Construction/ Engineering 9
Electronics/ Electrical 9
ITES 11
Information Technology 11
Manufacturing 13
Hospitality 14
Automobile/ Vehicle Manufacturing 15
Financial Services 16
Least
Satisfied
Transportation/ Shipping/ Logistics 16
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.
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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)
PvtLtd(Headquartered
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
Industry wise detail available in Participant or Purchased report.
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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)
PvtLtd(Headquartered
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
Industry wise detail available in Participant or Purchased report.
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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%
NGO/Societies/Trusts/Oth
ers
Partnershipor
Proprietorship
PublicLimited
PvtLtd(Headquarteredin
India)
PvtLtd(Headquartered
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
PvtLtd(Headquartered
inIndia)
PvtLtd(Headquartered
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
PvtLtd(Headquarteredin
India)
PvtLtd(Headquartered
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
Professional Services 2
Hospitality 3
Consumer Products 4
Utilities/ Oil& Gas/ Mining 5
Education 6
Automobile/ Vehicle Manufacturing 7
Retail (Wholesale & Distribution) 8
Others 9
Pharmaceuticals/ Medical Devices 10
Services 11
Construction/ Engineering 12
ITES 13
Information Technology 13
Manufacturing 15
Financial Services 16
Least
Satisfied
Electronics/ Electrical 17
Real Estate 18
Transportation/ Shipping/ Logistics 19
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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%
NGO/Societies/Trusts/Oth
ers
Partnershipor
Proprietorship
PublicLimited
PvtLtd(Headquarteredin
India)
PvtLtd(Headquartered
overseas)
Demotivator Neutral Motivator
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%
NGO/Societies/Trusts/Oth
ers
Partnershipor
Proprietorship
PublicLimite
d
PvtLtd(Headquarteredin
India)
PvtLtd(Headquartere
d
overseas)
Demotivator Neutral Motivator
18%
26%
56%
0%
10%
20%
30%
40%
50%
60%
Demotivator Neutral Motivator
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%
Demotivator Neutral Motivator
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%
NGO/Societies/Trusts/Oth
ers
Partnershipor
Proprietorship
PublicLimited
PvtLtd(Headquarteredin
India)
PvtLtd(Headquartered
overseas)
Demotivator Neutral Motivator
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%
NGO/Societies/Trusts/Oth
ers
Partnershipor
Proprietorship
PublicLimited
PvtLtd(Headquarteredin
India)
PvtLtd(Headquartered
overseas)
Demotivator Neutral Motivator
16%
36%
48%
0%
10%
20%
30%
40%
50%
60%
Demotivator Neutral Motivator
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%
Demotivator Neutral Motivator
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%
NGO/Societies/Trusts/Oth
ers
Partnershipor
Proprietorship
PublicLim
ited
PvtLtd(Headquartere
din
India)
PvtLtd(Headquartered
overseas)
Demotivator Neutral Motivator
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%
NGO/Societies/Trusts/Oth
ers
Partnershipor
Proprietorship
PublicLimited
PvtLtd(Headquarteredin
India)
PvtLtd(Headquartered
overseas)
Demotivator Neutral Motivator
26% 26%
48%
0%
10%
20%
30%
40%
50%
60%
Demotivator Neutral Motivator
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%
Demotivator Neutral Motivator
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
PvtLtd(Headquartered
in
India)
PvtLtd(Headquartered
overseas)
Demotivator Neutral Motivator
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%
NGO/Societies/Trusts/Oth
ers
Partnershipor
Proprietorship
PublicLimited
PvtLtd(Headquarteredin
India)
PvtLtd(Headquartered
overseas)
Demotivator Neutral Motivator
8%
22%
70%
0%
10%
20%
30%
40%
50%
60%
70%
80%
Demotivator Neutral Motivator
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
Retail (Wholesale & Distribution) 2
Services 3
Automobile/ Vehicle Manufacturing 4
Education 5
Construction/ Engineering 6
Information Technology 7
Manufacturing 7
Electronics/ Electrical 9
Pharmaceuticals/ Medical Devices 10
Professional Services 11
Others 11
Consumer Products 13
Transportation/ Shipping/ Logistics 14
ITES 15
Hospitality 16
Least
Satisfied
Utilities/ Oil& Gas/ Mining 17
Financial Services 18
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%
NGO/Societies/Trusts/Ot
hers
Partnershipor
Proprietorship
PublicLimited
PvtLtd(Headquartered
inIndia)
PvtLtd(Headquartered
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%
NGO/Societies/Trusts/Oth
ers
Partnershipo
r
Proprietorship
PublicLimite
d
PvtLtd(Headquarteredin
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%
NGO/Societies/Trusts/Oth
ers
Partnershipor
Proprietorship
PublicLimited
PvtLtd(Headquarteredin
India)
PvtLtd(Headquartered
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%
NGO/Societies/Trusts/Ot
hers
Partnershipor
Proprietorship
PublicLimited
PvtLtd(Headquarteredin
India)
PvtLtd(Headquartered
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
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
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