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Why Is Employee Satisfaction Survey Essential?

Many research findings show satisfied and motivated employees give higher customer satisfaction, better production, higher sales and contribute to many other areas of the organization’s development. Therefore, it is important that an organization also judges and try to increase employee satisfaction at particular intervals. This means, an organization needs to develop satisfied and motivated employees who would remain committed to the organization for a long time and hence build a strong business.


The Objective Of Our Consulting Intervention

To identify the level of employee satisfaction in present conditions.
To diagnose the reason for dissatisfaction.
To suggest remedial measures including possible modification in management policies.


Proposed Methodology

The whole exercise will be dealt in the below-mentioned steps.
Step-1: A meeting in person or video conference with the top management representatives for deciding the exact scope and modalities of the project including the factors/dimensions to be included in the study.
This meeting may take place a day before the commencement of the project. The gap of one day will be utilized for modification (if any) in the instrument to be used for data collection.

Step-2, a): For satisfaction factors analysis/assessment survey, we shall employ a strategy whereby we shall administer tools/questionnaire (Daftuar Employees’ Satisfaction Survey-DESS) in group settings with a representative sample of employees in groups of 20-30 employees.

Step-2, b) Data analysis and submission of reports with recommendations.

Step-3: Presentation of a report with recommendations.

The Employee Satisfaction Survey can be done by our consultants’ remotely working on the project or by being physically present at the site. In both methods, we will use online survey tools and software to analyze our data. By working remotely the project can be highly economical and this method can be used when you wish to do by partnering with the local HR team. By doing so, our expertise of doing similar interventions at numerous companies and your HR team’s local condition knowledge can bring a good team working. If you wish our consultants to be present at your site, we will charge for the travel, stay and similar expenses.



Will depend on the sample size which can be mutually discussed.



Satisfaction levels with various factors of satisfaction for each unit and level of employees separately.
Areas of satisfaction and dissatisfaction.
Diagnosis of dissatisfaction.


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Few popular blog posts for your reading:


Blog 1:

Employee Satisfaction Survey

Employee Satisfaction plays a crucial part in determining the health of your organization. Employee satisfaction is defined as how happy and content are the employees at your company. 

Satisfied employees prove to be motivated and committed to the organization and are able to perform their best whereas dissatisfied employees do the minimum, have low employee morale and might also add costs to the company. Various factors can lead to dissatisfaction among employees which should be diagnosed and eliminated on an early stage to avoid disrupting the atmosphere of the workplace. 

Employee satisfaction cannot be measured on an individual basis as it might be subjective and infeasible but it can be done on a collective basis to gauge the overall workplace environment. 


Factors influencing employee satisfaction

A company could face consequential losses and even inferior brand name owing to unhappiness and dissatisfaction among its workers. A dissatisfied employee would put in less efforts towards their work and lack motivation to do better whereas a happy and satisfied worker would go an extra mile to ensure productivity and higher outputs at all times. There are a broad range of factors that can lead to employee satisfaction. Some of which are-

  • Treating employees equally and with respect, regardless of their background, age and gender
  • Providing compensation congruent to their performance
  • A sense of autonomy and authority to indicate that the company values its employees
  • Recognition for their work and achievements
  • Empowering employees

Also added benefits and perks, company activities and outings, healthy and harmonious superior-subordinate relationships and a positive approach to management can go a long way to maintain employee satisfaction at the workplace.

A company that decides to measure employee satisfaction can do so by establishing metrics to comprehend their current position. Employee satisfaction can be measured in various ways but surveys remain the highly effective and practised option among businesses. Conducting surveys on a regular basis can help monitor results and plan remedial actions timely and appropriately. 


What is an employee satisfaction survey?

