Rank 19 - NOVELL : Action Everywhere!

Imagine this: a huge bonus in December 2008. While most could only dream of a
situation like this, for Novell employees it was a welcome reality. Novell not
only managed to avoid going down the layoff path, but also shelled out the
biggest bonus payout of the decade, the last year. Little wonder then that it
has made it to the Top20 Club!

Novell had its share of problems though, like everyone. There was a delay of
over six months in the salary hikes, appraisals were put on hold, and the hiring
absolutely stopped except for replacements. But the brighter side was that there
were no salary cuts, no lay offs and no noticeable delay in promotions, although
the processes became a bit more stringent. And like every other company, Novell
too worked hard on communicating with its employees. There were two major
additions to the global employee engagement surveya work group survey, and a
satisfaction surveywhich were completely outsourced to a professional
third-party in order to ensure neutrality.

It was active communication, coupled with perks and benefits like free
transport, and liberal education, and loan policies, that helped Novell manage
the attrition rate. However, overseas opportunities and salary and work
recognition remained areas of dissatisfaction for the employees. And unlike a
lot of employers, Novell says it isnt ignorant of these causes of discontent.

While the company agrees that overseas opportunities are limited, it insists
that it is a part of the maturity process that every company goes through. And
on the recognition and appraisal front, the efforts are on full swing: together,
with innovative programs like TGWIN (thank God we are in Novell!), and now the
new program called RACE (recognize and celebrate employees) which includes
giving out non-financial awards in categories like burning the midnight oil,
walking the extra mile, coining ideas that come to life, etc.

	Rank 19
	Novell
		Nagdev Bindiganavale, head, HR
	Â
	Â
	Â
	Â
	Â

Another problem area has been training. But there too, the company has sprung
to action and declared a minimum of eighty hours of training per year per
employee. It has also tied-up with Harvard for a mentorship program for its
managers across the world.