HR Satisfaction Survey 2012-Free Report

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HR Satisfaction Survey 2012
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The HR Index
March 2012
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About Us
HRhelpdesk.in is an HR outsourcing and consulting company offering customized services to support the HR needs of Indian and multinational clients in India. Some of the key products we offer are
Balanced Scorecard Design and Rollout CTC Reimbursement Process Management Employee Insurance Management Internal Employer Branding
Employee Query Desk Setup and Management

Employee Satisfaction Survey
HR Manuals
Past Employment Verification
HR Process Outsourcing
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
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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
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HR Consultants
Study Summary
Overall HR Satisfaction Rank of industries 1 2 3 4 5 6 6 8 9 10 11 12 13 14 15 16 Most Satisfied
Retail (Wholesale & Distribution) Professional Services Consumer Products Automobile/ Vehicle Manufacturing Utilities/ Oil& Gas/ Mining Services Hospitality Education Others Pharmaceuticals/ Medical Devices Construction/ Engineering Information Technology Manufacturing ITES Electronics/ Electrical
Financial Services Transportation/ Shipping/ Logistics Real Estate
17 18 19
Least Satisfied
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heads and the parameters they measure are as mentioned below Parity on career advancements and rewards Foundation Acceptable work schedules Recognition of role and tasks performed
Design
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
Living the systems and processes in true spirit

Enriched Job content Conducive organizational culture Team Motivation Positive working style of key stake holders Professional development and advancement
Appropriate compensation
Respect of job done from key stake holders Clearly understood and aligned business to HR objectives Alignment Utilization of individuals skills to best meet the desired alignment
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Respondents
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2012
Overview
Data of more than 650 companies received in this study which ran from 20th February 2012 to 25th March
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 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
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Number of Companies 10 63 20 30 40 50 60 70 0 Information Technology
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58 HR Consultants 56 Manufacturing 41 Financial Services 34 Construction/ Engineering
30
Services
23
ITES
24
Education
19
Automobile/ Vehicle Manufacturing
19
Pharmaceuticals/ Medical Devices
14
Electronics/ Electrical
14
Hospitality
12
Retail (Wholesale & Distribution)
12
Utilities/ Oil& Gas/ Mining
11
Professional Services
11
Transportation/ Shipping/ Logistics
10
Real Estate
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
Consumer Products 49
Companies by Industry
Others
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60%
Respondents by Company Type
50%
50%
40%
30% 23% 20% 16%
10%
7% 4%
0% Pvt Ltd (Headquartered in India) Pvt Ltd (Headquartered overseas) Public Limited Partnership or Proprietorship NGO/Societies/Trusts/Others
Though the maximum companies were of Indian origin, the size allowed to have benchmarks created for every group
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Foundation
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When parameters relating to foundation of an HR function are concerned, the people in Public Limited companies seemed fairly
HR Consultants Retail (Wholesale & Distribution) Utilities/ Oil& Gas/ Mining Consumer Products
Summary
Main Parameter, Foundation Satisfaction Rank of industries 1 1 3 4 5 6 7 8 9 9 11 11 13 14 15 16 Most Satisfied
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.
Professional Services Services Others Pharmaceuticals/ Medical Devices Construction/ Engineering Electronics/ Electrical ITES Information Technology
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
Manufacturing Hospitality Automobile/ Vehicle Manufacturing Financial Services
Transportation/ Shipping/ Logistics Real Estate Education
16 18 19
Least Satisfied
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60% 53% 50% 43% 40% 30% 20%
HR Careers Parity
Statement: Processes and procedures for promoting HR and others in the company is
Overall Score
similar?
Process equality for career development is still

4%
10%
0% Same Somewhat different
stabilizing as almost an equal number of companies have a yes and a no response.
Others
Which in a way is relates to a later question

70% 60% 50% 40% 30% 20% 10% 0% 62% 50% 44% 32% 36% 58% 50% 47%
mentioning that career development

