GMR Group Assistant Manager Operations salaries in Gurgaon / Gurugram

Likes

On time salary.

Dislikes

Becoming less employee-oriented and lacks respect for its workforce. There's a noticeable decrease in open communication, leading to confusion and dissatisfaction. Employees feel undervalued due to the absence of recognition for their hard work, and there's a worrying trend of increased work expectations without consideration for work-life balance. Despite providing feedback, little action has been taken to address these issues. I believe it's crucial to encourage open dialogue, recognize employee achievements, and promote a healthier work environment

Likes

Professional work culture. Progressive policies. Internal opportuntiies. Timely pay despite liquidity issues.

Dislikes

Limited career development. Bureaucratic work culture at times. 6 day week. No/low increments.

Likes

... and accomodation facility for the people, who working during lockdown period. Company policies are good,appraisals are fair and they give good salary.

Dislikes

There is nothing to dislike about working there because, it was a great opportunity to enhance my management skills and hindhi communication skills. It is my pleasure to work here.

Likes

Company was very good work environment is good but management is very bad there is no career growth no hike only influence persons will get salary hike .I worked 5.6 years there is no hike only who is favour to manger there only gets hike for hard workers won't get any awards and recognization

Dislikes

There is no proper salary /appraisal and there is no growth

Likes

Salary on time. Job Security.

Dislikes

1. The Opex team currently faces significant challenges in its functioning and management. 2. There is a lack of clarity from management regarding expectations and requirements. 3. Micro-management practices hinder effective work processes. 4. The primary focus is on meeting the 25-day Turnaround Time (TAT) for procurement, with little consideration for the nature or complexity of the tasks involved. 5. The work culture is difficult and does not promote productivity or employee satisfaction. 6. The department has an excessive number of reporting heads, creating ambiguity in roles and responsibilities. 7. Employees often face confusion about reporting lines, which include multiple figures such as the Business Head, Business SPOC, Vertical Head, Category Head, Opex Head, and COE Head. 8. The effectiveness of category managers is perceived to be minimal. 9. Review meetings are scheduled frequently, sometimes multiple times a day, disrupting workflow. 10. The SOP lacks clarity and purpose, causing frustration during its implementation. Unlike other organizations where SOPs simplify and streamline processes, here they create hurdles at every step. 11. Although the "7 Values of GMR" are frequently discussed in meetings, they are rarely upheld in practice. 12. The exit policy is cumbersome and demoralizing, with resigning employees often being treated poorly. 13. The HR team is perceived as unreliable and inconsistent in their practices. 14. During the PR to PO conversion process, buyers bear sole accountability to meet the 25-day deadline, even when delays are caused by internal or external stakeholders. 15. Employees are treated like bonded laborers when they ask for leave, and if they take sick leave, they're accused of lying—just because they’re not coughing." 16. If considering joining this company, avoid the Opex team—particularly the Purchase division. Other departments may offer a more positive experience.