Financial planning sessions were conducted in collaboration with Arthayantra, to build awareness about financial wellbeing and empower its employees to plan their financial goals and achieve them through effective implementation.
Browsing: Practice
An equal opportunity employer, the company has been consciously working towards creating a diverse, safe, and women-friendly work culture and environment.
Through an optimal combination of technological efficiency and human touch, the organisation is helping the stakeholders realise their true potential and move forward.
The programmes are specifically to help leaders understand the various inflection points in their careers and the steps to be taken to successfully tide over them.
The changes include termination of the probationary period and sandwich leave, and introduction of bereavement, paternity and adoption leaves.
The facility can be availed by new and adoptive fathers in the first year
When sanitary napkin advertisements showcase women as unstoppable and empowered to do what they may, even during that time of the month, the first day of period leave may not really make much sense.
The Company brings in talent early on and develops it to fulfil its requirements within a year, following it up with a six-month internship.
The programme focussing on millennials and women, has been encouraging employees to participate in marathons.
Sulekha’s robust and fair performance management system, strongly linked to its talent management, led to a lot of women automatically emerging as high performers.
Esar Media & Advertising has just implemented a long weekend policy, allowing its workers to work from home on Fridays.
The power backup company is offering part-time jobs to women on a career break.
The system is grounded, yet modern in terms of taking care of employees’ ambitions and expectations
The women employees of the Malayalam news channel can avail 12 days of period leave annually.
This Landmark Group company has achieved 30 per cent reduction in attrition while the industry average remains 60–70 per cent. Here’s how…
The objective of the ‘Innovation@work’ drive is to gather new-age ideas from employees, sparking their imagination and making thinkers come forward.‘Innovation@Work’: Limelight on Denave’s bright minds
It gets difficult for working women to explain this inevitable and recurring physical and mental challenge, at the workplace.
Basecamp provides its employees a $5,000 annual vacation stipend along with shortened four-day, 32-hour weeks during summer.
The council was formed on the premise that women leaders themselves can be the best sounding board for all women’s concerns.
The initiative enhances employee connect by extending the idea to their families.
Vedanta envisaged Technical ACT-UP with an aim to build a technically proficient talent pool as a key mandate for driving its future growth.
Working from the grassroots up to the middle management level, Agrima is a self-nominated training program focused on building a more holistic sense of self awareness and self-esteem.
The new performance management programme— ‘SAP Talk: Real Conversations, Real Time’—works on continuous dialogue as the base for performance reviews.
A Scottish brewer firm, Brew-dog, has literally introduced a week-long paid leave for its staff to be able to bond with their new dogs well.
The paternal leave benefits, increased with effect from April 21, includes paternity, adoption and surrogacy.
Offices and branches of Group in 46 countries to open their doors for a full day’s job shadowing, career orientation, CV clinics and interviews.