53% 42%
opportunities are a demotivator

5%
6% NGO/Societies/Trusts/ Others Partnership or Proprietorship
5% Public Limited
6%
3% Pvt Ltd (Headquartered in India)
Same
Somewhat different
Others
Pvt Ltd (Headquartered overseas)
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HR Careers Industry Wise
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 hrhelpdesk@hrhelpdesk.in
Consumer Products and Utilities have almost reached parity in career development, whereas Professional services lags behind in building parities for HR careers HRhelpdesk.in HR Satisfaction Survey 2012
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50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 47% 36%
Work Schedule
Statement: How is your work schedule?
Overall Score
Majority of the companies have an

13% 3% Appropriately Minimum 10 balanced and I am hours everyday fine with it Work is there on Not able to take weekends also annual vacations 2% Any other schedule 54% 46% 39% 32% 20% 6% 0% NGO/Societies/Trusts/O thers 3% 3% Partnership or Proprietorship Public Limited 2% Pvt Ltd (Headquartered in India) 15% 9% 2% Pvt Ltd (Headquartered overseas) 4% 45% 38% 34%
appropriately balanced work life. Though the social sector did see a minimum 10 hours work everyday and may require some reworking of schedules
60%
56% 50% 44%
50%
40% 30% 20% 10% 0%
Appropriately balanced and I am fine with it Work is there on weekends also
Minimum 10 hours everyday Not able to take annual vacations
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Work Schedule Industry 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 HRhelpdesk.in HR Satisfaction Survey 2012
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50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 44%
The HR Function
Statement: How is HR function viewed in the
Overall Score
37%
company?
The main question about HRs use is still

15%
being debated in lot of companies, though not

5%
alarmingly high, a decent amount of them still

As a need to have support function As a value add business partner As a recruitment provider Any other view
have HR as a need to have function. The movement to get HR as a value add function
60% 50% 40% 30% 20% 10% 0% NGO/Societies/Trusts/Oth ers Partnership or Proprietorship Pvt Ltd (Headquartered in India) Pvt Ltd (Headquartered overseas) Public Limited 16% 47% 37% 26% 26% 49% 49% 35% 47% 37% 49% 42%
has began and has considerably moved away from the historical positioning of HR as a
9%
17%
16%
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
As a need to have support function
As a value add business partner
As a recruitment provider
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HR Function Industry Wise
It is the Electronics sector which seems to have a lot of work needed in this parameter
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60% 50% 40% 30% 20% 10% 2% 0% No Yes Others 47%
HR Rewards Parity
Statement: Are their similar rewards
Overall Score
50%
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
57% 48%51% 37% 38%
70%
60% 50% 40% 30%
63%
53% 46%
55% 41%
covering the entire lot, it has covered a larger portion than those which are not covered.
20%
10% 0% 0% NGO/Societies/Trusts/Oth ers 5% Partnership or Proprietorship Public Limited 1% 2% Pvt Ltd (Headquartered in India) 3% Pvt Ltd (Headquartered overseas)
No
Yes
Others
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HR Rewards Industry Wise
All industries represent a similar trend apart from real estate which has close to 70% saying a no
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60% 50% 41% 40% 30% 20% 10% 3% 0% No Yes Others
Applause from Line