Employee satisfaction is measured using employee satisfaction surveys. These surveys usually include a set of questions that are directed to the employees to rate the culture and environment of the company, express their opinions on how they feel about their work, relationship with colleagues and management. These surveys are prepared keeping in mind the metrics on which the organization wishes to assess upon. These surveys are handed out to the employees to be surveyed on a periodical basis to administer its effectiveness. Factors to be covered in surveys can be as per the company needs. Some of the common factors that can be controlled and measured are quality of communication, co-worker relationships, perceived sense of opportunity to learn and grow both professionally and personally, stress levels and management effectiveness.

Survey data can be used to understand where you stand. And once you receive the data, changes can be implemented to reduce dissatisfaction among employees by adopting new strategies. 

Conducting employee satisfaction surveys is an ongoing process. Giving out these surveys on a regular basis helps monitor performance, identify key areas of issues and scope of improvement to avoid dissatisfaction and make amendments to existing strategies to keep employee satisfaction levels high.


Types of employee satisfaction surveys

Employee satisfaction surveys are not restricted to a certain pattern. Each company is different and so are it’s employees. They can be developed keeping in my mind the gaps in employee experiences and aligning company strategies in such a way that it minimizes their pain points. An employee satisfaction survey can be classified into two categories to provide an outline that can further be customized upon.

  • Job Satisfaction

In the job satisfaction survey, the aim is to get insights on how an employee feels on aspects related to his job. It could include his job experience, job satisfaction, current position, communication experience in the organization, opportunity to learn and grow, adequate use of his skills and capabilities, etc. 

  • Self Satisfaction

In a self satisfaction survey, the aim is to get insights into how employees perceive themselves in the current role. It evaluates his self satisfaction. It could include questions on his experience in the company, if he’s being heard, getting due credits and recognition for his work, satisfaction with his job on a daily basis, his relationship within the organization, sense of motivation, etc.

Any basic employee satisfaction survey should include questions that give an understanding on how an employee perceives his job and how he perceives himself on that job. Besides that, the possibilities of subcategories that can be incorporated into a survey are endless. It depends upon the goals of the company.  


Benefits of employee satisfaction surveys

Employees are the pulse of an organization. And to keep a check on its well being, it’s important to administer employee satisfaction surveys regularly. This helps in understanding your employees better and discovering potential causes of dissatisfaction at an early stage so that they don’t lead to any obstruction in your business. 

A few advantages of an employee satisfaction survey are good work atmosphere, positive employee morales, improved productivity levels, harmonious relationships, good work culture and coveted brand name. 


Balancing company needs and employee satisfaction

Doing what is right for your company and at the same time satisfying employees might not be possible. The answer here is to find the right balance that aligns the company needs with employee satisfaction. The superiors can use their powers to improve employee engagement by involving employees to a bigger cause and making them feel valued. This can be done at all levels with the help of middle level managers and supervisors. They are the ones who have direct influence on employees and are in a better position to resolve satisfaction issues if any arises. 

The bottom line is that employee satisfaction requires involvement of employees as much as employers to improve the work environment, thus it should not be considered as the sole responsibility of the employer. In fact, it is a shared responsibility that falls mutually on both; the employer and the employee.

Blog 2

Employee Satisfaction

What is Employee Satisfaction?

Employee satisfaction or job satisfaction is, quite simply, how content or satisfied employees are with their jobs. Employee satisfaction is typically measured using an employee satisfaction survey. Factors that influence employee satisfaction addressed in these surveys might include compensation, workload, perceptions of management, flexibility, teamwork, resources, etc.


These things are all important to companies who want to keep their employees happy and reduce turnover, but employee satisfaction is only a part of the overall solution. In fact, for some organizations, satisfied employees are people the organization might be better off without. Satisfaction doesn’t mean high performance or engagement. HR ideas and strategies focused on how to improve employee satisfaction oftentimes have results that demoralize high performers.


Employee satisfaction and employee engagement are similar concepts on the surface, and many people use these terms interchangeably. The importance of knowing the difference between satisfaction and engagement is critical for an organization to make strategic decisions to create a culture of engagement. Employee satisfaction covers the basic concerns and needs of employees. It is a good starting point, but it usually stops short of what really matters.


