Companies/ corporations: India - Revision history

Jyoti: /* Co-working spaces */

2025-06-26T19:42:44Z

‎Co-working spaces

Pdewan: /* See also */

2025-01-23T11:22:19Z

‎See also

Pdewan: /* Number of companies */

2024-09-17T09:02:54Z

‎Number of companies

Pdewan: /* See also */

2024-09-17T08:58:57Z

‎See also

Pdewan: /* See also */

2024-09-17T08:57:37Z

‎See also

Jyoti: /* Increments */

2022-02-28T21:01:23Z

‎Increments

Jyoti at 05:16, 17 May 2021

2021-05-17T05:16:11Z

Jyoti: /* HR policies */

2021-02-23T10:18:30Z

‎HR policies

Jyoti: /* Co-working spaces */

2020-12-07T13:27:47Z

‎Co-working spaces

Jyoti: /* HR policies */

2020-10-18T22:25:48Z

‎HR policies

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 =Co-working spaces=
 ==Stock of co-working spaces==
 ===2017-19===
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 '' The rent charged for co-working spaces in India’s top 6 cities, presumably as in late 2019 or Jan 2020. ''
 = Flexi-staffing=

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 [[Companies/ corporations: India]]
-[[Initial Public Offerings (IPOs): India]]
+[[Public issues, Initial Public Offerings (IPOs): India]]
 [[Market capitalisation: India]]
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 COMPANIES/ CORPORATIONS: INDIA]]
 [[Category:Pages with broken file links|COMPANIES/ CORPORATIONS: INDIACOMPANIES/ CORPORATIONS: INDIA
 COMPANIES/ CORPORATIONS: INDIA]]

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 '' Average Increment given by Indian Companies in 2020 ''
 [[Category:Economy-Industry-Resources|P COMPANIES/ CORPORATIONS: INDIACOMPANIES/ CORPORATIONS: INDIA
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 COMPANIES/ CORPORATIONS: INDIA]]
 [[Category:Pages with broken file links|COMPANIES/ CORPORATIONS: INDIA
 COMPANIES/ CORPORATIONS: INDIA]]

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 [[Market capitalisation: India]]
 [[Category:Economy-Industry-Resources|P COMPANIES/ CORPORATIONS: INDIA
 COMPANIES/ CORPORATIONS: INDIA]]
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 COMPANIES/ CORPORATIONS: INDIA]]
 [[Category:Pages with broken file links|COMPANIES/ CORPORATIONS: INDIA
 COMPANIES/ CORPORATIONS: INDIA]]

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 [[Initial Public Offerings (IPOs): India]]
 [[Category:Economy-Industry-Resources|P COMPANIES/ CORPORATIONS: INDIA
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 COMPANIES/ CORPORATIONS: INDIA]]
 [[Category:Pages with broken file links|COMPANIES/ CORPORATIONS: INDIA]]

← Older revision		Revision as of 10:18, 23 February 2021
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	In the west, notice periods are limited to a month and, in certain functions, they let the individual go the same day. Earlier, companies were flexible in India and allowed the candidate to go well before three months. With dearth of good talent, they have become rigid on this count.		In the west, notice periods are limited to a month and, in certain functions, they let the individual go the same day. Earlier, companies were flexible in India and allowed the candidate to go well before three months. With dearth of good talent, they have become rigid on this count.
		+
		+	=Increments=
		+	==2020==
		+	[[File: Average Increment given by Indian Companies in 2020.jpg\|Average Increment given by Indian Companies in 2020 <br/> From: [https://epaper.timesgroup.com/Olive/ODN/TimesOfIndia/shared/ShowArticle.aspx?doc=TOIDEL%2F2021%2F02%2F19&entity=Ar02100&sk=5233A0E7&mode=text Shilpa Phadnis, February 19, 2021: ''The Times of India'']\|frame\|500px]]
		+
		+
		+	'''See graphic''':
		+
		+	'' Average Increment given by Indian Companies in 2020 ''

	[[Category:Economy-Industry-Resources\|P COMPANIES/ CORPORATIONS: INDIA		[[Category:Economy-Industry-Resources\|P COMPANIES/ CORPORATIONS: INDIA

← Older revision		Revision as of 13:27, 7 December 2020
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	'' The rent charged for co-working spaces in India’s top 6 cities, presumably as in late 2019 or Jan 2020. ''		'' The rent charged for co-working spaces in India’s top 6 cities, presumably as in late 2019 or Jan 2020. ''
		+
		+	= Flexi-staffing=
		+	==India no.5/ 2018==
		+	[https://epaper.timesgroup.com/olive/ODN/TimesOfIndia/shared/ShowArticle.aspx?doc=TOIDEL%2F2019%2F06%2F19&entity=Ar02414&sk=C351FF14&mode=text June 19, 2019: ''The Times of India'']
		+
		+
		+	India is fifth largest in flexi-staff ing
		+
		+	New Delhi:
		+
		+	India has emerged as the fifth-largest country in flexi-staffing globally after the US, China, Brazil and Japan. Flexistaffing refers to temporary jobs.
		+
		+	The apex body of India’s flexi staffing industry, the Indian Staffing Federation (ISF) on Tuesday said the domestic flexi workforce, pegged at around three million people in 2018, is set to nearly double to around six million by 2021.
		+
		+	While logistics, banking, financial services and insurance (BFSI), IT/ ITeS, retail and the government will account for around half of India’s flexi workforce in 2021, the country’s booming e-commerce market is expected to lead the flexi workforce growth with 54% CAGR.
		+
		+	The report by ISF revealed around seven million jobs were formalised between 2015 and 2018 taking the total number of formal jobs in the country to around 75 million. And, the percentage of casual workers dipped to 68% from 70% during the period. ISF attributed the progress to e-commerce, manufacturing and the government. By 2021, the total number of formal jobs in the country is set to increase to around 100 million.
		+
		+	“With one million youth added to the workforce every month, India’s position and performance in the labour area is of both significance and immense interest to the world.
		+
		+	The last three years have also witnessed some of the most significant reforms and policy shifts in the space that seen accelerated transition from informal to formal employment in the same period,” said ISF president Rituparna Chakraborty.
		+
		+	Goods and services tax (GST) continues to be a key driver for organised flexistaffing industry, said ISF, as it brings in standardisation in tax and eliminates advantage to unorganised staffing companies in terms of price comparability.