56%
Overall Score
Statement: Is their appropriate applause and 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
50%47% 36%
70% 60% 50% 40% 30% 20% 10% 0%
63%
59% 48%51% 38%
60%
37%
0% NGO/Societies/Trusts/Ot hers
3% Partnership or Proprietorship Public Limited
1%
3% Pvt Ltd (Headquartered overseas)
No
Yes
Others
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Applause Industry 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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70% 60% 50% 40% 30% 20% 10% 0% No 80% 70% 60% 50% 40% 30% 20% 10% 0% 74% 70% 62% 48%48% 35% 26% 27% 4% Public Limited 4% Pvt Ltd (Headquartered in India) 30% Yes Others 4% 35%
Policy Enforcement
Statement: Policies are enforced and HR is
Overall Score
61%
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
66%
the necessary empowerment to HR functions to deal with non-compliance
0% NGO/Societies/Trusts/Othe rs
3% Partnership or Proprietorship
No
Yes
Others
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Policy Enforcement Industry 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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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
HR Consultants Professional Services Hospitality
Summary
Main Parameter, Motivation Satisfaction Rank of various industries 1 2 3 4 5 Most Satisfied
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.
Consumer Products Utilities/ Oil& Gas/ Mining
Education
Automobile/ Vehicle Manufacturing Retail (Wholesale & Distribution)
6
7 8 9 10 11 12 13 13 15 16 17 18 Least Satisfied
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
Others Pharmaceuticals/ Medical Devices Services Construction/ Engineering ITES Information Technology Manufacturing Financial Services Electronics/ Electrical Real Estate
Transportation/ Shipping/ Logistics
19
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80% 70% 60% 50% 40% 30%
Kind Of Work
The content of work was looked as a strong
Overall Score
75%
motivator in the HR fraternity, with only 6%
seeing that the work they do is not motivating

enough.
18%
6%
20%
10% 0% Demotivator
It is only the multinationals, which had a

Neutral Motivator
higher degree of demotivation than the group

100% 80% 89% 84% 76% 67% 75%
average, probably an outcome of the global policies which are in tune with an ailing economy
24%
60%
40% 20% 0% 0% NGO/Societies/Trusts/Oth ers Partnership or Proprietorship Public Limited Pvt Ltd (Headquartered in India) Pvt Ltd (Headquartered overseas) 11% 14% 3% 8% 20% 4%
11%14%
Demotivator
Neutral
Motivator
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Kind Of Work Industry Wise
Transportation/ Shipping/ logistics and Hospitality showed signs of having a huge improvement area on this front HR Satisfaction Survey 2012
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60% 50% 40% 30% 20% 10% 0% Demotivator Neutral Motivator 18% 26%
Company Culture
56%
Organizational climate has long been associated as a key responsibility of the HR
Overall Score
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
66% 48% 53%
70% 60% 50% 40% 30% 20% 10% 0%
65% 58%
26% 16%
22% 14%
27%25%
30% 17% 19% 16%
NGO/Societies/Trusts/Oth ers
Partnership or Proprietorship
Public Limited
Demotivator
Neutral
Motivator
Pvt Ltd (Headquartered in India)
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Company Culture Industry 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 HR Satisfaction Survey 2012
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Supervisors Working Style

It has long been said that people leave
Overall Score
53%
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
51% 28% 22% 52% 49% 26%25%
80% 70% 60% 50% 40% 30% 20% 10% 0%
70% 63%
companies.
26% 11% 19% 11%
27% 21%
Public Limited
Demotivator
Neutral
Motivator
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Supervisors Working Style Industry Wise
Transportation/ Shipping/ logistics and Financial services demonstrate an improvement requirement, while Hospitality and professional services have managed this well HR Satisfaction Survey 2012
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60%
Line Managers Working Style

Being a function, which is largely dependent
48% 36%
Overall Score
50%
40% 30% 20% 10% 0% Demotivator Neutral 16%
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
Motivator
a sizeable amount of companies where this acts as a motivator. Thus working
80% 70% 60% 50% 40% 30% 20% 10% 0%
74% 51% 41% 31%
relationships matter. It is only public limited

48% 47% 37% 16%
45% 37%
18%
companies which seemed to have a greater issue at hand to resolve on this front
21%
5% NGO/Societies/Trusts/Oth ers 8%
20%
Public Limited
Demotivator
Neutral
Motivator
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Line Managers Working Style Industry Wise
While none of the industries had a very strong motivation, Transportation/ Shipping/ logistics, professional services and Electrical had strong demotivators HR Satisfaction Survey 2012
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45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Demotivator Neutral Motivator 29% 30%
Training Environment For You

42%
Overall Score
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
70% 60% 50% 40% 30% 20% 10% 0% NGO/Societies/Trusts/Oth ers 26% 21% 53%
It is the public limited and the Indian