Employee Satisfaction versus Employee Engagement

Consider the following definition of employee satisfaction:


Employee Satisfaction Definition:

Employee satisfaction is the extent to which employees are happy or content with their jobs and work environment.


Compare that with this definition of employee engagement.


Employee Engagement Definition:

Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.


By contrast, Passion, commitment, and most importantly, discretionary effort… Engaged employees are motivated to do more than the bare minimum needed in order to keep their jobs. They have a strong sense of purpose and leadership. They love to be challenged. Engaged employees are the engine of a company, and their performance is proof of this. The importance of engagement cannot be overstated. Satisfied employees are merely happy or content with their jobs and the status quo. For some, this might involve doing as little work as possible. An employee satisfaction survey will not diagnose key factors that can help an organization improve engagement and performance.

Turnover vs. Unwanted Turnover

Some level of turnover is healthy for all companies. Employees who are not adding value or who are not a good fit for the company leave, making way for fresh new perspectives and new energy. We could call this healthy turnover. By contrast, unwanted turnover happens when a company loses talented employees that they want to keep.


Talented and motivated employees expect more from companies. For these employees, job satisfaction includes a different set of criteria. They want to be engaged and empowered. They want to be challenged and pushed. They want their work to have meaning. They want a sense of purpose. A culture of continuous improvement and the importance of professional development opportunities for employees to grow and advance their careers, to better their performance, are key factors that contribute to the engagement of high performers.

Why is employee satisfaction a potential problem?

The problem with employee satisfaction is that it does not focus on the things that are important to your most talented staff. A happy or content employee might be quite satisfied with a job that requires very little effort. This employee might be perfectly content doing the bare minimum required to keep his or her job. These employees are likely “very satisfied” with their jobs. They usually lack leadership and purpose. Their performance might be “good enough”. They are unlikely to leave the company, but they are not necessarily adding value.

As opposed to satisfied employees, engaged employees add value by pushing limits, driving growth and innovation. Organizations that embrace a value-centric, engagement focus, too, have to push limits, Companies with an engagement strategy provide informal and formal learning experiences in order to create significant opportunities for employees so employees feel valued and recognized for their work. Engaged employees will often snatch up these opportunities, satisfied employees often will not.

Employee satisfaction surveys can lead an organization down the wrong path. As a company, if you focus on increasing the wrong kind of employee satisfaction, you risk entrenching those employees who are adding the least value while driving your most talented employees out.


See also: What is employee engagement?

Satisfaction and Engagement Semantics

Many people use the terms “satisfaction” and “engagement” to refer to not just the basic core needs of job satisfaction, but also the added meaning, motivation, and commitment of “engagement”. There is nothing wrong with that. As long as your company measures and understands the importance of striving for the factors that we include in our definition of engagement, it really does not matter what you call it.


By employing an engagement survey, asking the right questions, measuring the right factors with benchmarked results, questions and results backed by statistics, your organization can construct a strategic plan to improve employee engagement and, in turn, performance. If this is what you’re doing, call it what you like.



Popular Employee Engagement Article Topics and Resources:

  • What is Employee Engagement?
  • Employee Satisfaction vs. Employee Engagement
  • Sample Employee Survey Questions
  • Employee Engagement Dashboard Examples

Blog 3

Employee Satisfaction Survey

There are many advantages to getting feedback from employees. However it’s done, feedback is necessary for guiding a small business toward its goals.

Research shows that satisfied, motivated employees will create higher customer satisfaction and in turn positively influence organizational performance.

Regular pulse checks of employee satisfaction and engagement are critical.

If you make employees feel as if their opinions matter, you will aid in boosting their productivity. When employees get to safely share their appraisals, they feel valued. Contributing to your workplace gives an employee a sense of ownership and responsibility.

Similarly, employee surveys help employers measure and understand their employees’ attitude, feedback, motivation, and satisfaction. And you’ll discover if the company’s objectives are clearly represented by managers.

