Microsoft Occupies Top Spot as India’s Most Attractive Employer Brand

Randstad Employer Brand Research 2020

* Employees seek work-life balance, attractive salary & benefits and job security

* 69% of the survey respondents indicated that they stayed with their employer in the past year and 81% agree that non-monetary benefits are equally important when choosing an employer

Microsoft India, the technology giant emerged as India’s most ‘attractive employer brand’, reveals the findings of Randstad Employer Brand Research (REBR) 2020 - the most comprehensive, independent and in-depth employer brand research in the world. Microsoft India scored high on financial health, strong reputation and utilization of the latest technologies – the top 3 EVP drivers for the organization, as per the survey. Samsung India emerged as the runner up, followed by Amazon India.

The annual employer brand research, based on perceptions of the general audience (students, employed and unemployed workforce) has been conducted by Randstad, the global leader in the HR services industry. REBR has been providing valuable insights to help employers shape their employer brand for over 20 successful years globally and it is the 10th edition in India this year.

The Randstad Employer Brand Research, covering 75% of the global economy with 33 participating countries and more than 1,85,000 respondents worldwide, clearly revealed that in 2020, work-life balance (43%) emerges as the top EVP driver for the Indian workforce while choosing an employer, followed by attractive salary and employee benefits (41%) and job security (40%). These are also the areas where there is a significant gap between what employees want and what they think employers offer in India.

This year, it is interesting to note that there are no gender differences in the top two EVP drivers. Both male and female respondents attributed equal importance to work-life balance (43%) and attractive salary and employee benefits (41%) as key factors while choosing an employer. However, more men (40%) considered job security as a key factor while choosing an employer than women (39%).

A higher percentage of male respondents (36%) also accorded more importance to career progression opportunities compared to their female (33%) counterparts.

Presenting the REBR 2020 survey insights, Paul Dupuis, MD & CEO Randstad India said, “This is the 10th edition of REBR in India and 20th edition globally. For the last 10 years, our research has been consistently adding value to India’s HR community, by bringing out remarkable insights on workforce sentiments and allowing them to evaluate their employer brand. Employer branding is an evolving journey based on newer and deeper insights that unravel with time, so organizations must make this a strategic business agenda”.

“I believe that effective employer branding is a function of an organization’s purpose. If the company has clear visibility of its true north, a great culture and can define and articulate why they exist, while making real connections, the process of creating a ‘meaningful employer brand’ that resonates with their audience will become easier. This process has become increasingly important since the onset of COVID19 – when the job market is undergoing a paradigm shift and the need for organizations to transform their employer branding proposition to make it more ‘humane’ in the new world of work becomes even more critical”, he added.

Top 10 most attractive employer brands in India for 2020:

1.         Microsoft

2.         Samsung

3.         Amazon

4.         Infosys Technologies

5.         Mercedes-Benz

6.         Sony

7.         IBM

8.         Dell Technologies Ltd

9.         ITC Group

10.       Tata Consultancy Services

Other key findings from the Randstad Employer Brand Research 2020

What do potential employees want by generational profile:

38% of Gen Z’s (18-24 years) are looking for good training opportunities from their employer, while 34% of the Millennials (25-34 years) are attracted to forward-thinking and tech-savvy organizations and deem the use of latest technologies as a very important attribute. 46% of Gen X’s (35-54 years) find good work-life balance a very important pull-factor towards an employer, whereas 32% of the Boomers (55-64 years) find a convenient location as the key factor.

Switchers, Stayers and Intenders In Focus:

69% of the survey respondents mentioned that they stayed with their employer in the past year and 43% mentioned that they plan to change their employer within the next year.  Work-life balance emerged as the top factor for stayers (45%) while 71% of switchers and intenders mentioned that they changed their employer or plan to do so shortly because of a lower salary compared to elsewhere. 35% of the survey respondents who left their previous employer received a salary increase between 1% and 10%. 81% of the respondents find non-monetary benefits like company phone/car, childcare services and support, flexible working hours etc. important.

The top 5 most attractive benefits for the Indian workforce are healthcare (85%), flexible working hours (84%), the possibility of working from home (83%), internal training and subsidized higher education like short-term courses, certifications etc. (80%) and group life insurance (79%).

Top 4 sectors in India by awareness and attractiveness:

The survey also highlights that the Indian workforce prefers to work for companies operating in sectors like IT, ITeS & Telecom, Automotive, followed by FMCG, Retail & E-commerce and BFSI.

No pay for Honeywell employees for 10 days

Honeywell has announced that its employees will have to take a mandatory 10 days off in the month of December-January without pay. Krishna Mikkilineni, President of Honeywell Technology Solutions, conveyed the decision at a public gathering in Bangalore recently, reports a media.