59%
companies which need to work harder on this

41% 34%31%35% 24% 16% 30%29% 41% 35% 23%
than multinationals, who seem to have a better ratio than others
Public Limited
Demotivator
Neutral
Motivator
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Training Environment For You Industry Wise
Hospitality and retail have a fairly positive inclination on this whereas real estate has a strong negative inclination on this aspect HR Satisfaction Survey 2012
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Opportunities For Career Development

The future HR professionals see for
Overall Score
48%
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
80% 70% 60% 50% 40% 30% 20% 10% 0%
68% 50% 29% 21% 45% 27%28%
fairly better compared to others

40% 43%
42% 37% 21% 24%
17% 8%
Public Limited
Demotivator
Neutral
Motivator
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Opportunities For Career Industry 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 HR Satisfaction Survey 2012
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40% 35% 30% 25% 20% 15% 10% 5% 0% Demotivator Neutral Motivator 27%
Your Compensation
37% 36%
Overall Score
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
45% 40% 35% 30% 25% 20% 15% 10% 5% 0%
42% 37%
41% 38%
37% 31% 31%
37%37% 26%
35%37% 28%
the economical uncertainty. However, it still presents a high degree of demotivators
21%
22%
Some work needs to be done in the Public

NGO/Societies/Trusts/Oth ers Partnership or Proprietorship Public Limited Pvt Ltd (Headquartered in India) Pvt Ltd (Headquartered overseas)
Limited companies, as they present the

maximum number of people demotivated due to compensation
Demotivator
Neutral
Motivator
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Your Compensation Industry Wise
Information Technology has been impacted by compensation of economic environment and it seems to be playing a role here HR Satisfaction Survey 2012
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80% 70% 60% 50% 40% 30% 20% 10% 0% Demotivator Neutral Motivator 8% 22%
Respect From Line

70%
Overall Score
Almost 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.
90% 80% 70% 60% 50% 40% 30% 20% 10% 0%
79%
81% 71% 64% 68%
28% 16% 5% NGO/Societies/Trusts/Oth ers 0% Partnership or Proprietorship Public Limited Pvt Ltd (Headquartered in India) 19% 8% 19% 10% 5%
27%
Demotivator
Neutral
Motivator
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Respect From Line Industry Wise
The services and financial services sectors can see a bit improvement on this aspect
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Deliverables
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Business Objectives
What Is A Goal
HR
Business Resources
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
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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.
HR Consultants Retail (Wholesale & Distribution) Services
Summary
Main Parameter, Deliverables Satisfaction Rank of various industries 1 2 3 4 5 6 7 7 9 10 11 11 13 14 15 16 Most Satisfied
Automobile/ Vehicle Manufacturing Education Construction/ Engineering Information Technology
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
Manufacturing Electronics/ Electrical Pharmaceuticals/ Medical Devices Professional Services Others
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
Consumer Products Transportation/ Shipping/ Logistics ITES Hospitality
Utilities/ Oil& Gas/ Mining Financial Services Real Estate
17 18 19
Least Satisfied
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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.
HR Goals
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
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70% 60% 50% 40% 30% 20% 42%
Business Objective
58%
Overall Score
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
Vague Clear
10%
0%
focus area.
70% 60% 50% 40% 33% 36% 67% 64% 49% 51% 39% 61% 54% 46%
30% 20% 10% 0%

NGO/Societies/Trusts/Ot hers Partnership or Proprietorship Pvt Ltd (Headquartered in India) Pvt Ltd (Headquartered overseas) Public Limited Vague Clear
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Business Objective Industry 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. HR Satisfaction Survey 2012
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70% 61% 60% 50% 40% 30% 20% 10% 39%
Clear Communication Of Objective