Managers who contribute or cause actively disengaged employees are said to cost the US an estimated $450-550billion per year.

Employee feedback and ideas are an invaluable resource to help you understand the current dynamics of the workplace and also identify training requirements or learning activities. Measuring employee engagement with regular polls helps you spot potential issues early and take action.

Here are 4 tips to a successful employee survey

  1. Keep it confidential!!
  2. Don’t ask questions if you are not prepared to address the responses
  3. Give feedback to the employees
  4. Feedback to respondents within a reasonable time-frame

By using the information gathered to implement the positive change you can encourage and promote the enthusiasm of your employees for any future survey participation.


Employee satisfaction surveys can help you understand how your workforce feels and what they need to perform at their best. With our tips, you can make sure your surveys are optimized for effectiveness.

If you want to provide the best possible employee experience, you have to step away from looking at your workforce as a monolithic group. Focus, instead, on employees’ individual needs and wants. One of the most effective ways to accomplish this is by regularly sending out surveys focused on job satisfaction rates–more formally known as employee satisfaction surveys.

Employee satisfaction surveys collect valuable data from employees that allow you to assess overall employee morale and engagement, two of the biggest determining factors of whether an employee will stay at your company. Questions in these surveys can range from inquiries into how company culture is reflected in the workplace to whether or not employees feel their position has value to themselves and the company as a whole.

No matter what specific focus your survey has, the ultimate goal is to gather the information that’ll make employees feel more satisfied with their job and with you, their employer.

How to get the best feedback from employee satisfaction surveys

Sending out an employee satisfaction survey is easy. Making sure you get a high response rate with actionable data is much harder.

Response rates refer to the percentage of people who respond to your survey. They’re important not only because you want as much feedback as possible, but you also want to ensure results aren’t biased. An example of a survey bias is a situation where wired, desk employees have more time and easier access to respond to surveys as compared to non-wired, frontline employees who don’t regularly use communications technology at work. Because of this technology gap, non-wired employees may not fill out the survey, and even worse, they may not even know there is a survey to take, creating biased results.

Here are some measures you can take to ensure your workforce is informed and empowered to provide honest and realistic answers to your employee satisfaction surveys.

1. Know your objectives

Before you jump into writing an employee satisfaction survey, you first have to know what sort of information you’re looking to collect. Specific objectives–like improving engagement, measuring work/life balance, and so forth–will help determine the questions you ask, making it more likely you’ll receive relevant, practical answers. Researching the topics you’re asking about will also give you new ways to think about questions and guidance on how to phrase them.

It’s also valuable to get external input to ensure you’re hitting the right marks with your questions. Setting up a committee that includes employees from different departments and levels in the organization is a useful approach to confirm your survey is effective.

2. Make sure employees know what the survey is for and how it’ll affect them

It’s human nature to be more invested in something that has a direct effect on you. By explaining to employees why you’re sending out employee satisfaction surveys and the value it has for them, they’ll be more likely to participate and provide higher quality responses. Be sure to elaborate on how their participation will lead to actual improvement.

You should also take into account employees are unwilling to give feedback if they think it’ll be used against them. Emphasizing that survey responses are anonymous and the information collected is confidential will make employees more inclined to offer honest answers.

3. Make surveys a regular occurrence

Sending out surveys on a regular basis will help you get an accurate idea of how employees feel about your company. Employee needs evolve as they go through the employee life cycle and face their own personal life changes. Surveys that are sent on a quarterly or bi-monthly basis are more apt to account for fluctuating needs.

Regular surveys will also provide a means of evaluating whether or not change initiatives have been successful. Setting up measurements based on previous feedback will help you assess any improvements that need to be made in either the survey or action-taking process.

4. Use various communication channels to promote surveys

In order to guarantee surveys are seen by the most employees possible, you should use several different methods to broadcast information about the survey and the deadline to complete it.

