As an accredited “Best Company to Work For”, your organisation will be able to attract more of the country’s top talent enabling you to position your business above the competition
Determining the Best Companies to Work For Methodology Survey Benchmarking Approach Project Scoping Survey Launch First Panel Meeting Determine project Focus Select Survey Dimensions Compile Questionnaires Invite companies to participate Panel of experts to provide face validity of Survey methodology Diagnostic Phase Adjudication Final Announcement Survey Analysis Administer Survey Process, interpret and compare data • CEO • Employees • Employee Representatives • Recruitment firms Final Panel Meeting Announcement of Best Companies
Survey Inputs Utilised SA’s Best Company to Work For Chief Executive Weighted 30% of overall score Ranking the Best Companies to Work For by a panel of experts from business, employer representatives and heads of Business Schools Randomly selected Employees Weighted 50% of overall score Focus Groups Weighted 10% of overall score Leading Recruitment firms Weighted 10% of overall score
The study focused on the following themes and their components: FRAMEWORK FOR BEST COMPANIES TO WORK FOR • Work Environment • Job Satisfaction • Environment • Diversity • Facilities • Trust & Relationships • Job • Meaning & Challenge • Performance Management • Recruitment • Financial Rewards • Base Salary • Incentives • Share Schemes • Performance Measures Attraction and Retention • Company • Leadership • Diversity • Change • Management Information • Communication • Policies & Procedures Factors • Non-Financial Rewards • and Recognition • Benefits • Recognition Awards • Work/life balance • Career • Development • Training • Opportunities • Talent Management
General Trends of the Survey Chief Executive Response Employee Response • Policies & procedures • Change • Diversity • Leadership • Trust & Relationships • Job Satisfaction • Leadership The areas that provide the most useful feedback for future company attention are those that were measured as the most negative in the perceptions of employees in particular. Employer negatives are those areas already recognised by CEOs as in need of attention • Recruitment • Training & Dev • Management Info • Performance Mgmt • Change • Rewards & Recognition • Change • Diversity • Management Info Employee Response Chief Executive Response
More detailed findings A more detailed analysis of the results showed that more than 85% of all participating employees agreed that the following are POSITIVE in their companies: 1. The importance of their work (96% agreed) 2. Knowledge of what is expected in their jobs (93% agreed) 3. The internal e-mail as an effective communication source (93% agreed) 4. Proud to tell their friends where they work (91% agreed) 5. Their immediate manager trusts them (90% agreed) 6. The people they work with are committed to quality work (89% agreed) 7. A statement that they have friends among the people with whom they work (89% agreed) 8. Their immediate managers enjoy their trust (89% agreed) 9. A perception that people motivate and support each other in their departments (88% agreed) 10. A belief that the people in the company are willing to go the extra mile when needed (88% agreed) These 10 components are hygiene factors with the main themes which score highly. These main themes are the most important reasons high calibre individuals are retained in companies.
More detailed findings continued... • It is also interesting to note that aspects like importance of work and the knowledge of what is expected of employees are rated very highly. The LOWEST RANKED reasons which may affect retention in companies are: • 1. The non-recognition and mismanagement of the impact of change on employees. • 2. The use of representative councils as a communication source. • 3. Managers are not trained as mentors. • 4. No feedback to employees over the last six months regarding their prospects. • 5. No diversity training. • 6. White males feel threatened by the Employment Equity process. • 7. No information about what other departments are doing. • 8. Overload of the internal systems with unnecessary paperwork, e-mails, reports, forms and memos. • 9. Unfairness of the company’s promotion policies and procedures. • 10. The level of the pay package does not reflect performance. • 11. Salary does not match responsibilities and is not market related. • In summary, it appears as if the mismanagement of change, poor communication, poor management of remuneration and the way Employment Equity is implemented are some of the aspects that lower employee commitment.
Creating a Value Proposition Best Business Performance Best Company Brand Performance Products Best Jobs
The top ten “Best Companies toWork For” in 2000 After summarising all the results from the participating forty two (42) the panel of adjudicators ranked the companies. The 10 Best Companies to Work For are: No 1 Rand Merchant Bank No 2 M T N No 3 Eli Lilly No 4 Nedcor No 5 DAV No 6 Standard Bank No 7 Coronation No 8 Escher Group No 9 Liberty Life No 10 Discovery Health It must be taken into consideration that only forty two (42) companies participated due to a number of internal challenges, such as downsizing, mergers and acquisitions, restructuring etc.
Survey Participants of 2000 RMB Servest MTN Debtech Eli Lilly BP Nedcor Lyons Financial DAV De Beers Standard Bank Merisol Coronation Rand Water Escher Group Global Technology Liberty Life Marriott Corporate Services Discovery PEP Rennies Amalgamated Hospitals Siemens Faritec Atraxis Gensec Bank Hollard Procter & Gamble Airchefs Relyant Shoprite Checkers Investec Midas AST Metrorail ABSA SANS Fibres Barnard, Jacobs, Mellet FOSKOR Old Mutual IDC KPMG