Abstract

The case study ‘RMSI: A ‘Dream Company to Work For’ describes the various employee benefits, health and wellness; and performance and career management programs that led to RMSI Pvt. Ltd. (RMSI) consistently being ranked as one of the best companies to work for since 2003. The company’s practices were acknowledged time and again by the media and industry in the form of several awards for over a decade. RMSI was listed in the IDC-Dataquest India’s Top 20 Best IT Employers survey for four years in a row from 2003 to 2006. It was ranked No. 1 in the ‘Great Places To Work’ study three years in a row from 2007 to 2009. Also, it was ranked the best company to work for in India as per the 2015 study conducted by the Great Place To Work Institute and The Economic Times, a leading financial daily in India. In 2019, it was recognized as one of the top ten ‘Great Places to Work’ by ‘Aon Best Employers India – 2019’ study that covered more than 125 organizations across industries in India. RMSI, a global provider of geospatial and engineering solutions, was founded in 1991 in New Delhi, India. RMSI had a diverse workforce, a combination of rare skill sets with domain expertise and functional capabilities. It had more than 3,800 employees and its offices in India were located in Noida, Hyderabad, and Dehradun. It also had 5 international wholly-owned subsidiaries in the US, UK, Canada, Australia and the UAE serving over 100+ clients in more than 25 nations across 5 continents. As one of the most respected companies globally, RMSI had a vibrant work culture and ensured that it had an environment that was conducive to learning and individual growth. To attract and retain talent, RMSI provided its employees with a lot of options under its health and wellness programs such as entertainment facilities, health initiatives, in-house classes and clubs, sports and gym facilities, counseling services, and career planning such as workshops on social etiquette and upskilling programs with a dual career growth model. As result of these talent management and employee engagement initiatives, RMSI had an attrition rate of just 9% in 2019. This was among the lowest in the information technology industry, and the average tenure of its employees lasted between five and six years. Though smaller in size, both in headcount and turnover, RMSI also became ‘a dream company to work for’ among students.

Learning Objectives

The case is structured to achieve the following Learning Objectives:

• Gain knowledge on the importance of the health and wellness programs in an organization
• Understand the impact of a ‘employee friendly’ work environment on talent acquisition, retention, and attrition
• Become aware of the impact of career planning and upskilling initiatives on employee loyalty and motivation
• Learn about the benefit of aligning HR policy with an organization’s mission & vision

Keywords

HR Policy; Employee benefits; Employee engagement; Health and wellness programs; Career Workshops; Talent acquisition; Attrition; Learning and development programs; Workplace Stress; Up-skilling; Workplace culture; Employee recognition; Talent Acquisition; COVID-19; Geographic information systems