	[[Category:Economy-Industry-Resources\|P COMPANIES/ CORPORATIONS: INDIA		[[Category:Economy-Industry-Resources\|P COMPANIES/ CORPORATIONS: INDIA

← Older revision		Revision as of 22:25, 18 October 2020
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	“In the practical sense and in a country like India, it remains a challenge for the employer to recover such amounts at the time of the employee’s exit, especially if the amounts are higher than the full and final settlement. Unlike the US where the law (section 304 of the Sarbanes-Oxley Act) allows for clawback for financial misstatements, some of the similar mechanisms adopted by employers are likely to be tested in courts, especially if found to be punitive or unreasonable in nature,” said Nishith Desai Associates leader (HR law) Vikram Shroff.		“In the practical sense and in a country like India, it remains a challenge for the employer to recover such amounts at the time of the employee’s exit, especially if the amounts are higher than the full and final settlement. Unlike the US where the law (section 304 of the Sarbanes-Oxley Act) allows for clawback for financial misstatements, some of the similar mechanisms adopted by employers are likely to be tested in courts, especially if found to be punitive or unreasonable in nature,” said Nishith Desai Associates leader (HR law) Vikram Shroff.
		+
		+	==Notice period, as in 2019==
		+
		+	[https://epaper.timesgroup.com/Olive/ODN/TimesOfIndia/shared/ShowArticle.aspx?doc=TOIDEL%2F2019%2F04%2F20&entity=Ar02106&sk=2F2EDE2E&mode=text Namrata Singh, April 20, 2019: ''The Times of India'']
		+
		+	[[File: Notice period policies in India, as in 2019.jpg\|Notice period policies in India, as in 2019 <br/> From: [https://epaper.timesgroup.com/Olive/ODN/TimesOfIndia/shared/ShowArticle.aspx?doc=TOIDEL%2F2019%2F04%2F20&entity=Ar02106&sk=2F2EDE2E&mode=text Namrata Singh, April 20, 2019: ''The Times of India'']\|frame\|500px]]
		+
		+	A senior-level candidate was recently offered a lead position at a reputed consulting firm. The offer was accepted but the candidate was forced to serve a full three-month notice period, during which, he continued to scout for other opportunities. Around a week before the joining date, the candidate had landed a better opportunity, and this gave him a reason good enough to decline the first offer.
		+
		+	Organisations are strictly adhering to the rule of long notice periods. This, recruitment agencies say, is not only hindering the process of hiring but is also fuelling counter-offers. Companies are increasingly investing in the learning and development of people, which is why losing a candidate and hiring a new one has become a costly affair. Earlier, such notice periods were “bought out” by the company making a hiring pitch when in urgent need for a candidate. Recruitment firms said companies are not keen on accepting such offers.
		+
		+	Joseph Devasia, the India MD of global executive recruitment organisation Antal International, which has lost out on a few opportunities of placing senior-level candidates due to such policies, puts the blame on rigid notice period requirements. “Long notice periods dissuade the candidate from leaving immediately and helps the company to buy time to find the candidate a better role internally. By the end of three months, the company manages to retain the employee with a counter-offer,” said Devasia.
		+
		+	At a consumer products company, a candidate was serving a notice period of three months. After two and a half months, the company offered the candidate a new role and the candidate decided to stay back. “It became difficult to woo the candidate back into the job market,” said Devasia.
		+	Given that there is always reluctance on the part of companies to relieve good employees, EMA Partners regional managing partner (Asia) K Sudarshan said it is vital that the candidate is kept engaged throughout the hiring process. “It is important to understand the factors pushing the candidate for the need to change. If it is mere compensation, the candidate can easily be swayed either ways. One needs to ensure the candidate is committed to the opportunity at every step. It can become embarrassing if a candidate has been taken through the final stage of meeting the chairman or, in the case of an MNC, taken to the parent’s headquarters, and then he gets retained with a counter-offer,” said Sudarshan.
		+
		+	“Recently, a counter-offer was made to a candidate who was being hired by a financial services company. The hiring company then matched the counter-offer and the candidate came on board,” said Sudarshan. “There is a correlation between the instances of counter-offers and the sentiment in CXO hiring. Looking at the current scenario, it’s certainly a good market,” he added. Some business ecosystems are developed in such a way that turnaround time, service delivery effectiveness and pricing are critical. GlobalHunt MD Sunil Goel said, “It is important for the organisation to retain the resources for the project or hold them till the time it can smoothly get transited to other employees without impact on customer delivery.”
		+
		+	In the west, notice periods are limited to a month and, in certain functions, they let the individual go the same day. Earlier, companies were flexible in India and allowed the candidate to go well before three months. With dearth of good talent, they have become rigid on this count.
		+
		+	[[Category:Economy-Industry-Resources\|P COMPANIES/ CORPORATIONS: INDIA
		+	COMPANIES/ CORPORATIONS: INDIA]]
		+	[[Category:India\| COMPANIES/ CORPORATIONS: INDIA
		+	COMPANIES/ CORPORATIONS: INDIA]]

	= Revenues: Digital =		= Revenues: Digital =