Email, intranet, and communication tools can be used to send scheduled messaging. For non-wired employees, take advantage of company meetings and group huddles to talk about the survey. Distributing handouts and posting notices in the employee break room can also provide attention-grabbing, visual reminders to employees.

5. Ensure employees can access the survey

To avoid biased results, make sure that whatever method you use for your survey is easily accessible to both wired and non-wired employees. Desk employees may have no problem logging in to their computer and fill out a web-based survey, but non-wired employees would benefit more from a survey tool they can access on their phone when they have downtime. Some employees, regardless of whether they’re wired or not, may prefer a paper survey to ensure their anonymity.

By thinking ahead and providing various methods to respond, you can make sure all employees have proper access to the survey.

6. Share results with employees

Transparency is important for all aspects of your business, and surveys are no exception. As long as you can preserve the anonymity of your results, you should always make effort and time to share results with employees, whether it’s through a company-wide meeting or a physical report that all employees receive.

When presenting, make sure the meaning of the results is clear and be prepared to explain what your plans for action are with a tentative deadline of when they’ll be completed.

7. Always follow-up with action

Sending out a survey without creating a plan to act on the results you receive is an exercise in futility. Acknowledge the value of employee feedback by putting forth changes that show you are listening and care about feedback. This will build trust with employees and eliminate inconsistencies between words and actions.

When you move on from surveying to the action-taking process, don’t forget to be mindful of expectations. Prevent any confusion or distrust by giving employees an accurate idea of what to expect from any changes you decide to make, and how long it’ll take for those changes to be apparent.

Using the methods outlined in this article, you should be able to create an effective survey that reveals what the employee experience is like on an individual level.

This will go a long way in not only pinpointing what you need to make employees more engaged and satisfied but will also help to reflect your culture by demonstrating employees have a voice that matters and result in real, measurable change.

Blog 4

Everything You Should Know About Employee Satisfaction Surveys


  • How do you determine whether or not your employees are satisfied?
  • What is the purpose of a survey?
  • Why are you doing this survey now?
  • Surveys are conducted on a regular basis.
  • Response Rate Optimal
  • The survey’s composition
  • Included questions


“Delaying surveys could erode trust, increase employee concern, and limit possibilities to improve workplace culture.”

As a competent and compassionate manager or business owner, you should understand the necessity of collecting employee input via employee satisfaction surveys, especially during times of crisis.


What is an Employee Satisfaction Survey, and how do you conduct one?

An employee satisfaction survey is a technique that firms use to determine how satisfied their employees are with their jobs and the company. This type of survey allows management to learn more about their employees and take initiatives to boost employee engagement.


What criteria do you use to evaluate employee satisfaction?

Every year, Great Place to Work®, which has offices in over 60 countries across the world, investigates the work cultures of over 10,000 firms.

We discovered that the best and most successful companies have the highest levels of connection, trust, caring, and emotional safety, based on our thorough research. In general, it’s safe to assume that these are some of the most important aspects of employee pleasure at work, as well as essential drivers of employee engagement. These are some critical components to evaluate if you want to estimate employee happiness.


What are the benefits of conducting an employee satisfaction survey?

  1. Confidentiality is maintained

Many employees want to remain anonymous and prefer to respond to a survey rather than a personal interview or contact. People are more likely to express candid opinions when they are anonymous. As a result, an employee satisfaction survey is critical.


  1. Retains Workers

Staff satisfaction surveys assist you in identifying and resolving employee issues, as well as maintaining high levels of employee engagement. Employees that are happy with their jobs are more likely to stay with the organisation for a longer period of time. Rehiring fresh personnel takes less time and money, which helps the firm.


  1. It boosts efficiency.

Employee satisfaction surveys provide excellent diagnostics on employee engagement, allowing you to improve and better serve your staff. This naturally enhances staff productivity, which has a beneficial impact on corporate results.


In these trying circumstances, why do an employee satisfaction survey?