A written word is far clearer than a 1000 words spoken, a saying which actually fits
Overall Score
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
0%
Vague 80% 70% 60% 50% 40% 30% 20% 10% 0% 72% 63% 54% 46% 37% 28% 60% 40% 57% 43% Clear
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.
Vague
Clear
Public Limited
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Communication Of Objective Industry Wise
Information Technology though has about 50% clarity becoming the highest, ironically the Real estate sector has a 0% HR Satisfaction Survey 2012
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60% 50% 40%
HR to Business Alignment
56%
Overall Score
44%
The alignment of what HR is supposed to do in order to assist business achieve its
objectives is also gaining ground. Though

30% 20% 10% 0% Vague Clear
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
70% 60% 50% 40% 30% 20% 10% 0% 42%
65% 58%
60% 40% 40%
60% 44%
the goal setting exercise

56%
35%
Vague
Clear
Public Limited
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HR Alignment Industry Wise
Automobile sector has got the highest balance in this with consumer products being right at the bottom of this
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60% 51% 50% 40% 30% 20% 10% 0% No Yes Others 4% 45%
Skill Utilization
There are various programmes that are run by HR to figure our competencies and potential
Overall Score
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

70% 60% 50% 40% 30% 47% 42% 65% 57% 41% 34% 45%48% 57% 41%
and subsequent job enrichment exercise to be done here. It will not only make retention of HR professionals an easier task, it would also
20% 10%
0%
11% 3% NGO/Societies/Trusts/Ot hers Partnership or Proprietorship Public Limited 1%
add to motivation and higher productivity.
No
Yes
Others
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Skill Utilization Industry Wise
Professional services are using this tool to their maximum advantage whereas the utilities sector has least used this HR Satisfaction Survey 2012
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Information
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Names of participating organization are not revealed in this report
Confidentiality Policy
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 hrhelpdesk@hrhelpdesk.in
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Content Copyright
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
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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 hrhelpdesk@hrhelpdesk.in
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HR Satisfaction Survey 2012-Free Report

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HRhelpdesk.

HR Satisfaction Survey 2012

HR Satisfaction Survey 2012

HR Satisfaction Survey 2012

Employee Query Desk Setup and Management

Salary Benchmarking Studies

Training Content Development

HR Satisfaction Survey 2012

HR Satisfaction Survey 2012

HR Satisfaction Survey 2012

Financial Services Transportation/ Shipping/ Logistics Real Estate

HR Satisfaction Survey 2012

Living the systems and processes in true spirit

HR Satisfaction Survey 2012

HR Satisfaction Survey 2012

Number of Companies 10 63 20 30 40 50 60 70 0 Information Technology

Automobile/ Vehicle Manufacturing

Pharmaceuticals/ Medical Devices

Retail (Wholesale & Distribution)

Utilities/ Oil& Gas/ Mining

Transportation/ Shipping/ Logistics

HR Satisfaction Survey 2012

Respondents by Company Type

30% 23% 20% 16%

HR Satisfaction Survey 2012

disadvantaged to their counterparts in other companies.

Manufacturing Hospitality Automobile/ Vehicle Manufacturing Financial Services

Transportation/ Shipping/ Logistics Real Estate Education

HR Satisfaction Survey 2012

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

6% NGO/Societies/Trusts/ Others Partnership or Proprietorship

3% Pvt Ltd (Headquartered in India)

Pvt Ltd (Headquartered overseas)

HR Satisfaction Survey 2012

HR Careers Industry Wise

Majority of the companies have an

56% 50% 44%

Appropriately balanced and I am fine with it Work is there on weekends also

Minimum 10 hours everyday Not able to take annual vacations

HR Satisfaction Survey 2012

Work Schedule Industry Wise

The main question about HRs use is still

being debated in lot of companies, though not

alarmingly high, a decent amount of them still

recruitment function only. There is still a long

way to go before the Question Why do I

As a need to have support function

As a value add business partner

HR Satisfaction Survey 2012

HR Function Industry Wise

HR Satisfaction Survey 2012

mechanisms for the HR team as for others,

apart from compensation?

HR Satisfaction Survey 2012

HR Rewards Industry Wise

HR Satisfaction Survey 2012

Applause from Line

70% 60% 50% 40% 30% 20% 10% 0%

59% 48%51% 38%