On this matter, a Honeywell Spokesperson said, "Even as Honeywell continues to grow its businesses in India, our employees have agreed to participate in a voluntary and temporary reduced work schedule, in consonance with their colleagues elsewhere."

Honeywell, which makes products like aviation electronics, car turbochargers and temperature control systems for buildings, has been hit badly by the global recession in all of the key businesses it supports - aviation, auto and property. In the second quarter ended June 30, its profit plunged 38 percent and revenue dropped 22 percent.

In the quarterly report, the company said that it did not expect any recovery this year from the recession, as customers were expected to keep holding off on the purchase of Honeywell parts. Sales in the aerospace unit, which makes radar systems and other aviation equipment, dropped 17 percent, to $2.7 billion. The company said that many of its airline customers were choosing to use parts from their own idled planes for repairs rather than buying new parts from the company. One of the few growth areas is military sales, where Honeywell expects a three percent growth in sales. David M. Cote, Chief Executive, Honeywell said, "We are executing very well. Unfortunately, it is a very tough economic environment."

The company has taken a number of cost cutting measures. At least for some employees in the U.S., Friday is now a half-day without pay. In India, where it has 10,000 employees, benefits like cafeteria subsidies and vacation rewards at the end of five years of service with the company have been withdrawn.

SiliconIndia

Would Air India need government bail out package to pay salaries?

For the first time since the losses hit the national carrier Air India, the payment of salaries for the current month of about 30,000 employees will be delayed by a fortnight.

Confirming this, an Air India spokesperson said, "The salaries of June will be paid on July 15 due to the resource crunch that the company is facing."

The payment of productivity-linked incentive (PLI) has also been delayed by 15 days, according to a circular issued by Air India management.

Air India's losses for the last financial year are estimated at around Rs 4,000 crore, up from Rs 2,226 crore in the previous fiscal.

Reports say the national carrier was planning to seek Rs 5,000 crore as additional equity, Rs 7,000 crore as a soft loan payable after five years at a five per cent interest rate, and a grant of Rs 2,000 crore.

However, top Air India officials have denied the figures, but said they are working on similar lines.

Maintaining that the financial crisis was foreseen last year, industry sources said the acute situation could have been avoided had Air India delayed the ongoing deliveries of aircraft, like its competitors Jet Airways and Kingfisher Airlines did.

They said there is no capacity since air traffic had gone down substantially due to the financial meltdown, and so the induction of additional aircraft could have waited.

Air India has placed orders for 111 new planes worth over Rs 45,000 crore and it currently has a paid-up capital of Rs 145 crore and authorized capital of Rs 1,500 crore package would not match Air India's expectations.

Agencies

Is Citigroup looking at new ways to pay employees?

Citigroup may put more employees on commission or offer them larger base salaries as it tries to retain key staffers without running afoul of laws limiting executive pay at banks that receive government funds.

Three people familiar with the matter said the bank has examined a series of possible moves, including special stock-based bonuses, or offering employees a percentage of their group's revenue.

Banks across Wall Street are struggling to reward top performers without violating an amendment to the 2009 stimulus package limiting executive pay. That amendment calls for the Treasury Secetary to review compensation of top employees at any major recipient of funds from the government's Troubled Asset Relief Program.

Bonuses are expected to face particular scrutiny after Wall Street firms paid $18.4 billion of bonuses in 2008, a year in which the U.S. financial sector required more than $1 trillion of government support.

Some banks, most notably Goldman Sachs Group Inc, hope to repay their TARP funds as soon as possible, in part to avoid having to comply with pay limits.

Citigroup, which has received $45 billion of TARP capital and is not believed to have much hope of paying the government back anytime soon, is having discussions with the government about measures that might be appropriate for retaining revenue producing employees.

A number of possibilities are under discussion, and generally are geared toward ensuring that employees are motivated to perform well. The No. 3 U.S. bank will have a better sense of how to proceed once the Treasury Department crafts more specific guidelines on pay, one person said.

Of particular concern is the Phibro business, which has been extraordinarily profitable. If Citigroup cannot find ways to compensate people there, the energy trading business may be spun off, sold, or opened to outside investors, a person familiar with the matter said. News of this possibility was first reported in the Wall Street Journal.

The Wall Street Journal also reported that Citigroup had asked the Treasury Department for permission to pay special bonuses to key employees.
One scenario discussed internally would be a one-time bonus paid to employees mainly in stock that would vest over at least three years.

Citigroup spokesman Stephen Cohen said in an emailed statement that the bank has not presented Treasury with any specific plan for staff retention or special cash payouts.

"Citi continues to examine ways to ensure its employee compensation practices are competitive in this very challenging market environment," Cohen said in the statement.

The alternatives that Citigroup is considering to standard discretionary bonuses still have flaws with them, experts said.