Employee satisfaction surveys, which consist of a series of questions, assist firms in determining the amount of satisfaction that employees have at their employment. These surveys are essential for management to discover any gaps in employee experience and take the appropriate steps to close them.

With so many rapid changes, it may appear like employee satisfaction surveys are in a state of flux.


“After all,” you could reason, “with this being such an unsettling period, I’m sure responses won’t be typical of how things are around here.” It might be preferable to wait until things return to normal before making changes based on how the business normally runs, rather than how we’re doing things during COVID-19.”

Employee satisfaction surveys are an important listening tool right now, since the COVID-19 pandemic has an impact on how your company runs.


Launching employee satisfaction surveys during difficult times demonstrates that you value your employees’ personal experiences. When you ask employees how satisfied they are through difficult circumstances, you are demonstrating to them that you care about their well-being. By surveying now, you’re acknowledging the stress caused by the COVID-19 pandemic and sending a message that you’re here and paying attention.

However, launching a satisfaction survey for employees is insufficient. To demonstrate that you care, it’s vital that you do the following after the employee satisfaction survey:

  • Distribute the results of the poll.
  • Take action based on the findings


Sharing the results of the employee satisfaction survey, as well as what you learned from it and what actions you’re taking as a result of it, aids in the development of the trust and credibility that are hallmarks of Best WorkplacesTM — and a key component of the Trust ModelTM that 30+ years of research has revealed to us.

In fact, Great Place to Work® India has developed a new category of recognition called ‘Commitment to Creating a Great Place to Work’ to measure how invested firms that are associated with Great Place to Work® year after year are in acting on the feedback received.


Following the collection of feedback via employee satisfaction surveys, the next step should always be to analyse the data for a holistic diagnosis of where the gaps are and, as a result, build action plans to close those gaps. Employees will not find it worthwhile to take time out of their day to offer feedback unless they are assured that their concerns are being addressed.

We comprehensively evaluate your HR practises and share a detailed diagnosis on your employee engagement and action-oriented insights as part of the Great Place to Work® Assessment and Certification programme, which is more than just a satisfaction survey for employees. This allows you to continually improve and emerge among the best workplaces.


When should employee satisfaction surveys be conducted?

Every six months, surveys can be conducted. The time cycle entails conducting a survey, thanking your staff, gaining insights, and putting those insights into action.


What is a decent employee satisfaction survey response rate?

Employee satisfaction surveys must have a high response rate to be successful. For its survey, Great Place to Work® selects a statistically valid sample of all employees across demographics and requires a minimum response rate of 50% (for large firms) to deliver reliable employee engagement analysis. In general, the response rate is affected by the strength of your employees.


You may increase the number of responses to employee satisfaction surveys by:

  1. Make it simple to complete out by include more rating statements than open-ended questions.
  2. Describe to your employees how it will benefit them.
  3. Make the procedure more fun by gamifying or motivating it.


Employee Satisfaction Surveys Should Have This Composition

Organizations frequently debate what questions to include in an employee satisfaction survey.

The broad categories to consider while creating a satisfaction survey are listed below:

  • Workplace culture and skill development
  • Communication inside the company
  • Supervisory mentoring and assistance
  • Workload distribution within the team and workplace stress
  • Employees have been given recognition and appreciation.
  • Employee perceptions of brand value and work culture
  • Colleagues and forming bonds with coworkers
  • Long-term career goals and how they relate to current work
  • HR Benefits, Bonuses, and Incentives


Included Questions

In an employee satisfaction survey, what should I ask?


To help you answer this, we’ve compiled a list of the top 10 employee satisfaction survey questions, along with their categories:

  • I’ve been offered training and development to help me advance my career (Development)
  • Management is approachable and communicative (Communication)
  • I am provided the materials I need to complete my job and I am praised for my efforts (Supporting)
  • When I believe it is necessary, I am able to take time off work (Balancing)
  • Everyone has the chance to be recognised in some way (Rewarding)
  • My profession has a special significance for me: it is more than just a job (Pride)
  • Here, people genuinely care about one another (Caring)
  • I would like to stay here for a long time. (Pride)
  • I believe I am entitled to a fair part of the organization’s profits (Fairness)
  • Will you continue to work for the same firm over the next two years? (Satisfaction)

You can create a questionnaire and send it by mail to your staff. If you don’t want to deal with the difficulty of creating an employee satisfaction survey on your own, you may hire us to do it for you!

