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Stream/Area:
-
Subject:
-
Paper ID:
IJSREM66828
Volume:
10 |
8 |
Aug 2026
Pages:
1-10
Publication Frequency:
Monthly (12 issues per year)
License:International Journal of Scientific Research in Engineering and Management follows the Creative Commons Attribution 4.0 (CC BY 4.0) License, allowing free use and distribution with proper attribution.
Management
Vidya Vikas First Grade College
Management
Vidya Vikas First Grade College
The contemporary Indian corporate landscape is witnessing a paradigm shift in Human Resource Management (HR) philosophies, with an increasing emphasis on employee-centric policies. This research paper undertakes a comprehensive secondary data analysis to critically examine whether Indian companies are genuinely transitioning towards employee-centric HR frameworks or if such initiatives remain largely performative. Drawing upon data from Gallup's State of the Global Workplace Report (2026), Aon's Annual Salary Increase & Turnover Survey (2025), Great Place to Work India Rankings (2026), and various industry-specific studies, this paper evaluates the efficacy of contemporary HR policies including flexible work arrangements, mental health support, diversity and inclusion initiatives, and statutory compliance under India's new Labour Codes effective November 2025. The findings reveal a complex dichotomy: while leading organizations particularly in the IT, financial services, and hospitality sectors have made substantial strides in implementing progressive HR policies, a significant proportion of the Indian workforce continues to experience high levels of stress (28%), burnout (68% in IT sector), and work-life imbalance. The analysis indicates that India's overall attrition rate, though declining from 18.7% (2023) to 17.1% (2025), remains alarmingly high in sectors such as e-commerce (28.7%) and professional services (25.7%). Furthermore, despite 87% of Indian employees identifying work-life balance as a top priority, 56.3% report experiencing pressure to sacrifice personal time for work-related tasks. The study concludes that while a cohort of exemplary organizations demonstrates genuine commitment to employee welfare, systemic gaps persist across the broader corporate ecosystem. The paper offers strategic recommendations for HR practitioners and policymakers to bridge the gap between policy formulation and actual implementation, advocating for a more holistic, evidence-based approach to employee-centricity in the Indian context.
KEYWORDS
This secondary data analysis leads to a nuanced conclusion regarding employee-centricity in Indian companies. The evidence supports a qualified affirmative: a significant and growing cohort of Indian companies is genuinely becoming employee-centric, but this transformation is neither universal nor evenly distributed. The corporate ecosystem exhibits a pronounced polarization, with exemplary organizations setting global standards for employee welfare while a substantial majority continues to struggle with implementation, cultural barriers, and resource constraints. The key conclusions are: (i) Policy-Practice Gap: While progressive HR policies have proliferated across Indian companies, the translation of policy into practice remains inconsistent. High attrition rates, declining engagement scores, and persistent burnout indicate that formal policies alone are insufficient. (ii) Sectoral Stratification: Genuine employee-centricity is most evident in multinational corporations, leading IT and financial services firms, and progressive domestic conglomerates. Traditional industries, SMEs, and high-churn sectors such as e-commerce continue to face significant challenges. (iii) Well-being Crisis: Despite increased policy attention, employee well-being indicators remain concerning. With only 17% of employees thriving, 36% experiencing sadness, and 68% of IT professionals showing burnout indicators, the human cost of inadequate employee-centricity is substantial. (iv) Cultural Inertia: Persistent cultural norms that prioritize work over personal life, combined with gendered expectations regarding non-work responsibilities, create structural barriers that formal policies alone cannot overcome. (v) Economic Imperative: The business case for employee-centricity is robust, with clear evidence linking welfare investment to reduced attrition, lower absenteeism, and improved productivity. Organizations that fail to recognize this imperative risk competitive disadvantage.
Aon India. (2025). Annual Salary Increase & Turnover Survey 2025. Aon Consulting. ASSOCHAM. (2024). Employee Wellness and Organizational Productivity Study. Associated Chambers of Commerce and Industry of India. BusinessWorld. (2023). 87% Indians Feel Work-Life Balance is Top Priority to Combat Toxic Work Culture. BusinessWorld India. Deloitte. (2025). Global Human Capital Trends Report. Deloitte Touche Tohmatsu Limited. FICCI. (2024). Financial Sector Wellness Report 2024. Federation of Indian Chambers of Commerce & Industry. Gallup. (2026). State of the Global Workplace: 2026 Report. Gallup World Headquarters. Great Place to Work India. (2026). India's Best Companies to Work For 2026. Great Place to Work Institute. Harvard Business Review. (2024). The ROI of Employee Wellness Programs. Harvard Business Publishing. International Journal of Research and Analytical Reviews. (2024). The Future of Work-Life Balance in Indian Companies. IJRAR, 11(2), 45-62. Journal of Informatics Education and Research. (2025). Work Life Balance in Corporate Sector of India. JIER, 5(2), 2318-2328. Loop Health. (2025). 10 Various Types of HR Policies That Every Company Must Have. Loop Health Blog. Ministry of Labour and Employment, Government of India. (2025). The Code on Wages, 2019 and The Code on Social Security, 2020: Implementation Guidelines. Nasscom-Deloitte. (2025). IT Workforce Report: Burnout and Well-being in India's Technology Sector. Nasscom. PwC. (2025). Asia-Pacific Workforce Survey 2025. PricewaterhouseCoopers. Statista. (2025). Best Companies to Work for in India 2025. Statista Research Department. Talento India. (2025). Top Companies in India Offering the Best Work-Life Balance. Talento India Blog. WCRC International. (2025). India's 50 Most Loved Workplaces 2025. World Consulting & Research Corporation. WiseMonk. (2026). Attrition Rate in India 2026: Sector Data & Retention Strategies. WiseMonk HR Analytics.
Publication Date
8/18/2026
Peer Review Type
Double-Blind Peer Review
Review Rounds: 2
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The authors declare no conflict of interest related to this research work.
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