Commissions, for example, only work well for professionals in sales positions, and even then can lead to conflicts over which sales person was responsible for a deal. Giving percentages of revenue could result in outsized paydays
if a business outperforms, which could lead to public outcry.

"There's no perfect answer to this issue," said Michael Holland, founder of Holland & Co, which oversees more than $4 billion.

STEMMING THE EXODUS

But banks have every incentive to figure out how to retain their top staff. On Monday, a source said two equity traders and a salesman from Bank of America Corp (BAC.N) moved to hedge fund giant Citadel Investment Group. Foreign banks such as Deutsche Bank (DBKGn.DE) have also been able to hire employees from U.S. competitors.

In fact, banks that are not profitable will likely have trouble from a political standpoint paying employees anything but stock in bonuses, while banks that are profitable will likely look to repay TARP as quickly as possible to eliminate restrictions they face.

"I just don't think all this planning for other ways to pay people will amount to anything," said Paul Sorbera, a recruiter at Alliance Consulting in New York.

But for now, banks are concerned about retaining staff, and ensuring they are properly motivated.

"If we can't pay people competitively, we can't expect them to stay here," said one bank executive.

Agencies

Citigroup to limit top executives' pay, bonuses

The recipient of a $45 billion infusion from the US government, Citigroup Inc on Wednesday said it would place strict limits on management's compensation, including no severance for its top five executives.

Under pressure from lawmakers, Citigroup Chief Executive Vikram Pandit and Chairman Win Bischoff opted to forego their 2008 bonuses. The company's new executive pay limits also feature a clawback provision in which Citigroup can recoup executive pay ``that over time proves to be based on inaccurate financial or other information.''

The compensation restrictions come as the New York-based bank signed an agreement with the federal government to receive an additional $20 billion on top of the $25 billion it received in October. Restrictions on expenses, including the use of corporate aircraft and costs related to entertainment or holiday parties, also will be put in place.

Part of the $700 billion bailout program authorized by Congress, the capital infusions to Citigroup and dozens of other banks are the government's main tool for attempting to stabilize the financial services sector and spur lending between financial institutions and to customers.

Citi said it will issue $20 billion in preferred shares to the Treasury Department, and warrants to buy about 188.5 million shares of common stock at a strike price of $10.61 a share, according to a filing with the Securities and Exchange Commission.

In doing so, members of the company's senior leadership and executive committees will see pay cuts and limits on severance packages, according to a memo sent to Citigroup staff Wednesday.

In the memo, Pandit announced measures that will tie executive pay more closely to performance.

``We are fully committed to paying for high-performance people at all levels of the organization and at competitive rates, in the context of the company's overall financial results,'' Pandit said.

The most senior leaders will be affected the most, Citi said. Pandit said he and Bischoff thought it ``fair'' to forgo their bonuses ``in light of the challenges of the year and the need for compensation elsewhere in the organization,'' the memo said. Robert Rubin, a Citigroup adviser and former Treasury secretary, also will decline a bonus.

Pandit added that senior leadership committee members will see their bonuses ``substantially reduced,'' while executive committee members will have larger proportions of their bonuses in deferred compensation than other employees.

As a condition for receiving government money, lawmakers are making companies reel in bonuses. The congressional backlash and public outrage followed a series of high-profile cases involving Wall Street executives walking away with millions of dollars after their firms received taxpayer money.

Last month, American International Group Inc. said it would be limiting how much it pays its top executives, including granting a $1 salary for 2008 and 2009 to its CEO Edward Liddy.

New York-based AIG has received a roughly $150 billion rescue package from the federal government.

Shares of Citi fell 9 cents to $6.71 Wednesday. The company's stock shed more than three-fourths of its value in 2008.

Source: Agencies

Will Citi bailout end fancy pay?

Citigroup's top executives could forego some of their compensation as a condition of the bank’s bailout, but that may not satisfy critics who want firm limits on the earnings of leaders at companies getting government help. Citigroup, the latest financial institution lining up for federal help to shore up its finances, must submit an executive pay plan for government approval as part of its rescue. The plan should focus on rewarding long-term performance and contain “appropriate limitations,” the bailout agreement says.

A Citigroup spokesperson, Stephen Cohen, said on Monday that details of the pay plan were being worked out, and that no deadline for its submission has yet been announced. He declined to comment on which executives from the bank, which is getting $20 billion in new capital and an agreement from the government to shoulder the bulk of potential losses from $306 billion of toxic assets, would be subject to the pay rules.

Government officials have said more details on the compensation arrangement would be available next week. Citigroup’s chief financial officer, Gary Crittenden, said on CNBC television on Monday that the pay plan would affect 2008 compensation for some executives but offered few other details besides saying, “I know it will be done the right way.”

Source: Reuters