  • ABC Bearing Ltd.
  • AC Nielson ORG-MARG
  • Action India
  • Alembic Chemicals Ltd.
  • Apollo Hospitals
  • Arthur Anderson Consulting
  • ABB
  • Astrazenica Ltd.
  • B. T. A. Cellular Ltd.
  • B. E. S. & T Ltd.
  • Bank of Baroda Staff College
  • Baroda Management
  • Batliboi Ltd.
  • Bax Global India Ltd.
  • Berger Paints (I) Ltd.
  • Bharat Heavy Electricals Ltd (BHEL)
  • Bharat Petroleum Corporation Ltd.
  • Birla Copper Ltd.
  • Blue Star Ltd.
  • BSES Management Institute
  • Cerebus Consultants
  • CR Seals India Pvt. Ltd.
  • Daimler Chrysler India Pvt. Ltd.
  • E. I. DuPont India Ltd.
  • Enercon India Ltd.
  • FAG Precision Bearings Ltd.
  • Fritolay India Ltd.
  • Globe Span India Ltd.
  • Godrej Industries Ltd.
  • Gujarat Alkali and Chemical Ltd (GACL)
  • Gujarat Communication and Electronic Ltd.
  • Gujarat Electricity Board (GEB)
  • Gujarat State Fertilizers Company (GSFC)
  • Hindustan Construction Company
  • Hindustan Zinc Ltd.
  • HPCL Vikas Refinery (HPCL)
  • Hikal Ltd.
  • IDBI Bank
  • Idea Cellular Ltd.
  • Indian Farmers Fertilizer Cooperative Ltd (IFFCO)
  • Indian Oil Corporation Ltd (IOCL)
  • Indian Oil Tanking Ltd (IOTL)
  • Indian Petrochemical Corporation Ltd (IPCL)
  • Indo- Burma Petroleum Ltd (IBP)
  • Indo-Gulf Corporation
  • Institute of Human Capital (IHC)
  • Intas Pharmaceuticals Ltd.
  • IT Preneurs, Jyoti Ltd.
  • JMDI Ltd.
  • Johnson and Johnson Ltd.
  • Kamala Dials Ltd.
  • Kanoria Chemicals and Industries Ltd.,
  • Keane India Ltd.
  • Kenstar WZ
  • Krishak Bharti Cooperative Ltd (KRIBHCO)
  • Kuoni Travel (I) Ltd.
  • Lakhanpal National Ltd.
  • Larson and Toubro Ltd.
  • Ma Foi Management Consultants Limited
  • MAJAN College
  • MICO India Ltd.
  • MIEL e-security Ltd.
  • NDDB Ltd.
  • Nilaka Consultants Ltd.
  • Oil and Natural Gas Commission Ltd. (ONGC)
  • OMAN
  • Reliance Industries Ltd. (The Biotech Division)
  • Reliance Petroleum Ltd.
  • Sarabhai Chemicals Ltd.
  • SIES College
  • SPANCO Telesystems and Solutions Ltd.
  • Spectronet Ltd.
  • SPG Solutions Pvt. Ltd.
  • Star Electronics Ltd.
  • Sulzer India Ltd.
  • Sun Pharmaceutical Industries Ltd.
  • Tata Atlas India Pvt. Ltd.
  • Tata Management Training Center (TMTC)
  • TVS & Sons Ltd.
  • Wartsila India Ltd.
  • Welspun India Ltd.
  • Yahama Motor India Pvt. Ltd.
  • Zydus Cadila Health Care Ltd.

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